ECTS credits ECTS credits: 9
ECTS Hours Rules/Memories Student's work ECTS: 148.5 Hours of tutorials: 4.5 Expository Class: 36 Interactive Classroom: 36 Total: 225
Use languages Spanish, Galician
Type: Ordinary Degree Subject RD 1393/2007 - 822/2021
Departments: Campus Lugo
Areas: Labour Relations School
Center Labour Relations School
Call: Annual
Teaching: With teaching
Enrolment: Enrollable | 1st year (Yes)
The general aim of this course is that the students get the basic knowledge on the behaviour and the psychological experiences of employees in work contexts from an individual, group, and organization perspective. The main goal of the course is to acquire the competences to perform psychosocial interventions in real working settings.
UNIT 1. INTRODUCTION TO WORK PSYCHOLOGY
1.1. Conceptual delimitation of Work Psychology
- Brief historical development of Work Psychology
- What is Work Psychology?
- Content areas of the discipline.
- Relationship of Work Psychology with other disciplines.
1.2 A model of behavior at work (Individual, group and organizational level)
- Dependent variables in the PT model (Performance, Absenteeism, Turnover, Job satisfaction, Counterproductive behaviors).
- Independent variables in the PT model (individual, group and organization)
UNIT 2. JOBS AND OCCUPATIONS
- Positions, Jobs and Occupations: Concepts
- Elements and uses of Job Analysis
- Task characteristics (Variety, identity, Importance, Work and social feedback, and social contact)
- Occupational competencies and professional qualifications
- Classifications of Occupations and Occupational Dictionaries.
- O*NET Dictionary: Structure and characteristics; Functions; Socioeconomic and occupants data.
UNIT 3. RESEARCH METHODS IN WORK PSYCHOLOGY
- Behavior at organizations.
- Types of knowledge: Tenacity, intuition, authority, experience, rationalism and science.
- Scientific method and the study of individuals, groups and organizations.
- Characteristics and elements of scientific research.
- Evaluation of research in Work Psychology.
- The research design (Experimental, quasi-experimental and correlational).
- Experiments in research (laboratory, case study and field study)
UNIT 4. MEASUREMENT AND ASSESSMENT IN WORK PSYCHOLOGY
4.1 Basic measurement concepts
- Continuous and discontinuous variables
- Measurement scales (nominal, ordinal, interval and ratio)
- Observed measurements and true measurements
- Measurement errors: random and systematic
- Central tendency and variation statistics.
- Direct, typical and transformed scores
4.2 Evaluation
- Predictors and criteria
- Reliability (Internal consistency, stability, equivalence and agreement between raters.
- Reliability estimators: Spearman-Brown, Cronbach's alpha and Küder-Richardson.
- Validity (of content, construct and criterion)
- Validity estimators: Covariance and Pearson Correlation.
UNIT 5. INDIVIDUAL DIFFERENCES IN WORK PSYCHOLOGY
- Individual differences at work
- General cognitive ability
- Specific cognitive abilities
- Measurement of cognitive ability
- Cognitive ability and job performance
- The normal personality: The traits
- The model of the five big factors (The Big Five)
- Personality and work success
- Personality measurement
- Vocational interests (Holland Model).
UNIT 6. METHODS AND TECHNIQUES FOR DATA AND INFORMATION COLLECTION
6.1 Organizational Surveys
- Concept and organizational uses
- The survey team and the declaration of objectives
- Types of surveys
- Formats of questions and answers
- Responses' biases
- Survey application modalities
- Preparing the survey administration: presentation, authorizations, instructions, pilot testing, response rate, follow-up
6.2 Focus Groups
- Concept and characteristics
- Procedure: planning and content, recruitment phase, moderation phase, analysis and final report
- Advantages and disadvantages
6.3 Meta-analysis
- Concept and characteristics.
- Phases in the development of a meta-analysis: problem formulation, data collection, data evaluation, analysis and interpretation of results, communication of results
- Advantages and limitations of meta-analysis.
