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Industrial-Organizational Psychologists

Apply principles of psychology to human resources, administration, management, sales, and marketing problems. Activities may include policy planning; employee testing and selection, training and development; and organizational development and analysis. May work with management to organize the work setting to improve worker productivity.   (O'Net 19-3032.00)

 
Reported job titles:   Assessment Services Manager, Assistant Vice President, Assessment Solutions, Consultant, Consulting Hr Professional, Consulting Psychologist, Corporate Director, Talent Assessment, Customer Leader, Director, Learning and Development, Director, Learning Services, Director, Selection and Administration, Director, Selection, Classification, Compensation, Engineering Psychologist, Executive Coach, Human Performance Consultant, Human Resources Consultant (HR Consultant), Human Resources Psychologist, Industrial Psychologist, Industrial/Organizational Psychologist (I/O Psychologist), Instructional Systems Design Consultant (ISD Consultant), Internal Consultant, Management Consultant, Management Psychologist, Manager of Selection and Assessment, Manager, Personnel Selection, Occupational Psychologist, Organizational Consultant, Organizational Development Consultant, Organizational Development Manager, Organizational Development Specialist, Organizational Effectiveness Consultant, Talent Development Team, Organizational Effectiveness Director, Organizational Psychologist, Organizational Research Consultant, Personnel Psychologist, Personnel Research Psychologist, Personnel Research Scientist, Policy Advisor, Policy Officer, Program Evaluation Consultant, Research Psychologist, Research Scientist, Second VP, HR Assessment, Senior Behavioral Scientist, Senior Consultant, Senior Research Consultant, Senior Research Fellow, Staffing Consultant, Team Leader/Research Psychologist, Testing Projects Administrator, Vice President Talent Management, Vice President, Consulting Services, Vice President, Global Organizational Effectiveness, Vice President, Talent Management
 
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    Wages
    for Industrial-Organizational Psychologists
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    No wage data for this occupation.
     


    Employment Trends
    for Industrial-Organizational Psychologists
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    No trend data for this occupation.
     


    Industries of Employment
    for Industrial-Organizational Psychologists
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    Industry Percent of Total
    2014
    Self-employed workers, all industries 40.9%
    Management, scientific, and technical consulting services 17.9%
    State government, excluding education and hospitals 9.7%
    Educational services; state, local, and private 9.4%
    Scientific research and development services 5.0%
    source: Employment Projections, U.S. Bureau of Labor Statistics, National Employment Matrix, released July 2016.
     


    Tasks
    for Industrial-Organizational Psychologists
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  • Formulate and implement training programs, applying principles of learning and individual differences.
     
  • Conduct research studies of physical work environments, organizational structures, communication systems, group interactions, morale, and motivation to assess organizational functioning.
     
  • Conduct presentations on research findings for clients and at research meetings.
     
  • Provide expert testimony in employment lawsuits.
     
  • Study consumers' reactions to new products and package designs, and to advertising efforts, using surveys and tests.
     
  • Review research literature to remain current on psychological science issues.
     
  • Develop interview techniques, rating scales, and psychological tests used to assess skills, abilities, and interests for the purpose of employee selection, placement, and promotion.
     
  • Conduct individual assessments, including interpreting measures and providing feedback for selection, placement, and promotion.
     
  • Write articles, white papers, and reports to share research findings and educate others.
     
  • Develop new business by contacting potential clients, making sales presentations, and writing proposals.
     
    source: Occupational Information Network: Industrial-Organizational Psychologists  updated July 2012
     


    Knowledge
    for Industrial-Organizational Psychologists
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  • 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.
     
  • 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.
     
  • 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.
     
  • 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.
     
  • 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.
     
  • English Language - Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.
     
  • Mathematics - Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications.
     
  • Clerical - Knowledge of administrative and clerical procedures and systems such as word processing, managing files and records, stenography and transcription, designing forms, and other office procedures and terminology.
     
  • Communications and Media - Knowledge of media production, communication, and dissemination techniques and methods. This includes alternative ways to inform and entertain via written, oral, and visual media.
     
  • Computers and Electronics - Knowledge of circuit boards, processors, chips, electronic equipment, and computer hardware and software, including applications and programming.
     
    source: Occupational Information Network: Industrial-Organizational Psychologists  updated July 2012
     


    Skills
    for Industrial-Organizational Psychologists
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  • 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.
     
  • Reading Comprehension - Understanding written sentences and paragraphs in work related documents.
     
  • Complex Problem Solving - Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
     
  • Judgment and Decision Making - Considering the relative costs and benefits of potential actions to choose the most appropriate one.
     
  • Speaking - Talking to others to convey information effectively.
     
  • Critical Thinking - Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
     
  • 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.
     
  • Writing - Communicating effectively in writing as appropriate for the needs of the audience.
     
  • Monitoring - Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.
     
    source: Occupational Information Network: Industrial-Organizational Psychologists  updated July 2012
     


    Abilities
    for Industrial-Organizational Psychologists
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  • Oral Comprehension - The ability to listen to and understand information and ideas presented through spoken words and sentences.
     
  • Oral Expression - The ability to communicate information and ideas in speaking so others will understand.
     
  • Written Comprehension - The ability to read and understand information and ideas presented in writing.
     
  • Written Expression - The ability to communicate information and ideas in writing so others will understand.
     
  • 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).
     
  • 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.
     
