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Summary book Work in the 21st century (Arbeidspsychologie)
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Work in the 21st Century An Introduction to Industrial and Organizational Psychology 6th Edition Landy TEST BANK.
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Summary book Work in the 21st century (Arbeidspsychologie)
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Work in the 21st centuryChapter 1. What is undistrial and organizational psychology?
Module 1.1 the importance of I-O Psychology
The importance of work in people’s lives
What is I-O Psychology?
- Industrial-organizational (I-O) psychology = the application of psychological principles, theory
and research to the work setting.
- 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).
- Traditionally, I-O psychology has been divided into three major concentrations:
- Personnel psychology = field of psychology that addresses issues as recruitment, selection,
training, performance appraisal, promotion, transfer and termination.
- 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.
- Organizational psychology = field of psychology that combines research from social
psychology and organizational behavior and addresses the emotional and motivational side
of work.
- Human engineering or human factors psychology = the study of the capacities and limitations
of humans with respect to a particular environment.
- Scientist-practitioner model = a model that uses scientific tools and research in the practice
of I-O psychology.
I-O Psychology’s contributions to society
- Eco-benefits = environmental benefits
- I-O psychologists can guide organizations in identifying and measuring their eco-benefits and
in promoting these benefits as another important outcome that can be considered along
with more traditional outcomes such as individual, team, and organizational performance.
- Humanitarian work psychology = the application of I-O psychology to the humanitarian
arena, especially poverty reduction and the promotion of decent work
- Corporate social responsibility (CSR) = organizational actions and policies that take into
account stakeholders’ expectations as well as economic, social, and environmental
performance. Activities can include employee volunteering, donating a portion of sales to a
charity, donating a portion of profits to school products for needy children etc.
Evidence-based I-O psychology
- TIP (the industrial-organizational psychologists) = 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.
How this course can help you
- 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.
,The importance of the younger worker
Summary
- Work is important because it occupies much of our time, provides us with a livelihood, and
defines how we feel about ourselves. “good work” enables workers to develop and use skills
to benefit others.
- I-O psychology applies psychological principles, theory, and research to the workplace and to
all aspects of life that are touched by work. SIOP is the primary professional membership
organization for I-O psychologists.
- In this course you will gain knowledge about the workplace, work-related issues, and the
ways that work has changed over recent decades.
Module 1.2 The past, present, and future of I-O psychology
The past: a brief history of I-O psychology
1876 – 1930
- Table 1.5
- 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 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 1974 = federal legislation that prohibits employment
discrimination on the basis of race, colour, religion, sex, or national origin, which define what
are known as protected groups. Prohibits not only intentional discrimination but also
practices that have the unintentional effect of discriminating against individuals because of
their race, colour, national origin, religion, or sex.
- The earlier periods addressed work behavior from the individual perspective, examining
performance and attitudes of individual workers. Although this was a valuable approach, it
became clear that there were other, broader influences not only on individual but also on
group behavior in the workplace. Thus, in 1973, organizational was added to the name.
- This recognition provided the foundation for an approach to theory and data analysis: multi-
level analysis.
,The present: the demographics of I-O psychology
- American Psychological Association (APA) = the major professional organization for
psychologists of all kinds in the US.
The future: the challenges to I-O Psychology in the 21 st century
- To make contributions, psychology needs to meet four challenges:
1. I-O psychology needs to be relevant.
2. I-O psychology needs to be useful.
3. I-O psychology needs to think bigger.
4. I-O psychology needs to be grounded in the scientific method.
- Research of I-O psychologists as falling into one of four categories:
1. Junk science: fascinating topic with shoddy research
2. Pragmatic science: important topic with well-designed research
3. Irrelevant science: unimportant topic with meticulous research
4. 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
- Culture = a system in which individuals share meanings and common ways of viewing events
and objects.
- For I-O psychologists, the importance of connectedness among the world is that it brings
many different cultures into contact with one another at the workplace, particularly when
that workplace is a virtual one. The challenge then becomes one of developing systems (e.g.
training, motivation, or reward) that will be compatible with so many different ways of
viewing objects or events, that is, compatible with so many different cultures.
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
- In his continuing analysis of those data, he has developed a theory that proposes five basic
elements on which cultures can be distinguished:
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
3. Uncertainty avoidance = the extent to which members of a culture feel comfortable in
unstructured situations
4. Masculinity/femininity = the distribution of emotional roles between the genders, with
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.
Other theories of cultural influence
- Horizontal cultures = a culture that minimizes distances between individuals. Much like
Hofstede’s power distance dimension.
- Vertical culture = a culture that accepts and depends upon distances between individuals.
- Keep in mind that cultural variables represent only one of the many influences on work
behavior. Other influences include individual skills and motivation, managerial skills,
leadership behaviors, HRM practices, and other individual and group variables.
Module 1.4 the organization of this book
- This book treats I-O psychology in a unified and holistic matter.
Chapter 2. 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 relationships 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-0 psychologists engage in research?
- Good theories = offer novel insights, are interesting, are focused, are relevant to important
topics, provide explanations and are practical.
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.
- There are several reasons for the prevalence of nonexperimental field research in I-O
psychology. The first is the limited extent to which a laboratory experiment can reasonably
stimulate work as it is experienced by a worker.
- Another, related reason is that experiments are difficult to do in the field because workers
can seldom be randomly assigned to conditions or treatments.
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