Industrial psychology in the aircraft industry.

"The objectives of the present study were to get an indication of (a) the degree to which industrial psychologists and their activities have been accepted in the aircraft industry and (b) some of the factors related to this acceptance." "A questionnaire was mailed to 160 personnel executives in plants manufacturing products for the aircraft industry." Inferences are drawn regarding evolving trends, and inferences are drawn which "can be generalized to all the plants in the industry." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Industrial psychology in Psychological Abstracts: 1927-1959.

By comparing the ratio of abstracts appearing in Psychological Abstracts to membership in American Psychological Association Division 14, the productivity of industrial psychologists over the years 1927-58 was judged not to be increasing as is generally assumed. "Get the academic people to write less; get the people in industrial settings… to write more; get the consulting organization staffs to be interested in research." Influence from psychologists in industry, consulting organizations, and professors of industrial psychology in universities is needed for this to occur. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

A Pitfall in Industrial Research.

Comments on the article "Of management and measurement," by C. H. Lawshe (see record 1960-04872-001), which dealt with differential perception of the foreman's duties by ten printing foremen and their supervisors. The current author calls attention to a methodological pitfall which is illustrated in the aforementioned study. A linkage between accuracy of perception (in this case agreement of perception) and criterion of effectiveness may give rise to a spurious correlation. There seems to be a good possibility of such a linkage in the study Lawshe describes. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Industrial/organizational psychology in Canada: An introduction.

The objective in this Special Issue is to provide colleagues and students with an introduction to current research and professional issues in industrial/organizational psychology in Canada. The authors provide a historical context for that current work and offer some suggestions for future directions. The authors include a cross-section of industrial/organizational psychologists at work in Canada today, reflecting regional, language and gender differences. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The workshop in industrial psychology.

"Beginning with the 1953 APA Annual Convention, the Division of Business and Industrial Psychology has sponsored an annual all-day Workshop in Industrial Psychology concurrent with the Convention." The program titles and workshop leaders since 1953 are indicated. Major sections are: The Programs, Participants, Evaluation of the Workshops (Assets of the Workshops, Weaknesses of the Sessions, Suggestions for Improvements). 3 tables summarize information concerning the workshops. "Overall, the Industrial Psychology Workshops seem to have been satisfying and profitable experiences for the participants." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

New directions in industrial-organizational psychology.

This article introduces our motivation for producing a special section on new areas of research for I-O psychology. We briefly review presentations that sparked conversations around how I-O psychology could be applied to new contexts or related disciplines. We then introduce the articles that appear in this special section. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Internships in industrial psychology.

"The Executive Committee of the Division of Business and Industrial Psychology (Division 14) formed a committee to investigate… " the nature of training needs which may exist in the transition of psychologists from the academic situation to the situation of practical application. Results of a questionnaire survey relating to the problem are presented. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Image of industrial psychology among corporate executives.

89 executives attending a 1960 executive seminar of the American Management Association completed a 13 item questionnaire. "Almost twice as many executives stated that they would hire an industrial psychologist as compared with those who would decide against such a decision… . There are many executives still unconvinced that industrial psychology has any real worth at its present stage of development… . The areas of competence in which the industrial psychologist was judged to be most useful were morale, selection and training." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Professional education in industrial psychology: A statement of policy.

"The industrial psychologist should be a broadly trained psychologist… . Education in industrial psychology should provide grounding in psychological theory… . The curriculum should provide knowledge of the problem areas of industrial psychology… . Education in industrial psychology should include knowledge in other areas important in business and industry… . The student should become familiar with a very wide variety of research tools, methods, and procedures… . The education of an industrial psychologist should be realistic… . The education of industrial psychologists should include discussion of the ethical problems likely to arise in industry." The stated principles "should be interpreted in a flexible rather than a rigid fashion." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Opinions about industrial psychology by different groups of psychologists.

"In general, the findings provide a partial sketch of how industrial psychology is perceived and evaluated by different groups of psychologists. The most common criticism is that industrial psychology is not sufficiently concerned with its ties to basic psychology… . In addition, serious questions are raised concerning the areas of research that are emphasized or slighted, the professional qualifications of many practitioners, tendencies to offer psychological judgments that reach beyond scientific results, frequent overselling of industrial applications, and an excessive accent on the practical in training industrial psychologists. Many psychologists also charge that industrial psychology is too management oriented, that it operates too much within a management frame of reference… . Finally, it should be noted that our results reveal wide differences of opinion among the psychologists questioned, not only between the industrial psychologists and the other professional groups but strikingly also within the ranks of each group." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Industrial/Organizational Psychology in Poland.

