Name : Mehak fatima

ID : 15498

History of organizational psychology

Organizational psychology, also known as industrial-organizational psychology (I-O psychology), has a

rich history. Here's a brief overview:

1. Early Foundations (Late 19th to Early 20th Century): The roots of organizational psychology can
be traced back to the late 19th and early 20th centuries. During this time, psychologists began applying
principles of psychology to the workplace, focusing on topics such as employee motivation and
efficiency.

2. Scientific Management (Early 20th Century): Frederick Taylor, often considered the father of
scientific management, introduced principles aimed at improving workplace efficiency. Taylor's work laid
the groundwork for understanding how psychological factors impact productivity and job performance.

3. Hawthorne Studies (1920s and 1930s): Conducted at the Western Electric Hawthorne Works, these
studies marked a pivotal moment in organizational psychology. Researchers, including Elton Mayo,
discovered that social and psychological factors, such as group dynamics and individual attention,
significantly influenced workers' productivity.

4. World War I and II (1910s-1940s): The demand for skilled workers during wartime led to increased
attention on assessing and placing individuals in roles that aligned with their abilities. This era saw the
emergence of personnel selection and assessment techniques.

5. Post-War Growth (1940s-1960s): After World War II, organizational psychology experienced
substantial growth. The focus expanded to include areas like leadership, job satisfaction, and
organizational development. Researchers developed various models and theories to understand
organizational behavior.

6. Expansion of Topics (1970s-1990s): Organizational psychology continued to evolve, exploring areas

such as employee motivation, job design, stress, and leadership. Researchers began addressing issues
related to diversity, equal opportunity, and work-life balance.

7. Globalization and Technology (Late 20th Century - Present): With the rise of globalization and
technology, organizational psychologists adapted their focus to address challenges related to diverse
workforces, virtual teams, and the impact of technology on work environments. Research expanded to
include topics like organizational culture, change management, and employee well-being.

8. Current Trends: Today, organizational psychologists study topics such as organizational culture,
diversity and inclusion, leadership development, work-life balance, and the impact of emerging
technologies on the workplace.

Throughout its history, organizational psychology has played a crucial role in shaping our understanding
of human behavior within work settings, contributing to the development of strategies and interventions
aimed at improving organizational effectiveness and employee well-being.
Reasons Behind the Timeline of Major Events in the History of Industrial-Organizational
(I/O) Psychology

1904:
Event: The term "Industrial Psychology" first appeared in an article by William Lowe Bryan.
Reason: This event marked the beginning of the formal recognition and conceptualization of
psychology's application within industrial settings, laying the foundation for the field of Industrial-
Organizational (I/O) Psychology.

1913:
Event: The first I/O textbook was published.
Reason: This milestone marked the formalization of the field with the publication of foundational
knowledge and principles, providing a structured framework for the study and practice of I/O psychology.

1917:
Event: Mental tests for job placements were used.
Reason: This marked the beginning of the use of psychological assessments for personnel selection and
placement, highlighting the increasing recognition of the importance of psychological factors in
workplace dynamics.

1921:
Event: The first I/O PhD is awarded to Bruce V. Moore at Penn State University.
Reason: This event marked a significant milestone in the academic recognition and institutionalization of
I/O psychology as a distinct field of study and research, contributing to its growth and development

1964:
Event: Civil Rights Act passes (Title VII, section 703a states “It is unlawful to discriminate in any
employment practice on the basis of race, color, religion, sex, or national origin”).
Reason: This legislation marked a pivotal moment in the history of I/O psychology by legally prohibiting
discriminatory practices in employment, emphasizing fairness and equality in the workplace, and
necessitating the development of non-discriminatory selection and evaluation procedures.

1970:
Event: APA changes the name from “Industrial Psychology Division” to “Division of Industrial and
Organizational Psychology” (later changed in 1983 to SIOP).
Reason: This name change reflected the broader scope of the field beyond just industrial settings to
include organizational psychology, reflecting the evolving nature and expanding domains of research and
practice within the discipline.

1991:
Event: Americans with Disabilities Act passes.
Reason: This legislation aimed to protect individuals with disabilities from discrimination in various
aspects of life, including employment, highlighting the growing recognition of diversity and inclusion in
the workplace and prompting research and interventions within I/O psychology to address these issues.