Industrial and organizational psychology

Jump to navigation Jump to search

Template:Tocright

Industrial and organizational psychology is "the branch of applied psychology concerned with the application of psychologic principles and methods to industrial problems including selection and training of workers, working conditions, etc."[1]

Organizational culture and climate

Organizational culture is "beliefs and values shared by all members of the organization. These shared values, which are subject to change, are reflected in the day to day management of the organization.". [2]

Organizational states

Flourishing

Flourishing involves a positive state of psychological or social well-being and positive functioning (not necessarily learning) and addresses life in general rather than just work.[3] However, the concept is variably conceptualized thus making it difficult to study.[4]

Important contributors to flourishing focus on relationships with others at work and are[5]:

  • Giving to others (due to impact on meaningfulness)
  • Task assistance receipt (due to impact on job satisfaction)
  • Friendship (due to positive emotions at work)
  • Personal growth (due to impact on life satisfaction).

The key antecedent of thriving is proposed to be self-determination, which includes autonomy, competence, and relatedness.[6] This emphasis links thriving to self-determination theory of Deci.[7]

A short scale to measure flourishing has been proposed.[8]

Thriving

Thriving has two components according to factor analysis[9]:

  • Vitality
  • Sense of learning or improvement

The key antecedent of thriving is proposed to be self-determination, which includes autonomy, competence, and relatedness.[10] This emphasis links thriving to self-determination theory of Deci.[11]

Thriving is negatively correlated with burnout.[12][13]

Empowerment

Empowerment has four dimensions according to factor analysis[14]:

  • Meaningfulness or purpose
  • Competence or efficacy
  • Self-determination
  • Impact

Preception of empowerment by employees can be measured with Spreitzer's Measuring Empowerment survey which measures[15]:

  • Meaning
  • Competence
  • Self-determination
  • Impact

Engagement

Empowerment has three dimensions according to factor analysis[9]:

  • Vigor (physical engagement)
  • Dedication (effective engagement)
  • Absorption (cognitive engagement)

Burnout

Main article: Burnout (psychology)

Theory and models of antecedents, indicators, and outcomes

Self-determination theory

Self-determination theory was proposed in the early 1980s.[16] In this theory, autonomy, mastery, and purpose have been validated as components[17].

Impact of culture on health care delivery

The role of work climate has been examined in studies, some based on complexity science[18][19], in order to predict why quality improvement projects succeed[20][21][21][22] and fail[23].

However, attributes of culture study may not be well based on theory and linked to the above settings.[24]

A reciprocal, beneficial relationship has been proposed between a positive work climate and mission goals[25]. This may be similar the Matthew effect[26].

Interventions to promote positive organizational psychology

Available studies have been reviewed.[27] Studies using appreciative inquiry have been done.[28][29]

Public reporting has been used to try to improve organizational culture.[30][31] Recommendations for how to report have been proposed.[32][33]

Leadership

Main article: Leadership

Organizational decision making

Organizational decision making is "the process by which decisions are made in an institution or other organization". [34]

Decision making by voting, compared to consensus building, leads to "highest satisfaction with the group decision-making process, and the lowest amount of expressed negative socio-emotional behaviors"; however, consensus leads to higher "feelings of personal participation".[35]

After voting on organizational procedures, postdecisional voice by the minority group can reduce negative impact on perceptions of fairness and task commitment by employees in the voting minority. [36]

Delphi technique

A Delphi technique may be more effective.[37][38]

The Delphi technique involves[39]:

  1. Identifying a research problem
  2. Completing a literature search
  3. Developing a questionnaire of statements
  4. Conducting anonymous iterative mail or e-mail questionnaire rounds
  5. Providing individual and/or group feedback between rounds
  6. Summarizing the findings

A modified Delphi had been developed by the RAND Corporation.[40][41]

The technique can vary regarding anonymity of participants and the number of iterations or rounds.

