personal statement for industrial organizational psychology

Building a Career in Industrial-Organizational Psychology

Are you considering a career in industrial-organizational psychology? Here's what you need to know to get started.

Mary Sharp Emerson

Today’s workplace is evolving quickly. Baby boomers are retiring while Gen Z is just entering the workforce. And technology is rapidly changing where people work and how they communicate and collaborate.

To keep up, employers increasingly need skilled professionals who can help them meet the diverse needs of a multi-generational and multi-cultural workforce. Organizations need leaders who can build and maintain efficient and effective processes to help them stay competitive.

The professionals with the knowledge and skill to address these complex challenges often have a background in industrial-organizational psychology.  

In this guide, we offer a comprehensive overview of what a career in industrial-organizational psychology might look like. You’ll also find helpful tips on how to build a successful career in this dynamic field.

What is Industrial-Organizational Psychology?

According to the American Psychological Association (APA), industrial-organizational (I/O) psychology focuses on studying and improving human behaviors within teams, organizations, and the workplace.

“The specialty of industrial-organizational psychology addresses issues of recruitment, selection and placement, training and development, performance measurement, workplace motivation and reward systems, quality of work life, structure of work and human factors, organizational development and consumer behavior,” according to the APA. 

Industrial-organizational psychologists are not clinicians. They do not work with individuals to resolve mental health or social problems. 

Instead, I/O psychologists are business-focused. Their job—broadly speaking—is to help employees and organizations create sustainable practices to improve the workplace for employees and to build efficient processes to improve productivity and profitability. 

Learn About Our Industrial-Organizational Psychology Graduate Degree Program

Why Choose a Career in Industrial-Organizational Psychology?

Industrial-organizational psychology is a dynamic field that may surprise you with its range of variety and opportunity. Here are just a few of the many reasons why you might want to consider a career in this exciting area.

You get to help people

Industrial-organizational psychologists help make workplaces as safe, productive, and satisfying as possible. As an I/O psychologist, you might help employees learn to do their jobs better, negotiate better salaries and working conditions, create more inclusive work environments, or resolve workplace conflicts. 

You can find a job that fits the skills and tasks you enjoy

As an I/O psychologist, you might do research and data analysis. You might develop and deliver employee training and education programs. You might focus on corporate efficiency and safety. You might focus on inclusion and diversity in the workforce. You might develop better hiring and retention policies. Your path will depend on your unique personality and skill set.

You can work in nearly any industry

Here are just a few of the many places where industrial-organizational psychologists might find work :

• Labor unions
• Elementary and high schools
• State and national government agencies
• Manufacturing companies
• Colleges and universities
• Hospitals and other healthcare facilities
• Marketing and advertising firms
• Any company, small or large, with an HR department

The Society of Industrial and Organizational Psychology website offers an interactive tool to help you envision the many different ways in which a career in industrial-organizational psychology might unfold. 

You can earn an excellent salary

According to the US Bureau of Labor Statistics , the average annual salary for an industrial-organizational psychologist is $96,270. While starting salaries might begin around $60,000 per year, they can go as high as $190,000 per year, or perhaps even higher.

Your salary and lifetime earning potential will depend heavily on your career path, including your location, your industry, the type of work you do, your level of education, and years of experience. 

It can also depend on whether you choose work as an internal team member or as an external consultant and whether you choose to work as an individual contributor or move into management. 

What Does a Career in Industrial-Organizational Psychology Look Like? 

A quick search for “industrial-organizational psychologist” on job-posting sites won’t yield many results. 

Very few I/O psychology positions use that title. In fact, in most states, using the word “psychologist” in your job title requires board certification and licensure, and is more applicable to clinical positions.

Common job titles for industrial-organizational psychologists include: 

• Human Resources Manager
• Staffing and Recruiting Manager
• Behavioral Analyst
• Workforce Analyst
• Team Development Trainer or Manager
• Executive Coach
• Project Manager
• Organizational Effectiveness Consultant
• Policy Officer
• Market Analyst or Researcher

When looking for industrial-organizational psychology jobs, try not to focus on specific titles. Instead, focus your search on education, core skills, industries of interest, and job roles. And be sure to stay flexible, creative, and open-minded. Your search might take you in some unexpected directions.

What Do You Need to Start—or Advance—a Career in Industrial-Organizational Psychology?  

With such flexible and wide-ranging options, the necessary personality traits, skills, and educational backgrounds required to build an industrial-organizational psychology career are also quite diverse. Here are a few of the things you should consider.

Educational Requirements for I/O Psychology

Regardless of job title or industry, most positions in industrial-organizational psychology require a master’s degree in industrial-organizational psychology . You’ll need a master’s degree and several years of directly relevant experience to move into a senior or management position, or to work as a consultant. Research-oriented jobs, teaching at a university, and some other positions may require a doctoral degree (PhD).

Not sure whether you should pursue a master’s or a doctoral degree? That will depend on how much time and money you wish to invest in your education. 

It may also depend on the type of job you are interested in. Professionals with a master’s degree lean toward hands-on work, collaborating with employers and employees to find solutions for real-life problems. Jobs that require PhDs tend to focus on data analysis and statistics. You might pursue this path if you envision yourself doing research or working in a university setting.

Skills You Need for a Career in I/O Psychology

Industrial-organizational psychology involves a unique mix of both hard and soft skills. 

Two of the most important hard skills revolve around research and analysis. For example, you may be required to analyze data, systems, or operations. And you’ll be called upon to use both research and analysis to facilitate complex problem-solving.

Critical soft skills include excellent interpersonal and organizational skills, written and verbal communication skills, active listening, conflict management, and the ability to work in and lead teams. 

You can learn more about the types of skills you need in an I/O psychology career path in our blog 10 Skills You Need to Become an Industrial-Organizational Psychologist .

Personal Qualities that are Important for a Career in Industrial-Organizational Psychology

While you might have all the right skills for a career in industrial-organizational psychology, some personality traits may lend themselves better to this career choice. For example, you should: 

• Be interested in human behavior, especially in team settings
• Have an analytic mindset
• Be willing to confront—and solve—complex problems 
• Feel comfortable applying scientific methodologies
• Be conscientious and trustworthy
• Be willing to work closely with people

While by no means an exhaustive list, this gives you a basic understanding of the types of traits that you will likely find useful and even necessary in an I/O psychology career. 

Potential Career Pathways into I/O Psychology

There’s no one way to get started in industrial-organizational psychology. And it’s never too late to begin a transition into the field.

Many industrial-organizational psychologists start with a bachelor’s degree in psychology or industrial-organizational psychology. Recognizing the growing need for these skilled professionals, many colleges and universities have begun to couple bachelor’s and master’s degrees into a single, fast-tracked educational path .

However, bachelor’s degrees in business, business administration, human resources, and even teaching can also lay the educational foundation for a successful transition into I/O psychology.

And whatever your undergraduate degree, pursuing an advanced degree in industrial-organizational psychology is a great way to make a career change from an entry-level position. 

Many people who move into I/O psychology do so from positions in human resources, business administration, or business analysis. However, social workers, teachers and childcare providers, marketing and advertising professionals, career counselors, and diversity, inclusion, and equity specialists—to name a few—all have unique skills that are applicable to a career in industrial-organizational psychology. 

If you are looking for a great way to advance your career or to move into an exciting field with flexibility and serious growth potential, a career in industrial-organizational psychology might be right for you. Advancing your education with a part-time, online master’s degree in I/O psychology is an excellent first step on your unique career path.

Ready to get started? Take your first course today.

About the Author

Digital Content Producer

Emerson is a Digital Content Producer at Harvard DCE. She is a graduate of Brandeis University and Yale University and started her career as an international affairs analyst. She is an avid triathlete and has completed three Ironman triathlons, as well as the Boston Marathon.

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What Is Industrial-Organizational Psychology?

I/O psychology analyzes how individual behavior impacts the workplace and how companies can improve their performance.

Table of Contents

Industrial-organizational (I/O) psychology focuses on individual behaviors and needs in the workplace and offers solutions to many employee concerns. While the two sides of this field study have similar topics, they offer different perspectives and specialized insights to help employers get the most out of their teams.

With the help of I/O psychologists or qualified consultants, employers can improve their workers’ well-being, increase efficiency, and boost productivity in the workplace. Here’s everything you need to know about this field of study.

What is industrial-organizational psychology?

I/O psychology uses psychological sciences, principles, and research tactics to solve workplace problems and improve workers’ experiences. I/O psychologists perform these tasks: 

• Study the working styles of managers and employees.
• Observe and analyze workplace productivity.
• Acclimate themselves to the company environment.
• Collaborate with management teams to devise new company policies.
• Organize training sessions.
• Devise long-term business plans.

What does an industrial-organizational psychologist do?

To achieve their goals, I/O psychologists may take some or all of these actions:

• Collaborate with company human resources teams .
• Work with hiring and management teams to hire for cultural fit . 
• Encourage and train employees .
• Analyze workers’ job performance.
• Improve company efficiency and internal hierarchy.
• Achieve high workplace quality and optimal work-life balance for management and employees.
• Assist in company transitions, including corporate mergers and sales.
• Analyze consumer patterns for better sales results.

How to become an industrial-organizational psychologist

Although requirements vary a little by state, you generally need a master’s degree in psychology to be an I/O psychologist. Alternatively, a person with a bachelor’s degree in psychology can complete a master’s program in social work and still work as an I/O psychologist. 

Many industrial-organizational psychologists pursue a Ph.D. in psychology, and others acquire a certification from the American Board of Organizational and Business Consulting Psychology.

What is industrial psychology?

The industrial side of I/O psychology “examines specific problems and issues that companies have to deal with,” said J. Michael Crant, professor of management and organization in the Mendoza College of Business at the University of Notre Dame.

Industrial psychologists can help organizations with the following tasks.

• Hiring: Industrial psychologists study a company’s culture and work processes to pinpoint an employee type who would fit into the business’s current framework. Industrial psychologists help with many aspects of the hiring process , including creating interview questions that help hiring managers identify the best candidates for specific positions. When using industrial psychology for hiring, Amy Cooper Hakim, founder of the Cooper Strategic Group, suggested considering the applicant’s values, personality and motivation. 
• Training: To keep things running smoothly, businesses must ensure employees have the career skills and knowledge to do their jobs. Industrial psychologists can identify missing skills among employees and create effective training to help fill these gaps.
• Employee efficiency: By studying human behavior at all company levels, industrial psychologists can identify ways to make jobs more efficient and employees more productive.

