Io Psych Rev
Io Psych Rev
PSYCHOLOGY
INTRODUCTION TO I/O organization such as marketing channels,
PSYCHOLOGY transportation networks, and cost accounting
(Kimbrough, Durley, & Muñoz, 2005).
Goal of Industrial Psychology ➢ I/O psychology relies extensively on
➢ To hire employees who love their work so research quantitative methods, and testing
much that they can't wait to get to work techniques. I/O are trained to use empirical
everyday data and statistics rather than clinical
➢ To develop outstanding employees who are judgment to make decisions.
well suited and trained. ➢ IO psychologists rely on scientist-
practitioner model. That is, I/O
WHAT IS I/O PSYCHOLOGY? psychologists act as scientists when they
➢ A branch of psychology that applies the conduct research and as practitioners when
principles of psychology to the workplace. they work with actual organizations.
➢ The purpose of I/O psychology is to enhance ➢ I/O psychologists act as scientist-
the dignity and performance of human practitioners when they apply research
beings, and the organizations they work in, findings so that the work they perform with
by advancing the science and knowledge of organizations will be of high quality and
human behavior (Rucci, 2008) enhance an organization’s effectiveness
Advantage: It lets the job analyst actually see the ➢ Conduct Task Analysis - using a group of
worker do her job and thus obtain information that SMEs to rate each task statement on the
the worker may have forgotten to mention during frequency and the importance or criticality
the interview. of the task being performed.
➢ According to frequency and importance
Disadvantage: Once employees know they are
➢ Tasks will not be included in the job
being watched, their behavior changes, which keeps
description if their average frequency rating
an analyst from obtaining an accurate picture of the
is 0.5 or below
way jobs are done.
Step 4: Determine KSAOs
D. Job Participation - This involves analyzing
the job by actually performing it. It is ➢ A knowledge is a body of information
effective because it is easier to understand needed to perform task
every aspect of a job once you have done it ➢ A skill proficiency to perform a learned task
yourself. ➢ An ability is a basic capacity for performing
a wide range of different tasks, acquiring a
Step 2: Write Task Statements - Write task
knowledge, or developing a skill
statements that will be used in the task inventory
➢ Other characteristics includes such factors as
and include the job description.
personality, willingness, interest and
motivation and such tangible factors as
licenses, degrees, and years of experience
3RD YEAR 1ST SEMESTER: INDUSTRIAL/ORGANIZATIONAL
PSYCHOLOGY
➢ In the old days, KSAOs were called job b. Determining the Levels for Each Compensable
specifications. Currently, KSAOs are Factor - factor such as education
commonly referred to as competencies.
c. Determining the Factor weights
➢ Once the list of essential KSAOs has been
developed, another group of SMEs is given 1. A job evaluation committee determines the
the list and asked to rate the extent to which total number of points that will be
each of the KSAOs is essential for distributed among the factors. Usually, the
performing the job. KSAOs with an average number is some multiple of 100 and is based
score of 0.5 or less are eliminated from on the number of compensable factors.
further consideration. 2. Each factor is weighted by assigning a
number of points. The more important the
Step 5: Selecting Tests to Tap KSAOs
factor, the greater the number of points that
➢ Method will be used to select new will be assigned.
employees and include such methods as 3. The number of points assigned to a factor is
interviews, work samples, ability tests, then divided into each of the levels.
personality tests, reference checks, integrity
2. Determining External Pay Equity - comparing
tests, biodata, and assessment centers.
the job to the external market (other organizations)
HOW TO CONDUCT DETERMINE THE
- Attract and Retain Employees
SALARY OF A JOB
The Organizations are paying their Employees in
Through Job Evaluation
two ways
➢ It is the process of determining a job’s
1. Direct Compensation - from internal and
worth.
external pay equity
➢ It is important to determine how much
employees in a position should be paid. 2. Indirect Compensation - Pay for time worked
like holidays and leave
Two stages of Job Evaluation
- Health protection
1. Determining Internal Pay Equity - involves
comparing jobs within an organization
a. Determine Compensable Job Factors- decide
factors differentiate the relative worth of the job
Possible compensable job factors include:
• Level of responsibility
• Physical demands
• Mental demands
• Education requirements
• Training and experience requirements
• Working conditions