Introduction to Industrial-Organizational Psychology

Name: Introduction to Industrial-Organizational Psychology
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Introduction to I/O Psychology

Created byLoubna Charef

Last updated 4/2024

English

What you'll learn

Define Industrial and organizational psychology
Identify the research and practice areas of I–O psychology
Summarize the History and Evolution of f Industrial / Organizational Psychology
The Science and Practice of Industrial/Organizational Psychology
Understand the theoretical frameworks of psychology that can be applied to make an organization more effective and efficient

Course content

5 sections • 20 lectures • 1h 0m total length

Introduction to the Course0:29
Explore what industrial organizational psychology is and why it has become a fast-growing field. Trace the history and evolution of the discipline for organizational impact.
We spend most of our time at work2:41
Explore how industrial-organizational psychology explains how work shapes our lives, including evolving work arrangements, worker well-being, and major research areas in organizations and jobs.
What is industrial organizational psychology?2:26
Explore industrial organizational psychology, the scientific study of human behavior in organizations, applying research to improve performance, communication, satisfaction, and safety in the workplace.
History of I-O Psychology7:35
Trace the history of industrial-organizational psychology from its early 1900s roots, highlighting pioneers, time and motion studies, group dynamics, and the shift toward human relations and organizational development.
The Six Key Subject Areas of I-O Psychology3:11
Explore the six key I-O psychology areas—selection and placement, ergonomics, organizational development, performance management, training and development, and work-life balance—and their use of psychometric tools and job analysis.

Job Analysis4:20
Analyze job roles to define tasks, required knowledge and skills, and performance standards, guiding job design, human resource planning, recruitment, training, safety, and evaluation.
Recruitment, Selection, & Placement3:50
Explore how industrial-organizational psychologists guide recruitment, screening, selection, and placement to build high-performing teams, identify skill gaps, and reallocate talent during merger and acquisition.
Performance Management and Evaluation4:10
Explore how performance management partners employees and supervisors to optimize performance through ongoing feedback, development goals, and candid conversations, supported by appraisal tools like 360-degree feedback and critical incident techniques.
Training & Development2:40
Explore how industrial-organizational psychology informs training design, development, and evaluation to boost employees' knowledge, skills, and attitudes through job task analysis and learning theories.

Organizational Culture7:40
Explore organizational culture as the soul of the organization, including artifacts, values, and taken-for-granted assumptions, and its seven dimensions: innovation, detail, outcome orientation, people orientation, team orientation, aggressiveness, and stability.
Organization Development6:55
organization development builds capacity for change through evidence-based, system-wide processes to improve productivity, culture, and ongoing efficiency; it differs from change management in scope and duration.
Motivation1:20
Define motivation as a central, research-rich topic in industrial-organizational psychology, linking morale, job attitude, productivity, and job performance through goal-directed behavior and measurement of biological, emotional, social, and cognitive forces.
Leadership3:34
Explore how leadership directs groups toward goal alignment and inspires a shared vision within industrial-organizational psychology. Trace the evolution from great-man and trait theories to behavioral, contingency, and transformational leadership.

Bonus Content: Introduction to I/O Psychology2:31
Explore how organizational psychologists study human behavior in the workplace and apply scientific principles to improve work behavior, environments, and workers' psychological well-being.
Common Job Titles for I-O Psychologists0:55
Identify common job titles for I-O psychologists and understand how these roles fit within the field of industrial-organizational psychology.

What is Organizational Culture?2:05
Explore what organizational culture is and how shared meaning, values, and norms shape behavior within a group, beyond artifacts, rituals, and stories.
The Competing Values Framework (CVF)0:55
Explore the competing values framework (cvf), which links organizational effectiveness to two axes: internal integration versus external initiation, and stability versus change, yielding ideal cultures: clan, advocacy, hierarchy, and market.
Schein's model of organizational culture1:23
Explore Edgar Schein's organizational culture triangle, detailing artifacts, rituals, exposed values, and underlying assumptions that shape an organization's culture and influence mission and vision statements.
Hofstede’s cultural dimensions1:02
Explore Hofstede's cultural dimensions including power distance, uncertainty avoidance, individualism, collectivism, masculinity, femininity, long-term orientation, and restraint versus indulgence, and how they shape etiquette and communication in business and diplomacy.
Final Thoughts0:29
Recognize that organizational culture is dynamic and continually shifts in response to external and internal changes. See culture change as a manageable, ongoing process rather than massive, crisis-driven transitions.

Requirements

No prior experience needed; you will learn everything you need to know

Description

In this course, you’ll learn what I-O psychology is, what I-O psychologists do and where work, and some of the field’s major areas of research and practice.

Industrial-Organization (I-0) psychology is one of the fastest-growing fields in science. It’s also one of the least well-understood. Industrial organizational psychology is the branch of psychology that applies psychological theories and principles to organizations. Often referred to as Industrial-Organization (I-0) psychology, this field focuses on increasing workplace productivity and related issues such as the physical and mental wellbeing of employees. Industrial organizational psychologists perform a wide variety of tasks, including studying worker attitudes and behavior, evaluating companies, and conducting leadership training. The overall goal of this field is to study and understand human behavior in the workplace.

The two major sides of Industrial-Organizational Psychology are:

The Industrial side, which involves looking at how to best match individuals to specific job roles. This segment of I-O psychology is also sometimes referred to as personnel psychology.

The organizational side of psychology is more focused on understanding how organizations affect individual behavior. Organizational structures, social norms, management styles, and role expectations are all factors that can influence how people behave within an organization.

Major Topics in Industrial Organizational Psychology:

Training and development
Employee Selection
Ergonomics
Performance Management
Work Life
Organizational Development

Who this course is for:

Human Resources
College undergraduate students in an introductory psychology course
Science journalists who need to know about I-O psychology and I-O psychologists
Anyone who is curious about I-O psychology
Anyone considering I-O psychology as a career

Introduction to Industrial-Organizational Psychology

What you'll learn

Explore related topics

Course content

Introduction5 lectures • 16min

Personnel Psychology4 lectures • 15min

Organizational Psychology4 lectures • 19min

Summary2 lectures • 3min

Bonus Module: Organizational Culture5 lectures • 6min

Requirements

Description

Who this course is for: