Industrial and organizational psychology (also known as I/O psychology, work psychology, work and organizational psychology, W-O psychology, occupational psychology, or personnel psychology) concerns the application of psychological theories, research methods, and intervention strategies to workplace issues. I/O psychologists are interested in making organizations more productive while ensuring workers are able to lead physically and psychologically healthy lives. Relevant topics include personnel psychology, motivation and leadership, employee selection, training, and development, organization development and guided change, organizational behavior, and work and family issues. I/O psychologists who work for an organization are most likely to work in the HR (human resources) department. However, many I/O psychologists pursue careers as independent consultants or applied academic researchers.

One of the tools I/O psychologists commonly utilize in the field is called a job analysis. Job analyses identify essential characteristics associated with any particular position through interviews of job incumbents, subject matter experts, supervisors and/or past job descriptions. Job analysis measures both worker facets necessary to perform the job adequately (aka KSAOs - knowledge, skills, abilities, and other characteristics (such as personality, beliefs, and attitudes) as well as unique facets of the job itself. Once a job analysis is complete, I/O psychologists will typically utilize this information to design and validate systems to select new applicants, restructure employee performance appraisals, uncover training needs, and analyze fairness in employee compensation. Though a thorough job analysis takes time, resources and money, its benefits tend to outweigh the costs.

I/O psychologists also may employ psychometric tests to measure the abilities and personality traits of prospective and current employees. These tests are commonly used for employee selection and other employment decisions. Employee attitudes such as morale, job satisfaction, or feelings towards management or customers are other commonly measured work-related person variables.

Increasingly, people factors are recognized as a major determinant of organizational performance and a key competitive differential. Psychologists therefore may also advise senior managers on the management of organizational climate or culture, on dealing with organizational change, or on group dynamics within an organization. It is probably partly for this reason that management coaching is an increasingly popular part of the psychologist's work.

Industrial and organizational psychology is a diverse field incorporating aspects of disciplines such as social psychology, personality psychology and quantitative psychology (which includes psychometrics) as well as less closely linked social studies such as law. As a diverse, applied field, influences from any branch of psychology, even clinical psychology, are not uncommon. At one point in time, industrial and organizational psychology was not distinguished from vocational (counseling) psychology or the study of human factors. Although the foregoing disciplines still overlap with industrial and organizational psychology, today they are formally taught in separate classes and housed in separate graduate-level psychology programs within a psychology department.

Many industrial and organizational psychologists specialize in one of the following aspects: psychometrics; quality; employment law; personnel selection; training; leadership selection, coaching and development; organizational design and change. Many of these activities are referred to as talent management. Some I/O psychologists are academic (working in both business and psychology departments) or non-academic researchers, while many others are engaged in practice, holding positions such as the following:

• executive coach
• counselor
• diversity consultant
• legislative compliance officer
• labor relations specialist
• human resources specialist
• process improvement consultant
• manager of selection and training

There are also a number of methodologies specifically dedicated to Organizational Psychology such as Peter Senge’s 5th Discipline and Arthur F. Carmazzi’s Directive Communication. These are a variety of psychological approaches that have been developed into a system for specific outcomes such as the 5th Discipline’s “learning organization” or Directive Communication’s “Organizational culture enhancement”.

In an attempt to correct for statistical artifacts (i.e., sampling error, unreliability and range restriction) that compromise the ability of I/O psychologists to draw general conclusions from a single study, I/O researchers have increasingly employed a technique known as meta-analysis. Meta-analysis is a methodology for averaging results across studies. It has been used to address research questions involving various levels of analysis (i.e., individual, group, organizational, and/or vocational). Although the use of meta-analytic methods is not without controversy, its more frequent appearance in the I/O research literature has profoundly impacted the field. The most well-known meta-analytic approaches are those of Hunter & Schmidt (1990, 2004), Rosenthal (1991), and Hedges & Olkin (1985).

Financial compensation of industrial and organizational psychologists generally is among the highest in the whole field of psychology. While salary and benefits tend to be significantly greater in the private sector, academics who specialize in industrial and organizational psychology may command greater compensation than their faculty peers. Teaching (and sometimes research) opportunities exist in business schools as well as in psychology programs. Business schools typically offer more generous salaries and benefits than do psychology programs. Some academics choose to gain practical experience and access to data, as well as to supplement their incomes, by engaging in consulting work on the side.

The history of the field differs country by country.

