Organizational Psychology Careers
BestColleges.com is an advertising-supported site. Featured or trusted partner programs and all school search, finder, or match results are for schools that compensate us. This compensation does not influence our school rankings, resource guides, or other editorially-independent information published on this site.
Ready to start your journey?
Organizational psychology students learn about human behavior in work settings by examining the social and cognitive factors that influence actions and thoughts. Industrial/organizational psychologists use their understanding of the human psyche to develop effective training programs, resolve workplace disputes, improve employee morale, and boost company performance.
Organizational psychology programs address management, assessment, and statistics, all of which I/O psychologists use to implement beneficial changes and enhance employee relations. Other program topics may include group dynamics, ethics, and talent development. Graduates may find jobs in areas related to consulting, human resources, or counseling.
This guide explores career options and advancement opportunities for organizational psychology graduates.
Related Programs That Might Interest You
Learn about start dates, transferring credits, availability of financial aid, and more by contacting the universities below.
Why Pursue a Career in Organizational Psychology?
Organizational psychology professionals use their knowledge of human behavior to solve problems related to productivity, communication, and atmosphere in workplaces. Responsibilities may include overseeing training, reviewing customer feedback, and resolving conflicts among managers and employees.
These careers are well-suited for individuals with interests and skills in behavioral science, as well as organization and management. Candidates should excel at oral and written communication and problem-solving. They should also be able to lead teams, determine employee needs, and foster positive and productive work settings. Other beneficial traits include strong technology and time management skills.
Organizational Psychology Career Outlook
According to the Bureau of Labor Statistics (BLS), industrial-organizational psychologists earn a mean annual salary of more than $110,000. However, factors like location and industry can impact salaries. It should also be noted that, according to the BLS, only 630 professionals in the U.S. work as industrial-organizational psychologists, which means jobs may be quite competitive.
However, earning an organizational psychology degree also prepares graduates to work in human resources. There are many human resources positions across the country, with opportunities available in every state.
A worker's experience level influences their salary, as shown in the table below. In general, salaries increase over time.
|Job Title||Entry-Level (0-12 months)||Early Career (1-4 Years)||Midcareer (5-9 Years)||Experienced (10-19 Years)|
|Human Resources Specialist||$44,690||$49,510||$54,460||$57,380|
|Human Resources Manager||$50,910||$59,540||$68,210||$72,930|
|Human Resources Director||$54,820||$65,460||$81,990||$94,910|
Skills Gained With an Organizational Psychology Degree
Organizational psychology professionals need a diverse skill set to succeed. For example, they may be called upon to interview employees, design surveys, develop training programs, or draft new workplace policies. Workers hone these skills while pursuing a postsecondary degree.
Industrial-organizational psychologists typically need a master's degree, although many entry- and mid-level positions in human resources only require a bachelor's. Individuals working in this area may also benefit from pursuing certification or participating in other professional development opportunities.
Listed below are some important skills students gain in organizational psychology programs.
To understand and solve workplace issues, organizational psychologists must know how to collect and analyze data. This may involve designing surveys to collect qualitative information on employee attitudes, interviewing senior leaders to learn about their unique management styles, or conducting market research to inform the development of candidate screening and hiring policies.
Addressing challenges related to productivity often requires a systematic assessment of individual and team performance. Organizational psychology programs provide skills in areas such as setting goals and managing expectations, offering counseling and feedback to employees, and using performance management systems.
Organizational psychologists are often hired or contracted to design training and professional development programs for employees. They may also create programs to address issues that affect workplace morale, such as sexual harassment or discrimination. Effective program design also requires skills in program assessment and evaluation.
Many organizational psychology professionals, particularly those with only a bachelor's degree in the field, serve in human resources roles. These workers often need to solve problems related to disputes between employees, conflicts between labor and management, discrepancies in compensation and benefits, and individual behavioral issues. Consulting psychologists may need to solve more systemic problems, such as issues involving workplace safety.