UNIT 7. WORK MOTIVATION
7.1 Motivation: Concept and components
7.2 The motivational process
7.3 Theories of the content of Motivation:
- Maslow's Theory of of Needs
- Alderfer's ERG Theory
- McClelland's Theory of Social Motivations
- Herzberg's Two-Factor Theory
7.4 Theories of the process of Motivation
- Vroom's Expectancy Theory
- Locke's Goal Setting Theory
7.5 Measurement of work motivation
UNIT 8. ATTITUDES AND VALUES
8.1 Attitudes
- Concept and components
- Theory of Planned Behavior
- Functions of attitudes
- Attitude modification: barriers and modification strategies
- Attitudes and consistency: cognitive dissonance theory
- Attitudes and work
8.2 Values
- Concept and characteristics
- Universal values
- Instrumental and terminal values
- Hofstede's Model (dimensions of national culture)
- Importance of values in the organizational context
- Values: personal-job fit and person-organization fit
UNIT 9. JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT
9.1 Job satisfaction
- Concept and approaches
- Facets of job satisfaction
- Measurement of job satisfaction
- Job satisfaction antecedents: job characteristics and personal characteristics
- Job satisfaction as a predictor: satisfaction and its relationship with absenteeism, turnover, and job performance
- Responses to job dissatisfaction
9.2 Organizational commitment
- Concept and characteristics
- Components of organizational commitment
- Related concepts: occupational commitment and job embeddedness
- Measurement of organizational commitment
- Organizational commitment as a criterion variable
- Organizational commitment as a predictor variable
9.3 The relationship between job satisfaction and organizational commitment
UNIT 10. EMPLOYMENT AND UNEMPLOYMENT
- Employment from a psychological perspective
- Instrumental functions of employment
- Latent functions of employment
- Psychological effects of unemployment
- Moderating variables of the effects of unemployment
- Psychological theories of unemployment: Theories of the Phases or Stages, Jahoda's Functionalist Approach, Agency Theory, Vitamin Model, Differential Psychology Model of Unemployment
UNIT 11. TELEWORKING
- Definitions, Background, and Elements of Teleworking.
- Advantages and disadvantages of teleworking.
- Types of telework and teleworkers' profiles
- Risks in teleworking
- Telework and Job Performance
Basic and complementary bibliography
- Aamodt, M.G. (2010). Evaluación y análisis de puesto. En Psicología Industrial/Organizacional (6ª ed.),(pp. 33-74). México DF, México: Wadsworth Cengage Learning.
- Alcover, C.M., Martínez, D. y Rodríguez, F. y Domínguez, R. (2004). Introducción a la Psicología del Trabajo. Madrid: McGraw Hill.
- Chiavenato, I. (2011). Administración de recursos humanos: el capital humano de las organizaciones. México: McGraw-Hill.
- Gibson, Ivancevich, Donnelly y Konopaske (2006). Organizaciones: comportamiento, estructura, procesos. México: McGraw Hill.
- Gil F y Alcover C.M (2003). Introducción a la Psicología de las Organizaciones. Madrid: Alianza Editorial.
- Gómez Mejía, Balkin y Cardy (2008). Gestión de Recursos Humanos. Madrid: Pearson-Prentice Hall.
- Kaplan, R.M. y Saccuzzo (2006). Pruebas psicológicas. Principios, aplicaciones y temas. México: Thomson.
- Landy, F. J y Conte, J.M. (2005). Psicología industrial. México : McGraw Hill.
- Luthans, F. (2008). Comportamiento organizacional. México: McGrawHill.
- Martín Quirós, MA. (2009). Psicología del Trabajo, de las Organizaciones y de los Recursos Humanos: un área abierta a la reflexión. Madrid: Pirámide.
- Martínez, D. y Rodríguez, F. (2008). Métodos de investigación en Psicología de las Organizaciones. En F. Gil y C.M. Alcover, Introducción a la Psicología de las Organizaciones. Madrid: Alianza Editorial, pp. 109 – 134.
- Moscoso S. y Salgado, J. (2002). Análisis del puesto y ocupaciones: Métodos y Técnicas. En L. Sobrado Fernández Orientación profesional: Diagnóstico e inserción sociolaboral. Barcelona
-Muchinsky, P.M. (2004). Psicología Aplicada al Trabajo. Madrid: Paraninfo-Thomson Learning.
-Newstrom, J. (2007). Comportamiento humano en el trabajo. México: McGrawHill
-Osca, A. (2006). Selección, evaluación y desarrollo de los Recursos Humanos. Madrid: Diaz de Santos.
-Pereda Martín, S. (2008). Psicología del Trabajo: Teoría y práctica. Madrid: Síntesis.
- Robbins, S.P. (2004). Fundamentos de comportamiento organizacional. México: Prentice Hall.
- Spector, P. (2002). Psicología Industrial y Organizacional. Investigación y práctica. México: Manual Moderno
Competence
1. Competences and results of the learning that the student gets:
1.1. To apply techniques and to take decisions in the area of the management of human resources and the organizational development
2. Competences of the grade which the subject contributes
2.1 To work individually and in teams
2.2. To locate, to analyze, systematize and manage different sources and types of information.
2.3 Autonomous learning
2.4 To work and to have relations with the others, respecting the basic procedure of coexistence, the basic rights and democratic values
3. Specific competences of the subject
When the course finishes, students should be able to exhibit their competences/skills/ basic abilities (at a non-specialized level) required for:
3.1. To identify and understand the importance of human factor at work.
3.2. To know how to apply some of the main methods, techniques, tools strategies and procedures of assessment and participation on the human labour behaviour.
