INDUSTRIAL AND
ORGANIZATIONAL
PSYCHOLOGY
Presented by:
MARY ANNE A. PORTUGUEZ, MP, RPm

LET US ANALYZE THE TYPICAL DAY OF AN
EMPLOYEE:
ACTIVITY HOURS
Morning (prepare, eat meals, take a
bath, etc)
1-2 (4 am)
Commute to work 2-3
Work 9 (9 am - 6 pm)
Commute going home 2-4 (9 pm)
Sleep 6
Other (eat, watch, and prepare to
sleep)
1

What is IO Psychology?
•IO Psychology, an area of psychology that studies human
behavior in work settings(Riggio, 2008).
•Industrial/organizational psychology is a branch of
psychology that applies the principles of psychology to
the workplace. The purpose of I/O psychology is “to
enhance the dignity and performance of human
beings, and the organizations they work in, by
advancing the science and knowledge of human
behavior” (Rucci, 2008 cited in Aamodt, 2010).

What is IO Psychology?
•“I/O psychologists recognize the interdependence of
individuals, organizations, and society, and they
recognize the impact of factors such as increasing
government influences, growing consumer
awareness, skill shortages, and the changing nature of
the workforce. I/O psychologists facilitate responses
to issues and problems involving people at work by
serving as advisors and catalysts for business,
industry, labor, public, academic, community, and
health organizations.” (SIOP)

MAJOR GOALS IN IO PSYCHOLOGY
•To increase the productivity and well- being of
employees, there are two approaches to how this can
be accomplished.
•The industrial approach (the “I” in I/O psychology)
focuses on determining the competencies needed to
perform a job, staffing the organization with employees
who have those competencies, and increasing those
competencies through training.

MAJOR GOALS IN IO PSYCHOLOGY
•The organizational approach (the “O” in I/O
psychology) creates an organizational structure
and culture that will motivate employees to
perform well, give them with the necessary
information to do their jobs, and provide working
conditions that are safe and result in an enjoyable
and satisfying work environment.

CORE COMPETENCIES
SOURCE: http://www.personal.psu.edu/als383/Docs/psych281Lesson02commentaryWC.pdf retrieved as of May 2016

MAJOR FIELDS IN IO PSYCHOLOGY
• Personnel psychology study and practice in such areas as
analyzing jobs, recruiting applicants, selecting employees,
determining salary levels, training employees, and evaluating
employee performance.
• Organizational psychology are concerned with the issues of
leadership, job satisfaction, employee motivation,
organizational communication, conflict management,
organizational change, and group processes within an
organization.

MAJOR FIELDS IN IO PSYCHOLOGY
• Human factors concentrate on workplace design,
human-machine interaction, ergonomics, and
physical fatigue and stress. These psychologists
frequently work with engineers and other technical
professionals to make the workplace safer and more
efficient.

IMPORTANT EVENTS

Brief History
• Walter Dill Scott- The Theory of Advertising (1903)
• Walter Dill Scott- Increasing Human Efficiency in Business (1911)
• Hugo Munsterberg- Psychology and Industrial Efficiency (1913)
• Prior to WWI- “economic psychology,” “business psychology,” and
“employment psychology”
• WWI- IO psychologists made an impact
• Frank Gilbreth and Lillian Moller Gilbreth- improve productivity and reduce
fatigue
• Frederick Taylor- Scientific Management Theory
• Elton Mayo’s Hawthorne Studies – Electrical Plant in Illinois (1935)

GOALS OF SCIENTIFIC RESEARCH
•Describe. Attempts to satisfy the 1st goal by
describing production levels in a company, rates of
absenteeism and turnover, and the number and type
of interactions between supervisors and workers for
arriving at a more accurate picture of the
organization under study.
•Explain. It is achieved when the IO psychologist
attempts discover why certain work behaviors occur.

GOALS OF SCIENTIFIC RESEARCH
• Predict. It is addressed when a researcher attempts to
use scores from certain psychological tests to predict
which employee would be the best candidate for a
management position, or when a researcher uses a
theory of motivation to predict how employees respond
to diff. incentive programs.
• Control. When the researcher or IO psychology alter
behavior to get the desired outcomes.

