what to do with a phd in industrial organizational psychology

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What jobs can you get with a phd in industrial organizational psychology.

What exactly is an industrial organizational psychologist? Industrial organizational (I-O) psychologists use their vast insight into human behavior to solve problems within the workplace and to improve productivity. This specialty field uses psychological principles and research methods to improve quality and productivity in all types of work environments. I-O psychologists work to solve workplace problems such as low morale, poor management, and low productivity, to name just a few. They also work with company leadership on things like organizational development, policy planning, employee screening, and training. Industrial organizational psychologists work to improve the workplace by applying principles and theories that have been sharpened through years of research. 

You might be wondering, “What can I do with a PhD in industrial organizational psychology?” Check out our list below of work possibilities in this exciting and growing field. 

What can I do with a PhD in industrial organizational psychology?

1. behavior analyst.

An industrial organizational psychologist’s main role as a behavior analyst encompasses assessing problematic behavior in employees. I-O psychologists focus on measurable and observable employee conduct, and they develop strategies to change their behavior. By considering environmental factors and other influences in the workplace, the analyst can understand and predict behavior to help achieve company goals. These analysts may work directly for a company or in research to study employee behavior and influences, with the goal to improve employee behaviors that would affect productivity and retention. Through the analysis of previous research, the analysts present action plans to improve efficiency in a wide variety of businesses. In addition to employee behavior, I-O psychologists analyze consumer behavior trends to help companies understand what drives consumer decisions. 

2. Human Resources Executive or Manager

Many with a PhD in industrial organizational psychology find satisfying work in Human Resources (HR). These professionals may work in HR with responsibilities such as training employees, mediating conflicts within the workplace, assessing and evaluating employee performance, interviewing potential employees, and hiring new employees. The I-O psychologist working in HR works to maintain or develop a culture of teamwork, respect, growth, and efficiency that benefits the employee and employer. The HR executive plans and coordinates HR initiatives throughout the organization. They create an environment with policies in place to attract top talent and retain valuable workers to help the organization meet its goals. Other roles of someone with a PhD in industrial organizational psychology working as a HR professional may include things like helping companies adjust to new management during company reorganization or mergers, being a liaison between employees and upper management, firing employees, and developing programs to improve employee satisfaction. Consider this career if you are asking the question “What can I do with a PhD in industrial organizational psychology?”

3. Executive Coach

With a PhD in industrial organizational psychology, you have the answers that companies seek when it comes to the direction of a company and development of employees. Executive coaches typically consult with high-level executives to expand their managerial and organizational skills and help move their company forward. Executive coaches work with individuals and teams to analyze their company’s direction and improve their company’s performance. This important role may include working with mid-level management and lower-level employees to develop and encourage ownership and get ideas for changes in the organization. Regardless of the level of the people they’re working with, the executive coach works to assess workers, encourage professional development for workers, improve job performance, and develop strategies to achieve work-related goals. 

4. Engineering Psychologist

What can you do with a PhD in industrial organizational psychology? Here is another option. Engineering psychologists typically work on understanding the physical work environment and human interaction with new technology and innovations. These professionals apply I-O psychology principles to provide organizations with recommendations for designing people-friendly workplace environments that make the workplace safer and more enjoyable. Engineering psychologists may also analyze consumer interaction with products and places by collecting and interpreting data on user experiences. This analysis can drive change to improve work spaces, interaction with technology, and interaction with consumer products, which in turn can increase profits for a company or industry. 

5. Policy Officer

I-O psychologists in this position are experts that assess the effects of organizational policies on productivity and performance within the organization. These policy officers respond to needs for change in policies within an organization and keep meticulous records of both these changes and their outcomes. Policy officers can work in a very wide range of industries, including media, lobbying, and government or corporate campaigns, among others. Through the application of I-O psychology principles and theories, policy officers are able to give accurate and persuasive advice to a variety of sector policymakers in a timely fashion. They can be counted upon to identify and develop strategic policies for the organization. 

6. Research Psychologist

Someone with a PhD in industrial organizational psychology may gravitate toward research, and work as a research psychologist may turn out to be a satisfying role for those who are trying to answer the question, “What can I do with a PhD in industrial organizational psychology?” Research settings can include colleges and universities, governmental agencies, military organizations, large or small businesses, and non-profit organizations. Researching company-wide practices to improve quality, productivity, and employee satisfaction can be a satisfying job as an I-O psychologist. Using this research to develop effective policies and procedures that increase productivity and worker satisfaction can pave the way to profitability. Researchers may look at individual employee behavior, small groups within the organization, or the entire organization. Research psychologists may also write articles for academic journals and magazines. 

7. College Professor

Academia is yet another professional option for someone with a PhD in industrial organizational psychology. College professors are highly trained professionals. If you are interested in this field, you may want to research industrial organizational psychology graduate programs rankings to help you locate top industrial and organizational psychology graduate programs. College professors may teach, do research in their field, write, or do a combination of all three. Typically, an academic career in industrial organizational psychology follows time working in the “real world” with a job as a professional industrial organizational psychologist. College professors draw on their professional experience to enrich the classroom environment. A work history of 5-10 years as an industrial organizational psychologist will be sure to provide sufficient background to be meaningful in the classroom. Teaching courses in business, psychology, and business research to the next generation can be a satisfying job for someone with a PhD in industrial organizational psychology. 

