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History and evolution of workplace psychology: from the industrial era to telework - psychology organizational
Work psychology, also known as organizational psychology or industrial-organizational psychology (IOP), has come a long way from its humble beginnings. What began as an attempt to optimize efficiency in factories has transformed into a complex and vital discipline that addresses employee well-being, organizational culture, talent management and, more recently, the challenges of remote work.
The foundations of work psychology were laid during the Industrial Revolution. At that time, the main concern was to increase the productivity and efficiency of workers in factories. Figures such as Frederick Winslow Taylor, with his "scientific management," sought to optimize every task and process. However, psychology, as a separate discipline, did not yet play a central role.
Hugo Münsterberg, considered one of the pioneers of industrial psychology, applied psychological principles to employee selection, job design and efficiency improvement. His studies on fatigue and working conditions laid the groundwork for a deeper understanding of the impact of the work environment on human performance. Aptitude tests also began to be developed to assess candidates' abilities.
World War I significantly boosted the development of work psychology. The need to quickly select and classify large numbers of military recruits led to the development of standardized psychological tests, such as the Army Alpha and Army Beta. These tests evaluated soldiers' intelligence and aptitudes, allowing for more efficient assignment to different roles and tasks. The experience gained during the war demonstrated the value of psychology in selection and classification of personnel, paving the way for its adoption in the private sector after the war.
After World War I, work psychology underwent a major shift. While efficiency remained relevant, greater attention began to be paid to employee well-being and the importance of human relations in the workplace. The Hawthorne studies, conducted at the Western Electric Company in the 1920s and 1930s, showed that social and psychological factors, such as attention and recognition, could have a significant impact on productivity, often outweighing the effect of changes in the physical conditions of work.
This focus on human relations led to the development of theories such as Maslow's hierarchy of needs and Herzberg's two-factor theory, which emphasized the importance of motivation, job satisfaction and employees' personal development. Companies began to implement training and development programs, as well as more employee-centered human resources policies.
As the twentieth century progressed, work psychology expanded to cover a broader range of topics, including organizational culture, leadership, communication and change management. Organizational psychology focused on understanding the internal dynamics of organizations and how these affect employee performance and well-being. Organizational diagnostic tools and intervention strategies were developed to improve organizational effectiveness and promote a more positive work environment.
The twenty-first century has brought new challenges and opportunities for work psychology. Globalization, rapid technological change and demographic shifts have transformed the world of work. Companies face the need to manage diverse teams, adapt to new technologies and compete in an increasingly demanding global market.
Automation and artificial intelligence are transforming the nature of work, eliminating some jobs and creating others. Work psychology plays a crucial role in helping employees adapt to these changes, developing skills relevant for the future and managing the stress and anxiety associated with job uncertainty. The impact of artificial intelligence on decision-making, communication and collaboration at work is also being researched.
Telework, driven by the COVID-19 pandemic, has become a reality for many people. Work psychology is investigating the challenges and opportunities of remote work, including time management, maintaining work–life balance, virtual communication and fostering team cohesion at a distance. Companies are implementing flexible work policies and support programs to help employees succeed in the remote work environment.
In the twenty-first century, increasing attention is being paid to employee well-being and mental health. Work stress, burnout and mental health issues can have a significant impact on performance and productivity. Work psychology is developing prevention and treatment strategies to address these problems, promoting a healthy work environment and fostering employee resilience.
The future of work psychology is promising. As the world of work continues to evolve, work psychology will continue to play a crucial role in improving employee performance, well-being and satisfaction. Work psychology is expected to focus increasingly on talent management, diversity and inclusion, innovation and creativity, and the development of effective leaders. The application of artificial intelligence and data analytics will also offer new opportunities to understand and improve the work environment.
