...EMPLOYEE ATTITUDES AND JOB SATISFACTION Lise M. Saari and Timothy A. Judge This article identifies three major gaps between HR practice and the scientific research in the area of employee attitudes in general and the most focal employee attitude in particular—job satisfaction: (1) the causes of employee attitudes, (2) the results of positive or negative job satisfaction, and (3) how to measure and influence employee attitudes. Suggestions for practitioners are provided on how to close the gaps in knowledge and for evaluating implemented practices. Future research will likely focus on greater understanding of personal characteristics, such as emotion, in defining job satisfaction and how employee attitudes influence organizational performance. © 2004 Wiley Periodicals, Inc. “Happy employees are productive employees.” “Happy employees are not productive employees.” We hear these conflicting statements made by HR professionals and managers in organizations. There is confusion and debate among practitioners on the topic of employee attitudes and job satisfaction— even at a time when employees are increasingly important for organizational success and competitiveness. Therefore, the purpose of this article is to provide greater understanding of the research on this topic and give recommendations related to the major practitioner knowledge gaps. As indicated indirectly in a study of HR professionals (Rynes, Colbert, & Brown, 2002), as well as based on our experience, the major...
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...Industrial/Organizational Psychology 1 Industrial/Organizational Psychology Crystal Bell PSY/435 Instructor: Dr. Simone Senhouse University of Phoenix June 16, 2012 Industrial/Organizational Psychology 2 Industrial/Organizational Psychology In the mead of a strike and management, psychology has studies ever since infancy in psychology itself (Spector, 2008). In the start, Industrial and organizational psychology was completely worried with the strike side of the mead in which concentrated on the organizational features of trade and highlighted individual resources- as contradicted to the management side, in which is worried with the reform of work conditions of the workforce, still, as the mead has expanded over the years, it was brought to contain the full bands of colour of the industry and management. Therefore, Industrial and organizational psychology was explained as, “a related which is distressed with the growth and a formal request of experimental principles to the workforce.” (Spector, 2008, p.5). on the empirical level, the ambition of the industrial and organizational psychology is to, “ ameliorate the grade of the surrounding for the workers, as well as to raise the successfulness and methodically of the worker’s behavior in that surrounding” (Barnes-Holmes et, al., 2006, p.56). The concise distinctness and practical action of applying something...
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...Industrial and Organizational Psychology Paper Janeen Tipton PSY/435 September 3, 2012 Saakshi Malik Industrial and Organizational Psychology Paper In the realm of science there are many fields of psychology; clinical, abnormal, child development and industrial psychology. Out of those, industrial/organizational (I/O) psychology not only deals with the individual, but also the organizations that such individuals may be employed at. It is theorized that the early development began in 1885 but to better understand the development one must have a clear view of what an I/O psychologists is and what their main objectives are as well as how research and statistics play a crucial role. Industrial and Organizational Psychology Industrial and Organizational psychology (I/O) psychology is the study of organizations and how scientifically-based solutions to human problems in the work place (American Psychological Association, 2012, p.1. para. 1). Such areas that I/O psychologists would have knowledge due to some form of training done at the doctorial level are: • Assessment methods • Job Analysis • Career Development • Job Evaluation, Performance, and Work Motivation • Business Skills (American Psychological Association, 2012, p. 1) There are services that an I/O will and can provide to the company/organization for which one is employed. These services include aiding with the hiring process by forming...
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...Organizational Psychology Michelle Brito Psych/570 December 23, 2013 Prof. Linda Whinghter Organizational Psychology The behavior that people experience in a workplace can be studied in organizational psychology. Organizational psychology is a sub-category to organizational/industrial psychology better known as I/O psychology. The I/O psychology is divided into two different groups. Each subject focuses on an essential part of the organization. There are two related discipline in organizational psychology, which are organizational behavior and Industrial psychology. Although both are similar to organizational psychology, each side has its differences. Research statistics are an essential part to an organizing development and problem solving. Organizational Psychology The study of organizational psychology understands the dynamics of people in a workplace. Organizational psychology uses scientific methods to understand the conduct of people who work in an organization setting (Jex & Britt, 2008). Rules, structure, and guideline aids employee to work as a group instead of working as individual towards a common goal. The purpose of organizational psychology is to help better employee’s performances, better fairness, and better the relationship between employees. The core of an organization is patterned human conduct (Katz & Kahn, 1978). The rules, structure, and guideline aids the employees to perform the task at hand and can also have a psychological effect. Organizational...
