Introduction come Industrial and also Organizational Psychology

Industrial and organizational psychology is the scientific study that employees, workplaces, and organizations.

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Key Takeaways

Key PointsThe industrial aspect of I–O psychology focuses on improving, evaluating, and predicting task performance, when the organizational facet focuses on just how organizations affect and interact with individuals.Walter Dill Scott’s interest in applying psychological theories to company problems brought about his breakthrough of personnel-selection methods, including tests come measure specific desirable characteristics and also rating scales to rate applicants top top necessary an abilities and attributes.I–O psychologists look at a wide range of workplace-related issues, consisting of hiring practices, defining and also measuring job performance, preparing people to be successful in your jobs, cultivating job safety, raising job satisfaction, and structuring the company to allow high achievement.Key Termsefficient: making good, thorough, or mindful use of resources; no consuming extra; making great use that time or energy.attribute: A characteristics or high quality of a thing.

Industrial and organizational (I–O) psychology is a reasonably young field. The industrial facet focuses ~ above improving, evaluating, and predicting job performance, when the organizational aspect focuses on how organizations influence and connect with individuals. Collectively, industrial and organizational psychology is the clinical study that employees, workplaces, and organizations. I–O psychologists room employed by scholastic institutions, consulting firms, human-resources department in companies, and governmental institutions. Assorted universities throughout the United claims are beginning to strengthen your I–O psychology programs because of increased job need in the field.

History that I–O Psychology

The roots of I–O psychology trace ago nearly to the beginning of psychology as a science, when Wilhelm Wundt started one the the very first psychological laboratories in 1876 in Leipzig, Germany. In the mid 1880s, Wundt trained two psychologists who had a major influence top top the appearance of I–O psychology: Hugo Munsterberg and James McKeen Cattell. Cattell was one of the very first researchers to identify the prestige of recognizing individual distinctions when trying to predict and understand person behavior. In 1910, Munsterberg and Walter Dill Scott aided industrial psychology get recognition together a legitimate component of the social scientific researches through your research. Scott, that was additionally a contemporary of Cattell, was chosen president the the American psychological Association (APA) in 1919, and was may be the most influential I–O psychologist that his time.

One the Scott’s understanding was applying psychological theory to assessing business problems. Some of his personnel-selection methods consisted of tests come measure details desirable attributes using rating scale to rank applicants ~ above necessary skills and characteristics (appearance, demeanor, neatness, judgment, and accuracy). In one more research pursuit, Scott do the efforts to make the marketplace and workplace more efficient through the rationalization the consumer and also worker activities, especially by appeal to the self-interest of shoppers and laborers.


James McKeen Cattell: Cattell was one of the first to identify the prominence of acquisition individual distinctions into account once trying come predict and better understand employee behavior.

Industrial psychology started to get prominence when Elton mei arrived in the United claims in 1924. Uneven Scott, mei was fascinated through the emotions and pathologies that workers fairly than your efficiency. His observations of employees were learned to see if employees would be likely to resist administration attempts to rise productivity, or if they to be likely to produce labor unions. These studies are recognized as the Hawthorne studies, and also their results ushered in a radically new field well-known as the human-relations movement. This activity centered about the more facility theories that motivation, the emotional people of the worker, task satisfaction, and also interviews with workers.

Organizational psychology was not officially included to the emotional canon till the 1970s, but since then the field has flourished. In 1973, “organizational” was included to the name to emphasize the truth that once an individual join an organization (e.g., the employer), that or she will be exposed to a common goal and also a common collection of operation procedures.

Goals the I–O Psychology

Industrial-organizational psychologists look at questions neighboring workplace issues. They might recommend hiring measures for prospective employees, define and also measure successful project performance, or prepare world to be much more successful in their jobs. Others could promote job safety, try to rise job satisfaction in ~ a company, or restructure one orgazation to enable optimal achievement. Overall, I–O psychologists contribute to an organization’s success by boosting the performance, satisfaction, safety, health, and well-being the its employees. An I–O psychologist conducts research study on employee behaviors and attitudes, and also how these have the right to be boosted through rental practices, training programs, feedback, and management systems. I–O psychologists also assist organizations make effective transitions amongst periods of readjust and development.

The Psychology the Recruiting and Selecting Employees

I–O psychologists architecture recruitment processes and also personnel-selection systems so the employers can find the ideal candidate for the job.

Learning Objectives

Discuss the prominence of personnel selection and recruitment as viewed from the view of industrial and also organizational psychology

Key Takeaways

Key PointsPersonnel recruitment is the procedure of identify qualified candidates and getting them to use for tasks with one organization. Personnel-recruitment procedures include emerging job announcements, put ads, defining key qualifications because that applicants, and also screening the end unqualified applicants.Personnel an option is the systematic procedure of hiring and also promoting personnel. Personnel-selection solution employ evidence-based methods to identify the many qualified candidates: interviews, personality inventories, psychomotor and also physical capability tests, and work samples.I–O psychologists need to evaluate the validity of measures in order to identify the degree to which an option tools predict project performance. In stimulate to carry out this, they look at contents validity, build validity, and/or criterion validity.Key Termsvalidity: A top quality of a measurement indicating the level to i beg your pardon the measurement shows the underlying construct—that is, even if it is it measures what that purports to measure.

