Definition of Industrial and Organizational Psychology
The development of psychology in Indonesia starting late 1949 or early 1950 with the use of psychological tests conducted by the Center for Psychology and the Center Psychotechniek Army is using it for selection and majors based on measurements psikometris.
New in 1953, Prof.. Slamet Iman Santoso, founded the Institute of Psychology and Education Assistant Psychotechniek Hall. Both institutions were then called into the Vocational Psychology and the Company.
Institute of Psychology of Education, Vocational developed into a Department of Psychology Faculty of Medicine UI Vocational Psychology majors of 1960 and the Company as one of its parts.
This section then becomes Department of Industrial and Organizational Psychology. This major development was pioneered by the Faculty of Psychology UI and the Faculty of Psychology, Padjadjaran University (1963), later followed by the Faculty of Psychology, Gadjah Mada University (1965).
The problems encountered in the development of Industrial and Organizational Psychology in Indonesia, among others, that in order to adapt its research results, developing theories, methodologies and sophisticated tools of the western world to conform to the conditions in Indonesia, we face difficulties with lack of or limited funds, staff researcher existing, and readiness to apply psychology in the field of labor organizations in the company.
In connection with that the industrial and organizational psychology in Indonesia today is still an applied science, in the sense that their activities are still in the field of implementation of audit for the selection and placement, counseling, vocational guidance, career development and implementation of corporate exercise programs. Being in the field of organization, human engineering and consumer behavior research has not been widely applied.
Industrial and organizational psychology is the result of growth of general psychology, experimental psychology and psychology in particular where broad application in industry took place around the 1930s. Until World War two industrial psychologists (no additional organizations) whose main activities are applying the methods, facts and principles of human psychology as a workforce. New since the second world war industrial and organizational psychology became an independent science with its activities.
1. carry out scientific research in relation to the role of human behavior in organizations and the organization itself;
2. develop and test theories of truth;
3. apply the new discoveries.
With these activities, industrial and organizational psychology is the overall knowledge that contains facts, rules, and principles of human behavior in the field of employment.
In connection with these activities, the industrial and organizational psychology needs to be in use for the benefit and the benefit of all parties concerned and should be strived for in its application that the interpretation was wrong not occurred.
Industrial and organizational psychology is the science which studies human behavior in his role as workers and consumers either individually or in groups.
The meaning of behavior is any activity carried out by humans, whether that can be observed directly (open behaviors) such as walking, talking, etc. and that can not be observed directly (closed behavior) such as thinking, motivation, etc. another.
In Indonesia alone, industrial psychology and organizational development is still limited to the activities, especially those that implement the findings of psychology in general, industrial and organizational psychology in particular, and in many industries and organizations.
As noted in industrial and organizational psychology of human behavior is learned in its role as workers and as consumers.
As workers, studied the behavior in the workplace, in carrying out his job duties, mutual influence in the relationship, the extent of labor according to their job.
As human labor becomes a member of industry organizations, on the contrary as a user of human consumers (users) of the product or service from an industry organization.
Other than humans learned that individuals and groups. In relation to the organizational units, structures, patterns and types of organizations to learn how to conduct an impact on the workforce, and vice versa.
From the findings are then obtained data, among others:
1. the existence of theories, rules and principles that can be applied back into the industrial activities and organizations for the benefit of workers, consumers and the organization.
2. collected data that not every successful manager in his job duties.
3. The main difference between a successful manager with the less successful managers lies in the speed and accuracy to solve problems and make decisions.
The findings obtained can be used to develop tests, exercises for candidates for the selection of managers and prospective managers.
Definition of Industrial Organizational Psychology is required to provide the limits for a science that studies the science is clear. As a specialty area within the framework of psychological science, the Industrial Organizational Psychology has a limited definition of science studies.
One definition says, "industrial and organization psychology is the scientific study of the relationship Between man and the world at work; the study of adjustment people make to the Places they want to go, the people meet and the Things they want they want do in the process of Making a Living " (cited in Muchinsky Guion, 1983)
Blum and Taylor (1968) defines as the Organization of Industrial Psychology, "... Simply the application or extension of psychological facts and principles to the problems Concerning Human beings operating within the context of business and industry."
According to the Society of Industrial and Organizational Psychology (SIOP, APA Division 4), briefly Industrial Organizational Psychology defines as follows: " Industrial / Organizational (I / O) psychology is both the study of behavior in organizational and work settings and application of the methods , facts, and principle og psychology to individuals and groups in organizational and work settings. "
Industrial Organizational Psychology is a science subdisplin of psychology that studies human behavior in an organizational context, whether for-profit organizations or industry organizations, as well as the reciprocal influence between individuals and organizations working place.
In practical reality, Industrial Organizational Psychology overlaps with other disciplines. Society of Industrial and Organizational Psychology (SIOP), provides some of the meters that distinguish the Organization of Industrial Psychology with another specialty within the discipline of psychology.