What is organizational psychology?

According to Crant, organizational psychology generally addresses bigger-picture issues. Psychologists in this field aim to motivate the workforce and create stronger teamwork.

If you don’t feel you’re getting everything you can out of your employees, organizational psychologists may be able to help in the following areas.

• Employee satisfaction: Organizational psychologists study employee behaviors and attitudes to gauge overall employee satisfaction. Using their findings, psychologists suggest changes to improve employees’ well-being and happiness at work, creating more engaged and productive employees.
• Work-life balance: If organizational psychologists find that employees are stressed or unhappy, they may suggest implementing work-life balance programs. Improving employees’ work-life balance helps them produce more and better work. Successful work-life balance programs decrease turnover rates and workplace burnout while increasing motivation and commitment.
• Decreased job stress: A significant difference between industrial and organizational psychology concerns their focus. The industrial side examines the organization at all levels and focuses on leadership. Organizational psychology studies how employees function and how businesses operate. Organizational psychologists aim to provide helpful suggestions on managerial practices, company organization and other elements that might be the source of job stress .

Implementing I/O psychology in your business

If you own a small business and have five to 10 employees, hiring an I/O psychologist might not be worth the investment. However, for midsize and large businesses, these professionals are a valuable asset if you want to increase employee satisfaction and productivity.

In-house psychologists vs. consultants

Depending on your company’s scale and the work that needs to be done, a consultant might be a better fit for you than someone in-house. Here are some guidelines on which to hire.

• In-house I/O psychologists: In-house psychologists are the better choice if you have a large or global organization, want to develop ongoing training programs, or need to do long-lasting studies of workplace culture in multiple locations.
• I/O consultants: I/O consultants are the better choice if you have a smaller organization, only want to study one particular area or department, or need only limited information.

Personality assessments

You don’t need an on-staff professional to implement I/O psychology at your organization. By conducting personality assessments, you can learn how to work best with your team based on individual preferences, work styles and behaviors.

Hakim advises using personality assessments to help screen applicants as a multiple-hurdle approach to hiring or to help develop employees.

Here are six common personality tests.

• DiSC assessment: A DiSC assessment identifies communication styles in the workplace and helps employees understand how to work together and communicate more effectively.
• Myers-Briggs: Also known as the MBTI, this test categorizes someone as one of 16 personality types to help them understand how they perceive the world and why they make decisions. Though this is a popular test, Crant said there is some controversy surrounding it, since it doesn’t always produce the same results when a person takes the test multiple times.
• Predictive Index: The Predictive Index, or PI, is a short, simple test that helps you understand your employees’ behaviors at work. This test can help you align goals and improve efficiency.
• Five-Factor Model of Personality: The FFM separates people into the “big five” traits – extraversion, agreeableness, conscientiousness, neuroticism and openness to experience.
• Occupational interest inventories: OIIs identify employees’ interests in the workplace, which will help you understand their preferred assignments and roles. This aids in task delegation and employee retention .
• Situational judgment tests: SJTs use simulated situations to test how workers would react in a given circumstance. Based on their response, you can gauge their customer service skills and confront any possible flaws in their approach.

These tests aren’t suitable for every organization, and attempting to analyze the results of any personality tests on your own, without the help of a professional, can lead to controversy and misunderstandings. Consult a professional psychologist before administering or sharing the results of any personality tests in your workforce.

You can learn more about I/O psychology and find qualified professionals on the Society for Industrial and Organizational Psychology website . 

David Cotriss and Sammi Caramela contributed to the reporting and writing in this article. Source interviews were conducted for a previous version of this article.

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Grad School: How Do I Write a Personal Statement?

Grad School Series: Applying to Graduate School in Industrial/Organizational Psychology Starting Sophomore Year:  Should I get a Ph.D. or Master’s?  |  How to Get Research Experience Starting Junior Year:  Preparing for the GRE  |  Getting Recommendations Starting Senior Year:  Where to Apply  |  Traditional vs. Online Degrees  |  Personal Statements Alternative Path: Managing a Career Change to I/O  | Pursuing a PhD Post-Master’s Interviews/Visits:  Preparing for Interviews  |  Going to Interviews In Graduate School:  What to Expect First Year Rankings/Listings: PhD Program Rankings | Online Programs Listing

So you want to go to graduate school in industrial/organizational (I/O) psychology? Lots of decisions, not much direction. I bet I can help!

While my undergraduate students are lucky to be at a school with I/O psychologists, many students interested in I/O psychology aren’t at schools with people they can talk to. I/O psychology is still fairly uncommon in the grand scheme of psychologists; there are around 7,000 members of SIOP , the dominant professional organization of I/O, compared to the 150,000 in the American Psychological Association . As a result, many schools simply don’t have faculty with expertise in this area, leading many promising graduate students to apply elsewhere. That’s great from the perspective of I/O psychologists – lots of jobs – but not so great for grad-students-to-be or the field as a whole.

As a faculty member at ODU with a small army of undergraduate research assistants , I often find myself answering the same questions over and over again about graduate school. So why not share this advice with everyone?

This week, I’d like to cover one of only two parts of a graduate school application that you have direct control over: your personal statement.  This sometimes called a “statement of research interests” or “entrance essay” or similar.  The core problem is always the same though: you need to write a page or two about yourself.  So what do you write?

Before you get started, you need to plan.  You shouldn’t just dive into a personal statement, because it says several things about you, and you want to make sure those messages are on target.  Here’s what it says, and here’s what to do about it:

• The situation: Graduate school involves a lot of writing.  A lot .  You will be writing proposals, you’ll be writing term papers, you’ll be writing theses, you’ll be writing journal submissions, and on and on.  Despite this, most graduate programs don’t explicitly teach you how to write – instead, they assume you learned it in college. As your potential mentors read your application, they’ll in part be thinking, “just how much work is it going to take for this person to become a decent science writer?”
• The solution:  Treat your personal statement like a formal paper. Remember everything you’ve learned previously about how to write. You should have an introductory paragraph, several paragraphs of specific content (each with an appropriate topic sentence that explains the purpose of the remainder of that paragraph) and a conclusionary paragraph. You should ensure there are  absolutely no  spelling or grammatical errors. You should ask someone that doesn’t know you very well – and preferably someone who is a good writer – to read it over and tell you what they think.  Often, your college or university will have a career services unit that will help you with this if your academic advisor won’t (or can’t) help.
• The situation:   A lot of people apply to graduate school for terrible reasons. The most common terrible reason is, “I finished college and didn’t know what else to do.” This is pretty obvious in an unfocused personal statement, because it’s hard for you to explain exactly why you are going to graduate school. You need a good reason, and you need to explain it well. The reason this is important is because people without good reasons burn out. Grad school is  hard .  I like to refer to it as “trial by fire.” If you don’t come in with long term goals that you are fully committed to, you aren’t likely to finish – and that means advisors aren’t going to want to spend their time training you only for you to leave after a year.
• The solution:  You really need to sit down and think about why you’re going to graduate school. This is different for every person, so there’s no single right answer here. Maybe you’ve always dreamed of being a professor. Maybe you’ve worked in human resources before and want to make it better. Maybe you just want to make a difference in the lives of employees and see applied I/O work as the best way to do that. All of these are fine answers – but your personal statement needs to explain  your answer and how you came to it.
• The situation: It’s fine if you want to apply broadly – in fact, I recommend it . But that doesn’t mean you can get away without doing in-depth research on each school you are applying to.  Faculty want to know why you applied to their program.  A single, untargeted, generic personal statement sent to a dozen different programs is one of the worst things you can do with your personal statement.
• The solution: Remember that applying to graduate school is very unlike applying to college: you’re not applying to take classes, you’re applying to work with a particular faculty member (or perhaps a few faculty members).  If you have particular, targeted research interests, you need to say what they are, which faculty members you want to work with, and why.  If you don’t have particular, targeted research interests, that’s fine too, so you should say that – but you still need to explain why you applied to this particular program. Did you talk to graduate students already in the program? Were you recommended to apply by your advisor due to the quality of the program? Something else? No matter what, you should have a different personal statement for every school you apply to. Don’t ever say you’re targeting a school because it is convenient to you (e.g. near family, lets you keep your job, etc.). If something like that is your only reason, you shouldn’t apply there.
• The situation:  Something you’re likely hear a lot in I/O graduate school is “The best predictor of future behavior is past behavior.” One thing that faculty want to know is how – specifically – you have prepared yourself for graduate school. This also speaks a bit to #2 above.
• The solution:  If you’ve been following my blog’s advice since your sophomore year or earlier, you should have a lot of information to talk about here. You need to discuss what you learned in each research lab you’ve worked in and how this experience prepared you for graduate school. If you worked on particular projects that inspired you in your research interests, describe a specific anecdote or two (e.g. a particular research challenge you faced) and how you solved it and learned from it.

There are a few common problems with personal statements:

• Your statement is not your life story. While your 8th-grade teacher may have had an amazing influence over you that  eventually led you to I/O psychology, it’s not very relevant to your application. Traumatic experiences (e.g. the death of a family member) are the same way.  Although your great-grandfather’s death may have inspired you to do something with your life, it doesn’t really have much to do with your I/O career path.  For each paragraph (and thus every sentence), you should ask: does it help the person reading this statement accomplish one of the four objectives listed above? If not, get rid of it.
• Your statement is not an opportunity to get creative .  Remember point #1 above. This is a formal paper. It is the closest thing to scientific writing of yours that the selection committee is likely to see. Creative narratives, clever use of spacing, etc. make you memorable, but not in a way you want to be memorable. You want to be memorable  for your qualifications.  Don’t start your statement with a quote or cliche; for example, I cringe every time I see, “Life is a marathon” at the start of someone’s statement.
• Your statement should be about what you think and what you know, not what you did. When you apply to graduate school, you’ll also turn in a curriculum vitae (the academic equivalent of a resume). This should say which labs you worked for and when. It should also cover which classes you took. Don’t waste space in a personal statement reiterating this information; assume that the people reading your application have already seen your vita and build from there.
• Your statement is not exhaustive. Even if you have a ton of information that you want to share, and even if the program doesn’t provide a specific page limit, you should keep your personal statement under 2 pages.  Maybe 3 if what you’re including is exceptionally compelling. Writing your personal statement should be an exercise in brevity – sharing as much critical information as possible in as small a space as you are able.

