Psychology at workplace


Psychology at the workplace is often called 'Industrial and Organisational (I/O) psychology' or 'work psychology'. Industrial and organizational psychology is the study of both a workplace's environment and the employees who work there. The goal of workplace psychology is to identify and solve problems, increase employee satisfaction, and improve workplace dynamics.


It is concerned with understanding, explaining, and ultimately improving the attitudes and behaviors of individuals and groups in organizations and applying this knowledge to problems at work. A few of the issues that workplace psychology research helps to solve include psychological trauma in the workplace, employee productivity issues, and managing worker stress levels.


When we talk about psychology at work, we refer to the application of psychological principles within the work setting. Studies have shown that using psychology at work can help solve problems and create improvements in the workplace.

We must all agree that working in an office environment can be very stressful. Because stress affects employee productivity and job happiness, employers look for strategies to manage it. Keep in mind that dissatisfied employees can decide not to put in as much effort as those who are satisfied in their jobs.

Industrial psychology focuses on areas of employment and organizational processes that create an environment for success, including (Rogelberg, 2007):

  • Team and organizational effectiveness

  • Employee recruitment and promotion

  • Individual differences, measurement, and testing

  • Training and development (including coaching)

  • Performance management (appraisal and improvement)

  • Workplace health (stress and safety)

  • Employee attitudes and satisfaction

  • Compensation and benefits

  • Employee motivation

  • Employee harassment and bullying


How Can Psychology be Used in the Workplace?

Using psychology in the workplace can have many benefits for both employees and employers. Typically, the goal is to improve the mental well-being of employees so they feel safe, valued and equipped to do their job effectively. This in turn reduces stress levels and increases the productivity of employees, which can contribute to better business outcomes for employers

‘Wouldn’t it be wonderful if all employees loved their jobs so much that they couldn’t wait to get to work? And what if the staff were so well suited to their role that their performances were outstanding?’ (Aamodt, 2010). While it may be unlikely to happen all the time and for everyone, a happy and productive workforce is the ultimate goal of industrial psychology (Aamodt, 2010).

Many large organizations have organizational psychologists on staff to deal with psychological issues in the workplace. These professionals use psychology and worker research strategies to assess workplace environments, identify areas in need of improvement, and develop strategies to address those issues. They also study company culture and job requirements to help develop better hiring and training processes.


References:

Psychology in the workplace, By Anonymous, Accessed on 13th July 2022

https://www.apa.org/topics/workplace

Consumer Psychology, By Anonymous, Accessed on 13th July 2022

https://www.emotiv.com/glossary/workplace-psychology/


Everything You need to know about Psychology at work, by Martin Luenendonk, Updated on September 23, 2019

https://www.cleverism.com/psychology-work/


 

This Blog on 'Psychology at the workplace' has been contributed by Chrisann D'souza. She is an ambitious and results-driven individual. She loves to learn about the human psyche and hopes to raise awareness about mental health, gender issues, and cruelty to animals.


She is part of the International Journal of Neurolinguistics & Gestalt Psychology, IJNGP is a peer-reviewed journal that serves as a platform for the enrichment, articulation, and support of the constantly emerging field dedicated to promoting the study and research in Neurolinguistics Gestalt Psychology, and Therapy.