The level of education significantly impacts earning potential in industrial-organizational psychology. Based on 2012 data, an I-O psychologist with a master's degree typically earns over \$80,000 annually, while one with a doctorate can expect to earn more than \$110,000 per year.

Salary Expectations for I-O Psychologists

The majority of professionals practicing in the field of Industrial-Organizational psychology hold an advanced degree, typically a master's or a doctorate.

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Industrial-Organizational (I-O) psychology is a specialized subfield of psychology that applies psychological theories, principles, and research findings to industrial and organizational settings. Professionals in this field address issues related to personnel management, organizational structure, and the workplace environment. Businesses often utilize I-O psychologists to improve hiring decisions and to design work environments that foster high levels of employee productivity and efficiency. In addition to its practical applications, I-O psychology also involves conducting scientific research on human behavior within these work-related contexts.

Industrial-organizational Psychology

Spielman, R. M., Jenkins, W. J., & Lovett, M. D. (2020, April 22). Psychology (2nd ed.). OpenStax. https://openstax.org/books/psychology-2e/pages/1-introduction

OpenStax Psychology (2nd ed.) Textbook

- Industrial psychology 
- Organizational psychology
- Occupational health psychology
- Human factors psychology 
- Humanitarian work psychology
- Process management
- Collective intelligence
- Workplace design
- Productivity

Focuses of Industrial-Organizational Psychology

Add your IO Psychology reference nodes as children here.

Industrial-Organizational Psychology References

References for Industrial-organization nodes

Industrial-organization references

Given the following case study, identify the subfield of psychology best suited to help the company and explain how a professional in this field would address at least two of the specific problems mentioned.

Solving Corporate Culture Issues

Industrial and organizational psychology originated in the early 20th century, with some of the foundational research in the field being conducted even before World War I. The study of its history involves tracing the evolution of its theories, practices, and key milestones from these origins to the present day.

History of Industrial and Organizational Psychology

Industrial and organizational psychologists typically work in one of four primary settings: academia, government, consulting firms, or within a business's internal departments.

Work Contexts for I-O Psychologists

Educational Requirements for I-O Psychologists

The Society for Industrial and Organizational Psychology (SIOP), a division of the American Psychological Association (APA), is a professional organization for those in the I-O psychology field. In 2014, it reported having 8,000 members. SIOP's website is a key resource, providing information on the roles of I-O psychologists and featuring profiles of professionals in the discipline.

Society for Industrial and Organizational Psychology (SIOP)

Businesses are driven to utilize Industrial-Organizational psychology for practical benefits, primarily to improve their hiring processes and to structure a work environment that maximizes employee productivity and efficiency.

Drivers of Organizational Interest in I-O Psychology

According to 2013 data from the U.S. Bureau of Labor Statistics, the field of industrial-organizational psychology was projected to experience the highest rate of job growth among all professions in the two decades following 2012.

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