INTRODUCTION TO

INDUSTRIAL & ORGANIZATION

PSYCHOLOGY
Mae Ann Barnido, RPm
INDUSTRIAL/ORGANIZATIONAL
PSYCHOLOGY
- a branch of psychology that applies principles of psychology in a
workplace.
I/O psychology is a field where professionals can make a substantial
positive difference in the lives of others. It has the potential to improve
individual job satisfaction and productivity, leading to more fulfilling
personal lives, as well as societal benefits through increased
organizational efficiency and reduced costs.
“I” VS “O”
 MAJOR FIELDS OF
INDUSTRIAL/ORGANIZATIONAL PSYCHOLOGY
Personnel Psychology – concentrates on the selection and evaluation
of employees

Organizational Psychology – investigates the behavior of the employee

within the context of the organization

Human Factors/Ergonomics – a field of study concentrating on the

interaction between humans and machines

Training and development - Organizations Identify the type of skills

necessary for employees to perform their jobs well. Training programs
are developed which are appropriate for the requirements of each job.
 MAJOR FIELDS OF
INDUSTRIAL/ORGANIZATIONAL PSYCHOLOGY
Employee Selection - The tools used to select qualified applicants for
vacancies are determined. These tools in the form of psychological
tests and interviews provide pertinent information on the applicants and
only those who are qualified are hired

Performance Management - Assessment techniques to evaluate the

performance of employees are made available by the companies.

Work Life - Firms must find ways to improve the productivity and job
satisfaction of employees. Industrial psychologists assist in devising
concrete, measures to create a good quality of life. In the workplace.
 AREAS OF SPECIALIZATION
Research Methods Judgment and decision making
Statistical methods/ data analysis Leadership and management
Attitude theory, measurement and Organization development
change Organization theory
Career development Performance appraisal and feedback
Criterion theory and development Personnel recruitment, selection, and
Health and stress in organizations placement
Human performance/ Human factors Small group theory and team
Individual assessment processes
Job evaluation and compensation Training: Theory, program design, and
Consumer behavior evaluation
Job/task analysis and classification Work motivation
IMPORTANCE OF I/O PSYCHOLOGY
HISTORY OF INDUSTRIAL
PSYCHOLOGY
IMPORTANT EVENTS AND PEOPLE IN THE
HISTORY OF I/O PSYCHOLOGY

The Birth of I/O Psychology:

