Industrial Organizational
Psychology
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Industrial-organizational psychology is the branch of
psychology that applies psychological theories and principles
to organizations. Often referred to as I-O psychology, this field focuses on
increasing workplace productivity and related issues such as the physical and
mental well-being of employees. Industrial-organizational psychologists perform
a wide variety of tasks, including studying worker attitudes and behavior,
evaluating companies, and conducting leadership training.
The overall goal of this field is to study and understand human behavior in the
workplace.
The Two Sides of I-O Psychology
You
can think of industrial-organizational psychology as having two major sides.
First, their is the industrial side, which involves looking at how to best
match individuals to specific job roles. This segment of I-O psychology is also
sometimes referred to as personnel psychology.
People who work in this area might assess employee
characteristics and then match these individuals to jobs in which they are
likely to perform well.
Other functions that fall on the industrial side of
I-O psychology include training employees, developing job performance
standards, and measuring job performance.
The organizational side of psychology is more
focused on understanding how organizations affect individual behavior.
Organizational structures, social norms, management styles, and role
expectations are all factors that can influence how people behavior within an
organization.
By understanding such factors, I-O psychologists
hope to improve individual performance and health while at the same time
benefiting the organization as a whole.
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What
Are Industrial-Organizational Psychology Careers?
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How is Industrial Organizational Psychology Different?
While
industrial organizational psychology is an applied field, basic theoretical
research is also essential. With roots in experimental psychology, I-O
psychology has a number of different sub-areas such as human-computer
interaction, personnel psychology, and human factors.
Six Key Areas of I-O Psychology
According to Muchinsky (2000), most industrial
organizational psychologists work in one of six major subject areas:
·
Training and development: Professional in this area often determine what type
of skills are necessary to perform specific jobs as well as develop and
evaluate employee training programs.
·
Employee Selection: This area involves developing employee selection assessments, such as
screening tests to determine if job applicants are qualified for a particular
position.
·
Ergonomics: The field of ergonomics involves designing procedures and equipment
designed to maximize performance and minimize injury.
·
Performance Management: I-O psychologists who work in this area develop
assessments and techniques to determine if employees are doing their jobs well.
·
Work Life: This area focuses on improving employee satisfaction and maximizing
the productivity of the workforce. I-O psychologists in this area might work to
find ways to make jobs more rewarding or design programs that improve the
quality of life in the workplace.
·
Organizational Development: I-O psychologists who work in this area help
improve organizations, often through increasing profits, redesigning products,
and improving the organizational structure.
Who Should Study Industrial Organizational Psychology?
Students who are interested in applying
psychological principles to real-world setting should consider industrial
organizational psychology. If you have a strong interest in psychology as well
as related subjects such as product design, computers, statistics and
engineering, this may be the ideal field for you.
Major Topics in Industrial Organizational Psychology
·
Product design
·
Employee testing
·
Workplace diversity
·
Workplace performance
What Do
Industrial-Organizational Psychologists Do?
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If you have ever read anything about industrial-organizational
psychology, then you probably know that people who work in this field apply
psychological principles to the workplace. But what exactly does this mean?
What types of tasks do I-O psychologists perform?
Here is just a quick look at some of the major
topics that an I-O psychologist might explore in his or her line of work:
Recruit and Select Employees
Hiring the right people for the job is important to
the success of any company, and I-O psychologists often work alongside human
resources personnel to select job candidates who are best suited to specific
job roles. This process can start by developing a job description and hiring
criteria, creating advertising materials to publicize the position to potential
candidates, and then screening applicants for the available positions.
Developing screening tests is another task that industrial-organizational
psychologists might be involved with.
Job Training and Development
I/O psychologists are also concerned with using
psychology to help train employees. This can include assessing which types of
skills are needed to perform certain jobs as well and teaching managers
techniques that can help them successfully motivate and work with employees. An
I/O psychologist might be charged with developing a program designed to help
managers improve their communication skills, develop a strong management style,
and enhance their problem-solving abilities.
Maximizing Wellness and Life Quality
I/O psychologists also work to help maintain and
mentally and physically healthy workforce.
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Tips For Improving Test Performance
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This process often begins with the development of
job roles themselves, and I/O psychologists may be tasked with designing jobs
that are rewarding. Creating a healthy work environment, developing fair
compensation programs, and ensuring that employees have rights are just a few
topics of interest in this area.
Ergonomics
One topic that comes to mind when people think
about I/O psychology is the area known as ergonomics, or the process of designing
equipment and work procedures that are best-suited to human abilities and
limitations.
Professionals who specialize in this area are often
charged with designing work-related products and environments that are safe and
maximize productivity. For example, an I/O psychologist might help create a
computer interface or assembly line equipment that is suited to the physical
abilities of workers.
Organizational Development
The hierarchy and structure of a business
organization can often impact its productivity and profitability. I/O
psychologists will often evaluate how organizations are structured in order to
discover weaknesses and bring about positive changes that can maximize
efficiency, employee satisfaction, and cost-effectiveness.
Performance Management and Enhancement
Businesses are also concerned with helping their
employees perform to the best of their potential, and I/O psychologists will
often look for ways to help people in the workplace do their jobs more
effectively and efficiently. This often involves performing assessments of
existing employees and providing feedback on how managers perform their jobs
and interact with employees
