Industrial and Organizational Psychology
Ronda White
Industrial and Organizational Psychology
PSY 435
April 2, 2012
Ronald Goodnight

Industrial and Organizational Psychology Although industrial and organizational (I/O) psychology is an invention of the 20th century, roots of the profession begin in the late 1800s, and early 1900s with the infancy of psychology itself. These pioneers concerning themselves solely upon the industrial side of the profession had interests in placing into work new principles of psychology to improve efficiency in organization, and job performance. Through this beginning, I/O psychology continues to expand and develop into the psychological discipline it is today. A simple definition or practical applications of I/O psychology are the mere pinnacles in understanding the scope of the discipline. Examining the evolution of I/O psychology, in addition to explaining the role of research and statistics in I/O psychology will reveal the foundation upon which the pinnacles rest (Spector, 2008).
Evolution of I/O Psychology The credit for the development of I/O psychology lies with Walter Dill and Hugo Münsterberg. Both individuals were professors and experimental psychologists who began applying principles of psychology to organization’s problems. Münsterberg’s interests in employee selection processes brought about the use of psychological testing. His inability to gain acceptability and respect for his theories at Harvard, or through his colleagues motivated Münsterberg to branch out into a new discipline; industrial psychology. Walter Dill Scott, also placing interest in this new discipline, in addition to using psychology in advertising was developing theories of his own. Scott and Münsterberg wrote two foundational books relevant to this discipline; The Theory of Advertising (1903) and Psychology and Industrial Efficiency (1913). For the discipline to develop, the theories require a methodological procedure for functionality within the industrial organizations. In 1911 the theory of scientific management emerges through the works of Frederick Winslow Taylor. His work puts in place a scientific procedure for the management of factory workers on the production line (Spector, 2008). A technological upswing in I/O psychology through developing more efficient work procedures was the development of a working husband and wife team. Lillian Gilberth, a psychologist, and Frank Gilberth, an engineer combined their knowledge in the study of how humans perform tasks through their time and motion study. Although the basis for their studies began with Taylor’s ideas, the Gilberth’s refining methods brought about a new technique for assisting organizations with production efficacy, and designing technology for people (Spector, 2008). I/O psychology received a boost as a discipline in 1917 when the United States entered into World War I (WWI). Several psychologists offered services, led by Robert Yates to the Army. With the largest problem of the military procuring placement of recruits into the best suited positions, the new discipline placed the first large-scale psychological testing into place. The result; the Alpha Army, and Beta Army group tests for mental ability. This mass testing put in place the foundation for educational settings, such as the Scholastic Aptitude Tests (SAT), and the employment settings currently in use. Through the next couple decades, before World War II (WWII) the new discipline expanded into most of the current areas of use (Spector, 2008). In 1921 Penn State awarded Bruce V. Moore with a Ph.D. in industrial psychology; the first in this discipline. Consulting firms began sprouting up, and I/O psychologists offered their services to organizations for fees. One well-known company founded in 1921 by James McKeen Cattell is Psychological Corporation, known currently as Harcourt Assessment. This group is responsible for highly important studies of the era; the Hawthorn studies. The Hawthorn studies spanned a 10-year pear period with the Western Electric Company, and introduced the organizational side of I/O psychology. This newly developing area of the discipline had a boost provided through psychologists in every specialization providing war efforts during WWII. Prior to WWII the American Psychological Association (APA) considered I/O psychology as nonscientific; however, in 1944 opened the doors to address the need for a practice side of I/O psychology. I/O psychology currently applies scientific research to both laboratory and practice to address issues and problems affecting businesses and organizations (Spector, 2008).
The Discipline of I/O Psychology I/O psychology encompasses two main settings; research and practice. Both areas largely overlap in the daily functions of an I/O psychologists. In practice settings an I/O psychologist works to solve problems, such as poor job performance, or excessive job stress; whereas, research settings provide the tools and applications for use in practice. I/O psychology uses the scientific method for determining underlying psychological principles, and relevant practices applicable to the organizations, regardless the setting (Spector, 2008).
Differences between I/O Psychology and Other Disciplines Although other discipline’s involvement and study of the application of programs, and research is similar to that of I/O psychologists, the breadth of topics of I/O psychologists is larger. I/O psychologists encompass issues of study by members of human resources management (HRM), as well as social psychology, and business management. I/O psychology largely overlaps with other related disciplines in both the industrial side and the organizational side of the discipline (Skattebo, 2012).
Organization’s use of I/O Psychology Organizations will hire outside consulting firms for the expertise of I/O psychologists. However, I/O psychology has other forms of use within organizations, such as job analysis, employee selection, and placement, training, and performance appraisals through human resources management. Additionally organizations will use forms of I/O psychology in leadership, motivation, work attitudes, organizational development, climate, and cultures through business management (Skattebo, 2012). The job titles that organizations use may include workforce insights manager, evaluation and assessments manager, professional development, test and measurement specialist, behavioral analyst, selection systems manager, research analyst, research consultant, or executive coach ("Industrial-Organizational Psychology Salary ", 2011).
Research and Statistics In each area of the discipline, an I/O psychologist uses tools and applications achievable through research using the scientific method. Four points of explanation for the scientific method in regard to subjects of I/O psychology include the research question, design, measurement, and statistics. The scientific method requires a testable research question. The question must have a specific scope, and theoretically precise predictions of outcome; a hypothesis. The scientific method allows the I/O psychologist power in reaching a solution for specific problems through the manipulation of independent variables. This permits observation of the dependent variables, and each subsequent outcome. Research may include invasive designs, such as control groups, or observation including both obtrusive, and unobtrusive. Additional designs may include both cross-sectional, and longitudinal questionnaires, and qualitative studies. Through the classical measurement theory (CMT) two ruling variables, true score, and error are attainable in research situations. The variable of interest or true score is the measurable aspect, either categorical, or continuous within the research; whereas, error is the random influences measurable through the central tendencies frequently equaling zero (Spector, 2008). Additionally, the CMT denotes that specific behavior is unreliable in assessing constructs (Ones & Viswesvaran, 2002). Reliability in the CMT is relative to the size of error comparing to the components of the true score. More simply, the four points of explanation frame the implementation, use, and approach for the scientific method in I/O psychology (Spector, 2008).
Conclusion
The discipline of I/O psychology grew from the simple industry-geared beginnings to encompass every manner of industrial as well as organizational research and practice (Spector, 2008). Through the unfortunate devastations of WWI and WWII I/O psychology erupted from theory into an applicable discipline. I/O psychologists take advantage of the scientific method to enhance and correct industrial and organizational efficacy through many avenues, such as human resources management, business management, or consulting firms (Spector, 2008, Skattebo, 2012). The discipline of I/O psychology has a strong future addressing workplace issues and problems.

References
Industrial-organizational psychology salary. (2011). Retrieved March 28, 2012, from http://www.allpsychologycareers.com/salary/industrial-organizational-psychology- salary.html
Ones, D.S., & Viswesvaran, C. (2002). Industrial-organizational (I/O) psychology to organizational behavior management (OBM): Join the family-individual differences matter. Journal of Organizational Behavior Management, 22:2, 41-57. Retrieved March 27, 2012, from Education Research Complete database.
Skattebo, A. L. (2012). Lesson 2: Introduction and history of I/O psychology. Retrieved March 31, 2012, from http://www.personal.psu.edu/als383/Docs/psych281Lesson02commentaryWC.pdf
Spector, P. (2008). Industrial and organizational psychology: Research and practice, (5th ed.). New York, NY: John Wiley & Sons, Inc.