I/O Psychology Paper

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Industrial/Organizational Psychology Industrial/organizational psychology is a form of psychological science that applies organization; two major divisions make up I/O psychology. The industrial aspect represents personnel and the relationship shared through an organization. I/O psychology was recognized in the late nineteenth and early twentieth centuries. Industrial psychology takes on a management perspective by providing human resources. Organizational psychology involves individual employee attitudes, stress, and performance. The goal of I/O psychologist is to develop an effective approach for businesses to operate smoothly, implementing various tests, hiring tactics, and employee incentives. An ideal practice of I/O psychologists is working as a consultant to organizations. Industrial/organizational psychologists are the liaison for companies and helps with applications, pre-screening employment, health benefits, decreased work injuries, designing of equipment, and providing research to enhance company and employee performances. The Evolution of Industrial/Organizational Psychology Industrial/organizational psychology was discovered in the early twentieth century. During this time experimental psychology was used to develop this area of psychology. I/O psychology is not a new method or approach, and dates back as early as the study of psychology itself. At the introduction of I/O psychology the main focus by experimental psychologists Hugo Munsterberg and Walter Dill Scott was on job performance and organizational efficiency. In addition, Munsterberg and Scott applied psychology to the problems that exists in organizations (Spector, 2008). Selecting employees adequate for the job is important for organizations. Munsterberg and Scott worked to find better ways of employee selection and new psychological testing. I/O psychology had other

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