|
Industrial and organizational psychology (also known as I–O psychology, occupational psychology, work psychology, WO psychology, IWO psychology and business psychology) is the scientific study of human behavior in the workplace and applies psychological theories and principles to organizations and individuals in their workplace. I-O psychologists are trained in the scientist–practitioner model. I-O psychologists contribute to an organization's success by improving the performance, motivation, job satisfaction, occupational safety and health as well as the overall health and well-being of its employees. An I–O psychologist conducts research on employee behaviors and attitudes, and how these can be improved through hiring practices, training programs, feedback, and management systems.〔'Building Better Organizations' Brochure published by the Society for Industrial and Organizational Psychology. Retrieved from (SIOP.org )〕 I–O psychologists also help organizations and their employees transition during periods of change and organization development. I-O psychology is one of the 14 recognized specialties and proficiencies in professional psychology in the United States〔http://www.apa.org/ed/graduate/specialize/recognized.aspx〕 and is represented by Division 14 of the American Psychological Association (APA), known formally as the Society for Industrial and Organizational Psychology (SIOP). In the UK, industrial and organizational psychologists are referred to as occupational psychologists and one of 7 'protected titles' and specializations in psychology regulated by the Health and Care Professions Council.〔(HPC – Health Professions Council – Protected titles ). Hpc-uk.org. Retrieved on 2013-09-01.〕 In Australia, the title organizational psychologist is also protected by law and is regulated by the Australian Health Practitioner Regulation Agency (AHPRA). Organizational psychology is one of nine areas of specialist endorsement for psychology practice in Australia. Graduate programs at both the Masters and Doctorate level are offered worldwide. In the UK graduate degrees are accredited by the British Psychological Society and required as part of the process to become an occupational psychologist.〔http://www.bps.org.uk/bpslegacy/ac〕 In Europe someone with a specialist EuroPsy Certificate in Work and Organisational Psychology is a fully qualified psychologist and an expert in the work psychology field with further advanced education and training.〔http://www.europsy-efpa.eu/〕 Industrial and organizational psychologists reaching the EuroPsy standard are recorded in the Register of European Psychologists and industrial and organizational psychology is one of the three main psychology specializations in Europe. ==Historical overview== The historical development of I–O psychology had parallel developments in the United States and other countries, such as the UK,〔Chimiel, N. (2000). History and context for work and organizational psychology. In N. Chmiel (Ed.), Introduction to work and organizational psychology :A European Perspective. Malden, MA: Blackwell.〕 Australia, Germany, the Netherlands,〔Shimmin, S., & van Strien, P. J. (1998). History of the psychology of work and organization. In P. J. D. Drenth, H. Thierry, & C. J. de Wolff (Eds.), Handbook of work and organizational psychology (pp. 71–99). Hove, U.K.: Psychology Press.〕 and eastern European countries such as Romania.〔Pitariu, H. D. (19912). I/O psychology in Romania: Past, present and intentions. ''The Industrial-Organizational Psychologist, 29''(4), 29–33.〕 However, many foreign countries do not have a published English language account of their development of I–O psychology. The roots of I-O psychology trace back nearly to the beginning of psychology as a science, when Wilhelm Wundt founded one of the first psychological laboratories in 1876 in Leipzig, Germany. In the mid 1880s, Wundt trained two psychologists who had a major influence on the eventual emergence of I–O Psychology: Hugo Münsterberg and James McKeen Cattell.〔Landy, F. J. (1997). Early influences on the development of industrial and organizational psychology. Journal of Applied Psychology, 82, 467–477.〕 Instead of viewing differences as “errors”, Cattell was one of the first to recognize the importance of these differences among individuals as a way of predicting and better understanding their behavior. Walter Dill Scott, who was a contemporary of Cattell, was elected President of the American Psychological Association (APA) in 1919, was arguably the most prominent I–O psychologist of his time. Scott, along with Walter Van Dyke Bingham worked at the Carnegie Institute of Technology, developing methods for selecting and training sales personnel〔Feruson, L. (1965). The heritage of industrial psychology. Hartford, CT: Finlay Press.〕 The "industrial" side of I–O psychology has its historical origins in research on individual differences, assessment, and the prediction of work performance. This branch crystallized during World War I, in response to the need to rapidly assign new troops to duty stations. Scott and Bingham volunteered to help with the testing and placement of more than a million army recruits. In 1917, together, along with other prominent psychologists, adapted a well-known intelligence test, (the Stanford-Binet test, designed for testing one individual at a time) to make it suitable for mass group testing. This new test form was called the Army Alpha. After the War, the growing industrial base in the US added impetus to I–O psychology. The private industry set out to emulate the successful testing of army personnel, and mental ability testing soon became a commonplace in the work setting. Industrial psychology began to gain prominence when Elton Mayo arrived in the United States in 1924.〔Griffin, M. A., Landy, F. J., & Mayocchi, L. (2002). Australian influences on Elton Mayo: The construct of revery in industrial society. History of Psychology, 5(4), 356–375.〕 Mayo was fascinated by not the efficiency of workers, but their emotions and how work may cause workers to act in particular pathological ways. These observations of workers’ thoughts and emotions were studied to see how prone employees would be to resist management attempts to increase productivity and how sympathetic to labor unions they would become. These studies are known as Hawthorne studies. The results of these studies ushered in a radically new movement known as the Human Relations Movement. This movement was interested in the more complicated theories of motivation, the emotional world of the worker, job satisfaction, and interviews with workers. World War II brought in new problems that led to I–O Psychology's continued development. The war brought renewed interest in ability testing (to accurately place recruits in these new technologically advanced military jobs), the introduction of the assessment center, concern with morale and fatigue of war industry workers, and military intelligence. Post-Second World War years were a boom time for industry with many jobs to be filled and applicants to be tested. Interestingly, however, when the war ended and the soldiers came back to work, there was an increasing trend towards labor unrest with rising numbers of authorized and unauthorized work stoppages staged by unions and workers. This caused management to grow concern about work productivity and worker attitude surveys became of much interest in the field. Following Industrial Organizational Psychology's admission into Division 14 of the American Psychological Association, there continued to be an influx of new tests for selection, productivity, and workforce stability. This influx continued unabated until the passage of the Civil Rights Act of 1964. Section, Title VII dealt with employment discrimination and required employers to justify and show relevance for the use of tests for selection. The mid-1960s seemed to mark a line of demarcation between "classic" and "modern" thinking. During this period, the name changed from just industrial psychology to industrial and organizational psychology. The earlier periods addressed work behavior from the individual perspective, examining performance and attitudes of individual workers. Although this was a valuable approach, it became clear that there were other, broader influences not only on individual, but also on group behavior in the work place. Thus, in 1973, "organizational" was added to the name to emphasize the fact that when an individual joins an organization (e.g., the organization that hired him or her), he or she will be exposed to a common goal and a common set of operating procedures. In the 1970s in the United Kingdom, references to occupational psychology became more common than I-O psychology. Rigor and methods of psychology are applied to issues of critical relevance to business, including talent management, coaching, assessment, selection, training, organizational development, performance, well-being and work-life balance. During the 1990s references to "business psychology" became increasingly common. Business psychology is defined as the study and practice of improving working life. It combines an understanding of the science of human behavior with experience of the world of work to attain effective and sustainable performance for both individuals and organizations. 抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』 ■ウィキペディアで「Industrial and organizational psychology」の詳細全文を読む スポンサード リンク
|