Population
The primary focus of Industrial Organizational Psychology is human behavior in work settings (work setting). Industrial Organizational Psychology Since the population is in the business, industry, labor, public (including non-profit), academic, community, and health organization.
Problem
Industrial Organizational Psychology has applicative problems pertaining to human problems in his work, which includes recruitment, selection, training, development, motivation, organization development, consumer behavior, structure of work, human factors and others.
Procedures and Techniques
A variety of procedures, tools and techniques have been developed to assist the Organization of Industrial Psychology in handling the problem effectively. There are three important elements to be measured, namely workers, his job, and work context.
In relation to workers developed a variety of tests to measure individual differences such as intelligence tests, personality tests, measuring tools and a variety of other measuring instruments. If for measuring aspects of his work using job analysis procedures (job analysis).
To measure the context of the work has developed various procedures and test kits to identify organizational culture, organizational climate, organizational design, reward system in the organization and others.
Industrial Organizational Psychology own purposes, the same as those listed in the preamble code of ethics in psychology, namely for the welfare of mankind (the well being of human beings). So in the studies and recommendations, Industrial Organizational Psychology must place the dignity of humanity as the highest measure, not the welfare of individuals within the organization or advancement solely based organizations.
Industrial and Organizational Psychology in Indonesia
The development of psychology in Indonesia starting late 1949 or early 1950 with the use of psychological tests conducted by the Center for Psychology and the Center Psychotechniek Army is using it for selection and majors based on measurements psikometris.
New in 1953, Prof.. Slamet Iman Santoso, founded the Institute of Psychology and Education Assistant Psychotechniek Hall. Both institutions were then called into the Vocational Psychology and the Company.
Institute of Psychology of Education, Vocational developed into a Department of Psychology Faculty of Medicine UI Vocational Psychology majors of 1960 and the Company as one of its parts.
This section then becomes Department of Industrial and Organizational Psychology. This major development was pioneered by the Faculty of Psychology UI and the Faculty of Psychology, Padjadjaran University (1963), later followed by the Faculty of Psychology, Gadjah Mada University (1965).
The problems encountered in the development of Industrial and Organizational Psychology in Indonesia, among others, that in order to adapt its research results, developing theories, methodologies and sophisticated tools of the western world to conform to the conditions in Indonesia, we face difficulties with lack of or limited funds, staff researcher existing, and readiness to apply psychology in the field of labor organizations in the company.
In connection with that the industrial and organizational psychology in Indonesia today is still an applied science, in the sense that their activities are still in the field of implementation of audit for the selection and placement, counseling, vocational guidance, career development and implementation of corporate exercise programs. Being in the field of organization, human engineering and consumer behavior research has not been widely applied.
Industrial and organizational psychology is the result of growth of general psychology, experimental psychology and psychology in particular where broad application in industry took place around the 1930s. Until World War two industrial psychologists (no additional organizations) whose main activities are applying the methods, facts and principles of human psychology as a workforce. New since the second world war industrial and organizational psychology became an independent science with its activities.
1. carry out scientific research in relation to the role of human behavior in organizations and the organization itself;
2. develop and test theories of truth;
3. apply the new discoveries.
With these activities, industrial and organizational psychology is the overall knowledge that contains facts, rules, and principles of human behavior in the field of employment.
In connection with these activities, the industrial and organizational psychology needs to be in use for the benefit and the benefit of all parties concerned and should be strived for in its application that the interpretation was wrong not occurred.
Industrial and organizational psychology is the science which studies human behavior in his role as workers and consumers either individually or in groups.
The meaning of behavior is any activity carried out by humans, whether that can be observed directly (open behaviors) such as walking, talking, etc. and that can not be observed directly (closed behavior) such as thinking, motivation, etc. another.
In Indonesia alone, industrial psychology and organizational development is still limited to the activities, especially those that implement the findings of psychology in general, industrial and organizational psychology in particular, and in many industries and organizations.
As noted in industrial and organizational psychology of human behavior is learned in its role as workers and as consumers.
As workers, studied the behavior in the workplace, in carrying out his job duties, mutual influence in the relationship, the extent of labor according to their job.
As human labor becomes a member of industry organizations, on the contrary as a user of human consumers (users) of the product or service from an industry organization.
Other than humans learned that individuals and groups. In relation to the organizational units, structures, patterns and types of organizations to learn how to conduct an impact on the workforce, and vice versa.
From the findings are then obtained data, among others:
1. the existence of theories, rules and principles that can be applied back into the industrial activities and organizations for the benefit of workers, consumers and the organization.
2. collected data that not every successful manager in his job duties.
3. The main difference between a successful manager with the less successful managers lies in the speed and accuracy to solve problems and make decisions.
The findings obtained can be used to develop tests, exercises for candidates for the selection of managers and prospective managers.
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