Industrial-Organizational Psychologists

Description

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.

Tasks

  • 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.
  • Develop and implement employee selection and placement programs.
  • Identify training and development needs.
  • Train clients to administer human resources functions including testing, selection, and performance management.
  • Facilitate organizational development and change.
  • Analyze job requirements and content to establish criteria for classification, selection, training, and other related personnel functions.
  • Assess employee performance.
  • 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.
  • Coach senior executives and managers on leadership and performance.
  • Study organizational effectiveness, productivity, and efficiency, including the nature of workplace supervision and leadership.
  • Write reports on research findings and implications to contribute to general knowledge and to suggest potential changes in organizational functioning.
  • Participate in mediation and dispute resolution.
  • Provide advice on best practices and implementation for selection.
  • Counsel workers about job and career-related issues.
  • Advise management concerning personnel, managerial, and marketing policies and practices and their potential effects on organizational effectiveness and efficiency.
  • Analyze data, using statistical methods and applications, to evaluate the outcomes and effectiveness of workplace programs.

Knowledge

Design
Knowledge of design techniques, tools, and principles involved in production of precision technical plans, blueprints, drawings, and models.
Biology
Knowledge of plant and animal organisms, their tissues, cells, functions, interdependencies, and interactions with each other and the environment.

Skills

Equipment Selection
Determining the kind of tools and equipment needed to do a job.
Installation
Installing equipment, machines, wiring, or programs to meet specifications.
Operation and Control
Controlling operations of equipment or systems.
Equipment Maintenance
Performing routine maintenance on equipment and determining when and what kind of maintenance is needed.
Troubleshooting
Determining causes of operating errors and deciding what to do about it.
Repairing
Repairing machines or systems using the needed tools.

Abilities

Trunk Strength
The ability to use your abdominal and lower back muscles to support part of the body repeatedly or continuously over time without 'giving out' or fatiguing.
Speed of Limb Movement
The ability to quickly move the arms and legs.
Wrist-Finger Speed
The ability to make fast, simple, repeated movements of the fingers, hands, and wrists.
Reaction Time
The ability to quickly respond (with the hand, finger, or foot) to a signal (sound, light, picture) when it appears.
Rate Control
The ability to time your movements or the movement of a piece of equipment in anticipation of changes in the speed and/or direction of a moving object or scene.
Response Orientation
The ability to choose quickly between two or more movements in response to two or more different signals (lights, sounds, pictures). It includes the speed with which the correct response is started with the hand, foot, or other body part.
Multilimb Coordination
The ability to coordinate two or more limbs (for example, two arms, two legs, or one leg and one arm) while sitting, standing, or lying down. It does not involve performing the activities while the whole body is in motion.
Control Precision
The ability to quickly and repeatedly adjust the controls of a machine or a vehicle to exact positions.
Manual Dexterity
The ability to quickly move your hand, your hand together with your arm, or your two hands to grasp, manipulate, or assemble objects.
Sound Localization
The ability to tell the direction from which a sound originated.

Work Activities

Repairing and Maintaining Electronic Equipment
Servicing, repairing, calibrating, regulating, fine-tuning, or testing machines, devices, and equipment that operate primarily on the basis of electrical or electronic (not mechanical) principles.
Operating Vehicles, Mechanized Devices, or Equipment
Running, maneuvering, navigating, or driving vehicles or mechanized equipment, such as forklifts, passenger vehicles, aircraft, or water craft.
Repairing and Maintaining Mechanical Equipment
Servicing, repairing, adjusting, and testing machines, devices, moving parts, and equipment that operate primarily on the basis of mechanical (not electronic) principles.

Interests

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.
Social
Social occupations frequently involve working with, communicating with, and teaching people. These occupations often involve helping or providing service to others.
Conventional
Conventional occupations frequently involve following set procedures and routines. These occupations can include working with data and details more than with ideas. Usually there is a clear line of authority to follow.
Realistic
Realistic occupations frequently involve work activities that include practical, hands-on problems and solutions. They often deal with plants, animals, and real-world materials like wood, tools, and machinery. Many of the occupations require working outside, and do not involve a lot of paperwork or working closely with others.

Work Style

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.
Cooperation
Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude.
Attention to Detail
Job requires being careful about detail and thorough in completing work tasks.

Work Values

Working Conditions
Occupations that satisfy this work value offer job security and good working conditions. Corresponding needs are Activity, Compensation, Independence, Security, Variety and Working Conditions.
Relationships
Occupations that satisfy this work value allow employees to provide service to others and work with co-workers in a friendly non-competitive environment. Corresponding needs are Co-workers, Moral Values and Social Service.
Achievement
Occupations that satisfy this work value are results oriented and allow employees to use their strongest abilities, giving them a feeling of accomplishment. Corresponding needs are Ability Utilization and Achievement.
Independence
Occupations that satisfy this work value allow employees to work on their own and make decisions. Corresponding needs are Creativity, Responsibility and Autonomy.
Support
Occupations that satisfy this work value offer supportive management that stands behind employees. Corresponding needs are Company Policies, Supervision: Human Relations and Supervision: Technical.
Recognition
Occupations that satisfy this work value offer advancement, potential for leadership, and are often considered prestigious. Corresponding needs are Advancement, Authority, Recognition and Social Status.

Lay Titles

Assessment Services Manager
Consultant
Consulting Psychologist
Consulting Services Director
Customer Leader
Engineering Psychologist
Ergonomist
Executive Coach
Human Performance Consultant
Human Resources Consultant (HR Consultant)
Human Resources Psychologist
Industrial Organizational Psychologist
Industrial Psychologist
Industrial/Organizational Psychologist (I/O Psychologist)
Instructional Systems Design Consultant (ISD Consultant)
Management Consultant
Management Psychologist
Occupational Psychologist
Organizational Consultant
Organizational Development Consultant
Organizational Development Manager
Organizational Development Specialist
Organizational Effectiveness Director
Organizational Psychologist
Organizational Research Consultant
Personnel Research Scientist
Policy Advisor
Policy Officer
Program Evaluation Consultant
Psychology Professor
Research Scientist
Staffing Consultant

National Wages and Employment Info

Median Wages (2008):
$40.18 hourly, $83,580 annual.
Employment (2008):
1,030 employees