CURRENT ISSUES LECTURE

AND TRENDS IN PSYCHOLOGY LECTURE/SECOND SEMESTER02-21

CURRENT ISSUES AND TRENDS IN I/O PSYCHOLOGY

wellness struggles due to the

CHAPTER 3 fear of being judged or
discriminated against.
What is Industrial/ Organizational  Reluctance to Burden
Psychology? Others:
 I/O psychology applies psychological o 47 percent feel that
theories and principles to sharing their problems
organizations. It focuses on might burden their
understanding workplace dynamics, colleagues or superiors.
productivity factors, and employee
well-being.  Lack of Understanding:
o 41 percent believe
Two major sides:
that no one truly
understands what
 Industrial Psychology:
they are going
 Also known as personnel
through.
psychology, it aims to match
individuals with specific job roles.  Company Culture and
 Tasks include assessing employee Psychological Safety:
characteristics, training, o 38 percent of respondents
developing job performance perceive that their company
standards, and measuring lacks a culture of openness
performance. and psychological safety.
 Organizational Psychology: o 46 percent find the existing
 Focuses on how organizations culture satisfactory.
impact individual behavior. o 16 percent rate it as high or
 Factors like organizational very high.
structures, social norms,  Work-Related Stressors:
management styles, and role  Heavy Workload:
expectations influence behavior. o 46 percent cite an
 The aim is to enhance individual
excessive workload as a
performance while benefiting the
significant stressor.
organization as a whole.
 Long Hours:
o 41 percent feel the strain
LOCAL ARTICLE IN I/O PSYCHOLOGY of extended work hours.
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 Job Performance Worries:
 Challenges Faced by Employees:
 Fear of Judgment and
Discrimination:
o 52 percent of respondents
hesitate to share their mental

TRANSCRIBED BY: CARPIO, HAZELLE TRICIE T., PSYCHOLOGY STUDENT A2021

CURRENT ISSUES LECTURE
AND TRENDS IN PSYCHOLOGY LECTURE/SECOND SEMESTER02-21
o 40 percent grapple with must address these
performance-related stress. complexities.
 Cross-Cultural Awareness:
 Impact on Mental Health: o As organizations operate
 Anxiety Symptoms: across borders,
o 47 percent of Philippine understanding cultural
respondent’s experience differences becomes
anxiety due to work-related crucial. Effective
stress. communication and
 Burnout: collaboration require
o 46 percent have faced burnout. sensitivity to diverse
cultural norms and
 Preferred Mental Health Resources: practices.
 Flexible Work Arrangements:
o 49 percent value flexibility as a MYTHS TO AVOID:
resource.  Globalization is not merely about
 Paid Mental Wellness Leave or having a presence in other countries.
Time Off: It involves interconnected activities
o 43 percent seek paid leave for and relationships across borders.
mental well-being.  A successful global strategy doesn’t
 Budget for Health and Wellness mean doing things the same way
Activities: everywhere. Adaptation to local
o 36 percent appreciate allocated
contexts is essential.
funds for wellness initiatives.
 Integration is crucial when acquiring
 Psychologically Safe Workplaces: or merging with foreign companies.
o In such environments, Harmonizing processes and cultures
employees can freely express ensures success.
their concerns without fear of  A global strategy involves more
judgment or negative than just sales or operations in
consequences. another country. It encompasses
cultural awareness, talent
management, and adaptability.
INTERNATIONAL ARTICLE IN
I/O PSYCHOLOGY
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1. Globalization
 Remote Workforce:
o The rise of remote work poses
challenges for collaboration,
communication, and team-
o
2. SEXUAL HARASSMENT

