Industrial-Organizational Psychologist


What Are Industrial-Organizational Psychologists?

industrial-organizational psychologistA work place must operate easily and effectively to be able to foster success. In businesses where employees are happy and healthy, standard of living is important and the organizational system is strong. Issues, when they come up, receive swift and effective quality. Industrial-organizational psychologist can help with many of these tasks, and even more. If you want the thought of applying the analysis of human tendencies to the work environment, this may be the field where you thrive–while assisting others to do the same.

This fast-growing field of mindset offers many job options. Below are a few of your alternatives. A place of work must operate easily and effectively to be able to foster success. In businesses where employees are happy and healthy, standard of living is important and the organizational facilities is strong. Issues, when they occur, receive swift and effective image resolution.

Industrial-organizational psychologists use emotional guidelines and research solutions to solve problems at work and increase the standard of living. They study work area production and management and worker working styles. They get a feel for the morale and personality of the company or group. Plus they collaborate with management to help plan regulations, perform screenings and workout sessions, and create a plan for the near future.

Quick Facts
Source: U.S. Bureau of Labor Statistics, Occupational Employment Statistics.
2016 Median Annual Sallary$82,760
Typical Entry-Level EducationMaster's degree
Typical On-The-Job TrainingInternship/residency
Work Experience In A Related OccupationNone
Projected Job Openings 2014 - 2024800
Employment Change 2014 - 2024400
Projected Growth 2014 - 202419.1%

Steps to Become a Industrial-Organizational Psychologist

As an industrial-organizational psychologist, it's never a dreary trip to work. You'll receive satisfaction from assisting to improve work techniques and conditions in a variety of ways. Some typical job information include employed in consulting, consumer, anatomist or personnel mindset.

Your customer options are infinite. Furthermore to employed in typical psychology conditions like schools, treatment centers and clinics, you can apply your mindset skills to businesses, smaller businesses and anywhere better performance and morale are goals.

  • Education:

    Like most mindset specializations, entry in to the industrial-organizational mindset field requires comprehensive study. You'll likely need to earn a master's level in psychology, that may take one or two years to complete. Although some individuals who go after their master's in mindset have acquired their bachelor's in the field as well, you could have a bachelor's level in another field and go after a master's in mindset or cultural work.

    To improve your opportunities running a business and academia, gaining a doctoral level can be an option. A PhD in mindset or a health care provider of Psychology level will take a period investment of five to six years to complete. Programs using regions of professional psychology need a twelve months internship within the doctoral program. Those making a PhD in mindset must complete a residency training curriculum under a rehearsing clinician; this residency may take up to 3 years to complete.

    • Doctoral Degree: 48%
    • Master's Degree: 47%
    • Post-doctoral Training: 5%
  • Licenses & Accreditations:

    some industrial-organizational psychologists seek voluntary recognition from the American Board of Organizational and Business Consulting Psychology (ABOBCP) to show competency and dedication in the field.

    Licensing and documentation suggestions for psychologists change by state; make certain to check the rules for the spot in which you intend to study.

Job Outlook


Below are national percentile wage estimates for this occupation in United States.
PERCENTILE 10% 25% 50% 75% 90%
Source: U.S. Bureau of Labor Statistics, Occupational Employment Statistics.
Hourly Wage $25.46 $31.92 $39.79 $66.11 $88.64
Annual Wage $52,950 $66,390 $82,760 $137,510 $184,380

Industries with Highest Levels of Employment in This Occupation:

Source: U.S. Bureau of Labor Statistics, Occupational Employment Statistics.
Scientific Research and Development Services 340 0.05 $59.28 $123,290
Management, Scientific, and Technical Consulting Services 270 0.02 $47.40 $98,600
State Government (OES Designation) 70 0.00 $37.66 $78,340
Colleges, Universities, and Professional Schools 60 0.00 $32.33 $67,250
Management of Companies and Enterprises 40 0.00 $58.96 $122,630

Top Paying Industries for This Occupation:

