INDUSTRIAL ORGANIZATIONAL

PSYCHOLOGY

INTRODUCTION TO INDUSTRIAL
ORGANIZATIONAL PSYCHOLOGY

Industrial
Organizational
Psychology
is a branch of psychology
that applies the principles
of psychology to the
workplace.

Goal of I/O Psychology is to increase

productivity and well being of employees in the
organization.

Two Approaches in I/O Psychology

1. Determining and developing competencies, and
staffing; and
2. Organizational culture that will motivate employees,
provide working conditions that is safe, and satisfy
employees.

Major Fields Industrial/Organizational

Psychology
1. Personnel Psychology
2. Organizational Psychology
3. Human Factors

1. Personnel Psychology
study the practice in areas such as analyzing jobs,
recruiting applicants, selecting employees,
determining salary levels, training employees, and
evaluating employee performance.

2. Organization Psychology
is primarily concerned with the issues of leadership,
job satisfaction, employee motivation, organizational
communication, conflict management, organizational
change, and group process within an organization.

3. Human Factors/Ergonomics
concentrate on workplace design, human-machine
interaction, physical fatigue and stress.

Employment of
I/O Psychologists
1. Education
2. Private sector
3. Public Sector
4. Consulting
5. Others

Master Program and PhD Programs

in I/O Psychology

Research in I/O Psychology

Job Analysis refers to the process of

gathering, analyzing, and structuring information
about a jobs components, characteristics, and
requirements.

Job Analysis is important

because
1. It leads us to creating job descriptions.
2. It will provide a structure for employee
selection.
3. It will help the organization identify
training requirements for its employees.

Job Description
is a brief 2-5 pages summary of job specifications,
duties and responsibilities.

Job
Analysis

Job
Description

Determines work activities and

requirements for the job

Job
Analysis

Employee
Selection

Interview structure, competency

requirements (KSAO) and tests
needed

Job Analysis

Training and
Development

Designs training programs

Other Importance of Job Analysis

4. Person power planning (worker mobility)
5. Performance Appraisal
6. Job Evaluation
7. Job Design
8. Job Design
9. Compliance with legal guidelines
Organizational analysis

Eight Sections of a
Job Description
1.
2.
3.
4.
5.
6.
7.
8.

Job title
Brief summary
Work activities
Tools and equipment used
Job content
Performance standard
Compensation information
Personal requirements

Preparing for Job Analysis

1. Who will conduct job analysis?
2. How often a job description should be
updated?
3. Which employees should participate?
4. What type of information should be
obtained?

Conducting Job Analysis

Step 1. Identify task performed
Step 2. Write task statements
Step 3. Rate task statements
Step 4. Determine essential KSAOs
Step 5. Selecting tests to tap KSAOs

Job Evalution
refers to the identification of a jobs worth.

Conducting Job Evaluation

Step 1. Determining compensable factors
Step 2. Determining levels of compensable
factors
Step 3. Determining the factor weighs