Introduction To IO Psychology

INTRODUCTION TO
INDUSTRIAL AND
ORGANIZATIONAL
PSYCHOLOGY
MS. NOR-HAMIDAH M. ABANTAS, RPm
THE CONCEPT OF WORK
 Every day 2/3 of Filipinos go to work. They spend 8-12 hours
a day earning a living and will do so for most of their lives.
 Works and organizations thus become vital factors that

shape our well-being and quality of life.
WHAT IS I/O PSYCHOLOGY?
 Industrial/Organizational Psychology studies

human behavior in work settings (Rucci, 2008)
 Industrial/Organizational Psychology, applies

the principles of psychology to the workplace.
DIFFERENCE BETWEEN I/O
AND BUSINESS PROGRAMS
 I/O Psychology examines factors that affect the
people in an organization as opposed to the broader
aspects of running an organization.
 I/O Psychology relies extensively on research,

quantitative method, and testing technique.
Industrial Organizational
• Recruitment • Socialization
• Selection • Motivation
• Classification • Health and Well-being
• Compensation • Leadership
• Performance Appraisal • Social Norms
• Training • Fairness/ Equity and
Equality
MAJOR FIELDS IN I/O PSYCHOLOGY
Personnel Psychology
- field of study that concentrates on the selection

and evaluation of employees
- examines various methods that can be used to

train and develop employees
Organizational Psychology
- field of study that investigates the behavior of

employees within the context of an organization.
- implement organizational-wide programs

designed to improve employee performance
Human Factors/ Ergonomics
- field of study that concentrates on the interaction

between humans and machines
-concentrate on workplace design human-machine

interaction, ergonomics, and physical fatigue and
stress
THE DEVELOPMENT OF I/O PSYCHOLOGY
1903- Walter Dill Scott published

“The Theory of Advertising”
1913- Hugo Munsterberg published

“Psychology and Industrial Efficiency”
HUGO MUNSTERBERG
(1863- 1916)
 Father of Industrial Psychology
 A charter member and one-time president of the APA.
 Trained in Germany and came to the United States to

oversee a psychological laboratory at Harvard.
 His professional interests were broad, but it is his

leadership in the application of Psychology to business
and industry that he is best remembered today.
HUGO MUNSTERBERG
(1863- 1916)
 He studied safety in the workplace and aptitude and work

sample testing for the employee section.
 He also was one of the first to introduce validation as a

formal standard of checking the accuracy of such
workload.
WALTER DILL SCOTT
(1869-1955)
 A psychologist trained in Germany.
 He conducted psychological research in the field of

advertising; in the selection and placement of
salespeople; and in the testing and classification of
army officer candidates.
 Scott offered his psychological expertise to help the

U.S military select personnel during WWI.
WALTER DILL SCOTT
(1869-1955)
 His personnel selection methods include tests to
measure desirable characteristics to fit workers to the
job and rating scales to measure people skills on
necessary qualities.
 His approach is still in use today by HR departments

and recruitment companies.
 In addition to rating scales, he developed tests on

intelligence.
WORLD WAR I (WWI)
 Robert Yerkes – an American psychologist who pioneered

the study of human and primate intelligence. He also leads
the development of:
 Army Alpha – a test developed to screen literate

recruits.
 Army Beta – a test developed to screen non-literate
recruits.
 John Watson developed perceptual and motor tests for pilots
 Henry Gantt increased cargo ship efficiency

 Best known for their use of motion studies to
improve productivity and reduce fatigue in work.
WALTER BINGHAM
(1932-2018)
 He started the Division of Applied Psychology

the first academic program in industrial psychology.
 He was responsible for entrance tests, vocational

training, and the execution of courses in
psychology and education.
WALTER BINGHAM
(1932-2018)
 He developed the Bureau of Salesman Research

to train salespeople.
 He headed the Personal Research and directed

The Psychological Corporation
 He was instrumental in Scott’s and Robert

Mearns Yerke’s development of the mental testing
program.
WORLD WAR II (WWII)
 Contributed greatly to the growth of I/O psychology.
 Two tests were developed: Aircrew Classification Test Battery

and Army General Classification Test
 These two tests were aimed to assist in personnel

