1.1 The Importa settings rather than just in the arena of traditional work.The example of David Morris helping to select the Traqi police force is one of those examples.In a similar vein.I-O psy. chologists are helping to revise the test given to individuals seeking U.S.naturalization (Ulewicz.2005). A more formal definition of 1-0 psychology,approached from the perspective of the I-O psychologist and what he or she does,has been adopted by the Society for Industrial and Organizational Psychology (an association to which many I-O psychologists belong.and which we will refer to in this text by the acronym SIOP): Industrial-Organizational (called I-O)Psychologists recognize the interdependence of indi- viduals,organizations,and society,and they recognize the impact of factors such as increasing government influences growing consumer awareness,skill shortages,and the changing nature of the workforce.I-Opsychologists facilitate responses to issues and problems involving people at work by serving as advisors and catalysts for business,industry,labor.public,academic. community.and health organizations They are: Scientists who derive principles of individual,group,and organizational behavior through research:Consultants and staff psychologists who develop scientific knowledge and apply it to the solution of problems at work;and Teachers who train in the research and application of Industrial-Organizational Psychology.(http://www.sioporg/history/crsppp.aspx.2012 Society for Industrial and Organizational Psychology,Inc.All Rights Reserved.Reprinted by permission of SIOP.www.siop.org.) Refer to Tables 1.1 and 1.2 for lists of the common areas of concentration for I-O psy- chologists and the common job titles they hold.A series on the SIOP website (http://www. siop.org/psychatwork aspx)called "Psychology at Work:What do 1-O psychologists really do?"provides profiles of 1-O psychologists that include how they became interested in I-O psychology,what a typical day is like,what aspects of the job are most challenging.why I-O psychology matters,and advice to future I-O psychologists. Traditionally,I-O psychology has been divided into three major concentrations:per- sonnel psychology,organizational psychology,and human engineering.We will briefly consider each of these concentrations.Even though we will talk about them separately. they often overlap considerably,as we will see. Personnel psychology(often seen as part of human resources management,or HRM) addresses issues such as recruitment,selection,training,performance appraisal,promo- tion,transfer.and termination.The approach assumes that people are consistently different in their attributes and work behaviors and that information about these differences can be used to predict,maintain,and increase work performance and satisfaction. Organizational psychology combines research and ideas from social psychology and organizational behavior.It addresses the emotional and motivational side of work.It includes topics such as attitudes,fairness,motivation,stress,leadership,teams,and the broader aspects of organizational and work design.In some senses,it concentrates on the reactions of people to work and the action plans that develop as a result of those reactions. Both work and people are variables of interest,and the issue is the extent to which charac- teristics of the people match the characteristics or demands of the work.Of course,organi- zational psychology has implications for performance,but they may not be as direct as is the case with personnel psychology. Human engineering (also called human factors psychology)is the study of the capacities and limitations of humans with respect to a particular environment.The human engineering approach is almost the opposite of the personnel approach.Remember.in the personnel approach the goal is to find or fit the best person to the job.In the human engineering Scanned by CamScannerScanned by CamScanner