o building. Industrial-
organizational psychologists
TRANSCRIBED BY: CARPIO, HAZELLE TRICIE T., PSYCHOLOGY STUDENT A2021
CURRENT ISSUES LECTURE
AND TRENDS IN PSYCHOLOGY LECTURE/SECOND SEMESTER02-21
o A pervasive issue, sexual EDUCATION AND TRAINING IN I/O
harassment affects many PSYCHOLOGY
American women voters,
particularly in the workplace. In thexxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx
dynamic field of Industrial-
o Victims experience stress, Organizational (I/O) Psychology,
psychological strain, and education plays a pivotal role in shaping
physical health problems due competent professionals. Let’s delve
into the educational landscape and
to harassment.
explore the degrees and institutions that
o Organizations must address
foster expertise:
this serious concern to protect
employees’ well-being and 1. Scientist-Practitioner Model:
maintain a healthy work o The foundation of I/O
environment. psychology education rests on
the scientist-practitioner model.
3. Automation and Artificial Intelligence
This dual emphasis equips
(AI): students with both research skills
o As AI takes on complex tasks, and practical insights.
organizations face new challenges. o Muchinsky (2006) underscores
o Morale and training become the importance of integrating
social scientific research and
critical. How employees relate to
real-world practice.
AI matters. 2.Emergence from Social
o Organizational psychologists Psychology’s Shadow:
explore AI-human interactions and o Initially considered an offshoot
their impact on productivity and of social psychology, I/O
job satisfaction. psychology has evolved
significantly.
4. Work-Life Balance and Employee o Organization-specific research,
Health: distinct theories, and specialized
o Unhealthy employees lead to courses have propelled it beyond
lower productivity and increased its social psychology origins.
3.Master’s Degrees in I/O
absenteeism.
Psychology:
o Prioritizing well-being improves  Master of Arts (MA) in I/O
both individual lives and overall Psychology:
workplace performance. Offered by esteemed institutions like:
 Ateneo de Manila University
 University of the Philippines
 University of San Carlos

TRANSCRIBED BY: CARPIO, HAZELLE TRICIE T., PSYCHOLOGY STUDENT A2021

CURRENT ISSUES LECTURE
AND TRENDS IN PSYCHOLOGY LECTURE/SECOND SEMESTER02-21
 Master of Science (MS) in I/O 2. Academic Background of HR
Psychology: Practitioners:
Notable programs include: o Approximately 50% of HR
 De La Salle University practitioners in the Philippines
 Pamantasan ng Lungsod ng Maynila have training in behavioral
 Rizal Technological University sciences.
 University of Sto. Tomas o This diversity reflects varied
paths leading individuals to HR
4. Doctoral Pathways: roles.
 Pursuing a PhD opens doors to 3. I/O Psychologists’ Versatility:
advanced research and leadership o They find employment across
roles: different organizations:
PhD in I/O Psychology: businesses, non-profits,
 Ateneo de Manila University (AdMU) government agencies, academic
PhD in Social–Organizational Psychology: institutions, and health
 University of Sto. Tomas organizations.
PhD in Industrial Psychology: 4.Employment Models:
 Cebu Doctor’s College o Full-Time I/O Psychologists:
 Northeastern College Larger companies hire them as
 Nueva Vizcaya State University full-time employees.
 Southeast Asian Interdisciplinary o Consultant I/O Psychologists:
Institute’s (SAIDI) Smaller companies contract
 University of Southeastern Philippines them for specialized expertise.

IN TRAINING
 In the Philippines, Industrial- CAREERS IN I/O PSYCHOLOHY
Organizational (I/O) psychologists
primarily function as Human Resource xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx
(HR) professionals within 1. HUMAN RESOURCE
organizations. Let’s explore this MANAGER- Recruiting new job
intersection: candidates|

1. HR Practice and I/O Psychologists: 2. WORKFORCE INSIGHRT-

o I/O psychologists often work in HR analyze employee performance,
roles, handling critical functions such management processes, and workflows
as recruitment, selection, training,
development, and employee relations. 3. PROFESSIONAL
o HR practice is not exclusive to I/O DEVELOPMENT CONSULTANT-
psychologists; globally, HR provides leadership training, Lead
professional development workshops
practitioners come from diverse
academic backgrounds.

TRANSCRIBED BY: CARPIO, HAZELLE TRICIE T., PSYCHOLOGY STUDENT A2021

CURRENT ISSUES LECTURE
AND TRENDS IN PSYCHOLOGY LECTURE/SECOND SEMESTER02-21
4. Organizational Effectiveness Manager-
Set organizational goals, refine management
processes, and
create a clear roadmap for achieving a
company’s vision

5. Team Development Manager- to analyze

team productivity and create training
materials

6. Change Management Professional-

specialize in streamlining company transitions

7. Executive Coach- Improve their

workplace performance

8. Internal and External Management

Consultant- provide businesses with outside
perspectives and strategies for improvement.

9. Strategy Development Professional-

drive long-term growth through implementing
innovative strategy specific to their industry

10. Staffing and Recruiting Manager- in

charge of all hiring and training processes

11. Behavioral Analyst- evaluates the

behavioral and social issues of employees,

12. Policy Officer- give accurate,

persuasive, and prompt advice to
policymakers in a variety of sectors.

13. Engineering Psychologist - analyze

how people interact with new technology and
innovations.

TRANSCRIBED BY: CARPIO, HAZELLE TRICIE T., PSYCHOLOGY STUDENT A2021