Whether interviewing employees or making recommendations to senior leadership, organizational psychologists and other human resources administrators must be able to listen attentively and communicate clearly to a variety of audiences. To gain experience in this area, students write policy memos, contribute to case study discussions, and make presentations to their classmates.
Organizational Psychology Career Paths
Careers for an organizational psychology major go beyond traditional psychologist positions. Most industries and organizations hire professionals who understand human behavior. For instance, graduates can work in training or human resources for businesses across the country. Professionals can also work as consultants or marketing experts for companies or pursue education roles as administrators or teachers.
Human resources professionals oversee an organization's staff through tasks like interviewing, hiring, and resolving conflicts among employees. These professionals act as liaisons between management and workers and advise companies on ways to encourage better employee performances. They ensure productive and professional work environments and may also push for better benefits and salaries for employees. These positions are common in most industries.
Marketing and public relations careers focus on reaching audiences, gaining consumers, and maintaining strong public images. These professionals may build brands that appeal to target markets and conduct research to determine public opinions and consumer needs. Employers for these professionals include businesses and postsecondary institutions.
Organizational psychologists may use their knowledge of human behavior and attitudes to design user-friendly programs or identify needs that can be fulfilled through technology. Individuals following this career path may also work in database administration to maintain, organize, and protect company and personnel records. However, these careers may require certifications related to certain technological concepts or products.
Education careers include teaching, counseling, and administrative positions in prekindergarten, K-12, and higher education settings. Organizational psychology careers in this field include school counselor, psychology professor, and career advisor. Organizational psychology graduates may also work in administration or leadership roles as deans, principals, and superintendents. Some of these positions require specific degrees, licenses, and/or certifications.
Consulting firms feature many careers related to organizational psychology. Consultants may guide companies on ways to enhance productivity, strengthen management/employee relations, and create positive working environments. Consultants may also help employees deal with workplace changes or layoffs.
How to Start Your Career in Organizational Psychology
Your organizational psychology career options largely depend on the kind of postsecondary degree you earn. The minimum educational requirement for most positions in human resources is a bachelor's degree, though you may qualify for some entry-level roles with an associate degree and several years of relevant professional experience.
To take on supervisory positions in human resources, such as human resources manager or training and development manager roles, you often need to complete graduate-level coursework in subjects like organizational development, labor relations, and business administration. Most organizational psychologists hold some form of advanced degree.
If you want to work as an independent or clinical psychologist, you need a doctorate — either a Ph.D. in psychology or a doctor of psychology (Psy.D). You also need a doctoral degree to teach industrial and organizational psychology at colleges and universities, though some community colleges and vocational schools may hire instructors or adjunct lecturers with just a master's.
Bachelor's Degree in Organizational Psychology
Most bachelor's programs in organizational psychology consist of 120 credits and require roughly four years of full-time study. Major-specific coursework covers topics like group dynamics, the principles of management, and applied psychology in learning and professional development. Many programs also require or strongly encourage students to complete an internship as part of their undergraduate studies.
You can apply the skills and knowledge you develop in a bachelor's program to a variety of careers in human resources and business administration. Many students also opt to continue their education at the graduate level.
What Can You Do With a Bachelor's in Organizational Psychology?
These specialists oversee payroll, retirement plans, leave policies, and health insurance programs. Much of their work involves collecting research; conducting cost analysis; and ensuring compliance with local, state, and federal employment laws. They typically have a bachelor's degree and several years of professional experience.
Human resources specialists perform a variety of administrative functions related to the hiring and onboarding of employees, including drafting job descriptions, screening candidates, checking references, and leading orientation programs. While larger firms may have dedicated recruitment specialists, smaller organizations tend to employ human resources generalists who also process payroll and handle compliance.
Labor relations specialists interpret labor contracts and act as mediators. They may investigate labor grievances, meet regularly with union representatives, and advise senior leaders on matters related to compensation and discipline. Labor relations specialists may also draft collective bargaining agreements that guide the relationships between employees and managers.
Training and development specialists create and administer programs that help employees gain new skills and knowledge. They assess training needs through surveys and interviews, draft training manuals and professional development curricula, and act as instructors or facilitators. Most of these jobs require a bachelor's degree.
