To enable companies to overcome complex contemporary socio-economic challenges, the application of work and organizational psychology in the corporate context is more a necessity than a choice.
The results of the study put the spotlight on this point State of the Global Workplace 2023 Report from Gallup. The study, each year, offers an accurate picture of how employees (122,416 surveyed this year on all continents) live the work experience. According to the latest version of the report, up to 51% of employees are actively or passively looking for a new job.
Although on a global scale the level of engagement has increased compared to last year for 23% of employees, 59% of them feel psychologically disconnected from their employer, fully falling into the Quiet Quitting phenomenon. 18% even clearly show their intolerance even by taking actions that directly harm the body. Stress levels hit record highs (44%) since the pandemic period and shows no signs of abating, and engagement has an impact on employee stress 3.8 times greater than the workplace, whether on-site or remotely.
If we look after Italy, the numbers are even more alarming. Our country ranks last in Europe for the level of engagement (5%) and stress affects up to 46% of workers, ranking it in 7th place compared to the other states of the old continent. Given these results, the need for an approach to workers that is more attentive to the psychological aspects of the relationship between the individual and the work activity seems very evident.
What is occupational and organizational psychology
Let’s start by defining what work and organizational psychology is. Developed between the end of the 19th and the beginning of the 20th century – one of the first reference texts signed by the German psychologist Hugo Münsterberg entitled “Psychology and Industrial Efficiency” dates from 1913 – the psychology of work and organizations is a branch of psychology that specifically investigates human behavior within the work environment.
We talk about organizational work psychology because the psychological approach applied to the work environment can actually focus on both the individual’s behavior and his relationship with the workplace, touching on aspects such as employee training and work performance measurement and much more , both for the behavior of groups. This could include studies of interpersonal relationships in the workplace, as well as work environments and organizational policies.
Occupational psychology and organizational psychology, although thus two separate areas of workplace psychology, are closely related, with a common goal: to create the conditions for a workplace to be psychologically healthy, that is, where employees feel safe, valued, involved and productive. The underlying belief is actually that when companies and employees have a great understanding and a strong bond, it becomes easier for companies to succeed, gain profits and stand out in their industry.
What is he doing work and organizational psychology and its benefits
The application of psychological principles to human behavior in the workplace brings with it a number of advantages for companies that decide to adopt this approach by introducing the figure of the occupational psychologist into the organization. Improving work performance, facilitating employee well-being, and improving skills and relationships, both internal and external, are the three main benefits. Let’s look at them in more detail.
Improve work performance
The adoption of occupational psychology within the company has its advantages from the early stages of the employee’s life cycle. Its application, in fact, can improve recruitment practices by developing new recruitment processes suitable for the type of resources the company needs. The occupational psychologist can then support the recruiter in the selection of candidates and, through the application of psychological principles on workplace behaviour, identify the most suitable people to fill the particular role, also reducing the risk of turnover.
In addition, the occupational psychologist can perform a psychological assessment of employees already in the workforce, identifying key skills and unexpressed potential. This process can help relocate workers to positions that best suit their skills and talents, with the goal of upskilling and upskilling, leading to greater productivity and workplace satisfaction.
A motivated employee is more likely to actively engage and aim to achieve the company’s goals. Work psychology helps create a work environment that promotes motivation. Various actions can be taken, ranging from implementing recognition and reward programs to developing personalized career plans, from fostering an inclusive company culture to creating spaces where employees can grow and feel valued, and even help managers to communicate more effectively with employees by promoting the practice of constructive feedback.
Facilitating employee welfare
The happiness and well-being of employees includes various aspects ranging from the physical environment in which they operate, to aspects of a psychological nature linked, for example, to the level of perceived stress, to satisfaction to work-life balance.
Also, in this respect, occupational psychology can make a difference by helping, for example, to achieve work-life balance through the creation of differentiated and inclusive work environments that meet people’s needs. proposing strategies to improve organizational structure and human relations that can create higher levels of job satisfaction among employees; developing programs to manage workplace stress; providing psychological support to employees in difficult situations; promoting mental health in the workplace through prevention and awareness programs.
Improve skills and relationships, internal and external
If work psychology, as we said, can help create better work environments by assessing personality traits and human behavior in relation to the job to be filled, on the other hand, organizational psychology optimizes behavior and dynamics of the work team by stimulating greater collaboration in the workplace, identifying barriers to productivity and efficiency, and developing a plan to solve these problems. Just as applied psychology in the workplace can help develop positive and effective relationships with external stakeholders such as customers, suppliers, business partners and the community at large. Effective communication, conflict management, active listening, are just some of the soft skills that the occupational psychologist can bring out from people to shape them together.
Work and organizational psychology: areas of application
Based on what has just been said, it is clear that work and organizational psychology can find various areas of application in companies. Its activity naturally falls within the field of Human Resources with which it collaborates to achieve the set business goals.
So let’s give just three examples of how this branch of psychology can intervene in an organization by improving the relationship between the worker and the activity he is asked to perform.
Selection and training of personnel
Through the use of tools such as psychometric tests, behavioral interviews and skills assessments, the occupational psychologist helps identify the candidate, external or internal to the organization, best suited to fill the vacancy. The professional psychologist also creates customized training programs that allow employees to improve their skills and keep up to date with new technologies and methodologies in the industry. This training not only helps improve the skills of employees, but also has a positive impact on their personal satisfaction and the overall effectiveness of the organization.
Business coaching
Corporate coaching also falls under the skills of the professional psychologist. The specialist provides individual and personalized support to managers, executives, but also to a work group. Through coaching, leadership skills are developed, specific challenges are addressed and management skills are improved.
The psychology of work against mobbing, burnout and work stress
From the Gallup study mentioned at the beginning we were able to see how work stress has reached an alarming level in our country, so much so that it jeopardizes productivity within the company. But stress is not the only psychological risk that an organization can suffer if it is not adequately supported, the other more relevant ones are mobbing and burnout. The presence of an occupational psychologist can not only help identify cases and causes associated with these discomfort situations, but can also help prevent them by promoting a healthy environment and teaching how to manage each moment of crisis.