Arti dan sejarah io
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Introduction to Industrial-Organizational (I-O) Psychology – Chapter 1
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Why Study I-O Psychology?
Work Large chunk of the day Largest period of adult life Often governs
where we live how we live people we associate with
The world of work and work behavior
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What is I-O Psychology?
Psychology study of behavior and mental processes
(studi tentang proses mental dan tingkah laku)
Industrial-Organizational Psychology study of behavior in work settings and the application of
psychological principles to change work behavior
(studi ttg. perilaku dlm seting dunia kerja, serta aplikasi prinsip2 psikologi utk merubah perilaku kerja)
one of many specialty areas of psychology
(salah satu dari cabang/area spesialisasi psikologi)
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Specialization within I-O Psychology
Industrial selection training performance measurement
Organizational development motivation job satisfaction and stress more ...
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Scientist/Practitioner Model
Scientific Objective study and understanding of all aspects of behavior at work
conduct research publish results
Applied Objective application of psychological principles and the knowledge
gleaned from research deal with specific problems/issues
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History - Industrial Psychology Wilhelm Wundt
1st Psychology Laboratory (1879)
Early 1900’s Walter Dill Scott W.L. Bryan
Industrial Psychology Frederick Taylor
Scientific Management Frank & Lillian Gilbreth
Efficiency Experts
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Scientific Management
Use of scientific principles to improve efficiency and productivity of jobs
Principle objective to maximize the prosperity of the employer and
each employee Fundamental assumption
interests of employees and employers are not antagonistic
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Time-and-Motion Studies
Procedures in which work tasks are broken down into simple component movements and the movements timed to develop a more efficient method for performing the tasks often doubled, tripled or even quadrupled labor
output revolutionized physical labor jobs in terms of
efficiency and productivity
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History (continued)
Hugo Munsterberg 1st book on psychology and industrial
efficiency 1913 1st work simulation, Pittsburgh trolley drivers
Max Weber classic book on bureaucracy
World War I First wide spread use of testing in selection
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World War I - testing
Army Alpha intelligence test for selection and placement of
military personnel (recruits) found over 1/4 of recruits were illiterate
Army Beta non-verbal intelligence test for non-reading
recruits
First efforts at mass testing; lead the way for future testing efforts
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1924 Hawthorne Works of Western Electric
A positive change in behavior occurs at the onset of an intervention followed by gradual decline.
Revealed the existence of informal employee work groups and their influence on production
Identified the importance of employee attitudes and the value of an understanding supervisor
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The Hawthorne Effect
Changes in behavior occur as a function of one’s knowledge that they are being observed and their expectations concerning their role as a research participant
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Human Relations Movement(Organizational Psychology)
Based on the Hawthorne studies (by Elton Mayo) that emphasizes the importance of social factors (informal processes) in influencing work performance. Worker morale Co-worker relations Social sources of motivation, especially in
repetitive low level work
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World War II(continued work begun in WW I)
Army General Classification Test (AGCT) classified 12million soldiers
based on ability to learn selection for officer training
Pilot selection and training OSS (precursor to CIA)
select spies based on situational tests intelligence, adaptability and creative thinking
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Post World War II
Specialty areas of I-O became more pronounced testing selection evaluation
Defense industry growth spurred development engineering psychology
human factors psychology ergonomics
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50’s Ohio State Leadership Studies(Landmark in I-O)
Structure task oriented leadership
Consideration people oriented leadership
Human Relations Movement (expanded) quality of work life job satisfaction
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1960’s through early 1990’s
Research and practice of I-O flourished motivation goal setting job attitudes organizational stress group processes organizational power and politics organizational development
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1960’s Civil Rights and Women’s Movements
Legal changes - 1964 Civil Rights Act Emphasized fairness in employment decisions - Title
VII Protects:
race (ethnicity) color national origin (country) sex religion
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1960’s and 1970’s Civil Rights and Women’s Movements
Prohibits: Discrimination in employment (hiring, firing, training…) Segregation Retaliation for filing Claims
Administered by E.E.O.C. 1978 Uniform Guidelines developed
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Cross Cultural I/O Psychology Diversity of Workforce
Increasing diversity Women Ethnic minorities
Opportunity for different viewpoints and perspectives organizational creativity and innovation understanding and reaching new markets
By 2010 white males will count for less than 40% of the workforce
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Cross Cultural I/O Psychology Scope of the Work Environment
Globalization of business 100,000+ U.S. company do business overseas
Jobs increasing in complexity Increased responsiveness to needs of
workers
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Cross Cultural I/O Psychology Other issues
Mergers, acquisitions, and joint ventures International business environment “cultural shock” outsourcing
High technology and telecommunication systems Internet influences
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Changing Labor Market
Tighter market for skilled workers recruitment (attract) selection retention retraining
Growing numbers of low-skilled service jobs how can this work be made more meaningful?
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Organizational Downsizing
Strategy of reducing an organization’s workforce to improve organizational efficiency, productivity and/or competitiveness technological advances
robotics computer-assisted manufacturing
reduction in mid-level management flatter organizations teams
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Current Hot Topics
Mergers, Acquisitions and Joint Ventures Influences of Technology Explosion Cultural Diversity Change Management Work and Family Balance Competency Modeling Teams
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Industrial-Organizational (I-O) PsychologyToday
One of the fastest growing areas of psychology
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I-O Psychologists
Versatile behavioral scientists dealing with human behavior in the workplace Scientists who derive principles of individual,
group and organizational behavior through research
Consultants and staff psychologists who develop scientific knowledge and apply it in solving problems at work
Teachers who train in both research and application of I-O Psychology
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Four Main Work Areas of I-O Psychologists
Academia 37% Consulting38% Government 7% Industry 18%
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Six Fields (specialization areas)
Selection and Placement Performance Appraisal Training and Development Organizational Development Occupational Health
Quality of work life Human Factors Psychology
Ergonomics
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Society for Industrial and Organizational Psychology (SIOP) Division 14 of the American Psychological Association (one
of 53) www.siop.org The professional organization for I-O Info.
Graduate programs Jobs Conferences Networking Publications
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American Psychological Association (APA) largest professional organization for
psychologists www.apa.org
American Psychological Society (APS) alternative professional organization stressing
a scientific focus www.psychologicalscience.org
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Licensing in I-O Psychology
Issues protection of public exclusivity of practice
SIOP’s current position not supporting licensing in I-O continual review of policy
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Some Journals Publishing I-O Research
Journal of Applied Psychology Personnel Psychology Academy of Management Journal Academy of management Review Journal of Applied Social Psychology Journal of Management Journal of Occupational Behavior Leadership Quarterly Organizational Behavior and Human Decision
Processes Training and Development Journal