Por que querer (re)descobrir a psicologia do trabalho no Brasil? / Why do we want to (re)discover work psychology in Brazil?

A história da psicologia do trabalho é plural. Tudo o que se herdou foi sendo objeto de muita controvérsia no âmbito de análises que vieram permitir um melhor esclarecimento de questões deixadas em aberto, consideradas residuais ou até completamente ignoradas. Os posicionamentos críticos deram novo alento aos projetos de renovação da abordagem da experiência humana quando investida na atividade de trabalho. Na academia brasileira, vários contributos o demonstram

The history of work psychology is plural. All that has been inherited has been subject to much controversy within the scope of analyses that have allowed a better clarification of questions left open, considered as residual or even completely ignored. Critical positions have given new vigour to the projects of renovation in the approach to human experience when invested in the activity of work. In Brazilian academia, several contributions demonstrate this.

De Elton Mayo a Ivar Oddone: redescobrir a instrução ao sósia / From Elton Mayo to Ivar Oddone: rediscovering the instruction to the double

O presente texto foi publicado originalmente como prefácio de uma obra de Yves Clot em homenagem a Ivar Oddone. Decidimos publicá-lo no formato de artigo, com a autorização do autor, por considerarmos que traz importantes e atuais contribuições para o campo do trabalho em intercruzamento com diversas teorias: Clínica da Atividade, Ergologia, Ergonomia, Saúde do Trabalhador, dentre outras. Neste texto, Yves Clot retoma aspectos significativos da obra de Ivar Oddone e tece reflexões sobre aspectos originais dessa, nem sempre considerados pelos estudiosos da área. Assim, faz uma análise comparativa com as propostas apresentadas por Elton Mayo, as quais se sagraram como importante ferramenta para o desenvolvimento do capitalismo industrial sob a suposta égide do enaltecimento do aspecto humano nas situações de trabalho. Ao contrário das concepções e práticas de Mayo, que foram efetivamente voltadas para o aumento da produtividade das empresas e, portanto, para a exploração dos trabalhadores, Oddone buscou reconhecer e valorizar o saber dos operários, com o intuito de que esse se configurasse como um contrapoder ao ampliar o seu poder de agir na situação de trabalho, aspectos que são amplamente discutidos por Clot no texto que ora apresentamos.¹

This text was initially published as a preface written by Yves Clot in honor of Ivar Oddone. We decided to publish it as an article, authorized by the author, as we believe that it brings important and current contributions to the field of work, in interseccion with several theories: Clinic of Activity, Ergology, Ergonomics, Worker's Health, among others. In this text, Yves Clot takes up highlights of Ivar Oddone's work and produces reflections about its original aspects, not always considered by experts in the field. Thus, he makes a comparative analysis with those aspects and the proposals presented by Elton Mayo, which have become an important tool for the development of industrial capitalism under the supposed appreciation of the human sides in work situations. Contrary to Mayo's conceptions and practices, which were aimed at increasing the productivity of companies and, therefore, at the exploitation of workers, Oddone sought to recognize and value the knowledge of workers, intending that this was used as a kind of counterpower, by expanding its power to act in the work situation, points that are widely discussed by Clot in the text that we present now.

Difusión, circulación y apropiación de la psicotécnica en el ámbito laboral en Colombia (1940-1980) / No disponible

El artículo quiere contribuir a la historia del conocimiento psicológico en la industria en Colombia. Con ese propósito es analizada la implementación de las primeras pruebas psicotécnicas con fines de selección de personal por parte de Mercedes Rodrigo (1891-1982), la difusión de las teorías sobre lo humano en la industria por parte de César de Madariaga (1891-1961) y la circulación y la apropiación de la psicotécnica entre las décadas de 1960 y 1980. Argumentamos que, así como en otros países, la psicotecnia devino en Colombia un dispositivo de detección de aptitudes laborales y un nuevo imperativo científico para la búsqueda de la productividad en las industrias del país. De igual forma mostramos que la reducción de la accidentalidad o la búsqueda del bienestar individual del trabajo no fueron el motivo principal de su implementación en Colombia, por el contrario, terminaron siendo un instrumento para enfrentar los problemas de disciplina y productividad y una técnica de modelamiento de los hombres y de adaptación profesional en un contexto de auge de la política de sustitución de importaciones

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Paul W. Thayer (1927-2017).

