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Labor psychology and organizational psychology

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What is organizational psychology?

  • Organizational psychology deals with the relationship between the employee and the social work environment. The relationship with the organization as a whole, the parts of the organization, where partse within which one works and working with colleagues
  • Organizational psychology can also be seen as a combination of skills and knowledge that can be applied to various aspects of life and not just work. For example, organizational psychologists have recently begun researching green society, especially green businesses. Another example of an aspect to which organizational psychology can be applied is poverty (Conte & Landy)
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What is labor psychology or occupational psychology?

  • Occupational psychology deals with the relationship between characteristics of work and employee functioning, specifically how employee and employer feel about it
  • For example, the workload, work ethic, the degree of independent decision making, the degree of responsibility one can or cannot handle.
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What is personnel psychology?

  • Personnel psychology deals with the relationship between the motivation and performance of an employee in an organization .
  • For example, by training employees, providing insight into personal development or stagnation or, for example, specific recruitment and selection.
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What is social psychology?

  • Social psychology deals with the psychosocial aspects of group processes and social interactions in general
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Labor- and organizational psychology: The best textbooks summarized

Labor- and organizational psychology: The best textbooks summarized

Summaries and Study Assistance with Labor- and organizational psychology

Table of content

  • Summary with the book: Agents and Instruments of change by Cawsey
  • Summary with the book: Applied Psychology in Human Resource Management by Cascio and Aguinis - 7th edition
  • Summary with the book: Cross-Cultural Management by Thomas and Peterson - 4th edition
  • Summary with the book: Essentials of Organizational Behavior: An Evidence-Based Approach by Scandura
  • Summary with the book: Foundations of sport and exercise psychology by Weinberg
  • Summary with the book: Getting to yes: negotiating an agreement without giving in by Fisher a.o. - 3rd edition
  • Summary with the book: Human Resource Management: Functions, Applications, and Skill Development by Lussier and Hendon - 3rd edition
  • Summary with the book: Introduction to Human Resource Management by Banfield and Kay - 2nd edition
  • Summary with the book: Mastery in Coaching by Passmore - 1st edition
  • Summary with the book: Organizational Behavior by Neck a.o. - 3rd edition
  • Summary with the book: Organizational Behavior: Emerging Knowledge. Global Reality by McShane and Von Glinow - 9th edition
  • Summary with the book: Organisational Behaviour by Sinding and Waldstrom - 6th edition
  • Summary with the book: Organizational Change: Theory and Practice by Burke 4th edition
  • Summary with the book: Organization Theory: Modern, Symbolic, and Postmodern Perspectives by Hatch and Cunliffe
  • Summary with the book: Social Psychology and Organizations by De Cremer a.o.
  • Summary with the book: Straight choices: The psychology of decision making by Newell a.o. 2nd edition
  • Summary with the book: The Psychology of Advertising by Fennis and Stroebe - 3rd edition
  • Summary with the book: Understanding and Managing Organizational Behavior by George and Jones - 6th edition
  • Summary with the book: Work in the 21st century: An introduction to Industrial and Organizational Psychology by Conte and Landy - 6th edition

About Labor- and organizational psychology

  • Organizational psychology focuses on understanding individual and group behavior within organizational settings, while labor psychology concentrates on matching people to jobs and optimizing workplace productivity.
Summaries and supporting content: 
Summary of Agents and Instruments of change by Cawsey
Summary with the 7th edition of Applied Psychology in Human Resource Management by Cascio and Aguinis
Summary of the 4th edition of Cross-Cultural Management by Thomas and Peterson
Summary of Essentials of Organizational Behavior: An Evidence-Based Approach by Scandura - 2nd edition
Foundations of sport and exercise psychology (Weinberg)
Summary of Getting to yes: negotiating an agreement without giving in by Fisher a.o. - 3rd edition - Exclusive
Summary with Human Resource Management: Functions, Applications, and Skill Development - Lussier & Hendon - 3rd edition
Summary with the 2nd edition of Introduction to Human Resource Management by Banfield and Kay
Summary of Mastery in Coaching by Passmore - 1st edition - Exclusive
Summaries with the 3rd edition of Organizational Behavior by Neck a.o. - Exclusive
Summary of Organizational Behavior: Emerging Knowledge. Global Reality by McShane and Von Glinow - 9th edition - Exclusive
Summary with Organisational Behaviour - Sinding & Waldstrom - 6th edition
Summary with the 4th edition of Organizational Change: Theory and Practice by Burke
Summary with Organization Theory: Modern, Symbolic, and Postmodern Perspectives by Hatch and Cunliffe
Summary with the 1st edition of Social Psychology and Organizations by De Cremer a.o.
Summary of Straight choices: The psychology of decision making by Newell a.o. - 2nd edition - Exclusive
Summary of The Psychology of Advertising by Fennis and Stroebe - 3rd edition - Exclusive
Summary with Understanding and Managing Organizational Behavior - George & Jones - 6th edition
Summary of Work in the 21st century: An introduction to Industrial and Organizational Psychology by Conte and Landy - 6th edition - Exclusive
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What is labor psychology?

