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Industrial and Organizational Psychology shares much in common with several related fields, and there are multiple professional partnership opportunities. The field most closely linked to industrial and organizational psychology, and one that is important to my personal career development, is going to be human resources. As Cascio & Silbey (1979) point out, assessment centers have transformed the nature of human resources and the candidate selection process, helping organizations make more educated decisions about crafting the ideal organizational culture. Likewise, Murphy, Dzieweczynski & Yang (2009) show how the field of psychology, and organizational psychology in particular, has contributed to the evolution of assessment measures used at every stage of the human resources process from initial intakes and screening for candidates to ongoing assessments and evaluations. In this sense, human resources depend on organizational and industrial psychology.
The field of industrial and organizational psychology adds complexity to the human resources selection process,...
A psychodynamic approach helps all managers understand communications and collaborative processes involved in creative thinking and problem solving, for example (Prins, 2006). The main difference between industrial and organizational psychology, on the one hand, and human resources, on the other, is that the latter depends on the former but not vice-versa. Industrial and organizational psychology is a research-oriented field with broad practical application and the potential for consultation services for businesses. Human resources relies on the principles, theories, and methods elucidated in industrial and organizational psychology research, and is bolstered by it.
Core competencies and skills of human resources include a fundamental understanding of the group dynamics in the organization, the organization's values and mission, and specific roles and functions of employees.…
References
Cascio, W. & Silbey, V. (1979). Utility of the assessment center as a selection device. Journal of Applied Psychology, 64(2), 107-118. (EBSCOhost Accession
Number: AN 5112753).
Murphy, K., Dzieweczynski, J., & Yang, Z. (2009). Positive manifold limits the relevance of content-matching strategies for validating selection test batteries. Journal of Applied Psychology, 94(4), 1018-1031. (EBSCOhost Accession Number: AN apl-94-4-1018).
Prins, S. (2006). The psychodynamic perspective in organizational research: Making sense of the dynamics of direction setting in emergent collaborative processes. Journal of Occupational & Organizational Psychology, 79(3), 335-355. (EBSCOhost Accession Number: AN 22557999).
Organizational Psychology An interesting subfield, organizational psychology is that portion of Industrial/Organizational Psychology which concerns itself with understanding social processes within organizations (Jex, 2002). Further, it is an applied psychology in that organizational psychologists use the information regarding social processes within organizations to improve the effectiveness within those organizations (Jex, 2005). Organizational Psychology has evolved from a variety of related disciplines and as a result of various influences (Koppes and Pickren,
Organizational Psychology Businesses and organizations represent complex social systems that are susceptible success and failure. The field of Organizational Psychology uses psychological principles to explore the social and organizational behaviors of employees, workplaces, businesses, and companies. Organizational psychologists are concerned with all phases of the work environment, including stigmas in organizations, sexual harassment, the role of personality traits in the hiring process, and workplace culture (SIOP, 2012). Studying the behaviors of
In Hartlieb and Jones' study, a company's ethical practices in the workplace are projected onto its products/services, making the products "ethical," resulting to the concept of ethical labeling (583). Further into the 'trend' of promoting ethical work practices in the company, companies are also promoting their corporate image and improving their relevance to their communities by developing corporate social responsibility (CSR) programs. Secchi (2009) explored the 'cognitive side' of CSRs,
Organizational Psychology Recruitment process The recruitment process is essential for each organization and in specific the HR departments in a bid to ensure smooth continuation of the employee workforce and a smooth transition from one generation to another. The recruitment can be approached from two major perspectives; the organizational perspective and the applicant perspective with the later being the less complex part. For the applicant, the process will involve getting to know of
On a university campus, one of the most active niches is that of student organizations. Perhaps nowhere else do more organizations exist than on a college campus. These student organizations exist because there is a need for students to get involved, interact and stay active. Because every student has their own needs for joining an organization, there are a diverse array of organizations to meet these needs. For example, there
With this approach, consultation psychology focuses on the issues of the group as a whole and therefore typically uses group discussions, interviews and observations as opposed to singling out specific individuals. The result is that, by using consultation psychology in the field of industrial and organizational psychology, the focus is on the group and the roles the individuals who make up the group play. With this focus, industrial and