PERTEMUAN I

PSIKOLOGI INDUSTRI & ORGANISASI

 I/O Psychology
Organizational Psychology is part of a
broader field of Industrial/Organizational
Psychology.
Industrial/Organizational Psychology

Industrial Organizational
Recruitment Socialization
Selection Motivation
Classification Occupational Stress
Compensation Leadership
Performance Appraisal Group Performance
Training Organizational Development 2
PRINCIPLES OF I&O PSYCHOLOGY
PENGERTIAN PSIKOLOGI
PSIKOLOGI BERASAL DARI KATA YUNANI : PSYCHE DAN LOGOS YANG
BERARTI JIWA DAN ILMU PENGETAHUAN

ILMU YANG MEMPELAJARI TENTANG JIWA  GEJALA, PROSES DAN

LATAR BELAKANGNYA

ATKINSON
PSIKOLOGI SEBAGAI STUDI ILMIAH TENTANG PROSES PERILAKU DAN
PROSES MENTAL

SPECTOR
PSYCHOLOGI IS THE SCIENCE OF HUMAN (AND NONHUMAN) BEHAVIOR,
COGNITION, EMOTION, AND MOTIVATION

ILMU PSIKOLOGI ADALAH ILMU PENGETAHUAN MENGENAI JIWA YANG

DIPEROLEH SECARA SISTIMATIS DENGAN METODE-METODE ILMIAH
PENGERTIAN PSIKOLOGI INDUSTRI & ORGANISASI

PSIKOLOGI INDUSTRI & ORGANISASI ADALAH SUATU ILMU YANG MEMPELAJARI PERILAKU

MANUSIA DALAM ORGANISASI, DIMANA INDIVIDU DAPAT BERKARYA.

PIO MEMPELAJARI BAGAIMANA SUATU ORGANISASI MEMPENGARUHI & BERINTERAKSI

DENGAN MANAJEMEN BERSERTA ANGGOTA ORGANISASI

MUNANDAR

PIO ADALAH ILMU YANG MEMPELAJARI PERILAKU MANUSIA DALAM PERANANNYA SEBAGAI

TENAGA KERJA & KONSUMEN BAIK SECARA PERORANGAN MAUPUN BERKELOMPOK

SUATU STUDI ILMIAH TENTANG PERILAKU, KOGNISI, EMOSI & MOTIVASISERTA PROSES

MENTAL MANUSIA YANG ADA DALAM INDUSTRI/ORGANISASI YANG BERORIENTASI PADA

SISTEM KEGIATAN YANG TERKOORDINASI DARI SUATU KELOMPOK ORANG YANG BEKERJA

SECARA BERSAMA-SAMA UNTUK MENCAPAI TUJUAN YANG SAMA DIBAWAH OTORITAS

KEPEMIMPINAN
What is I/O psychology?
Textbook definition:
“Application of psychological principles and theories to the
workplace”
It is a study of how people get along at work and are able to
perform effectively

Focus:
focus on people  Uses psychological theories to better
understand groups and people in organization with conflict,
motivation, emotions and other issues
Management  focuses on the running or managing as aspect of
the organization such as marketing, advertising, costing, etc
PERBEDAAN DI ANTARA PIO DENGAN PROGRAM-PROGRAM
BISNIS

ORIENTASI PIO IALAH MEMFOKUSKAN PADA

INDIVIDU AGAR DAPAT MENGEMBANGKAN
POTENSI & KOMPETENSI SECARA OPTIMAL
DI TEMPAT KERJA.

ORIENTASI MSDM & PERILAKU ORGANISASI

LEBIH BERFOKUS PADA PENGELOLAAN
SECARA KELOMPOK & SISTEM ORGANISASI
YANG EFEKTIF & EFISIEN AGAR INDIVIDU
DAPAT BEKERJA LEBIH PRODUKTIF DALAM
ORGANISASI
SAMBUNGAN
PIO MENGKAJI FAKTOR-FAKTOR YANG
MEMPENGARUHI PENGEMBANGAN SDM DALAM
ORGANISASI

PIO MEMBERI PERHATIAN PADA PERSOALAN-

PERSOALAN KARYAWAN YANG POTENSIAL YANG
TERUS MENERUS BERKEMBANG DALAM SUATU
ORGANISASI

PIO – PSI.KLINIS & KONSELING

LEBIH MENGARAH SECARA INTENSIF PADA
PENELITIAN, METODE KUANTITATIF & KUALITATIF,
EKSPERIMEN, DAN TEKNIK TESTING
 PIO MENGANALISA PENGARUH YANG DITIMBULKAN
TERHADAP KEHIDUPAN INDIVIDU