What is labor psychology?

Labor psychology, while not as widely recognized as other psychology subfields, delves into the psychological aspects of work. It examines the relationship between individuals and their work environment, focusing on how work impacts employees' well-being, motivation, and performance.

What are the main features of labor psychology?

  • Focus on the Workplace: It explores the psychological factors influencing employee behavior, attitudes, and experiences within the work environment.
  • Human Factors: Labor psychology considers how job design, ergonomics, and organizational culture impact employees.
  • Motivation and Engagement: This field studies what motivates employees to perform well and feel engaged in their work.
  • Well-being and Stress: Labor psychology examines how work can impact employee stress levels, job satisfaction, and overall well-being.

What are important sub-areas in labor psychology?

  • Occupational Stress: Studies the causes and consequences of work-related stress, and strategies for stress management.
  • Organizational Culture: Examines how an organization's values, beliefs, and practices influence employee behavior and well-being.
  • Work Motivation: Explores the factors that drive employee motivation, satisfaction, and commitment to their work.
  • Leadership Psychology: Studies the impact of leadership styles on employee motivation, engagement, and performance.
  • Human-Computer Interaction: Examines how technology design and usability influence work efficiency and employee well-being.

What are key concepts in labor psychology?

  • Job Satisfaction: The extent to which an employee feels fulfilled and satisfied with their work.
  • Work Motivation: The internal and external factors that drive an employee to exert effort towards work goals.
  • Organizational Culture: The shared values, beliefs, and behaviors that characterize an organization.
  • Occupational Stress: The physical and psychological strain caused by work demands, exceeding an employee's ability to cope.
  • Work-Life Balance: The ability to manage personal and professional demands effectively to achieve well-being.
  • Ergonomics: The science of designing workplaces and equipment to fit the needs of the human body, promoting safety and comfort.

Who are influential figures in labor psychology?

  • Frederick Winslow Taylor (Management Consultant): Pioneered scientific management, focusing on efficiency and productivity in the workplace, though his ideas have been criticized for neglecting the human element.
  • Elton Mayo (Industrial Psychologist): Conducted the Hawthorne Studies, highlighting the importance of social factors on employee motivation and productivity.
  • Abraham Maslow (Psychologist): Developed the hierarchy of needs, a theory of motivation that can be applied to understanding employee needs and motivation in the workplace.
  • Frederick Herzberg (Psychologist): Proposed the two-factor theory of job satisfaction, differentiating between factors that motivate (motivators) and those that merely satisfy basic work needs (hygienes).

Why is labor psychology important?

  • Enhanced Employee Well-being: Helps create workplaces that promote employee well-being and reduce work-related stress.
  • Increased Productivity: Understanding employee motivation and engagement can lead to improved performance and productivity.
  • Reduced Turnover: By addressing factors like job satisfaction and work-life balance, labor psychology can help reduce employee turnover.
  • Improved Work Design: Informs the design of safe, efficient, and user-friendly workplaces that optimize employee performance.
  • Positive Organizational Culture: Labor psychology can guide the development of a positive and supportive organizational culture that fosters employee engagement.

How is labor psychology applied in

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Latest blogs, jobs, projects, organizations, and tips tagged with: Labor psychology and organizational psychology

Article summary of Effective Diversity Training by Roberson et al. - 2013 - Chapter

 Diversity training is a key component of organizational diversity management initiatives. In a recent survey, seventy-one percent of human resource professionals reported that diversity training was part of their diversity management strategy.

There’s several objectives organizations want from diversity training. More directly it could increase diversity awareness among individuals, promote positive intergroup attitudes and motivate positive behaviors among organizational members. These outcomes are further linked to an organization’s competitive advantages: its flexibility and reputation, ability to attract talent, and access to more diverse markets.

The past 15 years have seen a growth in scholarly interest on diversity training. The purpose of this chapter is to summarize this literature and offer conclusions about the effectiveness of diversity training.

