Sunday, October 13, 2019
I/O psychology :: essays research papers
-I/O psychology is the psychology applied to work -The behavior of an individual in the work place -Motivation to work and feelings about work Psychology- scientific study of the behavior of people -I/O is made up of two parts: 1)     Research methodology used to discover things about work 2)     Put them into work; apply -Three major sub fields: personnel, organizational and human factors/ergonomics 1)     Personnel Psychology – deals with the selection of personnel -Performance appraisal, job analysis (backbone of I/O psychology) -Training: understanding the job well enough to know who to hire and how well they are doing. -Job attitudes: whether or not the employees are satisfied and committed. 2)     Organizational Psychology -Deals with leadership and work motivation -Divide into teams and see how the group affects individuals. 3)     Human Factors/ Ergonomics Psychology -Human Ergonomics- study of the work place fitting the human -studies the workplace and job designs, the safety and the usability of equipment. -Where do I/O psychologists work? -Academia (scientists) doing research and teaching -Production such as a teacher producing knowledge -Researchers publish projects in journals -Important to get research seen by the people who it would benefit. -Industry (practitioners) -Government is the largest employer -Office of personnel management is staffed with I/O psychologists to determine who to hire. -The military, consulting firms (go to clients) and in-house consultants are employers. -Salary: for PhD I/O psychologist $40-$50k a yr; Industry Master or PhD $35-65k a yr; PhD for higher level makes $50-$80k a yr. HISTORY 1900-1917 (about 10 I/O psychologists in the U.S.) -Topics of interest in psychology: 1)     Skill acquisition – how do people learn to be quick and efficient at their job 2)     Personnel selection- what might individual indifferences mean when it comes time to hiring people (interests). 3)     Important Job design – efficiency maximization (most frequently studied). Two parties studied this area early on: 1)     Frank and Lillian Gilberths -Wanted to find most efficiency with activity -Pioneered time and motion studies. -Called units of time â€Å"therbligs†(their last name backwards). 2)     Fredrick Taylor -Focused more about productivity (showed how taking breaks is important) -Wrote Scientific Management. -Scientific management is the breaking down of jobs into smaller and smaller parts. -Bad results from small jobs: boredom, injury and fatigue -Good results from small jobs: increased productivity -At this time all psychologists were working in academic settings. WWI – 1929 (about 50 I/O psychologists working in the U.S.) -Two separate groups of psychologists approached the military. -Selection of officers using psychological intelligence tests (Alpha and Beta units). -Psychoanalysis of recruits. -Selection tests are not totally effective (only educated people show intelligence) -Minorities are hurt by the test (and uneducated people) -Two main groups formed: 1)     The Scott Company: formed by Walter Dill Scott and focused on selection testing. I/O psychology :: essays research papers -I/O psychology is the psychology applied to work -The behavior of an individual in the work place -Motivation to work and feelings about work Psychology- scientific study of the behavior of people -I/O is made up of two parts: 1)     Research methodology used to discover things about work 2)     Put them into work; apply -Three major sub fields: personnel, organizational and human factors/ergonomics 1)     Personnel Psychology – deals with the selection of personnel -Performance appraisal, job analysis (backbone of I/O psychology) -Training: understanding the job well enough to know who to hire and how well they are doing. -Job attitudes: whether or not the employees are satisfied and committed. 2)     Organizational Psychology -Deals with leadership and work motivation -Divide into teams and see how the group affects individuals. 3)     Human Factors/ Ergonomics Psychology -Human Ergonomics- study of the work place fitting the human -studies the workplace and job designs, the safety and the usability of equipment. -Where do I/O psychologists work? -Academia (scientists) doing research and teaching -Production such as a teacher producing knowledge -Researchers publish projects in journals -Important to get research seen by the people who it would benefit. -Industry (practitioners) -Government is the largest employer -Office of personnel management is staffed with I/O psychologists to determine who to hire. -The military, consulting firms (go to clients) and in-house consultants are employers. -Salary: for PhD I/O psychologist $40-$50k a yr; Industry Master or PhD $35-65k a yr; PhD for higher level makes $50-$80k a yr. HISTORY 1900-1917 (about 10 I/O psychologists in the U.S.) -Topics of interest in psychology: 1)     Skill acquisition – how do people learn to be quick and efficient at their job 2)     Personnel selection- what might individual indifferences mean when it comes time to hiring people (interests). 3)     Important Job design – efficiency maximization (most frequently studied). Two parties studied this area early on: 1)     Frank and Lillian Gilberths -Wanted to find most efficiency with activity -Pioneered time and motion studies. -Called units of time â€Å"therbligs†(their last name backwards). 2)     Fredrick Taylor -Focused more about productivity (showed how taking breaks is important) -Wrote Scientific Management. -Scientific management is the breaking down of jobs into smaller and smaller parts. -Bad results from small jobs: boredom, injury and fatigue -Good results from small jobs: increased productivity -At this time all psychologists were working in academic settings. WWI – 1929 (about 50 I/O psychologists working in the U.S.) -Two separate groups of psychologists approached the military. -Selection of officers using psychological intelligence tests (Alpha and Beta units). -Psychoanalysis of recruits. -Selection tests are not totally effective (only educated people show intelligence) -Minorities are hurt by the test (and uneducated people) -Two main groups formed: 1)     The Scott Company: formed by Walter Dill Scott and focused on selection testing.
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