Someone with a PhD in industrial organizational psychology may find satisfying work as a corporate trainer. These trainers are expected to provide education to help develop a well-trained workforce within a company. Trainers may educate employees about their job role, job expectations, productivity, and other important information. While trainers often work with new employees during their initial orientation with a company, they also help guide employees through changes within the company, help with motivational strategies, and help bolster employees during corporate mergers or systems revisions and updates. This is yet another option for those seeking to answer the question “What can I do with a PhD in industrial organizational psychology?”

9. Public Relations Specialist

With a PhD in industrial organizational psychology, your understanding of complex human behavior can be very helpful in a public relations career. As a public relations specialist, your expertise helps companies understand what their customers want, helps companies meet their target markets, and helps companies and organizations develop and maintain a good public image. As a public relations specialist, you can expect to help identify customers’ needs, develop marketing messages that consumers can relate to, and evaluate public opinion. Mitigating any negative public responses to the organization will also fall to the public relations specialist. 

10. Industrial Organizational Psychology Consultant

With a PhD in industrial organizational psychology and professional experience in the field, becoming a consultant may be an excellent work path. Consultants can expect to meet with organizational leaders to discuss organizational development, employee training, staff evaluations, recruitment, management changes, and compensation issues, to name just a few topics. Consultants may have their own private consulting practice, or they may be employed by a consulting firm. 

Frequently Asked Questions

How long does it take to earn a phd in industrial organizational psychology.

PhD programs in industrial organizational psychology typically require between 60 and 69 credits. Full-time students can expect to complete this PhD program in three to seven years. This is typically not offered in an accelerated format. Programs usually have a specific amount of time that they must be completed in, so if you are completing this PhD degree on a part-time basis, consult your program to map out your academic progress within the timeframe needed. 

What should I consider when looking at a PhD program in i ndustrial organizational psychology?

When looking at PhD programs in i ndustrial organizational psychology, first confirm that the program and institution are accredited. This accreditation ensures a quality program that is respected in the workplace. Accreditation impacts eligibility for federal financial aid and credit transferability. The cost of the program is also a big consideration, with in-state and out-of-state tuition to consider, as well as possible financial aid from the institution. The specifics of the program, such as field experience, courses required, and time to complete the program should all be considered carefully. I-O psychology program rankings can be helpful when searching for the top industrial and organizational psychology graduate programs. 

Is it cheaper to pursue this degree online compared to on-campus?

This all depends upon the program. While some top I-O psychology PhD programs offer a special rate for online degree programs that is typically the equivalent of in-state tuition, many do not. Some top industrial and organizational psychology graduate programs offer a special discounted rate to students in the military, discounts for international students, or a flat rate for online programs. Check with your program of interest to find out the specifics of their costs for online programs. 

Is the field of industrial organizational psychology growing?

If you’re investigating occupations with strong employment outlooks, industrial organizational psychology may be your ticket. With an anticipated growth rate of over 13% over the next 10 years, industrial-organizational psychology is predicted to be one of the fastest-growing fields of psychology between 2020-2030. This is much faster than the average for all occupations, according to the Bureau of Labor Statistics. 

How much does a Doctor of industrial organizational psychology earn? 

According to the Bureau of Labor Statistics, the annual mean wage for an industrial organizational psychologist in May 2020 was $112,690. The lowest 10% of earners made $57,440, while the top 10% of earners made $192,800.   Check out bls.gov for more information on wages and job outlook for this growing profession. 

What are common characteristics of people who pursue I-O psychology?

I-O psychologists typically deal with various areas of psychology. Social psychology, experimental psychology, business, and statistics are just a few areas that the I-O psychologist deals with regularly. People in this exciting field often enjoy the practical application of psychological research in the workplace. 

Where do industrial organizational psychologists work?

I-O psychologists can expect opportunities in a wide range of settings, including manufacturing plants, health care systems, education systems, labor unions, private agencies, and government agencies. I-O psychologists can also be consultants to companies needing their services. 

What kinds of things can an industrial organizational psychologist be expected to do on the job? 

These professionals are called upon to conduct psychological research and apply it within the workplace, train employees, work with HR on problem solving, increase business efficiency, help in company transitions, provide consultation on ergonomics to maximize performance, and enhance employee and employer quality of life. The I-O psychologist applies research in the workplace in a practical way. 

What are the professional organizations for industrial organizational psychologists?

There are a number of professional organizations serving industrial organizational psychologists, with the leading organization being the Society for Industrial and Organizational Psychology (SIOP). This active organization keeps members up-to-date through their publications, and it provides information on internships and job opportunities. In addition to SIOP, I-O psychologists may find the American Psychological Association (APA) useful. Other organizations that may be useful for those in this profession include: the Emotional Intelligence Consortium, Human Factors and Ergonomics Society, Society of Psychologists in Management, and Society for Human Resource Management. 

