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TemplateJuly by Kerensa Joy, M.S.W., 2007. {Organizational{Psychology (sidebar)}} Organizational Psychology is Industrial Psychology (also known as I/O psychology, work psychology, work and organizational psychology, Work psychology, occupational psychology, personnel psychology or talent assessment). The functions of this professional concern the application(s) of psychological treatment & interventions, research methods and design, strategies to broker task-oriented groups in both workplace and non-workplace settings (private consultations) (monitored by the oraganizational's leader(s)" ( Joy, Kerensa). Further information broken down in different words (this is a variation of a translation). Organizational psychology is commonly associated with interactions between workgroup members, leadership, management, and other aspects of task-oriented group mentality and behavior. I/O psychologists are interested in making organizations more productive while ensuring physically and psychologically productive and healthy lives for workers. Relevant topics include personnel psychology, motivation, leadership, employee selection, training and development, organization development and guided change, organizational behavior, and work and family issues. I/O psychologists often work in an HR (human resources) department, though other I/O psychologists pursue careers as independent consultants or applied academic researchers. I/O psychology is one of the many domains that should be assessed when conducting psychological research when answering applied questions. Industrial and Organizational (I/O) Psychology (Division 14 of the American Psychological Association) as a specialty area has a more restricted definition than Psychology as a whole. Guion (1965) defines Industrial and Organizational Psychology as "the scientific study of the relationship between man and the world of work... in the process of making a living" (p. 817). Blum and Naylor (1968) define it as "simply the application or extension of psychological facts and principles to the problems concerning human beings operating within the context of business and industry" (p 4). Broadly speaking, I/O Psychologists are concerned with human behavior in work contexts. According to Muchinsky, the applied side of I/O Psychology is concerned with utilizing knowledge gathered from scientific inquiry "to solve real problems in the world of work". Example problems include hiring better employees, reducing absenteeism, improving communication, and increasing job satisfaction. One of the tools I/O psychologists commonly utilize in the field is called a job analysis. Job analyses identify essential characteristics associated with any particular position through interviews of job incumbents, subject matter experts, supervisors and/or past job descriptions. Job analyses measure both worker facets necessary to perform the job adequately (aka KSAOs - knowledge, skills, abilities, and other characteristics as well as unique facets of the job itself. Once a job analysis is complete, I/O psychologists will typically utilize this information to design and validate systems to select new applicants, restructure employee performance appraisals, uncover training needs, and analyze fairness in employee compensation. Though a thorough job analysis takes time, resources and money, its benefits tend to outweigh the costs.
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Industrial And Organizational Psychology Subcategories
Industrial And Organizational Psychology Articles
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