Public Description of Industrial and Organizational Psychology
Industrial and Organizational (I/O) Psychology is a general practice specialty of professional psychology with a focus on scientifically-based solutions to human problems in work and other organizational settings. In these is contexts, I/O psychologists assess and enhance the effectiveness of individuals, groups and organizations.
Advanced Scientific and Theoretical Knowledge Germane to the Specialty
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, with a strong foundation in research methods, theory and methods of psychological and behavioral measurement, and advanced statistical theory and methods also is required.
Based on 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
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.
Parameters to Define Professional Practice in I/O Psychology
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
The designing and evaluation of 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
Adaptation to job redesign or expansion
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 and 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.