The Delphi Technique can be conducted online either asynchronously via email[42] or synchronously using a software such as ExpertLens.[43][44]

Organizations

See also

References

  1. ↑ Anonymous (2024), Industrial psychology (English). Medical Subject Headings. U.S. National Library of Medicine.
  2. ↑ Anonymous (2024), Organizational culture (English). Medical Subject Headings. U.S. National Library of Medicine.
  3. ↑ Spreitzer, Gretchen, et al. "A socially embedded model of thriving at work." Organization science 16.5 (2005): 537-549. doi:10.1287/orsc.1050.0153
  4. ↑ Hone, Lucy Clare, et al. "Measuring flourishing: The impact of operational definitions on the prevalence of high levels of wellbeing." (2014): 62-90. doi:10.5502/ijw.v4i1.4
  5. ↑ Colbert, Amy E., Joyce E. Bono, and Radostina K. Purvanova. "Flourishing via workplace relationships: Moving beyond instrumental support." Academy of Management Journal 59.4 (2016): 1199-1223. doi:10.5465/amj.2014.0506
  6. ↑ Spreitzer, Gretchen M., and Christine Porath. "Self-determination as nutriment for thriving: Building an integrative model of human growth at work." The Oxford handbook of work engagement, motivation, and self-determination theory (2014): 245-258.
  7. ↑ Deci, Edward L., James P. Connell, and Richard M. Ryan. "Self-determination in a work organization." Journal of applied psychology 74.4 (1989): 580. doi:10.1037/0021-9010.74.4.580
  8. ↑ Diener, Ed, et al. "New well-being measures: Short scales to assess flourishing and positive and negative feelings." Social Indicators Research 97.2 (2010): 143-156. doi:10.1007/s11205-009-9493-y
  9. ↑ 9.0 9.1 Schaufeli, Wilmar B.; Bakker, Arnold B.; Salanova, Marisa (2006). "The Measurement of Work Engagement With a Short Questionnaire". Educational and Psychological Measurement. SAGE Publications. 66 (4): 701–716. doi:10.1177/0013164405282471. ISSN 0013-1644.
  10. ↑ Spreitzer, Gretchen M., and Christine Porath. "Self-determination as nutriment for thriving: Building an integrative model of human growth at work." The Oxford handbook of work engagement, motivation, and self-determination theory (2014): 245-258.
  11. ↑ Deci, Edward L., James P. Connell, and Richard M. Ryan. "Self-determination in a work organization." Journal of applied psychology 74.4 (1989): 580. doi:10.1037/0021-9010.74.4.580
  12. ↑ Porath, Christine; Spreitzer, Gretchen; Gibson, Cristina; Garnett, Flannery G. (2011-05-19). "Thriving at work: Toward its measurement, construct validation, and theoretical refinement". Journal of Organizational Behavior. Wiley-Blackwell. 33 (2): 250–275. doi:10.1002/job.756. ISSN 0894-3796.
  13. ↑ Hildenbrand K, Sacramento CA, Binnewies C (2016). "Transformational Leadership and Burnout: The Role of Thriving and Followers' Openness to Experience". J Occup Health Psychol. doi:10.1037/ocp0000051. PMID 27631555.
  14. ↑ Spreitzer, G. M. (1995-10-01). "PSYCHOLOGICAL, EMPOWERMENT IN THE WORKPLACE: DIMENSIONS, MEASUREMENT AND VALIDATION". Academy of Management Journal. The Academy of Management. 38 (5): 1442–1465. doi:10.2307/256865. ISSN 0001-4273.
  15. ↑ Spreitzer, Gretchen M. "Psychological empowerment in the workplace: Dimensions, measurement, and validation." Academy of management Journal 38.5 (1995): 1442-1465. doi:10.2307/256865
