I/O Psychology Reviewer

Brief and Easy-to-Understand Study Reviewer

1. What is I/O Psychology?

I/O Psychology is the scientific study of human behavior, well-being, and performance in workplace and organizational settings. Its goal is to improve employee well-being and organizational effectiveness.

2. Why I/O Psychology Matters

It helps employees through better job fit, fair selection, safety, and well-being. It helps organizations improve performance, leadership, and retention. Modern concerns include A.I, hybrid work, inclusion, and employee data.

3. The I/O Lens: People + Work + Design

People include abilities, personality, motivation, attitudes, and well-being. Work includes tasks, roles, teams, leadership, culture, and expectations. Design includes tools, technology, schedules, safety, and ergonomics. A workplace problem should be examined through all three.

4. Scientist-Practitioner Model

Problem leads to Data leads to Analysis leads to Intervention leads to Evaluation. I/O psychologists use evidence and measurement instead of relying only on intuition.

5. Tools of an I/O Practitioner

Job analysis identifies what work is done. Testing and assessment identify what predicts success. Surveys and interviews examine employee experiences. Analytics find patterns. Program evaluation checks whether a solution worked.

6. Major Fields

Personnel Psychology focuses on hiring, selection, training, performance, and rewards. Organizational Psychology focuses on motivation, leadership, teams, culture, change, and well-being. Human Factors/Ergonomics focuses on designing work, tools, and technology around people.

7. Personnel Psychology Workflow

Job Analysis leads to Recruitment leads to Selection leads to Training leads to Performance. Decisions should be job-related, valid, fair, and evidence-based.

8. Organizational Development

Diagnose implies Plan implies Intervene implies Evaluate. O.D improves organization-wide systems using data, training, coaching, redesign, feedback, and continuous improvement.

9. Human Factors / Ergonomics

Focuses on workplace design, human-machine interaction, fatigue, cognitive workload, safety, error prevention, usability, schedules, and recovery. The goal is to make good performance easier and errors less likely.

10. Brief History

1900s: early foundations in advertising, efficiency, and job performance. 1917 to 1945: war and testing.

1930s–1960s: human relations. 1970s–2000s: professionalization. 2010s–today: A.I, analytics, hybrid work, and well-being.

11. Important Early Figures

Walter Dill Scott: advertising, business efficiency, and selection. Hugo Münsterberg: industrial efficiency and worker fit. Frederick Taylor: scientific management and time/motion studies. Lillian Gilbreth: the human side of work, efficiency, and well-being.

12. World War 1 Testing

Army Alpha was a group intelligence test for literate recruits. Army Beta was a nonverbal test for recruits who could not read English. Assessment should be valid, fair, culturally appropriate, and responsible.

13. Human Relations and Hawthorne Studies

Employee behavior is influenced not only by tasks and pay, but also by attention, relationships, group norms, and expectations. This increased interest in motivation, satisfaction, leadership, and social systems.

14. Modern I/O: Fairness and Ethics

Important concerns include fair selection, validity, adverse impact awareness, equal opportunity, diversity, accessibility, safety, health, privacy, transparency, and responsible analytics.

15. I/O Psychology in the 21st Century

Major issues include remote and hybrid work, burnout, A.I-enabled hiring, people analytics, diversity, equity and inclusion, human-A.I collaboration, reskilling, and employee experience.

16. People Analytics

Descriptive: What happened? Diagnostic: Why did it happen? Predictive: What might happen next? Prescriptive: What should we do?

17. A.I at Work

Opportunities include faster screening, pattern detection, personalized learning, and workflow support. Risks include bias, privacy concerns, low transparency, and over-reliance on algorithms. I/O psychologists help validate tools and protect fairness.

18. I/O Psychology in the Philippine Workplace

Key areas include fair recruitment and selection, data privacy, occupational safety and health, ergonomics, safe spaces, anti-harassment systems, stress, burnout, engagement, and work-life balance.

19. Career Paths

Academe involves teaching and research. Consulting helps organizations solve workplace problems. Industry includes H.R, people analytics, learning and development, and operations. Government includes testing, workforce planning, and program evaluation.

Quick Memorization Review

I/O Psychology = psychology applied scientifically to work. Three lenses = People + Work + Design.

Scientist–Practitioner equals Problem arrow Data arrow Analysis arrow Intervention arrow Evaluation. Major fields equal Personnel, Organizational, and Human Factors.