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Summary Industrial Psychology 114
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Summary of themes 1 - 8 [semester one] of industrial psychology 114.
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Industrial Psychology 114 notes and summaries
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INTRODUCTIONPsychology – scientific study of human behavior and all mental processes that underpin it.
Done through scientific enquiry.
Industrial psychology – scientific study of human behavior in the workplace through the use
psychology theory and methodology for the purpose of ensuring optimal organizational
performance.
Importance of Industrial Psych in
organizations:
- Organizations transform scarce Knowledge of IP is relevant for following
production factors into goods and careers:
services. - Registered Industrial Psychologist
- To be sustainable this must be done in working as internal / external
profitable manner. consultant.
- Attempts to influence human behavior - Human Resources Specialist.
to improve work performance. - General Manager.
- People play important role in this [as - Scientist / Researchers.
production factor, labor and by acting
as entrepreneurs].
- Enhancing the behavior and
functioning of people / groups to assist
people pursuing meaningful and
enriching work.
ORGANIZATIONAL PSYCHOLOGY
Deals w. organization as a system involving individuals and groups, and structure and
dynamics of the organization.
Aim: facilitate worker adjustment, satisfaction and productivity as well as organization
efficiency.
Main focus activities:
- Leadership and motivation.
- Organizational climate, culture and trust.
- Organizational change and transformation.
PERSONNEL PSYCHOLOGY
Focuses on scientific study and application of individual differences in workplace.
Main focus activities;
- Assessment and appraisal of employees.
- Selection, placement and promotion of employees.
- Training and development.
- Reward systems.
- Construction and validation of assessment processes and instruments etc.
CAREER PSYCHOLOGY
Focus is on issues to do w. nature of work, career development, nature of employment [and
unemployment] and any other career related issues at work.
Special interest is on factors influencing individuals in their careers.
CONSUMER PSYCHOLOGY
Also referred to as “economic” and “market” psychology.
,Concerned w. understanding, explaining and predicting the psychological aspects and
behavior of consumers / buyers.
Focus is on needs, values, beliefs, attitudes, interests and other personal attributes that
facilitate decision-making and motivation in buyers are they search for, purchase, use and
evaluate goods and services.
ERGONOMICS
Also referred to as “engineering and human factors psychology”.
Focus on optimal fit and interaction btwn. characteristics of employees [human factors] and
work-environment [technical, social and physical].
Through designing work, equipment and workplace w. consideration of human factors.
Generally, the field also informs the design of homes, buildings and various forms of transport.
EMPLOYMENT RELATIONS
Also known as Labor Relations or Industrial Relations.
Deals w. dynamics, communication processes and conflict resolution issues principally
among three parties:
- Employees [as individuals and / or as a group].
- Employers [management and organizations / industries].
- Government [directly / through legal mechanisms].
RESEARCH METHOLOGY
I-O research is scientific in nature.
Basic / applied research. Research contribution considered a major part of any I-O.
Psychology academics and professionals in SA.
PSYCHOLOGICAL ASSESSMENT / PSYCHOMETRICS
Acts as support discipline for the various applied sub-fields.
Defined as:
- Development and utilization of various types of assessment instruments
- To measure attributes and behaviors of employees
- In various work applications [e.g. selection and development].
Key aspects:
- Validity and reliability.
- Measurement bias and fairness.
EMPLOYEE AND ORGANISATIONAL WELL-BEING
Deals w. issues like:
- Work stress and conflict.
- Positive and disruptive employee and organizational behavior.
- Work dysfunction.
- Employee counselling.
Draws mainly from other fields [e.g. health psychology, abnormal psychology, clinical
psychology and consulting psychology].
HUMAN RESOURCES MANAGEMENT
Entails the running and management of employees [human resources].
Main activities:
- Acquiring.
- Training.
- Appraising.
- Motivating.
- Rewarding.
- Discipling employees.
- Providing and ensuring a safe, ethical and fair working environment for employees.
Shift from administrative to strategic role.
