The Lottery question (would you continue to work if you won the lottery?)
i would do music full time
- 37% continue in current job
- 39% in different job
- Rest would quit
Basic definitions (Work, Organization, IO-Subareas)
- Work definition: goal-directed planful behavior
o Use of human ability to operate tools
o Work a spart of a social system
- Organization definition:
o social system of individuals strive for shared goals
o has Regulations, structure, resources
- Different IO Psychology subareas:
o Work Psychology
o Organizational Psychology
§ Personnel psychology
Functions of work:
- Money
- Structure
- Social Contact
- Purpose
- Identity/status
- Meaningful activity
o Uneployment leads to diminished wellbeing (depression ect.) -> when employment regained = improved wellbeing (even in precarious job)
IO Psych (Definition, objective, jobs)
- Definition: study of relationship between man and work, behavior in organizational settings
- Objective : Derive principals form other fields and apply to problems at work
- Jobs in IO Psychology
o Psychometric assessments
o Health/ Wellbeing of Employees
o Training programs (development implementation evaluation)
o Change management
o Assess job requirements
o Performance evaluation (find criteria)
o Advice
History
- Pioneers
o Fredric W Taylor introduced principles of Scientific Management
§ Attempt to restructure work to increase productivity (inhumane)
o Hugo Münsterberg founder of applied psychology (student of Wundt, admirer of Taylor) also increase Organisation productivity (but a bit less inhumane ?)
o Lillian Moller Gilbreth First PHD in IO Psych, more focus on individual
- Timestamps
o Testing of US Army in WW1
§ After that implementation with industry personnel
o 1920s first psychological consulting firms
o Human relations movement:
§ Harvard (Elton Mayo) wants to study worker productivity in Hawthorne Company everything increases productivity
§ Hawthorne effect: just giving attention to workers (over course of study) increases productivity no matter the environmental manipulation
· Social factors have a high relevance (focus away from structures and environment)
o 1950-1960: development of specialty areas
§ Personnel psychology (testing, selection ect.)
§ Engineering Psychology later Ergonomics tf work design to fit people
o 1960 -1990: emergence current topics (motivation, attitudes, stress)
o Today
§ Rapid growth
§ SIOP misson (conglomerate of ppl doing IO science in ammi land)
· Germany=AOW Fachgruppe der DGPS
- Current trends
o Changing nature of work
§ Digitalization,Globaization, Complexity
§ outsourcing
§ New Work Work needs to be meaningful: flexibility, autonomy and purposeful tasks
· Integration of tec and humans
· More inclusive environment
o Employee needs/diversity (company needs to attract workers: Benefit programs, demographic change ect)
- Definition Theory
o Criteria
§ Clear phenomenon of interest
§ Proposed relation between things
§ States conditions
§ Explains why relevant
o Function of Theories
§ Specify new topics
§ Guide data interpretation
§ Identify practical problems
§ Guide solution development
o What is not a Theory:
§ Reference to papers that mention a theory
§ Empirical data
§ List of constructs
§ Predictions/Hypothesis
§ Box and arrow diagrams
o Metatheory: framework explains connection between phenomena and defines how to compare/integrate more specific theories
- Action Regulation Theory
o Levels of action regulation (low to high)
§ Sensorimotor (automatic movement without attention)
§ Flexible action patterns: (automatic/wo attention but tied to situational parameters)
§ Intellectual level: (conscious requlation in complex environment)
§ Heuristic level: (metacognitive strategies)
· Complete tasks entail all levels
o Cognitive base for action regulation (storing knowledge of conditions connected actions) = operative image system
o Stress = Disturbance of action Regulation (through overload, uncertainty obstacles)
o Highlights the role of Errors and relation between Action and Cognition
- Control theory
o Negative feedback Loops
§ Goal + input function -> comparator (i.e. discrepancy) -> output function(behavior)
· Hierarchically organized (output of higher loop -> goal in lower loop)
§ Later becomes Self-regulation theory (adds velocity and acceleration to discrepancy)
- Social Cognitive Theory (Extension social learning Bandura)
o 5 Influential factors on learning:
§ Capability to show behavior
§ Replication (imitation)
§ Reinforcements
§ Outcome Expectation
§ Self-efficacy (high through:
· mastery experiences,
· model that is identified with,
· encouragement,
· positive emotional state
o meta-analysis says link self efficacy to work performance can be explained by other factors
o Humans as proactive influence on environment and development
- Selfdetermination Theory
o Autonomy, competence, relatedness intrinsic motivation
o Extrinsic factors (if impeding the needs) lower intrinsic motivation
§ But if identification with extrinsic behavior is increased -> more selfdeterminded with time
o Four forms of extrinsic motivation/regulation:
§ External
§ Introjected (internal drive, control= external)
§ Identification (goal personally important)
§ Integrated (goal in line with own value/belief)
- Person Environment Fit Theory
o Complementary Fits (asymmetrical exchange between worker – work environment) :
§ abilities demands
§ supplies (eg. pay, employment benefits) Needs
· More sign. influence on work attitude than job performance
o Dimensions of the Fit?
§ Type (supplementary vs complementary)
§ Level of environment ?
§ Genererality vs specificity
§ Objectivity vs subjectivity
§ Static vs dynamic
o Fit influences attitudes to work most (performance less) -> mismatch causes stress
- Role Theory
o Individual = multiple social roles
§ Domain-specific vs. non-domain-specific
o role affordances and role constraints -> predict actions of individuals
o Acceptance of role (and entailed expectations) -> behavior cocnitions emotions and later identity
o Reduced well-being through Role stressors :
§ High demands,
§ ambiguity of the role,
§ conflict between roles,
§ lack of support
- Conservation of Resources Theory
o Resource = all things of value to individual
§ Motivation to build and protect (investment of existing resource -> resource gain)
§ Loss = threat
· Stress as result of loss(treatended or actual) or failure to gain resource after investment
o Intitial loss/gain leadt to future loss/gain
o Resource loss hits harder than gain
- Social Exchange Theory
o Focus on inter-/transactions between parties
§ Organization incentives in balance with employee effort = satisfying social exchange
o Norm of reciprocity (but can also backfire and cause less effort or resignment)
- Social Identity Approach
meta ding aus Social Identity theory odn Self categorization theory
Social identity theory
o Social identity = self-concept derived from groupmembership
§ Need to maintain positive social Identity via strategies
o source of information about people and self depending on situaltion:
Interpersonal (defined by individual characteristics) vs intergroup (defined by group) interactions
o Self categorization theory:
§ self as social identity(rather than personal identity) accentuation=cognitive minimizing ingroup difference and maximize intragroup difference
§ Prototype for social group evaluated positively
§ Ingroup favoritism in social comparison
Uhh perspective on interactions
- Organizational boundary = inside/outside company and not organizational psychology interactions ?
o Inside:
§ Interactions
· Peer
· Leader-Team
· Leader- Follower
· Multiteam
· Virtual team
· Change management -employee
§ Coaching
§ Mentoring
o On the boundary
§ Employee selection
§ Negotiation
§ Employee-consumer interaction
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