Final answer:
The Hawthorne effect and Frederick Taylor's scientific management theory recognized social and psychological factors influencing employee performance, marking the origin of organizational psychology.
Step-by-step explanation:
The theory that recognized the influence of social and psychological factors on employee performance is the Hawthorne effect, stemming from studies conducted at Western Electric's Hawthorne Works plant in the late 1920s and early 1930s.
These studies found that employees performed better when they were observed and paid attention to by researchers or supervisors. This research marked the origin of organizational psychology and led to a greater understanding that workplace dynamics, rather than just the physical environment, significantly impact employee productivity and job satisfaction.
Parallel to this, Frederick Taylor developed the scientific management theory, which also considered the psychological aspect by suggesting that the best outcomes for both employers and employees are achieved through proper training and development.
Further research in the field by figures such as Kurt Lewin and Elton Mayo emphasized the impact that leadership styles, group dynamics, and interpersonal relations have on an organization's efficiency and worker satisfaction.
Lewin is particularly noted for his work on group dynamics and leadership styles, which had profound influence on organizational psychology.
These foundational theories underscored the importance of considering the human element in workplace management and productivity.