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Introduction and History of Industrial-Organizational Psychology

Introduction and History of Industrial-Organizational Psychology. SOC 325 Behaviors at Work Jan 21, 2002 Ref: Spector, Ch 1 (p. 3-11). A. What is I-O Psy?. Psychology is the science of human behavior I-O Psy is the science of human behavior at work Two major fields

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Introduction and History of Industrial-Organizational Psychology

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  1. Introduction and History of Industrial-Organizational Psychology SOC 325 Behaviors at Work Jan 21, 2002 Ref: Spector, Ch 1 (p. 3-11)

  2. A. What is I-O Psy? • Psychology is the science of human behavior • I-O Psy is the science of human behavior at work • Two major fields • Industrial Psy (personnel psy) • enhance efficiency / productivity of organizations • through appropriate use of human resources or people • efficient job design, employee selection, training, performance appraisal, compensation and benefit, etc.

  3. Organizational Psy (Organizational Behavior in B-School) • understanding behavior and enhancing the well-being of employees • employee motivation, job attitudes, job stress, and supervisory practices, etc. • I-O topics may overlap • What are the objectives of I-O Psy?

  4. Dual objectives: • scientist-practitioner approach • develop scientific psychological principles at work • apply the psychological principles to the workplace • Example: MBA admission • Verbal, numeric, and analytic ability • Managerial success • Develop GMAT • Use GMAT as one selection criterion

  5. B. History of I-O Psy • Around 100 years • Major events: • Taylor (1911), Scientific Management - to guide organizational practices • E.g. Employees should be selected according to characteristics that are related to job performance. Managers should study existing employees to find out what personal characteristics are important. • See other guidelines in page 7 • Refined over the years but are still considered valuable today

  6. Hawthorne studies • Focus on employee productivity and organizational efficiency in factory plant • Employee abilities & design of jobs • Example: Lighting-level effects on performance • Objective: Identify the optimal lighting level • Method • Finding • Psychosocial factor - Hawthorne effect

  7. Graphical Portrayal of a Hawthorne Effect Onset of intervention

  8. World War I & II • Army Alpha and Army Beta • mental ability test for placement • mass testing • Training of the officers, improving morale, team development, and equipment design • Developed various assessment tools and performance models

  9. C. I-O as a profession • Professional Societies: • Academy of Management (www.aom.pace.edu) • Society for I-O Psy under the American Psychological Association (www.siop.org) • Division of I-O Psy under the Hong Kong Psychological Society (www.hkps.org.hk/diop/index.htm)

  10. 1. HKPS - DIOP • What it does for you? • Provide professional psychological services to enhance organizational effectiveness • Join the division as affiliate or full member to receive continuous professional education • Register as Registered Industrial-Organizational Psychologists (HKPS) • Jessica Kwong (Reg. I-O Psy, HKPS)

  11. 1. HKPS - DIOP • Why look for Reg. I-O Psychologists? • Assure service quality • Provide a formal channel to file complaint against poor service standard • HKPS is the only professional body in HK which accepts the registration of Psychologist

  12. 1. HKPS - DIOP • Core Competencies: • Personnel Selection, Placement and Assessment • Performance Management and Appraisal • Motivation, Leadership, Group and Work behaviour • Organizational Development and Change • Consumer Behaviour and Marketing Behaviour • Ergonomics and Human Factors • Management/Staff Training and Development

  13. 2. Graduate training • M.A. /M. Phil /Ph.D in I-O Psychology in U.S. (2 - 5 years with placement) • M. A. in Occupational Psychology in U.K. (1 year with no placement) • M. Phil in I-O Psychology in HK (2 years with placement)

  14. M. Phil (I-O Psy) only in Chinese U of Hong Kong(www.psy.cuhk.edu.hk) Admission every 2 years; no. of intake is increasing The design of the curriculum follows the scientist-practitioner model, with emphasis on both theoretical and applied skills. Seminar in Research Methods I Seminar in Research Methods II Independent Study Personnel Psychology Organizational Psychology I Organizational Psychology II Organizational Placement Seminar in Quantitative Skills for Industrial-Organizational Psychology Seminar in the Psychology of Training and Development Seminar in Consumer Psychology Seminar in Professional Issues Thesis Research

  15. Prospects of the I-O Psy graduates of CUHK Number of graduates is increasing Field expanding and becoming popular Employment in I-O Psy

  16. D. Cross-Cultural Issues • Majority of I-O studies have been conducted in individualistic countries • Culture clash when apply in collectivistic countries • Differences in beliefs, values, norms, etc. • Globalization, multinational firms, workforce diversity, etc., call for cross-cultural models • Etic - culture free vs. Emic - cultural specific

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