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Samenvatting Gedrag in Organisaties

Deze Samenvatting bij Gedrag in Organisaties van Alblas & Wijsman is geschreven in 2015

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Hoofdstuk A Relatie tussen individu en organisatie

Mensen willen deel uitmaken van samenwerkingsverbanden. Bij het individu gaat het om de vervulling van bepaalde behoeften en wensen, die van materiële of immateriële aard kunnen zijn. De organisatie heeft belang bij geschikte medewerkers om producten te kunnen maken. Hierdoor ontstaat er een situatie met de volgende kenmerken:

  • Er is sprake van wederzijdse afhankelijkheid
  • Er is sprake
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Summary of Agents and Instruments of change by Cawsey

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Chapter 1: Organizational change in today's world

Organizational change: planned alterations of organizational components to improve the effectiveness of the organization.

These components include:

  • Mission and

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Hoofdstuk 3 Overheidsbeleid - Inleiding in de beleidswetenschap (A. Hoogerwerf, M. Herweijer, 9e druk)

Hoofdstuk 3. Problemen op de agenda

3.1 Probleem
Een probleem wordt ook wel gedefinieerd als de discrepantie tussen een maatstaf (beginsel, norm) en een voorstelling van een bestaande of verwachte situatie. Er zijn vier modellen van agendavorming die bepalen of een probleem op de agenda komt. Hoewel deze van elkaar verschillen, valt duidelijk te zien dat zij op zekere wijze elkaar aanvullen.
 
Vier modellen van agendavorming 
1. Kloofmodel
2. Barrièremodel 
3. Stromenmodel
4. Relatieve aandachtsmodel 
 
Model 1 Kloofmodel
De ernst van het probleem is bepalend voor de aandacht die het krijgt. Bepalend voor het ontstaan van beleid is het verschil tussen de maatstaf en de waargenomen situatie.
- Actoren van invloed: invloed van actoren is in dit model weinig tot geen
 
Model 2 Barrièremodel
De relatieve omvang van problemen vergeleken de omvang van andere problemen is bepalend voor het ontstaan van beleid. Agendavorming bestaat
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Hoofdstuk 1 Overheidsbeleid - Inleiding in de beleidswetenschap (A. Hoogerwerf, M. Herweijer, 9e druk)

Hoofdstuk 1. Beleid, processen en effecten

1.1 Beleid en beleidswetenschap
Beleid wordt omschreven als het streven (doelgericht handelen) naar het bereiken van bepaalde doeleinden met middelen en tijdskeuzes. De beleidswetenschap houdt zich bezig met de studie van de inhoud, processen en effecten van beleid in hun politieke en maatschappelijke omgeving.
 
1.2 Het beleidsproces
Het beleidsproces omvat een reeks deelprocessen, van agendavorming tot beleidsevaluatie en bijsturing. Hierbij is sprake van een wisselwerking tussen factoren die bij het proces horen. 
DeelprocessenFunctie
1. AgendavormingHet bepalen van de agenda
2. Beleidsvoorbereiding
Het verzamelen en analyseren van informatie en het formuleren van adviezen met het oog op het voeren van beleid
3. BeleidsbepalingHet nemen van beslissingen (besluitvorming) over de inhoud van een beleid
4. ImplementatieDe uitvoering van de gekozen middelen voor doeleinden
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Organizational Behaviour, emerging knowledge and practice for the real world, by S. McShane, M. Von Glinow (fifth edition) – Summary chapter 13

Organizational structure refers to the division of labour as well as the patterns of coordination, communication, workflow and formal power that direct organizational activities.

Organizational structures include two requirements, the division of labour into distinct tasks (1) and the coordination of labour (2). Division of labour refers to the subdivision of work into separate jobs assigned to different people. Job specialization increases work efficiency. An organization’s ability to divide work among people depends on how well those people can coordinate with each other. There are three coordination mechanisms:

  1. Informal communication
    This is sharing information on mutual tasks as well as forming common mental models to synchronize work activities. It is useful in ambiguous situations. It makes use of direct communication, liaison roles, integrator roles and temporary teams.
  2. Formal hierarchy
    This is assigning legitimate power to individuals who ten use this power
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Organizational Behaviour, emerging knowledge and practice for the real world, by S. McShane, M. Von Glinow (fifth edition) – Summary chapter 9

Frequent, timely and accurate communication is the primary means through which employees and work units effectively synchronize their work. The functions of communication are coordination, organizational learning, decision making, changing behaviour and support employee well-being.

The communication process model states that messages are formed and encoded and decoded and feedback is formed and encoded before being sent back and being decoded. According to this model, effective communication depends on the sender’s and receiver’s ability, motivation, role clarity and situational support to efficiently and accurately encode and decode information. There are four main factors that influence the effectiveness of this encoding-decoding process. A codebook makes effective communication easier (1), experience makes the process easier (2), the process is easier if the sender and receiver are skilled and motivated (3) and the process depends on the sender’s and receiver’s shared mental models of the communication context (4).

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