JUMLAH JAM BEKERJA = 8 JAM = JUMLAH JAM TIDUR INDIVIDU

MEMPENGARUHI KESEJAHTERAAN, KEBAHAGIAN &

PRODUKTIFITAS KERJA

MENCAPAI TUJUAN ORGANISASI & MEMENUHI KEBUTUHAN

MEMPENGARUHI KUALITAS KESEJAHTERAAN DIRI, KELUARGA

& ORGANISASI
BIDANG-BIDANG GERAK PIO

PERSONNEL
PSYCHOLOGY

ENGINEERING
PSYCHOLOGY

INDUSTRIAL
PSIKOLOGI RELATIONS
I&O

VOCATIONAL &
CAREER
COUNSELLING
ORGANIZATIONAL
BEHAVIOR
PSIKOLOGI SUMBER DAYA MANUSIA (PERSONNEL
PSYCHOLOGY)

PENERAPAN PSIKOLOGI SDM  MENEMUKAN

POTENSI INDIVIDU (KECERDASAN, BAKAT,
MINAT, KARAKTERISTIK KEPRIBADIAN,
KEAHLIAN, & KETERAMPILAN) DAN KOMPETENSI
YANG DI BUTUHKAN OLEH JABATAN TERTENTU,
MELAKUKAN PENILAIAN PEGAWAI,
MENENTUKAN TINGKAT KINERJA & MELATIH
PEKERJA LEBIH PRODUKTIF
RUANG LINGKUP
1. MENGANTISIPASI ASPEK INDIVIDU DARI BERBAGAI APLIKASI
PERBEDAAN INDIVIDU: KETERAMPILAN & POTENSI DIRI

2. MENILAI PEKERJA YANG MEMILIKI POTENSI DAN TINGKAT

KECAKAPAN KINERJA

3. MENYELEKSI PEKERJA

4. MENUMBUHKAN MOTIVASI MANAJEMEN & ANGGOTANYA

5. MENINGKATKAN KEPUASAN & PRESTASI KERJA

6. MENGATASI FRUSTASI & KONFLIK DALAM ORGANISASI

PERILAKU ORGANISASI (ORGANIZATIONAL BEHAVIOR)
PERILAKU ORGANISASI SERING DILAKUKAN DENGAN SURVEI
TERHADAP SIKAP-SIKAP PARA KARYAWAN UNTUK
MENENTUKAN PARA PEKERJA YANG MEMILIKI KEKUATAN
DAN KELEMAHAN DALAM ORGANISASI

PERILAKU ORGANISASI BERGUNA UNTUK MENGANTISIPASI

SETIAP FAKTOR YANG MEMPENGARUHI PERILAKU INDIVIDU
DALAM ORGANISASI  PERANAN-HUBUNGAN PERILAKU,
TEKANAN-TEKANAN KELOMPOK, EMOSI INDIVIDU, DAN
BENTUK-BENTUK KOMUNIKASI DALAM ORGANISASI

PSIKOLOGI KONSUMEN
 PEMILIHAN DAN PENGAMBILAN KEPUTUSAN OLEH
KONSUMEN  PRODUK
 PERILAKU MEMBELI
PSIKOLOGI FAKTOR MANUSIA
(ENGINEERING/ERGONOMIC PSYCHOLOGY)
FAKTOR MANUSIA TERHADAP RANCANGAN TEMPAT
KERJA, INTERAKSI ANTARA MANUSIA & MESIN,
KELELAHAN FISIK & STRES.

