Learning outcomes

This course aims to introduce the framework of industrial and organizational (I/O) psychology as a field of study and of intervention. In particular, it focuses on the relationships between interpersonal interactions (individual differences and not), job characteristics and organizational variables. At the end of the course, the student should be able to recognize constructs such as Work Engagement and Burnout, apply organizational models such as Job Demands-Resources and Demand-Control, and evaluate behaviors such as Job crafting and Counterproductive Work Behavior. Regarding the application of the subject of study, the student should be able to understand and solve interactive cases based on empirical evidence in the field of occupational psychology.

Program

The programme of the course will include the following:

1) Theoretical introduction to Organisational Psychology
. Psychology and Organisational Psychology
. Taylorism and Fordism
. Hawthorne Studies
. Herzberg: job design and job enrichment

2) Human Resources and Organisational functions
. Organisational Development
. Selection and assessment
. Training and Orientation
. Organizational policies and Diversity Management
. Position assessment
. Performance assessment
. Potential assessment

3) Decisions in organisations
. The role of cognitivism in organisational functions
. Heuristics and bias applied to organisational environment
. Managerial decisions and risky decisions

4) The role of individual differences
. Socio-anagraphic variables: age, gender and work experience
. Questionnaires and tests
. Constructs' measurement
. Personality traits
. Inclination to risk

5) Main constructs of organisational psychology:
. Effort and Rewards
. Job Resources and Job Demands
. Exhaustion, Cinism, work disengagement
. Work Engagement
. Job Performance

6) Reference organisational models
. Demand Control model
. Effort-Reward Imbalance model
. Job Demands-Resources model

7) Organisational behaviour
. Definition of behaviour
. The Theory of planned behaviour
. Counterproductive behaviour
. Prosocial behaviour

8) Job Crafting and training technique
. Job Crafting training methods
. Resources-based training methods
. Coaching and mentoring

The educational methods adopted are different for the attendant and non-attendant student, due to the high level of innovation of the literature taken as a reference, which requires a continuous verification of the contents of the course.
For attendant students, the educational method used will be frontal lessons to deliver basic notions; key-categories and fundamental practical instruments. In addition to this, students will be asked to perform the reading of scientific papers, and writing of digital works related to this discipline.
Besides, also thanks to the e-learning platform of the University, we will propose refreshment readings and media related to the topics of the course.
During the first lesson, attendant students will receive the complete calendar of the educational activity provided with the dates and topics of the lessons. Timetable, room and any possible suspension for the Professor's academic reasons will be provided as well.
For non-attendant students, the educational method will be the support provided for by the Professor during his receiving hours.
Moreover, throughout the academic year, the Professor will be available to receive individual students, according to notices published on the website, which are updated continuously.
Further updates will be made available to the students promptly, also through dedicated notices.
Given the current emergency, the lessons are available via streaming via zoom: https://univr.zoom.us/j/3493331610

Examination Methods