Copyright © 2014 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 14-1Copyright © 2014 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. CHAPTER PREVIEW • Origins of I/O Psychology • Industrial Psychology • Organizational Psychology • Organizational Culture • I/O Psychology and Health and Wellness Copyright © 2014 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 14-2 ORIGINS OF I/O PSYCHOLOGY Scientific Management – Frank Taylor – determine the most efficient methods for performing any work-related task – assembly lines – time and motion studies – selection and recruitment of military recruits Copyright © 2014 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 14-3 ORIGINS OF I/O PSYCHOLOGY Ergonomics / Human Factors – intersection of engineering and psychology – focuses on safety and efficiency of human-machine interactions Copyright © 2014 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 14-4 BUILDING A BETTER MOUSE Copyright © 2014 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 14-5 ORIGINS OF I/O PSYCHOLOGY • Hawthorne Studies (1927-1932) – how work conditions influence productivity – Hawthorne Effect…productivity increases when workers are singled out and made to feel important • Human Relations Approach – morale, attitudes, values, treatment of workers Copyright © 2014 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 14-6 INDUSTRIAL PSYCHOLOGY • Emphasis on How to Use Human Resources to Increase Efficiency and Productivity • Topics in Industrial Psychology – job analysis – employee selection – training – performance appraisal Copyright © 2014 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 14-7 JOB ANALYSIS • Generating a Detailed Job Description – follow a systematic procedure – break the job into small units – create an employee manual • Job-oriented Description • Person-oriented Description – Knowledge, Skills, Abilities, Other characteristics Copyright © 2014 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education. 14-8 JOB ANALYSIS U.S. Department of Labor – O*NET – Dictionary of Occupational Titles – Occupational Outlook Handbook Copyright © 2014 McGraw-Hill Education. All rights reserv.

1. Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-1Copyright © 2014 McGraw-Hill Education. All rights
reserved. No reproduction or distribution without the prior
written consent of
McGraw-Hill Education.
CHAPTER PREVIEW
• Origins of I/O Psychology
• Industrial Psychology
• Organizational Psychology
• Organizational Culture
• I/O Psychology and Health and Wellness
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-2

2. ORIGINS OF I/O PSYCHOLOGY
Scientific Management – Frank Taylor
– determine the most efficient
methods for performing any
work-related task
– assembly lines
– time and motion studies
– selection and recruitment of
military recruits
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-3
ORIGINS OF I/O PSYCHOLOGY
Ergonomics / Human Factors
– intersection of engineering and
psychology
– focuses on safety and efficiency of
human-machine interactions
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written

3. consent of
McGraw-Hill Education.
14-4
BUILDING A BETTER MOUSE
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-5
ORIGINS OF I/O PSYCHOLOGY
• Hawthorne Studies (1927-1932)
– how work conditions influence
productivity
– Hawthorne Effect…productivity
increases when workers are singled
out and made to feel important
• Human Relations Approach
– morale, attitudes, values, treatment
of workers
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written

4. consent of
McGraw-Hill Education.
14-6
INDUSTRIAL PSYCHOLOGY
• Emphasis on How to Use Human Resources to Increase
Efficiency and Productivity
• Topics in Industrial Psychology
– job analysis
– employee selection
– training
– performance appraisal
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-7
JOB ANALYSIS
• Generating a Detailed Job Description
– follow a systematic procedure
– break the job into small units
– create an employee manual
• Job-oriented Description

5. • Person-oriented Description
– Knowledge, Skills, Abilities, Other
characteristics
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-8
JOB ANALYSIS
U.S. Department of Labor
– O*NET
– Dictionary of Occupational Titles
– Occupational Outlook Handbook
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-9
http://www.onetonline.org/
http://www.occupationalinfo.org/
http://bls.gov/bls/topicsaz.htm
JOB ANALYSIS

6. • Essential and Nonessential Job Functions
• Americans with Disabilities Act of 1990
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-10
EMPLOYEE SELECTION
• Testing
– personality, abilities, and integrity
tests
• Interviews
– interviewer illusion
– structured interviews
• Work Samples and Mock Tasks
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-11
TRAINING