Source: U.S. Bureau of Labor Statistics, Occupational Employment Statistics.
Scientific Research and Development Services 340 0.05 $59.28 $123,290
Management of Companies and Enterprises 40 0.00 $58.96 $122,630
Architectural, Engineering, and Related Services 30 0.00 $54.04 $112,400
Management, Scientific, and Technical Consulting Services 270 0.02 $47.40 $98,600
State Government (OES Designation) 70 0.00 $37.66 $78,340

States with Highest Employment Level in This Occupation:

Source: U.S. Bureau of Labor Statistics, Occupational Employment Statistics.
Virginia 310 11.42 $57.82 $120,260
Massachusetts 120 4.86 $40.65 $84,550
Pennsylvania 50 1.14 $53.94 $112,200
Missouri 50 2.36 0 0
New Jersey 30 1.08 $53.08 $110,410

Top Paying States for This Occupation:

Source: U.S. Bureau of Labor Statistics, Occupational Employment Statistics.
Virginia 310 11.42 $57.82 $120,260
Pennsylvania 50 1.14 $53.94 $112,200
New Jersey 30 1.08 $53.08 $110,410
Massachusetts 120 4.86 $40.65 $84,550
Florida N/A N/A $36.91 $76,780

Key Attributes

Every field has basic requirements for people having different skills, abilities and knowledge. Understanding these requirements will help you find right career path for you. Below are few such key attributes that a Industrial-Organizational Psychologist should have.


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  • Reading Comprehension: Understanding written sentences and paragraphs in work related documents.
  • Active Listening: Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
  • Writing: Communicating effectively in writing as appropriate for the needs of the audience.
  • Speaking: Talking to others to convey information effectively.
  • Mathematics: Using mathematics to solve problems.
  • Science: Using scientific rules and methods to solve problems.
  • Critical Thinking: Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
  • Active Learning: Understanding the implications of new information for both current and future problem-solving and decision-making.
  • Learning Strategies: Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things.
  • Monitoring: Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.
  • Social Perceptiveness: Being aware of others' reactions and understanding why they react as they do.
  • Coordination: Adjusting actions in relation to others' actions.
  • Persuasion: Persuading others to change their minds or behavior.
  • Negotiation: Bringing others together and trying to reconcile differences.
  • Instructing: Teaching others how to do something.
  • Service Orientation: Actively looking for ways to help people.
  • Complex Problem Solving: Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
  • Operations Analysis: Analyzing needs and product requirements to create a design.
  • Judgment and Decision Making: Considering the relative costs and benefits of potential actions to choose the most appropriate one.
  • Systems Analysis: Determining how a system should work and how changes in conditions, operations, and the environment will affect outcomes.
  • Systems Evaluation: Identifying measures or indicators of system performance and the actions needed to improve or correct performance, relative to the goals of the system.
  • Time Management: Managing one's own time and the time of others.
  • Management of Personnel Resources: Motivating, developing, and directing people as they work, identifying the best people for the job.


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  • Psychology: Knowledge of human behavior and performance; individual differences in ability, personality, and interests; learning and motivation; psychological research methods; and the assessment and treatment of behavioral and affective disorders.
  • Personnel and Human Resources: Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
  • English Language: Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.
  • Administration and Management: Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
  • Education and Training: Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.
  • Mathematics: Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications.
  • Customer and Personal Service: Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
  • Sociology and Anthropology: Knowledge of group behavior and dynamics, societal trends and influences, human migrations, ethnicity, cultures and their history and origins.
  • Computers and Electronics: Knowledge of circuit boards, processors, chips, electronic equipment, and computer hardware and software, including applications and programming.
  • Sales and Marketing: Knowledge of principles and methods for showing, promoting, and selling products or services. This includes marketing strategy and tactics, product demonstration, sales techniques, and sales control systems.


