Applying Organizational Psychology 1
Applying Organizational Psychology Scientific methodology is used in the field of organizational psychology. When people are happier in their work environment a company is more successful than having unhappy and less fulfilled employees. The objective of this paper is to achieve a better understanding of what organizational psychology is. It will discuss the issues and methods involved in the recruitment process for an organizational and applicant perspective. Finally, it will describe the concept of organizational socialization and how the principles of organizational psychology can be applied to organizational socialization.
Organizational Psychology
The formal meaning of organizational psychology is “the scientific study of individual and group behavior in formal organizational settings” (Jex, 2002, p. 2). There are two types of organizational formal and informal. Formal organizations exhibit continuity overtime and often exist longer than the founding members (Jex, 2002). When the purpose is less explicit than for a formal organization it is considered to be an informal organization (Jex, 2002). In informal organization having goals in writing or even stated is doubtful (Jex, 2002). In an informal organization if members were to move on the group would not continue to exist (Jex, 2002). When looking at the definition of organizational psychology it is important to note that first, it uses methods of scientific inquiry to study and intervene in organizations (Jex, 2002). This means that the data-based approach is used. The data used comes from survey, interviews, observation, and sometimes organizational records (Jex, 2002). Second, it is intellectually rooted in psychology which focuses on individual behavior (Jex, 2002). This means that individual behavior is the most important mediating factor (Jex, 2002). “Groups and organizations don’t behave; people do” (Jex, 2002, p. 8).
Organizational psychology is also a part of a broader
Organizational Psychology
The formal meaning of organizational psychology is “the scientific study of individual and group behavior in formal organizational settings” (Jex, 2002, p. 2). There are two types of organizational formal and informal. Formal organizations exhibit continuity overtime and often exist longer than the founding members (Jex, 2002). When the purpose is less explicit than for a formal organization it is considered to be an informal organization (Jex, 2002). In informal organization having goals in writing or even stated is doubtful (Jex, 2002). In an informal organization if members were to move on the group would not continue to exist (Jex, 2002). When looking at the definition of organizational psychology it is important to note that first, it uses methods of scientific inquiry to study and intervene in organizations (Jex, 2002). This means that the data-based approach is used. The data used comes from survey, interviews, observation, and sometimes organizational records (Jex, 2002). Second, it is intellectually rooted in psychology which focuses on individual behavior (Jex, 2002). This means that individual behavior is the most important mediating factor (Jex, 2002). “Groups and organizations don’t behave; people do” (Jex, 2002, p. 8).
Organizational psychology is also a part of a broader
References: Crosby, D. (2011). What is Organizational Psychology. Retrieved from http://www.monsterthinking.com/2011/07/14/what-is-organizational-psychology/ Jex, S. M. (2002). Organizational Psychology: A Scientist-Practitioner Approach. Hoboken, NJ: Wiley. Jex, S. M. & Britt, T. W. (2008). Organizational psychology: A scientist-practitioner approach (2nd ed.). Hoboken, NJ: Wiley. Mayhew, R. (2011). What is Involved in the Recruitment & Selection Process in HR? Retrieved from http://www.ehow.com/print/info_8163778_involved-recruitment-selection-process-hr.html S.W. Learning (2011). Organizational Socialization. Retrieved from www.swlearning.com/management/champoux/powerpoint/ch06.ppt