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Work in the 21st Century
Summary of the book Work in the 21st century (sixth edition) written by Jeffery M. Conte and Frank J. Landy. This book is used in the second year of studying Psychology at the University of Groningen.
Summary Work and organizational psychology / Samenvatting Arbeids-, organisatie- en personeelspsychologie RUG
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.
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Rijksuniversiteit Groningen (RuG)
Bachelor Psychology
Arbeids- Organisatie en Personeelspsychologie (PSBA203)
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Voorbeeld van de inhoud
Work in the 21st century; an introduction to industrial and
organizational psychology
Chapter 1; What is Industrial and Organizational Psychology
Industrial-organizational The application of psychological principles, theory, and research to
(I-O) psychology the work setting.
Society for industrial and An association to which many I-O psychologists, both practitioners
Organizational and researchers, belong. Designated as division 14 of the American
Psychology (SIOP) Psychological Association (APA).
Personnel psychology Field of psychology that addresses issues such as recruitment,
selection, training, performance appraisal, promotion, transfer and
termination.
Human resources Practices such as recruitment, selection, retention, training and
management (HRM) development of people (human resources) in order to achieve
individual and organizational goals.
Organizational Field of psychology that combines research from social psychology
psychology and organizational behavior and addresses the emotional and
motivational side of work.
Human engineering or The study of the capacities and limitations of humans with respect to
human factors a particular environment.
psychology
Scientist-practitioner A model that use scientific tools and research in the practice of I-O
model psychology.
TIP (The Industrial- Quarterly newsletter published by the Society for Industrial and
Organizational Organizational Psychology; provides I-O psychologists and those
Psychologist) interested in 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.
Authenticity; an emotionally appropriate, significant, purposive and responsible mode of human life.
According to SIOP, a more formal definition of I-O psychology is; psychologist recognize the
interdependence of individuals, organizations and society and they recognize the impact of factors
such as increasing government influences, growing consumer awareness, skill shortage and the
changing nature of the workforce. I-O psychologists facilitate responses to issues and problems
involving people at work by serving as advisors and catalysts for business, industry, labor, public,
academic, community, and health organizations.
I-O psychologists are scientists who derive principles of individuals, 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 Industrial-Organizational Psychology.
Traditionally, I-O psychology has been divided into three major concentrations;
, 1. Personnel psychology (often seen as part of human resources management, or HRM);
addresses issues such as recruitment, selection, training, performance, appraisal, promotion,
transfer and termination. The approach assumes that people are consistently different in
their attributes and work behaviors and that information about these differences can be
used to predict, maintain, and increase work performance and satisfaction.
2. Organizational psychology; combines research and ideas from social psychology and
organizational behavior. Addresses emotional and motivational side of work (attitudes,
fairness, motivation, stress, leadership, teams).
3. Human engineering (also called human factors psychology); the study of the capacities and
limitations of humans with respect to a particular environment. The opposite of personnel
approach.
Personnel approach; goal to find or fit the best person to the job
Human engineering approach; develop an environment that is compatible with the
characteristics of the worker
Scientist-practitioner model science and practice are both important parts of I-O psychology.
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.
Revery obsession Australian psychologist Elton Mayo proposed that this mental state
resulted from mind-numbing, repetitive, and difficult work that
characterized U.S. factories in the early 20 th 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, Illionois, plant of the western
Electric Company that began as attempt to increase productivity by
manipulating lightning, rest breaks, and work hours. This research
showed the important role that workers’ attitudes played in
productivity.
Human relation The result of the Hawthorne studies ushered in this movement, which
movement focused on work attitudes and the newly discovered emotional world
of the worker.
Title VII of the Civil Rights Federal legislation that prohibits employment discrimination on the
Act of 1964 basis of race, color, 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, color, national
origin, religion or sex.
American Psychological The major professional organization for psychologists of all kinds in
Association (APA) the United States.
,Two reasons for the difference between what was important in 1917 and what is important today;
1. The first reason is the change in the world of work
2. The second reason is the accumulation of knowledge about work-related behavior in nearly a
century since then
1876-1930;
- Wilhelm Wundt founded one of the first psychological
laboratories in 1876 in Leipzig, Germany.
- Munsterbers; one of the first to measure abilities in
workers and tie those abilities to performance.
- Cattel; one of the first to realize the importance of
differences among individuals as a way of predicting their
behavior.
- Lillian Gilbreth; Scientific Management was based on the
principles of time and motion study.
- Harry Hollingworth (1911); Coca-Cola.
1930-1964;
- Elton Mayo (1924); studied emotions of the workers.
revery obsession
- Hawthorne effect; the change in behavior that results from
researchers paying attention to the workers. Until the Hawthorne studies, it has been
generally accepted that the only significant motivator of effort was money and that the
environment, rather than the person, was of primary importance.
- Human Relations Movement; researchers in this movement were interested in more
complicated theories of motivation, as well as in the newly discovered emotional world of
the worker.
- Civil Rights Act of 1961
For I-O psychology to contribute to employers, workers and the broader society, I-O psychology
needs to meet four challenges; I-O psychology needs…
- To be relevant
- To be useful
- To think bigger
- To be grounded in the scientific method
Anderson, Herriot and Hodgkinson describe the 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
Culture A system in which individuals share meanings and common ways of
viewing events and objects.
West versus the rest Tendency for researchers to develop theories relevant to U.S.
mentality situations, with less concern given to their applicability in other
countries.
, Expatriate Manager or professional assigned to work in a location outside his/her
home country.
Collectivist culture A culture that values the group more than the individual.
Individualist culture A culture that values the individual more than the group.
Horizontal culture A culture that minimizes distances between individuals.
Vertical culture A culture that accepts and depends upon distances between
individuals.
Cultural mosaic; each individual is really a composite of several interacting
cultural influences.
Global economy; it is no longer possible for any country, regardless, of size, to
exist without economic connections with other countries.
Hofstede’s theory; five basic elements on which cultures can be distinguished;
1. Individualism/collectivism; degree to which individuals are expected
to look after themselves versus remaining integrated into groups
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/feminity; the distribution of emotional role between
genders, with the masculine role as being 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.
Reasons why managers ought to be sensitive to culture;
- Cultures differ strongly on how subordinates expect leaders to lead an what motivates
individuals
- Cultures influence human resource practices
- Compensation policies vary greatly across cultures
- In collectivist cultures, group decision making is
more highly values, but in individualist cultures,
individual decision-making is more the norm
Horizontal cultures; those that minimize distances between
individuals (much like Hofstede’s power distance
dimension)/ Vertical cultures accept and depend on those
distances.
Chapter 2; Research Methods and Statistics in I-O Psychology
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 influenced by
biases or prejudices when conducting research.
Expert witness Witness in a lawsuit who is permitted to voice opinions about
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