Industrial-Organizational Psychologists
Tasks Include:
- Develop and implement employee selection or placement programs.
- Analyze job requirements and content to establish criteria for classification, selection, training, and other related personnel functions.
- Observe and interview workers to obtain information about the physical, mental, and educational requirements of jobs, as well as information about aspects such as job satisfaction.
- Write reports on research findings and implications to contribute to general knowledge or to suggest potential changes in organizational functioning.
- Advise management concerning personnel, managerial, and marketing policies and practices and their potential effects on organizational effectiveness and efficiency.
- Identify training and development needs.
- Conduct research studies of physical work environments, organizational structures, communication systems, group interactions, morale, or motivation to assess organizational functioning.
more »
The data sources for the information displayed here include: O*NET™; US Department of Labor (BLS); Virginia Workforce Connection. (Using onet28)
Projections Quick View:
Virginia: -13.3%
National: +3.4%
Education
Master's Degree
Job Zone:
Five: Extensive Preparation Needed
Income Range:
Highest ($50,000 and up)
Median Earnings:
National
$139,280.00
State
No Data
Regional
Industrial-Organizational Psychologists
Description
Career Cluster: | Human Services |
Apply principles of psychology to human resources, administration, management, sales, and marketing problems. Activities may include policy planning; employee testing and selection, training, and development; and organizational development and analysis. May work with management to organize the work setting to improve worker productivity.
The data sources for the information displayed here include: O*NET™. (Using onet28)
Industrial-Organizational Psychologists
Education
Required Level of Education
- Master's Degree = 57.69%
- Doctoral Degree = 30.77%
- Some College Courses = 3.85%
- Associate's Degree (or other 2-year degree) = 3.85%
- Bachelor's Degree = 3.85%
Related Work Experience
- Over 2 years, up to and including 4 years = 26.92%
- Over 4 years, up to and including 6 years = 23.08%
- Over 3 months, up to and including 6 months = 15.38%
- Over 1 year, up to and including 2 years = 15.38%
- Over 6 months, up to and including 1 year = 11.54%
- None = 3.85%
- Over 8 years, up to and including 10 years = 3.85%
On-Site or In-Plant Training
- None = 42.31%
- Up to and including 1 month = 23.08%
- Over 1 month, up to and including 3 months = 15.38%
- Over 3 months, up to and including 6 months = 7.69%
- Over 2 years, up to and including 4 years = 7.69%
- Over 6 months, up to and including 1 year = 3.85%
On-the-Job Training
- Anything beyond short demonstration, up to and including 1 month = 26.92%
- None or short demonstration = 19.23%
- Over 1 month, up to and including 3 months = 15.38%
- Over 3 months, up to and including 6 months = 15.38%
- Over 6 months, up to and including 1 year = 11.54%
- Over 1 year, up to and including 2 years = 7.69%
- Over 2 years, up to and including 4 years = 3.85%
The data sources for the information displayed here include: O*NET™. (Using onet28)
Industrial-Organizational Psychologists
Tasks
Core Tasks Include:
- Develop and implement employee selection or placement programs.
- Analyze job requirements and content to establish criteria for classification, selection, training, and other related personnel functions.
- Observe and interview workers to obtain information about the physical, mental, and educational requirements of jobs, as well as information about aspects such as job satisfaction.
- Write reports on research findings and implications to contribute to general knowledge or to suggest potential changes in organizational functioning.
- Advise management concerning personnel, managerial, and marketing policies and practices and their potential effects on organizational effectiveness and efficiency.
- Identify training and development needs.
- Conduct research studies of physical work environments, organizational structures, communication systems, group interactions, morale, or motivation to assess organizational functioning.
- Formulate and implement training programs, applying principles of learning and individual differences.
- Develop interview techniques, rating scales, and psychological tests used to assess skills, abilities, and interests for the purpose of employee selection, placement, or promotion.
- Assess employee performance.
