fields of study and practice areas in industrial and organisational (i-o) psychology chapter 2
TRANSCRIPT
FIELDS OF STUDY AND PRACTICE AREAS IN INDUSTRIAL AND
ORGANISATIONAL (I-O) PSYCHOLOGY
Chapter 2
Learning outcomes to keep in mind whilst studying this chapter
What are the main themes and focus areas of industrial and Organisational Psychology (I–O) and why are they important?
• Describe the nature and identity of I-O psychology
• Name and discuss various subfields of I-O psychology
• Describe application fields in I-O psychology
• Discuss the history of I-O psychology
• Discuss professional training and practice in I-O psychology
• Discuss future challenges in I-O psychology.
Sub-fields in psychology
• Clinical psychology – aims to alleviate emotional distress caused by psychological disorders and problems of life
• Counselling psychology – management of pain caused by life, facilitating improved understanding of issues, fostering use of effective coping skills
• Career psychology – involves studying and facilitating occupational development across the life-span
• Educational and school psychology – focuses on studying factors, behaviour, processes & problems of learning
• Developmental psychology – focuses on age related changes across a person’s life span
• Social psychology – studying human social interaction by understanding the influence of behaviour, beliefs and feelings amongst people.
Sub-fields in psychology (continued)
• Cognitive psychology – revolves around the theory and research regarding higher mental processes
• Personality psychology – the study of the more or less consistent patterns of behaviour in people across time and situations
• Physiological/Neurological psychology – Study of relationship between human behaviour and neurological and physiological systems
• Psychometrics – entails the development of psychological measuring instruments
• Experimental psychology – used in many psychological disciplines to establish patterns of human behaviour in controlled situations
• Health psychology – utilises psychological knowledge to identify causes and symptoms of physical health and illness and related dysfunctions.
Sub-fields in psychology (continued)
• Positive psychology – emphasis on enhancement of optimum human functioning
• Forensic psychology – studying context of criminal behaviour (e.g. causes) and obtaining and giving evidence in legal procedures
• Community psychology – using, developing and adapting psychological knowledge and practices to improve quality of life in human communities
• Cross-cultural psychology – focuses on diversity management or the consideration of differences in and between groups of people
• Consulting psychology – professional involvement of psychologists with individuals, groups & organisations
• Industrial and Organisational (I-O) psychology – utilises principles and assumptions of psychology to study and influence human behaviour at work.
Nature and identity of I-O psychology:I–O Psychology: A scientific discipline?
• I-O Psychology is branch of psychology
• Utilises psychological knowledge and in the work context to assess, utilise, develop and influence individual employees
• While inextricably linked to psychology, I-O psychology has adapted and developed it own identity
• It utilises, develops and teaches foundational knowledge, e.g. psychological theory/research on human behaviour in work context
• Foundational knowledge is supported through work-related research to further its knowledge base
• Is an applied science utilising many types of practical applications and methods to achieve best fit between employee and workplace.
Sub-fields and practice areas in I-O psychology
Organisational psychology
• Concerned with work organisations as systems involving individual employees and work groups, as well as structure and dynamics of organisations
Personnel psychology
• Focus on utilising individual differences in and between employees and predicting the optimal employee-organisation fit
Research methodology
• Entails psychological methods of inquiry to solve research problems
Occupational psychological assessment
• Entails the development and utilisation of assessment instruments to obtain measures of attributes and behaviour of employees.
Sub-fields and practice areas in I-O psychology (continued)
Career or vocational psychology/counselling
• Studies career development issues with regard to individuals, employment, unemployment, career-related issues in organisations and also non-work influencing factors
Employment relations
• Deals with behavioural dynamics, communication and conflict management between individuals and groups of employees, employers and other parties
Employee and organisational well-being
• Aims to facilitate positive psychological capital or resources in organisations and employees
Ergonomics
• Concerned with understanding of human interaction between employees and their technical environment.
Sub-fields and practice areas in I-O psychology (continued)
Consumer psychology
• Also referred to as Economic and Market Psychology concerned with studying psychological aspects of consumer behaviour
Other applied fields
• Cross-cultural Industrial Psychology
• Management and leadership
• Entrepreneurship and diversity management.
History of I-O psychology
Taylorism
• Man is a rational-economic being
• Humans are inherently
−Lazy, inefficient and unreliable
−Only motivated by financial incentives
Criticism of taylorism
• Heavily criticised as a result of findings in Hawthorne experiments
• Perceived as an exploitation of workers
• Neglect of individual differences
Hawthorne experiments
• Employee work performance may vary if employees follow specific procedures and standards under strict supervision.
Professional training and practice issues
Contributing institutions
• HPCSA
• Professional Board for Psychology, etc.
Contributing peoples, associations and events
Professional training and practice
• Governing bodies
• Qualifications
• Practice
• Universities and other training institutions
• Proximity with human resources management.
Future challenges in I-O psychology
• How to use existing knowledge and practice
• How to develop and adapt this knowledge and practice
• I-O psychologist must be able to speak the language of business
• Future psychologists successes in making employees and organisation more adaptive to change
• The management of the increase in work stress
• Creating meaningful employment amidst growing sophisticated technology, business mergers and downsizing, decreasing job opportunities
• Changing nature of work requires ongoing revision of validity theory in the assessment of employees
• More incorporation of technology driven interventions in organisations.
Thank you.