How to Become an Industrial Organizational Psychologist

Many companies have problems with employee morale, high turnover, and low employee satisfaction. There are also a lot of issues in the corporate world, creating unbalanced and unhealthy work environments for employees. Here is where Industrial-Organizational Psychologists come in.

I/O psychologists apply areas of psychology to business to solve these kinds of problems. Are you pursuing psychology but not the traditional mental health field? This career could be the right choice for a dynamic and varied career with combined aspects of business and psychology! Have you been wondering how to become an industrial organizational psychologist? Read on to find out if this job is the one for you.

Article Navigation: What is an Industrial Organizational Psychologist? | IO Psychology vs. Human Resources | How to Become an Industrial Organizational Psychologist – The Steps | Degree Accreditation | Licensing | Board Certification | Careers in Industrial-Organizational Psychology | Skills to be Successful as an I/O Psychologist | Become an Industrial organizational Psychologist Today! | FAQs

What is an Industrial Organizational Psychologist?

An Industrial-Organizational Psychologist (or I/O Psychologist) applies psychology to business in human resources (HR), administration, sales, management, and marketing issues. These applications can help employers know their employees better and improve the work environment. For this purpose, I/O psychologists help improve productivity, increase morale, reduce turnover, and improve job satisfaction. These helpful professionals help create more efficient and effective workplaces while supporting employees with a balanced, healthy, and respectful work environment.

IO Psychology vs. Human Resources

The two share many commonalities. I/O psychologists can easily find careers in human resources should they choose. However, the difference is in the training and approaches the two take. I/O psychologists are specifically trained in psychology, giving them a deep understanding of human function and interaction. HR personnel may not have as in-depth training. Likewise, they may not have a specific and thorough knowledge of the human function and the interconnected nature of employee satisfaction and a successful organization.

How to Become an Industrial Organizational Psychologist – The Steps

1. Obtain a bachelor’s degree
2. Complete a master’s program
3. Pursue internships
4. Consider a Ph.D. or Psy.D.
5. Licensing or Board Certification

Bachelor’s Degree

Admission Requirements: This degree only requires a high school diploma or GED.

Length and Cost of Program: If pursued full-time, this degree program takes from 3.5 to 4 years. A bachelor’s of science in psychology costs around $15,000.

A bachelor’s degree in psychology is the place to start on the journey to becoming an I/O psychologist. Students take courses on topics such as:

• Brain and its function
• Criminal psychology
• Addiction theories
• Research

The relevance to the psychology field varies based on what students choose to pursue academically. For example, a specific sector of psychology, warranting more specialized classes, or a general psychology degree, which has general courses and doesn’t allow for expert-level exploration. While there are some bachelor’s programs specifically for I/O psychology, some students may find it helpful to pursue a bachelor’s in general psychology and then focus their studies at the graduate level.

A bachelor’s degree is a starting point toward an industrial organizational psychology degree. Still, it doesn’t give students the knowledge and experience they need to succeed in the field. A master’s degree is the lowest level of education relevant to students pursuing an I/O psychologist career.

Master’s Degree

Admission Requirements: A bachelor’s degree in some form of psychology is required. Work experience is helpful but not required. Some programs require GRE results, so research your desired program for its specific requirements.

Length and Cost of Program: A master’s in Industrial-Organizational Psychology costs around $20,000 and is two years when taken full-time.

A master’s in Industrial-Organizational Psychology is the best way to get the training, knowledge, and experience required to work in this field. The corporate HR nature of the job requires a specific set of skills and more specialized education that other psychology focuses lack. Students delve deeper into their studies with courses such as:

• Industrial-Organizational Psychology in Human Resource Management
• Organizational Behavior and Development
• Employee Selection
• Applied Leadership and Teamwork
• And many other core and elective classes

In a master’s program, students can explore interpersonal relationship skills, how to apply psychology to social and professional spaces, choose new hires that will last, and incentivize and support staff in an organization. Students are given the skills to work with human development and thought, successfully resolve conflict, and understand how to respect and support diversity in the workplace.