A major function the I–O psychologists is to architecture recruitment processes and also personnel-selection systems. Personnel recruitment is the systematic process of hiring and promoting personnel. It includes developing job announcements, placing ads, defining key qualifications because that applicants, and screening out unqualified applicants. Personnel-selection solution employ evidence-based techniques to determine the most qualified candidates because that a job. Common selection tools include capacity tests, expertise tests, personality tests, structured interviews, the systematic arsenal of biographical data, and work samples.


Recruitment is defined as the find for potential applicants because that actual or suspect vacancies. That is the very first step in the rental process. No matter just how a company recruits, the score of a recruitment strategy is to develop viable applicants that fit in v the company’s needs and also values. Therefore, the is advantageous to attract not just a big quantity that applicants, but a group of individuals with the necessary an abilities for the position.


The next step in the hiring procedure is selecting brand-new employees native the pool of default candidates. After obtaining a large, default applicant base with recruitment, supervisors need to recognize the applicants v the highest potential because that success in the organization. Selective hiring is an important because that reduces future employee turnovers, reduce costs, and increases morale and productivity. To discover the best fit, managers develop a list of pertinent criteria composed of an important skills, behaviors, and attitudes for each position. It is important that managers pick candidates based upon how castle fit through the society of the organization, and also their technical skills and competencies.

Types of selection Measures

Industrial and also organizational (I–O) psychologists usage a selection of steps to select applicants who are the finest fit for a position. The key goal of these tests is to predict task performance, and also each test has actually its own relative strengths and weaknesses in this regard. As soon as making a rental decision, that is an important to know the applicant’s personality style, values, motivations, and attitudes. Technical competency deserve to be acquired by new employees, however personality is not easy to change.


Interviews are among the most usual ways that individuals are selected. The finest interviews follow a structured framework in which every applicant is request the very same questions and is scored v a standardized rating scale. In this way, structured interviews provide an ext reliable results than unstructured interviews.


Job interview: Interviews are among the most typical methods the selection. Structured interviews provide much more reliable and consistent scoring results than unstructured interviews.

Personality Testing

Another tool provided for choice is personality testing. Personality tests deserve to provide an exact analysis of an applicant’s attitudes and interpersonal skills. These tests have the right to reveal a selection of things around an applicant, such as how well the applicant gets along with others, self-discipline, fist to detail, organization, flexibility, and disposition.

Ability Tests

Psychomotor-ability exam are offered to measure fine motor skills and hand-eye coordination. These skills are crucial in jobs, choose carpentry, that call for a the majority of hand-eye coordination. Unequal psychomotor capability tests, physical capability tests measure gross motor skills, such together lifting and also running. These skills are necessary in tasks such as construction, where stamin is needed.

Work Sample

Another selection method is to have the applicant complete a rental assignment. The applicant is asked to complete a task that simulates the really job. The goal is come assess just how well the applicant can learn and perform the tasks.

Validity and Reliability

I–O psychologists should evaluate the validity of these procedures in stimulate to recognize the level to which choice tools have the right to predict job performance. Measures have different varieties of validity that capture different qualities. There are three major types the validity: content validity, construct validity, and criterion validity.

Content Validity

Content validity ad to exactly how comprehensively the measure up assesses the underlying build that it cases to assess. Together an example, let’s look at a job interview because that a place as a banker. This measure up would have actually low content validity if it assessed whether the candidate to be comfortable talk to plenty of different people yet not even if it is they were comfortable with math, because the candidate would certainly not have actually been completely evaluated top top every facet of gift a banker. The measure up didn’t cover the full breadth the what the project requires.

Construct Validity

Construct validity describes whether the measure accurately assesses the underlying build that it claims to assess. This deserve to be evaluate by evaluating correlations v other steps that purport to evaluate the very same construct. Once we asking if a measure has good construct validity, we’re asking, “does this test the point we are interested in testing?” an instance of a measure with debatable build validity is IQ testing. It is intended to measure intelligence, yet there is disagreement around whether it procedures intelligence, as it claims, or just one kind of skill.

Criterion Validity

Criterion validity examines just how well the construct correlates with one’s habits in the genuine world across multiple situations and manifestations. For instance, walk the measure up adequately capture the construct (e.g., work-related ethic) as it gift in actual life (e.g., obtaining assignments done on time, coming in to work on time, not leaving early, etc.)?


The dependability of a measure refers to whether the measure up gets repeatable results. Will the recruitment and choice processes that a company uses job-related every time they have to hire someone, or simply once? If their procedures get an excellent results every time, those measures can be said to be reliable.

The Psychology that Employee Satisfaction

Understanding what urges an organization’s employee is central to the study of I–O psychology.