Presents an obituary for Paul W. Thayer, who died on January 25, 2017, at the age of 89. Thayer was an industrial and organizational psychologist probably most distinguished by his professional service. He was a fellow of the American Psychological Association (APA), American Psychological Society (APS), and Society for Industrial and Organizational Psychology (SIOP). He received multiple awards for his service, including SIOP's Distinguished Professional Contributions Award (1986) and its Distinguished Service Award (1990), as well as the APA Award for Distinguished Service to Psychological Science (2014). Paul's most recognized scientific contribution was in industrial training. He coauthored (with William McGehee) the first scientific book on the topic titled, Training in Business and Industry (New York, NY: Wiley), in 1961, which is considered a classic in the field. (PsycINFO Database Record

A century of progress in industrial and organizational psychology: Discoveries and the next century.

In a century of research published in the Journal of Applied Psychology, we have seen significant advances in our science. The results of this science have broad applications to the workplace and implications for improving organizational effectiveness through a variety of avenues. Research has focused on understanding constructs, relationships, and processes at multiple levels, including individual, team, and organizational. A plethora of research methods and questions have driven this work, resulting in a nuanced understanding of what matters in the workplace. In this paper, we synthesize the most salient discoveries, findings, and/or conclusions in 19 domains. We seek to summarize the progress that has been made and highlight the most salient directions for future work such that the next century of research in industrial and organizational psychological science can be as impactful as the first century has been. (PsycINFO Database Record

Cross-cultural industrial organizational psychology and organizational behavior: A hundred-year journey.

In celebration of the anniversary of the Journal of Applied Psychology (JAP), we take a hundred-year journey to examine how the science of cross-cultural industrial/organizational psychology and organizational behavior (CCIO/OB) has evolved, both in JAP and in the larger field. We review broad trends and provide illustrative examples in the theoretical, methodological, and analytic advances in CCIO/OB during 4 main periods: the early years (1917-1949), the middle 20th century (1950-1979), the later 20th century (1980-2000), and the 21st century (2000 to the present). Within each period, we discuss key historical and societal events that influenced the development of the science of CCIO/OB, major trends in research on CCIO/OB in the field in general and JAP in particular, and important milestones and breakthroughs achieved. We highlight pitfalls in research on CCIO/OB and opportunities for growth. We conclude with recommendations for the next 100 years of CC IO/OB research in JAP and beyond. (PsycINFO Database Record

100 years of occupational safety research: From basic protections and work analysis to a multilevel view of workplace safety and risk.

Starting with initiatives dating back to the mid-1800s, we provide a high-level review of the key trends and developments in the application of applied psychology to the field of occupational safety. Factory laws, basic worker compensation, and research on accident proneness comprised much of the early work. Thus, early research and practice very much focused on the individual worker, the design of their work, and their basic protection. Gradually and over time, the focus began to navigate further into the organizational context. One of the early efforts to broaden beyond the individual worker was a significant focus on safety-related training during the middle of the 20th century. Toward the latter years of the 20th century and continuing the move from the individual worker to the broader organizational context, there was a significant increase in leadership and organizational climate (safety climate) research. Ultimately, this resulted in the development of a multilevel model of safety culture/climate. After discussing these trends, we identify key conclusions and opportunities for future research. (PsycINFO Database Record

James L. Outtz (1947-2016).

This article memorializes James L. Outtz, who passed away March 26, 2016. For more than 40 years, Outtz was a leading researcher, practitioner, and consultant in the areas of hiring and promotion, employment discrimination, selection-test design and implementation, and legal issues pertaining to employment. He worked tirelessly to enhance opportunities for workforce diversity through greater inclusion of minorities and women. Another important focus was on strategies to minimize adverse impact through alternative approaches to selection. His work significantly influenced best practices in equal employment opportunity, and he was a highly sought-after legal-compliance consultant and testifying expert, advisor to courts, and participant on consent decrees with experts and lawyers from all sides of an issue. His efforts involved some of the most prominent corporations in America and most visible public-sector jurisdictions. In his final 2 years, he became president-elect of the Society for Industrial and Organizational Psychology (SIOP). (PsycINFO Database Record

Psychological testing and the German labor market, 1925 to 1965.

From the 1920s to the 1950s, the massive German Labor Administration used loosely standardized, pragmatic evaluations of personality to steer young people into appropriate jobs. Starting in the late 1950s, the Administration shifted to American scientific methods of trait and factor psychological testing. Behind this change lay not a change in academic psychology but a power shift in the German labor market. Originally, the Labor Administration had to appeal to employers, for whom pragmatic evaluations of personality seemed most convincing. Thanks to the Economic Miracle in the 1950s, the Administration had to gain the trust of young Germans, their parents, and the public, who, it was hoped, would be won over by science.