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  • Oral Comprehension: The ability to listen to and understand information and ideas presented through spoken words and sentences.
  • Written Comprehension: The ability to read and understand information and ideas presented in writing.
  • Oral Expression: The ability to communicate information and ideas in speaking so others will understand.
  • Written Expression: The ability to communicate information and ideas in writing so others will understand.
  • Fluency of Ideas: The ability to come up with a number of ideas about a topic (the number of ideas is important, not their quality, correctness, or creativity).
  • Originality: The ability to come up with unusual or clever ideas about a given topic or situation, or to develop creative ways to solve a problem.
  • Problem Sensitivity: The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing there is a problem.
  • Deductive Reasoning: The ability to apply general rules to specific problems to produce answers that make sense.
  • Inductive Reasoning: The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events).
  • Information Ordering: The ability to arrange things or actions in a certain order or pattern according to a specific rule or set of rules (e.g., patterns of numbers, letters, words, pictures, mathematical operations).
  • Category Flexibility: The ability to generate or use different sets of rules for combining or grouping things in different ways.
  • Mathematical Reasoning: The ability to choose the right mathematical methods or formulas to solve a problem.
  • Number Facility: The ability to add, subtract, multiply, or divide quickly and correctly.
  • Near Vision: The ability to see details at close range (within a few feet of the observer).
  • Speech Recognition: The ability to identify and understand the speech of another person.
  • Speech Clarity: The ability to speak clearly so others can understand you.

What They Do?


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  • Develop and implement employee selection or placement programs.
  • Analyze job requirements and content to establish criteria for classification, selection, training, and other related personnel functions.
  • Observe and interview workers to obtain information about the physical, mental, and educational requirements of jobs as well as information about aspects such as job satisfaction.
  • Write reports on research findings and implications to contribute to general knowledge or to suggest potential changes in organizational functioning.
  • Advise management concerning personnel, managerial, and marketing policies and practices and their potential effects on organizational effectiveness and efficiency.
  • Identify training and development needs.
  • Conduct research studies of physical work environments, organizational structures, communication systems, group interactions, morale, or motivation to assess organizational functioning.
  • Formulate and implement training programs, applying principles of learning and individual differences.
  • Develop interview techniques, rating scales, and psychological tests used to assess skills, abilities, and interests for the purpose of employee selection, placement, or promotion.
  • Assess employee performance.
  • Study organizational effectiveness, productivity, and efficiency, including the nature of workplace supervision and leadership.
  • Facilitate organizational development and change.
  • Analyze data, using statistical methods and applications, to evaluate the outcomes and effectiveness of workplace programs.
  • Counsel workers about job and career-related issues.
  • Study consumers' reactions to new products and package designs, and to advertising efforts, using surveys and tests.
  • Participate in mediation and dispute resolution.
  • Conduct presentations on research findings for clients or at research meetings.
  • Provide expert testimony in employment lawsuits.
  • Review research literature to remain current on psychological science issues.
  • Conduct individual assessments, including interpreting measures and providing feedback for selection, placement, or promotion.
  • Write articles, white papers, or reports to share research findings and educate others.
  • Develop new business by contacting potential clients, making sales presentations, and writing proposals.
  • Train clients to administer human resources functions including testing, selection, and performance management.
  • Coach senior executives and managers on leadership and performance.
  • Provide advice on best practices and implementation for selection.

