6.2 Topics in Industrial and Organizational Psychology
6.2 Topics in Industrial and Organizational Psychology
Topics in Industrial and Organizational Psychology12
Work occupies a central part of people’s lives around the world. For example, full-time workers in the U.S. work an average of 8.5 hours/day, spending more time working than performing any other life activity except for sleep (Bureau of Labor Statistics, 2016). Work experiences exert a heavy effect on people’s life satisfaction (Erdogan, Bauer, Truxillo, & Mansfield, 2012), and career goals are a central concern of many young adults (e.g., Rogers, Creed, & Glendon, 2008). Indeed, most readers of this chapter are likely in college as a step toward achieving a hoped-for career!
However, the world of work is changing in many ways that present new questions and challenges for workers. For example, advances in technology, including automation, are disrupting major industries and changing or eliminating many jobs (Susskind & Susskind, 2016). Employers are increasingly experimenting with alternative work arrangements, like contract workers in “gig” jobs (e.g., driving for Uber or Lyft), rather than offering full-time work with job security and stable benefits (Friedman, 2014). Despite progress, women, racial and ethnic minorities, religious minorities, LGBTQ+ individuals, and people with disabilities still struggle to be accepted and successful in many workplaces (Myors et al., 2008). And, around the world, hundreds of thousands of migrant workers continue to search for decent work opportunities that can fulfill their basic needs (Moyce & Schenker, 2018).
Against this backdrop, industrial-organizational (I-O) psychology has an important role to play in improving organizations and promoting the well-being of workers. This chapter first presents a brief overview of I-O and what work in this field entails, and then reviews a series of major areas of research and practice within each half of the field.
Overview
I-O psychology is the scientific study of working and the application of psychological principles to workplace issues facing individuals, teams, and organizations. I-O psychologists apply the scientific method to investigate issues of critical relevance to individuals, businesses, and society. As a consequence, I-O psychologists are trained as scientist-practitioners with the ability to both conduct rigorous research and engage in the practical application of scientific knowledge alongside business people.
There are roughly 500 graduate programs in the U.S. that grant master’s and doctoral degrees in I-O psychology. Unlike many areas of psychology that require a doctoral degree practice, a terminal master’s degree is sufficient to pursue many excellent work opportunities in I-O psychology (Michalski, 2017). Moreover, the Department of Labor projects increased demand for I-O psychology into the mid-2020s. Much more information about graduate training and work opportunities is available on the Society for Industrial and Organizational Psychology