Module 1 Industrial Psyc
Module 1 Industrial Psyc
LEARNING MODULE 1
Descriptive Title: INDUSTRIAL PSYCHOLOGY
Subject Code: PSYC 423
This course provides an overview of psychological concepts, theories, and research findings for
effective human interaction and performance in the workplace. Topics include personnel
psychology, ergonomics, motivation, leadership, customer service and occupational stress
among others.
A brief overview of the field of I/O psychology will be discussed in this module. Research
methods will also be discussed.
LEARNING OUTCOMES
Ciccarelli, S. & White, J. (2015). Psychology, 4th ed., Philippines: Pearson Education
South Asia Pte. LTD.
Feist, J.,et al. (2013). Theories of Personality, 8th ed.,Theories of Personality, McGraw-
Hill Inc.
2002). The Hawthorne studies inadvertently revealed the human side of organizations.
In another attempt to study methods of increasing efficiency and productivity it was
learned that social aspects of an organization, such as work groups and the worker's
knowledge that they are being watched, affected the workers behavior and
performance (Spector, 2008; Koppes, 2007; Jex, 2002). The understanding that social
aspects of the work environment had an effect on behavior led to psychologists
examining the work environment from the perspective of the individual employees
(Spector, 2008; Koppes, 2007; Jex, 2002).
World War II and Division 14 of the APA
The emergence of World War II again allowed the field of industrial and organizational
psychology to expand due to the growing demands of the military (Spector, 2008;
Koppes, 2007; Jex, 2002). World War II not only widened the scope of the field of
industrial and organizational psychology, it also opened doors professionally for
industrial and organizational psychologists. Before the second World War the American
Psychological Association was not concerned with experimental or applied fields within
psychology (Spector, 2008; Koppes, 2007). In response to the changes occurring in
psychology at the time the APA created Division 14, Industrial and Business Psychology
(Spector, 2008; Koppes, 2007; Jex, 2002). This arm of the APA went through a couple of
changes and eventually evolved into the Society for Industrial and Organizational
Psychology (Spector, 2008; Koppes, 2007; Jex, 2002).
https://owlcation.com/social-sciences/History-of-Industrial-and-Organizational-
Psychology
Things to remember:
Army Alpha - an intelligence test developed during World War I and used by the army
for soldiers who can read.
Army Beta – an intelligence test developed during World War I and used by the army for
soldiers who cannot read.
Hawthorne effect – when employees change their behavior due solely to the fact that
they are receiving attention or are being observed.
Internship – a situation in which a student works for an organization, either for pay or as
a volunteer, to receive practical work experience.
Practicum – a paid or unpaid position with an organization that gives a student practical
work experience.
LEARNING ACTIVITIES
Group B
4. Frederick Winslow Taylor
5. Frank and Lilian Gilbreth
6. Robert Yerkes
Group C
7. James McKeen Cattell
8. Walter Bingham
9. Elton Mayo
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Group D.
10. Rensis Likert
11. Louis Leon Thurstone
12. Morris Viteles
13. Kurt Lewin
1. Explain the nature and scope of Industrial Psychology in your own words.
2. Which do you think among the trends in Industrial Psychology will greatly affect the
lifestyle of employees?
Industrial and organizational (I/O) psychologists study and assess individual, group and
organizational dynamics in the workplace. They apply that research to identify solutions
to problems that improve the well-being and performance of organizations and their
employees.
Literature reviews
Journals
Trade magazines
magazines
Research Methods:
Experiments
Quasi-experiments
Archival research
Meta-analysis
Ethics has to do with defining what is meant by right and wrong or good and bad, and
with justifying according to some rational system what one ought to do or what sort of
person one should be. As applied to the practice of industrial-organizational psychology,
professional ethics concerns the moral appropriateness of our work activities and the
proper treatment of all those with and for whom we work, including employees, clients,
client organizations and their various stakeholders, interns, students, and professional
colleagues. Many of the moral standards that guide such ethical practice are
deontological, or rule-based in nature, having to do with principles such as the
fulfillment of duties and obligations, keeping one’s promises, respecting people’s dignity
and autonomy, maintaining their trust, and striving for fairness or justice. In some
instances, determining the proper thing to do seems better understood from a
consequentialist or utilitarian perspective, choosing the action that maximizes the
aggregate good or minimizes the net harm resulting from a particular situation.
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Most secular ethicists believe neither that there are objectively verifiable moral facts to
guide us nor that ethics is merely a matter of one person’s subjective judgment versus
someone else’s. Ethical reasoning suggests that the correct ethical choice is the one that
is justified by the best arguments. Because it is not possible to specify in advance or to
anticipate all of the potential ethical dilemmas one might face, it is advisable to be
familiar with some general principles from moral philosophy as well as applicable ethical
standards, such as the American Psychological Association’s (APA) Code of Conduct, that
can provide guidance when needed.
