Industrial psychology, or industrial organizational psychology, focuses on workplace behavior and advocates for creating work environments where employees are satisfied

History

Industrial psychology began in the 1920s as companies looked for ways to keep their employees happy and motivated. From 1927 to 1932, Elton Mayo of the Western Electric Co. studied job satisfaction among employees and found that the social aspects of work are just as important as the work itself. This research, known as the Hawthorne Studies, concluded that employees need to be actively involved in what goes on at their jobs to be happy.

Concentrations

The field of industrial psychology is concerned with the following areas: performance appraisals, organizational development, assessments and leadership.

Performance Appraisals

Industrial psychology addresses how organizations appraise employee performance when deciding on raises.

Organizational Development

Organizational development is concerned with how organizations handle transitions.

Assessments

This area of industrial psychology focuses on how job applicants are evaluated for employment, as well as how current employees are evaluated for advancement opportunities.

Leadership

Industrial psychology defines leadership styles and is concerned with what makes a good leader in an organization

Scope of Industrial Psychology

Industrial psychology is a branch of behavioral science that directs its research and courses of study to business. It is not a new science. In fact one of the earlier books on the subject, Hugo Munsterberg's "The Psychology of

Industrial Efficiency" was published by Houghton Mifflin in 1913. Departments of management, design, production, pricing, marketing and distribution all benefit from knowledge of industrial psychology.

Work Behavior

The psychology of work behavior is one form of industrial psychology. Attitudes of employees as related to their performance is a main theme. Variables in employee personalities and abilities are listed and situational and background differences are studied. The industrial psychologist also studies human mental and physical abilities, administering tests and assessing values and establishing job-related criteria. Human-error factors also are monitored, as are costs and causes of accidents.

Management

Many management skills fall under the umbrella of industrial psychology. Managers must be educated concerning the area of employee supervision. Expertise in perception and assessment is required in order to make proper decisions as to whether to promote or admonish. Determination of training needs and abilities to resolve conflict are skills that managers would learn in their study of industrial psychology. Motivational tactics are imperative to the success of industry, thus the industrial psychologist also may devise financial or other incentives.

Environmental Design

Environmental design is another area of industrial psychology. The psychology of the work space concerns the environment of the worker. Performance can be affected adversely or positively depending upon the employee's surroundings. The industrial psychologist recommends physical arrangements, colors, noise, lighting and ergonomics.

Product Design

Product design is another avenue of industrial psychology that is important to a successful business. A product that has been designed bearing safety, efficiency and desirability in mind may have a higher chance of being successful in the marketplace. The industrial psychologist can collect data and analyze buying trends to make recommendations for a feasible, salable design.

Organizational Studies

The overall function of the business may be evaluated by the industrial psychologist. Data relating to job descriptions and hierarchy may be studied and

recommendations put forth.

The Significance of Industrial Psychology

The Society for Industrial and Organizational Psychology (SIOP), a division of the American Psychological Association, defines industrial psychology as the scientific study of the workplace. Industrial psychology helps employers improve working conditions for the benefit of employees and for heightened organizational productivity

Growth

The Bureau of Labor Statistics predicts 26 percent growth in employment for industrial-organizational psychologists.

Significance

Industrial psychologists perform research as practitioners or academics in the application of psychology to the workplace. Their combined research is used by employers to improve the workplace.

Function

The industrial psychologist performs roles important to work organizations, such as collaborating with the organization's leadership to reorganize how work is assigned. This reorganization raises the productivity of the organization.

Benefits

The Society for Industrial and Organizational Psychology notes that the industrial psychologist performs an important job of helping organizations to maximize their human capital.

Expert Insights

According to the SIOP, this field provides advice that benefits workers. Areas include testing, selection and promotion, training and development and employee attitudes and motivation.

The SIOP also notes benefits for organizations. Industrial psychologists provide strong leadership in change management, strategic planning, surveys, job design and evaluation, restructuring and workforce planning and cross-cultural understanding