- Study organizational effectiveness, productivity, and efficiency, including the nature of workplace supervision and leadership.
- Facilitate organizational development and change.
- Analyze data, using statistical methods and applications, to evaluate the outcomes and effectiveness of workplace programs.
- Counsel workers about job and career-related issues.
- Conduct presentations on research findings for clients or at research meetings.
- Provide expert testimony in employment lawsuits.
- Review research literature to remain current on psychological science issues.
- Conduct individual assessments, including interpreting measures and providing feedback for selection, placement, or promotion.
- Write articles, white papers, or reports to share research findings and educate others.
- Develop new business by contacting potential clients, making sales presentations, and writing proposals.
- Train clients to administer human resources functions, including testing, selection, and performance management.
- Coach senior executives and managers on leadership and performance.
- Provide advice on best practices and implementation for selection.
Supplemental Tasks Include:
- Study consumers' reactions to new products and package designs, and to advertising efforts, using surveys and tests.
- Participate in mediation and dispute resolution.
The data sources for the information displayed here include: O*NET™. (Using onet28)
Industrial-Organizational Psychologists
Tools and Technology
Tools Include:
- Scanners (Data input scanners)
- Desktop computers
- Notebook computers (Laptop computers)
- Liquid crystal display projector (Liquid crystal display LCD video projectors)
- Personal computers
- High capacity removable media drives (Universal serial bus USB flash drives)
Technologies Include:
- Analytical or scientific software
- Assessment Systems Corporation XCALIBRE
- Muthen & Muthen MPlus
- Psychometric testing software
- SAS software
- Scientific Software International BILOG-MG
- Scientific Software International HLM
- Scientific Software International LISREL
- Scientific Software International MULTILOG
- Scientific Software International PARSCALE
- Scientific Software International TESTFACT
- SPSS software
- Winsteps
- Charting software
- Microsoft Office Visio
- Data base user interface and query software
- Microsoft Access
- Document management software
- Adobe Systems Adobe Acrobat software
- Electronic mail software
- Microsoft Outlook
- Enterprise resource planning ERP software
- Oracle PeopleSoft
- Human resources software
- Human resource information system HRIS software
- Internet browser software
- Web browser software
- Office suite software
- Microsoft Office software
- Presentation software
- Microsoft PowerPoint
- Project management software
- Microsoft Project
- Spreadsheet software
- Microsoft Excel
- Web platform development software
- Hypertext markup language HTML
- Word processing software
- Microsoft Word
The data sources for the information displayed here include: O*NET™. (Using onet28)
Industrial-Organizational Psychologists
Special Requirements
To become licensed as a psychologist, applicants must meet the following requirements:
Education requirements for clinical psychologists:
A. The applicant shall hold a doctorate from a professional psychology program in a regionally accredited university, which was accredited by the APA within four years after the applicant graduated from the program, or shall meet the requirements of subsection B of this section.
And:
B. If the applicant does not hold a doctorate from an APA accredited program, the applicant shall hold a doctorate from a professional psychology program which documents that it offers education and training which prepares individuals for the practice of clinical psychology.
Supervision Requirements:
A. Internship requirement.
LICENSURE BY ENDORSEMENT:
A. Every applicant for licensure by endorsement shall submit in one package:
EXAM:
A. An applicant for clinical or school psychologist licensure enrolled in an approved residency training program required who has met all requirements for licensure except completion of that program shall be eligible to take both the national and state written examinations.
RENEWAL:
Every license issued by the board shall expire each year on June 30.
Continuing education course requirements for renewal of an active license:
LATE RENEWAL:
- A person whose license has expired may renew it within one year after its expiration date by paying the penalty fee prescribed and the license renewal fee for the year the license was not renewed.