What can you do with a master’s in IO psychology?

This degree is the standard for starting positions in the field of I/O psychology. It opens up opportunities for industrial organizational psychology entry-level jobs. A master’s degree is considered the end goal for most students pursuing a career in I/O psychology. However, graduates can follow further opportunities and research with a Ph.D. or Psy.D.

Ph.D. or Psy.D.

Admission Requirements: Most doctorate programs require a 3.0 or higher GPA in an I/O psychology master’s degree. Letters of recommendation and an interview are also usually required. Some programs may also require writing samples like that from a scientific publication. For other requirements, look into the specific program of interest.

Length and Cost of Program: These programs generally last anywhere from 4-6 years, with some taking as little as three years on average when pursued full-time. Depending on the program, this degree will cost students anywhere from $50,000 to $100,000. Financial aid options and grants are highly applicable. Still, students should research their intended programs to spend money on the most suitable program.

A Ph.D. is appropriate for graduates who want to explore I/O psychology further in the academic or scientific research realm, related to intellectual exploration instead of real-world application. Those wishing to practice I/O psychology in the workplace should pursue a Psy.D. instead. Courses include:

• Virtual and Global Leadership
• Advanced Qualitative Research and Analysis
• Cognitive Psychology
• Advanced Personnel Psychology
• And many more advanced courses

Why would a Ph.D. or Psy.D. be good to pursue?

I/O psychologists with doctoral degrees can open independent practices, become consultants, and become HR administrators. This degree level also opens up careers in industrial organizational psychology and in leadership positions.

How Competitive are Graduate Programs in I/O Psychology?

These programs are in high demand for the next wave of I/O psychologists. High GPAs, high GRE scores, and participation in industrial organizational psychology internships increase students’ chances of acceptance.

Degree Accreditation

The American Psychology Association (APA) is the most widely recognized and respected accrediting organization. It provides accreditation for master’s and doctorate programs in psychology. Furthermore, it is currently the only specialized organization that accredits psychology programs at the master’s level. The US Department of Education (DOE) and the Council of Higher Education (CHEA) accredit schooling programs in all fields. In addition to these three accrediting bodies, other regional organizations can accredit programs in their geographical area. The bodies that the DOE or the CHEA recognizes are:

• Middle States Association of Colleges and Schools
• New England Association of Schools and Colleges
• North Central Association of Colleges and Schools
• Northwest Commission on Colleges and Universities
• Western Association of Schools and Colleges
• Southern Association of Colleges and Schools

Some other accrediting bodies provide special accreditation for specialized programs. These may accredit specific programs or degree paths and are independent of regional accreditation.

Why is Accreditation Important?

Accreditation is vital, and students researching schools or online programs should ensure they are accredited. Organizations like those above review accredited programs to keep the information accurate, up-to-date, and of the highest quality. These organizations must be established to qualify for accreditation, so students know that these schools have experience and resources to support learning.

The accredited universities also go through regular reviews to show accrediting bodies that their content is current and continues to be high quality. As far as students’ benefit, attending an accredited school gives them the knowledge that they are receiving the highest quality of education. They can quickly transfer to another school and achieve their preferred careers.

Licensing

Licensure is a good idea, regardless of what branch of psychology graduates choose to pursue. Having a license is not only required to practice psychology in many US states, but it also makes psychologists more credible to potential clients. A license also supports psychologists in the case of a lawsuit as it can be referenced for proof of experience and expertise. To get licensed, students must:

• Completed a graduate degree in psychology from an accredited university
• Complete two years of clinical experience under a licensed psychologist
• Complete and pass the Exam for Professional Practice in Psychology (EPPP)

EPPP

The EPPP is a requirement for licensure given by the Association of State and Provincial Psychology Boards (ASPPB) and the Professional Examination Service (PES). In short, the exam is online and comprises 255 questions, all multiple choice. Only 175 of the questions are scored, and the rest are experimental questions. Applicants taking this exam will not know which questions are experimental and which are scored, so it is crucial to put forth the same effort for all questions. Students have 4 hours and 15 minutes to complete the test.

