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Summary Work in the 21st Century (ISBN 9781119590262)
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A summary of chapters 1 up until chapter 13 of the book Work in the 21st Century for the course Psychology in the Workplace.
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Summary Work and organizational psychology / Samenvatting Arbeids-, organisatie- en personeelspsychologie RUG
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Samenvatting Work in the 21st Century - Work & Organizational Psychology (1JV00)
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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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SummaryConte, M. J. & Landy, F. J. (2019). Work in the 21st Century: An introduction to
industrial and organizational psychology (6th Edition) Wiley.
Chapter 1
What is Industrial and Organizational Psychology?
Module 1.1 The Importance of I-O Psychology
The Importance of Work in People’s Lives
The experience of work goes well beyond the simple exchange of time for money work as a
noneconomic experience. Research has shown that most people choose to continue working even if
they did not have to. In addition, work is a defining characteristic of the way people gauge their value
to society, their family, and themselves.
The Concept of “Good Work”
Good work is work that exhibits a high level of expertise – it entails regular concern with the
implications and applications of an individual’s work for the wider world. This is tougher to do than it
might seem, making cutting corners tempting compromised work: not illegal or unethical work,
but still undermining the core values of a trade or a profession.
The individual worker and the employer together have the power to define good work, or to
transform good work into bad and vice versa.
I-O psychologists has recognized that the “experience” of work is more complex than simply tasks
and productivity and accidents.
o Think for example of work-life balance issues.
Authenticity: a Trend of Interest to I-O Psychologists
In I-O psychology, authenticity is an emotionally appropriate, significant, purposive, and responsible
mode of human life – reflected in the search for “good work” and inspirational leadership.
What is I-O Psychology?
Industrial-organizational (I-O) psychology is the application of psychological principles, theory, and
research to the work setting.
Its domain stretches, however, well beyond the physical boundaries of the workplace because many
factors influencing work behavior are not always found in the work setting.
o E.g. family responsibilities or cultural influences.
I-O psychologists are
scientists who derive principles of individual, group, and organizational behavior through
research;
consultants and staff psychologists who develop scientific knowledge and apply it to the
solution of problems at work; and
teachers who train in the research and application of I-O psychology.
I-O psychology concentrates on the reciprocal impact of work on life and life on work. Traditionally, it
has been divided into three major concentrations.
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, 1. Personnel psychology
Assumes that people are consistently different in their attributes and work behaviors.
Information about these differences can be used to predict, maintain, and increase work
performance and satisfactions. It is seen as a part of human resources management, or HRM.
o E.g. recruitment, training, or selection.
2. Organizational psychology
Combines research from social psychology and organizational behavior and addresses the
emotional and motivational side of work. The issue is the extent to which characteristics of
people match those of the work, or the demands of the work.
3. Human engineering
The study of the capacities and limitations of humans with respect to a particular environment.
Also called human factors psychology. In contrast to the personnel approach, where the best
person is found for the job, the human engineering approach develops an environment
compatible with the characteristics of the worker.
In I-O psychology, research is actually used to address a concrete problem or issue scientist-
practitioner model: using scientific tools and research in the practice. Its underlying motivation is to
address a real issue or problem in the workplace. However, this does not mean that you necessarily
have to be both a scientist and practitioner.
I-O Psychology’s Contributions to Society
I-O psychologists have become increasingly interested in building sustainable and environmentally
conscious organizations environmental benefits (eco-benefits).
I-O psychologists Ones and Dilchert (2012) have been studying and measuring employee green
behaviors, individual actions that contribute to or detract from environmental sustainability goals at
work. They identified five dimensions.
1. Conserving: e.g. finding new uses for surplus items.
2. Avoiding harm: e.g. disposing of waste properly.
3. Transforming: e.g. using innovations reducing environmental impact.
4. Influencing: e.g. persuading others to use environmentally responsible products.
5. Taking initiative: e.g. behaving in environmentally responsible ways.
Evidence-Based I-O Psychology
I-O psychologists have become increasingly focused on making evidence-based decisions, based on
empirical research, in their work in organizations.
SIOP as a Resource
SIOP, the Society for Industrial and Organizational Psychology, is the single best resource for anyone
interested in I-O psychology, including the quarterly newsletter TIP (the Industrial-Organizational
Psychologist).
