Changes in I/O Psyc
Kirby and Hartstone M (1998). The Australian organisational psychologist: An update.This research was used as a way of assessing the roles and changes seen in I/O in Australia since the last survey was conducted. A survey of I/O psychologists operating within Australia was sent out with questionnaire of the types of work that I/O psychologists were involved with. This was compared with earlier surveys to look at patterns of change, and potential problems within I/O psychology. The main areas in which I/O psychologists were involved as reported in the survey were: consulting with management, training, test interpretation, management development, personnel counselling, vocational guidance, and performance appraisal. Although the areas where I/O psychologists worked had remained fairly stable over time there were different areas of work in which I/O psychologists were beginning to play a role . It was reported that there was a change in the main area of employment for I/O psychologists, historically more involved in public sector government, but it was reported that more I/O psychologists are beginning to work more in consulting roles. Increasingly there has been importance placed on health and safety issues, including harassme
There was a general view that I/O psychologists were seen as having little input into the solution of work based issues. Issues have arisen over the need for greater university course practicality, a need for better marketing of I/O professionals to business. It was also noted that much I/O research focused on top down, managerial techniques and little research was directed toward lower level personnel. There was also seen to be a need for better marketing of occupational psychologists Hand Summed up the main areas of concern in the future for I/O psychologists were integrity in practice, training ,and effective marketing of I/O psychology. There has also been a gender shift in I/O psychologists historically more males that females there have been Increasing number of women employed in I/O. Previous research has shown that when compared to countries such as Australia and the United States, New Zealand management has little knowledge of, and consequently little faith and respect for I/O psychology's practical applicability in business. better personal development, presentation, and communication skills. It was found that managers who did have a knowledge of I/O psychology responded more favourably in the questionnaires. Other areas, though less emphasised by management that were potential areas for I/O input were in employee motivation, counselling services, and management development. A more integrated approach involving all members of the workplace may improve I/O acceptability overall. There was a trend of specialisation within I/O in either employment or organisational development. Other issues that may need addressing to improve the acceptability of I/O psychology in new Zealand were suggestions such as a possible need for greater integration of social psychology and I/O psychology as much of I/O psychology focuses on similar group interactions, and behaviours covered in social psychology. nt, gender issues, and the induction of new employees.
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Acceptance Essays