7. • Orientation
– learn about the organization and its regulations and practices
– computer v. in-person orientations
• Formal Training
– overlearning – making the
task “automatic”
– ongoing employee
development
• Mentoring
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-12
PERFORMANCE APPRAISAL
Evaluating Job Performance
– possible bias: halo effect
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-13

8. PERFORMANCE APPRAISAL
360-Degree Feedback
– collect evaluations of
employee from
numerous sources
– variability suggests
that ratings reflect
performance, not
general impressions
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-14
PERFORMANCE APPRAISAL
• Enhancing Sense of Fairness
– face-to-face meeting
– employee self-evaluation
– trained raters
– multiple raters
– opportunities to improve
– appeal process
• Organizational Citizenship
Behavior

9. Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-15
ORGANIZATIONAL PSYCHOLOGY
• Emphasis on Research and Practice Involving Human
Relations
• Topics in Organizational Psychology
– Management Approaches
– Job Satisfaction
– Employee Commitment
– Meaning of Work
– Leadership Styles
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-16
MANAGEMENT APPROACHES
• “Japanese” Management Style
• Theory X

10. – managers motivate by
exerting control and
threatening punishment
• Theory Y
– managers motivate by allowing
workers to participate in
problem solving
• Strengths-Based Management
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-17
Approach
Japanese Style
Deming
Theory X
McGregor
Theory Y
McGregor
Strengths Based
Clifton

11. Principles
Innovation, quality, relationships
Risks
Control, enforcement
Punishment
Challenge, responsibility, talent, initiative
Seek input
Match employee strength to assignments
Evaluate fit
MANAGEMENT STYLES
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-18
JOB SATISFACTION
• Measuring Work Attitudes
• Important Factors
– fairness of compensation
– personality characteristics of
individuals
– cultural influences

12. • Impact of Job Satisfaction
– lower absenteeism and turn-over
– better organizational citizenship &
performance
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-19
EMPLOYEE COMMITMENT
• Affective Commitment
– emotional attachment to the organization
• Continuance Commitment
– perception of economic and social costs of leaving the
organization
• Normative Commitment
– sense of obligation to the organization
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-20

13. MEANING OF WORK
• Jobs, Careers, and Callings
– no training, personal control,
freedom
– work as opportunity for
advancement
– work has value beyond
economics
• Relationship to Psychological Well-Being
• Job Crafting
physical and cognitive changes that
individuals make within existing task
constraints
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-21
LEADERSHIP STYLES
Transactional Leadership
– like a Theory X manager
– emphasizes exchange relationship

14. between workers and leader
– believes people are motivated by
rewards and punishments
– provides clarity and structure to
employees
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-22
LEADERSHIP STYLES
Transformational Leadership
– emphasizes change, vision for an organization
– four key elements
1. providing idealized influence
2. inspiring others to achieve
3. intellectually stimulating employees
4. showing concern for employee’s well-being
– promotes employees’ organizational identity
– redefines organizational culture
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.

15. 14-23
WHO’S IN CHARGE?
Determinants of Leadership
– genetic contributions
– childhood experiences
– extraversion and conscientiousness
– not necessarily best player on team
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-24
ORGANIZATIONAL CULTURE
Shared values, beliefs, norms, and customs
…influences everyday behavior of employees.
Positive Organizational Culture
– positive reinforcement
– compassion
– virtuousness

16. Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-25
ORGANIZATIONAL CULTURE
• Downsizing
• Toxic Workplace Factors
– workplace incivility
– sexual harassment
– workplace aggression &
violence
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-26
HEALTH AND WELLNESS
• Stress at Work
– job stress
– role conflict

17. – burnout
• Managing Job Stress
– leisure
– vacations
– taking care of body and mind
– flow
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-27
CHAPTER REVIEW
• Discuss the roots and evolution of industrial and
organizational psychology.
• Describe the perspectives and emphases of industrial
psychology.
• Identify the main focus of organizational psychology and
describe some important business factors that organizational
researchers have studied.
• Define organizational culture and describe factors relating to
positive and negative workplace environments.
• Name some common sources of job-related stress, and cite
strategies for coping with stress in the workplace.
Copyright © 2014 McGraw-Hill Education. All rights reserved.