WHAT IS RESEARCH?
• Research is a scientific investigation to a particular
topic. It must gather data, analyze, and interpret
findings. A good research contains good attributes: 1.
Based on the works of others, 2. It can be replicated, 3.
It can be generalized to other settings, 4. Based on
logical rationale link to theory, 5. Doable, 6. Generates
new questions, 7. Apolitical.

WHY CONDUCT RESEARCH?
•It helps us answer our questions.
•It helps us critically listen and analyze
information to make more intelligent decisions.

STEPS IN RESEARCH PROCESS
•Formulation of the problem or issue
•Generation of hypothesis
• Selecting the research design
•Collection of data
•Analysis of research data
• Interpretation of research results

Research Methods to be Used
• Relationship Between Variables
Correlational Method, two different variables ae observed to
determine whether there is a relationship between them.
• The Experimental method
Manipulation. The researcher manipulates one variable by
changing its value from one level to another. A second variable is
observed (measured) to determine whether the manipulation
causes changes to occur.
Control. The researcher must exercise control over the
research situation to ensure that other, extraneous variables do
not influence the relationship being examined.

• Quasi-Experiment
It is a design involves selecting groups, upon which a variable is
tested, without any random pre-selection processes (Ex. Noise in the
workplace).
• Archival Research
It involves using previously collected data or records to answer
a research question (Ex. Determine good performers from poor
performers).
• Survey
It involves asking people about their opinion on some topic.
Research Methods to be Used

From: tex.stackexchange.com
True positives – Hits; see the presence
False positives – ‘false alarms’ ; identify presence of actual absence
False negatives – Misses; fails to see the target
True negative – Correct rejection; correctly see the absence of target

Source: analyticsdemystified.com

ETHICAL DILEMMAS
•TYPE A, high level of uncertainty as to what is right or
what is wrong, there appears no best solutions, and
presence of both positive and negative consequences to a
decision. Ex. Animal use and drugs
•TYPE B, it is known as “rationalizing dilemma.” The
difference between right and wrong is much clearer than
in TYPE A.

ERRORS
• SDT, hits - ‘true positives’ = see / correct target
• False alarms – ‘false positives’ = identify presence of actual
absence
• Misses – false negatives = fails to see the target
• Correct rejection – true negative = correctly see the absence of
target

SAMPLE APPLICATIONS OF
RESEARCH
• The implications of job realistic preview (jrp) to
applicants during interview.
• Relationship of job satisfaction and absenteeism.
• Connection between employee participation in
organizational decision making and levels of job
satisfaction.
• Structured interview vs. Unstructured interview

IO PSYCHOLOGY TODAY & IN THE
FUTURE
•First Trend: The changing nature of work
•Second Trend: Expanding focus on human
resources
•Third Trend: Increasing diversity in workforce
•Fourth Trend: Increasing globalization in business

INDUSTRIAL PSYCHOLOGY
AND
ORGANIZATION PSYCHOLOGY

Industrial Psych
• Introduction to IO/Brief History
• Differentiate the various functions
involved in Human Resource
Management
• Job Analysis
• Planning and Recruitment
• Discuss the major considerations and
principles of employee selection
• Apply the major principles in
performance evaluation
• Describe the process and principles in
employee training and development
• Legal Issues
• Apply the major theories of
motivation in designing and
administering rewards
• Job Satisfaction
• Team Dynamics
• Leadership
• Organizational Development
• Stress Management
• 100 Items Test (Good for 1 ½ - 2 hrs)
• Rationale
Organizational Psych

References:
• Riggio, R.E. (2008). Introduction to
industrial/organizational psychology (5th ed). Pearson:
USA.
• Aamodt, M.G. (2010). Industrial/organizational
psychology (6th ed).Cengage Learning: USA.
• http://www.personal.psu.edu/als383/Docs/psych281Les
son02commentaryWC.pdf retrieved as of May 2016