There’s no single “right way” to write a personal statement, but these guidelines will give you a good start to make a compelling argument for your acceptance.

• Grad School: How Do I Get Recommendations for Master’s/Ph.D. Programs in I/O Psychology?
• Grad School: Managing a Career Change to I/O Psychology
• Grad School: How Do I Prepare for Inteviews at I/O Psychology Master’s/Ph.D. Programs?
• Grad School: Pursuing an I/O PhD with an Existing Master’s
• Grad School: Where Should I Apply for a Master’s/Ph.D. in I/O Psychology?

from → Advising , Graduate Students , Professorship , Undergraduates

Do you know where I could find an example of a personal statement for industrial organizational psychology? I’ve read numerous examples of psychology personal statements but none that are IO oriented.

A good statement is honestly very different from student to student – and I’m afraid I don’t have any examples of good IO statements specifically.

Thank you for the information in which you provided. I am currently working on a statement of interest for a class in my junior year. I currently have an A.S. in Chemistry and recently changed my major from Pre-Med to Psychology. I unfortunately have not had much research experience, but plan to in the up and coming semesters. I also have not had any intern experience outside of time spent in preparation for medical school requirements. I guess what I am wondering is if that information is appropriate to share in this document, or if since it does not relate to I/O Psychology if it should be left out. My other concern is that with my on the job experiences that I have had as a nontraditional student, would they be a good topic for discussion. I have grown quite fond of finding ways to help a business thrive and make things more smoothly for coworkers, and felt that I/O Psychology would be a better option for a career over Medicine. If you can share any information, I would truly appreciate it.

Thank you for your time.

Anything is appropriate insofar as it explains how it a) makes you ready or b) makes you familiar with the realities of I/O research and practice. So anything that helps make that case is fine. Just remember that I/O psychology is about the science of employees in workplaces, so you don’t really want to talk about “making things smoother for coworkers” in general unless either what you did was research based or it specifically triggered you to learn about and apply I/O psychology on your own. You definitely don’t want to mention the experiences you haven’t had – focus on what you’ve done, learned, and gained from the experiences you have had, as long as they’re relevant to I/O.

Hi Professor Landers,

I was wondering if you recommend any text books on I/O. I was looking for something particular that explains all the job titles that can come from an I/O degree but anything works.

The book I use for my own I/O courses is Work in the 21st Century: An Introduction to Industrial and Organizational Psychology Landy and Conte’s Work in the 21st Century . A new edition is coming out in 2016 though, if you want the newest of the new.

Job titles though is a different problem, and a difficult one to answer. We generally get jobs based upon job requirements (i.e., have you been trained in the skills needed) rather than titles – the titles can vary dramatically. “Consultant” for example could be an I/O job or something completely different. That is probably why most I/O jobs are located through personal networks – I wouldn’t ever recommend an I/O even look at Monster or an online job board.

Hi, your blog proves to be very eduactive and informative. I had my bachelors degree in english and sociology but i want to defer and have my masters in I/O psychology. I took a semester course in I/O during my undergrad and became hooked and intrigued about the course. I have no thesis on it or any form of research work based on it. I am currently working but it does not have anything to do with i/o. What I want to know is, will that affect my statement of purpose, although i do really want to pursue a career in I/O psychology.

You will certainly need to explain in your statement why you are qualified and motivated to pursue an I/O graduate degree with an atypical background, yes.

Dr. Landers, Thank you for your response. My next question is related to statistics. Due to stats and research being a large part of the I/O field, are there any other Stats courses that you would recommend taking besides 2600 (College Statistics) and 2700 (Statistics for Behavioral and Social Sciences), that will better prepare me for a career in I/O?

In most cases, the department bringing you in will require you to take any advanced statistics courses you need then. However, you can demonstrate your ability to succeed in such courses by taking basically any advanced stats course you can find now and are qualified for, preferably at the graduate level. The most relevant to I/O that are potentially within an undergrad’s level are likely psychometrics and regression. If you are incredibly comfortable with stats, you might even try a multilevel modeling course or structural equation modeling course, but those are way, way advanced. I would regardless recommend you talk to someone in your program first about what classes are available and what they think you could take. You’ll need permission from any graduate level instructors directly (they are not something you can just sign up for).

For comparison, you have currently taken the equivalent of the first month or so of graduate level stats. So adding courses you would likely or could take as a graduate student certainly builds your credentials, but it’s not required. Most students applying will have basically what you have now.

Dear Professor,

My biggest concern is talking about my personal interests within IO Psyche. At this point I feel very naive because I have only taken one intro class on IO and organizational behavior. My first question is what are the main aspects of applied IO psyche? I know of training and development, OD, HR, but what else is there? Second, I know of these fields but I don’t exactly what they do in these fields because I have never had hands on experience. Is it ok to say that I am interested in a field but it can very well change? Basically, what are the main aspects of IO and how can I get more exposure.

I would suggest you review the textbook from your I/O psych class – there are many areas, and they’ll all be listed there. The activities are what you’d expect from that list. For example, organizational leadership might believe they have a motivation problem among line employees, so I/O psychologists are tasked with figuring out what the problem is and how to solve it. That generally involves reading academic research literature, developing surveys, running statistical analyses, writing reports, and making presentations/recommendations.

In the work force, is each area narrowly focused? For example, can someone with a focus on training also be involved in selection analysis?

I/Os are often generalists, but it depends on the job. At best, I’d say positions tend to focus more toward either the I or O side. A lot has to do with the training you receive in graduate school; programs tend to have particular strengths, based upon the particular expertises of the I/O faculty that staff them.

So when apply for grad school, when I write my personal statement, is it okay to say that I am interested in X but have other interests as well that can end up over taking X? In other words, is it better to be myopic or broad? My concern of being broad is that grads school may see me as someone who doesn’t have any sort of direction

Well, it depends a bit on whether you’re talking about Master’s or PhD applications.

Master’s applicants are not expected to be very narrow, although it’s good to have some particular interests that the school you are applying to has plans to teach you in.

PhD applicants should have much more specific interests, but even so, it is good to have a balance. For example, if you say “the only thing I’ve ever wanted to do with my life is study X” and then the faculty member that researches X leaves the university that year, or isn’t taking students that year, or any number of other things – you’re automatically out of consideration. So I would just recommend being honest. If there’s something your life would not be complete without, say that. If there are things you’re interested in but you’re open to anything, say that. With a bit more formal language, anyway. 🙂

Thank you. I do plan to apply for a masters and I do have interest in training and development. However, is it a fair assumption that while I will learn about training and development, I will also be exposed to other “I side” areas such as psychometrics, leadership selection etc. Is there a chance that in my career I can work on the “O side” such as OD, motivation, etc. even if I was trained more on the “I side”?

That will really depend on the specific coursework in the program – you should check the course titles of what is standard in their program – that’ll give you a good sense of it. Two years isn’t enough to cover all of IO in depth, so you’ll definitely be getting some topics and missing others.

Also, as I’ve mentioned elsewhere on the site, be sure to apply to at least 10 or so schools. There are too many reasons you may not be accepted at any particular school that have nothing to do with your qualifications to risk applying only to one.

Also, for what its worth, the school I plan to apply to is SF State which is IO balanced.

Thank you Dr. Landers.

Hi! Thanks so much for making this blog, I have been following your advice throughout my undergraduate career! It would help me a lot if you could answer these questions I’m having:

1. What are Ph.D programs specifically looking for in terms of publications? Can you give me a number of conference presentations that would be a good number to aim for? Do symposiums carry more of a weight than posters in your admission decision? Also, what about SIOP papers that are under review during the application period?

2. How common is an undergraduate thesis, and how much weight would one carry?

If by publications you mean “paper accepted to a peer-reviewed scientific journal,” the answer is “any.” In any given year, there are probably less than 5 PhD applicants nationally that have accomplished this. Book chapters and papers published in undergraduate journals are slightly more common but still impressive at the undergrad level.

For conference presentations, it depends on which conferences you’re talking about. For SIOP, symposia vs. poster matters only if you aren’t first author – in which case any position on a poster will probably be more impressive than a non-first-author role on a symposium submission. But it depends a bit on what you specifically did on the project, which you should describe in your personal statement anyway. If you have any accepted SIOP submissions on your vita, you are probably in the top 5% of applicants. If you have 2+ you are at the very top. Submitted SIOP doesn’t count for much – however, if you have submissions on your vita that turn into acceptances after you have submitted your application, you should email the program director/any faculty you wanted to work with to tell them that as soon as you know.

Undergraduate theses are a pretty common way to get research experience. It’s actually very common in liberal arts colleges for all undergraduates planning on graduate study to complete one. In university settings, that expectation varies a lot. But as a result of that ambiguity, it’s not very interpretable by itself – if you want it to make an impact credentials-wise, you really need to do something with it (e.g., turned into a undergrad conference presentation, SIOP presentation, book chapter, undergrad journal, full publication, and this list is roughly in order of impressiveness).

What size font is okay to use if no specifics were given? 11? 12?

I would stick to APA 6 formatting, personally. But it doesn’t really matter as long as it’s legible if printed.

Hello Dr. Landers, Could you differentiate I/O areas of interest, research interests, and career goal?. I ask because in my answer for I/O areas of interest is training and dev and I give examples of why it is important in the work place and give examples. However, I feel like this overlaps with why a career in Training is my career goal.

Your area of interest is training.

Training is not a research interest. Your research interests are the specific topics you want to study within your area of interest. To have a research interest, you need to know about training research and what research questions would be interesting to you. For example, it might be something like: given a successful training program, how do you increase rates of training transfer?

You can’t have a career in “training.” That is not something I/Os do. What you might mean is a practitioner career advising training designers, or a practitioner career measuring and implementing training-based organizational change initiatives, or an academic career studying the mediational processes involved in online training effectiveness. Or something else entirely. If you don’t know the difference between those, you need to talk to an I/O in a meeting about the types of jobs I/Os actually get. 🙂

Sorry for being vague. My research interests were motivation and how we can motivate employees in online training programs as well as implementing a reward program. As far as a career, I was thinking of a career in training and development manager, creating programs, coaching, or even consulting. Not too sure yet. Is a career in training and development too vague?

my main question is that my interests in training and development are due to the career reasons. However, this overlaps with why I want a career as a training and dev manager, people specialist, consultant, coach, etc.

One more question. What did you think I meant by career in training?

When you say you want a career in training, I interpret that as you wanting a career as a trainer. If you want to manage trainers, you should say that instead.