La maquinaria social y las ciencias humanas. Pensionados de la junta para la ampliación de estudios en la europa de la razón tecnocrática / Social machinery and the human sciences. The junta para la ampliación de studios scholarships in the technocratic europe

La creación de la JAE y su política de pensiones promovió no solo los elementos integrantes del discurso oficial, sino otros intereses ligados a los enfoques tecnocráticos de los problemas sociales difundidos en la Europa de la modernidad. En este estudio exploramos este segundo efecto, no reconocido suficientemente, mediante el examen de la trayectoria y propuestas de diversos pensionados que viajaron entre 1909 y 1932 a Alemania, Inglaterra, Bélgica, Suiza y Francia (AU)

The establishment of the JAE and the scholarship policy supported by this institution promoted not only the well-known scientific renovation, but other values related in this case to the technocratic views of social problems. The present study is aimed at exploring this second effect, a relatively unattended topic, by the examination of the concerns and purposes of various scholarship holders who traveled between 1909 and 1932 to Germany, England, Belgium, Switzerland, and France (AU)

Turning men into machines? Scientific management, industrial psychology, and the "human factor".

In the controversy that broke out in 1911 over Frederick W. Taylor's scientific management, many critics contended that it ignored "the human factor" and reduced workers to machines. Psychologists succeeded in positioning themselves as experts of the human factor, and their instruments and expertise as the necessary complement of Taylor's psychologically deficient system. However, the conventional view that the increasing influence of psychologists and other social scientists "humanized" management theory and practice needs to be amended. Taylor's scientific management was not less human than later approaches such as Human Relations, but it articulated the human factor differently, and aligned it to its own instruments and practices in such a way that it was at once external to them and essential to their functioning. Industrial psychologists, on the other hand, at first presented themselves as engineers of the human factor and made the human mind an integral part of management.

Irwin L. Goldstein (1937-2013).

Irwin L. Goldstein-known as Irv by everyone-was born in New York City on October 4, 1937 and died on March 18, 2013. Irv loved ideas, especially good theoretical ideas that had practical applications. He was both a scholar and a practitioner of industrial psychology. At various times, he was associate editor of both the Journal of Applied Psychology and Human Factors, and his very influential book Training in Organizations (1974) went through four editions. The Society for Industrial and Organizational Psychology (SIOP) benefited enormously from his efforts on its behalf. If you chatted with Irv about any of his administrative positions, but especially about this last one, you would hear how much he felt, once again, that he was learning and how excited he was about what was actually possible in higher education. Irv retired from this position in 2012. In his many academic administrative roles, Irv was a mentor to all-graduate students, faculty, department chairs, and deans as well. Irv had had excellent role models to work from, and he cared for excellence and hard work-always with a twinkle in his eyes.

Robert M. Guion (1924-2012).

Presents an obituary for Robert M. Guion (1924-2012). Bob received his bachelor's degree from the University of Iowa in 1948 and his master's degree (1950) and doctorate (1952) from Purdue University, the latter in I-O psychology. His doctoral mentor, about whom he always spoke with gratitude, was C. H. Lawshe. Although Bob found employment opportunities limited on graduation, he knew that he wanted the freedom and independence of an academic position. He joined the faculty at Bowling Green State University (BGSU) in 1952. Bob served as chair of the department from 1966 to 1971 and edited the Journal of Applied Psychology from 1983 to 1988. He continued to rise through the professorial ranks and was ultimately named a Distinguished University Professor. In 1965, Bob won the James McKeen Cattell Award for research design from Division 14 (Society for Industrial and Organizational Psychology; SIOP) of the American Psychological Association (APA). He won it again in 1981. His landmark text Personnel Testing (1965, McGraw-Hill) was required reading for almost every I-O graduate student. In 1998 he published another classic, Assessment, Measurement, and Prediction for Personnel Decisions (Erlbaum). As an educator, Bob led the development of the master's and doctoral programs at BGSU and served as mentor for many of today's leaders in the field. As a contributor to professional psychology, he served as the president of two APA divisions, 14 and 5 (Evaluation, Measurement and Statistics), and also chaired APA's Board of Scientific Affairs. His career is a model of the blend of theory, research, and application. Bob was a model of integrity and deeply believed that the waste of human resources should pain the professional conscience of I-O psychologists. Bob worked tirelessly toward the development of a fundamental science that promotes human welfare at work.

