Industrial and Organizational Psychology is an applied field concerned with the development and application of scientific principles to the workplace.

Psychology is the science of human and non-human behavior, cognition, emotion, and motivation. It has many branches. Some are concerned with only psychological science, and others are concerned with both psychological science and its application. Industrial and Organizational Psychology (I/O Psychology) falls into the latter category.

The field of I/O psychology contains two major divisions:

1.    Industrial or Personnel Psychology

2.    Organisational Psychology

Industrial Psychology

This was the original name of the field. This part is focused on the management perspective of organisational efficiency by using people or human resources in an appropriate way.

Common topics include:

  • Job design
  • Employee selection
  • Training
  • Performance appraisal

Organizational Psychology

This division developed from the Human Relations Movement in organisations. It focuses on understanding behaviors and enhancing the well-being of employees in the workplace.

Organisational topics include:

  • Employee attitude
  • Employee behavior
  • Leadership
  • Job stress

Although we talk about Industrial and Organizational Psychology as separate, in reality, they often overlap.

Among applied psychology fields, clinical psychology is the largest. But I/O psychology is different — it is small but rapidly growing, and it is concerned with the development and application of scientific principles to the workplace..

Comparison: Industrial vs Organizational Psychology

Aspect Industrial Psychology Organizational Psychology
Focus Area Efficiency and management of human resources Employee behavior, attitudes, and well-being
Origin Older branch; developed from management and engineering traditions Developed from the human relations movement in organizations
Main Goal Improve organizational efficiency through the proper use of people Understand and improve the quality of work life and workplace relationships
Key Topics Job design - Employee selection - Training - Performance appraisal Employee attitudes - Job stress - Motivation - Leadership practices
Perspective More management-focused More employee-focused
Example Concern “How can we choose and train the best employee for this job?” “How can we keep employees satisfied and reduce stress at work?”
Application Designing efficient work systems and hiring practices Improving work culture and supporting employee mental health (but not clinical treatment)
Relation to Motivation Motivation seen as a tool for improving performance and efficiency Motivation seen as important for employee happiness and engagement


Readings:
Spector, P. E. (2006). Industrial and organizational psychology: Research and practice (4th ed.). John Wiley & Sons, Inc..