  16. ↑ Deci, Edward L., and Richard M. Ryan. "Self-determination theory: When mind mediates behavior." The Journal of Mind and Behavior (1980): 33-43. http://www.jstor.org/stable/43852807
  17. ↑ Broeck A, Vansteenkiste M, Witte H, Soenens B, Lens W. Capturing autonomy, competence, and relatedness at work: Construction and initial validation of the Work‐related Basic Need Satisfaction scale. Journal of Occupational and Organizational Psychology. 2010 Dec 1;83(4):981-1002.Error: Bad DOI specified!
  18. ↑ Massoud MR, Barry D, Murphy A, Albrecht Y, Sax S, Parchman M (2016). "How do we learn about improving health care: a call for a new epistemological paradigm". Int J Qual Health Care. 28 (3): 420–4. doi:10.1093/intqhc/mzw039. PMC 4931911. PMID 27118664.
  19. ↑ Jordon M, Lanham HJ, Anderson RA, McDaniel RR (2010). "Implications of complex adaptive systems theory for interpreting research about health care organizations". J Eval Clin Pract. 16 (1): 228–31. doi:10.1111/j.1365-2753.2009.01359.x. PMC 3667707. PMID 20367840.
  20. ↑ Leykum LK, Pugh J, Lawrence V, Parchman M, Noël PH, Cornell J; et al. (2007). "Organizational interventions employing principles of complexity science have improved outcomes for patients with Type II diabetes". Implement Sci. 2: 28. doi:10.1186/1748-5908-2-28. PMC 2018702. PMID 17725834.
  21. ↑ 21.0 21.1 Leykum LK, Parchman M, Pugh J, Lawrence V, Noël PH, McDaniel RR (2010). "The importance of organizational characteristics for improving outcomes in patients with chronic disease: a systematic review of congestive heart failure". Implement Sci. 5: 66. doi:10.1186/1748-5908-5-66. PMC 2936445. PMID 20735859.
  22. ↑ Lanham HJ, Leykum LK, Taylor BS, McCannon CJ, Lindberg C, Lester RT (2013). "How complexity science can inform scale-up and spread in health care: understanding the role of self-organization in variation across local contexts". Soc Sci Med. 93: 194–202. doi:10.1016/j.socscimed.2012.05.040. PMID 22819737.
  23. ↑ Arar NH, Noel PH, Leykum L, Zeber JE, Romero R, Parchman ML (2011). "Implementing quality improvement in small, autonomous primary care practices: implications for the patient-centred medical home". Qual Prim Care. 19 (5): 289–300. PMC 3313551. PMID 22186171.
  24. ↑ Stephenson MD, Campbell JM, Lisy K, Aromataris EC (2017). "Assessing healthcare professionals' experiences of integrated care: do surveys tell the full story?". Int J Evid Based Healthc. doi:10.1097/XEB.0000000000000116. PMID 28704279.
  25. ↑ Physician Well-Being: The Reciprocity of Practice Efficiency, Culture of Wellness, and Personal Resilience. 2017
  26. ↑ Rigney, Daniel. The Matthew effect: How advantage begets further advantage. Columbia University Press, 2010. ISBN 9780231520409
  27. ↑ Meyers, M. Christina; van Woerkom, Marianne; Bakker, Arnold B. (2013). "The added value of the positive: A literature review of positive psychology interventions in organizations". European Journal of Work and Organizational Psychology. Informa UK Limited. 22 (5): 618–632. doi:10.1080/1359432x.2012.694689. ISSN 1359-432X.
  28. ↑ Ruhe MC, Bobiak SN, Litaker D, Carter CA, Wu L, Schroeder C; et al. (2011). "Appreciative Inquiry for quality improvement in primary care practices". Qual Manag Health Care. 20 (1): 37–48. doi:10.1097/QMH.0b013e31820311be. PMC 4222905. PMID 21192206.
  29. ↑ Peelle, Henry E. (2006). "Appreciative Inquiry and Creative Problem Solving in Cross-Functional Teams". The Journal of Applied Behavioral Science. SAGE Publications. 42 (4): 447–467. doi:10.1177/0021886306292479. ISSN 0021-8863.
