Occupational Psychology

Topics: Occupational safety and health, Occupational health psychology, Human resource management Pages: 4 (1195 words) Published: April 2, 2013
Occupational Psychology
Industrial organizational psychology is the branch of psychology that applies psychological theories and principles to organizations. Often referred to as I/O psychology, this field focuses on increasing workplace productivity and related issues such as the physical and mental well being of employees. The overall goal of this field is to study and understand human behavior in the workplace. Occupational psychology is concerned with the performance of people at work, how organisations function and how individuals and small groups behave at work. They are used to increase the effectiveness of the organisation and improve the individual’s job satisfaction. Occupational psychology is broad and touches on ergonomics, time management and personnel.

Occupational Psychology;
a. Deals with the bahaviour of people at work
b. It assesses the employee’s well being in their work place to help them enhance their work performance and efficiency. c. Helps to achieve job satisfaction and good occupational health.

It has eight main areas:
1. Design of the workplace and work (ergonomics, health and safety). The main focus in occupational health is on three different objectives: (i) the maintenance and promotion of workers’ health and working capacity; (ii) the improvement of working environment and work to become conducive to safety and health and (iii) development of work organizations and working cultures in a direction which supports health and safety at work and in doing so also promotes a positive social climate and smooth operation and may enhance productivity of the undertakings. The concept of working culture is intended in this context to mean a reflection of the essential value systems adopted by the undertaking concerned. Such a culture is reflected in practice in the managerial systems, personnel policy, principles for participation, training policies and quality management of the undertaking.

2. Job Analysis:
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