Industrial/Organizational Psychology

Industrial/Organizational Psychology

      There are many sub – fields in the science of psychology. One sub – field is Industrial and Organizational Psychology. The field of Industrial and Organizational Psychology has been experiencing a tremendous growth due to the demand of services provided by them (Rogelberg, 2007). Industrial and Organizational psychologists provide numerous services vital to the successful operation of organizations. In this paper, industrial and organizational psychology will be discussed in the terms of evolution, role, and research.

 Evolution of Industrial and Organizational Psychology

     Industrial and Organizational psychology was first started in the late 1800s and early 1900s by experimental psychologists. These psychologists were interested in applying new principles of psychology to problems within organizations (Spector, 2012). The main founders of Industrial and Organizational psychology are considered to be Hugo Munsterberg and Walter Dill Scott. Both of these were experimental psychologists and university professors. Scott focused on the selection of employees, use of psychological tests, and the psychology of advertising; whereas, Munsterberg focused on only the selection of employees and the use of psychological testing. Following Munsterberg and Scott was Frederick Winslow Taylor. Taylor was an engineer who studied methods to improve work production of employees. Taylor’s principles became known as Scientific Management. These principles were used as a guide for organizations. The key points of his management theory focused on four aspects of organizations. These four key points were job analysis, employee selection, employee training, and employee compensation and rewards. Frank and Lillian Gilbreth studied efficient ways of completing tasks (Spector, 2012). Their efforts combined the fields of engineering and psychology. The Gilbreths theorized that work served as a foundation for the field of human factors; thus, their studies demonstrated how to best design technology for individuals. During World War I, Industrial and Organizational psychology was used in the United Kingdom and United States. Robert Yerkes was instrumental in Industrial and Organizational psychology for the military. He developed group tests for mental ability in the army and psychological testing to place individuals in jobs. Many of the concepts developed during the evolution of Individual and Organizational psychology are still considered valuable.

 How Industrial and Organizational Psychology Differs from Other Disciplines

     Psychology is the scientific study of the human mind and behavior (Rogelberg, 2007). Clinical Psychology is the study and treatment of psychological disorders and problems in individuals. The main focus of Industrial and Organizational Psychology is the work lives of individuals. However, Industrial and Organizational psychologists do not handle the personal or emotional problems of the employees. Industrial and Organizational Psychology is used to develop and apply scientific principles in the work place. The goals of Industrial and Organizational psychology are to better understand and improve the health, well – being, and effectiveness of individuals and organizations. 

Use of Industrial and Organizational Psychology in Organizations

     Industrial and Organizational psychologists perform many different activities in organizations. Individual and Organizational psychologists perform job analysis for organizations. Another job performed by Industrial and Organizational psychologists is training, an important strategy for changing behavior in organizations (Major & Morganson, 2011). Industrial and Organizational psychologists use performance assessments to hold employees accountable for his or her own work behavior. Industrial and Organizational psychologists can also use 360 degree feedback where different sources in the workplace can provide perspectives of an individual’s behavior at work  (Major & Morganson, 2011). By using research, Industrial and Organizational psychologists help organizations in the hiring employees and training employees. Research can also be used to assist Industrial and Organizational psychologists in solving problems within organizations in relation to employees. 

Role of Research and Statistics in Industrial and Organizational Psychology

     Research plays a vital role in Industrial and Organizational psychology and is one of the major activities performed (Spector, 2012). Research is used to develop new methods, practices, and procedures to use within organizations. Research can also be used to solve a specific problem or understand a specific event in the workplace. Industrial and Organizational psychologists use research skills to determine if hiring practices, training, and incentive programs are useful to the organizations. 

     A scientific study begins with a research question to define the purpose of the study. In Industrial and Organizational psychology, the research question pertains to a particular issue within the organization. Research questions can be general or specific; however, general questions are not specific enough to provide the basis for a study (Spector, 2012). Researchers then make a guess as to the results of the study, or a hypothesis. The study is then carried out to receive data used to address the problem. 

Conclusion

      While psychology is the study of the human mind, some experimental psychologists and engineers expanded to create a sub – field that related to the individual or organization in a work environment. Methods of hiring, training, and compensating employees were developed and refined. Research methods were developed and used to explore problems in the work place and methods of improving these problems. The work of these past researchers has developed a sub – field of psychology devoted to the work place and creating successful organizations.

References

Major, D. A., & Morganson, V. J. (2011). Applying Industrial - Organizational Psychology to Help  Organizations and Individuals Balance Work and Family. Industrial & Organizational Psychology, 4(3), 398-401. doi:10.111/j.1754-9434.2011.01360.x

Rogelberg, S. G. (2007). Introduction. Encyclopedia of Industrial and Organizational Psychology, 1(0), xxxv-xxxvii.

Spector, P. E. (2012). Industrial and Organizational Psychology: Research and practice (6th ed.). Hoboken, NJ: Wiley.

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