Chapter 1: (Overview)

                The Human Work is concerned with the production and distribution of the goods and services of the company. The Industrial Psychology has certain premises the first three is all about the desirable objective of industry and to fulfill the needs of the people and the next two is all about the origin of the problems which industrial psychology treats and with their resolution.

                The modus operandi of industrial psychology has four phases or stages:

1.       The identification of the problems to be treated;

2.       The use of various methods of collection and analysis of relevant data;

3.       The findings resulting from these methods and associated analysis;

4.       The application of such findings to the problems at hand.

In identifying the problems to industrial psychology you must observe and know if you are right or wrong in giving your own reasons to solve the problems and it fall into three classes:

1.       Experimental design (methods of investigation)

2.       Data collection (the use of such methods are tests, questionnaires, ratings, performance appraisal, observation and job analysis)

3.       Statistical analysis methods

The industrial Psychology has two faces the science of psychology with an emphasis on research and the profession of psychology with an emphasis on the application of knowledge.

Chapter 2: (Bases of Job-Related Behavior)

          Human behavior is the number one factor that can contributes on our job performances. Behavior has two dimensions:

·         Quantitative- can be measured

·         Qualitative- can be evaluated

In criterion for the behavior of workers, there are kinds of factors that almost inevitably would be suggested, such as:

·         Aptitudes

·         Personality Characteristics

·         Physical Characteristics

·         Interests and Motivation

·         Age and Sex

·         Education

·         Experience

·         Other Personal Variables

Also in criterion for the workers behavior would be include a number of situational variables which falls into two general classes:

·         Job and Working Condition Variables- include methods of work, the design and condition of work equipment, work space and arrangement and the physical work environment.

·         Organizational and Social Variables- including the character of the organization, type of training and supervision received types of incentives and the social environment.

Chapter 3: (Behavioral Research)

There are two types of variables in behavioral research:

·         Criterion (dependent or measured variable)

-it can be predicted (such as job performance, job satisfaction, absenteeism or heart rate)

-control of predictor

·         Predictor (independent or controlled variable)

-predicting the criterion (such as test scores, measures of physical characteristics, or measures of other personal characteristics)

-effects

               

Measurement is basic to any statistical treatment or research data

Four Basic Measurements

·         Nominal Scale- general type of variable in question (as places of residence and job satisfaction or maybe in by level).

·         Ordinal Scale- used to characterize the rank order on some variable of individual cases (how much difference there is between adjacent ranks).

·         Interval Scale- individual cases have number associated with them, and these number are significant in the any given numerical difference, in any there is a long scale theoretically.

·         Ratio Scale- cases have numerical value (ex. Height and weight).

Basic Research Strategies

·         Most important fact to remember:

-research is conducted in order to answer some question

-research is that no matter what method is used there is always some possible alternative explanation for the result contained.

·         Research strategy selected can be developed on the basis of the answers to three basic questions:

1.       What variables need to be studied?

2.       How should these variables be treated?

3.       In what setting should the research be under taken?

There are two types of research settings, laboratory and field studies. Laboratory is an artificial settings created by the researcher and the field is done in natural settings.

Experimental strategies involves in some form of manipulation of predictor. Correlation strategies data are obtained on the predictor and criterion with out any experimental manipulation or control. Correlation is a statistical index of the degree of linear relationship between two variables.

Chapter 4: (Jobs and Job Analysis)

            Job Determinants, we might ask ourselves two questions. First, how do job come into being. Second, what factors cause jobs to be what they are (in terms of content or other characteristics).

                Determinants are work activities of jobs and there are uses of job information, good decisions and can define more generally as the study of human work.

                Job analysis has divided into four different angles: the types, the form, the method of analysis and the agent.

                Form of Job Analysis Information

·         Qualitative it is typically descriptive

·         Quantitative it is typically characterized

Methods of Collecting Job Information

·         Observe

·         Interview

·         Review some records and works

Task Inventories typically consist of lists of the tasks patient to some occupational area.

Job Dimensions is the combinations or groups, or cluster bundles of interrelated job elements.

Chapter 5: (Behavioral Measurement: General Considerations)

                The Criteria was grouped into six classes:

1.       Performance Criteria is the job performance of the individuals and it is divided into two dimensions: quantity, quality.

2.       Job Attendance Criteria was composed of three kinds of criteria the job tenure, absenteeism or attendance and tardiness.

3.       Accident and Injury Criteria it is concerned with matters of safety.

4.       Psychological Criteria it includes such measures as heart rate, blood pressure, electrical resistance of the skin and oxygen.

5.       Status Criteria it is based on individual’s occupation, position, or education level.

6.       Subjective Criteria includes measures of attitudes and opinion obtained by questionnaires.

Selection of Criteria has Three Basic Considerations:

1.       Relevance Criteria refers to the extent to which criterion measures of different individuals are meaningful in terms of objectives.

2.       Freedom from contamination

3.       Reliability of the Criterion.

Problems in obtaining Criterion Data

                -they don’t know who can hold their personal data.

-only the authorized personnel can hold the confidential data of one personnel.

Chapter 13: (Work Motivation)

ABILITY VS. MOTIVATION

·         Ability represents the individual’s capability of handling the job at a certain time.

·         Motivation is the individual’s desire to show the behavior and might be thought of as the “will do” factors influencing the display of work-related behaviors.

Work Motivation defined as conditions which influence the arousal, direction and maintenance of behaviors relevant in work settings.

Three Major Components of Motivation

1.       Energizing- this is the force or drive present in the organism which leads to some behavior.

2.       Directing- guides the behavior in a particular direction.

3.       Maintaining or Sustaining- behavior once it has occurred.

Theories of Work Motivation

·         Need Theories- it emphasize needs posit the existence of some of internal state of the individual, labeled a need or motive.

·         Balance Theories

·         Two-Factor Theory

·         Expectancy Theory- is a cognitive theory based upon a rational-economic view of people.