Research in Action: Experiments That Shaped I/O Psychology

A brief tour of classic studies that shifted the focus from machines and efficiency to people and motivation.

To understand how psychology entered the workplace, we must look at a few pivotal studies that revealed the human side of productivity. These experiments helped shift the focus from machines and efficiency to people and motivation. Each one highlights a key moment in the evolution of I/O Psychology.

💡 Experiment 1: The Hawthorne Studies — Lighting Up Worker Motivation

What happened?
Originally designed to test how lighting affected factory workers' productivity, this series of studies at Western Electric's Hawthorne Works in the 1920s–30s uncovered something unexpected. Productivity improved not just with better lighting—but even when lighting was reduced. Why? Because workers felt observed and valued.

Why it matters:
This led to the discovery of the Hawthorne Effect: when people know they're being studied, their behavior often changes. These findings launched a wave of research into social and psychological factors at work including morale, motivation, and supervision.

Related Topics: Motivation, Human Relations Movement, Social Psychology in the Workplace

🎥 Watch:

Source: AT&T Tech Channel. (n.d.). AT&T Archives: The year they discovered people [Video]. YouTube. https://www.youtube.com/watch?v=D3pDWt7GntI

Reflection: How can simple acts of attention or feedback improve workplace performance?

💡 Experiment 2: Time-and-Motion Studies — The Science of Efficiency

What happened?
Frederick W. Taylor and Frank & Lillian Gilbreth used detailed observations and stopwatch timing to break down jobs into smaller tasks, identifying the “one best way” to perform each. These studies revolutionized how work was structured and launched the era of scientific management.

Why it matters:
While criticized for treating workers like machines, these methods sparked ongoing interest in job analysis, ergonomics, and performance measurement—all central to modern I/O Psychology.

Related Topics: Scientific Management, Industrial Engineering, Job Design

🎥 Watch:

Source: Opex Insights with Yash. (n.d.). Time and motion study: Improve processes and increase efficiency [Video]. YouTube. https://www.youtube.com/watch?v=cgZ2AMPQGgY

Reflection: Where do you see echoes of Taylorism today—and how do we balance efficiency with human needs?

💡 Experiment 3: Army Alpha & Beta Tests — Psychology Goes to War

What happened?
During World War I, psychologists created the Army Alpha (verbal) and Beta (non-verbal) intelligence tests to quickly assess and assign thousands of soldiers. This large-scale project demonstrated the power of standardized testing and brought psychology into government and industry.

Why it matters:
These tests were early examples of how psychometrics could be applied to personnel selection. They also raised ethical questions about fairness and cultural bias, debates that continue in today’s hiring practices.

Related Topics: Psychological Testing, Intelligence Assessment, Job Fit

🎥 Watch:

Source: Prof. Mike Botwin’s Course Videos. (n.d.). P182 intelligence Army Alpha and Beta [Video]. YouTube. https://www.youtube.com/watch?v=4LQ_cop56Kg

Reflection: How have selection tools evolved since the Army Alpha/Beta tests—and what challenges remain?

💬 Reflect & Discuss

Q1. What do these experiments reveal about shifting views of workers?

From tools to be optimized → to people with motivation, needs, and social dynamics.

Q2. How did global events shape I/O Psychology’s goals?

WWI & WWII accelerated large-scale testing, selection, and applied psychology in organizations.

Q3. Which of these studies feels most relevant today?

Answers will vary—e.g., Hawthorne Effect in engagement surveys, time-motion in algorithms, testing in AI hiring.

📝 Quick Self-Check Quiz

Test yourself! Click each question to reveal the answer.

1) What is the Hawthorne Effect?

Answer: They revealed what became known as the Hawthorne Effect: when people know they are being observed, they often change their behavior — usually by working harder or showing more effort. This highlighted the powerful role of attention, feedback, and social factors in motivation at work.

2) What was the main focus of Taylor’s time-and-motion studies?

Answer: They broke jobs into smaller steps and timed each one to identify the “one best way” to perform a task. This focus on efficiency became the foundation of scientific management and influenced modern practices like job design, ergonomics, and performance measurement.

3) Why were the Army Alpha & Beta tests important?

Answer: They showed how psychology could be applied to real problems by using standardized tests to quickly sort, place, and assign thousands of people. The Army Alpha and Beta tests proved that large-scale testing could guide personnel decisions, setting the stage for modern hiring, assessment, and educational testing.

💡 Tip: Practice explaining one insight as if advising a future employer—clear, practical, evidence-based. You're already thinking like an I/O psychologist!

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