Management analysts help organizations improve their efficiency and effectiveness. Most act as consultants, bringing an outside perspective to issues like corporate restructuring and employee compensation. They work to improve a firm's competitive standing in the marketplace. Because few colleges offer formal programs in management consulting, many analysts hold a degree in a related field like organizational psychology.
Master's Degree in Organizational Psychology
Earning a master's degree in organizational psychology can position you for leadership roles, such as director of human resources or consulting personnel analyst. These degree programs typically consist of 30-40 credits, and full-time students can graduate in less than two years.
Graduate programs in organizational psychology feature coursework in areas such as psychological research design, applied statistical analysis for business decisions, and leadership and managerial development. Most programs also require students to write a research-based thesis, though more practice-oriented programs may allow learners to complete a capstone project instead.
Although workers can sometimes qualify for managerial positions in human resources with a bachelor's degree and ample experience, a master's can lead to management-level jobs more quickly.
What Can You Do With a Master's in Organizational Psychology?
Industrial-organizational psychologists solve workplace problems through research and the application of psychological principles. Working as consultants or in-house staff, they strive to improve employee morale and enhance efficiency through new policies and initiatives. They may also collaborate with leadership on the development of training programs for new hires. Most of these roles require a master's degree.
These human resources professionals create and oversee employee pay and benefits programs. They often direct a team of specialists and administrators tasked with processing payroll and coordinating health insurance and other benefits. They also develop department budgets, hire and train staff, and ensure compliance with government regulations.
Human resources managers broadly deal with personnel-related matters. They may supervise multiple staff members and specialists; resolve disputes between employees and management; and collaborate with senior leadership on issues like pay equity, increasing diversity, or downsizing. While a bachelor's may be sufficient for some positions, individuals with a professional certification or master's degree enjoy the best job prospects for this role.
These managers lead programs that develop skills and knowledge within an organization. For example, they may design and administer an online learning module that teaches employees how to use a new computer application. In addition to a master's degree, many of these managers have instructional experience.
Career counselors assist their clients in developing new skills, finding employment, or transitioning into a different field. They may administer aptitude tests and other assessments to evaluate an individual's interests and abilities, offer advice on honing interviewing and networking skills, or help identify career-relevant educational programs. Some states require these counselors to hold a master's degree.
Sources: BLS and PayScale
Doctoral Degree in Organizational Psychology
You must earn a doctorate to qualify for licensure as a clinical psychologist. Most doctoral programs in industrial and organizational psychology begin with 2-3 years of coursework in subjects like the psychology of coaching and consulting, testing and assessment in the workplace, and psychodynamic theory. Students also take a series of classes in research design and quantitative and qualitative methods.
After completing required coursework, doctoral candidates must pass a comprehensive examination and write and defend a dissertation. The process of creating a proposal, conducting original research, and drafting the dissertation can take 2-4 years.
What Can You Do With a Doctorate in Organizational Psychology?
Clinical psychologists diagnose and treat various mental, behavioral, and emotional disorders. Organizational psychologists who provide clinical services, such as helping employees cope with trauma that affects their ability to work, must earn a state-level license. Typical requirements include a doctoral degree and at least one year of supervised clinical experience.
Postsecondary teachers instruct learners at colleges and universities. They also conduct and publish research, provide academic and career advice to students, and perform certain administrative tasks like chairing a psychology department or assisting with faculty searches. While you may find teaching positions at a community college with just a master's degree, most four-year institutions seek candidates with a doctorate.
Top executives create and implement organizational strategies and policies. A chief human resources officer, for example, may develop and oversee all aspects of a large corporation's recruitment and training activities. In the public sector, individuals with a doctorate in industrial-organizational psychology may serve as university presidents or city managers.
How to Advance Your Career in Organizational Psychology
To obtain and advance in organizational psychology careers, individuals should consider earning an advanced degree. Human resources and labor relations specialists, for instance, need a bachelor's. However, earning a master's may qualify these workers for positions as human resources managers or industrial-organizational psychologists. Additionally, doctoral degree-holders may work as clinical psychologists or postsecondary educators.