3.3. To develop communicative skills (oral/written, verbal, non-verbal etc)
3.4. To show a positive attitude towards the contributions that, from the Job Psychology can be made in order to achieve the organizational and personal objectives.
3.5. To orientate its career performance from the respect and consideration of the principles and own values of the Job Psychology and the Deontological Ethics of the career.
Teaching methodology
The explanatory and practical classes are orientated to the training of students with regard to the acquisition of the knowledge related to the contents of the subject. For it the teacher will explain the different topics supported on audio-visual material and TIC tools . The practical classes will be of several types: (1) Analysis of cases and simulations to put into practice the concepts learnt in the explanatory classes and to acquire the specific competences (at an elementary level) necessary to pass the subject. (2) Dynamics of small groups where, apart from developing the specific competences directly related to the subject contents, students will practice the oral communication skills
Tutorials suppose a direct and on-site relation, so as to have a continuous assessing and studying in depth the theoretical contents and practical of student’s work, as well as solving doubts.
The assessment activities have a double aspect, from one hand, the activities of continuous assessment, together with the tutorials of course work, they will allow to have a constant feedback of its progression throughout the course, with respect to its grade of competences acquisition both related to knowledge, as techniques and attitudes; whereas, mid-term and final exams, will try to assess the level of knowledge acquired by the character respect to the contents of the unit included in the subject program.
Moreover, it will be at student’s disposal, in the Virtual Campus of the USC, an e-classroom of support to on-site teaching of the subject Psychology of Work where it will be found a lot of tools that make easier several types of alternative activities related to teaching, work in groups or personalized tutorials, ( groups of virtual work, on-line tutorials, debate forums, etc)
Assessment system
The attendance to the expository and interactive sessions is obligatory, except for justified causes, to overcome the subject.
The evaluation of the subject-specific skills that are more related to the acquisition of knowledge and skills will be implemented by final examination and / or exams will be worth 70% of the final grade.
The evaluation of both specific skills as those related to certification will be done continuously, depending on the performance of students in each of the activities (studies, papers, readings). This part will be worth 30%.
The final passing score implies having obtained at least 4 points out of 10, in the knowledge exam to be compensated by the score on the interactive part.
Students to be granted to the dispensation of attendance following Instruction No. 1/2017 of the Xeral Secretariat on immunity of attendance in certain circumstances, be evaluated with a final examination, which will represent 70% of the final grade, and with the valuation of the exercises, reports, etc. referred to topics of the program, which will mean 30% of the final grade. The final passing score implies having obtained at least 4 points out of 10, in the knowledge exam to be compensated by the score on the interactive part.
Study time and individual work
It is estimated that students will need 150 hours of work of personal study. Distributed among personal study, accomplishment of individual works or in groups, preparation of presentations and readings.
Recommendations for the study of the subject
Students will have to take the subject up to date; both referring to exhibition classes and practices so it deals with a yearly subject with a wide syllabus.
Contingency plan in the teaching methodology.
In case it is necessary to change the scene and face-to-face teaching is not possible, the MS Teams platform will be used, teaching synchronously. In any case, the Virtual Campus will be used as a means of communication with the students, both to send them all the information on the subject, as well as the materials that must be prepared by the students, as well as to deliver the work that they will be part of the evaluation.
In the event that interactive teaching could not be carried out in person, the Virtual Campus would be used to provide the instructions and materials necessary to carry out the activities. In addition, the MS Teams will be used to explain to the students the procedure of the practices, the realization of the group work and the presentations of the work done. These classes may be synchronous or asynchronous, depending on the nature of the activity in question. Through the Virtual Campus, the deadlines and the delivery method for each of the activities will be indicated and elements will be created that favor the self-learning and self-assessment capacity of the students.
Evaluation system
If a face-to-face exam is not possible, and it has to be done online, the Teams platform and the Virtual Campus would be used and the exam would consist only of essay-type questions.
Plagiarism and misuse of technologies:
The fraudulent performance of any exam, exercises, reports, etc., totally or partially, that may be subject to evaluation for the matter will imply the qualification of failure in the current call, in accordance with article 16 contained in the "Regulations evaluation of students' academic performance and review of qualifications ”.
María Teresa Hermo López
Coordinador/a- Department
- Campus Lugo
- Area
- Labour Relations School
- teresa.hermo [at] usc.es
- Category
- Not Applicable
| Monday | |||
|---|---|---|---|
| 09:30-10:30 | Grupo /CLE_01 | Spanish | Classroom 2 |
| Tuesday | |||
| 11:30-12:30 | Grupo /CLE_01 | Spanish | Classroom 2 |
| 06.06.2025 10:00-12:00 | Grupo /CLE_01 | 7 |
| 07.01.2025 10:00-12:00 | Grupo /CLE_01 | 7 |