Organizational psychology, also known as work psychology, is one of the applications of psychology, in which the behavior of human beings in the workplace is studied, focusing, in turn, on how the structure of the organization affects in the development and performance of the employee's activities. In general, this is often confused with labor psychology, one in which the worker, his labor and social relations, in addition to his work performance, is specifically studied, in addition to identifying possible conflicts, in order to provide the necessary tools to solve and prevent them.
It was during World War II that, in an attempt to recruit skilled personnel for technologically advanced jobs, interest in organizational psychology was renewed. In this way, the psychological and intellectual characteristics of ideal workers could be established. After this, the employees returned to their normal jobs, but a growing discontent arose, so around the 1960s, again, studies on the human capital of companies began. Thus, the general perspective begins to be included, seeing the worker as one of the pieces of the great system that makes up the company.
Among the objectives of this discipline, we can find some such as: job analysis, correct staff recruitment and selection. In this way, a successful performance can be ensured by the employee, resulting in a notable improvement in production and, therefore, in the economic income of the company.