I/O psychology, a branch of psychology focusing on applying
psychological principles to the workplace, has a relatively short history
compared to the broader field of psychology.
Its origins are often traced back to the early 20th century when figures
like Walter Dill Scott and Hugo Munsterburg began applying
psychology to business and industry.
During World War I, I/O psychologists played a critical role in assessing
and placing soldiers in appropriate roles within the armed forces, using
tests like the Army Alpha and Beta tests.
Contributions of Early Pioneers:
Frank and Lillian Gilbreth made significant contributions by studying
worker motions and efficiency improvements.
The Hawthorne Studies conducted at the Western Electric Company
highlighted the importance of interpersonal interactions and the
Hawthorne effect in employee behavior.
B. F. Skinner's work popularized behavior modification techniques in
organizations.
Civil Rights and Selection Techniques:
In the 1960s, the passage of civil rights legislation led to a demand for
fair selection techniques, increasing the role of I/O psychologists.
Employee selection instruments, including cognitive ability tests,
personality assessments, and structured interviews, were developed
and used more widely.
Focus on Well-being and Diversity:
In later decades, I/O psychology began to focus on employee well-
being, stress management, and work-life balance.
The field adapted to address the challenges of globalization,
technological advancements, and a diverse and international
workforce.
Concepts like diversity and inclusion became central, reflecting the
changing demographics and dynamics of the workforce.
NAMES AND CONCEPTS ASSOCIATED WITH THE
HISTORY OF INDUSTRIAL/ORGANIZATIONAL
(I/O) PSYCHOLOGY
Walter Dill Scott: Known for his book "The Theory of Advertising,"
Scott is considered one of the early figures in applying psychology to
business and is often associated with the beginnings of I/O
psychology.
Hugo Munsterburg: A pioneer in I/O psychology, Munsterburg
authored "Psychology and Industrial Efficiency" and laid the
groundwork for applying psychological principles to workplace issues.
Frank and Lillian Gilbreth: This husband-and-wife team made
significant contributions to the field by studying worker motions to
reduce fatigue and improve productivity. Their work influenced time-
motion studies.
Hawthorne Studies: These studies conducted at the Hawthorne plant
of the Western Electric Company in Chicago revealed the importance
of interpersonal interactions and the Hawthorne effect in shaping
employee behavior and attitudes.
Hawthorne Studies: These studies conducted at the Hawthorne plant
of the Western Electric Company in Chicago revealed the importance
of interpersonal interactions and the Hawthorne effect in shaping
employee behavior and attitudes.
B. F. Skinner: Skinner's work, including his book "Beyond Freedom
and Dignity," contributed to the increased use of behavior modification
techniques in organizations.
Cognitive Psychology: The application of cognitive psychology
principles to issues in the workplace, such as performance appraisal,
gained prominence in the 1980s.
Civil Rights Legislation: The passage of civil rights laws in the 1960s
led to a greater emphasis on fair selection techniques in employment,
increasing the demand for I/O psychologists.
Henry Gantt: Gantt contributed to improving efficiency in various
industries, including shipbuilding, through the development of
management techniques known as Gantt charts.
Employee Selection Instruments: I/O psychologists developed a
variety of selection instruments, including cognitive ability tests,
personality tests, biodata, and structured interviews, for assessing and
selecting employees.
Employee Well-being: The field began to focus on employee well-
being, stress management, and work-life balance as important aspects
of workplace psychology.
Globalization: As businesses expanded globally, I/O psychology
adapted to address the challenges of a diverse and international
workforce.
Technology: The rapid advancement of technology in the 2000s led to
changes in recruitment, training, and communication methods in the
workplace.
Diversity and Inclusion: The increasing diversity in the workforce and
the importance of inclusion and diversity initiatives became significant
factors in I/O psychology.
Changing Workforce Dynamics: Factors such as flexible work
schedules, family-friendly policies, and an aging workforce shaped the
field's research and practice.
EMPLOYMENT OF I/O PSYCHOLOGISTS
Colleges and Universities
Consulting Firms
Private Sector
Public Sector
RESEARCH METHODS
IN I/O PSYCHOLOGY
Why Conduct Research in I/O Psychology?

Answering Questions and Making Informed Decisions

Everyday Life
Challenging Common Sense

Research in I/O psychology is essential for making informed decisions,

challenging common misconceptions, and improving the overall
understanding of human behavior in work-related settings.
SOCIAL SCIENCE RESEARCH METHODS
 ETHICS IN
INDUSTRIAL/ORGANIZATIONAL
PSYCHOLOGY
Subjectivity in Ethical Dilemmas: Ethical dilemmas are subjective
because they depend on an individual's personal values, beliefs,
and judgment. What one person considers morally right, another
may perceive as wrong

Examples of Ethical Dilemmas: The example of selling a car with a

history of accidents illustrates an ethical dilemma. Some may
believe it's morally wrong not to disclose this information to a
buyer, while others may not see it as an issue unless explicitly
asked. Ethical dilemmas can also be complex, such as the debate
over using animals in drug research.
Types of Ethical Dilemmas: Two common types of ethical dilemmas are
Type A and Type B:
Type A Dilemmas: These dilemmas involve a high level of uncertainty,
no clear best solution, and both positive and negative consequences to
any decision.
Type B Dilemmas: Also known as rationalizing dilemmas, these
situations involve a clearer distinction between right and wrong.
Rationalizing Unethical Behavior: The ability to rationalize unethical
behavior, as seen in Type B dilemmas, is a concerning issue. People
might engage in unethical conduct when they perceive it as
advantageous to themselves or believe that it's common practice.
Rationalization can lead to a higher prevalence of unethical behavior in
organizations.

Ethical Challenges in the Workplace: Ethical challenges are prevalent in

the workplace. Surveys have shown instances of lying, stealing office
supplies, abusing sick leave, and witnessing unethical behavior in
professional settings. Ethical lapses can have consequences for
individuals, organizations, and society.
Discussion and Perspective: Ethical dilemmas do not have clear-cut
answers. Encouraging open discussions and sharing perspectives with
colleagues can help individuals gain a broader understanding of ethical
considerations.

Ethical Decision-Making: In addressing ethical dilemmas, individuals

should consider their values, potential consequences, and how their
actions align with ethical principles. Seeking guidance from ethical
codes and consulting with colleagues can assist in making informed
ethical decisions.