Professionals can also pursue certifications that indicate in-depth knowledge within a specialty area, such as school or clinical psychology. Individuals may also participate in continuing education (CE) experiences or connect with professional organizations for more advancement opportunities. These options are explored in detail in the next sections.
Certifications and/or Licensure
Psychologists need a license to practice in most locations. Licensure requirements are different for each state, but commonly include earning an advanced degree, completing supervised fieldwork, and passing the Examination for Professional Practice in Psychology. Candidates can find information to contact their state's licensing board through the Association of State and Provincial Psychology Boards.
Professionals can also pursue certifications related to their practice areas. Examples include certifications for organizational and business, group, and behavioral and cognitive psychology, which are offered by the American Board of Professional Psychology (ABPP). These certifications may require candidates to hold a doctoral degree, complete field experiences, and pass a specialization exam.
Some employers, such as clinics and hospitals, may insist on these certifications, depending on a worker's role. Most other organizations, however, do not require certifications, although these credentials may set you apart from your peers when applying for jobs.
Individuals pursuing other careers for organizational psychology majors can also benefit from career-specific certifications. Training and development specialists, for example, can earn certifications from the Association for Talent Development.
CE experiences help professionals with organizational psychology careers explore current research and field trends. This information keeps workers up to date on the best psychology practices in a variety of situations. Certifications and licenses may require CE experiences for renewal, and employers may ask workers to participate in CE opportunities to stay abreast of the field.
CE experiences include online courses offered by professional organizations, colleges, and universities, as well as full certificate or degree programs. Professionals can also complete fellowships or participate in training to earn CE credits. Attending webinars and conferences and submitting publications may also count as CE.
Groups that offer CE experiences for organizational psychology professionals include ABPP and the Society for Industrial and Organizational Psychology (SIOP). The American Psychological Association (APA) also connects individuals to CE opportunities that address different psychological topics, such as industrial-organizational psychology, addiction, and research methodologies.
Certifications and CE experiences are great ways for professionals to keep their skills sharp. Individuals can also connect with other professionals to exchange ideas related to psychological practice.
To build professional networks, individuals can connect with professional organizations, which may offer in-person conferences, seminars, and local chapter meetings. These events often feature presentations and lectures, which can introduce professionals to new ideas.
Organizations may offer webinars, workshops, and scholarly journals and magazines. These resources address current research and counseling techniques that may prove beneficial to organizational psychology careers.
Members can also submit articles for publication in professional journals to build their resumes for career advancement.
How to Switch Your Career to Organizational Psychology
Transitioning into certain careers in the organizational psychology field may require obtaining a related degree. Industrial-organizational psychologists, for instance, need at least a relevant master's, and clinical psychologists need a doctorate. Many psychology careers also require a license.
Other professions, however, may not require these credentials. For example, training and development specialists can hold a bachelor's in various fields, such as business administration, education, or social science.
After earning a relevant bachelor's degree, individuals working as administrative assistants, social and human service assistants, and recreation workers who counsel children or plan group activities that encourage mental wellness can also transition into the field.
Where Can You Work as an Organizational Psychology Professional?
Any company or industry that incorporates marketing, a sizable workforce, and/or training and development programs may offer organizational psychology careers in areas such as human resources, labor relations, and sales. Organizational psychology professionals often work in government agencies, scientific research institutions, and school systems.
Due to this variety, candidates should review their options early to ensure they earn the right credentials for their desired career. Individuals who want to work in clinical settings, for instance, should pursue a license and a doctorate.
The following section provides an overview of industries where organizational psychology graduates can work.
This industry focuses on conducting research in fields such as healthcare, engineering, and psychology. Individuals with organizational psychology degrees may test and develop strategies and products that enhance productivity and quality within the workplace.
Average Salary: $162,590
This industry focuses primarily on leadership in businesses and financial institutions. Possible careers with an organizational psychology degree may be related to training, workplace organization, and marketing.