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...What is Organizational Psychology? Organizational psychology has become a prominent necessity within companies all over the world, regardless of size. With the growing number of competitors providing similar services and stressful expectations of continued success, this position proves time and again to be one of crucial significance. Organizational Psychologists offer a corporation unbiased, fresh ideas in the area of improvement and advancement using various methods of analysis and research. The following paper will examine the field of organization psychology by defining, explaining the evolution, comparing and contrasting organizational psychology with related disciplines and analyzing the role of research and statistics. Defining Organizational Psychology Organizational psychology as defined by Jex & Brit(2008) is a “field that utilizes scientific methodology to better understand the behavior of individuals working in organizational settings” (p. 1). In the most basic terms, organizational psychology uses the scientific psychological principles and research methodology to study numerous topics that are vital to comprehending human behavior in different organizations. An applied field, organizational psychology is relevant to numerous work settings and applies research in the effort to increase productivity in the workplace. Organizational psychology focuses on specific conduct and behaviors employees exhibit on the job; particularly ones in need of intervention...
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...Job Analysis Regina Page Industrial/Organizational Psychology University of Phoenix Sales merchandisers in the retail industry are individuals who closely work with a buyer to ensure that the products maximize and achieve the business’s sale plan as well as to maintain the perfect balance of the company’s financial objectives and the customer’s expectations. Sales merchandising involves a sharp analytical mind for careful planning and strategy. This individual is instrumental in the decisions regarding the various lines that are purchased, the quantities needed, setting the retail prices to maximize profit, and inventory control functions that allow for a continuous flow of goods. A sales merchandiser is required to perform analysis and research. Monitoring the organization’s weekly or monthly sales trend of goods allows the merchandiser to determine the proper stock levels that are distributed to each of the company’s stores. Since most stores purchase their inventory from multiple suppliers, this individual must maintain proper lines of communication with suppliers in order to maneuver the appropriate inventory to meet demands. Since the primary goal of the merchandiser is to maximize profits, it is essential that the individual holding such a position to have certain attributes. These attributes are communication skills, analytical skills, computer literacy an innate ability to thrive under pressure. Communication skills will allow the merchandiser to effective...
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...of organisational power Reference ..... ..... ..... ..... ..... ..... ..... ..... ..... 2 2 3 3 4 5 6 7 9 1 Emily Durham | Strategies for increasing supervisors’ personal power through informal channels Executive summary This paper highlights the influence of power within the workplace. Different sources of power are discussed, as well as the consequences of having employees who possess more informal power than their supervisors. Recommendations are made to increase supervisors’ levels of personal power, which can be implemented at both the recruitment stage and through development of supervisors. Personal biography Emily Durham has a BA, majoring in Psychology and English, and is currently working towards gaining a BA (Hons) with a focus in Industrial, Work and Organisational Psychology. 2 Emily Durham | Strategies for increasing supervisors’ personal power through informal channels The effects of power within organisations Power can be defined as the ability to overcome adversity in the attempt to influence others’ behaviour and opinions, with the intention of obtaining desired results. 1 Organisational power merits attention, as those with the ability to impact colleagues and work outcomes have the potential to be a dominant force within the workplace. While many of the advantages of being powerful tend to be personal, for example encountering fewer social constraints from others2 or receiving more helpful behaviours from colleagues, 3 there...