Accordingly, there are many sample tests and questions that students can use to prepare, and there are a lot of study resources provided by the AATBS. When doing practice exams, students should aim for a minimum score of 500 or 70%. The exam results are converted from raw scores to scaled scores ranging from 200 to 800. The exam consists of the following eight areas, as of February 15, 2018:

• Assessment and Diagnosis
• Biological Bases of Behavior
• Cognitive-Affective Bases of Behavior
• Ethical/Legal/Professional Issues
• Growth and Lifespan Development
• Research Methods and Statistics
• Social and Cultural Bases of Behavior
• Treatment, Intervention, and Prevention and Supervision

The key to passing this exam is preparation. In other words, students must study and review content thoroughly to pass this exam. If applicants don’t pass, they will receive a feedback report from the ASPPB to see areas that need improvement. It is broken down by the domain area, which shows students the specific topics they excel in and which need improvement. Also, there are many study resources available in the case that students do need to make up the exam.

Board Certification

While not a requirement, board certification will help industrial organizational psychologists wanting to start a private practice. This certification adds credibility and proof of knowledge to potential clients. It can also benefit employers by showing that the certified professional is capable and knowledgeable in specialized areas, making them more desirable hires. Board certification is provided by The American Board of Organizational and Business Consulting Psychology (ABOBCP), a member board of the American Board of Professional Psychology (ABPP).

Prerequisites: To qualify for certification, applicants must show proof of:

• Education in OBCP, like a degree or training
• Two years of postdoctoral experience in OBCP
• Three thousand hours of experience in relevant areas. These hours may be spread over multiple occasions but must add up to 3,000 hours. They may be internships from two years of experience and other sources, but they must be relevant to OBCP.

Licensure is not required to qualify for certification. Candidates without supervised internships or sources of experience not listed here must show evidence that they have the competence level of other applicants with the preferred experience.

Practice Sample

Once applicants have the relevant experience and proof of competence, they must submit a practice sample before completing the oral exam. It gives an example of their work and expertise in the areas in which candidates are expected to be competent. The sample is then used as a reference for the oral examination. Therefore, it is essential that candidates carefully collect and prepare samples that show their best work and a high level of competency and knowledge.

The ABOBCP has an Exam Manual containing a comprehensive exam overview and relevant information. This extensive resource should be highly valued and reviewed by candidates pursuing certification. To illustrate, it includes suggestions for the practice sample, evaluation information, application information, general requirements, an exam overview, information on appeals, and maintenance of certification.

Oral Examination

After the practice sample is reviewed, three board-certified examiners will conduct the oral exam. It is a confidential and professional situation where the examiners engage in conversation with the candidate, including questions, comments, prompts, requests for information, and thoughtful discussion to determine knowledge of the relevant content. The exam is as follows:

1. Assessment of contender’s background
2. Review of the provided practice sample
3. Examination of competency
4. Ethical issues
5. Final assessment

The practice sample and oral exam allow each psychologist to show knowledge in their area of expertise while ensuring a basic understanding and research base. Therefore, the applicant sitting for the exam should have both baseline knowledge of general principles, detailed knowledge in their specific area of expertise, and current and evidence-focused understanding.

Psychologists who complete this exam will get a formal response within 30 days. Afterward, candidates who pass will receive a letter of congratulations from the President of the ABOBCP board. If candidates wish to appeal, they may do so within 30 days of receiving the board’s decision. However, this appeal must have the grounds for making it. These must be numbered and based on violating the board’s procedures.

Maintenance of Certification

Certified specialists must complete maintenance of their certificate within 10 years and every 10 years after that. The exception is if they obtain a “retired” status from the ABPP Central Office. The maintenance includes a strategy of self-examination and documentation of the specialist’s development professionally since their last review. The ABOBCP will notify them when they have one more year that they are up for a review, so they have time to satisfy requirements.