REINSTATEMENT:
A person whose license has not been renewed for one year or more and who wishes to resume practice shall:
1. Present evidence to the board of having met all applicable continuing education requirements equal to the number of years the license has lapsed, not to exceed four years;
2. Pay the reinstatement fee and
3. Submit verification of any professional certification or licensure obtained in any other jurisdiction subsequent to the initial application for licensure.
REACTIVATION OF AN INACTIVE LICENSE:
A psychologist wishing to reactivate an inactive license shall submit :
- The renewal fee for active licensure minus any fee already paid for inactive licensure renewal, and;
- Document completion of continued competency hours equal to the number of years the license has been inactive, not to exceed four years.
Required Fees:
1. Registration of residency - $50 (per residency request)
2. Add or change supervisor - $25
3. Application processing and initial licensure - $200
4. Annual renewal of active license - $140
5. Annual renewal of inactive license - $70
6. Late renewal - $50
7. Verification of licensure to another jurisdiction - $25
8. Duplicate license - $5
9. Additional or replacement wall certificate - $15
10. Returned check - $35
11. Reinstatement of a lapsed license - $270
12. Reinstatement following revocation or suspension - $500
The fee for review of a continuing education provider seeking board approval shall be $200.
For More Information, Contact:
Virginia Department Of Health Professions
Board Of Psychology
6603 West Broad St., 5th Floor
Richmond, VA 23230-1712
Phone: 804.662.9913
TTY: 804.662.7197
Fax: 804.662.7250
[email protected]
The data sources for the information displayed here include: Virginia Career VIEW Research. (Using onet28)
Industrial-Organizational Psychologists
Additional Resources
For information on careers, educational requirements, financial assistance, and licensing in all fields of psychology, contact:
American Psychological Association
Research Office and Education in Psychology and Accreditation Offices
750 1st St. , NE
Washington, DC 20002
http://www.apa.org
For information on careers, educational requirements, certification, and licensing of school psychologists, contact:
National Association of School Psychologists
4030 East West Hwy.
Suite 402
Bethesda, MD 20814
http://www.nasponline.org
Information about State licensing requirements is available from:
Association of State and Provincial Psychology Boards
P.O. Box 241245
Montgomery, AL 36124-1245
http://www.asppb.org
Information on obtaining a position as a psychologist with the Federal Government is available from the Office of Personnel Management through a telephone-based system. Consult your telephone directory under U.S. Government for a local number or call (912) 757-3000; Federal Relay Service: (800) 877-8339 The first number is not tollfree and charges may result. Information also is available from the Internet site:
http://www.opm.gov/qualifications/Standards/IORs/gs1900/1980b.htm
The data sources for the information displayed here include: Virginia Career VIEW Research. (Using onet28)
Industrial-Organizational Psychologists
Knowledge
% | Subject | Description |
---|---|---|
98.00 | Personnel and Human Resources | Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems. |
95.25 | Psychology | Knowledge of human behavior and performance; individual differences in ability, personality, and interests; learning and motivation; psychological research methods; and the assessment and treatment of behavioral and affective disorders. |
86.50 | Education and Training | Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects. |
76.00 | Administration and Management | Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources. |
75.00 | Mathematics | Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications. |
69.00 | English Language | Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar. |
65.50 | Customer and Personal Service | Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction. |
59.00 | Law and Government | Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process. |
58.75 | Sociology and Anthropology | Knowledge of group behavior and dynamics, societal trends and influences, human migrations, ethnicity, cultures, and their history and origins. |
55.75 | Computers and Electronics | Knowledge of circuit boards, processors, chips, electronic equipment, and computer hardware and software, including applications and programming. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Industrial-Organizational Psychologists
Skills
% | Subject | Description |
---|---|---|
84.50 | Reading Comprehension | Understanding written sentences and paragraphs in work-related documents. |
84.50 | Active Listening | Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times. |
81.25 | Writing | Communicating effectively in writing as appropriate for the needs of the audience. |
78.00 | Speaking | Talking to others to convey information effectively. |