,DIFFERENCE BETWEEN I-O PSYCHOLOGY AND HRM
- HRM more about application / management of personnel, business and
administrative processes.
- I-O psychologist is expert in human behavior and related influencing processes that
inform HRM processes.
- Different training and accreditation requirements.
- Both critically important and complementary.
PERSONAL TRAINING, REGISTRATION AND PRACTICE ISSUES IN SA
Training governed by various bodies in SA:
- Academic I-O psychology departments at universities.
- Society for industrial organization psychology of SA [SIOPSA].
- Professional board for psychology [PBP], as subsection of HPCSA.
Health professions council of South Africa [HPCSA] is statutory body for all health professions
in SA.
- PBP carters for issues to do w. training, practice and conduct of psychologists.
All professional psychologists, psychometrists and counsellors must register w. PBP.
PRACTICE FRAMEWORK: REGISTRATION CATEGORIES
Practice framework at HPCSA:
- Psychologist.
- Psychometrist.
- Counsellor.
- Intern psychologist.
- Student psychologist.
Minimum qualifications for registration are as follows:
- Honours and approved 6 months practicum and success in board entrance
examination qualifies for registration as:
o Psychometrist.
o Counsellor.
- Master’s degree and one-year approved internship and success in the board
entrance examination for registration as a psychologist in any following categories:
o Industrial.
o Counselling.
o Clinical.
o Educational.
o Research.
o Neuropsychology.
o Forensic.
PROFESSIONAL REGISTRATION FOR HR PRACTITIONERS
- Practice and training controlled by SA Board for People Practices [SABPP].
- Non-statutory body.
- Can register in following ways:
o Master HR practitioner.
o Charted HR practitioner.
o HR practitioner.
o HR associate.
o HR technician.
MAJOR FACTORS CONTRIBUTING TO I-O PSYCHOLOGY AS A DISCIPLINE
1. Advances in psychological testing.
2. World war 1 and 2.
3. Industrialization.
Advances in psychological testing
, Intelligence and ability measurement – two of early applications of I-O psychology.
World war 1 and 2
The selection and appraisal of military staff:
- Army Alpha Test for General Intelligence.
- Army Beta Tests: for those who were illiterate in English.
- Army General Classification Test.
Dealing w. psychological problems.
These newly developed techniques later exported to industry.
Industrialization
- Transformed working and commercial landscape.
- Over time new insights emerged regarding work.
CONTEMPORARY CHALLENGES
- Ethics and social responsibility.
- Globalization and cross-cultural issues.
- Environment and sustainability.
PSYCHOLOGICAL REACTIONS, BEHAVIOR AND PERFORMANCE
BEHAVIOR AND ORGANISATIONAL PERFORMANCE
Organizations are complex:
- Performance works on multiple levels: individual, group and organization.
- Performance is multi-dimensional. Organizational effectiveness is a function of various
interrelated performance dimensions.
End goal is a sustainable organization.
- Well-being as a dimension of performance.
Behavior integral part of performance.
PERFORMANCE: THREE LEVEL PERSPECTIVE
- Organizational performance can be influenced / improved by I-O psychologist at
individual, group and organizational level.
- Three levels are interdependent.
- Individual level influences group level, which in turn influences organizational level.
- Performance on higher levels of analysis recursively feed back to level of
effectiveness achieved on lower levels of analysis.
- Level of effectiveness on each level determined by various causes [person-centered
and situational factors].
- By following a scientific approach, the I-O psychologist is able to identify and explain
causes of effectiveness.
INDIVIDUAL EFFECTIVENESS
Causes: - Status.
- Ability. - Roles.
- Skill. - Norms.
- Knowledge.
- Attitude. ORGANIZATIONAL EFFECTIVENESS
- Motivation. Causes:
- Stress. - Environment.
- Technology.
GROUP EFFECTIVENESS - Strategic choices.
Causes: - Structure.
- Cohesiveness. - Processes.
- Leadership. - Culture
- Structure.
PERFORMANCE: MULTI-DIMENSIONAL
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