Industrial psychology aims to increase workplace productivity and employee well-being. It was established in the early 1900s and uses various research methods like experiments, surveys, and observations. Common psychology tests used in industrial settings include achievement, aptitude, attitude, intelligence, neuropsychological, occupational, and psychometric tests to evaluate employees.

1. Advanced Industrial Psychology

2. Unit I Industrial Psychology Introduction – History – Organisation Research Methods – Psychology Tests and its utility to industry

3. Introduction Industrial psychology is a relatively new branch of psychology that was created for corporations and organizations that needed more structure. Industrial psychology is able to provide this structure by evaluating employee behavior for the good of the company. It is often referred to as organizational psychology because of its emphasis on analyzing individuals who work for various organizations. One of the most interesting aspects of industrial psychology is how employee behavior affects others individuals on the job and organization in general

4. Industrial psychology can be used to reduce counterproductive behavior, enhance team effectiveness, and boost morale. It is also vital in conflict resolution. Many individuals find the brunt of their work dissatisfaction rooted in their relationships with managers and colleagues. Fortunately, industrial psychology provides solutions for this problem.

5. Meaning of Industrial Psychology Industrial organizational psychology is the branch of psychology that applies psychological theories and principles to organizations. Often referred to as I/O psychology, this field focuses on increasing workplace productivity and related issues such as the physical and mental well being of employees. Industrial organizational psychologists perform a wide variety of tasks, including studying worker attitudes and behavior, evaluating companies and conducting leadership training

6. History of Industrial Psychology The industrial psychology was born in the early 1900s. 1903 – Dill Scott wrote the theory of Advertising, in which psychology was first applied to business. 1910 – Hugo Munsterberge wrote psychology and industrial efficiency. The industrial psychology made its first big impact during the world war I 1930 – Hawthorne studies – Ind. Psychologist became more involved in the quality of the work environment and attitude of the employees.

7. History of Industrial Psychology (cont..) 1960 – Ind. Psychology used in employees selection, employees training (specifically in sensitivity training) and T-Group training 1970 – Ind. Psychology was also used in measuring employees satisfaction and motivation. 1980 – Use of statistical techniques enhanced the scope of ind. Psychology in the business and used in many ways 1990 – Ind. psychology was used in employees performance appraisal system.

8. History of Industrial Psychology (cont..) 2000 – Ind. Psychology analyzed the employees stress and its relationship with productivity. Later, due to the development of the technology, it is also used in on-line recruitment, employees training using e-learning and managers are holding the meeting in the cyberspace rather than in person. Use of ind. Psychology also increased due to globalization and liberalization.

9. Organisational Research Methods Experiments Quasi Experiments Archival Research Observations Surveys Meta-Analysis

10. Experiments In scientific research, an experiment is a method of investigating causal relationships among variables, or to test a hypothesis. An experiment is a cornerstone of the empirical approach to acquiring data about the world and is used in both natural sciences and social sciences. An experiment can be used to help solve practical problems and to support or negate theoretical assumptions

11. Experiments (Cont….) An experiment involves controlling one 'input' variable, holding all others constant (to the best of your ability) and measuring the effect on an output variable of a change in the control variable. The 'quality' of an experiment depends in part on how well you can control the other variables.

12. Quasi Experiments A quasi experiment takes place in a field setting but the independent variable is already in place. The experimenter thus manipulates nothing. He or she measures the dependent variable nonetheless. An example of a quasi experiment would be trying to establish a cause-effect relationship between speeding and road traffic accidents. You would find four states in America adjacent to each other. They each have their own state set speed limits. Lets say 50, 55, 60 and 65 mph. These are the various conditions of your IV, which are already established. You would measure your dependent variable being incidence of road traffic accidents.

13. Archival Research The process of locating and examining historical documents concerning a parcel of land and the people, activities and usages associated with it; documents are both primary and secondary, and can include maps and plats, photographs, land records, probate records (wills), chancery/equity court proceedings, personal letters and diaries, businesses ledgers, and various other sources

14. Archival Research (Cont…) The kind of research in which the major base of references and knowledge is from secondary sources such as census data, newspaper clippings, birth certificates and past records in different sectors, such a research is called archival research. Another name for archival research is secondary research, which is the opposite of primary research ,

15. Observations Observation method is a technique in which the behavior of research subjects is watched and recorded without any direct contact Self study : Types of Observation

16. Experimentation (cont….) Experimentation explores cause and effect relationships by manipulating independent variables in order to see if there is a corresponding effect on a dependent variable

17. Surveys A research technique in which information is gathered from people through the use of surveys or questionnaires . The survey is a non-experimental, descriptive research method. Surveys can be useful when a researcher wants to collect data on phenomena that cannot be directly observed

18. Meta-Analysis Mathematical technique to combine the results from individual studies to arrive at one overall measure of treatment effect. In statistics, a meta-analysis combines the results of several studies that address a set of related research hypotheses. This is normally done by identification of a common measure of effect size, which is modelled using a form of meta-regression. Resulting overall averages when controlling for study characteristics can be considered meta-effect sizes, which are more powerful estimates of the true effect size than those derived in a single study under a given single set of assumptions and conditions

19. Meta-Analysis A review that uses quantitative methods to combine the statistical measures from two or more studies and generates a weighted average of the effect of an intervention, degree of association between a risk factor and a disease, or accuracy of a diagnostic test.