Revista psicologia: organizações e trabalho - uma década de sua produção científica em análise / Psychology: organizations and work journal (revista psicologia: organizações e trabalho) - analysis of a decade of scientific production

Este estudo, do tpo estado da arte, objetvou analisar os artgos publicados na Revista Psicologia: Organizações e Trabalho – rPOT, em seus dez anos de existência. Avaliaram-se 20 fascículos, totalizando 137 artgos. As variá-veis de análise foram: tpo de trabalho, número de autores, gênero dos autores, fliação insttucional, estado de origem e temátca. Os principais resultados mostraram predomínio de relatos de pesquisa e de trabalhos com autoria múltpla, sendo a maioria dos autores do gênero feminino. Grande parte das publicações está vinculada à Universidade de Brasília, destacando a região centro-oeste do Brasil, em especial o Distrito Federal, como grande núcleo de pesquisa da área. Entre as categorias temátcas, destacaram-se: “Relações de trabalho”, “Estratégias, avaliação e procedimentos de intervenção em Psicologia Organizacional e do Trabalho” e “Saúde e satsfação no trabalho”, demonstrando que as pesquisas avaliadas estão mais voltadas à prátca e ao desenvolvimento de estra-tégias, que à construção de modelos teóricos, apesar do reduzido número de relatos de experiências. Verifcou-se a necessidade de maior investmento em pesquisas na área em outras regiões do Brasil, abrangendo a diversida-de cultural e econômica do país, bem como mais espaço a experiências e autoria de profssionais.(AU)

This state-of-the-art study aimed to analyze the artcles published in the Brazilian journal “Psychology: Organizatonsand Work” in its ten years of existence. We analyzed 20 issues, totaling 137 artcles, organized according to the follo-wing categories: type of paper, number of authors, authors’ gender, insttutonal afliaton, home state, subjects,and topics. The results showed a predominance of research reports and co-authored papers, female authors prevai-ling. Most of the publicatons are linked to the University of Brasilia, highlightng central-western Brazil, especiallythe Federal District, as a major center for this area of research. The themes include: “labor relatons,” “strategies,assessment, and interventon procedures in Organizatonal and Work Psychology,” and “health and job satsfacton.”This shows that the studies evaluated are focused more on practce and on developing strategies than on the cons-tructon of theoretcal models, despite the reduced number of experimental research reports. The need is identfedfor greater investment in research in the other regions of Brazil that includes the cultural and economic diversity ofthe country, as well as more space for experiments and authorship by psychology professionals.(AU)

Revista psicologia: organizações e trabalho - uma década de sua produção científica em análise / Psychology: organizations and work journal (revista psicologia: organizações e trabalho) - analysis of a decade of scientific production

Este estudo, do tpo estado da arte, objetvou analisar os artgos publicados na Revista Psicologia: Organizações e Trabalho – rPOT, em seus dez anos de existência. Avaliaram-se 20 fascículos, totalizando 137 artgos. As variá-veis de análise foram: tpo de trabalho, número de autores, gênero dos autores, fliação insttucional, estado de origem e temátca. Os principais resultados mostraram predomínio de relatos de pesquisa e de trabalhos com autoria múltpla, sendo a maioria dos autores do gênero feminino. Grande parte das publicações está vinculada à Universidade de Brasília, destacando a região centro-oeste do Brasil, em especial o Distrito Federal, como grande núcleo de pesquisa da área. Entre as categorias temátcas, destacaram-se: “Relações de trabalho”, “Estratégias, avaliação e procedimentos de intervenção em Psicologia Organizacional e do Trabalho” e “Saúde e satsfação no trabalho”, demonstrando que as pesquisas avaliadas estão mais voltadas à prátca e ao desenvolvimento de estra-tégias, que à construção de modelos teóricos, apesar do reduzido número de relatos de experiências. Verifcou-se a necessidade de maior investmento em pesquisas na área em outras regiões do Brasil, abrangendo a diversida-de cultural e econômica do país, bem como mais espaço a experiências e autoria de profssionais.

