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During the post-war era, the principle of organizational psychology were further developed and refined to facilitate maximum production and efficiency throughout American industrial and business organizations (Robbins & Judge, 2009).
Comparison to other Psychological Disciplines
The principal difference between organizational psychology and other psychology disciplines is that it pertains mainly to issues involving large groups and the relationship among groups and between individuals and their respective groups whereas most other psychology disciplines relate more to psychology issues that pertain to individuals (Gerrig & Zimbardo, 2008). Certain fields of psychology, such as social psychology, also focus on group behavior and the relationship between individuals and groups; however, unlike organizational psychology, social psychology considers a much broader range of issues that have nothing to do with vocational employment or the nature of organizations in particular. The study of cognitive and developmental psychology also differ substantially from organizational psychology: they address issues in the manner in which human thinking and personality develop, respectively (Gerrig & Zimbardo, 2008).
The Role of Research and Statistical Analysis in Organizational Psychology
Organizational psychologists employ numerous different qualitative research methods including survey, anecdotal or observational studies, interviews, case studies (Gerrig...
They also use numerous forms of quantitative research methods such as descriptive and inferential statistics, psychometrics, linear modeling, and meta-analyses designed to generate the most comprehensive conclusions from multiple types of research and analysis. In principle, the various research methods used in organizational psychology mirror the experimental testing of hypotheses and statistical analysis of data from large numbers of subjects that are typically relied upon in other psychological disciplines (Gerrig & Zimbardo, 2008).
Conclusion
Since its origin around the turn of the 20th century, organizational psychology has evolved from a novel approach to maximizing the efficiency of military organization and the selection, recruitment, and training of personnel to become recognized as tremendously valuable in civilian vocational environments. Today, organizational psychology provides an empirically validated approach to better understanding the way that business (and other) organizations function, particularly in relation to their employees and management staff.
References:
George JM. And Jones GR. (2008). Understanding and Managing Organizational
Behavior. Upper Saddle River, NJ: Prentice Hall.
Gerrig RJ and Zimbardo PG. (2008). Psychology and Life. New York: Pearson.
Robbins SP and Judge TA. (2009). Organizational Behavior. Upper Saddle River, NJ:
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