Samenvatting Work in the 21st Century - Work & Organizational Psychology (1JV00)
Work in the 21st Century An Introduction to Industrial and Organizational Psychology 6th Edition Landy TEST BANK.
Summary Work in the 21st Century, ISBN: 9781119590262 1JV00 (1JV00)
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Rijksuniversiteit Groningen (RuG)
Psychologie
Arbeids , Organisatie en Personeelspsychologie (PSBA203)
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Voorbeeld van de inhoud
Arbeids- Organisatie- en Personeelspsychologie
Chapter 1: What Is Industrial and Organizational Psychology?
Module 1.1: The Importance of I-O Psychology
Authenticity: A Trend of Interest to I-O Psychologists
Industrial-organizational (I-O) psychology:
The application of psychological principles, theory, and research to the work setting;
traditionally divided into three major concentrations: 1) personnel psychology; 2)
organizational psychology; 3) human engineering.
Society for Industrial and Organizational Psychology (SIOP):
An association to which many I-O psychologists, both practitioners and researchers, belong.
Designated as Division 14 of the American Psychological Association (APA).
1) Personnel psychology:
Field of psychology that addresses issues such as recruitment, selection, training,
performance appraisal, promotion, transfer, and termination. (often seen as part of
HRM). (goal: to find or fit the best person to the job).
Human resources management (HRM):
Practices such as recruitment, selection, retention, training, and development of people
(human resources) in order to achieve individual and organizational goals.
2) Organizational psychology:
Field of psychology that combines research from social psychology and
organizational behavior and addresses the emotional and motivational side of work.
3) Human engineering or human factors psychology:
The study of the capacities and limitations of humans with respect to a particular
environment (e.g. tools, work spaces, work pace, machine controls, shift work). (goal:
to develop an environment that is compatible with the characteristics of the worker).
Scientist-practitioner model:
A model that uses scientific tools and research in the practice of I-O psychology.
Common areas of concentration for I-O psychologists:
1) selection and placement; 2) training and development; 3) organizational development; 4)
performance measurement; 5) quality of work life; 6) engineering psychology.
I-O Psychology’s Contributions to Society
Evidence-Based I-O Psychology
SIOP as a Resource
TIP (The Industrial-Organizational Psychologist):
Quarterly newsletter published by the Society for Industrial and Organizational Psychology;
provides I-O psychologists and those interested in I-O psychology with the latest relevant
information about the field.
Welfare-to-work program:
Program that requires individuals to work in return for government subsidies.
Telecommuting:
Accomplishing work tasks from a distant location using electronic communication media.
,Virtual team:
Team that has widely dispersed members working together toward a common goal and
linked through computers and other technology.
Module 1.2: The Past, Present, and Future of I-O Psychology
The Past: A Brief History of I-O Psychology
1876-1930
Wundt founded one of the first (experimental) psychological laboratories in 1876.
His students Munsterberg (saw potential of psychology to address many practical problems
of the early 20th century in the workplace; measured abilities in workers and tied those
abilities to performance) and Cattell (one of the first to realize the importance of differences
among individuals as a way of predicting their behavior) had a great influence on the
eventual emergence of I-O.
Stanford-Binet test:
A well-known intelligence test designed for testing one individual at a time. Originally
developed by Alfred Binet and Theodore Simon in 1905, the Binet-Simon test was updated
starting in 1916 by Lewis Terman and colleagues at Stanford University, which led to the
test’s current name.
Scientific Management:
A movement (started by Lilian Gilbreth) based on principles developed by Frederick W.
Taylor, who suggested that there was one best and most efficient way to perform various
jobs.
Time and motion studies:
Studies that broke every action down into its constituent parts, timed those movements with
a stopwatch, and developed new and more efficient movements that would reduce fatigue
and increase productivity.
1930-1964
Revery obsession:
Australian psychologist Elton Mayo proposed that this mental state resulted from the mind-
numbing, repetitive, and difficult work that characterized U.S. factories in the early 20th
century, causing factory workers to be unhappy, prone to resist management attempts to
increase productivity, and sympathetic to labor unions.
