An industrial and organizational psychologist might work in several different areas and all different types of organizations. They might work in blue collar organizations, like factories, plants, and construction sites. They might also work in white collar organizations, such as office buildings.
Because there are very limited job opportunities for industrial and organizational psychologists holding only bachelor’s degrees, though, the majority of these professionals will also go on to earn advanced degrees. Those with master’s degrees in this area will often be able to start their industrial and organizational psychology careers in entry level positions. Those with Ph.D.’s, however, will usually be considered for even more employment opportunities in this field, and they will have an edge over the competition.
Industrial-organizational psychologists not only boast the highest average salary of any psychology specialty, but also the highest demand. The Bureau of Labor Statistics forecasts 35 percent national job growth in this specialty between 2010 and 2020, much faster than average for all occupations. Because industrial-organizational psychology is a small specialty, however, this dramatic growth only amounts to about 800 new jobs across the decade.
The industrial-organizational psychologist may boost employee morale and performance by counseling managers on their management style, changing employee work methods or improving the work setting. Some psychologists affect worker happiness by contributing to policy planning, employee screening and company hiring practices, worker training and assessment, feedback systems and other aspects of organizational development. Some industrial-organizational psychologists focus on fostering a particular quality in the workplace, such as innovative thinking or leadership skills.
Members must be engaged in professional activities, as demonstrated by research, teaching, and practice, related to the purpose of the Society. Membership includes a subscription to The Industrial-Organizational Psychologist (TIP) quarterly newsletter, the Industrial and Organizational Psychology: Perspectives on Science and Practice (IOP) quarterly journal, and Newsbriefs monthly e-newsletter. SIOP also holds a yearly conference and fall consortium. Graduate students are welcome to join SIOP at a reduced student rate.
Division 14: Society for Industrial and Organizational Psychology (SIOP) advocates the scientist-practitioner model in the application of psychology to all types of organizational and workplace settings, such as manufacturing, commercial enterprises, labor unions, and public agencies. Members work in several fields within I-O psychology, such as testing/assessment, leadership development, staffing, management, teams, compensation, workplace safety, diversity, and work-life balance.
I-O practitioners conduct a wide range of research and studies designed to provide information about all phases of the workplace. For example, stigmas in organizations (weight, physical attractiveness, sexual orientation, disability, religious beliefs, race); sexual harassment; the role of personality traits in the hiring process; barriers to successful employment of workers with disabilities; workplace culture, particularly when companies merge; selection of law enforcement officers; reducing absenteeism, workplace aggression; what attracts individuals to certain organizations, and the leadership behaviors of women as managers are just a few of the studies being done by I-O psychologists.
I-O psychology is a diverse field with opportunities in several different areas. Many I-O psychologists work in business in positions dealing with worker productivity, employee training and assessment and human resources. Other I-O psychologists work in research or academic positions. Specific specialty areas in I-O psychology include human-computer interaction and human factors. Consulting opportunities are also available for experienced I-O psychologists.
Industrial-organizational (I-O) psychology is the scientific study of the workplace. Rigor and methods of psychology are applied to issues of critical relevance to business, including talent management, coaching, assessment, selection, training, organizational development, performance, and work-life balance.
Industrial-organizational (I-O) psychology is concerned with the study of workplace behavior. I-O psychologists often apply research to increasing workplace productivity, selecting employees best suited for particular jobs and product testing.