Average Salary: $101,600
State officials are responsible for the well-being of citizens and hold similar executive, legislative, and judicial powers as federal workers. These professionals include governors, senators, and court judges. Careers with an organizational psychology degree may include working as a consultant or advisor for state government organizations.
Average Salary: $72,100
Local government officials oversee cities, counties, and/or districts in positions like mayors and county executives. Organizational psychologists in this industry may offer advice on services such as community outreach and urban planning.
Average Salary: $110,700
Professionals in this industry help corporations, governments, and organizations like hospitals and school systems solve problems and make strategic decisions. Individuals with organizational psychology degrees are qualified to analyze the human dimensions of challenges and propose potential solutions.
Average Salary: $96,000
Interview With a Professional in Organizational Psychology
Maritsa Yzaguirre-Kelley is a licensed psychotherapist, corporate and continuing education trainer, and speaker. She has conducted crisis interventions, performed psychiatric evaluations, created programs for recovery, and resolved therapeutic problems in her work as CEO of Peace of Mind Counseling Services, Inc. Dr. Yzaguirre-Kelley has delivered classes and talks on continuing education and on developing life, business, and leadership skills. She also provides consulting services at Obtaining Mastery.
When I first went to college, I wasn't really clear on what I was going to study. I took a number of classes in pre-med because I was thinking maybe medicine — but doesn't everyone? As I got into my sophomore year of my undergraduate degree, I felt that helping people was what I was really good at, so why not go that route? I didn't understand exactly what that entailed, so I switched from a biology to a psychology degree.
After finishing my bachelor's degree in psychology, I wasn't finding much opportunity other than teaching grade school. I went back to school for a master's in mental health counseling, which was my first introduction to organizational psychology, and I fell in love.
I think that people don't really realize how many different branches of psychology there are. There is so much you can do in psychology, and there are so many different avenues you can take. I have studied a number of branches within the field, and organizational psychology is one of my favorites and the one I find where I spend much of my time professionally.
I am also a licensed mental health counselor with training in organizational psychology, substance abuse, forensic psychology, NLP, and hypnotherapy. I am licensed to work with individuals and for mental health facilities and substance abuse facilities doing group and one-on-one counseling psychology to treat a variety of psychological disorders and mental illnesses.
With organizational psychology, you are working more for a company as opposed to working for an individual person. Your clients can be large companies or the smaller mom and pop places. In this role, I am typically brought in by the CEO, company representative, or someone high up in the management team. I work with management and/or human resources to identify what the organization is lacking and what can be implemented, whether that's individual coaching of employees or team coaching. I evaluate workplace policies, procedures, work performance, and sometimes employee mental health.
Companies need your help, and most of them don't even know it. I know that there are companies out there failing because they don't have the right systems in place. There have been a number of changes in work culture in the past 10 years with the introduction of technology. We also have a number of organizations that have both the baby-boomer population and millennials employed, and there is a huge disconnect.
Now more than ever, people with the right tools are needed to guide businesses and employees to achieve maximum results — both personally and professionally. With cell phones, email, and social media, there is very little difference between what is personal and professional information, and some employees need training on ethics as well as boundaries. There have been a number of employees who have lost their jobs because of lack of awareness of what was inappropriate to share on social media. I believe that, with the correct people in place, the correct policies, and coaching, these things would not happen.
In organizational psychology, the job and earning potential is endless. I believe that every company would benefit from having a professional come in to assess the needs of the company and then assist the company with implementation. You can find work anywhere in the country. All you have to do is reach out.
I feel that I took the long route in school, and after that, I wanted to make sure I did things smarter rather than harder moving forward. When I finished school, I took an entry-level position at a facility doing some basic work while I worked on building my credentials. I worked there for less than a year and decided to go out on my own.
Within six months, I was consulting with top-level organizations around the country. I worked specifically helping drug and alcohol treatment facilities, and as I became more comfortable with my craft, I started working with other types of organizations. I now work with all types of companies and am frequently asked to speak or write about my experience in the field, as well as speak at large conferences.