  30. ↑ Haldane, Andrew (March 20, 2017). "Productivity puzzles". bankofengland.co.uk. Bank of England. Retrieved 2017-07-16.
  31. ↑ Anonymous. "2016 NHS Staff Survey Results". National Health Service. Retrieved 2017-07-17.
  32. ↑ Fox, Jonathan (2007). "The uncertain relationship between transparency and accountability". Development in Practice. Informa UK Limited. 17 (4–5): 663–671. doi:10.1080/09614520701469955. ISSN 0961-4524.
  33. ↑ Fox, Jonathan A. (2015). "Social Accountability: What Does the Evidence Really Say?". World Development. Elsevier BV. 72: 346–361. doi:10.1016/j.worlddev.2015.03.011. ISSN 0305-750X.
  34. ↑ Anonymous (2024), Organizational decision making (English). Medical Subject Headings. U.S. National Library of Medicine.
  35. ↑ Green, Stephen G.; Taber, Thomas D. (1980). "The effects of three social decision schemes on decision group process". Organizational Behavior and Human Performance. 25 (1): 97–106. doi:10.1016/0030-5073(80)90027-6. ISSN 0030-5073.
  36. ↑ Hunton, James E.; Price, Kenneth H.; Hall, Thomas W. (1996). "A field experiment examining the effects of membership in voting majority and minority subgroups and the ameliorating effects of postdecisional voice". Journal of Applied Psychology. 81 (6): 806–812. doi:10.1037/0021-9010.81.6.806. ISSN 0021-9010.
  37. ↑ Van de Ven, Andrew H., and Andre L. Delbecq. "The effectiveness of nominal, Delphi, and interacting group decision making processes." Academy of management Journal 17.4 (1974): 605-621. JStor
  38. ↑ Van de, A. H.; Delbecq, A. L. (1974-12-01). "The Effectiveness of Nominal, Delphi, and Interacting Group Decision Making Processes". Academy of Management Journal. The Academy of Management. 17 (4): 605–621. doi:10.2307/255641. ISSN 0001-4273.
  39. ↑ Humphrey-Murto S, Varpio L, Wood TJ, Gonsalves C, Ufholz LA, Mascioli K; et al. (2017). "The Use of the Delphi and Other Consensus Group Methods in Medical Education Research: A Review". Acad Med. doi:10.1097/ACM.0000000000001812. PMID 28678098.
  40. ↑ "Delphi Method". rand.org. RAND Corporation. Retrieved 2017-07-15.
  41. ↑ Fitch, K (2001). "The RAND/UCLA Appropriateness Method User's Manual". rand.org. RAND Corporation. ISBN 0-8330-2918-5. Retrieved 2017-07-15.
  42. ↑ Rideout C, Gil R, Browne R, Calhoon C, Rey M, Gourevitch M; et al. (2013). "Using the Delphi and snow card techniques to build consensus among diverse community and academic stakeholders". Prog Community Health Partnersh. 7 (3): 331–9. doi:10.1353/cpr.2013.0033. PMC 4154599. PMID 24056515.
  43. ↑ Khodyakov D, Grant S, Meeker D, Booth M, Pacheco-Santivanez N, Kim KK (2017). "Comparative analysis of stakeholder experiences with an online approach to prioritizing patient-centered research topics". J Am Med Inform Assoc. 24 (3): 537–543. doi:10.1093/jamia/ocw157. PMID 28011596.
  44. ↑ Khodyakov D, Grant S, Barber CE, Marshall DA, Esdaile JM, Lacaille D (2017). "Acceptability of an online modified Delphi panel approach for developing health services performance measures: results from 3 panels on arthritis research". J Eval Clin Pract. 23 (2): 354–360. doi:10.1111/jep.12623. PMID 27619536.


Template:WikiDoc Sources

Retrieved from "https://www.wikidoc.org/index.php?title=Industrial_and_organizational_psychology&oldid=1371620"