School

Industrial Organizational Psychology

Summary: Human behavior in the workplace

Core Areas of I-O Psychology

a) Personnel Psychology (Hiring & Performance)

  • Job Analysis: Defines duties, skills, and qualifications for a role.
  • Selection: Interviews, tests, and assessments to choose best-fit candidates.
  • Training: Teaching skills and knowledge needed for job success.
  • Performance Appraisal: Measuring and giving feedback on employee performance.

b) Organizational Psychology (Culture & Motivation)

  • Motivation:
    • Maslow: Basic needs to self-actualization.
    • Herzberg: Hygiene vs. motivators.
    • Expectancy Theory: Motivation = Expectancy × Instrumentality × Valence.
  • Job Satisfaction: How much employees like their jobs—linked to turnover and productivity.
  • Organizational Commitment: Emotional attachment and loyalty to the company.
  • Leadership:
    • Transformational: Inspires and empowers.
    • Transactional: Focuses on tasks and rewards.

c) Human Factors (Ergonomics & Design)

  • Adapting tools, tasks, and environments to human strengths and limitations.
  • Example: Simplifying software UX or improving workstation setups.

Key Topics and Concepts

Job Analysis Tools

  • O*NET: Government database of job requirements.
  • Task Inventory: Breaks job into specific tasks and frequencies.
  • KSAOs: Knowledge, Skills, Abilities, and Other characteristics.

Selection Methods

  • Interviews: Structured = more reliable than unstructured.
  • Cognitive Tests: Measure intelligence/problem-solving.
  • Personality Tests: Big Five traits (OCEAN).
  • Work Samples: Simulations or job tasks.

Performance Evaluation

  • 360-Degree Feedback: Input from peers, supervisors, self, etc.
  • Biases:
    • Leniency/Severity: Rater always too easy/hard.
    • Halo Effect: One trait influences all ratings.

Workplace Motivation & Behavior

Theories of Motivation

  • Maslow’s Hierarchy: Must satisfy lower needs (safety, belonging) before higher ones (esteem, self-growth).
  • Herzberg’s Two-Factor:
    • Hygiene: Pay, conditions (prevent dissatisfaction).
    • Motivators: Achievement, recognition (create satisfaction).
  • Expectancy Theory:
    • Expectancy: Can I do it?
    • Instrumentality: Will I be rewarded?
    • Valence: Do I care about the reward?

Leadership & Teams

Leadership Styles

  • Transformational: Visionary, inspires change.
  • Transactional: Rewards for performance.
  • Laissez-faire: Hands-off.
  • Servant Leadership: Puts team’s needs first.

Team Dynamics

  • Groupthink: Desire for harmony blocks critical thinking.
  • Social Loafing: Individuals work less in groups.
  • Cohesion: Bonding in teams—can be good (teamwork) or bad (groupthink).

Stress, Well-being & Work-Life Balance

  • Job Burnout: Emotional exhaustion, depersonalization, reduced accomplishment.
  • Work Stressors:
    • Role Conflict: Competing demands.
    • Role Ambiguity: Lack of clarity.
    • Overload: Too much work, not enough resources.
  • Coping Strategies: Time management, support systems, EAPs (Employee Assistance Programs).

Legal & Ethical Concerns

  • EEOC: Equal Employment Opportunity Commission—prevents discrimination.
  • Adverse Impact: When a selection method unintentionally discriminates.
  • Title VII (Civil Rights Act 1964): Prohibits employment discrimination.