- "Industrial and organizational psychology (I-O psychology) is the science of human behavior in the workplace and work-life interface."
An overview of the field including its history, theories, and applications.
Historical Perspectives on Organization: An overview of the history of organizational psychology, from classical management theory to modern-day approaches.
Theory Construction in Organizational Psychology: An examination of the construction, critique, and refinement of organizational psychology theories.
Methodology of Organizational Psychology: An overview of the scientific methods used to study the behavior of individuals and groups in organizations.
Individual and Group Differences: The study of individual differences and how they impact behavior and work outcomes in organizations, including personality, attitudes, values, and motivation.
Attitudes and Job Satisfaction: An examination of the attitudes and job satisfaction of employees, including their impact on motivation, performance, and organizational behavior.
Group Dynamics: The study of how groups interact in work settings, including the role of communication, leadership, and social norms.
Work Design and Job Analysis: An overview of how work is designed and analyzed in organizations, including job characteristics models and the implications these have on performance outcomes.
Training and Development: A study of how organizations train and develop their employees, including the types of skills and knowledge that are emphasized.
Performance Appraisal and Feedback: An examination of the methods used to evaluate the performance of employees, including the advantages and disadvantages of various approaches.
Work-Life Balance and Wellness: The study of how employees balance their work and personal lives, including the impact of workplace wellness programs on employee well-being and performance.
Organizational Culture: An analysis of organizational culture and how it impacts employee behavior, communication, and productivity.
Leadership and Management: An examination of different leadership and management styles and their impact on employee motivation, job satisfaction, and performance.
Organizational Change and Development: The study of how organizations change and adapt over time, including change management strategies and techniques.
Diversity and Inclusion: An examination of how diversity impacts organizational behavior, communication, and productivity, and the importance of creating an inclusive workplace culture.
Ethics and Corporate Social Responsibility: The study of ethical behavior in organizations and the importance of corporate social responsibility in today's business environment.
Historical Introduction: This type of introductory course provides a historical overview of the origins and development of organizational psychology as a field of study.
Theoretical Introduction: This type of introductory course provides an overview of the major theories and concepts used to understand behavior in organizations.
Applied Introduction: This type of introductory course focuses on practical applications of organizational psychology concepts and theories in real-world settings.
Research Methods Introduction: This type of introductory course focuses on research methods commonly used in organizational psychology research.
Multidisciplinary Introduction: This type of introductory course looks at organizational psychology from a multidisciplinary perspective, drawing on insights from fields such as sociology, anthropology, and economics.
Cultural Introduction: This type of introductory course examines the impact of culture on organizational behavior, looking at issues such as cross-cultural communication and diversity in the workplace.
Leadership Introduction: This type of introductory course looks at the role of leadership in organizations, examining theories of leadership and the impact of leadership styles on organizational outcomes.
Motivation Introduction: This type of introductory course looks at the factors that motivate employees, examining theories of motivation and the impact of different motivational strategies on organizational outcomes.
Group Dynamics Introduction: This type of introductory course looks at how group dynamics impact organizational behavior, examining topics such as team building, conflict resolution, and decision-making processes.
Human Resource Management Introduction: This type of introductory course focuses on the role of human resource management in organizations, examining topics such as recruitment, selection, training, and performance management.
- "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, wellbeing, motivation, job satisfaction, and the health and safety of employees."
- "I-O psychologists are trained in the scientist-practitioner model."
- "An I-O psychologist conducts research on employee behaviors and attitudes, and how these can be improved through recruitment processes, training programs, feedback, and management systems."
- "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 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 and is formally known as 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.'" Please note that due to the limitations of the AI model, the quotes provided are based on the information from the paragraph and may not be an exact match.