1 work in the 21 st century: an introduction to industrial and organizational psychology (4 th...
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Work in the 21st Century: An Introduction to Industrial and
Organizational Psychology(4th Edition)
by Frank J. Landy &
Jeffrey M. Conte
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Work in the 21st CenturyChapter 1
What is
Industrial and Organizational
Psychology?
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Module 1.1:Fundamentals of I-O Psychology
• Importance of I-O psychology– Importance of work in people’s lives
• What is I-O psychology?– The application of psychological principles,
theory, and research to the work setting.
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Fundamentals ofI-O Psychology (cont’d)
– SIOP (Division 14 of APA)
– Fields of I-O Psychology• Personnel psychology
• Organizational psychology
• Human engineering
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Relatively New Topics ofInterest to I-O Psychology
• Building sustainable and environmentally conscious organizations– I-O psychologists can guide organizations in measuring their eco-benefits
and in promoting these benefits along with individual, team, and organizational performance.
• Humanitarian work psychology (HWP): the application of I-O psychology to humanitarian arena, especially poverty reduction and promotion of decent work, aligned with local stakeholders’ needs, and in partnership with global aid/development groups.– Led by New Zealand I-O psychologist Stuart Carr, initial work in this field
shows that I-O psychologists can make a difference in some of the major global problems of the 21st century.
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SIOP as a Resource
• www.siop.org– History of I-O psychology– Membership information (including students)– Quarterly newsletter: TIP– JobNet– SIOP Journal – I-O Psychology: Perspectives on
Science and Practice– Graduate training programs in I-O psychology– List of SIOP publications
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Common Areas ofConcentration for I-O Psychologists
Table 1.1
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Common Job Titles forI-O Psychologists
Table 1.2
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Evidence-BasedI-O Psychology
• I-O psychologists have become increasingly focused on making evidence-based decisions in their work in organizations
• This includes using a decision-making process that combines critical thinking with use of best available scientific evidence.
• I-O psychologists are well positioned to develop and utilize evidence-based practices as they have adopted the scientist-practitioner model to guide the field.
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How This Course Can Help You
• Knowledge about 21st century workplace– Course will address issues
such as work stress, work-family balance, workplace discrimination, & leadership
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Module 1.2: The past, present,and future of I-O Psychology
• The Past – Important Dates/Events in I-O Psychology
• The Present – Demographics and Career Paths
• Future Challenges to I-O Psychology
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Titles of Research Articlesin JAP (1917)
Table 1.3
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Titles of Research Articlesin JAP (2008)
Table 1.4
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Brief History of I-O Psychology
• 1876-1930– Hugo Munsterburg, James McKeen Cattell, Walter Dill
Scott, & Walter Van Dyke Bingham
– World War 1: Army Alpha & Army Beta Tests
– 1917 – First Ph.D. in Industrial Psychology awarded to Lillian Gilbreth
• Research in time & motion study → Human Engineering
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• 1930-1964– Hawthorne Studies, Human Relations– Human relations movement
• Theories of motivation
• Emotional world of the worker
• Studies of job satisfaction
– WWII– Civil Rights Act of 1964 & Title VII
Brief History of I-O Psychology (cont'd)
Civil Rights Act of 1964 & Title VII
• Groups named in 1964
– Race
– Color
– Gender
– National origin
– Religion
Title VII specified demographic groups to be protected from employment discrimination
• 2 additional protected groups added later
– ADEA (age) 1967
– ADA (disability) 1990
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Important Dates in theEvolution of I-O Psychology
Figure 1.1
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Demographics of I-O Psychologists
• In 2000, I-O psychologists represented about 6% of all APA members
• In 2000, 30% of I-O psychologists in APA were women
• Average salaries:– Ph.D. in I-O psychology: $90,000– Masters in I-O psychology: $67,000
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Figure 1.2: Where I-O Psychologists are Employed
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Preparing for a Careerin I-O Psychology
• Education & training
• Getting into a graduate program– Consideration of GPA & GRE score(s)– Relevant coursework (e.g., statistics)
• More emphasis on coursework than major
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Challenges to I-O in 21st Century
• I-O psychology needs to be:
– Relevant
– Useful
– Grounded in scientific method
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Changes in the Workplace Since 1980
• Personal computing• Telecommuting &
virtual teams• Videoconferencing• Providing a service vs.
manufacturing “goods”
• Nature of work more fluid
• Teams vs. the individual
• Little stability• Family-friendly
workplaces• Greater diversity• Global workplace
Milton Montenegro/Getty Images
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Module 1.3: Multicultural & Cross-Cultural Issues in I-O Psychology
• Multiculturalism– Culture defined
• System in which individuals share meaning & common ways of viewing events & objects
• Sharing of meanings & interpretations
Royalty-Free/CORBIS
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Cultural Determinants in the Workplace (Triandis)
Figure 1.3The Dynamic of Top-Down-Bottom-Up Processes across levels of culture
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Multicultural Nature of Work in the 21st Century
• Why should multiculturalism be important to you?
• Why is multiculturalism important for I-O psychology?– Issues surrounding the global economy,
expatriates, & the “West vs. the Rest” mentality
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Theory of Cultural Influence (Hofstede)
Table 1.5 The Five Dimensions of Hofstede’s Theory of Culture
Figure 1.4: Cultural Differences among Countries (Hofstede, 1993)
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Thoughts on Theories of Cultural Influence
• Triandis’ variation on Hofstede’s dimension of individualism/collectivism
– Horizontal cultures – those that minimize distances between individuals
– Vertical cultures – accept & depend on distances between individuals
Implications of Cultural Dimensions for HRM
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Table 1.6 The implications of Cultural Dimensions for HRM
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Cultural Determinants in the Workplace (Triandis)
Figure 1.5Triandis’s View ofCultural Determinantsin the Workplace
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Module 1.4:Themes & Course Structure
• Themes:
A) Unified Science
B) Holistic Approach• Parts of the book:
1)Introduction
2)Industrial Psychology
3)Organizational Psychology
4)Work Environment
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Module 1.4 (cont’d)
• Resources– Paper (I-O Journals/Books)– Electronic: I-O websites (e.g., www.siop.org)
• Case study– Provides example of complexity of work
behavior
Table 1.7: Scientific Journals in I-O Psychology
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Table 1.8: Practical Textsin I-O Psychology
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