Industrial-occupational psychology is fastest growing field
The Occupational Outlook Handbook, issued by the Bureau of Labor Statistics (BLS), predicts that industrial-occupational (I-O) psychology will be one of the fastest growing psychology fields between 2018 and 2028. Practitioners pointed out that I-O psychology will become increasingly important as the business landscape evolves, requiring companies to find more effective and efficient ways to operate.
Cathleen Swody, Ph.D, partner and director of assessment at Thrive Leadership in Hartford, Conn. explained that I-O psychology takes principles and psychological research and applies them to the workplace. The discipline addresses a variety of issues including improving company and employee performance; leadership development; employee hiring, promoting and engagement; and others.
While business in general has relied on assistance from I-O psychologists, the pandemic has introduced new challenges, but also new opportunities, to make a difference in the workplace. Business leaders/owners need to pay close attention to supporting employees who may be experiencing pandemic-related distress.
John C. Scott, Ph.D, chief operating officer of APTMetrics, Inc. in Westport, Connecticut.
And remote workers have become part of the new normal and need to be handled fairly as part of change management. “Employers have to understand how to connect with remote workers and make them feel productive,” Swody said. “People check out after so many Zoom meetings.”
John C. Scott, Ph.D, chief operating officer, APTMetrics, Inc. in Westport, Connecticut, focuses on the development of talent management and assessment. Part of that process involves identifying the “unique characteristics that make people a good fit for a position,” he said.
Scott creates an “immersive stimulation” experience through a high-quality, professionally created interactive video complete with music, real actors and dramatic effects. Employees are immersed in a “day-in-the-life,” during which he or she faces a challenging work scenario.
“There is a sense of psychological urgency,” he said.
For example, the employee assumes the role of CEO in an energy company.
During a staged daily briefing, the company experiences a cyberattack on its nuclear plant. The person has to record a town hall meeting that addresses the attack, while still dealing with day-to-day business.
The employee’s response to the manufactured situation, together with feedback from managers, supervisors, and peers, enables Scott to provide scientifically oriented and data driven predictions regarding the employee’s readiness for promotion.
Scott also works with attorneys, providing advice and counseling during litigation regarding any number of fair employee practices, from hiring and promotion to pay and treatment on the job.
Flip Brown, master’s level psychologist and owner of Business Culture Consultants in Burlington, Vermont.
Flip Brown, master’s level psychologist and owner of Business Culture Consultants in Burlington, Vermont, draws upon his dual background as a former executive in the ski industry and a licensed clinician. Combining business acumen with clinical experience, he connects “the messiness and mystery in the workplace.” A “psychologically informed coach and team facilitator,” he works with entrepreneurs who believe that business is a source for good.
Brown helps business leaders look at explicit and implicit communication patterns and behaviors. “In the milieu of the business and with a backstage pass, I can see what goes on behind the scenes,” he said. “Some cultures espouse certain values, but the leaders don’t consistently demonstrate them. This is at the root of a dysfunctional culture.”
Brown emphasizes that leaders need to be cognizant and willing to use best practices regarding diversity, equity and, inclusion.
He brings awareness of social issues into his business and noted that environmental practices, activism, and attention to climate change should drive the way businesses operate.
He uses a holistic approach when assessing behavior within an individual and the company. “My clients believe that business is more relational than transactional.”
Suzanne Devlin, Ph.D, chair, Organizational and Leadership Psychology.
William James College offers an 11-month accelerated master’s in I-O psychology as well as a four-year doctoral level degree, according to Suzanne Devlin, Ph.D, chair, Organizational and Leadership Psychology.
The master’s program requires 80 hours of field work while the Psy.D program requires 900 hours.
Internships are one of the hallmarks of an experiential education. Seminars and practicum are based on action learning theory, Devlin noted. During a practicum, students meet weekly with peer leaders and supervisors while also learning to peer consult.
“This is a great way of problem solving and brainstorming,” she said.
Devlin said that to succeed in this field, students must be value/ethics driven, change-oriented and dedicated to social justice.
“Most important is to want to change the organization for the better,” she added. “I-O psychologists help an organization find and live their values in a more humanized workplace. They are behavioral scientists looking for valid data.”
As the business landscape changes, leaders cannot continue to make decisions without considering multiple points of view, according to Devlin. I-O psychologists are trained to ask the right questions and help teach the leader how to solve his or her own problems.
Margaret M. McClure, Ph.D., Elizabeth DeCamp McInerney chair in Health Sciences.
Fairfield University in Connecticut also offers a Master’s I-O program and an accelerated five-year option for undergraduate students. According to Margaret M. McClure, Ph.D., Elizabeth DeCamp McInerney chair in Health Sciences, the program focuses on applied studies that effectively prepare students to enter the workforce upon completion.
Students are exposed to all aspects of this niche area from training and development to survey design and performance coaching, to name a few, McClure said. “The coursework across the board is applied and students have an opportunity to practice the utilization of skills.”
Internships are also critical to the student’s academic foundation. Fairfield students have completed field work at a variety of work environments, including Bayer Corporation; Cendant Mobility; Columbia University; Deloitte; IBM; MasterCard Worldwide; Merrill Lynch; Oxford Health Plans; Pepperidge Farm; Sara Lee Corporation; Shell Oil Company; The College Board; Toyota Financial; and the U.S. Department of Justice.
For those considering a career as an I-O psychologist, Brown cited the importance of strong interpersonal relationships. “The client’s values and yours should align so you can make connections and build relationships,” he said. “Business should have a role in changing the world for the better.”
Swody added that anyone interested in I-O psychology should possess critical thinking, integrity, curiosity and good communication skills. “You have to have an ethical backbone, have a passion for helping people and a deep understanding of human behavior,” she said, noting that a perceived situation may not actually be what a leader thinks it is. “You have to dig in at the beginning to see what the problem is and build trust, demonstrate credibility, and confidentiality.”