78.00 | Critical Thinking | Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems. |
78.00 | Judgment and Decision Making | Considering the relative costs and benefits of potential actions to choose the most appropriate one. |
75.00 | Complex Problem Solving | Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions. |
75.00 | Systems Evaluation | Identifying measures or indicators of system performance and the actions needed to improve or correct performance, relative to the goals of the system. |
72.00 | Active Learning | Understanding the implications of new information for both current and future problem-solving and decision-making. |
72.00 | Monitoring | Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action. |
72.00 | Social Perceptiveness | Being aware of others' reactions and understanding why they react as they do. |
72.00 | Systems Analysis | Determining how a system should work and how changes in conditions, operations, and the environment will affect outcomes. |
68.75 | Science | Using scientific rules and methods to solve problems. |
68.75 | Coordination | Adjusting actions in relation to others' actions. |
68.75 | Persuasion | Persuading others to change their minds or behavior. |
65.50 | Learning Strategies | Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things. |
65.50 | Instructing | Teaching others how to do something. |
65.50 | Time Management | Managing one's own time and the time of others. |
62.50 | Mathematics | Using mathematics to solve problems. |
62.50 | Operations Analysis | Analyzing needs and product requirements to create a design. |
59.50 | Service Orientation | Actively looking for ways to help people. |
59.50 | Management of Personnel Resources | Motivating, developing, and directing people as they work, identifying the best people for the job. |
56.25 | Negotiation | Bringing others together and trying to reconcile differences. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Industrial-Organizational Psychologists
Abilities
% | Subject | Description |
---|---|---|
84.50 | Written Comprehension | The ability to read and understand information and ideas presented in writing. |
84.50 | Oral Expression | The ability to communicate information and ideas in speaking so others will understand. |
81.25 | Oral Comprehension | The ability to listen to and understand information and ideas presented through spoken words and sentences. |
81.25 | Written Expression | The ability to communicate information and ideas in writing so others will understand. |
78.00 | Deductive Reasoning | The ability to apply general rules to specific problems to produce answers that make sense. |
78.00 | Inductive Reasoning | The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events). |
75.00 | Problem Sensitivity | The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing that there is a problem. |
75.00 | Information Ordering | The ability to arrange things or actions in a certain order or pattern according to a specific rule or set of rules (e.g., patterns of numbers, letters, words, pictures, mathematical operations). |
75.00 | Speech Clarity | The ability to speak clearly so others can understand you. |
75.00 | Speech Recognition | The ability to identify and understand the speech of another person. |
72.00 | Fluency of Ideas | The ability to come up with a number of ideas about a topic (the number of ideas is important, not their quality, correctness, or creativity). |
72.00 | Originality | The ability to come up with unusual or clever ideas about a given topic or situation, or to develop creative ways to solve a problem. |
72.00 | Mathematical Reasoning | The ability to choose the right mathematical methods or formulas to solve a problem. |
68.75 | Category Flexibility | The ability to generate or use different sets of rules for combining or grouping things in different ways. |
68.75 | Near Vision | The ability to see details at close range (within a few feet of the observer). |
53.00 | Number Facility | The ability to add, subtract, multiply, or divide quickly and correctly. |
53.00 | Selective Attention | The ability to concentrate on a task over a period of time without being distracted. |
50.00 | Far Vision | The ability to see details at a distance. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Industrial-Organizational Psychologists
Work Activities
% | Subject | Description |
---|---|---|
94.00 | Providing Consultation and Advice to Others | Providing guidance and expert advice to management or other groups on technical, systems-, or process-related topics. |
93.25 | Getting Information | Observing, receiving, and otherwise obtaining information from all relevant sources. |
92.00 | Making Decisions and Solving Problems | Analyzing information and evaluating results to choose the best solution and solve problems. |
91.00 | Establishing and Maintaining Interpersonal Relationships | Developing constructive and cooperative working relationships with others, and maintaining them over time. |
