-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-$50 k a yr; Industry Master or PhD $35-65 k a yr; PhD for higher level makes $50-$80 k a yr. HISTORY 1900-1917 (about 10 I/O psychologists in the U. S.
The Essay on Jobs on Human Resource and Criminal Justice
There are a lot of jobs in Human Resource field. A job website shows fifty human resource jobs in New York, forty one in Atlanta, thirty nine in Houston, thirty five in Dallas, thirty one in Chicago, twenty two in Los Angeles, twenty in San Jose, twenty in Austin, and other around one hundred and twenty nine in other areas. There are different positions which are in demand and few of these are HR ...
) -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 indifference’s 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 Gilberts-Wanted to find most efficiency with activity-Pioneered time and motion studies. -Called units of time “” (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. 2) The Psychological Corporation: formed by J. McKean Cat tell-Publishes tests such as 16 PF (personality test) -Most I/O psychologists were still in academia. 1930 – WWII (100 I/O psychologists in the field) -Hawthorne studies conducted at Western Electric Company.
-Studies tried to determine if amount of illumination affected productivity. -No effective lighting found; work productivity increased everywhere. -Hawthorne effect is when people do better because they know they are being studied or watched. -Psychologists realized that they needed to do field studies (in actual environment) -Companies began to focus on employee morale. World events helped to change the I/O field WWII – 1960 (756 I/O psychologists in U. S.
The Term Paper on Psychologist Job
A job analysis is used to assess and describe jobs and the characteristics that would be most suited for that job; these are usually conducted by an industrial/organizational psychologist. To gather this information either a job-oriented, a person-oriented approach, or a combination of both is utilized. The job-oriented approach is used to describe the tasks that are necessary to complete a ...
) -Military hired a lot of psychologists-Looked at performance appraisal techniques (do a good job? ) -Find most efficient methods of training. -Women and minorities in the workplace while men at war. -When war over the minorities and women wanted to keep jobs (integrated workplace).
-During 1950’s, I/O psychologists became involved in both academia and the workplace. 1960-1980 (2000 I/O psychologists in U.
S. ) -Civil rights movement lead to an even more integrated workplace. -Changes in workplace, making employees happy with jobs. -Good mix of academia and practitioner I/O psychologists. 1980-present (3000+ I/O psychologists in U.
S. ) -Refinement: choosing best methods that have been thought of over the years. -New area development: globalization of companies, work / life balance, careers vs. jobs. -Most people go through 4-5 jobs over a lifetime. Future Changes-Technology: jobs lost to technology but also gained to check up on computers.
-Work at home. -Skill level is changing (diminished) -Literacy and math ability have diminished; train in the basics. -Language: Spanish is becoming dominant language-Age: large work force makes it tough to find jobs-lots of times companies lay off older employees first, or are more reluctant to hire older employees. Research Methods-How we get information (3 goals) 1) Describe something 2) Explain; reasons 3) Predict; use past data to extrapolate-I/O psychologists use a variety of research methods: Lab experiment: conducted in a laboratory environment with a control group, controlled setting and a manipulated variable. Field experiment: in a natural environment; can’t control all of the variables; sometimes it is unethical.
Questionnaire studies: uses individual’s self-report to obtain information-Most commonly surveys (pen / pencil ); can be interviews or computer surveys. -Disadvantages: people lie, difficult to get back, limited answer selection-Advantages: cheap, easy, collect a lot of data-Typical response rate is 30% (which is an adequate representation) Observational studies: conducted in a natural setting without interference-See how things are done in the workplace (get info).
The Term Paper on The Relationship Of Engagement And Job Satisfaction In Working Samples
The present study explored the factor structure of engagement and its relationship with job satisfaction. The authors hypothesize that work engagement comprises 3 constructs: vigor, dedication, and absorption. Using structural equation modeling, the authors analyze data from 3 archival data sets to determine the factor structure of engagement. In addition, they examine the hypothesis that ...
-Advantages: More natural-Disadvantages: Hawthorne effect, can’t isolate a variable (person has a cold), lot of time, money and effort, not always obtrusive (sometimes interfere).
Simulation Studies: model of workplace (not natural) such as a computer simulation. -Advantages: person practices on it and becomes an expert, can control the variables and settings. -Disadvantages: Not real work place, costs a lot of money, Hawthorne effect.
Variables-Must be accurately defined otherwise results are questionable. -Describing variables: Quantitative or Qualitative-Quantitative are numerical variables (age, time, # of, $) -Qualitative are variables broken into categories (gender, race, job title) Independent variable: variable that is controlled / manipulated by the researcher Dependant variable: is measured and occurs as a result of the independent variable Predictors- used to hopefully predict the outcome Criterion- tells how the predictor will tell the outcome. -Together the predictor and the criterion are used when we want to examine relationships, especially when we want to determine someone’s status on one variable (criterion) by another variable (predictor).
-Mostly seen in selection or hiring-A quantitative test: math test to perform basic job functions. -Predictor test (performance is criterion).