This state-of-the-art study aimed to analyze the artcles published in the Brazilian journal “Psychology: Organizatonsand Work” in its ten years of existence. We analyzed 20 issues, totaling 137 artcles, organized according to the follo-wing categories: type of paper, number of authors, authors’ gender, insttutonal afliaton, home state, subjects,and topics. The results showed a predominance of research reports and co-authored papers, female authors prevai-ling. Most of the publicatons are linked to the University of Brasilia, highlightng central-western Brazil, especiallythe Federal District, as a major center for this area of research. The themes include: “labor relatons,” “strategies,assessment, and interventon procedures in Organizatonal and Work Psychology,” and “health and job satsfacton.”This shows that the studies evaluated are focused more on practce and on developing strategies than on the cons-tructon of theoretcal models, despite the reduced number of experimental research reports. The need is identfedfor greater investment in research in the other regions of Brazil that includes the cultural and economic diversity ofthe country, as well as more space for experiments and authorship by psychology professionals.

Shining new light on the Hawthorne illumination experiments.

OBJECTIVE: This study provides an historical and statistical analysis of archival data from the Hawthorne illumination experiments. BACKGROUND: Previous accounts of the illumination experiments are fraught with inconsistencies because they have been based on secondary sources. The general consensus has been that variations in light levels had no effect on worker productivity at Hawthorne. All reports and data were thought to have been destroyed, but an archive at Cornell University was found to contain copies of the original documentation and much of the data from all three illumination experiments. Conclusions were originally drawn from visual comparisons of productivity graphs, and the data have never been properly statistically analyzed. METHOD: Archival reports, notes, photographs, and letters on the experiments were consulted. Productivity data were extracted from the tables and graphs in the reports and statistically analyzed for each experiment. RESULTS: Previously unpublished details of the illumination experiments emerged. An effect of lighting on productivity was found in the first treatment sequence for the first experiment, but this finding was not confirmed in the second sequence or in the second and third experiments. CONCLUSION: Experimental results provided inconsistent evidence of an association between light levels and productivity. All three experiments were found to be seriously flawed. APPLICATION: This study challenges popular accounts of the "Hawthorne effect," and the shortcomings of these experiments also have implications for the design of field studies.

The trials of theory: psychology and institutionalist economics, 1910-1931.

The rise of the institutionalist school of economics, in the 1910s and 1920s, has recently been given the historical attention it deserves. However, historical studies of the school have left two questions unanswered. First, to what extent was the institutionalist's interest in academic psychology (frequently declared in their meta-economic writings) realized in their economic writings? Second, what evidence of a fruitful collaboration with institutional economics can be found in the work of psychologists? In this paper I consider the meta-economic statements of three key institutionalists, Wesley C. Mitchell, John M. Clark, and Walton H. Hamilton, and two key economic works by Mitchell and Clark. I contend that these works show little systematic engagement of academic psychology. A study of psychological literature of the period yields the same conclusion; in particular, industrial psychology did not come into fruitful contact with institutional economics, despite the parallel interests of the two fields and their parallel rise after World War I.

A history of the early days of personality testing in American industry: an obsession with adjustment.

Objective personality testing began with Woodworth's Personal Data Sheet in 1917. That test was developed to identify soldiers prone to nervous breakdowns during enemy bombardment in World War I (WWI). Soon after, many competing personality tests were developed for use in industry. Many of these tests, like Woodworth's, focused on the construct of employee maladjustment and were deemed important in screening out applicants who would create workplace disturbances. In this article, the authors review the history of these early personality tests, especially the Bernreuter Personality Inventory and the Humm-Wadsworth Temperament Scale, and discuss the implications of personality testers' obsession with the construct of employee maladjustment. In addition, the authors discuss the industry's obsession with emotional maladjustment and how this obsession coincided with a cultural shift in norms relating to cultural expression.

Research in industrial and organizational psychology from 1963 to 2007: changes, choices, and trends.

The authors conducted a content analysis of all articles published in the Journal of Applied Psychology and Personnel Psychology from January 1963 to May 2007 (N = 5,780) to identify the relative attention devoted to each of 15 broad topical areas and 50 more specific subareas in the field of industrial and organizational (I-O) psychology. Results revealed that (a) some areas have become more (or less) popular over time, whereas others have not changed much, and (b) there are some lagged relationships between important societal issues that involve people and work settings (i.e., human-capital trends) and I-O psychology research that addresses them. Also, much I-O psychology research does not address human-capital trends. Extrapolating results from the past 45 years to the next decade suggests that the field of I-O psychology is not likely to become more visible or more relevant to society at large or to achieve the lofty goals it has set for itself unless researchers, practitioners, universities, and professional organizations implement significant changes. In the aggregate, the changes address the broad challenge of how to narrow the academic-practitioner divide.