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  • Course
  • Arbeids- Organisatie- en Personeelspsychologie
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  • Rijksuniversiteit Groningen (RuG)
  • Book
  • Work in the 21st Century

Summary study book Work in the 21st century: An introduction to Industrial and Organizational Psychology of Landy, F.J. & Conte, J.M. - ISBN: 9781118291207, Edition: 4e druk, Year of publication: 2013

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  • February 8, 2015
  • 38
  • 2013/2014
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ARBEIDS-­‐
ORGANISATIE
EN
PERSONEELSPSYCHOLOGIE

1.
WHAT
IS
INDUSTRIAL
AND
ORGANIZATIONAL
PSYCHOLOGY?

Module
1.1
The
Importance
of
I-­‐O
Psychology

How
Does
I-­‐O
Psychology
Contribute
to
Society?

The
simplest
definition
of
industrial
and
organizational
psychology
is
the
‘application
of

psychological
principles,
theory,
and
research
to
the
work
setting’.
The
domain
of
I-­‐O
psychology

stretches
well
beyond
the
psychical
boundaries
of
the
workplace
because
many
of
the
factors
that

influence
work
behavior
are
not
always
found
in
the
work
setting.
These
factors
include
things
like

family
responsibilities,
cultural
influences,
employment-­‐related
legislation,
and
non-­‐work
events
(9-­‐
11).


Traditionally,
I-­‐O
psychology
has
been
divided
into
three
major
concentrations:

-­‐ Personnel
psychology
(often
seen
as
part
of
HRM)
addresses
issues
such
as
recruitment,

selection,
training,
performance
appraisal,
promotion,
transfer,
and
termination.
The

approach
assumes
that
people
are
consistently
different
in
their
attributes
and
work

behaviors
and
that
information
about
these
differences
can
be
used
to
predict,
maintain,
and

increase
work
performance
and
satisfaction.


-­‐ Organizational
psychology
combines
research
and
ideas
from
social
psychology
and

organizational
behavior.
It
addresses
the
emotional
and
motivational
side
of
work.
It
includes

topics
such
as
attitudes,
fairness,
motivation,
stress,
leadership,
teams,
and
the
broader

aspects
of
organizational
and
work
design.
In
some
senses,
it
concentrates
on
the
reactions

of
people
to
work
and
the
action
plans
that
develop
as
a
result
of
those
reactions.


-­‐ Human
engineering
(human
factors
psychology)
is
the
study
of
the
capacities
and
limitations

of
humans
with
respect
to
a
particular
environment.
It’s
almost
the
opposite
of
the

personnel
approach.
The
task
of
the
human
engineer
is
to
develop
an
environment
that
is

compatible
with
the
characteristics
of
the
worker.


There
is
a
clear
connection
between
research
conducted
using
the
tools
of
science
and
the
practice

of
I-­‐O
psychology.
This
emphasis
on
the
application
of
scientific
knowledge
is
known
as
the
scientist-­‐
practitioner
model.
It
simply
means
that
science
and
practice
are
both
important
parts
of
I-­‐O

psychology.




How
This
Course
Can
Help
You

First,
it
can
help
you
understand
what
you
are
experiencing
in
the
workplace.
Second,
chances
are

that
you
will
eventually
be
places
in
the
position
of
managing
the
work
of
others
and
in
that
role

either
developing
or
at
least
implementing
work-­‐related
policies.
Third,
in
the
course
of
your
daily
life

you
will
almost
certainly
hear
friends
and
family
talk
about
their
joys
and
frustrations
with
their

organizations
and
work.


Welfare-­‐to-­‐work
program:
Program
that
requires
individuals
to
work
in
return
for
government

subsidies.




Module
1.2
The
Past,
Present,
and
Future
of
I-­‐O
Psychology

The
Past:
a
Brief
History
of
I-­‐O
Psychology

Elton
Mayo
proposed
that
there
was
a
mental
state
known
as
revery
obsession,
resulting
from
the

mind-­‐numbing,
repetitive,
and
difficult
work
that
characterized
the
U.S.
factories
in
the
early
20th





1


,century,
causing
factory
workers
to
be
unhappy,
prone
to
resist
management
attempts
to
increase

productivity,
and
sympathetic
to
labor
unions.
The
result
of
the
Hawthorne
studies
(began
as

attempts
to
increase
productivity
by
manipulating
lighting,
rest
breaks,
and
work
hours.
Showed
the

important
role
that
workers’
attitudes
played
in
productivity)
ushered
in
a
radically
new
movement

known
as
the
Human
Relations
Movement,
which
focused
on
work
attitudes
and
the
newly

discovered
emotional
world
of
the
worker.




