PSYC 110 Lecture Notes - Lecture 13: Job Analysis, Job Satisfaction, Organizational Culture
Chapter 13: Industrial-Organizational Psychology
I-O Psychology
●Industrial-organizational (IO) psychology- applied branch of psychology that studies
the relationship between behavior, psychology, and work, and how they affect each other
●Industrial Psychology- concerned with describing job requirements and assessing
individuals for their ability to meet those requirements
○Study and develop ways to train, evaluate, and interpret evaluations of employees
●Organizational Psychology- interested in how relationships among employees affect
those employees and the performance of the organization
○Includes worker satisfaction, motivation, and commitment to work
○Also studies management, leadership, and organizational culture
Industrial Psychology
●Job analysis- accurately describing task or job
○Identify characteristics of applicants that would fit with job
○Train employees throughout course of employment and evaluate performance
along the way
○Observations, surveys, and interviews used to obtain job analysis
●Selecting employees
○Come up with task-oriented and detailed job description, including characteristics,
knowledge, skills, and abilities to perform job successfully (worker-oriented/job
specification)
●Interviews
○Job analysis provides basis for questions asked
○Can be:
■unstructured- ask different questions of each candidate, not so scripted
■structured- scripted, questions prepared in advance, questions all the
same
●Training
○Orientation period
○Job-specific training
○Mentoring
●Evaluating Employees
○Performance-appraising systems are designed for organizations to evaluate
whether employees are performing their jobs satisfactorily
○360-degree feedback appraisal
■Ratings given by supervisors, peers, employees supervised by employee,
and employees themselves
●Bias and Protections in Hiring
○City, state, and federal laws prevent hiring based on group-membership, which
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Document Summary
Industrial-organizational (io) psychology- applied branch of psychology that studies the relationship between behavior, psychology, and work, and how they affect each other. Industrial psychology- concerned with describing job requirements and assessing individuals for their ability to meet those requirements. Study and develop ways to train, evaluate, and interpret evaluations of employees. Organizational psychology- interested in how relationships among employees affect those employees and the performance of the organization. Includes worker satisfaction, motivation, and commitment to work. Also studies management, leadership, and organizational culture. Job analysis- accurately describing task or job. Identify characteristics of applicants that would fit with job. Train employees throughout course of employment and evaluate performance along the way. Observations, surveys, and interviews used to obtain job analysis. Come up with task-oriented and detailed job description, including characteristics, knowledge, skills, and abilities to perform job successfully (worker-oriented/job specification) Job analysis provides basis for questions asked. Unstructured- ask different questions of each candidate, not so scripted.