The Domain of Moral Action
A problem is generally thought to represent an ethical dilemma if it involves the
potential violation of one or more fundamental moral or ethical principles such as those
enshrined in formal ethical codes such as the APA’s. They are as follows:
Respect for people. Deontological moral theories emphasize people’s right to be
treated with dignity and their rights to privacy or confidentiality, autonomy, freedom,
and self-expression. Such rights are universalizable (applicable to all) and so do not
extend to the point of infringing on the rights of others.
Beneficence. According to this principle, derived from the empathy-based “ethics of
care” in moral philosophy, one is expected to do good and promote human welfare
when it is reasonably possible to do so. This concept is especially apt when applied to
those to whom one has some special obligation or responsibility or who help further
one’s own interests, such as employees, students, clients, and research participants. It is
also especially appropriate for professionals who—by virtue of the authority, influence,
and rights society bestows on their profession—are assumed to have societal
responsibilities that go beyond serving only their paying clients.
Nonmaleficence. Refraining from unjustifiably doing harm is the principle about which
there is most agreement among moral philosophers. It is especially fitting with respect
to those in vulnerable positions and extends to guarding against the possible misuse of
one’s work by others (e.g., misuse of personnel assessments or survey findings). The
APA code directs that conflicts among competing obligations be resolved “in a
responsible fashion that avoids or minimizes harm” (Principle A).
Fairness and justice. Justice may be defined in a Kantian manner as a balance of rights
and obligations. Social justice is generally defined in terms of the fairness by which the
benefits and burdens of a social system, such as an organization, are distributed among
its members. Industrial/organizational psychology has been more concerned with the
empirical microlevel question of perceived justice than with explicating normative
standards of distributive social justice.
Moral virtue or character. This subdomain calls attention to the role of personal
qualities in the expression of ethical behavior. It concerns issues such as being sensitive
to potential ethical dilemmas and being motivated to avoid or resolve them fairly, being
trustworthy with those with whom one works, accepting responsibility for one’s actions,
honoring one’s commitments, and promoting the accuracy, validity, and integrity of
professional work.
An ethical dilemma is a problem that implicates one or more of those moral issues and
involves having to make a choice that will have a significant impact on the well-being of
others.
Types of Ethical Dilemmas
Despite the multitude of potential ethical dilemmas with which one might be faced,
most of them can be characterized as falling in one of the following categories—or as a
combination of more than one (the categories are not mutually exclusive, in any event).
Foreknowledge of someone to be harmed by a third party. For example, an
industrial/organizational psychologist is asked to participate in a process of developing
plans for a major reduction in force (RIF) and learns that management does not plan to
announce the RIF to employees who may be terminated until the last minute. Senior
managers are concerned about possible adverse effects on productivity if it is
announced with too much lead time, and the industrial/ organizational psychologist is
expected to comply with this timetable—which will exacerbate the RIF’s harmful effects
on those let go.
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A self-serving act that will wrong or harm another. The behavior may even be self-
serving by proxy— that is, serving the needs of one’s employer—and communicated as
company policy. Although most managers want to behave ethically, research has
indicated that the threshold for unethical behavior is lower when it is perceived as being
on behalf of the organization’s goals and objectives rather than for personal gain only.
For example, it might be tempting to allow management to direct employees’
mandatory cooperation with one’s data collection efforts even though it should be
presented clearly as voluntary, with no consequences for nonparticipation. One might
also be tempted to take on a project that is outside one’s boundaries of professional
competence, as determined by one’s education, training, study, and supervised or
professional experience.
Competing obligations to two or more entities. Every good supervisor or manager has
encountered situations in which it may not be easy to be fair and impartial to all
employees in the distribution of organizational rewards or with respect to other
personnel decisions affecting subordinates. Industrial/ organizational psychologists
often face analogous conflicts by virtue of our simultaneous obligations to both the
client organization (or employer) and the individual employees and managers with
whom we work. A review by Carolyn Wiley of the codes of conduct of five professional
human resources organizations revealed uniform acknowledgment of multiple
obligations to the public or society at large, the employer or client organization,
employees, and colleagues and to one’s profession and professional association. When
working with individuals or teams (e.g., in executive coaching, conducting focus groups,
individual assessment, or organizational diagnosis), it is advisable to clarify beforehand
and explain to those individuals or groups one’s obligations to the organization, such as
any necessary limitations on anonymity or confidentiality.
A situation in which two or more equally important ethical values conflict. For
example, if an anonymous survey respondent alleges some serious wrongdoing by a
senior manager who is putatively damaging the company, the industrial/organizational
psychologist has to choose from among courses of action (which include doing nothing)
that balance conflicting obligations to respect employee anonymity, to avoid harming a
potential victim of mere gossip, and to prevent possible further damage to the
organization. The most appropriate response is likely to be determined by details of the
situation.