In the United States, its origins are those of applied psychology in the early 20th Century, when the nation was experiencing tremendous industrialization, corporatization, unionization, immigration, urbanization and physical expansion. Arguably, the field's greatest early pioneers were Hugo Münsterberg (1863-1916), Walter Dill Scott (1869-1955) and Walter Van Dyke Bingham (1880-1952). As in other countries, wartime necessity (e.g., World War I and World War II) led to the discipline's substantial growth. Business demand for scientific management, selection and training also has promoted and sustained the field's development.

For a detailed history of industrial and organizational psychology, particularly in the United States (but with some discussion of developments in other countries), one can consult Koppes, L. L. (Ed.). (2007). Historical perspectives in industrial and organizational psychology. Mahwah, New Jersey: Lawrence Erlbaum.

For a concise history of Industrial/Organizational Psychology please visit History

• Hawthorne studies at Western Electric
• U.S. Army Project A

• Anderson, N., Ones, D. S., Sinangil, H. K., & Viswesvaran, C. (Eds.). (2002). Handbook of industrial, work and organizational psychology, Volume 1: Personnel psychology. Thousand Oaks, CA: Sage Publications Ltd.
• Anderson, N., Ones, D. S., Sinangil, H. K., & Viswesvaran, C. (Eds.). (2002). Handbook of industrial, work and organizational psychology, Volume 2: Organizational psychology. Thousand Oaks, CA: Sage Publications Ltd.
• Borman, W. C., Ilgen, D., R., & Klimoski, R., J. (Eds.). (2003). Handbook of Psychology: Vol 12 Industrial and Organizational Psychology. Hoboken, NJ: John Wiley & Sons.
• Borman, W. C., & Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance. Chapter in N. Schmitt and W. C. Borman (Eds.), Personnel Selection. San Francisco: Josey-Bass (pp. 71-98).
• Campbell, J. P., Gasser, M. B., & Oswald, F. L. (1996). The substantive nature of job performance variability. In K. R. Murphy (Ed.), Individual differences and behavior in organizations (pp. 258–299). San Francisco: Jossey-Bass.
• Dunnette, M. D., & Hough, L. M. (Eds.). (1991). Handbook of Industrial/Organizational Psychology (4 Volumes). Palo Alto, CA: Consulting Psychologists Press.
• Greenberg, Jerald [1]. Managing Behavior in Organizations, Prentice Hall, 2005. [2]
• Hunter, J. E., & Schmidt, F. L. (1990). Methods of meta-analysis: Correcting error and bias in research findings. Newbury Park, CA: Sage.
• Hunter, J. E., & Schmidt, F. L. (2004). Methods of meta-analysis: Correcting error and bias in research findings. Newbury Park, CA: Sage.
• Lowman, R. L. (Ed.). (2002). The California School of Organizational Studies handbook of organizational consulting psychology: A comprehensive guide to theory, skills and techniques. San Francisco, CA: Jossey-Bass.
• Muchinsky, P. M. (Ed.). (2002). Psychology Applied to Work. Wadsworth Publishing Company.
• Rogelberg, S., G. (Ed.). (2002). Handbook of research methods in industrial and organizational psychology. Malden, MA: Blackwell.
• Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124, 262-274.

• Journal of Applied Psychology
• Personnel Psychology
• Academy of Management Journal
• Academy of Management Review
• Journal of Management
• Human Performance
• The Journal of Organizational Behavior
• Organizational Research Methods
• The Journal of Vocational Behavior
• Administrative Science Quarterly
• Journal of Occupational and Organizational Psychology
• European Journal of Work and Organizational Psychology
• Applied Psychology: An International Review
• International Journal of Selection and Assessment
• International Journal of Training and Development
• Work and Stress
• Journal of Occupational Health Psychology
• International Review of Industrial and Organizational Psychology [3] (edited annual volume)

• Industrial and Organizational Psychology and College of Busisiness (CoB) of the CSU' SFSU Alumni Association, San Francisco, California, United States of America (U.S.A.)

Form friendly alliances with the object to achieve greater individual success in our careers / professions whether from a 1) Self-Actualization Level (e.g. job enrichment, job enlargement, greater and more challenging career opportunities, higher achievement at work, advancement at work).

2) Social Level (e.g. belongingness, friendly association, professional association, work groups).

3) Safety level (e.g. e.g. discuss safe working conditions, company benefits, job security or planning for robust financial security), and / or

4) Physiological (e.g. getting greater pay, gaining pleasant working conditions).

Who Might Benefit? San Francisco State University of the California State Universities System (CSU' SFSU) Alumni who graduated with BA/BS or higher degree in:

1) Psychology specialized in the Industrial and Organizational area.