20. Psychology Tests Achievement Test Aptitude Test Attitude Test Intelligence Test Neuro Psychological Test Occupational Test Psychometric Test Personality Test

21. Achievement Test An achievement test is a test of developed skill or knowledge. The most common type of achievement test is a standardized test developed to measure skills and knowledge learned in a given grade level, usually through planned instruction, such as training or classroom instruction. Achievement tests are often contrasted with tests that measure aptitude, a more general and stable cognitive trait .

22. Aptitude Test A test to measure a student's ability to learn in some particular area, like music or mechanics An examination that attempts to determine and measure a person’s ability to acquire, through future training, some specific set of skills (intellectual, motor, and so on). The tests assume that people differ in their special abilities and that these differences can be useful in predicting future achievements.

23. Aptitude Test (cont…) It is an examination that attempts to determine and measure a person’s ability to acquire, through future training, some specific set of skills (intellectual, motor, and so on). The tests assume that people differ in their special abilities and that these differences can be useful in predicting future achievements. Aptitude tests are structured systematic ways of evaluating how people perform on tasks or react to different situations. They have standardised methods of administration and scoring with the results quantified and compared with how others have done at the same tests. They are increasingly administered on a computer

24. Attitude Test This test will tell you how your attitude is perceived by others. Attitude test assess an individual's feelings about an event, person, or object. Attitude scales are used in marketing to determine individual (and group) preferences for brands, or items. Typically attitude test use either a Thurston Scale, or Likert Scale to measure specific item

25. Intelligence Test Intelligence tests attempt to measure your intelligence—that is, your basic ability to understand the world around you, assimilate its functioning, and apply this knowledge to enhance the quality of your life. ”Intelligence, therefore, is a measure of a potential, not a measure of what you’ve learned (as in an achievement test), and so it is supposed to be independent of culture. The challenge is to design a test that can actually be culture-free; most intelligence tests fail in this area to some extent for one reason or another.

26. Neuro Psychological Test Neuropsychological tests attempt to measure deficits in cognitive functioning (i.e., your ability to think, speak, reason, etc.) that may result from some sort of brain damage, such as a stroke or a brain injury

27. Occupational Test Occupational tests attempt to match your interests with the interests of persons in known careers. The logic here is that if the things that interest you in life match up with, say, the things that interest most school teachers, then you might make a good school teacher yourself.

28. Psychometric Test Psychometric testing is a tool used mainly in the recruitment process. It is recognized as an efficient way to gain insight into a person’s personality and psychological thinking. It can help develop team spirit in the workplace and assess an individual’s priorities.

29. Psychometric Test (cont…) Psychometric testing is usually an office-based procedure, although the test itself can be conducted anywhere. Many are processed online using software applications. The test should only take around 15 minutes to complete, although depending on the depth of the test, it may take longer. There are tests to assess sales capability, management styles and social personality traits.

30. Personality Test Personality tests attempt to measure your basic personality style and are most used in research or forensic settings to help with clinical diagnoses.

31. Types of Personality Test The Minnesota Multi-phasic Personality Inventory The Rorschach (the “inkblot test”),

32. Benefits of Psychological Test It provides a foundation for understanding the human behaviour in the working place It is used to individual assessment in order to evaluate differences among the candidates in the organisation The above assessments includes written test, physical test, psycho motor test, personality test, work samples and assessment tests. It is used to solve the real-work problems such as excessive job stress or poor job performances

33. Benefits of Psychological Test Ind. Psychology used many ways in organisation such as, Analyse the nature of the job Conduct the analysis to determine the solutions to the orgn. Problems. Conduct the survey of employees feeling and options. Design the employees appraisal systems. Design the employees selection system. Design the training programmes.

34. Revision Introduction History Organisation Research Methods Psychology Tests and its utility to industry

35. Revision Students Feedback

36. End of Unit I

37. Unit II Attitude Meaning of Attitude – Factors influencing Attitude – Measuring Job Satisfaction – Development of Attitude – Absenteeism – Implication for organisation

38. Meaning of Attitude Attitude is the preference of an individual or organization towards or away from things, events or people. It is the spirit and perspective from which an individual, group or organization approaches community development An attitude is an outlook on life, a state of mind that effects the way we interpret facts and events An attitude is a hypothetical construct that represents an individual's degree of like or dislike for an item. Attitudes are generally positive or negative views of a person, place, thing, or event-- this is often referred to as the attitude object

39. Factors influencing Attitude

40. What is job satisfaction?

41. Measuring Job Satisfaction

42. Development of Attitude

43. Absenteeism – Implication for organisation

44. Revision