Psychology is the study of human behavior. It has two faces, the research face (science of psychology) and the application side (profession of psychology). Industrial psychology includes both these faces. The industrial psychology as a science explains that the problems require knowledge, and knowledge can be 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.
2. Use of various methods of collection and analysis or relevant data
3. The findings resulting from these methods associated analyses.
4. The application of such findings to the problems at hand.
Behavior is important in human work. It has two dimensions: Quantitative it can be measured, such as quantity and number of errors; and Qualitative it can be scaled as "goodness-badness", like job satisfaction.
There are 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).
In knowing the behavior of an individual, we can also know their skills and abilities and we can justify, what is the right work for them.
Behavioral research sometimes aimed in making predictions of relevant behavior. The prediction requires the use of two types of variable, the criterion (which is being predicted and also called as the dependent variable) and the predictor (one used in predicting the criterion and also called as the independent or controlled variable).
There are types of measurement of variables. First is the nominal scale by name, ordinal scale by comparisons, interval scale has no absolute zero, and the ratio scale has absolute zero). The research is needed to know because there are questions need to be answered.
Job-related behavior has two primary purposes. First, 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.
The Jobs of an individual it is means by which people earn their daily bread and represent how they spend a major portion of their live. Job analysis is therefore important because this obtains information about jobs. 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.
In collecting job’s information there are different methods for us to know it. 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.
This chapter discusses the different factors that affect the job behaviors of an employee.
Behaviors have two dimensions. The first is qualitative that measured like how good or bad the employees. The other is the quantitative dimension that can be measured like job performance (Number of absences, quantity, number of errors, etc.). As we think about the causation of human behavior, my specific human attribute or characteristic of the job setting causes a particular form of behavior because there is a statistical relationship between two variables does not mean that are necessarily causes the other individual variables are factors under personal characteristics such as attitudes, physical characteristics, interest and motivation, age, sex, education, experience and other personal characteristics. There are two general classes of situational variables namely the job and working conditions variables that include methods of work, design, arrangement and the physical work environment. The other is the organizational and social variables that include the character of the organization, true of training, and supervision received. Quantitative behavior of whatever form is the consequence on the total effect of several variables individual and situational.
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