3 pages essay

“What is Industrial Organizational Psychology?” That is a question I wish I would have confronted in my earlier years of school, perhaps even elementary school. It makes me ponder that at a young age, one grows up learning about professions like firefighters, lawyers, teachers, and psychologists, but many individuals including myself, grow up thinking psychology is a field fully devoted to treating or counseling patients. About a month ago, I was getting my haircut at a salon, and my hair dresser asked me what I studied in school. I briefly shared that I studied a branch of psychology that applies theories and principles of psychology in the workplace to make organizations more efficient. She replied by saying, “what is something you would tell me if I were your patient?” Clearly, my hairdresser did not understand what I explained. It seems common that individuals are not educated on the diverse fields of psychology. Gerard (2014) states that IO psychologists suffer from an identity crisis because there is a lack of visibility of the contributions and services we provide as field. Rather than viewing IO psychology as “the application of psychology to issues of critical relevance to business”, as the SIOP homepage states, IO psychologists should target issues relevant to workers and the broader society (Gerard, 2014) (pg. 41). It brings me to address the question, “How can the field of IO psychology prosper?” I propose that educating novices about IO psychology should start as early as possible. You might be thinking, how are small children going to learn about IO psychology? My response: “The same way they learn how to convert feet into centimeters. It is not enough to advertise IO psychology, it is about normalizing it and educating individuals about what is it that we do and what it is that we stand for. If we can get young scholars to learn that there is a profession out there that maximizes the workplace and makes employees happier, the same way they understand what lawyers do and why they do it, it will normalize the field of IO psychology. However, it brings me to address another important consideration, that is, IO psychologists who wish to spread awareness of their profession must consider their audience. Wilson and Kraus (2012) introduces the concept of a “2-minute elevator speech” suggesting that having a definition that connects with the audience is important. In other words, as an educator of IO psychology, you must speak the language of the audience and explain it using terms or concepts they understand. Likewise, I suggest that it is not impossible to start educating novices at a young age that there is a profession out there that is dedicated to helping improve lives in the workplace. In return, this will create awareness and outreach for our services.

Furthermore, I propose the field of IO psychology should influence industries outside higher education or business. I believe that IO psychology could have a great influence in schools because there are many professions involved in the school system. Children have parents who are doctors, nurses, contractors, skilled laborers, entrepreneurs etc. All these professions could benefit from services of IO psychology. Since schools often provide resources and programs for parents, it would be beneficial for schools to incorporate programs that help educate parents on how IO psychology can impact their organizations. Koppes (2003) suggests that psychology should be taken outside of academia and increase “research on practical applications in education, medicine, criminology…” (p.374). By influencing many industries, IO psychology is able impact several lives outside of academia and business. Resultantly, it will grant IO psychologists the opportunity to influence and impact many professions.

Another suggestion for the future of IO psychology is to continue integrating both science and practice in both business and academia. IO psychology is able to make its full contribution to academia and the business world when science and practice converge (Rucci, 2008). Therefore, IO psychologists should be both generators and consumers of knowledge (SIOP, 2016). Today, IO psychology is more influential in academia, however, the goal for IO psychologists should be to impact the business world as well. According to the Society of Industrial Organizational Psychologists (SIOP), in 2011, fellow designations for academic and research (91%) dominated practitioner representation (9%). In addition, 84% of SIOP recognitions are awarded to academic/researchers. (Silzer & Parson, 2012). This reveals that there is a disconnect between researchers and practitioners. SIOP must value the contributions from both academia and practitioners. Effective ways to close the scientist-practitioner gap is by appealing to the business community and acknowledging what they value; IO psychologists need to be aware that an organization’s financial performance are valid outcome measures of their success. It is only when organizations are successful, that they are able provide better opportunities and resources for their employees (Rucci, 2008). In addition, Erickson et al. (2009) provided many suggestions to help close the gap between scientists and practitioners. For example, he suggested that SIOP should become the leading source of the business community, IO psychology journals should publish in popular HR and business journals, IO psychologists should attend popular business conventions and conferences, and create joint conferences to help collaborate and integrate both professions. By closing the scientist-practitioner gap, practitioners can create meaningful changes in their organizations based on the current research literature. However, in order for practitioners to apply the research literature to their organizations, scientists must create meaningful studies that apply to real world settings, relationships, and various types of organizations.

In conclusion, I proposed several ideas for the future of IO psychology. When educating novices about the field, it is important to take into consideration the audience in which you are speaking to. It is important to mentally note that IO psychologists suffer from an identity crisis, so it is crucial to find effective ways of communicating our profession. Furthermore, I propose the field of IO psychology should expand into industries aside from business and academia. Lastly, I propose the field of IO psychology should continue to close the gap between scientists and practitioners, because as a profession, we are able to make our full contribution when we use research literature to make important decisions that affect several lives.

References

Erickson, A., Silzer, R., Robinson, G., Rich, C. (2009). Promoting Industrial-Organizational Psychology. Practice Perspectives. 46 (4).

Gerard, N. (2014). Confronting the Real Identity Crisis. Teachers College, Colombia University. 51 (4).

Koppes, L. L. (2003). Industrial-Organizational Psychology. 18.

Rucci, A. J. (2008). I-O Psychology’s “Core Purpose”: Where Science and Practice Meet. Fisher College of Business, Ohio State University. 46 (1).

Silzer, R., Parson, C. (2012). Is SIOP Inclusive? A Review of the Membership Composition of Fellows, Awards, Appointments, and Volunteer Committees. Practice Perspectives. 49 (3).

Society for Industrial and Organizational Psychology, Inc. (2016). Guidelines for education and training in industrial/organizational psychology. Bowling Green, OH: Author

Wilson, C. N., Kraus, A. J. (2012). Making the Transition: Insight from Second-Year Graduate Students. Tip-Topics. 49 (3).