Dr. Landers,

I’d like to first thank you for allowing access to this information as it has helped me tremendously in applying for grad school.

As of now, I am a senior undergrad getting ready to apply I/O Masters programs in a month. A lot of schools that I am applying to list a prerequisite of having a B or better in Behavioral Statistics.

I took stats freshman year (big mistake) and got a C as a result. To make up for it, I retook Statistics this fall semester. As a result, I didn’t do much better, I got a C+.

I do not believe this reflects my knowledge and proficiency on the subject; I’m an RA and have performed many data analysis for many research projects without difficulty. I also have a recommender that can attest to that.

Is it worth it to still apply to these schools? Is there a way for me to address this in my Personal Statement?

If it’s listed as a “prerequisite” probably not. You’ll likely be removed from the list by a secretary before the selection committee even sees your application. If it just says “preferred” (or similar), then it’s not quite so black and white, and you might as well still try. But I will say that a C+ in stats is going to be a big red flag for your application; you’ll want to explain it (convincingly) in your personal statement, regardless.

I am a non-traditional graduate school applicant with 20 years of work experience in training program development. I am applying for a master’s in I/O in Psychology with a concentration in learning and design.

From what I’ve read, more weight is given to letters of recommendation written by college professors than workplace superiors or colleagues. The only professor i stayed in touch with is now deceased. Do you have any advice for letters of recommendations for the non-traditional student?

Any recommendations about the statement of purpose as well would be greatly appreciated. Thanks!

That is because college professors have better context for what the letter readers are looking for. You can still get that sort of information from a professional contact, but it’s harder. They need to speak to your potential as a researcher: your ability to make sense of an ambiguous and difficult to understand problem, your motivation/initiative to seek out information to solve such problems, and your ability to write and present your opinion coherently based upon your research. They should also speak to your potential as a student, i.e., as a learner of highly challenging material. A Master’s program is typically 3-5x more difficult than undergrad, so they want to know if you are capable of that kind of workload in terms of both ability and motivation.

Hi thank you for creating this blog. I am currently writing my personal statements for my applications to masters programs. I’ve found this page really helpful as I try to hit the different points however, when I try to touch on why I am applying to this particular program I have some trouble. Besides the point I make about how my specific interests fit well with a professor or curriculum (lets say), I feel as though I’m just listing the aspects of the program. I don’t know if this will come across as redundant information since they know the positive features of their program or if it will show how I genuinely became attracted to it. Is this a red flag or okay?

It is perfectly fine to list the specific aspects of the program you find attractive, as long as they are in fact specific to the program. For example, it is not useful to say you applied because they are highly ranked, or because people get jobs after they graduate, etc etc., because these things are generally true of all programs. However, if you have a particularly good match with a particular faculty member (or members), then mentioning this and explaining why that’s attractive to you is on target. If they have specific feature benefits (e.g., on-site consulting center, unusual classes that are attractive to you, etc), this shows that you put in some effort researching their program and is not at all redundant. Just be sure you’re accurate. You don’t want to praise them for something they don’t do!

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13.1 What Is Industrial and Organizational Psychology?

Learning objectives.

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.

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.

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.

The Historical Development of Industrial and Organizational Psychology

Industrial and organizational psychology had its origins in the early 20th century. Several influential early psychologists studied issues that today would be categorized as industrial psychology: James Cattell (1860–1944), Hugo Münsterberg (1863–1916), Walter Dill Scott (1869–1955), Robert Yerkes (1876–1956), Walter Bingham (1880–1952), and Lillian Gilbreth (1878–1972). Cattell, Münsterberg, and Scott had been students of Wilhelm Wundt, the father of experimental psychology. Some of these researchers had been involved in work in the area of industrial psychology before World War I. Cattell’s contribution to industrial psychology is largely reflected in his founding of a psychological consulting company, which is still operating today, called the Psychological Corporation, and in the accomplishments of students at Columbia in the area of industrial psychology. In 1913, Münsterberg published Psychology and Industrial Efficiency , which covered topics such as employee selection, employee training, and effective advertising.

Scott was one of the first psychologists to apply psychology to advertising, management, and personnel selection. In 1903, Scott published two books: The Theory of Advertising and Psychology of Advertising . They are the first books to describe the use of psychology in the business world. By 1911 he published two more books, Influencing Men in Business and Increasing Human Efficiency in Business . In 1916 a newly formed division in the Carnegie Institute of Technology hired Scott to conduct applied research on employee selection (Katzell & Austin, 1992).

The focus of all this research was in what we now know as industrial psychology; it was only later in the century that the field of organizational psychology developed as an experimental science (Katzell & Austin, 1992). In addition to their academic positions, these researchers also worked directly for businesses as consultants.

When the United States entered World War I in April 1917, the work of psychologists working in this discipline expanded to include their contributions to military efforts. At that time Yerkes was the president of the 25-year-old American Psychological Association (APA) . The APA is a professional association in the United States for clinical and research psychologists. Today the APA performs a number of functions including holding conferences, accrediting university degree programs, and publishing scientific journals. Yerkes organized a group under the Surgeon General’s Office (SGO) that developed methods for screening and selecting enlisted men. They developed the Army Alpha test to measure mental abilities. The Army Beta test was a non-verbal form of the test that was administered to illiterate and non-English-speaking draftees. Scott and Bingham organized a group under the Adjutant General’s Office (AGO) with the goal of developing selection methods for officers. They created a catalogue of occupational needs for the Army, essentially a job-description system and a system of performance ratings and occupational skill tests for officers (Katzell & Austin, 1992). After the war, work on personnel selection continued. For example, Millicent Pond researched the selection of factory workers, comparing the results of pre-employment tests with various indicators of job performance (Vinchur & Koppes, 2014).

From 1929 to 1932 Elton Mayo (1880–1949) and his colleagues began a series of studies at a plant near Chicago, Western Electric’s Hawthorne Works ( Figure 13.4 ). This long-term project took industrial psychology beyond just employee selection and placement to a study of more complex problems of interpersonal relations, motivation, and organizational dynamics. These studies mark the origin of organizational psychology. They began as research into the effects of the physical work environment (e.g., level of lighting in a factory), but the researchers found that the psychological and social factors in the factory were of more interest than the physical factors. These studies also examined how human interaction factors, such as supervisorial style, increased or decreased productivity.

Analysis of the findings by later researchers led to the term the Hawthorne effect , which describes the increase in performance of individuals who are aware they are being observed by researchers or supervisors ( Figure 13.5 ). What the original researchers found was that any change in a variable, such as lighting levels, led to an improvement in productivity; this was true even when the change was negative, such as a return to poor lighting. The effect faded when the attention faded (Roethlisberg & Dickson, 1939). The Hawthorne-effect concept endures today as an important experimental consideration in many fields and a factor that has to be controlled for in an experiment. In other words, an experimental treatment of some kind may produce an effect simply because it involves greater attention of the researchers on the participants (McCarney et al., 2007).

Watch this video of first-hand accounts of the original Hawthorne studies to learn more.

In the 1930s, researchers began to study employees’ feelings about their jobs. Kurt Lewin also conducted research on the effects of various leadership styles, team structure, and team dynamics (Katzell & Austin, 1992). Lewin is considered the founder of social psychology and much of his work and that of his students produced results that had important influences in organizational psychology. Lewin and his students’ research included an important early study that used children to study the effect of leadership style on aggression, group dynamics, and satisfaction (Lewin, Lippitt, & White, 1939). Lewin was also responsible for coining the term group dynamics , and he was involved in studies of group interactions, cooperation, competition, and communication that bear on organizational psychology.

Parallel to these studies in industrial and organizational psychology, the field of human factors psychology was also developing. Frederick Taylor was an engineer who saw that if one could redesign the workplace there would be an increase in both output for the company and wages for the workers. In 1911 he put forward his theory in a book titled The Principles of Scientific Management ( Figure 13.6 ). His book examines management theories, personnel selection and training, as well as the work itself, using time and motion studies. Taylor argued that the principal goal of management should be to make the most money for the employer, along with the best outcome for the employee. He believed that the best outcome for the employee and management would be achieved through training and development so that each employee could provide the best work. He believed that by conducting time and motion studies for both the organization and the employee, the best interests of both were addressed. Time-motion studies were methods that aimed to improve work by dividing different types of operations into sections that could be measured. These analyses were used to standardize work and to check the efficiency of people and equipment.

Personnel selection is a process used by recruiting personnel within the company to recruit and select the best candidates for the job. Training may need to be conducted depending on what skills the hired candidate has. Often companies will hire someone with the personality that fits in with others but who may be lacking in skills. Skills can be taught, but personality cannot be easily changed.

One of the examples of Taylor’s theory in action involved workers handling heavy iron ingots. Taylor showed that the workers could be more productive by taking work rests. This method of rest increased worker productivity from 12.5 to 47.0 tons moved per day with less reported fatigue as well as increased wages for the workers who were paid by the ton. At the same time, the company’s cost was reduced from 9.2 cents to 3.9 cents per ton. Despite these increases in productivity, Taylor’s theory received a great deal of criticism at the time because it was believed that it would exploit workers and reduce the number of workers needed. Also controversial was the underlying concept that only a manager could determine the most efficient method of working, and that while at work, a worker was incapable of this. Taylor’s theory was underpinned by the notion that a worker was fundamentally lazy and the goal of Taylor’s scientific management approach was to maximize productivity without much concern for worker well-being. His approach was criticized by unions and those sympathetic to workers (Van De Water, 1997).

Gilbreth was another influential I-O psychologist who strove to find ways to increase productivity ( Figure 13.7 ). Using time and motion studies, Gilbreth and her husband, Frank, worked to make workers more efficient by reducing the number of motions required to perform a task. She applied these methods not only to industry but also to the home, office, shops, and other areas. She investigated employee fatigue and time management stress and found many employees were motivated by money and job satisfaction. In 1914, Gilbreth wrote the book, The Psychology of Management: The Function of the Mind in Determining, Teaching, and Installing Methods of Least Waste , and she is known as the mother of modern management. Some of Gilbreth’s contributions are still in use today: you can thank her for the idea to put shelves inside refrigerator doors, and she also came up with the concept of using a foot pedal to operate the lid of trash can (Gilbreth, 1914, 1998; Koppes, 1997; Lancaster, 2004). Gilbreth was the first woman to join the American Society of Mechanical Engineers in 1926, and in 1966 she was awarded the Hoover Medal of the American Society of Civil Engineers.

