"Industrial and organizational psychology (I-O psychology) is the science of human behavior in the workplace and work-life interface."
The study of how psychology can be applied to the workplace, including aspects of both industrial and organizational psychology.
Job analysis: The process of identifying and describing the tasks, responsibilities, and requirements of a particular job.
Recruitment and selection: The processes of attracting, assessing, and hiring new employees.
Training and development: The process of improving employee knowledge, skills, and abilities through education and training programs.
Performance appraisal: The process of evaluating employee job performance, usually through annual performance reviews and feedback.
Motivation: The study of what drives and sustains employee behavior and engagement in the workplace.
Work attitudes: The study of employee attitudes towards work, including job satisfaction, organizational commitment, and job involvement.
Team dynamics and group work: The study of how teams and groups function and interact within organizations.
Leadership: The study of the qualities and characteristics of effective leaders and how they influence employee behavior and organizational outcomes.
Workplace diversity and inclusion: The study of creating and maintaining diverse and inclusive work environments.
Organizational culture: The study of the shared values, beliefs, and norms that shape the behavior of individuals and groups within organizations.
Organizational development: The process of improving the effectiveness and efficiency of organizations through changes in structures, processes, and systems.
Occupational health and safety: The study of promoting and maintaining the physical and psychological well-being of employees in the workplace.
Employee relations: The study of managing relationships and conflict between employees and their employers and between co-workers in the workplace.
Work-life balance: The study of balancing work responsibilities with personal and family needs.
Stress and well-being: The study of the causes and effects of workplace stress on employee health and well-being.
Selection and assessment: This area is concerned with developing and administering tests and other measures to evaluate job candidates, as well as designing selection systems that are valid, reliable, and fair.
Training and development: This area focuses on designing and implementing training programs that help employees acquire new skills and knowledge, and enhance their performance on the job.
Performance management: This area is concerned with designing and implementing systems to evaluate employee performance, provide feedback, and manage performance problems.
Organizational development: This area focuses on improving the overall effectiveness of organizations through interventions such as improving communication, team building, and leadership development.
Work-life balance: This area is concerned with helping employees balance their work and personal lives, including issues like workplace flexibility, leave policies, and family-friendly benefits.
Health and safety: This area is dedicated to ensuring that workplaces are safe and healthy for employees, including designing safety programs, conducting safety audits, and addressing ergonomic issues.
Diversity and inclusion: This area is concerned with promoting diversity and inclusion in the workplace, reducing discrimination, and increasing awareness of cultural differences.
Leadership development: This area focuses on helping managers and leaders develop their skills and abilities, including leadership styles, communication, and emotional intelligence.
Motivation and engagement: This area is concerned with understanding what motivates employees and how to increase their engagement in the workplace, as well as developing reward and incentive systems that foster performance and retention.
Talent management: This area is concerned with developing and implementing strategies to attract, retain, and develop top talent, including initiatives for succession planning, workforce planning, and talent analytics.
"Depending on the country or region of the world, I-O psychology is also known as occupational psychology in the United Kingdom, organizational psychology in Australia and New Zealand, and work and organizational (WO) psychology throughout Europe and Brazil."
"Industrial, work, and organizational (IWO) psychology is the broader, more global title for the science and profession."
"They contribute to an organization's success by improving the job performance, well-being, motivation, job satisfaction, and the health and safety of employees."
"I-O psychologists apply psychological theories and principles to organizations and the individuals within them."
"I-O psychologists are trained in the scientist–practitioner model."
"As an applied field, the discipline involves both research and practice."
"I-O psychology research and practice also includes the work–nonwork interface such as selecting and transitioning into a new career, occupational burnout, unemployment, retirement, and work-family conflict and balance."
"I-O psychologists conduct research on employee behaviors and attitudes, and how these can be improved through recruitment processes, training programs, feedback, and management systems."
"I-O psychology is one of the 17 recognized professional specialties by the American Psychological Association (APA)."
"In the United States, the profession is represented by Division 14 of the APA."
"The formal name of the I-O psychology society in the US is the Society for Industrial and Organizational Psychology (SIOP)."
"In 2009, The Alliance for Organizational Psychology was formed."
"The Declaration of Identity for the Alliance 'aims to create a foundation of who Industrial, Work, and Organizational Psychologists (IWOPS) are, who their stakeholders and clients are, and what they can contribute to organizations to ensure high performing and healthy workers.'"
"I-O psychologists contribute to an organization's success by improving the job performance, well-being, motivation, job satisfaction…"
"I-O psychologists contribute to an organization's success by improving the… mental health and safety of employees."
"I-O psychology research and practice also includes the work–nonwork interface such as… work-family conflict and balance."
"They contribute to an organization's success by… applying psychological theories and principles to organizations and the individuals within them."
"I-O psychologists conduct research on employee behaviors and attitudes, and how these can be improved through recruitment processes, training programs, feedback…"
"I-O psychology is the science of human behavior in the workplace and work-life interface."