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...Construct and Analyze Applicant Selection Protocol For this assignment I will be conducting a job analyze for a plumbers position. I will be also making a selection protocol to recruit the right employee. In order to do a job analysis the methods that I will use will be the methods job components inventory, and position analysis questionnaire. Then compare it to the O*NET Online. Then I will construct an applicant selection protocol. In some aspects plumber are skilled labor that requires physical strength as well as a good knowledge of tools and a good mathematical base. The job components inventory contains five principles that a plumber should possess. Using the principle we will take the highest score of 80 points or more. The first principle is tools and equipment, this cover equipment from small tool to a trenching equipment. A plumber will us many small tools from a tape measure to a chisel in order to cut pipe to length , and make holes with a chisel in block in order to create an exit point. The applicant must be able to use drain machines. Must a good knowledge of chemical used and have knowledge of safety data sheet. The applicant should have a working knowledge of small tool use and safety The second principle is perceptual and physical requirements. In this principle strength and reaction time, and dexterity are needed. Plumbers require physical demands that can be lifting...
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...Organizational Psychology Kevin Reynolds PSY/428 May 29, 2012 Dr. Jeff Dunlap Organizational Psychology Government agencies, corporations, for-profit, and not-for-profit organizations are all composed of individuals making a larger, whole organization. Several factors can influence an individual, and the organization. Stress, working conditions, and external factors such as work-life balance influence an organization. Organizational Psychologists offer organizations ideas in the area of work environment conditions, work-life balance, and production improvements by using available methods of analysis and research. Organizational Psychology is "a field that utilizes scientific methodology to better understands the behavior of individuals working in organizational settings” (Jex & Britt, 2008 p.1). Organizational psychology concentrates on the human aspect of the working environment. Using research, surveys and interviewing, organization psychology will allow the psychologist to suggest process improvements and other ways to improve workplace conditions. Similar concentration of study will affect and can also improve production efficiencies. Organizational psychologists study and report on employee behaviors. Organizational psychologist will offer suggestions for improvements with the goal of influencing positive production, employee morale, and increase in profits. Research and Statistics Psychologist will use research and statistical exploration to develop theories...
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...Success of Training Programs Evaluating any training programs is done in five steps. The first step is to set the criteria for the evaluation. Training-level criteria and performance level criteria are both important in evaluating training methods. The next step in evaluating a training program is to choose a design. A common design used is the pretest-posttest design. Trainees are evaluated before training and again after training. This design is a way to measure how much was gained from the training. The next step in successfully evaluating a training program is to choose the measures of the criteria. The particular criteria would determine appropriate measures. The final steps of successfully evaluating a training program are to collect the necessary data and analyze and interpret the data. If the first four steps are done correct and thoroughly one will be able to reach a conclusion about the effectiveness of the training program (Spector, 2008). The selection and training of employees is an important aspect for organizations. For example: if a relative had to have surgery and the doctor conducting the surgery was not properly trained, that relative and his or her family would want a trained surgeon to do the surgery. As a consumer the most qualified person for a position would be the right way to go, but there are also other aspects like personality, sociability, and skill levels. The health of an organization, their employees, and consumers in the area are also...
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...Organizational Psychology? Beyounka Bonner PSYCH 570 March 2, 2014 Dr. Vicki Koenig What is Organizational Psychology? According to Britt and Jex (2008), organizational psychology is grounded in scientifically studying one’s behavior and interactions that one has within the workplace, as well as other organizations. Organizational psychology has an extreme effect on a company’s success rate; it has an impact on a company’s work performance, gratification, security, healthiness, and overall well-being of a company’s employees. Research on employee’s behaviors and assertiveness, methods on how improvements can be made to the company’s hiring process, training programs, and managerial coordination are all conducted by organizational psychologists. Organizational psychologists assist organizations in transitioning through different times of adjustments, growth, and developments. There are many factors that may influence the way in which one behaves in an organization, such as, the structure of an organization, societal norms, managing styles, and the expectation of different roles. Although the field of organizational psychology is indebted to the study of organizations that are formal, it is not to say that the organization will always be one that is a business or that is one for profit; which is a common misconception about this field (Britt & Jex, 2008). This essay will explore the field of organizational psychology. Evolution of Organizational Psychology The...
