Editing Psychology (section)

=== Work ===
{{see also|Industrial and organizational psychology|Organizational behavior}}
Industrial and organizational (I/O) psychology involves research and practices that apply psychological theories and principles to organizations and individuals' work-lives.<ref>Truxillo, D. M., Bauer, T. N., & Erdogan, B. (2016). ''Psychology and work: Perspectives on industrial and organizational psychology''. New York: Psychology Press. {{ISBN|1134705697}}</ref> In the field's beginnings, industrialists brought the nascent field of psychology to bear on the study of [[scientific management]] techniques for improving workplace efficiency. The field was at first called ''economic psychology'' or ''business psychology''; later, ''industrial psychology'', ''employment psychology'', or ''psychotechnology''.<ref name=Koppes>Laura L. Koppes, "Industrial-Organizational Psychology", in Weiner (ed.), ''Handbook of Psychology'' (2003), Volume 1: ''History of Psychology''.</ref> An influential early study examined workers at Western Electric's Hawthorne plant in Cicero, Illinois from 1924 to 1932. Western Electric experimented on factory workers to assess their responses to changes in illumination, breaks, food, and wages. The researchers came to focus on workers' responses to observation itself, and the term [[Hawthorne effect]] is now used to describe the fact that people's behavior can change when they think they are being observed.<ref>Yeh Hsueh, "The Hawthorne experiments and the introduction of Jean Piaget in American industrial psychology, 1929–1932"; ''History of Psychology'' 5.2, May 2002.</ref> Although the Hawthorne research can be found in psychology textbooks, the research and its findings were weak at best.<ref>{{cite journal |first=H. M. |last=Parsons |year=1974 |title=What happened at Hawthorne?: New evidence suggests the Hawthorne effect resulted from operant reinforcement contingencies |journal=Science |volume=183 |issue=4128 |pages=922–932 |doi=10.1126/science.183.4128.922 |pmid=17756742  |s2cid=38816592 }}</ref><ref>{{cite journal |last1=Levitt |first1=Steven D. |last2=List |first2=John A. |year=2011 |title=Was There Really a Hawthorne Effect at the Hawthorne Plant? An Analysis of the Original Illumination Experiments |journal=American Economic Journal: Applied Economics |volume=3 |issue=1 |pages=224–238 |doi=10.1257/app.3.1.224 |s2cid=16678444 |url=http://www.nber.org/papers/w15016.pdf |access-date=9 June 2021 |archive-date=2 June 2018 |archive-url=https://web.archive.org/web/20180602152530/http://www.nber.org/papers/w15016.pdf |url-status=live }}</ref>

The name industrial and organizational psychology emerged in the 1960s. In 1973, it became enshrined in the name of the [[Society for Industrial and Organizational Psychology]], Division 14 of the American Psychological Association.<ref name=Koppes /> One goal of the discipline is to optimize human potential in the workplace. Personnel psychology is a subfield of I/O psychology. Personnel psychologists apply the methods and principles of psychology in selecting and evaluating workers. Another subfield, [[organizational psychology]], examines the effects of work environments and management styles on worker motivation, job satisfaction, and productivity.<ref>Myers (2004). Motivation and work. ''Psychology''. New York, NY: Worth Publishers</ref> Most I/O psychologists work outside of academia, for private and public organizations and as consultants.<ref name=Koppes /> A psychology consultant working in business today might expect to provide executives with information and ideas about their industry, their target markets, and the organization of their company.<ref>Steven Williams, "Executive Management: Helping Executives Manage Their Organizations through Organizational and Market Research" in Morgan et al. (ed.), ''Life After Graduate School in Psychology'' (2005).</ref><ref>See also for example Baden Eunson: ''Behaving – Managing Yourself and Others.'' [[S&P Global|McGraw-Hill]], Sidney/New York City 1987, {{ISBN|978-0-0745-2022-2}}.</ref>

Organizational behavior (OB) is an allied field involved in the study of human behavior within organizations.<ref>Moorhead, G., & Griffin, R. W. (2017). ''Organizational behavior: Managing people and organizations, 12th ed.''. Boston: Cengage. {{ISBN|978-1-305-50139-3}}</ref> One way to differentiate I/O psychology from OB is that I/O psychologists train in university psychology departments and OB specialists, in business schools.