The author discusses his impressions of industrial psychology in Poland. The purpose of the article is to inform others who have stereotyped notions of the psychology situation in Poland and invite them to change their stereotypes into knowledge and discover facts about industrial and organizational psychology there. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Reflections of a pioneering woman in industrial psychology.

Reflections on the life and career development of a woman early in the development of industrial psychology are recorded. The future of psychology in industry, particularly as it relates to women, is discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Theoretical and philosophical issues in industrial/organizational psychology.

In preparing to address the question posed to the various divisions regarding the extent and character of theoretical and philosophical concerns in the various areas of psychology, I informally solicited input from about 20 Division 14 members. Almost without exception I received the same response: the observation that philosophical issues are not central to the daily activities of most I/O psychologists. After a bit more thought, most were able to identify areas or issues within I/O psychology to which philosophical issues are relevant. In the comments which follow, I will make no attempt to be systematic or complete in presenting the philosophical/theoretical issues facing I/O psychology. I will present examples of different types of issues facing the field. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Applied psychology in action: Psychological research in personnel administration.

Industrial management has undoubtedly been skeptical about the value of the personnel psychologist as a direct part of its operations payrolled as its job evaluation, training, organization and methods and other functions are. Yet a large number and variety of management problems can be attacked by the application of the specialized skills of the research psychologist. And in most cases not only can they provide the most valid solutions and recommendations but can do this in a manner which will please even the most practical administrator. To do this, it seems important for the research psychologist to be close enough to the management and operations of the organization so that he can sense needs for research in day-to-day problems. And he can make acceptable recommendations for application of research results in the same setting. The possibilities for success are greater, of course, where the relationship between administrator and psychologist is a close and continuing one. The Civilian Personnel Research Branch (CPRB) of the U. S. Air Force Headquarters is in the fortunate position of approximating this ideal. This Branch conducts psychological research originating from everyday problems of the civilian personnel program of the Air Force. The author concludes that staffing with personnel specifically trained for such work pays dividends, if in no other way than in making such research sufficiently sound to assure management that the conclusions may be applied with confidence. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Automation, human engineering, and psychology.

"The age of automation presents a challenge for the industrial psychologist. At the same time it clearly presents problems of interest to other areas of psychology besides industrial—social, counseling, and experimental among them." "Broadly defined, human engineering is a phase of engineering which applies knowledge of human factors to design of machines—or of products." "The age of automation confronts not only the industrial psychologist but the entire profession with changes in research and training." "Let the engineer learn more about man—and the psychologist more about the machine. Together with other human factor experts, they will help industry to supply all of us products of greater efficiency, comfort and safety." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Consideration of Consulting Psychology/Organizational Educational Principles as they relate to the practice of industrial-organizational psychology and the Society for Industrial and Organizational Psychology's Education and Training Guidelines.

This article is written on behalf of the Society for Industrial and Organizational Psychology (SIOP) to present its reactions to the "Principles for Education and Training at the Doctoral and Postdoctoral Level in Consulting Psychology/Organizational" (R. L. Lowman et al, Education and Training Committee, see record 2003-04049-003). An overview of the history and practice of industrial-organizational psychology is provided. The Consulting Principles are then compared with SIOP Education and Training Guidelines (SIOP Guidelines, 1985 and 1999), and recommendations are made for enhancements to the Consulting Principles. The primary recommendation is for the addition of a second tier of competencies focusing on the knowledge, skill, and abilities that underlie the types of work described in the Individual-, Group-, and Organizational-Level Competencies. As an alternative, the Consulting Principles could focus on consulting skills and refer to the appropriate APA divisions regarding specialty areas. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Doctoral training programs in clinical psychology and in counseling psychology.

A list of the APA approved training programs in clinical and counseling psychology. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Doctoral training programs in clinical psychology and in counseling psychology.

"On recommendation of the Committee on Evaluation, the Education and Training Board with the concurrence of the Board of Directors of the American Psychological Association has approved the doctoral training programs in clinical psychology and in counseling psychology" conducted by the institutions listed. Under "Doctoral Programs in Clinical Psychology" 57 institutions are listed; 7 of these have interim approval while the others are undifferentiated by any rating. Under "Doctoral Programs in Counseling Psychology" 24 institutions are listed; 1 of these has interim approval. From Psyc Abstracts 36:02:2AM12A. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Doctoral training programs in clinical psychology and in counseling psychology.

"On recommendation of the Committee on Evaluation, the Education and Training Board with the concurrence of the Board of Directors of the American Psychological Association has approved the doctoral training programs in clinical and in psychology that are conducted by the institutions listed… ." Of the 47 institutions indicated in the clinical psychology list, six are asterisked to indicate that the institutions have recently developed programs which meet minimum standards. Of the 25 institutions in the counseling psychology list, seven have been asterisked. (PsycINFO Database Record (c) 2010 APA, all rights reserved)