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Индустриална и организационна психология Индустриалната и Организационна психология (също позната като Индустриално-организационна психология, организационна психология и други) прилага психологията към организациите и работните места. "Индустриално-организационната психология допринася към успеха на организацията чрез подобряване на представянето и благополучието на човека. Организационните психолози изследват и идентифицират как поведението и нагласите може да бъдат подобрени чрез програми за обучение, системи за обратна връзка и други."[1] [редактиране] Общ преглед Гуйон (1965) определя Индустриално-организационната психология като "научно изследване на отношенията между човекът и света на работата:...в процеса на правене на ? Блум и Нейлър (1968) я определят като "просто приложение или продължение на психологически факти и принципи към проблемите засягащи човешките същества опериращи в рамките на бизнеса и индустрията" (p 4). Индустриално-организационната психология исторически включва две широки зони на изследване, както доказва името, макар че това разделение е изключително изкуствено и много от темите засягат и двете страни. Тя има своите корени в социалната психология; организационните психолози изследват ролята на работната среда в представянето и в други резултати като удовлетвореността от работата и здравето. Организационната психология е представена от 14 отдел на Американската психологическа асоциация. [редактиране] Източници - ↑ Брошура 'Изграждане на по-добри организации' от Общество за индустриална и организационна психология, линк от http://www.siop.org/visibilitybrochure/memberbrochure.aspx [редактиране] Виж още [редактиране] Външни препратки - Canadian Society for Industrial and Organizational Psychology - European Academy of Occupational Health Psychology - Industrial & organizational psychology at The Psychology Wiki - Professional I-O Psychologist Network (you can post messages and/or read and reply to others' postings; organized by topic; maintains anonymity via use of avatars) - Research on Organizations: Bibliography Database and Maps - Society for Industrial and Organizational Psychology - Society for Occupational Health Psychology
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Online Degrees in Industrial/Organizational Psychology Over the past several years, organizational and industrial psychology programs, which teach students about the behavior of people in organizations, have flourished. Online programs in organizational psychology typically require 38 credits to graduate, and students meet these requirements over a period of about four to five semesters. Most industrial and organizational online psychology programs also stipulate that students must do a hands-on internship with an organization. Admissions are open to those with a bachelor's degree in psychology or another helping-related field. Business students are also welcomed as long as they can show a strong academic record. Different programs also require the Graduate Record Examinations (GRE) and/or the Psychology Subject Test (PST) prior to admission. Since online programs in organizational and industrial psychology are new to the table, the coursework they offer varies significantly. Online Programs in Industrial/Organizational Psychology to Consider Adler School of Professional Psychology: The Adler School of Professional Psychology began offering a Master of Arts in industrial and organizational psychology in the fall of 2012. The school was awaiting final approval from the Illinois Board of Higher Education. This program already meets the standards of the Society for Industrial and Organizational Psychology (SIOP). Colorado State University: Colorado State University offers a master's in applied industrial/organizational psychology (MAIOP). In order to be admitted, students must have a bachelor's degree, solid GRE scores and a certificate in organizational development, performance management, and psychology measurements and methodologies. Kansas State University: Located in Manhattan, Kansas, this university provides an online Master of Science in psychology with an emphasis on industrial and organizational psychology. The program focuses on teaching graduates how to use behavioral science techniques to change employee behavior, enhancing performance with the proper application of technology, and implementing training and evaluation programs. Introduction to Industrial/Organizational Psychology Careers For most people, the majority of the week is spent at work. The development of modern society has involved a radical shift in the nature of organizations and the relationship between employer and employee. Organizations have grown in size, relationships have become more diffuse and impersonal, and the need for efficiency and economy - especially in the face of steep international competition - is more acute than ever. This concern with the worker, the workplace and workplace efficiency has created an ever-growing need for study and analysis of human behavior, function and motivation within the office. Those tasked with this research and analysis are industrial/organizational psychologists. Useful Resources Industrial/Organizational Psychology Job Description Industrial-organizational psychology is the study and application of psychological principles to the workplace. Questions an industrial-organizational psychologist might have to address include: what are the most effective ways to recruit employees; how reliable are letters of recommendation at predicting job performance; might additional recreational breaks throughout the work day improve efficiency by reducing work-related stress and exhaustion; how can managers be trained to better anticipate and address conflicts among employees; and are there forms of compensation that can supplement monetary salary as a means to motivate workers? Other job duties might include, but are not limited to: creating training programs and criteria, researching workplace systems for efficiency, determining how best to select or recruit new employees, advising management teams on how best to work with their direct reports, putting together surveys to determine the effectiveness of office initiatives and observing employees to understand the needs and functions of each job. Industrial/Organizational Psychology Requirements Budding industrial-organizational psychologists can generally major in any subject, though undergraduate courses of study including psychology and management are beneficial. Practitioners of industrial-organizational psychology vary in terms of the graduate degrees they pursue. Some seek a master's, which takes one to two years to complete, while others seek either a Doctor of Philosophy in psychology (Ph.D.) or Doctor of Psychology (Psy. D.), which both take approximately five years to complete. Doctoral programs tend to require scores from the Graduate Record Examination (GRE); master's programs vary quite a bit in this requirement. Governmental licensure as an "industrial-organizational psychologist" is typically limited to those with doctoral degrees. States vary in the ways they categorize industrial-organizational psychology and whether or not they require professionals to be licensed. For example, In a 2006 survey of its members, the Society for Industrial and Organizational Psychology reported that 12 percent of respondents were licensed while 88 percent were not. Industrial/Organizational Psychology Career Outlook The U.S. Bureau of Labor Statistics (BLS) reports that median annual wages of industrial-organizational psychologists were $98,80 in 2012, with the middle 50 percent earning between $63,050 and $115,550. The BLS also predicts high demand in the field-with an increase in employment of 22 percent between 2010 and 2020, the greatest increase