Work Activities

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  • Getting Information: Observing, receiving, and otherwise obtaining information from all relevant sources.
  • Monitor Processes, Materials, or Surroundings: Monitoring and reviewing information from materials, events, or the environment, to detect or assess problems.
  • Identifying Objects, Actions, and Events: Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events.
  • Estimating the Quantifiable Characteristics of Products, Events, or Information: Estimating sizes, distances, and quantities; or determining time, costs, resources, or materials needed to perform a work activity.
  • Judging the Qualities of Things, Services, or People: Assessing the value, importance, or quality of things or people.
  • Processing Information: Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data.
  • Evaluating Information to Determine Compliance with Standards: Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards.
  • Analyzing Data or Information: Identifying the underlying principles, reasons, or facts of information by breaking down information or data into separate parts.
  • Making Decisions and Solving Problems: Analyzing information and evaluating results to choose the best solution and solve problems.
  • Thinking Creatively: Developing, designing, or creating new applications, ideas, relationships, systems, or products, including artistic contributions.
  • Updating and Using Relevant Knowledge: Keeping up-to-date technically and applying new knowledge to your job.
  • Developing Objectives and Strategies: Establishing long-range objectives and specifying the strategies and actions to achieve them.
  • Scheduling Work and Activities: Scheduling events, programs, and activities, as well as the work of others.
  • Organizing, Planning, and Prioritizing Work: Developing specific goals and plans to prioritize, organize, and accomplish your work.
  • Interacting With Computers: Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information.
  • Documenting/Recording Information: Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form.
  • Interpreting the Meaning of Information for Others: Translating or explaining what information means and how it can be used.
  • Communicating with Supervisors, Peers, or Subordinates: Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.
  • Communicating with Persons Outside Organization: Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail.
  • Establishing and Maintaining Interpersonal Relationships: Developing constructive and cooperative working relationships with others, and maintaining them over time.
  • Selling or Influencing Others: Convincing others to buy merchandise/goods or to otherwise change their minds or actions.
  • Resolving Conflicts and Negotiating with Others: Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others.
  • Coordinating the Work and Activities of Others: Getting members of a group to work together to accomplish tasks.
  • Developing and Building Teams: Encouraging and building mutual trust, respect, and cooperation among team members.
  • Training and Teaching Others: Identifying the educational needs of others, developing formal educational or training programs or classes, and teaching or instructing others.
  • Guiding, Directing, and Motivating Subordinates: Providing guidance and direction to subordinates, including setting performance standards and monitoring performance.
  • Coaching and Developing Others: Identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills.
  • Provide Consultation and Advice to Others: Providing guidance and expert advice to management or other groups on technical, systems-, or process-related topics.
  • Staffing Organizational Units: Recruiting, interviewing, selecting, hiring, and promoting employees in an organization.
  • Monitoring and Controlling Resources: Monitoring and controlling resources and overseeing the spending of money.

Work Context

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  • Telephone: 83% responded "Every day"
  • Electronic Mail: 96% responded "Every day"
  • Letters and Memos: 34% responded "Every day"
  • Face-to-Face Discussions: 68% responded "Every day"
  • Contact With Others: 48% responded "Constant contact with others"
  • Work With Work Group or Team: 61% responded "Extremely important"
  • Deal With External Customers: 40% responded "Extremely important"
  • Coordinate or Lead Others: 44% responded "Extremely important"
  • Responsibility for Outcomes and Results: 45% responded "Very high responsibility"
  • Indoors, Environmentally Controlled: 86% responded "Every day"
  • Spend Time Sitting: 56% responded "Continually or almost continually"
  • Consequence of Error: 17% responded "Extremely serious"
  • Impact of Decisions on Co-workers or Company Results: 51% responded "Very important results"
  • Frequency of Decision Making: 47% responded "Every day"
  • Freedom to Make Decisions: 64% responded "A lot of freedom"
  • Importance of Being Exact or Accurate: 53% responded "Extremely important"
  • Structured versus Unstructured Work: 66% responded "A lot of freedom"
  • Level of Competition: 17% responded "Extremely competitive"
  • Time Pressure: 22% responded "Every day"

Job Zone

  • Title: Job Zone Five: Extensive Preparation Needed
  • Education: Most of these occupations require graduate school. For example, they may require a master's degree, and some require a Ph.D., M.D., or J.D. (law degree).
  • Related Experience: Extensive skill, knowledge, and experience are needed for these occupations. Many require more than five years of experience. For example, surgeons must complete four years of college and an additional five to seven years of specialized medical training to be able to do their job.
  • Job Training: Employees may need some on-the-job training, but most of these occupations assume that the person will already have the required skills, knowledge, work-related experience, and/or training.
  • Job Zone Examples: These occupations often involve coordinating, training, supervising, or managing the activities of others to accomplish goals. Very advanced communication and organizational skills are required. Examples include librarians, lawyers, astronomers, biologists, clergy, surgeons, and veterinarians.
  • SVP Range: (8.0 and above)

Find Your State Licensing Requirements

Whether you need to complete an internship or a doctoral degree, licensing requirements may vary from state to state. Click name of state below to find licensing requirement for that particular state.

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