Hawthorne studies:
Research done at the Hawthorne, Illinois, plant of the Western Electric Company that began
as attempts to increase productivity by manipulating lighting, rest breaks, and work hours.
This research showed the important role that workers’ attitudes played in productivity.
Human Relations Movement:
The results of the Hawthorne studies ushered in this movement, which focused on work
attitudes and the newly discovered emotional world of the worker.
Title VII of the Civil Rights Act of 1964:
Federal legislation that prohibits employment discrimination on the basis of race, color,
religion, sex, or national origin, which define what are known as protected groups. Prohibits
not only intention discrimination but also practices that have the unintentional effect of
discriminating against individuals because of their race, color, national origin, religion, or sex.
,American Psychological Association (APA):
The major professional organization for psychologists of all kinds in the US.
The Present: The Demographics of I-O Psychologists
Pathways to a Career in I-O Psychology: A Curious Mixture
To make contributions, I-O psychology needs to meet 4 challenges: it needs to…
1) be relevant; 2) be useful; 3) think bigger; 4) be grounded in the scientific method.
Module 1.3: Multicultural and Cross-Cultural Issues in I-O Psychology
The Multicultural Nature of Life in the 21st Century
Culture:
A system in which individuals share meanings and common ways of viewing events and
objects.
Cross-National Issues in the Workplace
The dynamic of top-down-bottom-up processes across levels of culture:
1) Cultural self-representation (individual) -> 2) Group culture -> 3) Organizational culture ->
4) National culture -> 5) Global culture.
Why Should Multiculturalism Be Important to You?
Why Is Multiculturalism Important for I-O Psychology?
“West versus the Rest” mentality:
Tendency for researchers to develop theories relevant to U.S. situations, with less concern
given to their applicability in other countries.
Expatriate:
Manager or professional assigned to work in a location outside of his or her home country.
Theories of Cultural Influence
Collectivist culture:
A culture that values the group more than the individual.
Individualist culture:
A culture that values the individual more than the group.
Hofstede’s Theory
Proposes five basic elements on which cultures can be distinguished:
1) Individualism/collectivism; 2) Power distance; 3) Uncertainty avoidance; 4)
Masculinity/femininity; 5) Long-term versus short-term orientation.
Other Theories of Cultural Influence
Horizontal culture:
A culture that minimizes distances between individuals.
Vertical culture:
A culture that accepts and depends upon distances between individuals.
, Chapter 2: Research Methods and Statistics in I-O Psychology
Module 2.1: Science and Research
What is Science?
Science:
Approach that involves the understanding, prediction, and control of some phenomenon of
interest.
Hypothesis:
Prediction about relationship(s) among variables of interest.
Disinterestedness:
Characteristic of scientists, who should be objective and uninfluenced by biases or
prejudices when conducting research.
The Role of Science in Society
Expert witness:
Witness in a lawsuit who is permitted to voice opinions about organizational practices.
Why Do I-O Psychologists Engage in Research?
Research Design
Research design:
Provides the overall structure or architecture for the research study; allows investigators to
conduct scientific research on a phenomenon of interest.
Experimental design:
Participants are randomly assigned to different conditions.
Quasi-experimental design:
Participants are assigned to different conditions, but random assignment to conditions is not
possible.
Nonexperimental design:
Does not include any “treatment” or assignment to different conditions.
- Observational design:
The researcher observes employee behavior and systematically records what is
observed.
- Survey design:
Research strategy in which participants are asked to complete a questionnaire or
survey.
Methods of Data Collection
Qualitative and Quantitative Research
Quantitative methods:
Rely on tests, rating scales, questionnaires, and physiological measures and yield numerical
results.
Qualitative methods:
Rely on observations, interviews, case studies, and analysis of diaries or written documents
and produce flow diagrams and narrative descriptions of events or processes.
Introspection:
Early scientific method in which the participant was also the experimenter, recording his or
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