I love this industry, and I really can't say enough wonderful things about it. You get to travel around the country for free, speaking and training. Sometimes you can work from home — or really anywhere — when doing coaching calls. You get to meet some amazing people and work when you want.
Some of the not-so-great things — at least for me now — come with the travel. In my younger years, I loved traveling. Now I'm the mom of three young children, so it becomes more of a challenge to balance that. Another con is sometimes it can be very competitive. I know in the beginning of my career, I didn't trust in myself as much as I should have. Because of my limiting beliefs, I let other people talk me into believing I may not be the right person for the job because I was young or maybe not as credentialled at the time as some of my competitors.
First off, congratulations on taking the steps to become a game changer. This is such a unique field with incredible opportunity. Believe in yourself and what you know. Don't stop learning. Hire a mentor, or, if you can, see about doing an internship with someone you can really learn from. Attend the conferences. Read the books. Trust in yourself and what you have spent your time, energy, and money learning. You may get frustrated at times, but remember it's feedback, not failure. When you get the feedback, that is your opportunity to do something different and learn from it, not quit.
Resources for Organizational Psychology Majors
Resources like publications and open courseware can help organizational psychology majors and professionals enhance their knowledge and stay current on topics in the field. Individuals can also connect with professional organizations. These groups may offer certifications, career guidance, and events such as conferences and webinars that encourage the development of professional knowledge and connections. The following sections explore some of these resources.
Society for Industrial and Organizational Psychology: SIOP works to advance the science and practice of industrial-organizational psychology. The association publishes white papers and a scholarly journal, hosts an online career center with internship and job opportunities, and provides access to a library of resources on subjects such as human resources analytics and best practices in employee engagement.
American Psychological Association: APA represents more than 118,000 psychology practitioners, researchers, educators, and students in the U.S. Members can read career advice, browse job listings, attend networking events and research conferences, and review research on issues specific to organizational psychology, such as mindfulness in the workplace and total worker health.
Society of Psychologists in Management: SPIM specifically serves psychologists working as coaches, consultants, and organizational development leaders. In addition to hosting annual conferences on topics like innovation ecosystems and psychologists as social influencers, the society publishes original research through the Psychologist-Manager Journal and shares news and updates through a monthly newsletter.
Society for Human Resource Management: SHRM is the largest organization in the world for human resources and business administration professionals. Offering two formal certification programs, a variety of policy and best practice guides, and toolkits for creating employee surveys and managing disruptive behaviors, SHRM also provides scholarships to undergraduate and graduate students majoring in human resources or a closely related field.
Academy of Management: Founded in 1936, AOM aims to create a better world through scholarship and instruction related to management. Members can collaborate through interest groups, such as management consulting and organizational communications and information systems. AOM also maintains a job board and convenes an annual meeting.
Association for Psychological Science: APS is dedicated to the advancement of psychological science through teaching, research, and practice. The association hosts national and international conventions each year, publishes six scholarly journals and a magazine for practitioners, and advertises job listings and postdoctoral fellowship opportunities through its career center.
Society of Consulting Psychology: A division of APA, this group focuses on creating an intellectual and collaborative community for consulting psychologists by sharing content and research through a blog, academic journal, and book series. The society also hosts training webinars on subjects such as the science of effective coaching and promoting diversity and inclusion.
Association for Talent Development: ATD primarily provides training and professional development opportunities to human resources administrators. The association offers an entry-level credential for talent development professionals and an advanced learning and professional performance certification. Members can also watch free webinars, receive job search advice, and explore a postsecondary degree directory.
National Human Resources Association: A nonprofit association, NHRA supports human resources professionals throughout their careers. The association organizes conferences and events across the country and shares news and resources on topics like mental health in the workplace and the neuroscience of effective leadership. NHRA also hosts a job board.
Academy of Human Resource Development: A global organization made up of academics and reflective practitioners, AHRD aims to lead human resources development through research. Alongside publications, events, and online resources, AHRD sponsors a faculty mentoring project and organizes special interest groups around topics like the role of qualitative inquiry in human resources scholarship.
