CHAPTER 4: JOBS AND JOB ANALYSIS

Jobs are the means by which people earn their daily living. Job analysis is therefore important because this obtains information about jobs.

Jobs are created to fulfill functions that are considered necessary to achieve the objectives of the organization.  The combination of actual work activities that comprise a job, the physical and social environment, and other job-related factors collectively predetermine the nature of job requirement.. Job requirement is also imposed by organization to determine the abilities of an individual. This is considered as the criteria that are needed to be passed to get the aimed job. 

Job analyst is the one responsible in hiring the person, but sometimes, supervisor or the incumbent does this. Using the applicant's information, he can be able to decide if it has the capacity to contribute in the company.

There are different methods of collecting job information. These are the observation of a worker by a job analyst, interview of a worker by a job analyst, work diaries that workers use in recording what they do during the time of work, records, etc.

CHAPTER 3: BEHAVIORAL RESEARCH

Behavioral research sometimes aimed at making predictions of relevant behavior. Hence, prediction require the use of two types of variable, the criterion (which is being predicted and is considered as the dependent variable) and the predictor (one used in predicting the criterion and is considered as the independent or controlled variable).

Both predictors and criteria can be measured differently. By using nominal scale (name and labels), ordinal scale (comparison), interval scale (using patterns and has no absolute zero), and the ratio scale (absolute, existing and has absolute zero). These scales are somewhat follows a hierarchical order, nominal scale on the lowest level, and ratio scale on the highest level.

The need for research arises because there are questions need to be answered. Like in science research, it also follows the same steps. 

Also, there are six treatment of variables in research:

I.  Do not measure:

     1. Ignore

     2. Randomization

II. Measure under the following conditions:

     1. With no manipulation

     2. Manipulated by:

          a. Holding constant

          b. Matching

          c. Creating specific levels or categories

Job-related behavior has two primary purposes. First, all psychological research in industrial psychology depends on the measurement of various aspects of behavior in the working environment. Second, certain personnel management functions (such as personnel evaluation) require the measurement in quantitative terms of work-related behavior, such as job performance.

CHAPTER 2: BASES OF JOB-RELATED BEHAVIOR

Behavior plays an important role in human work. It has two dimensions: Quantified wherein it can be measured, such as quantity and number of errors; and Qualitative wherein it can be scaled as "goodness-badness", like job satisfaction.

There are also certain kinds of factors suggested in job performance, the individual variable (aptitudes, personality characteristics, age, sex, education, etc) and situational variable which is classified into two classes, the job and working conditions (methods of work, physical work environment, etc) and the organizational and social variables (type of training received, union relations, etc).

By knowing the behavior of an individual, including his abilities and skills, we can be able to justify if he is suit in a particular job.

CHAPTER 1: INTRODUCTION

Psychology is the study of human behavior and has two faces, the research face (science of psychology) and the application side (profession of psychology). Industrial psychology includes both these faces. This is existing because of human problems in organizations, and has its objective of solving or minimizing the problem.

The industrial psychology as a science explains that most problems require knowledge, and knowledge can be imparted by our experience. On the other hand, the industrial psychology as a profession is more on application of knowledge. 

The manner of working in Industrial Psychology has four stages: 

1. Identification of the problems to be treated. (e.g. dissatisfaction;controversy;conflict)

2. Use of various methods of collection and analysis or relevant data. (e.g. experimental design; data collection; statistical analysis methods)

3. The findings resulting from these methods ans associated analyses. (e.g. theories or generalizations; empirically derived research findings)

4. The application of such findings to the problems at hand. (adoption of certain practices such as using certain tests as the basis for personnel selection)