Introduction to Organizational Psychology Liz Warren University of Phoenix PSY/435 Amanda Major June 27, 2011

Organizational Psychology Organizational psychology is the empirical study of the human side of industries (Spector, 2008). The science of organizational psychology differs from other disciplines of psychology because it is not centered on the individual, but rather how the individual and work place affect each other. The evolution of organizational psychology provides insight into current methods used today in organizational structures. The actions recommended by organizational psychologists originate from research founded on the scientific method (Spector, 2008). The evidence and statistics obtained through rigorous scientific investigation cause organizational psychology to be a unique discipline. Evolution of Organizational Psychology Hugo Munsterberg and Walter Dill Scott are considered founders of organizational psychology as they were both experimental psychologists and professors who applied psychology to industrial problems (Spector, 2008). The investigation of organizational efficiency and job performance in the 1880’s led to Frederick W. Taylor’s scientific management theory, which inspired the segregated study of organizational psychology (McCarthy, 2002). Taylor is responsible for the scientific management approach to organizing industries (Spector, 2008). Taylor outlined four major components to management. First, he indicated that each position should be analyzed so as to determine the optimal way of completing tasks (Spector, 2008). Taylor also determined the importance of selecting employees based on characteristics that are relevant to job performance and studying current employees to identify these desirable characteristics (Spector, 2008). Taylor further contended that employees should be trained adequately (Spector, 2008). Lastly, Taylor emphasized the necessity of rewarding employees for productivity with the goal of encouraging higher levels of performance (Spector, 2008). The scientific management theory, though varied slightly, is still relevant in modern business practices (Spector, 2008). The scientific management style did receive criticism as employers did not fully implement the plan. Instead, employers would only practice that parts that increased productivity, causing employees to lose interest in their jobs (csupomona, n.d.). This act paved way for other theories regarding organizational psychology to emerge. Frank and Lillian Gilbreth, for example, conducted a time and motion study, which led to the development of more efficient ways of working (Spector, 2008). During World War I, the United States recruited psychologists to assist with job placement for new recruits; their work led to the development of the Army Alpha and Army Beta test groups (Spector, 2008). After World War I, businesses began hiring organizational psychologist to help improve employee production (Spector, 2008). These psychologists would study the company and locate ways to enhance efficiency. One such study, the Hawthorne study, which determined that social factors where more important in a work environment then physical factors (Spector, 2008). The field of organizational psychology became recognized by the American Psychological Association in World War II for its efforts of applied psychology during the war (Spector, 2008). The study continued to flourish after the war. Arthur Kornhauser, for example, conducted research on the effects of work on an individual’s personal life and mental health (Spector, 2008). The civil rights act of 1964 brought about a need for organizational psychologists; when discrimination against minorities and women became illegal, many businesses had to reorganize their employment practices. Use of Organizational Psychology in Organizations The reach of organizational psychology spans across the corporate industry. Organizations rely on the field of organizational psychology for assistance with issues relevant to businesses such as talent management, employee selection, training, organizational development, and work-life balance (SIOP, 2009). Many companies seek out organizational psychologists to encourage efficiency and productivity, but organizational psychologists also help employees find job satisfaction and balance in their work life (Spector, 2008). Organizational psychologist encourage balance in the work place by ensuring companies create a diverse and qualified workforce (SIOP, 2009). The companies also rely on organizational psychologists to ensure that the company develops fair and legal hiring methods (SIOP, 2009). Investing in an organizational psychologist can help industries develop a team environment, increase motivation, create dedication, and eliminate or minimize harassment and discrimination (SIOP, 2009). Organizational psychology plays an imperative role in the development of a human resources department. With the help of organizational psychologists, human resources departments can provide research that leads to the development of health plans, compensation, work life programs, and performance evaluations (SIOP, 2009). Having health plans, compensation, work life programs, and performance evaluations have shown to raise employee satisfaction, which has a strong correlation with employee productivity (SIOP, 2009). Role of Research and Statistics in Organizational Psychology Research and statistics is an imperative part of organizational psychology. Research contributions have brought about production enhancing changes in organizations. For example, through scientific investigation it has been brought to light that satisfied employees are more productive then non satisfied employees (Ropella, 2008). Further research revealed what specific work conditions contribute to satisfied employees. Scientifically acquired data is the foundation of analysis of the effectiveness of current practices and the development of new practices (Spector, 2008). The use of statistics in organizational psychology provides a summary analysis of the research done (Spector, 2008). With the help of descriptive statistics, a summary analysis condenses large amounts of data in to a format that is simpler to read then the original data (Spector, 2008). The use of statistics in research helps to prove validity of an experiment as well. Results must prove to be significant in order for the research to be considered conclusive. Conclusion Statistics and research are vital to organizational psychology. The information gathered through research aids in the development of programs and policies that propel productivity in a corporation. Throughout its history, organizational psychology has proven to be beneficial to both business and employees. Organizational psychology entails the scientific investigation of the work place that applies psychology to issues relevant to business (SIOP, 2009).

References csupomona. (n.d.). The evolution of management theory. Retrieved from http://www.csupomona.edu/~wcweber/301/301slide/ch02301/sld001.htm McCarthy, P.M. (2002). Brief outline of the history of I/O psychology. Retrieved from http://frank.mtsu.edu/~pmccarth/io_hist.htm Ropella, P.B. (2008). Human capital management: Satisfied employees are productive employees. Retrieved from http://www.biodieselmagazine.com/articles/2065/human- capital-management-satisfied-employees-are-productive-employees/ SIOP. (2009). Society for industrial & organizational psychology. Retrieved from http://www.siop.org/ Spector, P.E. (2008). Industrial and organizational psychology (5th ed). Hoboken, NJ: John Wiley & Sons Inc.