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This concludes our article answering the question “What can you do with a PhD in industrial organizational psychology?”

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Best Industrial and Organizational Psychology Programs

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Industrial and organizational

Industrial and organizational psychologists strive to make workplaces more efficient, pleasant and productive through research and application. These are the top psychology programs for industrial and organizational psychology. Read the methodology »

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Ph.D. in Industrial Organizational Psychology

The industrial/organizational (I/O) psychology doctoral program will train you to be both a scientist and practitioner.

We believe that a strong grounding in basic and applied research skills and the theoretical underpinnings of I/O psychology are essential for both academic and applied work.

The goal of the I/O psychology program is to continue to enhance its national reputation as a center of scholarly excellence in I/O psychology by conducting high-quality basic and applied research. Consequently, faculty and student collaboration in ongoing research projects is strongly emphasized.

The program has a major emphasis on academic research-based training with the goal of placing students in academic careers. However, this program will also qualify you for positions in:

• Research organizations
• Government agencies
• Corporations
• Consulting firms

The domains of I/O psychology represented in the program includes the areas of:

• Testing and personnel selection
• Performance appraisal
• Individual differences
• Organizational commitment
• Occupational health and safety
• Workplace diversity
• Group processes

Ph.D. in Industrial Organizational Psychology Program Requirements

Steps to Fulfill a Doctoral Program

Ph.D. Industrial & Organizational Psychology

The Doctoral Program in Industrial and Organizational Psychology at the University of Central Florida educates and trains its students “to generate and integrate scientific and professional knowledge, attitudes and skills so as to further psychological science, the professional practice of psychology, and human welfare. The graduate of this training model is capable of functioning as an investigator and as a practitioner, and may function as either or both, consistent with the highest standards in psychology” (National Conference on the Education and Training of Scientist-Practitioners for the Professional Practice of Psychology, 1990, pp. 7-8). Our departmental mission statement directs us to provide high quality education to include “the dissemination of state-of-the-field theoretical and empirical information, training in the methodological, statistical, and technical skills necessary to conduct psychological research, and practice in the application of psychological knowledge to real-life problems.” Our doctoral program aspires to achieve excellence in research training and to contribute to and perpetuate psychological science and practice through faculty and graduate student involvement in scholarly and professional activities. Our faculty and graduate students advocate for initiatives that affect the profession of psychology and the welfare of individuals and groups, and are active members of professional organizations and contributors to psychological science.

The Ph.D. track in Industrial and Organizational Psychology provides students with training that is consistent with the scientist-practitioner model. As a result of this training students will be prepared to pursue rewarding careers in either academia (university-based teaching and research) or industry (e.g., consulting). I/O students receive training in work motivation theory, organization theory, organizational development theory, attitude theory, career development theory, decision making, human performance/human factors, assessment of individual differences, small group theory, performance appraisal and feedback, criterion theory and development, personnel selection, placement and classification, research methods, statistical methods, job and task analysis, individual assessment, and training theory, program design and evaluation.

At a glance:

• Our program ranks 4 th  in research productivity (i.e., number of publications) and 2 nd  in presence at SIOP out of all I/O Ph.D. programs (Beiler, Zimmerman, Doerr, & Clark, 2014)
• The program began in 2000 and has graduated 67 students (47% now work in academic/research positions, 53% now work in applied positions)
• We have 34 current students

Degree Requirements

The doctoral program in Industrial and Organizational Psychology requires approximately four years of full-time study beyond the baccalaureate and approximately three years beyond the master’s. The first few years are devoted to course work and the final year to the doctoral dissertation. After completing all required course work students are required to pass a Candidacy Examination. This examination may be taken a maximum of two times. Failure to pass the examination on two occasions will result in the student being dismissed from the program.

Program Admissions

Application deadline is december 1st.

The UCF Psychology Department coordinates the admission process with the UCF Graduate Studies office. In order to enroll in graduate classes, students must have obtained a baccalaureate or higher degree, prior to the start of the term for which the student is admitted, from a regionally accredited institution or from a recognized foreign institution. Students without a baccalaureate or higher degree from an accredited institution (or equivalent) are not admitted to graduate degree programs, graduate certificate programs, or graduate nondegree status.

Mailing Address UCF College of Graduate Studies Millican Hall 230 PO Box 160112 Orlando, FL  32816-0112

Institution Codes GRE: 5233 GMAT: RZT-HT-58 TOEFL: 5233 ETS PPI: 5233

Program Goals:

Consistent with the Department’s Mission Statement, the doctoral program in Industrial and Organizational Psychology’s overall goals are to: (a) train and educate leaders in psychology at the doctoral level within the scientist-practitioner tradition; (b) expand and disseminate scientific knowledge about behavior at work through publications in scientific journals, conference presentations, and teaching; (c) strive to apply psychological principles to solve workplace problems and thus improve the quality of individuals’ work and non-work lives; and (d) produce psychologists who understand the ethics, principles and practice of psychology. Within our broad vision to become renowned scientist-practitioners, our program seeks to enhance scientific understanding of the following three areas: (a) training and team performance, (b) occupational health, and (c) human analytics, big data, and research methods. The overall goals of the training program are consistent with that of the Mission Statement of the Department, the College of Arts and Science, Graduate Studies, and the University.

