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Group Study - I/O Psychology

PSY 296:. Group Study - I/O Psychology. What is I/O Psychology?. Formal Definition: Scientific study of the workplace and application of psychological methods, principles, and theories to issues of critical relevance to business. Defined for your Grandmother:

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Group Study - I/O Psychology

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  1. PSY 296: Group Study - I/O Psychology

  2. What is I/O Psychology? • Formal Definition: • Scientific study of the workplace and application of psychological methods, principles, and theories to issues of critical relevance to business. • Defined for your Grandmother: • The study of how people are able to do their jobs effectively and get along with each other at work

  3. Industrial vs. Organizational • Industrial Psychology • Job analysis, • Selection , • Training, and • Performance measurement

  4. Industrial vs. Organizational • Organizational Psychology • Motivation, • Work attitudes, • Leadership, and • Organizational development

  5. Different from Business Degrees: • Research, Quant Methods, Testing • Factors affecting People in Orgs • The Psychological Perspective

  6. The Training of I/O Psychologists • Society for Industrial and Organizational Psychology (SIOP) is the professional association with which I/O Psychologists affiliate • www.siop.org • Scientist-Practitioner Model

  7. Training (cont’d) • Training focuses on developing diverse competencies • Competency – skills, abilities, and capabilities that allow people to effectively perform functions • Most I/O Psychologists have M.A.’s or Ph.D.’s • 2-5 years of graduate training • Culminating in piece of scholarly research

  8. Competencies of I/O Psychologists • Consulting and Business Skills • Ethical, Legal, and Professional Contexts of I/O Psychology • Fields of Psychology • History and Systems of Psychology • Research Methods • Statistical Methods/Data-Analysis • Attitude Theory, Measurement, and Change • Career Development • Consumer Behavior • Criterion Theory and Development • Health Stress in Organizations • Human Performance/Human Factors • Individual Assessment

  9. Competencies (cont’d) • Individual Differences • Job Evaluation and Compensation • Job/Task Analysis • Judgment and Decision Making • Leadership and Management • Organizational Development • Organizational Theory • Performance Appraisal and Feedback • Personnel Recruitment, Selection, Placement and Classification • Small Group Theory and Team Processes • Training: Theory, Program Design, and Evaluation • Work Motivation

  10. Careers in I/O • Academic (about 40%) • Research v. Teaching Oriented • Psychology Department v. Business School • Applied • Internal consulting • External consulting • Government • Research foundation

  11. Primary areas for I/O work: • Selection • Training • Organizational Development • Performance Appraisal • Quality of Work-life (Employee Attitudes) • Human Factors

  12. I/O and the 21st Century • Issues making I/O increasingly relevant into the next century • Global Competition: need to ensure we have a well-trained, competent workforce to compete favorably with other countries • Downsizing: Technology-based • need to help laid-off workers be competitive • need to help survivors handle diverse jobs

  13. I/O and the 21st Century (cont’d) • Flatter Organizational Structures: need to prepare workers for greater responsibility and different approach • Increasing Workplace Diversity:need to help educate and coordinate sensitivity to differences

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