Learning Objectives

Discuss approaches for raising employee job satisfaction in the paper definition of assorted psychological theories of rectal motivation

Key Takeaways

Key PointsMotivation requires providing someone v an inspiration to carry out something. It have the right to be either intrinsic (consisting the internal components within a person, such together the desire to succeed) or extrinsic (consisting of external factors, such as financial rewards).Motivation entails three emotional processes: arousal (which initiates action), direction (the path taken to accomplish goals), and also intensity (the vigor and amount of energy employees put into reaching the goal).Job satisfaction reflects employees’ as whole assessment of their project through emotions, behaviors, and also attitudes about their work-related experience.Key Termstelecommute: To job-related from home, occasionally for part of a working day or week, using a computer associated to one’s employer’s network or the Internet.autonomy: Self-government; flexibility to action or function independently.equity: Ownership, specifically in regards to net financial value of some business.

Understanding what encourages an organization ‘s employee is main to the research of I–O psychology. Work an inspiration is a set of energetic forces that originate both within and outside of individuals, come initiate job-related behavior, and to identify its form, direction, intensity, and also duration. Motivation involves giving someone v an impetus to do something; suitable incentives have to outweigh the expense of the actions required to attain them.

Motivation deserve to be intrinsic (consisting the internal components within a person, such together the desire come succeed) or extrinsic (consisting of outside factors, together as monetary incentives). Motivation additionally involves three mental processes: arousal (which initiated action), direction (the course taken to accomplish goals), and intensity (the vigor and also amount of energy employees put into reaching the goal).

Job satisfaction mirrors employees’ as whole assessment of their task through emotions, behaviors, and also attitudes about their work experience. Satisfaction with one’s job has theoretical and practical utility attached to important job outcomes, such as attitudinal variables, absenteeism, employee turnover, and job performance.

Theories of rectal Motivation

There are countless theories around what motivates employees come work. Part are drawn from the larger ar of psychology while others are details to I–O psychology. Listed below are several theories.

Expectancy Theory

The expectancy theory of motivation proposes the people think there is a relationship between effort, performance, and outcome. The result in expectancy theory is regularly a reward provided for the desired behavior. Under this theory, individuals place a worth on the reward and then placed forth the initiative they believe is worthy of such a reward. An example of span theory in the workplace would be a manager offering a car as a bonus (the reward) come the salesperson who makes the year’s greatest variety of sales (the effort).

Goal-Setting Theory

Goal-setting theory argues that employees will be much more motivated if lock have certain goals come meet. A manager using this come the workplace might assign a particular numerical goal to her workers, such together a target number of sales. There space some drawbacks to applying this theory. It have the right to be detrimental to power on certain varieties of tasks, and also having too plenty of goals can become distracting and also counterproductive.

Social Exchange and Equity Theory

Social-exchange and equity theory examines the impact of exchange top top motivation. There are three types of exchange relationship that people perceive they have with organizations: (1) a cursed relationship hosted together by moral obligation, (2) a relationship based on demands and contributions, and also (3) a relationship based on inequity, in i m sorry a human thinks that they are receiving much less than they room giving. A manager who uses social-exchange concept might shot to emphasize that the agency is much more of a family than a rectal in bespeak to accomplish the an initial type of relationship.

Need Theory

McClelland’s need theory proposes three key categories the learned human behavior called manifest needs. The three main needs space the need for achievement, power, and affiliation. The amount and type of require varies through individual. World with a high need for achievement are really concerned v doing their best work and setting goals to help them gain there. If one walk not have actually a high require for achievement, there is commonly a lack in motivation. The need for power takes two forms: socialized power, which services a group, and also personalized power, which benefits the self. Civilization with a high require for affiliation mean a much more personalized connection with others at work. A manager who uses need theory will want to hire employees with a high need for achievement.

Two-Factor Theory

Herzberg’s two-factor theory describes two factors, an inspiration and hygiene, that cause job satisfaction and productivity in the workplace. An ideas factors encompass achievement, responsibility, advancement, and growth. Hygiene components include working conditions, status, technological supervision, policy, and administration. This theory additionally highlights the prominence of rewards systems; straightforward recognition is often sufficient to motivate employees and also increase job satisfaction.

Job-Characteristics Model

The job-characteristics model (JCM) maintains five important elements that motivate workers and performance: skill variety, job identity, job significance, autonomy, and also job feedback. The individual aspects are then believed to lead to positive outcomes with three mental states: skilled meaningfulness, skilled responsibility, and also the understanding of results.

Psychological-Empowerment Theory

The psychological-empowerment concept posits the there is a distinction between empowering practices and cognitive motivational states. Empowering practices regularly occur v a skilled manager that empowers employee by methods such together sharing information, creating autonomy, and creating self-managed teams.

Methods of enhancing Job Satisfaction

Job satisfaction has a strong positive correlation through life satisfaction, and as such, enhancing job satisfaction must be taken into consideration a priority. (Interestingly, regardless of popular and also media assumptions to the contrary, research studies have shown a nebulous relationship in between job satisfaction and employee productivity.) some of the methods below can improve employee job satisfaction.

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Flexible Scheduling

Some study has uncovered that functional working arrangements, such together flextime and also telecommuting, have the right to have positive effects on task satisfaction, but the impacts are primarily seen as soon as employees have actually some manage over your schedules. People who telecommute most of the occupational week are an ext satisfied through their work than are traditional employees who commute come a physics office location.