Careers in Industrial-Organizational Psychology

Industrial-Organizational Psychologists earn more than an average psychologist. For instance, the average annual industrial organizational psychologist salary is $105,310, with the highest percentile making $168,300. What can you do with an industrial organizational psychology degree? I/O Psychology is highly adaptable and applicable, and there are countless positions where employees would need this training.

Where do Industrial-Organizational Psychologists Work?

Many companies use industrial-organizational psychology. I/O psychologists work at places such as:

• Post-secondary and professional schools
• Research facilities
• State and Local governments (not including schools or hospitals)
• Private companies and organizations

Industrial-Organizational Psychology Job Outlook

According to the BLS, jobs are expected to increase by 2% for industrial organizational psychologists, lower than average. However, higher levels of education and board certification, among other higher credentials and specialties, will increase psychologists’ appeal to employers. The job outlook for psychologists is 8%, which is average. While they are I/O psychology experts, they may not have that title. While the specialization may not be listed, many have co-workers or work leaders trained in this field.

The answer to “what do industrial-organizational psychologists do?” is not a consistent answer. Industrial-organizational psychology job titles may be HR practice leader, behavioral scientist, leadership coach, hiring manager, assessment and selection specialist, or research analyst, among many others. There is no shortage of industrial-organizational psychologist jobs because while they may not have that title, they will have the training and experience that all I/O psychologists have.

They may choose to work with one company, but I/O psychologists also may act as consultants for several companies or organizations. These specialists generally work directly with other HR professionals, senior executives, management, and employees. I/O psychologists often work in the HR department because of the significant overlap. I/O psychologists wanting information related to the field, access to current and new research or publications, events, and resources related to the topic will find the Society for Industrial and Organization Psychology helpful. Their website is an indispensable resource for anyone in the field, including students.

Related Careers

If graduates want to branch off into other careers, there are several where the I/O training may be beneficial. Some jobs in industrial organizational psychology are:

Training and development specialist:

This profession requires planning and carrying out training programs to help employees gain necessary skills and knowledge. Industrial organizational psychologists are particularly suited for this role because they understand what makes an effective and efficient workplace. They are also specialists in what motivates employees, making them ideal candidates to create and administer programs to teach employees.

Sociologist:

Sociology is related to industrial organizational psychology in that they study social behavior and the processes that come out when humans interact with and work with each other. Sociologists design research projects, collect data through surveys and interviews, analyze data, prepare reports on their findings, and present them to other applicable professionals, such as policymakers or social scientists. I/O psychologists may already be familiar with sociology through their studies. In conclusion, their intimate understanding of human connection and motivation makes this a fitting job for I/O psychologists wanting to switch careers.

Criminologist:

Criminologists are sociologists who apply their knowledge and work to crime. They study and research penal systems and the general population to investigate the causes and effects of crime. Industrial organizational psychologists wanting to have a broader impact on general society and the criminal justice field will find this career exciting and fulfilling. In brief, their knowledge of human interaction and motivation makes this field one that I/O specialists should find an easy transition to.

Social Worker:

While this job requires schooling accredited by the Council on Social Work Education, I/O psychologists are a good fit for this parallel career. Social workers work with individuals, groups, or families to identify who needs their help. They determine their client’s needs, strengths, and weaknesses. In addition, social workers help clients adjust to change and research and advocate for needed resources. They also respond to crises, maintain case files, and provide psychotherapy.

A major component of social work is advocacy, and specialization is available. Social workers work in many different environments, and industrial organizational psychologists wanting to focus on human interaction outside of a corporate environment will find this career exciting and highly explorable.