Pressure to violate ethical principles. Business corporations, and the managers who run
them, are not subject to all of the ethical standards that characterize the professional
responsibilities of psychologists, who are obliged by the preamble of our ethical (APA)
code to use knowledge to better people and organizations. The managers are, in fact,
subject to pressures for productivity, efficiency, speed, and profitability, and these aims
may at times be at odds with some ethical standards. For example, a senior manager
might wish to use, for purposes of making personnel decisions, assessment or survey
data that had been obtained confidentially after explaining to all participants that it
would be used only for personal development or organizational improvement. Standard
1.03 of the APA code also indicates that if there is conflict between the ethical code and
organizational demands, the psychologist must resolve the conflict in accordance with
the code.
Determinants of Ethical and Unethical Behavior
The expression of ethical behavior (i.e., its incidence and form) can be explained by four
general categories of antecedents:
Cultural influences. These include social, economic, and political factors that influence
the development of ethical norms and practices through the institutions of a society. For
example, in Western (especially American) free-enterprise capitalist society, social
justice or fairness is generally understood in terms of merit, which is defined by the
distributive justice criterion of equity, as opposed to equality or need. Moreover, equity
itself is conceived within an individualistic perspective, whereas in many other parts of
the world a communitarian standard is viewed as right. These ideas consequently shape
our values regarding the proper definition and meaning of constructs such as test bias
and test fairness. The socialization experiences that shape one’s standards of conduct
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are initiated and/or mediated by family, schools, peers, religious training, employer
organizations, and other institutions.
Individual difference variables. Interdisciplinary research in moral psychology has
shown that early cognitive and emotional development (e.g., the development of
empathy) underlies moral development. Adults differ in attributes that fall within the
conception of moral character or virtue—traits such as honesty, moral values, moral
sensitivity, moral imagination, moral motivation, and moral self-identity. One’s values
determine, in part, whether one even experiences a particular situation as an ethical
dilemma or choice. For example, some psychologists refuse to work for a cigarette
manufacturer; others see nothing wrong in furthering the fortunes of a legal enterprise;
still others may consider the situation in terms of a balance of benefits and harms.
Attributes of the dilemma. The relative difficulty and upset caused by an ethical
dilemma is a function of its moral complexity, moral intensity, and other factors. Moral
complexity pertains to the number of moral values and principles evoked and the
relations (e.g., conflict) among them. Moral intensity is determined by the degree of
social consensus surrounding the ethical issue, the nature and magnitude of the
decision consequences for those affected, and the likelihood of those consequences
occurring. Also relevant are who is likely to be benefited or harmed and, in the case of
organizational settings, how public the situation is.
Contextual, including organizational, influences. Situational effects on behavior
constitute a long-standing topic in social psychology. In this domain, for example, ethical
judgments have been shown to be influenced by whether one is primed to identify with
the perpetrator or the victim of a moral transgression. In the organizational setting,
ethical norms, behavior, and the perception of unethical behavior have been shown to
be influenced by one’s position and status in the organization and by the organization’s
ethical culture, as reflected in the relative salience of moral standards, its social
sanctions and reward structure, and the modeling of senior managers and supervisors
(the “tone at the top”), as well as the absence of counter-norms that contradict the
ethical culture (e.g., pressure to “do whatever it takes to get the job done”).
Preventing Ethical Problems
Although it is impossible to foresee all the ethical dilemmas one might encounter, some
activities can help one to anticipate likely problems and ready oneself for thinking
through them when they arise.
1. Be familiar with the applicable ethical codes such as those of the APA, the
Canadian Psychological Association, the Academy of Management, the
International Personnel Management Association, and the Society for Human
Resource Management. Also know applied sources and articles such as the
Society for Industrial and Organizational Psychology’s ethical case book, edited
by Rodney Lowman. The introduction of the APA code states explicitly that
ignorance of ethical standards is not a defense against ethics charges.
2. Be familiar with applicable state laws and federal regulations. These include laws
regulating the licensing of psychologists and dealing with issues of
confidentiality, malpractice, and research with human participants. Especially
pertinent are statutes and regulations governing employment practices, such as
the Civil Rights Acts of 1964 and 1991, the Americans With Disabilities Act, the
Age Discrimination in Employment Act, and the Uniform Guidelines on
Employment Selection Procedures.
3. Know the rules and regulations of the institution at which you work. This
knowledge helps assure competent practice in keeping with the organization’s
expectations and can alert one to possible conflicts between organizational
norms and professional ethical standards.
4. Engage in continuing education in ethics by means of attending courses and
workshops, reading books on ethics and ethical practice, and subscribing to
relevant journals such as Ethics and Behavior, Professional Psychology, Journal of
Business Ethics, Business and Society, and Business Ethics Quarterly.
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http://psychology.iresearchnet.com/industrial-organizational-psychology/corporate-
ethics/ethics-in-industrial-organizational-practice/#:~:text=As%20applied%20to%20the
%20practice,stakeholders%2C%20interns%2C%20students%2C%20and
LEARNING ACTIVITY:
Pair Work: Think of a research problems in Industrial Psychology. List down at least 5.
Email to me.