INTERIOR, KENYAMANAN, KEINDAHAN TEMPAT KERJA

PSIKOLOGI REKAYASA DIPELAJARI UNTUK

MENGANTISIPASI PADA PEMAHAMAN TERHADAP
KECAKAPAN SDM DALAM KAITANNYA DENGAN
SISTEM MANUSIA DENGAN MESI, TERMASUK
RANCANGAN PERALATAN & MEKANIK 
MENINGKATKAN PRODUKTIVITAS & KEAMANAN
VOKASIONAL & KONSELING KARIR
MERUPAKAN PERTUKARAN ANTARA KONSELING
DAN PIO; MENGANTISIPASI MASALAH
KARYAWAN DALAM PEKERJAANNYA, KARENA
BERKAITAN DENGAN PEMILIHAN PENGUATAN &
MEMPEROLEH KEJELASAN TENTANG JENJANG
KARIR YANG AKAN DILALUINYA, KEPUASAN
KARIR, MEMECAHKAN KONFLIK, MENYESUAIKAN
PERUBAHAN, DAN PENGEMBANGAN KARIR
(MUTASI, ROTASI & PROMOSI) DAN PERSIAPAN
MENGHADAPI PENSIUN ATAU PHK
PENGEMBANGAN ORGANISASI
(ORGANIZATIONAL DEVELOPMENT)
GUNA MENGEMBANGKAN KOMPETENSI PEKERJA BARU &
LAMA DILAKUKAN PELATIHAN, SEBAGAI BENTUK
PENGEMBANGAN KEMAMPUAN DIRI & ORGANISASI

DALAM INI, ORGANISASI MELAKUKAN NYA UNTUK

MENGANTISIPASI PENINGKATAN ATAU PERUBAHAN DALAM
ORGANISASI, LEBIH EFIEKTIF DAN EFISIEN DALAM BEKERJA

PENGEMBANGAN ORGANISASI MELIPUTI PERENCANAAN,

PERUBAHAN-PERUBAHAN YANG MELIPUTI; PERUBAHAN
DAN PENGEMBANGAN SDM, ORGANISASI SECARA KHUSUS
(STRUKTUR PERSONALIA & ORGANISASI) PROSEDUR KERJA
ATAU TEKNOLOGI & PERENCANAANNYA
HUBUNGAN INDUSTRIAL
LABOR-UNION RELATIONS
EMPLOYEE/EMPLOYER RELATIONS
COOPERATION & CONFLICT RESOLUTION
ARBITRATION (PERJANJIAN), NEGOTIATION &
BARGAINING (PERUNDINGAN)
 What is I/O psychology?
The application of psychological principles to the
workplace (anywhere people work)

Help people do their jobs

help employers treat employees fairly
help make jobs more interesting and satisfying
help workers be more productive

Prepared by the Society for Industrial and Organizational Psychology - SIOP ©181998
 What is I/O psychology?
Treat employees fairly
Treat people from diverse backgrounds fairly
select people for jobs
provide training
reward promotions/raises
address harassment

19 - SIOP
Prepared by the Society for Industrial and Organizational Psychology
 What is I/O psychology?

Make jobs more interesting/satisfying

Design jobs people will find satisfying
rewarding work
safe, efficient work areas (Human Factors)
Motivate employees to perform
Create teams that work well together
combine diverse talents and perspectives

20 © 199
Prepared by the Society for Industrial and Organizational Psychology - SIOP
 What is I/O psychology?
Help workers be more productive
Design work patterns that enhance efficiency
Provide skills training and development
Help to meet the challenges of competition
Move past downsizing

