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Industrial and organizational psychology Wikipedia. Industrial and organizational psychology IO psychology, which is also known as occupational psychology, organizational psychology, and work and organizational psychology, is an applied discipline within psychology. IO psychology is the science of human behaviour relating to work and applies psychological theories and principles to organizations and individuals in their places of work as well as the individuals work life more generally. IO psychologists are trained in the scientistpractitioner model. They contribute to an organizations success by improving the performance, motivation, job satisfaction, and occupational safety and health as well as the overall health and well being of its employees. Can You Burn Music Onto Cd Rw. An IO psychologist conducts research on employee behaviours and attitudes, and how these can be improved through hiring practices, training programs, feedback, and management systems. IO psychology is one of the 1. United States. 3 It is represented by Division 1. American Psychological Association APA, known formally as the Society for Industrial and Organizational Psychology SIOP. In the United Kingdom, industrial and organizational psychologists are referred to as occupational psychologists. Occupational psychology in the UK is one of nine protected titles within the profession practitioner psychologist regulated by the Health and Care Professions Council. In the UK, graduate programs in psychology, including occupational psychology, are accredited by the British Psychological Society. To become an occupational psychologist in the UK, a doctorate is required. In Australia, the title organizational psychologist is protected by law, and regulated by the Australian Health Practitioner Regulation Agency AHPRA. Organizational psychology is one of nine areas of specialist endorsement for psychology practice in Australia. In Europe someone with a specialist Euro. Psy Certificate in Work and Organisational Psychology is a fully qualified psychologist and an expert in the work psychology field. Industrial and organizational psychologists reaching the Euro. Psy 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 overvieweditThe historical development of IO psychology was paralleled in the US, the UK,8 Australia, Germany, the Netherlands,9 and eastern European countries such as Romania. The roots of IO psychology trace back nearly to the beginning of psychology as a science, when Wilhelm Wundt founded one of the first psychological laboratories in 1. Leipzig, Germany. In the mid 1. 88. Wundt trained two psychologists, Hugo Mnsterberg and James Mc. Keen Cattell, who had a major influence on the emergence of IO psychology. Instead of viewing performance differences as human errors, Cattell was one of the first to recognize the importance of differences among individuals as a way of better understanding work behavior. Halifax Drivers Test Route'>Halifax Drivers Test Route. Walter Dill Scott, who was a contemporary of Cattell, was elected President of the American Psychological Association APA in 1. IO 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. The industrial side of IO psychology originated in research on individual differences, assessment, and the prediction of work performance. Industrial psychology crystallized during World War I, in response to the need to rapidly assign new troops to duty. Scott and Bingham volunteered to help with the testing and placement of more than a million army recruits. In 1. 91. 7, together with other prominent psychologists, they adapted a well known intelligence test the StanfordBinet, which was designed for testing one individual at a time, to make it suitable for group testing. The new test was called the Army Alpha. After the War, the growing industrial base in the US was a source of momentum for what was then called industrial psychology. Private industry set out to emulate the successful testing of army personnel. Mental ability testing soon became commonplace in the work setting. Elton Mayo found that rest periods improved morale and reduced turnover in a Philadelphia textile factory. He later joined the ongoing Hawthorne studies, where he became interested in how workers emotions and informal relationships affected productivity. The results of these studies ushered in the human relations movement. World War II brought renewed interest in ability testing to accurately place recruits in new technologically advanced military jobs, the introduction of the assessment center, and concern with morale and fatigue in war industry workers. The industrial psychology division of the former American Association of Applied Psychology became a division within APA,1. Division 1. 4 of APA. It was initially called the Industrial and Business Psychology Division. In 1. 96. 2, the name was changed to the Industrial Psychology Division. In 1. 97. 3, it was renamed again, this time to the Division of Industrial and Organizational Psychology. In 1. 98. 2, the unit become more independent of APA, and its name was changed again, this time to the Society for Industrial and Organizational Psychology. The name change of the division from industrial psychology to industrial and organizational psychology reflected the shift in the work of industrial psychologists who had originally addressed work behavior from the individual perspective, examining performance and attitudes of individual workers. Their work became broader. Group behavior in the workplace became a worthy subject of study. The emphasis on organizational underlined the fact that when an individual joins an organization e. In the 1. 97. 0s in the UK, references to occupational psychology became more common than IO psychology. According to Bryan and Vinchur, while organizational psychology increased in popularity through the 1. There was a focus on fairness and validity in selection efforts as well as in the job analyses that undergirded selection instruments. For example, io psychology showed increased interest in behaviorally anchored rating scales. What critics there were of io psychology accused the discipline of being responsive only to the concerns of managements. From the 1. 98. 0 to 2. Researchers increasingly adopted a multi level approach, attempting to understand behavioral phenomena from both the level of the organization and the level of the individual worker. There was also an increased interest in the needs and expectations of employees as individuals. For example, an emphasis on organizational justice and the psychological contract took root, as well as the more traditional concerns of selection and training. Methodological innovations e. With the passage of the American with Disabilities Act in 1. Training research relied increasingly on advances in educational psychology and cognitive science. Research methodseditAs described above, IO psychologists are trained in the scientistpractitioner model. IO psychologists rely on a variety of methods to conduct organizational research.