2) Business specialized in Marketing and / or Human Resources.

3) Any field using principles and / or methodologies from Psychology theories whose job major functional criteria involves any of the following:

Recruiting, Human performance coaching, board development, Policies and procedures development and administration HR Generalist work, Organizational behavior/development, professional staff development, Evaluation Employment classification and compensation R&D, statistical analysis

Marketing research and applied. Marketing & sales of big ticket items / services. Advertising Public Relations

4) CSU' SFSU Alumni who graduated with BA/BS or higher degree in the above fields who may be enthusiastic, upbeat, fun, stern, serious, posh, well-composed, and / or focused with one of many things in common. We would love our own time and or space away from the pc ("politically correct") crowd for being "politically incorrect" to come together with peers without needing to worry about the often horrendously sick climate of "political correctness" which plagues many organizations.

Due to United States of America national security issues the English language only will be spoken and written. Therefore you not only need to read, write it and speak it, but more importantly comprehend it.

If you are a CSU' SFSU Alumni with at least a B.A. or B.S. and paid your dues, you should not have any problem with this even if you have a different tone of voice, pitch or whatever accent.

Sincerely,

Romullous A. Diaz B.A. 1994, Industrial and Organizational Psychology with Consulting Services Marketing and Personnel Management, CSU' SFSU, SF, CA, U.S.A. MSBA course Work, CSU' SFSU, SF, CA, U.S.A.

Administrator and Founder, Psychology: Industrial + Organizational / Marketing and Other CoB Alumni Association: A Unit of The CSU, SFSU Alumni Association

Listed on 2001-2002 International WHO'S WHO Historical Society: Professional Management Division

Inducted Life Member, The National Honor Society in Psychology (PSI CHI), CSU' SFSU Chapter Since 03/30/1992,

Certified Life Member, Society of San Francisco State University Golden Key National Honor Society

• Society for Industrial and Organizational Psychology (SIOP), United States
• Canadian Society for Industrial and Organizational Psychology (CSIOP), Canada
• NIOSH - Occupational Health Psychology, United States
• The Industrial Psychology Research Centre, Aberdeen, Scotland, UK
• Association of Business Psychologists, UK
• Division of Occupational Psychology, The British Psychological Society, UK
• College of Organisational Psychologists (COP), Australian Psychological Society, Australia
• Industrial Division, Psychological Society of South Africa (PsySSA), South Africa
• Society for Industrial and Organisational Psychology of South Africa (SIOPSA), South Africa
• European Association of Work and Organizational Psychology (EAWOP), Europe
• Division 1: Work & Organizational Psychology, The International Association of Applied Psychology, International
• Academy of Management (AOM), United States
• Society for Human Resource Management (SHRM), United States
• Organizational Behavior Management Network (OBM Network)

In the United States, it is possible to obtain a bachelor's degree, master's degree, Psy.D., and/or a Ph.D. in industrial and organizational psychology. The types of degrees offered vary by educational institution. There are both advantages and disadvantages to obtaining a specific type of degree (e.g., master's degree) in lieu of another type of degree (e.g., Ph.D.). Some helpful ways to learn more about graduate programs and their fit to one's needs and goals include taking or sitting in on an industrial and organizational psychology course or class; speaking to industrial and organizational psychology faculty, students, and practitioners; consulting with a career counselor; taking a reputable vocational interest survey; and visiting program websites. Regardless of one's needs or goals, admission into industrial and organizational psychology programs can be highly competitive, especially given that many programs accept only a small number of students each year. Specific resources that can help to clarify the fit of particular programs to an individual's needs, goals, and abilities are Graduate Training Programs (Including Program Rankings) - SIOP, Top U.S. Graduate School Programs - U.S. News & World Report, and Professional I/O Psychologist Network.

• Behavioral Risk Management
• Consulting Psychology
• Educational Psychology
• Employment Law
• How Occupation and Employment can affect Identity
• Human Factors
• Human Resources Development
• Human resource management
• Industrial engineering
• Industrial sociology
• Labor and industrial relations
• Labor Law
• List of human resource management topics
• List of psychological topics
• Important publications in Industrial and organizational psychology
• Organizational behavior
• Organizational development
• Organizational empowerment
• Personality psychology
• Psychometrics
• Social psychology
• Total quality management
• Vocational (Counseling) Psychology

• Industrial & organizational psychology at The Psychology Wiki
• Research on Organizations: Bibliography Database and Maps
• Professional I/O Psychologist Network (where you can post your own messages and/or read and reply to others' postings; organized by topic; maintains anonymity via use of avatars)

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