Overview of Curriculum Goals:

Training emphasis:.

The Education and Training Committee of the Society for Industrial and Organizational Psychology (Division 14 of the American Psychological Association) prepared Guidelines for Education and Training at the Doctoral Level in Industrial-Organizational Psychology (hereafter called, “Guidelines”). The UCF Industrial and Organizational Psychology Ph.D. program is designed to train students according to these American Psychological Association-approved Guidelines.

The Guidelines follow the scientist-practitioner model and a competency-based approach. The Guidelines state that, “taking the scientist-practitioner model seriously means that doctoral education needs to focus on both the theory and application associated with all content areas” (p. 3). All students, regardless of whether they expect to pursue academic or applied careers, must be knowledgeable in theory, research methods, and the application of the content areas to applied practice. The competency areas to be trained include:

• Consulting and Business Skills
• Ethical, Legal, and Professional Context of I-O Psychology
• Fields of Psychology
• History and Systems of Psychology
• Research Methods
• Statistical Methods/Data Analysis
• Attitude Theory, Measurement, and Change
• Career Development
• Consumer Behavior
• Criterion Theory and Development
• Health and Stress in Organization
• Human Performance/Human Factors
• Individual Assessment
• Individual Differences
• Job Evaluation and Compensation
• Job/Task Analysis and Classification
• Judgment and Decision Making
• Leadership and Management
• Organization Development
• Organization Theory
• Performance Appraisal and Feedback
• Personnel Recruitment, Selection, and Placement
• Small Group Theory and Team Processes
• Training; Theory, Program Design, and Evaluation
• Work Motivation

Students should familiarize themselves with the description of each competency area as described on the SIOP website (www.siop.org). Students will develop knowledge and skill in these 25 competency areas through formal course work, internship, independent study, and research experiences.

Our program takes advantage of and builds upon a multitude of university and community partnerships consistent with the mission of UCF as a major urban university. There is also an infusion of diversity throughout the program that accurately reflects the surrounding society and can proactively respond to meet the needs of an increasingly diverse workforce. The program emphasizes cultural diversity by actively recruiting quality faculty and talented students with varied cultural backgrounds, as well as by offering courses that emphasize cross-cultural perspectives and considerations.

We have a diverse faculty and student body in the I/O Psychology Program. As of Fall 2020, the Ph.D. program has 34 students. 23 students are female, and 14 of the students are from diverse ethnic backgrounds (3 Hispanic, 1 African American, 8 Asian/Pacific Islander, 1 Hispanic/Alaskan Native/American Indian, 1 Asian/Hispanic). Seven are international students, and 21 of our students did their undergraduate work outside of the state of Florida.

Internships & Employments

• Adaptive Assessment Services
• Aptima, Inc.
• Army Research Institute
• Bank of America
• Booz Allan Hamilton
• Camber Corporation
• Capital One
• Center for Disease Control and Prevention (CDC)
• CHI Systems, Inc.
• CIC Planning Group, Inc.
• City of Jacksonville
• City of Lakeland
• City of Orlando
• Cognitive Performance Group
• CVS Caremark Corporation
• Department of Defense
• Educational Testing Services
• FedEx Management Partners
• Ford Motors
• General Dynamics
• Institute for Simulation and Training
• KAEGAN Corporation
• Parks Consulting, Inc.
• Lockheed Martin
• Marriot Vacation Club
• Mountain States Employers Council
• Northeast Florida Education Consortium
• Northrop Grumman
• Office of the Assistant Secretary for Preparedness and Response
• Orange County Sherriff’s Office
• Orlando Regional Hospital
• Orlando Utilities Commission
• Personnel Decisions, Inc.
• RFK and Associates
• TalentKeepers
• The Travelers Companies
• Universal Studios
• S. Army Medical Research and Materiel Command
• WLH Consulting
• Workforce Central Florida
• University of Akron, Department of Psychology
• Clemson University, Department of Psychology
• Florida Institute of Technology, College of Psychology
• Georgia Institute of Technology, School of Psychology
• Johns Hopkins University, School of Medicine
• Rutgers, John J. Heldrich Center for Workforce Development
• Ozyegin University, Department of Psychology
• Seattle Pacific University, Department of Psychology
• Quinnipiac University, School of Business
• University of North Texas at Dallas, Department of Business
• University of South Florida, Department of Psychology
• University of Texas at Arlington, Department of Psychology
• Virginia Commonwealth University, School of Medicine
• Hofstra University, Department of Psychology
• Roosevelt University, Department of Psychology

Faculty in I/O Psychology

Program Director

[email protected] PSY 301D (Orlando)

Program Assistant

[email protected] (407)823-2458

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Department of Psychological Sciences I-O Psychology, Ph.D.

• Psychological Sciences |  
• IO |  
• I-O Psychology, Ph.D.

