Overview
This lecture introduces industrial and organizational (I-O) psychology, covering its main areas, history, key contributors, and current relevance in workplaces.
Scope and Branches of I-O Psychology
- I-O psychology examines how human behavior and psychology impact and are influenced by work.
- I-O psychologists work in academia, government, consulting, and business, mostly with advanced degrees.
- The field has three main branches: industrial, organizational, and human factors psychology.
- Industrial psychology focuses on job requirements, employee selection, training, and legal hiring practices.
- Organizational psychology studies employee relationships, motivation, satisfaction, leadership, and organizational culture.
- Human factors psychology (ergonomics) looks at optimizing the interaction between workers and their tools or environments.
- Occupational health psychology addresses workplace-related stress, diseases, and well-being.
- Humanitarian work psychology helps underserved populations gain work and skills, and aids disaster-affected communities.
Historical Development of I-O Psychology
- Early 20th-century psychologists (Cattell, Münsterberg, Scott, Yerkes, Bingham, Gilbreth) founded the field.
- Scott was among the first to apply psychology to advertising and personnel selection.
- World War I expanded I-O psychology's role to military personnel selection and assessment.
- The Hawthorne Studies in the 1920s-30s revealed the importance of social and psychological workplace factors (Hawthorne effect).
- Kurt Lewin's research in the 1930s-40s on leadership styles and group dynamics influenced organizational psychology.
- Frederick Taylor promoted scientific management focusing on efficiency through time and motion studies.
- Lillian Gilbreth contributed to time-motion studies and ergonomic innovations.
I-O Psychology from WWII to Today
- WWII increased demand for psychological expertise in job selection, training, and team development.
- Postwar, research focused on fair employment practices, job satisfaction, and motivation.
- The 1964 Civil Rights Act (Title VII) required equal employment opportunities, influencing I-O psychology practice.
- Today, I-O psychology addresses global competitiveness, workforce diversity, and organizational productivity.
- The field is growing, with high salaries and increasing job opportunities.
Key Terms & Definitions
- Industrial Psychology — Studies employee selection, training, and performance appraisal.
- Organizational Psychology — Examines employee relations, motivation, and leadership.
- Human Factors Psychology — Focuses on designing tools and environments for optimal worker interaction (ergonomics).
- Occupational Health Psychology — Addresses health, stress, and well-being in workplaces.
- Humanitarian Work Psychology — Applies psychology to aid underserved communities and disaster responses.
- Hawthorne Effect — Increased worker productivity when employees know they are being observed.
- Scientific Management — Taylor's approach to maximizing efficiency via systematic study of work processes.
Action Items / Next Steps
- Review Table 13.1 summarizing I-O fields, descriptions, and job types.
- Read ahead for detailed studies on I-O psychology applications and current research trends.