# I-O Psychology

<mark style="color:yellow;">**I-O psychology**</mark> addresses recruitment, selection and placement, training and development, performance measurement, workplace motivation and reward systems, quality of work life, work structure and human factors, organizational development and consumer behaviour.

The <mark style="color:yellow;">**distinct focus**</mark> of I-O psychology is on human behaviour in work settings. Therefore, the populations affected by the practice of I-O psychology include individuals and applicants to business, industry, labour, public (including non-profit), academic, community and health organizations.

### **Organizational culture**

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While there is no universal definition for organizational culture, a collective understanding shares the following assumptions:

> ...that they are related to history and tradition, have some depth, are difficult to grasp and account for, and must be interpreted; that they are collective and shared by members of groups and primarily ideational in character, having to do with values, understandings, beliefs, knowledge, and other intangibles; and that they are holistic and subjective rather than strictly rational and analytical.

<mark style="color:yellow;">**Organizational culture**</mark> has been shown to affect important organizational outcomes such as performance, attraction, recruitment, retention, employee satisfaction, and employee well-being.

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The game <mark style="color:blue;">**Sweet Luck**</mark> is an <mark style="color:blue;">**Organizational Culture**</mark> aspect of I-O psychology.
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### Levels of organizational culture

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<table data-view="cards"><thead><tr><th></th><th></th><th data-hidden data-card-cover data-type="files"></th></tr></thead><tbody><tr><td><mark style="color:yellow;"><strong>Artefacts</strong></mark></td><td>comprise the physical components of the organization that relay cultural meaning</td><td><a href="https://1184031061-files.gitbook.io/~/files/v0/b/gitbook-x-prod.appspot.com/o/spaces%2F6PgGq3jZ8wcODzBnmyOy%2Fuploads%2F60M8h951l9BEPNjmtHbk%2Fdiamond.png?alt=media&#x26;token=70b083b7-7993-4926-b3f3-488a663eea9b">diamond.png</a></td></tr><tr><td><mark style="color:yellow;"><strong>Shared values</strong></mark></td><td>individuals' preferences regarding certain aspects of the organization's culture (e.g., loyalty, customer service)</td><td><a href="https://1184031061-files.gitbook.io/~/files/v0/b/gitbook-x-prod.appspot.com/o/spaces%2F6PgGq3jZ8wcODzBnmyOy%2Fuploads%2FJpJ1Gig3gA8saca5kK82%2Fpartnership.png?alt=media&#x26;token=742a3ec8-a2e6-409a-a4aa-4d40bc346979">partnership.png</a></td></tr><tr><td><mark style="color:yellow;"><strong>Basic beliefs and assumptions</strong></mark></td><td>individuals' impressions about the trustworthiness and supportiveness of an organization, and are often deeply ingrained within the organization's culture</td><td><a href="https://1184031061-files.gitbook.io/~/files/v0/b/gitbook-x-prod.appspot.com/o/spaces%2F6PgGq3jZ8wcODzBnmyOy%2Fuploads%2FmW83tCixAZoaqSSHjcKO%2Fspeech.png?alt=media&#x26;token=5a26482a-9dfb-4833-a54f-64d78aac7c2f">speech.png</a></td></tr></tbody></table>

### Subcultures

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In addition to an overall culture, organizations also have subcultures.

<mark style="color:yellow;">**Subcultures**</mark> can be departmental (e.g. different work units) or defined by geographical distinction. While there is no single "type" of organizational culture, some researchers have developed models to describe different organizational cultures.