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...Organizational psychology is just one of the many practice areas of the much larger domain, psychology. Both organizational psychology and its overarching study, psychology are rooted in science and use scientific data to help them find, diagnose and fix problems. Although both organizational psychology and general psychology diagnose and solve problems, their practice areas and methodologies are very different. General psychology focuses on psychological disorders and helping individuals in their personal lives. Organizational psychologists are not trained to diagnose psychological disorders. Organizational psychologists focus their attention on individuals as a larger group, generally found in the workplace. The objective of an organizational psychologist’s work is usually to help an organization become more effective. Just as organizational psychology is a subfield of psychology, it is also a subfield of the broader field of industrial-organizational psychology, or I/O psychology. According to “Industrial and Organizational Psychology” (2014), “Industrial/Organizational (I/O) psychology is both the study of behavior in organizational work settings and the application of the methods, facts, and principles of psychology to individuals and groups in organizational and work settings” (para. 1). I/O psychology combines two major divisions: industrial psychology and organizational psychology (Huelsman, 2008). Industrial psychology could be considered psychology for human resources...
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...Organizational Psychology Paper Dana Martinez Organizational Psychology /428 August 9, 2010 Antonio Borrello Abstract Everything we in life has a tremendous impact on the way we behave, from the kind of foods we eat, the cars we drive, to the roof over our heads. Organizational psychology is described as a field that utilizes scientific methodology to better understand individuals working in organizational settings (University of Phoenix 2008). The use of organizational psychologist is designed to help the organization function more effectively. There are several benefits from an effective organization. This paper will not only define organizational psychology, but will also explore the role of research and statistics in organizational psychology and describe how organizational psychology can be used in organizations. Organizational Psychology Organizational psychology is the scientific study of individual and group behavior in formal organizational settings (University of Phoenix 2008).To further this definition, psychology alone focuses on individual behavior. Organizations will fall apart if they would allow its employees to do their own thing and not have structure. Organizational psychology is a must in all organizations. Without organizational psychology, employees will be allowed to do their own thing without being aware of the behavior of their co-workers. Organizational psychology is mostly focused on group-type settings, most commonly in offices and workplace...
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...Organizational Socialization and Job Satisfaction Organizational Socialization and Job Satisfaction Productive behavior versus counterproductive behavior in the workplace is an important concern for any organization. Productive behavior is seen by an employer as work that contributes positively to the goals of the organization, according to Campbell (1990). Once an employee reaches points were they are comfortable in his or her job they usually begin to positiv contribute to the organization. Counterproductive behavior is defined as any behavior that goes against the main company goals. A general goal for any business is profitability; however, there are other areas such as customer service which is affected by counterproductive behaviors. Organizational psychologists have devoted considerable time to the study of productive behavior and counterproductive behaviors in organizations. Job performance has been measured by organizational psychologist to understand predictors of an employee excelling versus failing at work. Behavior is a combination of the characteristics of the individual as well as environmental factors. These same factors, individual characteristics, and environment, contribute to counterproductive behaviors as well. Socialization occurs during the time an employee learns to do his or her job, and gets along with other employees in the workplace. All organizations have politics, or un-written rules that define behavior of employees within the organization...
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...Director, of the Applied Psychology and Organizational Research Group at Wayne State University; President, Polaris Assessment Systems. Through the interview and some extensive research this summation will provide understanding of the Industrial/Organizational Psychology Specialization and what makes a person successful in the field. Indusial Organizational Psychology Dr. John Arnold Dr. Arnold has over 20 years of consulting experience, primarily in the areas of personnel selection and classification, assessment center design and development, and organizational research. Having directed numerous projects with a U.S., as well as international scope, Dr. Arnold is a recognized expert by many of the Fortune 500. A sample of private-sector clients include: Abbott Laboratories, AT&T, Chrysler, Ford Motor Company, General Motors, Harley Davidson, Motorola, Pizza Hut, Spherion Corporation, Starwood Hotels and Resorts (Westins, Sheratons, etc.), and Taco Bell. More recently, Dr. Arnold has focused his expertise developed in the private sector on issues involved in pre-employment in the educational arena. Dr. Arnold holds a Ph.D. in Industrial/Organizational Psychology from Bowling Green StateUniversity. He is an active member of the American Psychological Association, the Society for Industrial and Organizational Psychology, and the Society for Human Resource Management and has twice served as the President of the Michigan Association of Industrial/Organizational Psychologists...
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