90.50 | Interpreting the Meaning of Information for Others | Translating or explaining what information means and how it can be used. |
90.00 | Analyzing Data or Information | Identifying the underlying principles, reasons, or facts of information by breaking down information or data into separate parts. |
89.00 | Working with Computers | Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information. |
88.50 | Communicating with Supervisors, Peers, or Subordinates | Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person. |
87.00 | Processing Information | Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data. |
84.00 | Updating and Using Relevant Knowledge | Keeping up-to-date technically and applying new knowledge to your job. |
84.00 | Organizing, Planning, and Prioritizing Work | Developing specific goals and plans to prioritize, organize, and accomplish your work. |
83.00 | Coaching and Developing Others | Identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills. |
79.00 | Training and Teaching Others | Identifying the educational needs of others, developing formal educational or training programs or classes, and teaching or instructing others. |
78.00 | Developing Objectives and Strategies | Establishing long-range objectives and specifying the strategies and actions to achieve them. |
76.00 | Communicating with People Outside the Organization | Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail. |
74.00 | Evaluating Information to Determine Compliance with Standards | Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards. |
73.00 | Developing and Building Teams | Encouraging and building mutual trust, respect, and cooperation among team members. |
72.00 | Documenting/Recording Information | Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form. |
71.25 | Judging the Qualities of Objects, Services, or People | Assessing the value, importance, or quality of things or people. |
67.75 | Staffing Organizational Units | Recruiting, interviewing, selecting, hiring, and promoting employees in an organization. |
66.25 | Identifying Objects, Actions, and Events | Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events. |
66.00 | Thinking Creatively | Developing, designing, or creating new applications, ideas, relationships, systems, or products, including artistic contributions. |
65.00 | Coordinating the Work and Activities of Others | Getting members of a group to work together to accomplish tasks. |
65.00 | Guiding, Directing, and Motivating Subordinates | Providing guidance and direction to subordinates, including setting performance standards and monitoring performance. |
60.00 | Selling or Influencing Others | Convincing others to buy merchandise/goods or to otherwise change their minds or actions. |
60.00 | Resolving Conflicts and Negotiating with Others | Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others. |
56.50 | Scheduling Work and Activities | Scheduling events, programs, and activities, as well as the work of others. |
50.00 | Performing Administrative Activities | Performing day-to-day administrative tasks such as maintaining information files and processing paperwork. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Industrial-Organizational Psychologists
Work Styles
% | Subject | Description |
---|---|---|
92.25 | Analytical Thinking | Job requires analyzing information and using logic to address work-related issues and problems. |
91.25 | Integrity | Job requires being honest and ethical. |
88.50 | Initiative | Job requires a willingness to take on responsibilities and challenges. |
85.50 | Dependability | Job requires being reliable, responsible, and dependable, and fulfilling obligations. |
84.50 | Achievement/Effort | Job requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks. |
84.50 | Attention to Detail | Job requires being careful about detail and thorough in completing work tasks. |
83.75 | Persistence | Job requires persistence in the face of obstacles. |
82.75 | Adaptability/Flexibility | Job requires being open to change (positive or negative) and to considerable variety in the workplace. |
78.75 | Cooperation | Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude. |
77.00 | Independence | Job requires developing one's own ways of doing things, guiding oneself with little or no supervision, and depending on oneself to get things done. |
76.00 | Leadership | Job requires a willingness to lead, take charge, and offer opinions and direction. |
76.00 | Self-Control | Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations. |
73.00 | Stress Tolerance | Job requires accepting criticism and dealing calmly and effectively with high-stress situations. |
69.25 | Concern for Others | Job requires being sensitive to others' needs and feelings and being understanding and helpful on the job. |
65.50 | Innovation | Job requires creativity and alternative thinking to develop new ideas for and answers to work-related problems. |
56.75 | Social Orientation | Job requires preferring to work with others rather than alone, and being personally connected with others on the job. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Industrial-Organizational Psychologists
