Industrial-Organizational Psychology in the Workplace

Industrial-organizational psychology helps develop strategies that build better organizations. An I-O psychologist can help you with staffing, workforce development, and workplace climate issues.

Recruit people that best fit your organization.

• Hire better people.
• Retain the best people.
• Develop fair, legal, and efficient hiring practices.
• Improve the skills of the people you already have.
• Create a diverse, qualified workforce.
• Develop performance management systems.
• Minimize absenteeism.
• Eliminate harassment and discrimination.
• Foster a team environment.
• Increase motivation and dedication.

The bottom line in any organization is performance
Industrial-organizational (I-O) psychologists contribute to an organization’s success by improving the performance and well-being of its people. An I-O psychologist researches and identifies how behaviors and attitudes can be improved through hiring practices, training programs, and feedback systems.
I-O Psychologists Work With Organizations in Many Areas
Employees

• Testing: test development, including tests of job knowledge, skills, reasoning, personality, and physical abilities; assessment centers; certification testing; multimedia testing (Web-based, video, etc.); interpretation of test results; test fairness; test-taker perceptions
  
  
• Selection and Promotion: recruiting; hiring; structured interviews; succession planning; performance appraisal and management
  
  
• Training and Development: computer-based learning; executive coaching, management development, mentoring, and leadership; competency modeling; team design and training; measuring training effectiveness
  
  
• Employee Attitudes and Satisfaction: involvement and empowerment; retention; job satisfaction; burnout, conflict, and stress management; aging and retirement; gender issues; resignation and voluntary turnover
  
  
• Employee Motivation: factors that motivate employees to perform effectively
  
  

Organizational Development

• Change Management: mergers and acquisitions; group processes; process reengineering; productivity and quality improvement; strategic planning
  
  
• Surveys: climate and culture
  
  
• Job design and evaluation
  
  
• Organizational structure
  
  
• Team building
  
  
• Workforce planning (downsizing and rightsizing)
  
  
• Cross-cultural and diversity issues
  
  
• Impact of technology in the workplace
  
  
• Customer service issues

Human Resource Management
I-O psychologists can provide scientific research that HR managers can use in developing strategies and decisions.

• Legal: analysis of issues and expert testimony on EEO/AA, ADA, OSHA, and other issues; discrimination; jury decision processes
  
  
• Workplace Health: ergonomics, human factors, and safety; overcoming stress; workplace violence
  
  
• Compensation and Benefits: pay, perks, rewards, and recognition
  
  
• Employee Behavior: harassment; absenteeism; discipline
  
  
• Employee Issues: union and labor relations
  
  
• Work–Life Programs: flexible work arrangements, quality of work life, work–life balance, working parents, and telecommuting
  
  
• Performance Evaluations and Assessments: design of job performance measurement systems for feedback and performance improvement

Research Expertise

• Research design and methods
  
  
• Data analysis and statistics
  
  
• Statistical models
  
  
• Data privacy, confidentiality, and ethics
  
  
• In-depth knowledge of the research on employee attitudes and behaviors as they relate to organizational performance