Taylor and Gilbreth’s work improved productivity, but these innovations also improved the fit between technology and the human using it. The study of machine–human fit is known as ergonomics or human factors psychology.

From World War II to Today

World War II also drove the expansion of industrial psychology. Bingham was hired as the chief psychologist for the War Department (now the Department of Defense) and developed new systems for job selection, classification, training, and performance review, plus methods for team development, morale change, and attitude change (Katzell & Austin, 1992). Other countries, such as Canada and the United Kingdom, likewise saw growth in I-O psychology during World War II (McMillan, Stevens, & Kelloway, 2009). In the years after the war, both industrial psychology and organizational psychology became areas of significant research effort. Concerns about the fairness of employment tests arose, and the ethnic and gender biases in various tests were evaluated with mixed results. In addition, a great deal of research went into studying job satisfaction and employee motivation (Katzell & Austin, 1992).

The research and work of I-O psychologists in the areas of employee selection, placement, and performance appraisal became increasingly important in the 1960s. When Congress passed the 1964 Civil Rights Act, Title VII covered what is known as equal employment opportunity. This law protects employees against discrimination based on race, color, religion, sex, or national origin, as well as discrimination against an employee for associating with an individual in one of these categories.

Organizations had to adjust to the social, political, and legal climate of the Civil Rights movement, and these issues needed to be addressed by members of I/O in research and practice.

There are many reasons for organizations to be interested in I/O so that they can better understand the psychology of their workers, which in turn helps them understand how their organizations can become more productive and competitive. For example, most large organizations are now competing on a global level, and they need to understand how to motivate workers in order to achieve high productivity and efficiency. Most companies also have a diverse workforce and need to understand the psychological complexity of the people in these diverse backgrounds.

Today, I-O psychology is a diverse and deep field of research and practice, as you will learn about in the rest of this chapter. The Society for Industrial and Organizational Psychology (SIOP) , a division of the APA, lists 8,000 members (SIOP, 2014) and the Bureau of Labor Statistics—U.S. Department of Labor (2013) has projected this profession will have the greatest growth of all job classifications in the 20 years following 2012. On average, a person with a master’s degree in industrial-organizational psychology will earn over $80,000 a year, while someone with a doctorate will earn over $110,000 a year (Khanna, Medsker, & Ginter, 2012).

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• Seattle Pacific University
• Graduate Programs​

Master of Art (MA) — Industrial-Organizational Psychology

2 years to complete

$852/per credit

STEM approved

• Schedule informational appointment

Upcoming deadline: Dec. 15, 2021

Next start: Sept. 2022

Next start date: 9/11/2024

Become an industrial-organizational psychologist and change the world of work

This MA in Industrial-Organizational Psychology program gives you a strong theoretical foundation to meet real-world challenges, conduct research, and gain field-practicum experiences. As a scholar-leader, you will design and deliver interventions in this STEM-approved I-O psychology master’s program to develop leaders in the workplace.

Discover how you can make this graduate program in I-O Psychology fit with your professional goals.

MA program distinctives

The Master of Art in Industrial-Organizational Psychology program is designed with a focus on the science and rigor associated with quality degrees in this field along with an equal emphasis on the practice of industrial-organizational psychology. This program will prepare you to:

• Develop a strong theoretical foundation for meeting real-world challenges through program curriculum.
• Design and develop interventions, conduct research, and develop leaders through field-practicum experiences.
• Achieve  your individual vocational and professional goals when you tailor the program’s wide variety of electives .

The curriculum for this program has been structured according to the guidelines for graduate training in industrial-organizational psychology published by the Society for Industrial and Organizational Psychology (SIOP), a division of the American Psychological Association .

Master’s program

The MA is a 66-credit program (56 credits required, plus 10 elective credits) and is designed to be taken over a two-year/seven-quarter or three-year/11-quarter sequence.

As a full-time student, you will typically take eight credits a quarter (two classes) in the first year and eight to 11 credits in the second year. You may take any of the approved graduate courses to fulfill your elective requirements.

In your final year of the program, you will complete a final master’s project and portfolio as part of your coursework.

The SPU I-O program is committed to diversity, equity and inclusion; and equipping our students to become practitioners and researchers who will make a difference in organizations where they serve. Consequently, the SPU I-O faculty and staff stand with and affirm our LGBTQIA+ students, alumni, staff, and faculty, who are central and critical to our campus community. The SPU I-O Program is a place where we value every student for who they are and how they can use their gifts to live with compassion in the world.

Doctoral program

The doctoral program is a 168-unit program (134 credits of required coursework and 34 credits of electives) and is designed to be taken over four years/16 quarters, with an integrated research and dissertation sequence. As a full-time doctoral student, you will take 8–14 credits each quarter.

Outside of the required coursework, you may complete electives from a variety of disciplines (Marriage and Family Therapy, Clinical Psychology, Business Administration, Theology, and Education).

The doctoral program begins in autumn. You will complete a master’s level final project and portfolio in the second year and be awarded a master’s degree upon completion of the equivalent MA requirements.

By the summer of year three, as a doctoral student, you are working full time on your dissertation. The fourth year in the program includes full-time dissertation work and professional placement credits. View this sample four-year course sequence for the program.

Four pillars

The curriculum for the Industrial-Organizational Psychology master’s program satisfies the suggested areas of competence for graduates in industrial-organizational psychology, ensuring that you are fulfilling not only the expectations for master’s-level education, but also fulfilling the expectations of experts working in the field.

The four pillars of Seattle Pacific University’s Industrial-Organizational Psychology program:

• You gain the knowledge and skills to make evidence-based decisions in organizations, and learn to conduct, evaluate, and measure research. Knowledge of core theoretical models and their application is the foundation for our training.
• You learn to demonstrate awareness of self and others, as well as discernment, responsibility, and self-regulation. You’ll take responsibility for your own contributions, both good and bad. And you won’t just focus on your strengths, but also learn to offer and receive grace.
• You learn to apply research, self-knowledge, and character to real-time work with organizations. You gain the foundation to learn and lead at the next level, applying evidence-based theory and strategies to the change efforts of organizations you’ll serve.
• You learn to work with and present to real-world clients, even as you come to understand how your own strengths and weaknesses impact your ability to bring about individual, team, and organizational transformation.

Considering a PhD in Industrial-Organizational Psychology?

The doctoral program begins in autumn. Students accepted into that program will complete a master’s level final project and portfolio in the second year and be awarded a master’s degree upon completion of the equivalent MA requirements and as they continue with the additional two years for SPU’s  doctorate in Industrial-Organizational Psychology .

Joey​ Collins

Assistant Professor of Industrial-Organizational Psychology PsyD, Biola University

Paul​ R. Yost

Chair and Associate Professor of Industrial-Organizational Psychology; Director of IOP Applied Learning and Development PhD, University of Maryland

Helen Chung

Assistant Professor of Industrial-Organizational Psychology PhD, Seattle Pacific University

Jorge Lumbreras

Assistant Professor of Industrial-Organizational Psychology; Director of IOP Research PhD, University of Georgia

Adjunct Faculty

Deanna Haney-Loehlein

Industrial-Organizational Psychology; Adjunct Faculty PhD, Seattle Pacific University

Jessica Loving

Industrial-Organizational Psychology; Adjunct Faculty MA, Seattle Pacific University

Emily Pelosi

Kristen (Voetmann) Thornton

Norman Tonina

Industrial-Organizational Psychology; Adjunct Faculty MA, Antioch University Seattle

2023–24 tuition and fees

Average 8–11 credits per quarter.

application fee; one-time matriculation fee

to complete

In addition to direct instructional costs, Seattle Pacific University’s Industrial-Organizational Psychology tuition covers academic and student support services. Other benefits include use of athletic facilities (e.g., gym, locker room, and fitness rooms), and the SPU Library.

Scholarships and financial aid

Scholarship and other financial aid is available to newly admitted and continuing students in the School of Psychology, Family, and Community. For more information, visit Graduate Students Resources in Student Financial Services.

Resources available to graduate students to offset costs may include:

• Student loans. Includes amounts that exceed tuition and provide for living expenses.
• Graduate research fellowships. Department and grant-funded research and administrative assistant positions are offered to a limited number of graduate students each year. Selection is based on established criteria within each graduate department.
• Graduate teaching assistantships. Department-funded teaching assistantships are offered to a limited number of graduate students each year. Selection is based on established criteria and course need within each graduate department.
• Department scholarship and awards. Selection is based on established criteria within each department. May not be distributed every year.

Student employment

For part-time student employment opportunities on or off campus, explore these options:

• Student Employment website
• Falcon Connect

Application

Applying to the Master of Art Industrial-Organizational Psychology Program

To be considered for admission into the Industrial-Organizational Psychology (MA) program, you must  apply online . Find the help you need with the admissions process from  Graduate Admissions . 

Admissions checklist requirements:

• Industrial-Organizational Psychology (MA) program

If you are an international student,  see below on this page and refer to  International Graduate Students information  about additional admission requirements, as well. 

Master’s degree admission requirements

For admission to this master’s degree program, the following are required:

• Online application and $50 processing fee
• The degree must be from a regionally accredited institution, with a minimum grade-point average of 3.0 in all undergraduate work.
• Completion of at least one business, math, or social science statistics course from a regionally accredited institution.
• Completion of at least two courses in psychology, from a regionally accredited institution. One course in business, political science, or sociology (completed at a regionally accredited institution) may be substituted for one of the two required psychology courses.
• Official transcript(s) from any college or university that granted you a degree or degrees, and from any institution attended since that time.
• We consider applications holistically, weighing academic preparedness, interpersonal skills, and research skills. If submitted, GRE scores will be considered as an additional item to all other application materials.
• The recommended overall GRE score is a 295 (or 950 on the older version of the test) on the verbal and quantitative sections.
• Demonstrating your writing and grammatical skills
• Addressing your career objectives, personal qualifications, experience, and other insights as deemed appropriate by you
• The rationale for seeking the degree and choosing to attend Seattle Pacific
• Three letters with (1) one from a person who has experienced you in a professional setting (i.e., a current or former employer); (2) one academic reference from a former professor or instructor; and (3) a personal recommendation (not a family member).

Admission process

The Admissions Committee of the Industrial-Organizational Psychology program will conduct a preliminary screening process.

• Finalists will be invited to come to campus for personal interviews.
• Admission to the master’s program depends upon recommendation by the I-O faculty and approval from the I-O chair.