Its goal are to (I) promote the science of I-O psychology, (II) increase SIOP’s contributions to
organizations and society, and (III) educate future I-O psychologists, and others who might
collaborate with them.
How this Course can help you
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,Welfare-to-work programs: programs that requires individuals to work in return for government
subsidies.
Telecommuting: accomplishing work tasks from a distant location using electronic communication
media.
Virtual team: a team that has widely dispersed members working together toward a common goal
and linked through computers and other technology, seldom if ever meeting physically as a group.
The Importance of understanding the Younger Worker
The little I-O research that has been done suggest the following: for younger adults, (I) jobs that
provide an opportunity to use current skills or develop new skills are most satisfying, (II) who do not
have the opportunity to use current skills or develop new ones cynicism and lack of interest can
result. And (III) young workers represent a very valuable commodity or resource.
Module 2.1 The Past, Present, and Future of I-O Psychology
The Past: a brief History of I-O Psychology
There are two reasons for the difference what was important in 1917 and what is important today.
1. The change in the world of work.
2. The accumulation of knowledge about work-related behavior.
1876-1930
Lillian Gilbreth received the first PhD in industrial psychology. Her doctoral work applied the Scientific
Management principles of Frederick W. Taylor, who suggested that there was one best and most
efficient way to perform various jobs.
Scientific management was based on the principles of 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 (I) reduce fatigue and (II) increase
productivity.
1930-1964
Industrial psychology underwent a change when Elton Mayo began studying not the efficiency of
workers, but their emotions revery obsession: a mental state which resulted from the mind-
numbing, repetitive, and difficult work that characterized U.S., causing factory workers to be (I)
unhappy, (II) prone to resist management attempts to increase productivity, and (III) sympathetic to
labor unions.
Then, the Hawthorne studies began: attempts to increase productivity by manipulating lighting, rest
breaks, and work hours. However, result was that with poorer lighting, the productivity increased.
These experiments then showed that the very fact that someone was finally paying attention to the
workers seemed to have affected behavior the Hawthorne effect.
Results of these studies resulted into the Human Relations Movement, which focused on
work attitudes and the newly discovered emotional world of the worker, after which studies
of job satisfaction became more common.
Later, by 1950, Title VII of the Civil Rights Act of 1964 dealt with employment discrimination: if a
selection test (I) could not be shown to be related to a job performance, or (II) the results, on
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, average, of a protected group (e.g. women) was lower than the nonprotected group, the test might
be considered illegal.
This lead to a broad base of technical knowledge about the characteristics of employment
tests.
The mid-1960s seems to mark a line of demarcation between “classic” and “modern” thinking. In this
period, the field changed its name from industrial psychology to I-O psychology.
Multi-level analysis: not only the individual being the unit of analysis, but also the
organization, work group, and culture.
The Present: The Demographics of I-O Psychologists
American Psychological Association (APA): the major professional organization for psychologists of
all kinds in the US.
What we call ourselves
There are many interchangeable terms for I-O psychologists: organizational psychologists – work and
organizational psychologists – work psychologists – occupational psychologists – applied
psychologists.
The Future: The Challenges to I-O Psychology in the 21st Century
I-O psychology contributes to employers, workers, and the broader society in which we live, but faces
some challenges. To make these contributions, I-O psychology needs to be
1. relevant: studying the problems of today;
2. useful: putting research into practice;
3. think bigger: not only concentrating on individual’s behavior, but engaging in larger issues
such as poverty or unemployment; and
4. grounded in the scientific method: careful and systematic observation – development of
hypotheses that can be tested – public collection and analysis of data – logical connection
between the data and the interpretations.
Research falls into one of four categories (Anderson, Herriot, and Hodgkinson).
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.
The goal for the I-O psychologist should be to conduct or apply pragmatic science.
Module 1.3 Multicultural and Cross-Cultural Issues in I-O
Psychology
The Multicultural Nature of Life in the 21st Century
A striking difference with the past is that nowadays you encounter a wide range of nationalities
(almost) everywhere. Perhaps the most important material for a psychologist is culture: a system in
which individuals share meanings and common ways of viewing events and objects.
So, the definition of culture emphasizes the sharing of meanings and interpretations. This is why
recognition of culture’s influence is so important in I-O psychology: it highlights the opportunity for
people to bring different meanings and interpretations to an event or an object.
Individuals often simultaneously embrace several (sub)cultures cultural mosaic: each individual is
really a composite of several interacting cultural influences.
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