Careers in Industrial-Organizational Psychology Coursework

Definition of the Specialization of Industrial Organizational Psychology (IOP)

I/O psychology is a subfield of psychology, which is concerned with the application of the principles of psychology in the workplace (Aamodt, 2010; Bernstein, 2013; Helms & Rogers, 2011). More specifically, I/O psychologists are actively engaged in the study of human behaviors and mental processes within different organizational settings (Bernstein, 2013). Accordingly, the goal of I/O psychology is to use scientific research to enhance productivity and well-being in the workplace. On the other hand, the purpose of I/O psychology is to improve human dignity and occupational performance and to advance the knowledge of human behaviors and mental processes (Aamodt, 2010).

Subfields of I/O Psychology

1. Personnel psychology – It involves job analysis, recruitment, employee selection, salary level determination, employee training, and evaluation of employee performance.
2. Organizational psychology – It entails organizational leadership, job satisfaction, employee motivation, organizational communication, conflict management, organizational change, and group processes within the organization.
3. Human Factors/Ergonomics – It involves workplace design, human-machine interactions, ergonomics, and physical fatigue or stress (Aamodt, 2010).

I/O Psychology Settings

I/O psychologists work in a variety of settings whereby they carry out a wide range of activities including consultation, administration, and research among others. The following is a list of some of the major settings whereby I/O psychologists can find employment:

Approximately 42 per cent work in academic institutions; 6 per cent work in private practice; 21 per cent are employed in consulting firms; and 25 per cent work in different organizations and businesses (Helms & Rogers, 2011).

The Major Trainings required at Various Levels in I/O Psychology

The following is a list of educational requirements and training programs at different levels of I/O psychology:

1. Bachelor’s Degrees: This is the minimum entry point into a career in I/O psychology and most people with a bachelor’s degree can get employment in human resource management (HRM) departments across different institutions. However, in order to advance in an I/O psychology career, one should pursue higher education, and probably acquire a master’s or doctoral degree. In most institutions of higher education, it is a requirement for students to have a grade point average (GPA) of more than 3.0 at the undergraduate level and at least 1000 points on the Graduate Record Exam (GRE) before being admitted into a master’s or doctoral degree (Aamodt, 2010).
2. Master’s Training Program: Training at the master’s level takes about 40 hours of coursework with a 15-18 hours semester load and a 9-12 hours full graduate load. Additionally, students undertaking a master’s degree in I/O psychology may be required to conduct original research (thesis) by the second year of studies (Aamodt, 2010). Some programs may require students to undertake practical training in an organization of their choice. Before graduation, one may also be required to take an oral or written exam covering all the courses undertaken during the graduate training program (Aamodt, 2010).
3. Doctoral Training Program: The entry requirements into a doctoral degree in I/O psychology are much higher as opposed to a master’s degree. In order to pursue a doctoral degree in I/O psychology, one is required to attain a GPA of at least 3.5 at the undergraduate level and a score of more than 1200 points on the GRE (Aamodt, 2010). A typical doctoral program entails two years of coursework in general psychology followed by an additional coursework in I/O courses in the next two years. Additionally, a Ph.D. student in I/O psychology should complete a thesis and a doctoral dissertation during the period of the doctoral training program, which runs up to five years. However, before conducting a doctoral research, students may be required to take a Candidacy Examination, which determines whether one will continue with further training or drop out in case he or she fails the exam in three consecutive sittings (Aamodt, 2010). This implies that completion of a Ph.D. program in I/O psychology is even tougher than completing other lower levels of training including baccalaureate and master’s degrees.

Career Opportunities in I/O Psychology

According to the United States Department of Labor, Bureau of Labor Statistics (BLS, 2014), the career outlook for I/O psychologists is generally good. Job opportunities are expected to grow by 26 per cent in the period between 2008 and 2018. Table 1 below provides a list of industrial organizations with the highest number of I/O psychologists as of May 2013:

Table 1: Number of I/O Psychologists in different Industries (BLS, 2014).

Salary

The starting salary of most I/O psychologists depends on the type of employment and the industry in which one is employed. Table 2 below shows the Department of Labor’s estimates in relation to the average hourly and annual wages of I/O psychologists as of May 2013.

Table 2: The Average Wage Estimates for I/O Psychologists (BLS, 2014).

Professional Organizations Associated with I/O Psychology

Some of these professional organizations include American Psychological Association, Association for Psychological Science, and Society for Industrial Organizational Psychologists.

References

Aamodt, M. G. (2010). Industrial/Organizational Psychology: An applied approach (6^th ed.). Belmont, CA: Wadsworth.

Bernstein, D. A. (2013). Essentials of psychology (6^th ed.). Belmont, CA: Wadsworth.

Bureau of Labor Statistics [BLS]. (2014). Occupational employment statistics: Occupational employment and wages, 2013. Web.

Helms, J. L., & Rogers, D. T. (2010). Majoring in psychology: Achieving your educational and career goals. Malden, MA: Blackwell Publishing.