Appointing an Industrial/Organizational Appointing an Industrial/Organizational

PsychologistPsychologist

Jeffrey D. MalanJeffrey D. Malan

Ashford UniversityAshford University

PSY302: Industrial/Organizational Psychology PSY302: Industrial/Organizational Psychology

(BKK1220B) (BKK1220B)

July 10, 2012July 10, 2012

Instructor:  Dr. Jeanne HenryInstructor:  Dr. Jeanne Henry

We may be asking . . .We may be asking . . .

Collective overconfidence can Collective overconfidence can be dangerous!be dangerous!

. . . the right questions. . . . the right questions.

How to identify the internal How to identify the internal danger signalsdanger signals

Proactive human resource Proactive human resource

management policies are at the management policies are at the

core of effectively selecting, core of effectively selecting,

enabling, and supporting your enabling, and supporting your

greatest and most untapped asset.greatest and most untapped asset.

Your human capitol. Your human capitol.

The truth is; an organization may The truth is; an organization may

adopt or create any vision it adopt or create any vision it

ethically wishes, along with the ethically wishes, along with the

objectives that will promote the objectives that will promote the

realization of that vision.realization of that vision.

Okay, so what is the Okay, so what is the right question to ask?right question to ask?

Is our human resource Is our human resource

department’s processes department’s processes

aligned with our organization’s aligned with our organization’s

vision?vision?

Industrial / Industrial / Organizational Organizational

Psychologists make it Psychologists make it happen!happen!

““an organization’s human resources can be a an organization’s human resources can be a

potential source of sustainable competitive potential source of sustainable competitive

advantage” advantage”

(Toh, Morgeson, and Campion, 2011, p. 876).(Toh, Morgeson, and Campion, 2011, p. 876).

Your human capitol. Your human capitol.

The right answer. The right answer.

The right answer. The right answer.

The right answer. The right answer.

Has your organization Has your organization realized its vision? realized its vision?

Are you asking the right Are you asking the right questions?questions?

. . . the right answers for . . . the right answers for your organization. your organization.

Industrial / organizational Industrial / organizational Psychologists can help you Psychologists can help you

discover . . .discover . . .

Quantify your return on Quantify your return on investment in human capital, investment in human capital, and . . .and . . .

Industrial / Organizational Industrial / Organizational Psychologists Psychologists

win the win the warwar for talent! for talent!(Youssef and Noon, 2012)(Youssef and Noon, 2012)

ReferencesReferences

Greguras, G., & Diefendorff, J. (2009). Different fits satisfy different needs: Linking Greguras, G., & Diefendorff, J. (2009). Different fits satisfy different needs: Linking person-environment fit to employee commitment and performance using self-person-environment fit to employee commitment and performance using self-determination theory. determination theory. Journal of Applied PsychologyJournal of Applied Psychology , 94, 94 (2), 465-477. doi: (2), 465-477. doi: 10.1037/a001406810.1037/a0014068

Joo, B., & Park, S. (2010). Career satisfaction, organizational commitment, and turnover Joo, B., & Park, S. (2010). Career satisfaction, organizational commitment, and turnover intention: The effects of goal orientation, organizational learning culture and intention: The effects of goal orientation, organizational learning culture and developmental feedback. developmental feedback. Leadership & Organization Development JournalLeadership & Organization Development Journal , 31, 31 (6), 482- (6), 482-500. doi: 10.1108/01437731011069999500. doi: 10.1108/01437731011069999

Podsakoff, N., Whiting, S., Podsakoff, P., & Blume, B. (2009). Individual- and Podsakoff, N., Whiting, S., Podsakoff, P., & Blume, B. (2009). Individual- and Organizational-Level Consequences of Organizational Citizenship Behaviors: A Meta-Organizational-Level Consequences of Organizational Citizenship Behaviors: A Meta-Analysis. Analysis. Journal of Applied PsychologyJournal of Applied Psychology , 94, 94 (1), 122-141. doi: 10.1037/a0013079 (1), 122-141. doi: 10.1037/a0013079

Toh, S., Morgeson, F., & Campion, M. (2011). Human Resource Configurations: Toh, S., Morgeson, F., & Campion, M. (2011). Human Resource Configurations: Investigating fit with the organizational context. Investigating fit with the organizational context. Journal of Applied PsychologyJournal of Applied Psychology , 93, 93 (4), (4), 864-882. doi: 10.1037/0021-9010.93.4.864864-882. doi: 10.1037/0021-9010.93.4.864

Youssef, C., & Noon, A. (2012). Youssef, C., & Noon, A. (2012). Industrial/Organizational Psychology.Industrial/Organizational Psychology. San Diego: San Diego: Bridgepoint Education, Inc.Bridgepoint Education, Inc.