Industrial and Organizational Psychology Mike Clayton

Industrial and organizational psychology (I-O psychology) is an applied discipline within psychology. It is also known as occupational psychology, organizational psychology, or work and organizational psychology.

Industrial, work and organizational psychology (IWO) is the broader international term used to describe the field globally.

The discipline focuses on the scientific study of human behavior in relation to work and applies psychological theories and principles to organizations, workplaces, and work–life contexts.

Industrial and organizational psychologists are trained under the scientist–practitioner model, combining research and practical application. They contribute to organizational success by improving performance, motivation, job satisfaction, occupational safety and health, as well as overall employee well-being.

Research conducted in this field examines employee behaviors and attitudes and seeks to improve them through effective hiring practices, training programs, feedback mechanisms, and management systems.

According to the U.S. Bureau of Labor Statistics, I-O psychology was ranked as the fastest-growing occupation in 2014, with an estimated growth rate of 53%. The mean salary was estimated at US$109,030, with professionals in the top 10 percentile earning up to US$192,150 in 2018.

As of 2020, industrial and organizational psychology is one of the 17 recognized professional specialties by the American Psychological Association (APA). The field is represented by APA Division 14, formally known as the Society for Industrial and Organizational Psychology (SIOP).

Industrial and Organizational Psychology by Region

In the United Kingdom, industrial and organizational psychologists are referred to as occupational psychologists.

Occupational psychology in the UK is one of nine protected titles within the profession of practitioner psychologist, regulated by the Health and Care Professions Council (HCPC).

Graduate programs in psychology in the UK, including occupational psychology, are accredited by the British Psychological Society (BPS).

In Australia, the title organizational psychologist is protected by law and regulated by the Australian Health Practitioner Regulation Agency (AHPRA).

Organizational psychology is one of nine areas of specialist endorsement for psychology practice in Australia.

In Europe, professionals holding a specialist EuroPsy Certificate in Work and Organisational Psychology are recognized as fully qualified psychologists and specialists in work psychology.

Psychologists meeting the EuroPsy standard are recorded in the Register of European Psychologists, and industrial and organizational psychology is one of the three main psychology specializations in Europe.

In South Africa, industrial psychology is an official registration category for psychologists, regulated by the Health Professions Council of South Africa (HPCSA).

Research Methods in Industrial and Organizational Psychology

As described above, industrial and organizational (I-O) psychologists are trained in the scientist–practitioner model and rely on a wide range of methods to conduct organizational research.

Common study designs employed by I-O psychologists include surveys, experiments, quasi-experiments, and observational studies.

I-O psychologists draw on diverse data sources, including human judgments, historical databases, objective measures of work performance (such as sales volume), as well as questionnaires and surveys.

Quantitative statistical methods are central to I-O research. Common techniques include correlation, multiple regression, and analysis of variance.

More advanced statistical methods used in I-O psychology include logistic regression, structural equation modeling, hierarchical linear modeling (HLM), also known as multilevel modeling, as well as meta-analysis.

I-O psychologists also employ psychometric methods, including those associated with classical test theory, generalizability theory, and item response theory (IRT).

In addition to quantitative approaches, I-O psychologists use qualitative methods, such as focus groups, interviews, and case studies.

Research on organizational culture often incorporates ethnographic techniques and participant observation. A well-known qualitative approach in I-O psychology is Flanagan’s Critical Incident Technique.

Finally, I-O psychologists frequently combine quantitative and qualitative methods, sometimes within a single study, to achieve a more comprehensive understanding of organizational phenomena.