Lecture notes Work and Organizational Psychology, first period
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Course
Arbeids- en Organisatiepsychologie (P_BARORPS)
Institution
Vrije Universiteit Amsterdam (VU)
These are my notes of the first six lectures of Work and Organizational psychology by Kilian Wawoe. They are meant for the first partial exam.
They are mostly based on the lectures and I added a few explanations from the book.
Lecture notes of Work and
Organizational Psychology
2022/2023
Lecture 1
Cattell: psychology is about individual differences.
Munsterberg: psychology is about the interaction between individuals and environment.
Organizational psychologists.
WOI gave a boost to organizational psychology.
Hawthorne effect: output improves when employees are given attention. Their attitudes
matter for performance.
Caused progress in human relations movement.
Working from home saves time, space, and energy, but has mixed effects on productivity
and wellbeing.
A moderator has an influence on the effects of the cause. For example: alcohol influences
driving performance negatively. Antibiotics is a moderator because it amplifies alcohol’s
effect.
Hofstede’s dimensions
Individualism/collectivism (poorer countries are often more collectivistic and have a
lower median age)
Power distance
Uncertainty avoidance
Masculinity/Femininity
Long term vs. short term orientation
Lecture 2
1890: Cattell introduces the ‘mental test’ (psychometrics/differential psychology).
World War I gave a boost to the testing of ‘g’: mental intelligence that can be measured.
Fundamental assumptions in applying individual differences model:
, Adults have a variety of attributes that are stable over time.
People differ with respect to those attributes.
Different jobs require different attributes.
These skills can be measured (KSAOs = knowledge, skills, abilities, and other
characteristics).
Fleischman developed a taxonomy of 52 abilities: cognitive, sensory, psychical, and
psychomotor. Psychomotor abilities are physical functions of movement, associated with
coordination, dexterity, and reaction time. Under this ability arm-hand steadiness and
rate control fall, among others.
Intelligence is often measured through IQ but is not defined by it.
Mental/cognitive abilities
Intelligence as ‘g’: reasoning, planning, etc.
Job complexity strengthens the predictive value of ‘g’ tests. In other words, job complexity is
a moderator for ‘g’ and work performance.
Knowledge works as a mediator. A mediator is a factor that lies between the
independent and dependent factor and strengthens the correlation. In this example, ‘g’ is
positively correlated with the possession of knowledge. Knowledge is positively correlated
with job performance.
Carroll’s hierarchical model of intelligence states that ‘g’ can be divided into 8 different
forms of intelligence:
Fluid intelligence
Crystallized intelligence
General memory and learning
Broad visual perception
Broad auditory perception
Broad retrieval ability
Broad cognitive speediness
Processing speed
These forms can be divided further into specific abilities.
In Carroll’s hierarchical model, it seems that a higher ‘g’ would be correlated with higher
specific abilities, although this is not necessarily the case.
Five factor model (OCEAN)
The five-factor model predicts outcomes such as job satisfaction and health. It is considered
valid and reliable and is applicable across cultures and observers, although it may be too
general for specific aspects of work.
In general, combinations of the traits are the most predictive.
It is argued that more traits should be added, such as honesty.
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