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13.1:《工业组织心理学前奏》

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    学习目标

    • 探索工业和组织心理学

    2012 年 7 月，雅虎！ 是规模最大、历史最悠久的网络公司之一，宣布任命玛丽莎·梅耶为首席执行官。 雅虎！ 几年来一直在努力定义自己并在行业中脱颖而出，而谷歌高管梅耶的任命成为了重大新闻。 在她的众多决定中，梅耶在2013年2月宣布不再允许员工进行远程办公。 远程办公是近年来主要由科技公司进行的许多管理创新的代表。 远程办公反映了公司的信念，即员工是负责任的、自我激励的，当他们独自一人时，也许工作得最好。 它还会影响工作与家庭的平衡，尽管走哪条路尚不清楚。 远程办公反映了更普遍的趋势，即员工花在工作上的时间和下班时间之间的重叠越来越多。

    图中显示了三张彩色照片的拼贴画。 从左至右出现一个人坐在户外的笔记本电脑前，一个人拿着笔记本电脑坐在地板上，还有一个人带着一个小孩和一台笔记本电脑坐在沙发上。
    图\(\PageIndex{1}\)：办公室是什么样子？ 对于远程办公的人来说，他们的工作空间可能会根据他们的生活方式进行调整。 （来源：“左”：对 Cory Zanker 作品的修改；来源 “中心”：修改 “@Saigon” /Flickr 的作品；来源 “右”：Daniel Lobo 对作品的修改）

    雅虎撤销了这项政策 引起了争议，也引起了很多关于其含义的疑问。 梅耶对这一决定背后的理由基本保持沉默，只是说这是为了改善公司。 她终于在 2013 年 Great Place to Work 会议（Tkaczyk，2013 年）上简短地谈到了自己的决定，除其他外，她说：“人们在独处时工作效率更高，但他们在一起时更具协作性和创新性。” 有趣的是，在 Yahoo! 之后不久 改变，消费电子产品零售商百思买也取消了将远程办公作为员工的选择。 这种变化会造成 Yahoo! 更具创新性还是生产力更高？ 这种变化对公司的员工，尤其是工作父母和照顾年迈亲戚的员工有何影响？ 变更是以最有效的方式引入的吗？ 这些问题通常由称为工业和组织心理学的心理学分支进行研究。

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    Contributors and Attributions