selection and classification.
 Around the turn of the 20th century, Frederick Taylor, an

engineer, believed that scientific principles could be applied to
the study of work behavior.
FREDERICK WINSLOW TAYLOR
(1856-1951)
 Taylor developed Time and Motion studies -
procedures in which work tasks are broken down
into simple component movements timed to develop
a more efficient method for performing the tasks.
 Taylor considered the manual worker to be stupid,

slow and unintelligible, with little or no thinking
abilities
ELTON MAYO
(1880-1949)
 He was seen as an alternative to Taylor’s scientific

management. He proposed the Human relations
approach which encourages being nice to workers
on the assumptions:
–“that a certain style of supervision and of reaching

decisions with subordinates will greatly increase the
morale and satisfaction of workers” and
ELTON MAYO
(1880-1949)
- that the more satisfied a worker is (e.g. in his social

relations with his work group) the harder he will work.”
 Mayo’s approach was given recognition after the

Hawthorne Studies in the 1920’s.
HAWTHORNE STUDY
 A study conducted by psychologists to Hawthorne, Illinois
Plant of Western Electric Company.
 This study added areas on the field of Industrial Psychology

including Organizational Functions:
Human Relations
Developing Employee Morale
Work Motivation
Physical Aspects of Work Environment
Improving Work Efficacy
Hawthorne Effect
 also known as the observer effect. It is a phenomenon

discovered during the Hawthorne studies that when a
worker is being observed he/she tends to improve or
modify their behavior towards his/her job.
Rosenthal-Jacobson Study
 a study that resulted and supported the hypothesis that

reality can be positively or negatively influenced by
expectations of others.
Rosenthal Effect – also known as the Pygmalion

effect. A phenomenon whereby greater expectation leads to
greater performance.
Golem Effect – A phenomenon whereby low
expectations leads to a low performance.
HOW TO BECOME AN
INDUSTRIAL PSYCHOLOGIST?
1.Obtain a bachelor's degree.

2.Complete a master's degree program.
3.Pursue an internship.
4.Consider earning a Ph.D. or Psy.D.
5.Complete licensing requirements.
EMPLOYMENT OF I/O PSYCHOLOGIST
HAVE A NICE DAY!
STAY SAFE 

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INTRODUCTION TO

 Works and organizations thus become vital factors that

 Industrial/Organizational Psychology studies

 Industrial/Organizational Psychology, applies

 I/O Psychology relies extensively on research,

- field of study that concentrates on the selection

- examines various methods that can be used to

- field of study that investigates the behavior of

- implement organizational-wide programs

- field of study that concentrates on the interaction

-concentrate on workplace design human-machine

1903- Walter Dill Scott published

1913- Hugo Munsterberg published

 Father of Industrial Psychology

 A charter member and one-time president of the APA.

 Trained in Germany and came to the United States to

 His professional interests were broad, but it is his

 He studied safety in the workplace and aptitude and work

 He also was one of the first to introduce validation as a

 A psychologist trained in Germany.

 He conducted psychological research in the field of

 Scott offered his psychological expertise to help the

 His approach is still in use today by HR departments

 In addition to rating scales, he developed tests on

 Robert Yerkes – an American psychologist who pioneered

 Army Alpha – a test developed to screen literate

 John Watson developed perceptual and motor tests for pilots

 Henry Gantt increased cargo ship efficiency

 He started the Division of Applied Psychology

 He was responsible for entrance tests, vocational

 He developed the Bureau of Salesman Research

 He headed the Personal Research and directed

 He was instrumental in Scott’s and Robert

 Contributed greatly to the growth of I/O psychology.

 Two tests were developed: Aircrew Classification Test Battery

 These two tests were aimed to assist in personnel

 Around the turn of the 20th century, Frederick Taylor, an

 Taylor considered the manual worker to be stupid,

 He was seen as an alternative to Taylor’s scientific

–“that a certain style of supervision and of reaching

- that the more satisfied a worker is (e.g. in his social

 Mayo’s approach was given recognition after the

 This study added areas on the field of Industrial Psychology

 also known as the observer effect. It is a phenomenon

 a study that resulted and supported the hypothesis that

Rosenthal Effect – also known as the Pygmalion

1.Obtain a bachelor's degree.

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