The
Future:
The
Challenges
to
I-­‐O
Psychology
in
the
21st
Century

1. I-­‐O
psychology
needs
to
be
relevant
–
we
need
to
study
the
problems
of
today,
not
those
of

yesterday

2. I-­‐O
psychology
needs
to
be
useful
–
always
be
thinking
of
ways
to
put
our
research
into

practice

3. I-­‐O
psychology
needs
to
think
bigger


4. I-­‐O
psychology
needs
to
be
grounded
in
the
scientific
method



Anderson,
Herriot,
and
Hodgkinson
describe
the
research
of
I-­‐O
psychology
as
falling
into
one
of
four

categories:

-­‐ Junks
science:
fascinating
topic
with
shoddy
research

-­‐ Pragmatic
science:
important
topic
with
well-­‐designed
research

-­‐ Irrelevant
science:
unimportant
topic
with
meticulous
research

-­‐ Hopeless
science:
unimportant
topic
with
shoddy
research



Module
1.3
Multicultural
and
Cross-­‐Cultural
Issues
in
I-­‐O
Psychology

The
Multicultural
Nature
of
Life
in
the
21st
Century

The
definition
of
culture
(a
system
in
which
individuals
share
meaning
and
common
ways
of
viewing

events
and
objects)
emphasizes
the
sharing
of
meanings
and
interpretations.
This
highlights
the

opportunity
for
people
to
bring
different
meaning
and
interpretations
to
an
event
or
an
object.
It
is

culture
that
distinguishes
people
more
than
nationality.


The
dynamic
of
top-­‐down-­‐bottom-­‐up
processes
across
levels:
Global
culture
à
national
culture
à

organizational
culture
à
group
culture
à
individual/cultural
self-­‐representation
à
(p.
33).

In
applied
psychology
research
and
theory
tends
to
flow
from
problem
areas
rather
than
anticipating

them.
As
a
result,
researchers
have
tended
to
develop
theories
that
are
relevant
to
U.S.
situations,

with
less
concern
about
their
applicability
in
other
countries
(West
versus
the
Rest
mentality).

Although
both
the
I-­‐O
psychology
and
HRM
fields
are
beginning
to
recognize
the
importance
of
a

multicultural
foundation
or
understanding
work
behavior,
the
recognition
has
come
mostly
in
the

form
of
applications
devoid
of
theory.
A
case
in
point
has
been
the
problem
of
expatriates:
American

managers
and
professionals
assigned
to
work
in
locations
outside
the
U.S.




Some
Theories
of
Cultural
Influence

The
five
dimensions
of
Hofstede’s
theory
of
culture:

1. Individualism/collectivism:
the
degree
to
which
individuals
are
expected
to
look
after

themselves
versus
remaining
integrated
into
groups
(usually
the
family)

2. Power
distance:
the
degree
to
which
less
powerful
members
of
an
organization
accept
and

expect
an
unequal
distribution
of
power







2


, 3. Uncertainty
avoidance:
the
extent
to
which
members
of
a
culture
feel
comfortable
in

unstructured
situations

4. Masculinity/feminity:
the
distribution
of
emotional
roles
between
the
genders
whit
the

masculine
role
being
seen
as
tough
and
the
feminine
role
seen
as
tender.
Masculine
cultures

tend
to
emphasize
accomplishment
and
technical
performance,
while
feminine
cultures
tend

to
emphasize
interpersonal
relationships
and
communication

5. Long-­‐term
versus
short-­‐term
orientation:
the
extent
to
which
members
of
a
culture
expect

immediate
versus
delayed
gratification
of
their
material,
social,
and
emotional
needs

Horizontal
cultures
are
those
that
minimize
distances
between
individuals
(much
like
Hofdstede’s

power
distance
dimension),
whereas
vertical
cultures
accept
and
depend
on
those
distances.





2.
Methods
and
Statistics
in
I-­‐O
Psychology

Module
2.1
Science

What
Is
Science?

Science
is
the
approach
that
involves
the
understanding,
prediction,
and
control
of
some

phenomenon
of
interest.
All
sciences
also
share
certain
common
methods
by
which
they
study
the

object
of
interest:

1. Science
is
marked
by
a
logical
approach
to
investigation,
usually
based
on
a
hypothesis

2. Science
depends
on
data

3. Science
must
be
communicable,
open,
and
public

4. Science
does
not
set
out
to
prove
theories
or
hypothesis.
It
sets
out
to
disprove
them.

5. Science
is
disinterestedness
–
the
expectation
that
scientists
will
be
objective
and
not

influences
by
biases
or
prejudices



Why
Do
I-­‐O
Psychologists
Engage
in
Research?

I-­‐O
research
is
important
to
organizations
because
every
course
of
action
that
an
organization

decides
on
is,
in
effect
a
prediction
or
anticipation
of
a
given
outcome.
The
better
the
research
base

that
supports
that
prediction,
the
more
confident
the
organization
can
be
of
the
outcome.


Expert
witness:
Witness
in
a
lawsuit
who
is
permitted
to
voice
opinions
about
organizational

practices.



Module
2.2
Research
/
2.3
Data
Analysis
/
2.4
Interpretation

Research
Design

Triangulation:
Approach
in
which
researchers
seek
converging
information
from
different
sources.

Job
analysis:
Process
that
determines
the
important
tasks
of
a
job
and
the
human
attributes

necessary
to
successfully
perform
those
tasks.

-­‐ Micro-­‐research:
The
study
of
individual
behavior

-­‐ Macro-­‐research:
The
study
of
collective
behavior

-­‐ Meso-­‐research:
The
study
of
the
interaction
of
individual
and
collective
behavior



è Voor
tentamen
nog
even
hoofdtermen
doornemen











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