Work Values
% | Subject | Description |
---|---|---|
86.17 | Working Conditions | Occupations that satisfy this work value offer job security and good working conditions. Corresponding needs are Activity, Compensation, Independence, Security, Variety and Working Conditions. |
83.33 | Relationships | Occupations that satisfy this work value allow employees to provide service to others and work with co-workers in a friendly non-competitive environment. Corresponding needs are Co-workers, Moral Values and Social Service. |
77.83 | Achievement | Occupations that satisfy this work value are results oriented and allow employees to use their strongest abilities, giving them a feeling of accomplishment. Corresponding needs are Ability Utilization and Achievement. |
77.83 | Independence | Occupations that satisfy this work value allow employees to work on their own and make decisions. Corresponding needs are Creativity, Responsibility and Autonomy. |
66.67 | Support | Occupations that satisfy this work value offer supportive management that stands behind employees. Corresponding needs are Company Policies, Supervision: Human Relations and Supervision: Technical. |
61.17 | Recognition | Occupations that satisfy this work value offer advancement, potential for leadership, and are often considered prestigious. Corresponding needs are Advancement, Authority, Recognition and Social Status. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Industrial-Organizational Psychologists
Work Context
% | Subject | Description |
---|---|---|
99.20 | Electronic Mail | How often do you use electronic mail in this job? |
95.20 | Face-to-Face Discussions | How often do you have to have face-to-face discussions with individuals or teams in this job? |
91.60 | Structured versus Unstructured Work | To what extent is this job structured for the worker, rather than allowing the worker to determine tasks, priorities, and goals? |
91.20 | Telephone | How often do you have telephone conversations in this job? |
90.00 | Work With Work Group or Team | How important is it to work with others in a group or team in this job? |
88.40 | Freedom to Make Decisions | How much decision making freedom, without supervision, does the job offer? |
88.40 | Spend Time Sitting | How much does this job require sitting? |
87.60 | Indoors, Environmentally Controlled | How often does this job require working indoors in environmentally controlled conditions? |
84.60 | Contact With Others | How much does this job require the worker to be in contact with others (face-to-face, by telephone, or otherwise) in order to perform it? |
84.60 | Importance of Being Exact or Accurate | How important is being very exact or highly accurate in performing this job? |
84.60 | Impact of Decisions on Co-workers or Company Results | What results do your decisions usually have on other people or the image or reputation or financial resources of your employer? |
82.40 | Coordinate or Lead Others | How important is it to coordinate or lead others in accomplishing work activities in this job? |
74.60 | Time Pressure | How often does this job require the worker to meet strict deadlines? |
72.40 | Frequency of Decision Making | How frequently is the worker required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization? |
72.00 | Responsibility for Outcomes and Results | How responsible is the worker for work outcomes and results of other workers? |
65.40 | Level of Competition | To what extent does this job require the worker to compete or to be aware of competitive pressures? |
64.60 | Deal With External Customers | How important is it to work with external customers or the public in this job? |
61.60 | Letters and Memos | How often does the job require written letters and memos? |
61.60 | Public Speaking | How often do you have to perform public speaking in this job? |
57.60 | Consequence of Error | How serious would the result usually be if the worker made a mistake that was not readily correctable? |
55.40 | Physical Proximity | To what extent does this job require the worker to perform job tasks in close physical proximity to other people? |
54.60 | Frequency of Conflict Situations | How often are there conflict situations the employee has to face in this job? |
50.00 | Importance of Repeating Same Tasks | How important is repeating the same physical activities (e.g., key entry) or mental activities (e.g., checking entries in a ledger) over and over, without stopping, to performing this job? |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Industrial-Organizational Psychologists
Job Zone Five: Extensive Preparation Needed
- Overall Experience
- Extensive skill, knowledge, and experience are needed for these occupations. Many require more than five years of experience. For example, surgeons must complete four years of college and an additional five to seven years of specialized medical training to be able to do their job.