  • Speech Clarity - The ability to speak clearly so others can understand you.
     
  • Speech Recognition - The ability to identify and understand the speech of another person.
     
  • 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).
     
    source: Occupational Information Network: Industrial-Organizational Psychologists  updated July 2012
     


    Work Activities
    for Industrial-Organizational Psychologists
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  • Getting Information - Observing, receiving, and otherwise obtaining information from all relevant sources.
     
  • Establishing and Maintaining Interpersonal Relationships - Developing constructive and cooperative working relationships with others, and maintaining them over time.
     
  • Making Decisions and Solving Problems - Analyzing information and evaluating results to choose the best solution and solve problems.
     
  • Analyzing Data or Information - Identifying the underlying principles, reasons, or facts of information by breaking down information or data into separate parts.
     
  • 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.
     
  • Interpreting the Meaning of Information for Others - Translating or explaining what information means and how it can be used.
     
  • Judging the Qualities of Things, Services, or People - Assessing the value, importance, or quality of things or people.
     
  • Provide Consultation and Advice to Others - Providing guidance and expert advice to management or other groups on technical, systems-, or process-related topics.
     
  • Communicating with Supervisors, Peers, or Subordinates - Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.
     
  • Identifying Objects, Actions, and Events - Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events.
     
    source: Occupational Information Network: Industrial-Organizational Psychologists  updated July 2012
     


    Interests
    for Industrial-Organizational Psychologists
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  • Investigative - Investigative occupations frequently involve working with ideas, and require an extensive amount of thinking. These occupations can involve searching for facts and figuring out problems mentally.
     
  • Enterprising - Enterprising occupations frequently involve starting up and carrying out projects. These occupations can involve leading people and making many decisions. Sometimes they require risk taking and often deal with business.
     
  • Artistic - Artistic occupations frequently involve working with forms, designs and patterns. They often require self-expression and the work can be done without following a clear set of rules.
     
    source: Occupational Information Network: Industrial-Organizational Psychologists  updated June 2008
     


    Work Styles
    for Industrial-Organizational Psychologists
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  • Analytical Thinking - Job requires analyzing information and using logic to address work-related issues and problems.
     
  • Initiative - Job requires a willingness to take on responsibilities and challenges.
     
  • Integrity - Job requires being honest and ethical.
     
  • Dependability - Job requires being reliable, responsible, and dependable, and fulfilling obligations.
     
  • Achievement/Effort - Job requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks.
     
  • Leadership - Job requires a willingness to lead, take charge, and offer opinions and direction.
     
  • Persistence - Job requires persistence in the face of obstacles.
     
  • Adaptability/Flexibility - Job requires being open to change (positive or negative) and to considerable variety in the workplace.
     
  • Attention to Detail - Job requires being careful about detail and thorough in completing work tasks.
     
  • Cooperation - Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude.
     
    source: Occupational Information Network: Industrial-Organizational Psychologists  updated July 2012
     


    State of Vermont License Information
    that may be required for Industrial-Organizational Psychologists
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    License Name Licensing Agency
    Psychologist, Doctorate Vermont Secretary of State
    Office of Professional Regulation
    Board of Psychological Examiners
    Psychologist, Master Vermont Secretary of State
    Office of Professional Regulation
    Board of Psychological Examiners
     
    source: Vermont Department of Labor, Licensed & Certified Occupations in Vermont, 2015.
     


    Education and Training Requirements
    for Industrial-Organizational Psychologists
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  • 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).
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  • 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.
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  • 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.
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    source: Occupational Information Network: Industrial-Organizational Psychologists  updated July 2012
     


    Schools
    offering instructional programs related to Industrial-Organizational Psychologists
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      Related Instructional Programs
     
    • Industrial and Organizational Psychology.
     
    • Psychology, General.
     
     Search for schools offering these programs at
     
     
     
    source: National Center for Education Statistics 2000 Classification of Instructional Programs .
     


    Other Resources
    for Industrial-Organizational Psychologists
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  • Labor Exchange Information
  • A source for occupational characteristics, such as age, gender, race, and years of education and an alternative source for occupational wage rates. Limited to people looking for jobs and the jobs advertised through VDOL Vermont Job Link.
  • Look for statewide information over the latest 12 months for Industrial-Organizational Psychologists.
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  • Occupational Outlook Handbook
  • The Occupational Outlook Handbook is a nationally recognized source of career information, designed to provide valuable assistance to individuals making decisions about their future work lives. Revised every two years, the Handbook describes what workers do on the job, working conditions, the training and education needed, earnings, and expected job prospects in a wide range of occupations.
    Go to Occupational Outlook Handbook
    Handbook occupations related to Industrial-Organizational Psychologists :
  • Psychologists
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    Related Occupations
    Occupations with skill requirements similar to Industrial-Organizational Psychologists
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  • Administrative Law Judges, Adjudicators, and Hearing Officers
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  • Business Teachers, Postsecondary
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  • Communications Teachers, Postsecondary
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  • Education Administrators, Postsecondary
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  • Human Resources Managers
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  • Management Analysts
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  • Marketing Managers
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  • Medical and Health Services Managers
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  • Public Relations and Fundraising Managers
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  • Survey Researchers
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    source: Occupational Information Network: Industrial-Organizational Psychologists 
     

     
     
     
    Vermont.gov State of Vermont Department of Labor