Program Overview:  The Industrial and Organizational (I-O) Psychology doctoral program provides doctoral students with a well-rounded foundation in Industrial Psychology, Organizational Psychology, and quantitative coursework. 

Students enrolled in our doctoral program will be trained in scientific methods applied to the industrial and organizational environment. Graduates of the program will be prepared to work in academic, research, and/or applied settings. 

Our doctoral program is a research-based program  where students work with one or more faculty members. Students are required to complete a research-based thesis and a general doctoral exam before advancing to doctoral candidacy. The last milestone is a doctoral dissertation. 

Students who wish to complete only a master's degree should apply for our  Master of Science in Industrial and Organizational Psychology (non-thesis) program.

Getting a Ph.D. in Organizational Psychology – Everything You Need to Know in 2024

What’s in this guide, at a glance, why get a phd in organizational psychology, what do you cover in a phd in organizational psychology, how much does a phd in organizational psychology cost, entry requirements.

• What jobs can you do with a PhD in Organizational Psychology?

How much can you earn with a PhD in Organizational Psychology?

By psychologyjobs.com Staff Writer

A PhD in Organizational Psychology is an advanced,  doctorate degree  that focuses on the study of human behavior in organizational settings.

It involves the application of psychological theories and research methods to help organizations improve their functioning, effectiveness, and efficiency.

Students pursuing a PhD in Organizational Psychology typically cover topics such as organizational behavior, leadership, motivation, job satisfaction, decision-making, and group dynamics. They also gain expertise in research methodologies, statistical analysis, and data interpretation, which enables them to design and conduct empirical research to address important organizational issues.

Most PhD programs in Organizational Psychology take between 4 to 6 years to complete.

Learn more about  psychology PhD programs Learn about  master’s degrees in organizational psychology

Expertise and employability

A PhD in Organizational Psychology provides individuals with a deep understanding of human behavior and how it relates to organizational dynamics. This expertise can be applied to a wide range of settings, including business, government, healthcare, and education.

Research opportunities and the chance to make an impact

Earning a PhD in Organizational Psychology enables individuals to conduct original research in the field, which can contribute to the advancement of knowledge and the development of new theories and practices.

Organizational Psychology has the potential to make a significant impact on the workplace, including improving employee satisfaction, productivity, and organizational effectiveness.  You can make a positive difference in the lives of hundreds, thousands or even millions of employees around the world.

Career advancement and earning potential

A PhD in Organizational Psychology can lead to career advancement opportunities in a variety of fields, including academia, consulting, research, and human resources management. Individuals with a PhD in Organizational Psychology command higher salaries and take on more senior leadership roles.

Here is an example of a sample curriculum for a PhD program in Organizational Psychology:

• Foundations of Organizational Psychology
• Research Methods and Statistics I
• Psychology of Work and Organizations
• Leadership Theory and Practice
• Seminar in Industrial-Organizational Psychology

Second Year

• Research Methods and Statistics II
• Motivation and Performance
• Organizational Culture and Climate
• Job Analysis and Evaluation
• Seminar in Organizational Theory and Change
• Seminar in Personnel Selection and Assessment
• Training and Development
• Group Dynamics and Team Effectiveness
• Advanced Topics in Organizational Psychology
• Elective Course

Fourth Year

• Seminar in Performance Management
• Occupational Health Psychology
• Advanced Quantitative Methods
• Dissertation Research and Proposal Preparation
• Dissertation Research and Writing
• Dissertation Defense and Completion

Generally, PhD programs are funded through a combination of scholarships, grants, and assistantships that cover tuition and provide a stipend for living expenses.

According to the National Center for Education Statistics, the average tuition and fees for graduate programs in Psychology in the US were around $12,500 per year for the 2020-2021 academic year. However, this figure does not include living expenses or other costs associated with pursuing a PhD.

The amount of funding and the requirements for receiving it can vary widely by program, so it’s important to research individual programs to understand their funding opportunities.

• Bachelor’s Degree –  A bachelor’s degree in psychology or a related field.
• Master’s Degree –  Often required or highly preferred, especially if the bachelor’s degree is not in psychology.
• Minimum GPA –  Typically a minimum GPA of 3.0 to 3.5 on a 4.0 scale.
• Letters of Recommendation – Usually three, preferably from academic or professional references familiar with your academic work and research potential.
• Personal Statement –  A statement of purpose outlining your research interests, career goals, and reasons for pursuing a PhD in Organizational Psychology.
• Research Experience –  Demonstrated research experience through undergraduate or master’s thesis work, research assistant positions, or published papers.
• Resume – Detailing academic, research, and professional experience.
• Interview –  Some programs may require an interview as part of the admissions process.
• Writing Sample –  Often required to showcase your writing and research capabilities.
• Prerequisite Coursework –  Completion of certain courses in psychology, statistics, and research methods may be required.

What jobs can you do with a PhD in Organizational Psychology?

The obvious answer is that you can go on to become an organizational psychologist. Read our guide to  becoming an industrial organizational psychologist  or  search our job board for available IO psychology jobs .