- Job Training
- Employees may need some on-the-job training, but most of these occupations assume that the person will already have the required skills, knowledge, work-related experience, and/or training.
- Examples
- These occupations often involve coordinating, training, supervising, or managing the activities of others to accomplish goals. Very advanced communication and organizational skills are required. Examples include pharmacists, lawyers, astronomers, biologists, clergy, physician assistants, and veterinarians.
- Education
- Most of these occupations require graduate school. For example, they may require a master's degree, and some require a Ph.D., M.D., or J.D. (law degree).
The data sources for the information displayed here include: O*NET™. (Using onet28)
Industrial-Organizational Psychologists
Earnings Benefits*
Region | Entry Level | Median | Experienced |
---|---|---|---|
United States | $72,490.00 | $139,280.00 | $209,630.00 |
Virginia | No Data | No Data | No Data |
Region | Entry Level | Median | Experienced |
Alexandria/Arlington | No Data | No Data | No Data |
Bay Consortium | No Data | No Data | No Data |
Capital Region Workforce Partnership | No Data | No Data | No Data |
Central VA/Region2000 | No Data | No Data | No Data |
Crater Area | No Data | No Data | No Data |
Greater Peninsula | No Data | No Data | No Data |
Hampton Roads | No Data | No Data | No Data |
New River/Mt. Rogers | No Data | No Data | No Data |
Northern Virginia | No Data | No Data | No Data |
Piedmont Workforce | No Data | No Data | No Data |
Shenandoah Valley | No Data | No Data | No Data |
South Central | No Data | No Data | No Data |
Southwestern Virginia | No Data | No Data | No Data |
West Piedmont | No Data | No Data | No Data |
Western Virginia | No Data | No Data | No Data |
* Earnings Calculations:
Regional Earnings:
Entry = Annual mean of the lower 1/3 wage distribution;
Experienced = Annual mean of the upper 2/3 wage distribution.
National and State Earnings:
Entry = Annual 10th percentile wage;
Experienced = Annual 75th percentile wage.
The data sources for the information displayed here include: US Department of Labor (BLS); Virginia Workforce Connection. (Using onet28)
Industrial-Organizational Psychologists
Employment Projections
Current | Projected | % Change | |
---|---|---|---|
United States | 2,900 | 3,000 | +3.4% |
Virginia | 563 | 488 | -13.3% |
Region | Current* | Projected | % Change |
Alexandria/Arlington | 506 | 420 | -17.0% |
Bay Consortium | No Data | No Data | No Data |
Capital Region Workforce Partnership | No Data | No Data | No Data |
Central VA/Region2000 | No Data | No Data | No Data |
Crater Area | No Data | No Data | No Data |
Greater Peninsula | No Data | No Data | No Data |
Hampton Roads | No Data | No Data | No Data |
New River/Mt. Rogers | No Data | No Data | No Data |
Northern Virginia | No Data | No Data | No Data |
Piedmont Workforce | No Data | No Data | No Data |
Shenandoah Valley | No Data | No Data | No Data |
South Central | No Data | No Data | No Data |
Southwestern Virginia | No Data | No Data | No Data |
West Piedmont | No Data | No Data | No Data |
Western Virginia | No Data | No Data | No Data |
The data sources for the information displayed here include: US Department of Labor (BLS); Virginia Workforce Connection. (Using onet28)
Industrial-Organizational Psychologists
Related Occupations
Related Occupations
The related occupations here have similar general capabilities and interests; career explorers may also be interested in the related occupations:- Management Analysts
- Training and Development Managers
- Human Resources Managers
- Human Resources Specialists
- Training and Development Specialists
- Clinical Neuropsychologists
- Instructional Coordinators
- Rehabilitation Counselors
- School Psychologists
- Business Teachers, Postsecondary
- Neuropsychologists
- Social and Community Service Managers
- Clinical and Counseling Psychologists
- Human Resources Assistants, Except Payroll and Timekeeping
- Education Teachers, Postsecondary
