Career Profile: Industrial-Organizational Psychologists

Salary and Outlook

According to the US Department of Labor, there are 2,900 people employed as industrial-organizational psychologists in the United States. The median annual salary is $105,310. Entry level employees earn approximately $63,750 per year and senior employees earn approximately $168,300 per year.

Estimates do not include other potential benefits such as health insurance, overtime, or retirement benefits that may be offered by employers.

Job Duties

• Provide advice on best practices and implementation for selection.
• Counsel workers about job and career-related issues.
• Advise management concerning personnel, managerial, and marketing policies and practices and their potential effects on organizational effectiveness and efficiency.
• Formulate and implement training programs, applying principles of learning and individual differences.
• Conduct research studies of physical work environments, organizational structures, communication systems, group interactions, morale, or motivation to assess organizational functioning.
• Conduct presentations on research findings for clients or at research meetings.
• Provide expert testimony in employment lawsuits.
• Study consumers' reactions to new products and package designs, and to advertising efforts, using surveys and tests.
• Review research literature to remain current on psychological science issues.
• Write reports on research findings and implications to contribute to general knowledge or to suggest potential changes in organizational functioning.
• Participate in mediation and dispute resolution.
• Analyze data, using statistical methods and applications, to evaluate the outcomes and effectiveness of workplace programs.
• Develop interview techniques, rating scales, and psychological tests used to assess skills, abilities, and interests for the purpose of employee selection, placement, or promotion.
• Develop and implement employee selection or placement programs.
• Identify training and development needs.
• Train clients to administer human resources functions including testing, selection, and performance management.
• Facilitate organizational development and change.
• Analyze job requirements and content to establish criteria for classification, selection, training, and other related personnel functions.
• Assess employee performance.
• 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.
• Coach senior executives and managers on leadership and performance.
• Study organizational effectiveness, productivity, and efficiency, including the nature of workplace supervision and leadership.
• 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.

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