When many students think of organizational psychology, they think of Wendy Rhoades. Rhoades, played by Maggie Siff, is the psychologist character in the TV show “Billions”. Wendy is a performance coach and in-house therapist at Axe Capital. Wendy has a PhD in Psychology and is a licensed therapist. Her role in the show is to provide advice, support, and counseling to the traders and executives at Axe Capital, helping them to manage the intense pressure and high-stakes environment of the finance industry.

It’s not explicitly stated whether she is an organizational psychologist or not. However, given her role as a performance coach and in-house therapist at a hedge fund, it can be inferred that she has knowledge and expertise in the area of organizational psychology. Her work involves addressing issues such as leadership, communication, teamwork, motivation, and decision-making, which are central topics within organizational psychology. Therefore her work aligns with the principles and practices of organizational psychology.

There are a wealth of career opportunities available to you when you complete your PhD outside of becoming an organizational psychologist.

Here are some potential jobs to consider:

• Organizational Development Consultant
• Human Resources Director
• Talent Management Specialist
• Training and Development Manager
• Executive Coach
• Research Scientist

As you near completion of your degree, be sure to upload your resume and setup job alerts with PsychologyJobs.com to find the perfect opportunity.

If you hold a PhD in organizational psychology, there is a good chance you can command a high salary and your earning potential over the course of your career will be significantly improved by completing the PhD.

Let’s examine average salaries in the US for some of the job roles above (based on BLS data):

• Organizational Development Consultant – $95,000
• Human Resources Director – $125,000
• Talent Management Specialist – $115,640
• Training and Development Manager – $115,640
• Executive Coach – $87,000
• Research Scientist – $84,000
• Professor – $80,370

Organizational psychologists are some of the top earners in the field. The top 10 percent of experienced Industrial Psychologists make more than $192,000 per year.  Read our IO Psychologist salary guide for more insights

Find Your Degree

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.

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What Can I Expect from an Industrial-Organizational Psychology Ph.D. Program?

If you’re contemplating continuing your education for a Ph.D. in industrial-organizational psychology, you are to be applauded. Getting a Ph.D. in this field – or any field, for that matter – is tough work.  It takes a special kind of student to stick with it to earn a terminal degree.

Although receiving accolades about your pursuit is well and good, you no doubt have more on your mind than getting praise. You certainly have some essential questions about what to expect from an industrial-organizational psychology doctorate degree program. You’re in the right place for just that!

The outline below will give you the essential details you want to know about getting your phd in industrial organizational psychology .

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Why get a ph.d..

• Expanding your knowledge and skillset to better serve your clients
• Making you more attractive to potential employers
• Being qualified for more positions and more varied positions in a greater breadth of employment areas
• Increased earning potential
• Offering specialization opportunities
• Offering the chance to conduct detailed research (and have funding for it)
• Being able to be licensed 

Of course, there is a personal satisfaction component to this as well. Getting a Ph.D. is something that should give you a lot of pride!

Ph.D. or Psy.D.?

As you think ahead to your doctoral program in industrial-organizational psychology, you’ll need to consider whether you want to pursue a Ph.D. or a Psy.D. Each program offers a slightly different learning experience.

A Ph.D. program is usually focused more on research. A Psy.D. program tends to focus more on providing direct industrial-organizational psychology services to clients.

Either way, you’ll end your education with the highest possible degree in the field. You’ll also be prepared to pursue advanced employment opportunities, including practicing as a licensed psychologist. Just know that the focus of the programs, the courses you will take, and the methods by which you are trained will differ if you are in a Psy.D. program as opposed to a Ph.D. program.

The details provided below about what to expect from your industrial-organizational psychology doctoral program are applicable to both Ph.D. or Psy.D. programs.

Admissions Requirements of Industrial-Organizational Psychology Doctorate Program

To be admitted to a Ph.D. or Psy.D. program, you’ll need to have a master’s degree in psychology or a closely related field. Some schools might offer the opportunity for bachelor’s degree students to be admitted to a doctoral program and earn their master’s degree along the way. This is relatively rare, though.

Additionally, Ph.D. and Psy.D. students will need to have acceptable GRE scores, if that is a requirement for admission. They will also need:

• a sufficient undergraduate and graduate GPA (e.g., 3.0 on a 4.0 scale)
• letters of recommendation from undergraduate and graduate professors
• satisfactory performance in a faculty interview

Some programs also ask prospective students to submit a personal essay along with a curriculum vitae. Doing so gives admissions panels greater insight into who you are as a person both inside and outside of the educational environment. The aforementioned faculty interview serves the same purpose. Faculty interviews might be done remotely or in person. They usually involve a short discussion with a panel of professors who are part of the admissions team for the program.

Once admitted, Ph.D. programs in this field usually take between five to eight years to complete. Psy.D. programs in industrial-organizational psychology tend to be a little shorter. The average length of study is four to six years. Either way, you’re in it for the long haul!