Skills to be Successful as an I/O Psychologist

1. Listening

Since industrial organizational psychologists work to increase worker productivity and happiness, listening is an essential skill to have. Taking employee concerns and complaints from upper management requires listening to ensure they meet as many needs as possible. In hiring areas, I/O psychologists must be able to listen for qualities and qualifications that employers are looking for. Moreover, in HR, they must be able to listen to and solve employee conflicts and concerns in practical ways. Active listening is a great way to develop this skill. Psychologist Dr. Carl Rogers developed active listening. The end goal of this method is cognitive empathy with the person speaking. The basic steps are as follows:

• Maintain an open mind and listen without judgment.
• Listen for the whole meaning of the speaker’s statement.
• Pursue more information.
• Repeat back to the speaker what you think they’ve said.
• Utilize your understanding.

2. Problem Solving

Problem-solving is a crucial part of being an I/O psychologist. Taking needs and turning them into policies, programs, or results in other forms is another big part of the job. Industrial organizational psychologists must be able to develop out-of-the-box solutions to complex and multifaceted problems. Humans aren’t simple, and I/O psychologists need to be able to create solutions that promote the highest level of satisfaction and meet as many needs as possible. These solutions must be long-term and show direct results that they can present as proof of effectiveness.

3. Negotiation and Persuasion

Negotiation and persuasion go hand-in-hand with problem-solving. When creating solutions, sometimes some needs or requests are sacrificed for the higher benefit of all. This inevitability means that I/O psychologists must persuade clients, employees, or management that implementing the changes, policies, or solutions will be effective and create the highest possible impact. It also makes for the highest possibility of win-win solutions and increased satisfaction.

Industrial-organizational psychologists can practice these skills in any kind of conflict resolution scenario. Most already practice these skills without realizing it. Taking everyone’s point of view into consideration, making them feel heard, and implementing a compromise are the best ways to ensure the highest overall satisfaction.

4. Data Analysis

When taking the results of the solutions they implemented, industrial organizational psychologists must be proficient in taking, understanding, and conveying their findings through data. They must comprehend their results effectively to track progress and change. It helps businesses understand their employees’ behavior and backs influence strategies. Data analysis can make or break a business’s success, and having the knowledge and skills can significantly influence whether a company does well. Besides all of this, it also makes those with this skill an exceptionally more desirable hire.

5. Writing and Reading Comprehension

Writing and reading comprehension is crucial for industrial organizational psychologists. In data analysis alone, they must be able to write simple enough reports for people without special training to understand while still conveying all critical information. They must also be able to read complex and sometimes advanced communication in their studies and in the workplace. Reports, emails, training resources, information graphics, and academic articles are only some places where I/O psychologists will need to apply good reading and writing.

Students pursuing their doctorate will need a high level of comprehension to understand and participate in their studies. Graduates in the field need this to comprehend peer-published papers, new information, and written reports. This skill can be developed by consuming written communication regularly, participating in advanced writing practice, and interacting with texts.

6. Business Acumen

Acumen means, according to the Merriam-Webster dictionary, “keenness and depth of perception…especially in practical matters”. This definition implies that industrial organizational psychologists must have comprehensive and extensive knowledge of business and its procedures, practices, and expectations. Because they work in business environments, I/O psychologists must be well-versed in business.

This knowledge of communication, departmental collaboration, understanding the motivations for growth, awareness of external hazards and how to cope, high levels of initiative, and the readiness to adjust strategy and goals are all essential to this role. This in-depth business knowledge helps with adapting and helping with shifting needs and projects.

7. Social Skills

Social skills are one of the essential talents for industrial organizational psychologists to have. Communicating appropriately and effectively with others helps them keep relationships, boundaries, and work in order. When working with interpersonal relationships and human motivations, I/O psychologists require good social skills to manage conflict and work effectively. They can better communicate their needs and the needs they are advocating for while helping all involved feel respected and listened to. Social skills include:

• Understanding nonverbal cues
• Changing or adjusting behavior where needed
• Good decision-making skills
• Competent leadership

8. Teaching and Learning

When implementing new systems or processes in the workplace, I/O psychologists may teach employees or employers new information. They also must continue learning to understand new conflict management skills, motivating factors, and employee or client needs, among many other things. Industrial organizational psychologists teach new ways to complete work, incentivize a workforce, and manage employees.

