Industrial/Organizational (I-O) psychology is an every growing field within psychology. The primary goal behind I-O psychology is to aid in helping organizations/companies who may have employee issues resolve them for a better working relationship between companies and the employees. I-O psychology has been evolving over the course of the last many years, by having developed a foundation, as a science, ethical principles and use of statistics. Industrial/Organizational Psychology Evolution
I-O psychology began in early years of the twentieth century and was composed from a combination of science, philosophy and psychology. I-O psychology began advancing as there was growth of large corporations, growth of mass production corporations, growth of measurement and statistics, and growth of engineering developments. When I-O psychology was emerging some of its primary focus was on employee fatigue and health (Spector, 2012). Two primary founders are noted for the American I-O field; Hugo Munsterberg and Walter Dill Scott (Spector, 2012). Both Munsterberg and Scott made many contributions to the field of I-O which included applying the field of psychology to problems within businesses, advertising, writing pioneering textbooks for the field, etc (Spector, 2012).
Not only was I-O evolving to help businesses, the concept was even applied to World War I in assistance to the United States and United Kingdom (Spector, 2012). A psychologist, Robert Yerkes, offered assistance to the army through I-O psychology during 1917. A primary service provided through I-O psychology for the army was creating a large-scale psychological test to aid in placing recruits in the right positions (Spector, 2012).
I-O psychology continued to develop over the years. I-O psychology grew as organizations grew. More I-O psychologists were needed as organizations grew, hired more employees and began to need guidance on problems that arose. 1921 was another big...