It should be noted that Ph.D. programs in industrial-organizational psychology tend to have lower acceptance rates than Psy.D. programs. Again, this is not set in stone, but generally speaking, Psy.D. programs are easier to get into. Since there are many more Ph.D. programs, there are many more students applying to them. This means that schools that offer Ph.D. programs in industrial-organizational psychology can be highly selective. In fact, some Ph.D. programs in this field might only accept a handful of new students – four or five – each year.

Psy.D. programs, on the other hand, are fewer in number with fewer students applying to them. As a result, your chances of gaining admission are much greater. In fact, some Psy.D. programs accept dozens of new students each year. That’s just something to keep in mind as you decide which type of program you want to pursue.

Focus of a Doctorate Program

Because of the nature of the work of an industrial-organizational psychologist, specific courses in a Ph.D. or Psy.D. program cover a broad range of topics and issues.

For example, you might take courses in psychology research methods and statistics. This prepares you for your dissertation or research project later in the program. (Of course, these are valuable skills to have for your practice or career, too). But you might also take courses in leadership and motivation. These are two topics that industrial-organizational psychologists must be intimately familiar with as they help businesses and organizations achieve their long-term goals.

Likewise, you might take courses in:

• organizational behavior
• test construction and validity
• organizational change
• workplace attitudes 

While the courses you might take may vary in their general direction, the overall focus of these courses is on two things:

• helping you build a strong foundation of knowledge upon which you can draw for your dissertation or research project
• giving you the skillset needed to be an effective industrial-organizational psychologist in the workplace

An industrial-organizational psychologist can work in a variety of areas with a doctorate. A Ph.D. or Psy.D. program will typically have a specific focus for a student as well. 

For example, if you’re in a Ph.D. program, your specialty might be on testing and research. As such, you might take courses that are more closely focused on:

• psychological statistics
• psychological assessment
• research methods

On the other hand, if you’re in a Psy.D. program, your specialty might be organizational change. With that focus, you might take courses geared towards:

• personnel recruitment
• occupational health
• employee training and evaluation
• organizational culture

Of course, these are just two examples. You may well find that the specific doctoral program you choose offers other options, like: 

• Job analysis
• Performance appraisal and management
• Individual assessment and psychometrics
• Remuneration and compensation
• Training and training evaluation
• Motivation in the workplace
• Occupational stress
• Occupational safety
• Group behavior
• Productive behavior
• Counterproductive work behavior

In some cases, you may elect to develop a focus for your course of study to obtain a doctorate in industrial-organizational psychology that involves more than one of these specific areas.

For example, while your primary focus might be on group behavior in the workplace, you might also choose to focus your studies on:

• productive behavior
• counterproductive behavior
• job analyses

Therein lies the beauty of pursuing a doctoral degree in industrial-organizational psychology. You have the ability to really drill down to your specific interests and pursue them in your:

• educational training
• career preparations

What to Expect From the Dissertation Requirement

If you go the Ph.D. route, you will be required to complete a doctoral dissertation. However, if you pursue a Psy.D., the chances are good that you will not have a dissertation requirement. Instead, many Psy.D. programs require a doctoral project that is less research-based. It’ more narrowly focused on demonstrating practical skills specific to working as an industrial-organizational psychologist.

For example, as a Ph.D. student, your dissertation topic might be on the role of authentic leadership in the developing resilience amongst employees. This would be a topic that you research for the purposes of adding to existing research on these particular subjects. It is a theoretical exercise. And while you could certainly use what you learn and apply it in a workplace setting, the focus would be on the research itself, not its application later on.

In a Psy.D. doctoral project, though, the opposite would be true. The project would entail a great deal of research. But the overarching goal would be to show the faculty committee that you have developed the skills you’ll need to be an effective practitioner.

For example, you might devise an evaluative tool that can be used to match job applicants with ideal positions in a company by utilizing the applicant’s personality features as the primary matching tool.

You can see the difference in approach here. The Ph.D. dissertation looks at a specific issue from a theory standpoint and explores it using existing and new research. This, in turn, could lead to an improved understanding of how leadership and resilience in the workplace are related. 

The Psy.D. project, meanwhile, also focuses on a specific issue. But that focus revolves around highlighting the knowledge and skills you already possess. It shows how you can use those tools to develop practical approaches to solving real-world workplace problems.

In either case, a dissertation or a research project requires copious amounts of time to complete. Typically, you’ll have between 15-18 credit hours devoted wholly to your dissertation or project. You must also present your project (or defend your dissertation) to a faculty panel to complete the program.

Many Ph.D. programs offer students a stipend or other types of financial assistance while they work on their dissertation. In some cases, you might be asked to assist a professor with their research or serve as a teaching assistant. In other cases, you might get grants to fund your dissertation research. In any event, there are options for easing the financial burden of having to spend so much time in the research phase.

Psy.D. projects are typically not funded to the degree that Ph.D. dissertations are, because they are not as focused on developing research. Nevertheless, you can expect to find some forms of financial assistance for your Psy.D. project, usually in the form of small tuition stipends or perhaps as paid assistantships in the psychology department.