- Sociologists
- Social Science Research Assistants
- Social Work Teachers, Postsecondary
- Psychology Teachers, Postsecondary
- Educational, Guidance, and Career Counselors and Advisors
Careers in Counseling & Mental Health Services Pathway:
- Clinical and Counseling Psychologists
- Clinical Neuropsychologists
- Counselors, All Other
- Industrial-Organizational Psychologists
- Marriage and Family Therapists
- Mental Health and Substance Abuse Social Workers
- Mental Health Counselors
- Neuropsychologists
- Psychologists, All Other
- Rehabilitation Counselors
- School Psychologists
- Substance Abuse and Behavioral Disorder Counselors
The data sources for the information displayed here include: O*NET™. (Using onet28)
Industrial-Organizational Psychologists
View Videos
CareerOneStop Video
View Video & Transcript on CareerOneStop
CareerOneStop Human Services Videos
Overview
Occupations
The data sources for the information displayed here include: New York State Department of Labor; New Jersey Department of Labor; California Occupational Information Coordinating Committee; CareerOneStop. (Using onet28)
Industrial-Organizational Psychologists
Military Training
The following military job classifications are available for this occupation:
- Manpower and Personnel
The data sources for the information displayed here include: Defense Manpower Data Center. (Using onet28)
Industrial-Organizational Psychologists
Proficiency Ratings
These proficiencies are scored on a scale from 1 to 5 with 1 being not
important to the job and 5 being extremely important to the job.
The data sources for the information displayed here include: O*NET™. (Using onet28)
Industrial-Organizational Psychologists
Titles
- Assessment Services Manager
- Consultant
- Consulting Psychologist
- Consulting Services Director
- Customer Leader
- Engineering Psychologist
- Executive Coach
- Human Performance Consultant
- Human Resources Consultant (HR Consultant)
- Human Resources Psychologist
- I/O Psychologist
- Industrial Organizational Psychologist
- Industrial Psychologist
- Industrial/Organizational Psychologist (I/O Psychologist)
- Instructional Systems Design Consultant (ISD Consultant)
- Management Consultant
- Management Psychologist
- Occupational Psychologist
- Organizational Consultant
- Organizational Development Consultant
- Organizational Development Manager
- Organizational Development Specialist
- Organizational Effectiveness Director
- Organizational Psychologist
- Organizational Research Consultant
- Personnel Research Psychologist
- Personnel Research Scientist
- Policy Advisor
- Policy Officer
- Program Evaluation Consultant
- Psychology Professor
- Research Scientist
- Staffing Consultant
The data sources for the information displayed here include: O*NET™. (Using onet28)
Industrial-Organizational Psychologists
Related Schools
- Averett University
- Bluefield University
- Bridgewater College
- Brightpoint Community College
- Christopher Newport University
- Divine Mercy University
- Eastern Mennonite University
- Emory & Henry College
- Ferrum College
- George Mason University
- Hampden-Sydney College
- Hampton University
- Hollins University
- James Madison University
- Liberty University
- Longwood University
- Mary Baldwin University
- Marymount University
- Norfolk State University
- Northern Virginia Community College
- Old Dominion University
- Radford University
- Randolph College
- Randolph-Macon College
- Regent University
- Roanoke College
- Shenandoah University
- South University-Richmond
- South University-Virginia Beach
- Southern Virginia University
- Sweet Briar College
- University of Lynchburg
- University of Mary Washington
- University of Richmond
- University of Virginia-Main Campus
- Virginia Commonwealth University
- Virginia Military Institute
- Virginia Polytechnic Institute and State University
- Virginia State University
- Virginia Union University
- Virginia Wesleyan University
- William & Mary
The data sources for the information displayed here include: O*NET™. (Using onet28)