18. No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-28
Slide Number 1Chapter PreviewOrigins of I/O
PsychologyOrigins of I/O PsychologyBuilding a Better
MouseOrigins of I/O PsychologyIndustrial PsychologyJob
AnalysisJob AnalysisJob AnalysisEmployee
SelectionTrainingPerformance AppraisalPerformance
AppraisalPerformance AppraisalOrganizational
PsychologyManagement ApproachesManagement StylesJob
SatisfactionEmployee CommitmentMeaning of WorkLeadership
StylesLeadership StylesWho’s in Charge? Organizational
CultureOrganizational CultureHealth and WellnessChapter
Review
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-1Copyright © 2014 McGraw-Hill Education. All rights
reserved. No reproduction or distribution without the prior
written consent of
McGraw-Hill Education.
CHAPTER PREVIEW
• Origins of I/O Psychology
• Industrial Psychology

19. • Organizational Psychology
• Organizational Culture
• I/O Psychology and Health and Wellness
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-2
ORIGINS OF I/O PSYCHOLOGY
Scientific Management – Frank Taylor
– determine the most efficient
methods for performing any
work-related task
– assembly lines
– time and motion studies
– selection and recruitment of
military recruits
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-3

20. ORIGINS OF I/O PSYCHOLOGY
Ergonomics / Human Factors
– intersection of engineering and
psychology
– focuses on safety and efficiency of
human-machine interactions
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-4
BUILDING A BETTER MOUSE
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-5
ORIGINS OF I/O PSYCHOLOGY
• Hawthorne Studies (1927-1932)

21. – how work conditions influence
productivity
– Hawthorne Effect…productivity
increases when workers are singled
out and made to feel important
• Human Relations Approach
– morale, attitudes, values, treatment
of workers
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-6
INDUSTRIAL PSYCHOLOGY
• Emphasis on How to Use Human Resources to Increase
Efficiency and Productivity
• Topics in Industrial Psychology
– job analysis
– employee selection
– training
– performance appraisal
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of

22. McGraw-Hill Education.
14-7
JOB ANALYSIS
• Generating a Detailed Job Description
– follow a systematic procedure
– break the job into small units
– create an employee manual
• Job-oriented Description
• Person-oriented Description
– Knowledge, Skills, Abilities, Other
characteristics
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-8
JOB ANALYSIS
U.S. Department of Labor
– O*NET
– Dictionary of Occupational Titles
– Occupational Outlook Handbook

23. Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-9
http://www.onetonline.org/
http://www.occupationalinfo.org/
http://bls.gov/bls/topicsaz.htm
JOB ANALYSIS
• Essential and Nonessential Job Functions
• Americans with Disabilities Act of 1990
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-10
EMPLOYEE SELECTION
• Testing
– personality, abilities, and integrity
tests
• Interviews

24. – interviewer illusion
– structured interviews
• Work Samples and Mock Tasks
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-11
TRAINING
• Orientation
– learn about the organization and its regulations and practices
– computer v. in-person orientations
• Formal Training
– overlearning – making the
task “automatic”
– ongoing employee
development
• Mentoring
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-12

25. PERFORMANCE APPRAISAL
Evaluating Job Performance
– possible bias: halo effect
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-13
PERFORMANCE APPRAISAL
360-Degree Feedback
– collect evaluations of
employee from
numerous sources
– variability suggests
that ratings reflect
performance, not
general impressions
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-14

26. PERFORMANCE APPRAISAL
• Enhancing Sense of Fairness
– face-to-face meeting
– employee self-evaluation
– trained raters
– multiple raters
– opportunities to improve
– appeal process
• Organizational Citizenship
Behavior
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-15
ORGANIZATIONAL PSYCHOLOGY
• Emphasis on Research and Practice Involving Human
Relations
• Topics in Organizational Psychology
– Management Approaches
– Job Satisfaction
– Employee Commitment
– Meaning of Work
– Leadership Styles

27. Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-16
MANAGEMENT APPROACHES
• “Japanese” Management Style
• Theory X
– managers motivate by
exerting control and
threatening punishment
• Theory Y
– managers motivate by allowing
workers to participate in
problem solving
• Strengths-Based Management
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-17

28. Approach
Japanese Style
Deming
Theory X
McGregor
Theory Y
McGregor
Strengths Based
Clifton
Principles
Innovation, quality, relationships
Risks
Control, enforcement
Punishment
Challenge, responsibility, talent, initiative
Seek input
Match employee strength to assignments
Evaluate fit
MANAGEMENT STYLES
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.

29. 14-18
JOB SATISFACTION
• Measuring Work Attitudes
• Important Factors
– fairness of compensation
– personality characteristics of
individuals
– cultural influences
• Impact of Job Satisfaction
– lower absenteeism and turn-over
– better organizational citizenship &
performance
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-19
EMPLOYEE COMMITMENT
• Affective Commitment
– emotional attachment to the organization
• Continuance Commitment

30. – perception of economic and social costs of leaving the
organization
• Normative Commitment
– sense of obligation to the organization
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-20
MEANING OF WORK
• Jobs, Careers, and Callings
– no training, personal control,
freedom
– work as opportunity for
advancement
– work has value beyond
economics
• Relationship to Psychological Well-Being
• Job Crafting
physical and cognitive changes that
individuals make within existing task
constraints

31. Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-21
LEADERSHIP STYLES
Transactional Leadership
– like a Theory X manager
– emphasizes exchange relationship
between workers and leader
– believes people are motivated by
rewards and punishments
– provides clarity and structure to
employees
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-22
LEADERSHIP STYLES
Transformational Leadership

32. – emphasizes change, vision for an organization
– four key elements
1. providing idealized influence
2. inspiring others to achieve
3. intellectually stimulating employees
4. showing concern for employee’s well-being
– promotes employees’ organizational identity
– redefines organizational culture
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-23
WHO’S IN CHARGE?
Determinants of Leadership
– genetic contributions
– childhood experiences
– extraversion and conscientiousness
– not necessarily best player on team
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.

33. 14-24
ORGANIZATIONAL CULTURE
Shared values, beliefs, norms, and customs
…influences everyday behavior of employees.
Positive Organizational Culture
– positive reinforcement
– compassion
– virtuousness
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-25
ORGANIZATIONAL CULTURE
• Downsizing
• Toxic Workplace Factors
– workplace incivility
– sexual harassment
– workplace aggression &
violence

34. Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-26
HEALTH AND WELLNESS
• Stress at Work
– job stress
– role conflict
– burnout
• Managing Job Stress
– leisure
– vacations
– taking care of body and mind
– flow
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-27
CHAPTER REVIEW
• Discuss the roots and evolution of industrial and
organizational psychology.

35. • Describe the perspectives and emphases of industrial
psychology.
• Identify the main focus of organizational psychology and
describe some important business factors that organizational
researchers have studied.
• Define organizational culture and describe factors relating to
positive and negative workplace environments.
• Name some common sources of job-related stress, and cite
strategies for coping with stress in the workplace.
Copyright © 2014 McGraw-Hill Education. All rights reserved.
No reproduction or distribution without the prior written
consent of
McGraw-Hill Education.
14-28
Slide Number 1Chapter PreviewOrigins of I/O
PsychologyOrigins of I/O PsychologyBuilding a Better
MouseOrigins of I/O PsychologyIndustrial PsychologyJob
AnalysisJob AnalysisJob AnalysisEmployee
SelectionTrainingPerformance AppraisalPerformance
AppraisalPerformance AppraisalOrganizational
PsychologyManagement ApproachesManagement StylesJob
SatisfactionEmployee CommitmentMeaning of WorkLeadership
StylesLeadership StylesWho’s in Charge? Organizational
CultureOrganizational CultureHealth and WellnessChapter
Review