of any field within psychology. This growth is hardly surprising considering that businesses continue to search for ways to improve productivity, increase efficiency and avoid organizational malfunction. Industrial-organizational psychologists typically work in corporations or government agencies or on their own as consultants. They are involved in every step of the organizational chain, from recruiting and selecting employees to training, managing, and terminating them. Industrial/Organizational Psychology Trends Recent trends within the field have been shaped by technology and globalization. Industrial-organizational psychologists are looking to develop effective computer-based skill assessments and training modules and are also exploring the ways in which industrial-organizational psychology differs among cultures. This question is of particular importance as companies reach across global markets. Advice from an Expert: Kizzy Parks Below, OnlinePsychologyDegrees.com interviews industrial-organizational psychologist, Kizzy Parks Ph.D. Dr. Parks is the president of K. Parks Consulting, Inc. (www.kparksconsulting.com), an industrial psychology firm, which works with federal, state and private organizations. Parks Consulting specializes in diversity training and assessment. Dr. Parks is a member of the American Psychological Association, the Association for Psychological Science, the Society for Industrial and Organizational Psychology and more. What is industrial-organizational (I-O) psychology? Industrial-organizational psychology involves applying psychological principles and theory to the workforce. Industrial-organizational psychology touches upon all the elements in the life-cycle of an employee. How are I-O psychologists different from other psychologists? How I-O psychologists primarily differ is that we're working with the workforce. We're working with the workplace and, typically, with employees or teams as opposed to an individual client who may be experiencing an actual mental disorder or adjustment issues. We're not providing talk therapy or behavioral therapy to those in the workforce; we're dealing with critical areas of importance to an organization, which will ultimately help the bottom line. How did you get started in I-O psychology? Initially, I wanted to be a clinician because I really love to help and empower others. I knew psychology was the field for me, but many years ago I thought it was clinical psychology. I fortunately had the opportunity to have a client as an undergrad at Alfred University, and during that experience, it dawned on me that [clinical psychology] is much tougher than I thought. If I had issues handling one client, how would I be able to balance many? I also hoped to see immediate change and improvement and when working with individuals, and sometimes organizations, that change doesn't happen as rapidly as I personally would like for it to occur. I decided to venture into I-O psychology based on an undergraduate course that I had completed. Can you describe typical clients and responsibilities of the job? Typical clients for industrial-organizational psychologists run the gamut from Fortune 500 organizations to the Department of Defense to very small private companies and nonprofits. There is no average workday for me since I own and operate my own business, K. Parks Consulting, Inc. Days vary because of the arrangement that I have. For other industrial-organizational psychologists, it really depends. There are some that are internal in an organization and their days are more consistent. A big area [for I-O psychology] is training and development, in particular new employee orientation, which many in research and those out in the field are now referring to as "on-boarding." Most employees go in with the mindset of, "Ugh, I have this new employee training." There's disengagement; some are texting on their phones. Well, I-O psychologists come in and help ensure that the training is meeting all the different generations' needs (we have four generations in the workforce at this point in time). [They also help] link in the greater business vision of the company and really connect the new employee to the organization through a variety of media. The days of having just the traditional "stand up new employee" orientation aren't as common for some organizations. Many have moved to an online platform or even use Second Life-type technology. I-O psychologists help, from assisting with the look and feel of the training-and this applies to any training-to developing the material for the training along with pre-test and post-tests to look at training effectiveness. Most importantly, [they] ensure that this training really links in with the job. Do you have an example of a typical issue an I-O psychologist might face? Currently, here in August 2010, we are facing a recession, and it has been ongoing. One would think, as a result of this economy, that retention would be quite high for most organizations. Actually, it's the contrary for some fields, particularly sales, or more of the dangerous industries. Organizations have realized that employee engagement helps keep and retain employees in the workforce. [Engagement] is reducing turnover and increasing retention. I recently had a client who was interested in measuring engagement in his workforce. Once he had a baseline to work with, he could subsequently use the data to implement different programs to help improve retention in the company. The turnover rate was quite high despite the economic situation. To help remedy this, I provided a survey using a platform similar to those offered online. These are items I have developed and validated previously. I customized [the survey] to the client's needs. The data was then analyzed and broken down into different segments such as: men/women, departments, etc. Now, the client can use it to implement programs to help increase retention. What qualities make for a good I-O psychologist? What really helps make an excellent industrial-organizational psychologist is business acumen. [I-O psychologists should] really know business-speak-for those that are consulting. Not all I-O psychologists are consulting. Many are scholars, so the characteristics that are needed for that vary, but for those that are in the trenches, they really need to be able to speak business. The most important aspect of my graduate training has been the ability to take this multidisciplinary approach to the products and services that I provide. What do you see for the future of the field? At this point in time, there's some confusion over what we do and what we're able to do. Those from human resources or business schools have and do provide similar services. What I really hope is that [I-O psychologists'] value continues to increase and that through various networks or professional organizations, we're really able to communicate what we offer. That goes back to being able to show how we really affect the bottom line. Beside the value concern, I-O psychologists will continue to become more global. I see at more conferences that I attend that there's consistently an increase in global presence. Why might someone choose to pursue I-O psychology? Industrial-organizational psychology is an excellent career choice. You've got to think about where we spend the majority of our time? We spend 40 hours a week at work. You have the opportunity to have an effect in an area where we devote this amount of time. But, at the end of the day, industrial-organizational psychology will allow those who are interested to have a great impact on the workforce. Industrial/Organizational Psychology Degree Programs Welcome to the most complete directory on the Web of Industrial/Organizational Psychology programs. It contains all the nationally accredited programs, from 219 schools across the country.