The discipline in which people use various methods to discover, model, analyze, measure, improve, optimize, and automate processes, which can be structured and repeatable or unstructured and variable. Though not required, enabling technologies are often used.

Process management

The ways in which environments are created and run to optimize workplace operations. Workplace design can have notable effects on industrial/organizational concepts such as productivity, work-related motivation, wellbeing, and teamwork/group dynamics. 

Workplace Design

Productivity generally refers to the ability of an individual, team, or organization to work efficiently within a given time in order to maximize output. In control management, productivity is a measure of how efficiently a process runs and how effectively it uses resources.

Productivity in Industrial-Organizational Psychology

Shared or group intelligence that emerges from the collaboration, collective efforts, and competition of many individuals. When groups of people work together, they create intelligence that cannot exist on an individual level.

Collective Intelligence

Because of its focus on real-world applications, I-O Psychology research is often concerned with the study of human behaviors in industrial-organizational settings. 

Research in Industrial-Organizational Psychology

* Human Resource Management
* Workplace Management
* Organizational Management

Application of Industrial-Organizational Psychology

Industrial psychology focuses on the specifics of jobs and the individuals who might fill them. It involves analyzing job requirements, assessing applicant suitability through methods like testing and interviews, and determining the best fit. Furthermore, this field covers the integration of new hires through orientation and their continuous development via ongoing training. A critical aspect of industrial psychology is ensuring that hiring processes are fair and legally compliant to prevent bias. It also includes the research and application of performance appraisal systems.

Industrial Psychology

As a major branch of I-O psychology, organizational psychology focuses on how social interactions in the workplace impact individual employees and overall organizational productivity. Key areas of study include job satisfaction, management and leadership styles, teamwork, and the influence of organizational culture on performance.

Organizational Psychology

Human factors psychology, also known as ergonomics, is the study of the interface between workers, their machines, and their physical environments. The primary goal of this field is to design machines and systems that better support the workers who use them. This involves researching and designing tools to align with human requirements, considering both physical and cognitive integration. Unlike other areas of I-O psychology, human factors psychology focuses on the individual worker's interaction with specific elements like machines, workstations, and information displays.

Human Factors Psychology

Occupational Health Psychology (OHP) is an interdisciplinary field that addresses the stress, diseases, and disorders affecting employees due to workplace factors. It examines how an organization influences an employee's quality of work life and the subsequent psychological and behavioral responses. These reactions can extend beyond the workplace into an employee's personal life, an effect known as work-life spillover, particularly when work-life balance is poor. The field is informed by a wide range of research from medicine, biology, psychology, organizational studies, human factors, human resources, and industrial psychology. Its primary goal is to improve the health and well-being of individual workers, which in turn enhances the overall health of the organization.

Occupational Health Psychology

Humanitarian Work Psychology (HWP) is a field of I-O psychology dedicated to assisting underserved and underprivileged populations. Originating from a shared goal among a group of I-O psychologists in 2009 and formally established in 2012, HWP applies psychological principles to help marginalized individuals, such as those with low incomes, find work. The field's practitioners also focus on delivering humanitarian aid during major catastrophes and supporting local community members who lack the necessary knowledge, skills, and abilities (KSAs) to secure stable employment. A central aim is to empower these individuals by developing durable KSAs, enabling them to improve their lives and reduce the need for aid.

Humanitarian Work Psychology

Industrial-Organizational (I-O) psychology is a specialized field that examines the bidirectional relationship between human psychology and the workplace. It investigates how individual and group behavior influences work processes and, conversely, how the work environment impacts the psychological and physical well-being of employees.

Definition of Industrial-Organizational Psychology

Work occupies a central role in the lives of most adults, representing a significant investment of their time and energy. For instance, 2019 data for the United States indicated that workers spent an average of 42 to 54 hours per week on work-related activities, a time commitment surpassed only by sleeping. This highlights the substantial portion of life that is shaped by the work experience.

Significance of Work in Daily Life

The substantial time and energy dedicated to work have far-reaching consequences that extend beyond the workplace, influencing the physical and psychological health of workers and their families. These effects can be either positive, contributing to fulfillment and stability, or negative, leading to stress and other health issues.

Impact of Work on Well-being

A manufacturing plant is experiencing a high rate of on-the-job injuries and errors related to the operation of a new piece of machinery. The management believes the issue is not with the employees' skills, but with the machine's complex and non-intuitive control panel. Which type of specialist would be most qualified to investigate and resolve this specific problem?

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

University of Chicago

New York University

University of Michigan - Ann Arbor

Google

Wake Forest University

Columbia University

Boston College

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

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

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

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.

Learn Before

Related

Learn After