By the end of this section, you will be able to: Understand the scope of study in the field of industrial and organizational psychology Describe the history of industrial and organizational psychology In 2019, people who worked in the United States spent an average of about 42–54 hours per week working (Bureau of Labor Statistics—U.S. Department of Labor, 2019). Sleeping was the only other activity they spent more time on with an average of about 43–62 hours per week. The workday is a significant portion of workers’ time and energy. It impacts their lives and their family’s lives in positive and negative physical and psychological ways. Industrial and organizational (I-O) psychology is a branch of psychology that studies how human behavior and psychology affect work and how they are affected by work. Industrial and organizational psychologists work in four main contexts: academia, government, consulting firms, and business. Most I-O psychologists have a master’s or doctorate degree. The field of I-O psychology can be divided into three broad areas (Figure 13.2 and Figure 13.3): industrial, organizational, and human factors. Industrial psychology is concerned with describing job requirements and assessing individuals for their ability to meet those requirements. In addition, once employees are hired, industrial psychology studies and develops ways to train, evaluate, and respond to those evaluations. As a consequence of its concern for candidate characteristics, industrial psychology must also consider issues of legality regarding discrimination in hiring. Organizational psychology is a discipline interested in how the relationships among employees affect those employees and the performance of a business. This includes studying worker satisfaction, motivation, and commitment. This field also studies management, leadership, and organizational culture, as well as how an organization’s structures, management and leadership styles, social norms, and role expectations affect individual behavior. As a result of its interest in worker wellbeing and relationships, organizational psychology also considers the subjects of harassment, including sexual harassment, and workplace violence. Human factors psychology is the study of how workers interact with the tools of work and how to design those tools to optimize workers’ productivity, safety, and health. These studies can involve interactions as straightforward as the fit of a desk, chair, and computer to a human having to sit on the chair at the desk using the computer for several hours each day. They can also include the examination of how humans interact with complex displays and their ability to interpret them accurately and quickly. In Europe, this field is referred to as ergonomics. Figure 13.2 (a) Industrial psychology focuses on hiring and maintaining employees. (b) Organizational psychology is interested in employee relationships and organizational culture. (credit a: modification of work by Cory Zanker; credit b: modification of work by Vitor Lima) Figure 13.3 Human factors psychology is the study of interactions between humans, tools, and work systems. (a) At a traditional desk, certain positioning is ideal for ergonomics and health. (b) Recent developments in workspaces include desks where people might sit on a ball, stand, or even cycle while working. (credit "ball chair": modification of work by Chris Rosario; credit "standing desk": modification of work by "juhansonin_Flickr"/Flickr; credit "cycle desk": modification of work by "Benny Wong_Flickr"/Flickr) Occupational health psychology (OHP) deals with the stress, diseases, and disorders that can affect employees as a result of the workplace. As such, the field is informed by research from the medical, biological, psychological, organizational, human factors, human resources, and industrial fields. Individuals in this field seek to examine the ways in which the organization affects the quality of work life for an employee and the responses that employees have towards their organization or as a result of their organization’s influence on them. The responses for employees are not limited to the workplace as there may be some spillover into their personal lives outside of work, especially if there is not good work-life balance. The ultimate goal of an occupational health psychologist is to improve the overall health and well-being of an individual, and, as a result, increase the overall health of the organization (Society for Occupational Health Psychology, 2020). In 2009, the field of humanitarian work psychology (HWP) was developed as the brainchild of a small group of I-O psychologists who met at a conference. Realizing they had a shared set of goals involving helping those who are underserved and underprivileged, the I-O psychologists formally formed the group in 2012 and have approximately 300 members worldwide. Although this is a small number, the group continues to expand. The group seeks to help marginalized members of society, such as people with low income, find work. In addition, they help to determine ways to deliver humanitarian aid during major catastrophes. The Humanitarian Work Psychology group can also reach out to those in the local community who do not have the knowledge, skills, and abilities (KSAs) to be able to find gainful employment that would enable them to not need to receive aid. In both cases, humanitarian work psychologists try to help the underserved individuals develop KSAs that they can use to improve their lives and their current situations. When ensuring these underserved individuals receive training or education, the focus is on skills that, once learned, will never be forgotten and can serve individuals throughout their lifetimes as they seek employment (APA, 2016). Table 13.1 summarizes the main fields in I-O psychology, their focuses, and jobs within each field. Field of I-O Psychology Description Types of Jobs Industrial Psychology Specializes and focuses on the retention of employees and hiring practices to ensure the least number of firings and the greatest number of hirings relative to the organization’s size. Personnel Analyst Instructional Designer Professor Research Analyst Organizational Psychology Works with the relationships that employees develop with their organizations and conversely that their organization develops with them. In addition, studies the relationships that develop between co-workers and how that is influenced by organizational norms. HR Research Specialist Professor Project Consultant Personnel Psychologist Test Developer Training Developer Leadership Developer Talent Developer Human Factors and Engineering Researches advances and changes in technology in an effort to improve the way technology is used by consumers, whether with consumer products, technologies, transportation, work environments, or communications. Seeks to be better able to predict the ways in which people can and will utilize technology and products in an effort to provide improved safety and reliability. Professor Ergonomist Safety Scientist Project Consultant Inspector Research Scientist Marketer Product Development Humanitarian Work Psychology Works to improve the conditions of individuals who have faced serious disaster or who are part of an underserved population. Focuses on labor relations, enhancing public health services, effects on populations due to climate change, recession, and diseases. Professor Instructional Designer Research Scientist Counselor Consultant Program Manager Senior Response Officer Occupational Health Psychology Concerned with the overall well-being of both employees and organizations. Occupational Therapist Research Scientist Consultant Human Resources (HR) Specialist Professor Table 13.1 Fields of Industrial Organizational Psychology Link to Learning Find out what I-O psychologists do on the Society for Industrial and Organizational Psychology (SIOP) website—a professional organization for people working in the discipline. This site also offers several I-O psychologist profiles.

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