Application of psychological principles, theory, and research to the workplace
Society for Industrial and Organizational Psychology
An association to which many I-O psychologists both practioners and researchers belong designated as Division 14 of the American psychological association.
Three types of IO psychology
personnel, organizational, and human engineering
addresses issues such as recruitment, selection, training, performance appraisal, promotion, transfer, and termination. Assumes people are consistently different. Finding the best fit for the job
Combines research and ideas from social psychology and organizational behavior. Addresses the emotional and motivational side of work. Includes topics like attitudes, fairness, motivation, stress, leadership, teams, and the broader aspects of organizational and work design.
Study of the capacities and limitations of humans with respect to a particular environment. Opposite of personnel approach. i.e. develops an environment that is compatible with the characteristics of the worker.
Model that uses scientific tools and research in the practice of IO psychology.
Welfare to work
require work in return for government subsidies
Work from home
team that has widely dispersed members working together toward a common goal and linked through computers and other technology.
Designed for testing one individual at a time to make it suitable for mass group testing.
A movement based on principles developed by Frederick W. Taylor who suggested that there was one best and most efficient way to perform various jobs.
Time and motion studies
Studies that broke ever action down into its constituent parts, timed those movements with a stopwatch, and developed new and more efficient movements that would reduce fatigue and increase productivity.
results from mind numbing repetitive and difficult work characterized by factories of the day.
Began as attempts to increase productivity by manipulating lighting, restbreaks, and work hours. Research showed the important role that workers attitudes played in productivity.
fact that someone was paying attention to the workers seemed to have affected behavior
Human Relations movement
results of the hawthorne studies, focused on work attitudes and emotional world of the worker.
Civil Rights act of 1964
Prohibits employment discrimination on the basis of race color religion sex or national origin which define what are known as protected groups.
Required employers to justify the use of tests for selection if the test could not be shown to be related to job performance.