Support Organizations for Ph.D. Students

When studying to get a doctorate in industrial-organizational psychology, you can access all manner of supportive services at your school. You don’t have to embark on this course of advanced study on your own!

An important resource for a person employed in the field of industrial-organizational psychology or interested in pursuing an advanced academic degree is the Society for Industrial Organizational Psychology (SIOP).  This organization offers full professional memberships as well as affiliate memberships for students that still give you full access to the Society’s benefits of membership.

At this point in time, the field of industrial-organizational psychology remains a rather “exclusive” profession, according to the U.S. Bureau of Labor Statistics (BLS). This means there is a relatively small number of people who are engaged in industrial-organizational psychology, including those with Ph.D. or Psy.D. degrees.

However, the BLS predicts that this field will continue to grow at a higher-than-average pace . With some I-O psychologists retiring and switching to other roles, additional positions are expected to open for new graduates. By pursuing a Ph.D. or a Psy.D., you will prepare yourself well to find employment. With support from organizations like SIOP, you’ll be able to make the most of your knowledge, skills, and talents as an industrial-organizational psychologist.

Sean Jackson

B.A. Social Studies Education | University of Wyoming

M.S. Counseling | University of Wyoming

B.S. Information Technology | University of Massachusetts

Updated September 2021

Related Resources:

• 30 Great Scholarships, Grants & Awards for Industrial-Organizational Psychology
• Top 10 Most Affordable Online Master’s in Industrial-Organizational Psychology
• Top 9 Ph.D. in Industrial-Organizational Psychology Online
• Top 10 Master’s in Industrial-Organizational Psychology Online
• Top 10 Ph.D. Programs in Industrial-Organizational Psychology

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• Capella University Blog

Which psychology field is right for me?

May 15, 2024

Reading time: 4 minutes

Are you interested in using theory, analysis and evidence-based approaches to understand how people think, learn, develop and behave and to help them thrive? If you want to explore new ways to make a difference, the options for discovering your professional path in psychology may seem endless – and you may have found that you need advanced knowledge and skills to take the next step.

What skills can I develop with a psychology degree?

The specific skills that can be useful in the field of psychology will vary depending on the area of study you pursue and your degree level. Some of the broad skills that are important to develop include:

• Communication: Strong communication skills are an asset for helping individuals, groups or organizations, conveying research findings or working with colleagues.
• Ethical awareness: You may be required to handle sensitive information, which means respecting confidentiality.
• Analysis and critical thinking: When you conduct research or work with your stakeholders, you should be able to interpret data and understand how to apply what you know to different situations.
• Patience: Making progress toward specific goals takes time, whether it’s discussing solutions with a patient or conducting research on a study.
• Empathy and active listening: Understanding and recognizing the feelings of others starts with giving your full attention and knowing how to recognize verbal and nonverbal cues.
• Inclusivity: Recognizing the diverse perspectives of people and their communities and examining your own biases can help you adapt your approach to different needs.

Which area of psychology is right for me?

As you explore areas of psychology, these questions may help you figure out your interests:

• Who do you want to help?
• Are you more interested in clinical or applied areas of psychology?
• What issues do you want to focus on?

Your answers to these questions can help you find paths to explore, including degree options that could help you pursue your professional goals. You will need to conduct your own research to understand what opportunities may be available to you. Note that some professional paths may require you to have previous experience, licensure,* certifications or other designations along with a degree.

While Capella cannot guarantee that a graduate will secure any specific career outcome – such as a job title, promotion, salary increase or other career outcome – we encourage you to research requirements for your job target and career goals.

*It is important to understand all educational and individual requirements for licensing. Capella University cannot guarantee licensure, certification or endorsement. State regulations vary regarding professional licensure. It is your responsibility to understand and comply with requirements for your state.

What can you do with a psychology degree?

Based on where your interests lie, explore some fields of psychology and degree options offered by Capella.

Clinical psychology:  Study human behavior and help people build wellness and emotional resilience.

• BS in Psychology Pre-Counseling & Therapy
• MS in Clinical Psychology
• PsyD in Clinical Psychology

Behavioral health:  Treat populations in distress to improve emotional, social and mental health.

• BS in Psychology, Applied Behavior Analysis
• MS in Applied Behavioral Analysis
• PhD in Behavior Analysis

Developmental psychology:  Promote positive development, social growth and emotional changes throughout all stages of life.

• MS in Psychology, Child & Adolescent Development
• PhD in Psychology, Developmental Psychology

Educational psychology: Study how people learn and retain knowledge.

• MS in Psychology, Educational Psychology
• PhD in Psychology, Educational Psychology

School psychology:  Apply principles of educational and developmental psychology to meet behavior and educational needs in a learning environment.

• MS in School Psychology
• EdS in School Psychology
• PsyD in School Psychology

Industrial/organizational psychology:  Support leaders and organizations through an understanding of human behavior to help create efficiencies and advance team performance.

• MS in Psychology, Industrial/Organizational Psychology
• PhD in Psychology, Industrial/Organizational Psychology  

Learn more about Capella’s  bachelor’s, master’s and doctoral psychology programs and graduate certificates.

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