The entire process is usually completed within twelve weeks after the final deadline date for applications.

Transfer of credit

If you have taken graduate coursework at a regionally accredited institution, you may be allowed to transfer up to 12 quarter credits.

You must provide applicable transcripts and/or syllabi. Each course must be at least three graduate quarter credits, equivalent to courses taught in the Organizational Psychology program at Seattle Pacific University and completed within seven years of admission. A minimum grade of “B” will be needed for transferred work. Any transfer-credit petitions should be submitted only after formal admission to the master’s program.

International students

In addition to the SPU general and the Industrial-Organizational Psychology program’s additional admission requirements listed above , international students must also submit:

• An official confidential affidavit of financial support covering the first year of intended enrollment. Without this document, SPU cannot issue an I-20 immigration form.
• Students holding undergraduate or graduate degrees from colleges, universities and/or seminaries located outside the U.S. are expected to have their transcripts evaluated by a professional credential agency. Such an evaluation is required before an application for admission to SPFC can be granted and before any graduate credits taken elsewhere can be applied to a SPFC degree.
• If you earned an undergraduate degree in a country other than the United States, or your degree is in progress, an official course-by-course credential evaluation must be submitted from a  NACES member-recognized credential service. Acceptable credential services include, but are not limited to,  World Education Services (WES) and  Foundation for International Services (FIS).
• In addition to the evaluation report, we also require official transcripts and diplomas to be submitted, in English. International applicants are responsible for all costs associated with this service.
•   English language proficiency: If you do not speak English as your first language, you must also submit scores on the Test of English as a Foreign Language (TOEFL). A minimum score of 600 on the TOEFL paper or 250 on the TOEFL-CBT, or 100 on the TOEFL-iBT is required. ACE scores will not be accepted.

Program videos

4 PROGRAM PILLARS

Practice, Research, Character, You

Career Opportunities

The Master of Arts (MA) in Industrial-Organizational Psychology program  seeks to develop scholars, professional practitioners, and leaders who will actively engage the community and businesses around them, improving organizations and developing people as part of their jobs.

Master’s degree graduates receive a theoretical foundation for addressing a broad range of behavioral issues in the workplace.

• They are professionals in the human resources, organizational development, and training fields.
• They are also organizational leaders who have earned a graduate education that relates directly to their practice as leaders.

What careers  can open up for you once you have your Master’s degree in Industrial-Organizational Psychology?

• Management analyst
• Human resources manager
• Research analyst
• Employee relations manager
• Instructional designer
• Project manager
• Behavior analyst
• Market researcher
• Technology consultant

Doctoral degree graduates become scholars possessing the necessary tools, theoretical knowledge, and analytical skills to launch their academic or consulting careers.

• They are practitioners managing change, applying scientific methodologies, and improving the organizations around them.
• And they are leaders guiding organizations, motivating and building teams, and developing future leaders.
• This degree prepares graduates to take on higher-level academic, consulting, and leadership positions.

Supporting the careers of our Industrial-Organizational Psychology students and alumni is a high priority for the School of Psychology, Family, and Community. We have a rich community of current students and graduates. Here are some of their stories:

Dr. Joey Collins’ Research Vertical Team recently researched, tested, and practiced Coach Motivation (CM) to present at SIOP 2020. Watch the 21-minute conference presentation from Dr. Collins .

From the Collins Research Vertical Team: Predicting Coaching Effectiveness for Managers as Coaches. See the video summary .

Relationships, Accountability, Development (R.A.D.) Managers: Managerial Coaching Behaviors and Work-related Attributes. See the video summary .

• Career planning. Using strategy tools such as scenario planning, doctoral students Lauren and Jamie worked alongside Dr. Paul Yost to create a career scenario planning document for I-O Psychology students and alumni. Students found themselves feeling hopeful at the end of the career scenario planning workshop.
• Leadership Matters. Dr. Joey Collins and his RVT (research vertical team) share posts regularly on their “Leadership Matters Blog.” Check out recent posts .
• Recent dissertation abstracts from I-O PhD students.

Learn more about the program.

Request more info

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MASTER OF SCIENCE IN INDUSTRIAL ORGANIZATIONAL PSYCHOLOGY

Industrial and Organizational (I/O) Psychology is the scientific study of people in organizations. Both research and application are important to successfully translate scientific knowledge to improve workplaces. Our STEM-designated I/O M.S. program emphasizes the scientist-practitioner model, the approach recommended by the leading professional organization in the discipline, the Society for Industrial and Organizational Psychology (SIOP). Thus, our program enables students to effectively compete for employment in I/O psychology or a related career. I/O professionals work in several different areas that are crucial to the success of modern businesses and industries. The ability of our I/O graduates to meet the needs of businesses grows from the rigorous preparation provided by our program. Our graduates are well-equipped to be strong competitors for employment.

The program is designed as a two-year cohort model for students who intend to pursue an applied, professional career as practitioners in the field. Students move through the program together and will take courses in experimental design, quantitative methods, and applied psychological topics as well as courses in management and/or other relevant courses outside of the psychology department (access the current program of instruction and list of courses here ). 

We offer a non-thesis degree option as well as the option of completing a master's thesis; however, all students automatically enter the program under the non-thesis option. The decision to change to a thesis option will be made on a case-by-case basis and will be based on the student's aptitude and career focus, as well as on the fit between the student and the faculty mentor. Whether thesis or non-thesis option is chosen, all students earn a Master of Science in I/O Psychology and will therefore be required to conduct research and develop practical skills related to I/O psychology. Students are also required to complete 400 hours of an outside internship and their thesis or non-thesis option (capstone project) at the end of their second year.

The department currently offers both a Master of Science in Industrial/Organizational Psychology and a Ph.D. in Experimental Psychology with a specialization in I/O. Our master’s program focuses on developing applied skills and offering professional training to those not wishing to pursue doctoral studies. For those students wishing to continue their graduate education, the doctoral program integrates both theory and science and heavily emphasizes empirical research and quantitative skills. Requirements for both programs are demanding, and admission is extremely competitive.

RESEARCH FOCUS

All students in the program will be required to conduct research related to I/O psychology. This involves finding relevant research articles and source information, running statistical analyses and presenting the results in both written and oral format. The knowledge that students acquire performing research in graduate school will prepare them for the projects, responsibilities, and expectations of businesses and consultants. Students in the program are encouraged to present research at conferences and publish research in journals.

APPLIED FOCUS

The students in our program have the opportunity to be involved with a student-staffed consulting organization, the Insights for Organizations Center . The Center was established in 2012 as an alternative mode with which to increase the knowledge base of the I/O students. By providing students the opportunity to acquire relevant field experience and to network with local organizations, the Center serves as an excellent teaching tool in the development of I/O-related competencies, as well as a mechanism to develop sustainable working relationships with organizations and generate a continual dialogue between business and science. Helping to “bridge the gap” between scientist and practitioner is one of the Center’s main goals. Students may intern with the Center and are also welcomed to pursue their own internships outside of the Center.

I/O FACULTY

Our I/O faculty represent a broad array of academic and field experience. More information about the I/O faculty can be found here .

A STRATEGIC LOCATION

The DFW Metroplex is home to thousands of corporate headquarters. Some of the largest Fortune 500 corporations in the world are located here such as Exxon Mobil, AT&T, American Airlines, Southwest Airlines, Texas Instruments, and Kimberly-Clark. In fact, in 2018, the Dallas-Plano-Irving area was ranked No. 1 by Forbes magazine as America’s Best City for Jobs. Organizations from a variety of industries have partnered with us and have provided students with internships and field experience including Leadership Worth Following, PepsiCo, 7-Eleven, Baylor Scott & White Health, Lockheed Martin, GM Financial, JC Penney, Brinks, and the Dallas County Medical Reserve Corps. Our faculty, alumni and business partners continually facilitate the connection between the program and vibrant DFW business community.

CAREER OPPORTUNITIES

Many career opportunities exist for I/O professionals. Some individuals are hired by organizations as internal specialists while others are hired as external consultants. I/O professionals contribute to the success of businesses and industries in many ways. They are involved in research on strategies for improving productivity, on issues concerning organizational culture, or in developing employee screening, hiring and retention practices. They may also be involved in employee training and development or workplace health and wellness. The modern marketplace has put pressure on businesses and industries to optimize productivity and improve the quality of work life. Additionally, competition among organizations to obtain and retain the best employees has increased dramatically. I/O professionals who can design, implement, and evaluate efforts aimed to meet these challenges are in demand.

ADMISSION TO THE PROGRAM

The admissions committee will review and give serious consideration to all application materials. This includes the application, departmental summary sheet, undergraduate GPA, graduate GPA (if applicable), applicant’s personal statement, letters of reference and college transcripts.  

Applications from students whose undergraduate major is not psychology will also be considered. In such cases, the student’s personal statement should emphasize the basis for switching educational tracks and should highlight why an I/O psychology degree is desired. Previous, relevant work experience may also be considered in such cases.

All applicants, including psychology and non-psychology majors, must have and maintain an overall minimum GPA of 3.0. Furthermore, all candidates should demonstrate academic strengths in statistics and research methods (GPA of at least 3.2 in both areas).

An applicant whose native language is not English must demonstrate a sufficient level of skill with the English language to assure success in graduate studies. This requirement will be waived for non-native speakers of English who possess a bachelor’s degree from an accredited U.S. institution. Applicants are expected to submit a minimum score of 6.5 on the IELTS, or a minimum TOEFL IBT total score of 79. When the TOEFL IBT is taken, sectional scores of at least 22 on the writing section, 21 on the speaking section, 20 on the reading section, and 16 on the listening section are preferred. Meeting the TOEFL IBT and IELTS minimum admission requirements does not guarantee acceptance and programs may give preference to students with higher scores. Only scores submitted directly by ETS or IELTS to UTA are acceptable.

Students not meeting these criteria may still be considered if they meet all the general admissions requirements of the Graduate School; however, meeting the admission requirements will not ensure acceptance in the program.

Students are admitted only in Fall semesters. It is recommended that applicants complete all steps of the application process on or before our departmental deadline of December 15. Priority will be given to those applications received by December 15; however, applications received after this deadline will still be considered. This deadline is different from the general University application deadline. It is the student’s responsibility to adhere to departmental deadlines to ensure timely processing and review of their application.

