Archival Description of Industrial and Organizational Psychology

Education and training in I/O Psychology is typically offered at and completed at the doctoral level. The requisite education and training are is rooted in the foundations of psychological science that include (a) biological bases of behavior, (b) cognitive-affective bases of behavior, (c) social bases of behavior, and (d) individual differences., Awith a strong foundation in research methods, theory and methods of psychological and behavioral measurement, and advanced statistical theory and methods also is required.

Based oOn this foundation of core knowledge and skills, advanced specialty education and training is focused on the following competency areas: ethical, legal, and other professional issues in the practice of I/O Psychology; consulting and business skills; attitude theory, measurement, and change; career development; consumer behavior; effects of health and work stress in organizations; human factors and performance in work; individual, group, and organizational assessment methods; job and task analysis and classification; job evaluation, performance appraisal and feedback, work motivation and compensation; leadership and management theory and evaluation; theory of organizations and organizational development; and training theory, program design, and evaluation.

In addition to the psychological science foundations on which these core and advanced areas of competency are based, the knowledge base of I/O Psychology is also influenced also by the evolving knowledge bases in other disciplines such as business, labor and industrial relations, ergonomics, physiology and medicine, and law. In as much as a substantial degree of I/O Psychology practice in organizations involves federal, state, or local law and regulations, negotiated union contracts, and ethical issues raised by the nature of consultative services with organizations, knowledge of these issues is also essential to effective practice in this specialty.

Whether serving as consultants to organizations or professional employees thereof, I/O psychologists provide a range of psychological services that include: job and task analyses; development and validation of personnel selection, job classification, training, and employee and career development policies and procedures; analyses of employee morale and job satisfaction, organizational climate, productivity and job performance and appraisal systems, and personnel turnover; leadership and team development; management consultation and coaching; human resources planning and policy analyses; and the designing and evaluation ofing organizational development and intervention strategies.

Populations:

I/O psychological services are provided to and within a broad range of organizations in the public and private sector, e.g., government, community, business, industrial, health, educational, consulting, labor, research, and other work-related organizations. I/O psychologists also provide services as experts to legal and quasi-legal bodies in regard to the application of psychological principles and science to the workplace.

Problems:

I/O psychologists recognize the interdependence of individuals, organizations, and society, and the impact that factors such as national and international law and government regulations, organized labor, consumer awareness, skill shortages, and the changing nature of the workforce have on work-related organizations. Specific examples of problems addressed by I/O psychologists in this context are (the list is illustrative rather than exhaustive):

employee turnover, absenteeism and productivity; succession planning and development of managers and executives; organizational restructuring; workplace stress and safety; adaptations to organizational changes and technology; adverse impact in selection or promotion; worker motivation and performance; and adaptation to job redesign or expansion; etc.

Procedures:

Research methods are an integral part of the I/O psychologist’s practice, providing the foundation for problem definition, analysis, and solution in organizations. Illustrations of procedures and techniques common to the practice of I/O Psychology are (the lists are illustrative rather than exhaustive):

• Assessment - analyzing job content; assessing consumer preferences and reactions; measuring organizational structure, climate, productivity, ; validating measures and tests used for selection, promotion, classification and evaluation, and identifying management potential, etc.

• Intervention - integration of human resource function with overall business mission and strategy; development of compensation systems; conducting executive/employee development efforts; design of performance appraisal systems and work environments; and formulating and implementing training and development programs, etc.

• Consultation - conducting management consultation and coaching; process consultation; needs analysis; providing expert testimony or review of human resource systems and policies; and maximizing organizational policies and procedures, etc.

• Evaluation - determininge utility and effectiveness of human resource policies and procedures; evaluating organizational interventions, training and development, selection and compensation systems; optimizing and evaluating person-job effectiveness and interactions; and job and task analysis; etc.