Furthermore, they must continue learning to stay current with needs, expectations, and policies that may affect their career. To develop this skill, psychologists can investigate peer-written research, explore new methods of I/O psychology or employee management, and work on research projects in academic or professional sectors.

9. Management

Management involves:

• Identifying and acknowledging areas for improvement
• The delegation of tasks
• Communication between different branches in a business
• Promoting motivation
• Keeping accountability
• Prioritizing proper tasks

A good manager also provides momentum and stability for employees, making them feel supported, stable, up-to-date, and recognized for exemplary work. They improve the culture and community in a company and ensure they are meeting employee needs. Industrial organizational psychologists must be competent in management to make the people they help feel acknowledged for their positive changes, supported in conflict and success, and stable in times of change. They are leaders in their workplaces and should be capable ones.

10. Communication

Above all, industrial organizational psychologists must be excellent communicators. Their work involves communication on many levels, and it must be practical, helpful, and straightforward. Besides the interpersonal and written benefits, effective communication can help the whole business perform better as a team. Valuable and beneficial communication with clients, employees, and employers ensures that everyone is on the same page and understands each other.

With solid communication, businesses have a foundation to improve their work and techniques for the most effective results. It reinforces the brand’s ideal image, fosters feedback, and boosts morale among staff. Communication can be improved on websites, social media, email, and spoken conversation. In short, communication gives businesses a strategy and image to create positive, trusting, and lasting relationships within a company and with its clients.

Become an Industrial organizational Psychologist Today!

Now that you have a better understanding of what it takes and what’s involved in the field of I/O psychology, it’s time to start your journey! Check out GetEducated’s resources to find top programs you can complete online.

FAQs

Q: What is industrial organizational psychology?

I/O psychology applies general and interpersonal psychology to business, employee satisfaction, and human resources. To illustrate, I/O psychologists work with hiring, incentives, and creating a positive and productive work environment. An example of industrial-organizational psychology is assessing employee satisfaction or managing employee compensation and benefits.

Q: How many years does it take to become an industrial psychologist?

Depending on the type of degree, it takes a minimum of six years of schooling, followed by two years of supervised experience and the licensure exam. Overall, it takes a little more than eight years to become fully licensed and complete with all requirements for industrial psychology. Subsequently, psychologists will likely start working sooner in internships or entry-level positions to gain experience and practice.

Q: How do I get started in industrial organizational psychology?

The first step is a bachelor’s degree in general psychology, and then a master’s in I/O psychology. Students will connect to potential employers through professors, conferences, and academic publications. Industrial-organizational psychology internships also give students the experience and hands-on knowledge they need to succeed.

Q: Do you need a Ph.D. to be an industrial organizational psychologist?

The short answer is no. A Ph.D. is not required to become an I/O psychologist. It will, however, provide more significant opportunities for employment and make the licensing exam significantly easier.

Q: What do you need to become an organizational psychologist?

To become an organizational psychologist, you need a master’s or doctorate in the field and a license (depending on the state). You also need good management, communication, problem-solving, social, business, and teaching skills.

Q: What can you do with a master’s in industrial organizational psychology?

With a master’s degree, you can get your IO psychology license and start your career as an I/O psychologist. A master’s degree is the starting point in this field, but a doctorate opens up more significant opportunities. Because many companies use industrial-organizational psychology, graduates with a master’s will be able to find work more easily.

Q: Are there specialties in industrial-organizational psychology?

While there aren’t specialties in I/O psychology academically, I/O psychologists can become specialized in where they apply their education and certification. I/O psychologists at a university will have different skills and specialties than those working with the local government. I/O psychologists can also research or pursue further education in related topics.

Q: What is the average industrial organizational psychologist salary? And what is the industrial-organizational psychology job outlook?

The average annual salary for an I/O psychologist is $105,310. The job outlook is 2%, but an essential factor to notice for this figure is the variation in title that many I/O psychologists hold.