GRADUATE STUDENT RESOURCES

The psychology department makes every effort to help students develop their knowledge and skill in research or applied areas to their fullest potential. The psychology department uses modern audiovisual technology in the classroom and is equipped with computer facilities for undergraduate and graduate research. There are excellent physical facilities for psychological research including video and audio recording and presentation equipment, small animal operant and non-operant conditioning test chambers, tests of anxiety, learning and memory, psychophysiological recording devices.

Additionally, our graduate students are assigned shared office space equipped with computers and Internet access. Graduate students also have keyed access to departmental undergraduate and graduate computer labs. The University has additional computer laboratory facilities open to all students at locations across campus.

ASSISTANTSHIP OPPORTUNITIES

Department assistantships and fellowships are not currently available for students in the I/O Psychology M.S. program. Students in the M.S. program may be eligible for scholarships, loans or may find paid internship opportunities with local businesses.

Other opportunities for financial assistance include:

UTA Office of Financial Aid and Scholarships

Please visit this link for the most updated version of the Psychology Graduate Student Handbook and UTA Graduate Catalog for other degree plan requirements: Graduate Resources - Department of Psychology - The University of Texas at Arlington .

• Forms and Resources
• Student Grievance Form
• Student Handbook Fall 2022
• How to Apply
• Ph.D. in Experimental Psychology
• Graduate Handbook 2023-24
• Course Syllabi Overview
• Summer 2023
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• Summer Intersession 2022
• Summer-2022
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• Summer 2021
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Location : Life Sciences Building, Room 313, 501 S. Nedderman Dr., Arlington, TX 76019 Mailing address : P.O. Box 19528 Phone : 817-272-2281 Fax : 817-272-2364

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How to Create your Personal Statement for Psychology

Sponsored school(s).

Odds are, if you are at the stage of writing a personal statement, then you are more than likely preparing applications for graduate schools in psychology. Below find out what it is, why you need one, and get some pointers on crafting a personal statement that will put your best foot forward with the admissions committees.

What is a Personal Statement?

Commonly referred to as a “statement of purpose”, and by some as an “application essay”, a personal statement is your opportunity to introduce and  sell yourself to a desired graduate program or college . In most cases, the personal statement can serve as the defining factor that allows students to stand out in a pool of applicants with equally high GPAs and test scores. Plus, a stellar statement of purpose could also help the applications of students who have unfavorable scores and grades.

Before You Begin…

Consider the type of personal statement required of you:.

Personal statements can range from  a few paragraphs to several one-page essays  that address different topics. They will vary widely between programs and schools, which means that you might craft quite a few of these application essays if you seek admission into various programs.

The objective of these statements all share a common thread: for the graduate committee to get a clear understanding of your career and academic aspirations as well as a sample of your writing abilities (a skill of utmost importance for comprehensive graduate study).

If Topics Are Chosen By You

The specific expectations of a statement of purpose might vary. Some schools might leave the direction and objective of the essay up to the applicant. In cases, you have the freedom to choose what you write about although, as a rule of thumb,  essays should take on a professional/ academic focus  rather than be personal or autobiographical. Don’t confuse personal statement with a long essay about your life growing up.

Instead, demonstrate your best attributes by outlining your fit, interests, previous experiences, servant leadership, research and courses you have taken that affirmed your dedication to the field of study. If you were not given specific questions, then be sure to touch bases with all of these that are relevant to your background in a logical and consistent manner.

If Topics Are Chosen By the Program

Other schools may provide you with a list of specific questions to answer pertaining to your career objectives and how obtaining an education with the particular program may advance you towards your goals.

Examples of specific topics outlined by graduate schools in psychology include:

Explain any previous work experience or teaching experiences you have in the field of psychology and why those experiences make you a strong candidate for our program.

Explain your long-term career goals.

Why do you think this program is a good fit for you?

How do you think this program can help you further your career objectives?

How has your previous education prepared you to take on study at the graduate or professional level?

What experience do you have conducting research? Rate your interest in conducting research.

What practitioners, researchers, or authors in the field of psychology have influenced your interest in this area of study?

Reflect on these questions or topic areas for a while before starting the writing process. Review your resume for direction about skills, experiences, or even lack of experience that you’ll want to identify and elaborate on in your paper. Write a list of attributes that you think describe you and consider how they are relevant to your interest in pursuing higher education.

During and After Writing…

Express your motivation.

When developing a statement of purpose for graduate schools in psychology, you will want to write at length about your particular interests, motivation, and passion for the field of study. Consider what experiences or traits you have that make you a better candidate than the hundreds of other applicants vying to gain admission.

Back up your expression of motivation with hard facts. The admissions committee wants a well-rounded candidate with a number of professional experiences that have helped clarify their ability to handle graduate study. Simply going on and on about how bad you want to be in the program with no relevant experiences that support that claim may not win you any favor.

Be Honest and Clear

When preparing a document that is virtually serving as a personal advertisement, you will write at length about the skills you possess that strengthen your application: academic curiosity, flexibility, maturity, persistence, and professionalism among others. When elaborating on your strengths, be sure to do so with respect to their relevance and importance. Do not go on about a characteristic that could be considered minor or irrelevant.

Also, be mindful of stating your goals and interests clearly and honestly. If you are not interested in a particular area, then leave out that information. Do not express an interest or ability that you do not have. It’s significant to discuss your weaknesses as well. If you have low test scores or a less-than-spectacular GPA, point that out in advance. Explain, if appropriate, why these aspects of your application are weak and follow up with a plan to rectify those aspects if you are accepted into graduate school.

Summary Points to Remember

• At this point, you can’t change your college or graduate school entrance test scores or your grade point average. You can, however, make a significant impact during the applications process by developing a well-written statement of purpose.
• Avoid writing at length about your personal history. Stick to the qualities and experiences that are relevant to your growth and abilities in the field of psychology.
• Answer all questions from the application and be sure to meet the page or word count requirements.
• Be sure to clearly and honestly relate your experiences and interests, also taking time to point out both strengths and weaknesses. Share how you plan to overcome those weaknesses or use them to your advantage.
• Ask someone else to look over your statement of purpose–an advisor or professor in your department–who can give you straightforward feedback on its content.
• Customize each personal statement to the program or school you are applying. Elaborate on how that particular program can assist you in reaching your goals.
• During revisions, pay attention to the strength and dynamism of your opening paragraph. Your goal is to hook the readers and give them the desire to keep reading.

Featured Faculty

Interview: Jerrell Cassady, Professor of Psychology at Ball State University

Jerrell Cassady, Professor of Psychology--Educational Psychology at Ball State University , joins us today to discuss...

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Home — Essay Samples — Life — Personal Goals — Why I Choose To Pursue Industrial/Organizational (I/O) Psychology

Why I Choose to Pursue Industrial/organizational (i/o) Psychology

• Categories: Personal Goals University

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Published: Sep 19, 2019

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Industrial and Organizational Psychology

The mission of the Master of Science (M.S.) program in Industrial/Organizational (I/O) Psychology at San Jose State is to provide students an intensive grounding in theory, research, and application in the field of I/O Psychology. As the purpose of I/O Psychology is to apply psychological theory, research, and methods to organizational settings, the M.S. I/O program at San Jose State has three primary goals for its students: 

• Acquire knowledge and skills in I/O psychology, research methods, and data analysis
• Apply knowledge and skills to organizational situations
• Build and cultivate one's professional network

The I/O program strives to instill the values of the scientist-practitioner model: to have students understand and appreciate theory and research as they apply their knowledge and skills to meet the needs of organizations. As such, our ideal graduate is broadly educated and critically minded — a good thinker and problem solver who has the desire and ability to effectively apply theory and methods to real-world settings.

The I/O program is intended to prepare graduates for professional practice or academic study in areas such as: 

• Work engagement and motivation
• Workforce diversity and inclusion
• Organizational development and change
• Talent acquisition and management
• Occupational health psychology
• Data analytics and statistical analysis
• Job satisfaction and productivity
• Learning and development
• Employee selection and retention

The location of San Jose State in the heart of Silicon Valley affords many opportunities for the practice of I/O psychology. Organizations in which recent graduates of the I/O program have developed internships and permanent full-time positions include LinkedIn, Adobe, Google, NVIDIA, Impossible Foods, Intuit, SAP, Waymo, Cisco Systems, Salesforce, HP, and Facebook. Typical positions appropriate for graduates of the program are in medium to large sized corporations (traditionally in the Human Resources function), large research organizations, and human resources or management consulting firms. By selecting relevant coursework and by completing research projects, students can target any of these career objectives, or pursue doctoral-level training in I/O psychology. 

Detailed information about the I/O program (including application materials) may be found at https://sjsu.edu/psych/graduate-programs/industrial-organizational-psychology/index.php . Inquiries about the program are welcome and may be directed to [email protected] .

Program Information

• Program Brochure [pdf]
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Application Material

• Application Information [pdf]
• Checklist of Application Materials (fillable) [pdf]
• Application Cover Sheet (fillable) [pdf]

Psychology (Industrial and Organizational Psychology), MS

• Program description
• At a glance
• Degree requirements
• Admission requirements
• Tuition information
• Attend online
• Application deadlines
• Global opportunities
• Career opportunities
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Human Resources, Organizational Behavior, Psychology

Are you interested in transforming the workplace to promote justice and well-being in employees? This program provides you the tools to work in a variety of settings and improve the performance of individuals and organizations. Elevate your career today.

The MS program in psychology with a concentration in industrial and organizational psychology educates students to be well-versed in workplace empowerment strategies and interventions that are transformational and can lead to the optimal well-being and performance of individuals within organizations.

The core coursework uses concepts in psychology to emphasize training and development, professional motivation, decision-making, justice and leadership. Students engage in a rigorous curriculum that fosters advanced writing skills, and critical thinking and analytical skills to promote competence in understanding theoretical, methodological and statistical frameworks within psychology and industrial and organizational psychology research.

GI Bill® benefits This new program is not yet approved for use with GI Bill® benefits.

GI Bill® is a registered trademark of the U.S. Department of Veterans Affairs. More information about education benefits offered by VA is available at the official U.S. government website at https://www.benefits.va.gov/gibill/ .

• College/school: New College of Interdisciplinary Arts and Sciences
• Location: Online

Required Core (3 credit hours) PSY 502 Professional Issues in Psychology (3)

Concentration (12 credit hours) PSY 508 Choice and Decision Making (3) or PSY 550 Advanced Social Psychology (3) PSY 509 Advanced Industrial and Organizational Psychology (3) PSY 510 Professional Motivation and Leadership (3) PSY 556 Cultural Intelligence (3)

Research (6 credit hours) PSY 500 Research Methods (3) PSY 513 Fundamentals in Quantitative Methods (3)

Electives (6 credit hours)

Culminating Experience (3 credit hours) PSY 553 Capstone in General Psychology (3)

Additional Curriculum Information Elective coursework should be selected in consultation with the program advisor.