Prepared by the Society for Industrial and Organizational Psychology - SIOP ©211998
 Early History of I/O Psychology
 1879, William Wundt established the first
lab for studying psychology.
 1897, Bryan & Harter published, Studies of the
physiology and psychology of the telegraphic
language.
 1903, Walter D. Scott wrote, The Theory of
Advertising.
Ö Scott pioneered (and popularized) the application of
psychology to advertising and employee selection and
placement.
 Early History of I/O Psychology
 1905, Alfred Binet published the first
intelligence test.
 1911, Frederick Taylor wrote Scientific
Management.
Ö Time and motion studies.
 1913, Hugo Munsterberg wrote Industrial Efficiency.
Ö Munsterberg’s most famous study examined the
skills required to safely operate a trolley car.
 Early History of I/O Psychology
 1917, Frank & Lillian Gilbreth wrote Applied
Motion Study.
 1917, Journal of Applied Psychology published
its first volume.
Ö Hall, Baird, & Geissler suggested the applied
psychology could provide a direct method for
“decreasing the number of cases where a square peg
is condemned to a life of fruitless endeavor to fit
itself comfortably into a round hole.”
 Early History of I/O Psychology
 1918, World War I and I/O psychologists
contribute to America’s war effort.
Ö Robert Yerkes developed cognitive ability tests for the
Army, the Alpha and Beta.
Ö Walter D. Scott developed systems for the placement
of personnel and performance management.
 1921, First PhD in I/O psychology awarded.
 1921, James Cattell establishes the
Psychological Corporation.
 Early History of I/O Psychology
 1924, Elton Mayo and colleagues began research
at the Hawthorne works of the Western Electric Co.
on how environmental conditions (e.g..,
lighting) affected employee performance.
Ö The Hawthorne Effect
Ö Human relations movement
 1932, Morris Viteles writes first I/O psychology
textbook.
 Early History of I/O Psychology
 1941, World War II and I/O psychologists do their
part again.
Ö Army General Classification Test
Ö U.S. Office of Strategic Service use situation stress
tests to assess candidates for military intelligence
placement.
 1945, Society for Industrial and Business Psychology
established as Division 14 of APA.
Ö Now it’s SIOP (see www.siop.org)
 Early History of I/O Psychology
 1948, Personnel Psychology published its first
volume.
 1951, The Dearborn Conference Group met for the
first time.
 1954, Technical Recommendations of
Psychological Tests and Diagnostic Techniques
published.
 1955, Ethical Principles of Psychologists published.
 Early History of I/O Psychology
 1964, Title VII of the Civil Rights Act forbade
discrimination on the basis of race, color, religion,
gender, or national origin.
Ö Equal Employment Opportunity Commission (EEOC)
created to oversee compliance to Title VII.
Ö Increased accountability for I/O psychologists to
implement valid and unbiased testing processes.
 Early History of I/O Psychology
 1964, The Industrial/Organizational
Psychologist (TIP) publishes its first volume.
 1971, In Griggs v. Duke Power Co. the Supreme
Court establishes that employee selection devices
must be job related.
 1978, Uniform Guidelines on Employee Selection
Procedures is released.
Ö Reinforces the importance of job analysis.
 Early History of I/O Psychology
 1976, Handbook for I/O Psychology published.
Ö 1990-94 revised Handbook volumes published.
 1986, SIOP holds its first annual national
conference.
 1986, First U.S. Supreme Court ruling on sexual
harassment
The 3 Founding Fathers
1. Walter Dill Scott (American Psychologist)
2. Hugo Munsterberg (German)
3. Frederick Taylor (American Engineer)
 Walter Dill Scott (American Psychologist)

First to apply the principles of psychology to

motivation and productivity in the workplace.
Would later become instrumental in the application
of personnel procedures within the army during World
War I.
Boosted Industrial Psychology
Hugo Munsterberg (German)
FATHER OF INDUSTRIAL PSYCHOLOGY

Applied psychological method to practical industrial

problems.
Psychology and Industrial Efficiency (1913)  View of
I/O psychology:
a. People need to fit the organization -- training! •
b. Applied behavioral sciences should help
organizations to shape people to serve as replacement
parts for organizational machines. Mechanistic
Frederick Taylor (American Engineer)
Principles of Scientific Management (1911).
Science over intuition
The best workers should be selected and trained in the
established “one best method”
Management and workers should cooperatively share
responsibility for the design and conduct of work. − Motivation
and monetary gain
Motivation results from monetary gain. e.g Showed that workers
who handle heavy iron ingots were more productive when
allowed work rests.
Training when to work and when to rest raised productivity from
12.5 to 47.0 tons moved per day. • Company increase efficiency.
Costs dropped from 9.2 to 3.9 cents per ton
Why should you consider getting a
degree in I/O psychology?
Applied field  There will always be practical
problems to solve!
Company restructuring & downsizing
Workplace diversity
Variety of job possibilities
a. Academic positions in multiple departments
b. Internal and external consulting
c. Private and public organizations
d. Any combination of the above
Why should you consider getting a degree in
I/O psychology?

Variety of research topics

Attitudes, emotions, behavior (social)
Learning, memory, heuristics (cog)
Employee aging, retirement (develop)
Employee counseling, coaching (clinical)
Data analysis, test development (quant)• Field is
growing
More and more I/O and management department’s −
Out with the old, in with the new
REFERENCES
Aamodt, Michael G. Industrial and Organizational
Psychology Philippines (reprint), CENGAGE Learning
Asia Pte. Ltd., 2012. 
Muchinsky, Paul M. Psychology Applied to Work (An
Introduction to Industrial/Organizational
Psychology). 8th ed. Thomson/Wadsworth. University
of North Carolina, 2007