Organizational Analysis - Stanford University: Professionals can explore theories and cases related to organizational structure through this self-paced class. The course addresses different types of organizations, including technology companies, school systems, and governments. Students learn to assess organizational needs and guide companies through change. They also complete a final exam.
Fundamentals of Neuroscience - Harvard University: This series, delivered through edX, explores the science behind brain processes and sensory perceptions. Students can audit the three courses in this series for free, but must pay a fee if they want a verified certificate.
Exercising Leadership: Foundational Principles - Harvard University: This self-paced course covers conflict management and strategies for guiding companies through change. The class also examines stakeholder needs and relationship building in professional settings. Students take this course through the edX platform.
Starting With Psychology - The Open University: Students examine how elements such as group settings and romantic relationships impact thoughts and behaviors. The course uses case studies and explores the brain hemispheres in detail to address these considerations.
Industrial and Organizational Psychology: Perspectives on Science and Practice: Published four times a year, this journal from SIOP includes articles that examine and reassess I/O psychology topics. Past articles have explored racial discrimination and freedom of speech in the workplace.
SIOP Organizational Frontiers Book Series: This series explores the impact of other disciplines on industrial-organizational psychology, based on research and practical applications. These books analyze topics such as social networks and creativity in the workplace.
Journal of Management & Organization: Readers of this international publication explore global insights used to oversee organizations. Articles touch on a variety of disciplines, including political science and sociology, and cater to readers who work in fields like education and consulting.
International Journal of Business and Psychology: This peer-reviewed journal uses a variety of research methodologies to examine business psychology. Articles review theory and literature for insights on improving workplace atmospheres and productivity. This online resource is published twice a year.
Group Dynamics: Theory, Research, and Practice: APA publishes this quarterly journal, which includes reports, literature reviews, and articles that examine group dynamics. This exploration considers group traits in different settings, such as therapy sessions, classrooms, and friendships. APA also offers special issues of this journal on topics such as trauma survivor interventions and dynamics for online communication.
Personnel Psychology: This publication covers workplace organization in relation to hiring and managing employees. The journal emphasizes strategies for leadership, such as motivational and behavioral management techniques, and addresses cross-cultural factors in diverse workplaces. Issues may also include book reviews on organizational and business psychology texts.
Organizational Behavior and Human Decision Processes: Readers can access articles on making choices for organizations based on organizational structure and psychology. This publication also covers the influence of emotion and perception on workplace morale, as well as methods for improving individual and group employee performances.
Frequently Asked Questions
Most psychology careers require a postsecondary degree; earning a degree can also increase your salary. High school graduates, for instance, earn weekly median wages of around $710, while bachelor's degree-holders earn about $1,170. These equate to yearly salaries of around $35,000 and $58,000, respectively. Based on career opportunities and income, an organizational psychology degree is worth pursuing.
Many careers related to organizational psychology are projected to grow in the coming years. For example, the BLS projects that training and development specialist positions will grow by 9% from 2019-2029. Likewise, management analyst positions are projected to grow by 11%. The BLS considers these projected growth rates to be much faster than average.
Careers in organizational psychology include positions where professionals manage employee relations or improve workplace productivity. These positions include human resources manager and labor relations specialist. Individuals can also pursue advanced degrees and licenses or certifications to work as an industrial-organizational or clinical psychologist. Market research analyst and survey researcher are a couple other career options.
Industrial-organizational psychologists earn a mean annual salary of $111,150, while human resources managers earn an average income of almost $130,000 per year. Keep in mind that your location and industry can have a significant impact on your earnings.
Read More About Organizational Psychology on BestColleges
BestColleges.com is an advertising-supported site. Featured or trusted partner programs and all school search, finder, or match results are for schools that compensate us. This compensation does not influence our school rankings, resource guides, or other editorially-independent information published on this site.
Compare your school options.
View the most relevant school for your interests and compare them by tuition, programs, acceptance rate, and other factors important to find your college home.