Applicants must fulfill the requirements of both the Graduate College and the New College of Interdisciplinary Arts and Sciences.

Applicants are eligible to apply to the program if they have earned a bachelor's or master's degree in psychology, sociology, business, education or other closely related fields from a regionally accredited institution.

Applicants must have a minimum cumulative GPA of 3.00 (scale is 4.00 = "A") in the last 60 hours of their first bachelor's degree program, or applicants must have a minimum cumulative GPA of 3.00 (scale is 4.00 = "A") in an applicable master's degree program.

Applicants are required to submit:

• graduate admissions application and application fee
• official transcripts
• two letters of recommendation
• written statement
• proof of English proficiency

Additional Admission Information An applicant whose native language is not English must provide proof of English proficiency regardless of current residency.

It is recommended that applicants have a background in psychology, sociology, business, education or other closely related fields. Applicants must provide evidence of successful completion of either a statistics course or a research methods course. Typically, these prerequisite courses should be in a social science field; however, applicants may apply with courses outside of a social science field.

The statement of purpose should describe the educational background, scholarly interests and academic and professional goals of the applicant.

It is preferred that the letters of recommendation are from faculty members who know the applicant's work well; if this is not possible, then recommendations should come from individuals in supervisory or professional roles.

ASU offers this program in an online format with multiple enrollment sessions throughout the year. Applicants may view the program’s ASU Online page for program descriptions and to request more information.

Study abroad is possible for graduate students, and it allows students in the psychology program to stand out in many career fields. Students are exposed to unique differences in the human condition worldwide, are able to improve language and cross-cultural skills for effective communication and are challenged to adapt under new social and cultural circumstances.

There are more than 50 program opportunities, with programs on every continent. Faculty-directed programs tend to be the best fit for graduate students; taking courses over the summer or during academic breaks with ASU professors offers close mentorship and professional network growth in many fields of study while earning ASU credit. Exchange program participation is also possible with careful planning.

Graduates leave this program with a broad understanding of industrial and organizational psychology. They may pursue careers in psychology, education, business, consulting or government. In addition, the industrial and organizational coursework benefits graduates working in supervisory or management positions in corporate, government or social service professions.

Careers benefitting from the industrial and organizational psychology concentration include:

• assessment development specialist
• data scientist
• human resource specialist
• people science and strategy manager
• product manager
• psychometric analyst
• service and testing supervisor
• workforce planning manager

School of Social and Behavioral Sciences | FAB N101 [email protected] 602-543-3000 Admission deadlines

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Our psychology UCAS personal statement examples below will inspire you to write your own unique statement, and help you understand how students have successfully applied for a psychology degree in the past.

What else can I find on this page?

What is a psychology personal statement?

How do i write a psychology personal statement, what should i include in my psychology personal statement.

• How do I write my psychology personal statement introduction?

How do I write the conclusion for my psychology personal statement?

What can i do with a psychology degree.

• What are the best UK universities for psychology?

A psychology personal statement is a creative piece of writing that demonstrates your skills, experience and hobbies/extracurricular activities and how they relate to a degree in psychology.

Psychology has always been a popular and therefore competitive subject, so you need to make sure your statement stands out from the crowd and is as polished as you can make it.

At Studential, we always recommend students start by making a series of notes about themselves, which they can then use to put together a coherent personal statement. These should include:

• Specific aspects of the course that interest you
• Examples of coursework or projects you have completed
• Books, articles, etc. you have read related to the subject area
• Work experience or voluntary work in this area
• Conferences you have attended
• Personal experiences that sparked your interest in this subject
• What you hope to do once you have completed your degree in terms of your career
• Experiences that show you are a reliable and responsible person, e.g. part-time job, small business enterprise, community and/or charity work, sixth form committee, helping out at school events, etc.

You also need to think about your interests and skills, such as hobbies, other languages you speak, etc. as well as your plans for a gap year (if you're planning on taking one).

Once you have written all these down, you think about your opening paragraph, and begin to get something down. It's a good idea to allocate at least one paragraph to each bullet point to make sure you've covered everything.

When you have your first draft in place, you can revise it and ask your family, friends and tutors for help. Incorporate any feedback, comments and suggestions they offer, and see if they improve your statement.

Keep redrafting until you feel it's as polished as possible - remember, you'll be facing some stiff competition!

• The main aim of your personal statement is to show the admissions tutors why they should pick you to attend their course and university.
• Look at the course content and link it to your personal qualities, future goals and achievements. For example, you might have done some work shadowing at a counselling clinic or peer mentoring at your school or college.
• If you're applying for a joint honours, make sure you cover both subjects in the course.
• For those applying for a postgraduate course, draw attention to any clinical work experience you've completed to demonstrate your expertise and knowledge in the subject.
• Read our psychology personal statement examples above for inspiration on how to make yours a success (please don't plagiarise them!).
• Remember to avoid using cliches, over-used words or phrases, humour, jokes, or taking any political or religious viewpoints.
• Structure it with a clear introduction, middle and end. You only have 4,000 characters to sell yourself, so try to make every word count!

For more help and advice on what to write in your psychology personal statement, please see:

• Personal Statement Editing Services
• Personal Statement Tips From A Teacher
• Analysis Of A Personal Statement
• The 15th January UCAS Deadline: 4 Ways To Avoid Missing It
• Personal Statement FAQs
• Personal Statement Timeline
• 10 Top Personal Statement Writing Tips
• What To Do If You Miss The 15th January UCAS Deadline.

How do I write a psychology personal statement introduction?

We recommend starting your psychology personal statement with either a story about how you came to be interested in the subject, or picking one or two aspects that you particularly enjoy and why you find them interesting. For example, the following applicant has chosen to talk about their childhood, and the consequences of their behaviour:

"Psychology encapsulates every aspect of our lives. From childhood, the reasons behind why we do what we do has fascinated me; and when I was disciplined for the type of mischief that one commits at a young age, my reasoning for my actions were always “To see what would happen.”

My parents mistook this as an act of mindless disobedience whereas it was in fact my first attempt at social psychology. Then, as I further discovered the leading figures in psychology, my knowledge and love of the intricacies of the human and animal mind grew."

These introductory paragraphs explain why the candidate is keen to pursue a course in psychology at university, while at the same time relating an engaging anecdote from their past, which helps to draw the reader in and make them want to read on further.

Another applicant who has submitted their statement to Studential has decided to talk about their Uncle, who has Asperger's Syndrome, and how they wondered why he was so different from everyone else:

"It was the odd behavioural traits displayed by my uncle, who has Asperger’s syndrome that first generated from a young age my questioning about why he acted so ‘differently’ to the rest of us.

This was part of what led to my interest of studying psychology, as it made me question how and why humans are so disparate from one another, and what part the brain plays in running our everyday lives."

Again, this provides an interesting hook for the reader, while demonstrating why they want to study psychology at a higher level.

These two examples should give you a good idea of how you might go about writing your own unique introduction to your psychology statement, but if you feel you need further inspiration, take a look at our list of over 100 psychology personal statement examples for more ideas.

To round off your personal statement, we suggest a paragraph or two about your extracurricular activies and hobbies, and how they have helped you to develop skills that will aid you with your psychology course at university. You may also wish to include a short sentence or two about your future ambitions or career plans, and how a degree in psychology will help you achieve these.

For example, this applicant has chosen to conclude their statement by talking about their current work experience and how it has improved their communication skills, along with their desire to complete a PhD once they've finished their undergraduate degree:

"I currently help people who struggle with language barriers by being a Spanish interpreter in different fields. Observing people from different age and cultural groups gave me first-hand experience considering the effects of stress due to the inability to communicate. This has, in addition to improving my communication skills, taught me how to deal with people from different social groups. I believe these interpersonal skills are valuable in the world of psychological research, in order to build rapport with participants in certain contexts. It has also taught me tolerance for others and the ability to remain poised during stressful situations. To culminate, in regards to my future career plans I would like to remain in further education and do a Phd in psychology- a step forward in my desired career as a researcher."

As another example, you can see how a candidate below chooses to talk to about their work experience with elderly people that have dementia, and how they want to improve their knowledge of the brain and their problem-solving skills:

"Subsequently, I did work experience at St Peter's residential care home. During my placement, I worked with nurses and kitchen staff to provide quality service to the elderly. I assisted in serving tea and lunch and also interacted with the elderly during social activities. This helped me to know how to interact with elderly people with dementia and gain a different perspective on elderly people.

I want to study psychology to further develop my knowledge in the scope of the brain, its anatomy and how it works. I want to learn how to work through problems carefully and logically applying scientific principles. Furthermore, I want to expand my awareness in all the different fields involved in the course, so that I can master any situation that I am presented with in my chosen field."

However you decide to conclude your statement, always try to relate it to the course you are applying for, i.e. psychology, and end on a positive, enthusiastic note that will make the admissions tutor want to make you an offer.

For more inspiration on how to write a conclusion, please take a look at our psychology personal statement examples .

For those with a psychology degree, there are many career options available, including:

•     Clinical psychologist
•     Counselling psychologist
•     Educational psychologist
•     Forensic psychologist
•     Further education teacher
•     Health psychologist
•     High intensity therapist
•     Occupational psychologist
•     Psychological wellbeing practitioner
•     Sport and exercise psychologist

Other career paths where a psychology degree could be useful include:

•     Advice worker
•     Border Force officer
•     UCAS Careers advice
•     Chaplain
•     Counsellor
•     Detective
•     Education consultant
•     Human resources officer
•     Life coach
•     Market researcher
•     Mediator
•     Neuroscientist
•     Play therapist
•     Policy officer
•     Psychotherapist
•     Special educational needs coordinator (SENCO)

For more help and advice on psychology careers, please see Prospects and the British Psychological Society .

What are the best universities for psychology?

Currently the best UK universities for studying psychology at are:

For more information about UK university rankings for psychology, please see The Guardian and The Complete University Guide .

Related resources

How to apply for a psychology degree.

Find out more

UCAS Pyschology Guide

Psychologist Careers

Types Of Psychology Degree

Psychology Personal Statement Writing