Foundations and Themes & Theories I/O

Week One Discussion Responses:

INSTRUCTIONS: Respond to at least two colleague who selected a different career than you did. In your response, describe the educational and professional requirements necessary for their career interests and which courses from the program of study may be particularly relevant to their interests and goals.

Madeline M.

Main Question Post

  Industrial Organizational Psychology Defined

Industrial Organizational Psychology (I/O Psychology) is an evidenced based practice approach used not only to study human behavior in the workplace but also apply research, theory, data, and study of human behavior within the workplace to investigate organizational challenges and collaborate on solutions with the organization leaders (Walden University, LLC, 2015). What separates the I/O Psychology field of study the most from business management is it relies on and utilizes theory, study, and data from both the organization and the field of study to make recommendations or suggested improvements when working with organizations (Walden University, LLC, 2015).

I/O Psychology Benefits to Organizations

Campbell and Wilmot (2018) suggest four goals of an I/O Psychology practitioner benefiting the organizations they may work with such as improving organizational effectiveness and individual well-being in work roles, contributing to the common good (creating a lasting impact or extending beyond an organization [e.g., a breakthrough in the I/O Psychology field, creating a new effective theoretical model in the field]), and contributing to research thus helping the field of I/O Psychology continue to flourish and evolve. Campbell and Wilmot (2018) also mentioned a fifth goal for some I/O Psychology practitioners that can (and has started to) lead to the destruction in our field. They believe this is due to the clout of published articles/journals and increased pay some professionals desire and this being the driving force of them choosing the field of I/O Psychology (Campbell & Wilmot, 2018). 

I/O Psychology Career Goals

Where my passion to enter this field comes from is the first goal that Campbell and Wilmot (2018) mention; “improving the well-being of individuals in work roles”. I currently work for a non-profit counseling agency which has a high burnout and attrition rate. There is only so much you can do on the ground level to prevent burnout and attrition, so I am hopeful with the tools, research, and models from the field of I/O Psychology, I will be able to help my organization and organizations beyond to improve overall well-being of staff and employees in their roles.  

As mentioned in a previous discussion for another course here at Walden; my big dream is to work for Disney in some capacity as it relates to I/O Psychology. Most of the jobs at Disney that have work related to I/O Psychology (with my small lens of I/O Psychology in mind) have the description of  analyst connected to the job title. After reviewing the 2015 SIOP Career Study Executive Report, I am now aware of how many different titles an I/O Psychology practitioner could fall under (Zelin et al., 2015). So, for now, my dream stays broad and big with the intention to zero in on the exact career name as I continue to further my education in this field. 

References: 

Campbell, J. P., & Wilmot, M. P. (2018). The functioning of theory in industrial, work, and organizational psychology (IWOP). In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.),  The SAGE handbook of industrial, work, and organizational psychology (2nd ed., Vol. 1, pp. 3–38). SAGE Publications. 

Walden University, LLC. (2015a).  Defining I/O psychology [Video]. Walden University Canvas.  https://waldenu.instructure.com   

Zelin, A., Lider, M., & Doverspike, D. (2015, December). SIOP Career Study Executive Report.  https://www.siop.org/wp-content/uploads/2024/07/SIOP_Careers_Study_Executive_Report_FINAL-Revised_031116.pdfLinks to an external site.  

Vanessa A.

Definition of I/O Psychology When I first heard about industrial organizational (I/O) psychology, I thought it was just about mediating workplace conflicts when a supervisor sends an employee to Human Resources. After watching the Walden University video, I learned it’s a much deeper field that applies theory, statistics, and research to study and improve workplace issues and organizational functioning (Walden University, 2015a). The beginnings of I/O psychology in Northern America trace back to the early 1900s, during the booming industrial era, when psychologists began using scientific methods to address workplace issues such as hiring, training, and job satisfaction. Zickar and Austin (2018) mention that the field grew significantly during the Great Depression, guiding how psychologists benefit organizations to grow economically. Understanding this history helps me see how I/O psychology evolved and continues to be productive and improve how people work.

How I/O Psychologists Benefit Organizations Industrial-organizational (I/O) psychologists benefit organizations in multiple ways. According to Campbell and Wilmot (2018), I/O psychology’s goals are to enhance organizational effectiveness, improve employee well-being, contribute to the common good, and support academic scholarship. In my role as an evaluation specialist in the military, I see these principles applied. We collect data through surveys to assess workplace culture, examining factors like psychological safety, leadership behaviors, and stress. After analyzing the data, we design training programs and use pre- and post-test assessments to measure outcomes, improving team dynamics and performance. These resources have been eye-opening, showing how I/O principles directly shape my real-world work.

Career Path I’m Pursuing I am passionate about pursuing a career as a subject matter expert in I/O psychology consulting, specializing in integrating psychological safety into employee onboarding to boost talent acquisition and retention. My goal is to develop assessments, design training programs, and create evaluation tools to measure whether psychological safety, woven into onboarding, helps employees feel more confident, stay longer, and actively engage by sharing ideas and participating fully in their roles. This path excites me because it aligns with my military experience and passion for fostering supportive, effective teams.

References Campbell, J. P., & Wilmot, M. P. (2018). The functioning of theory in industrial, work, and organizational psychology. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.),  The SAGE handbook of industrial, work & organizational psychology (2nd ed., Vol. 1, pp. 3–38). SAGE Publications.

Walden University, LLC. (2015a).  Defining I/O psychology [Video]. Walden University Canvas. https://waldenu.instructure.com

Walden University, LLC. (2015b).  I/O psychology career information [Video]. Walden University Canvas. https://waldenu.instructure.com

Zickar, M. J., & Austin, J. T. (2018). History of industrial, work, and organizational psychology in North America. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.),  The SAGE handbook of industrial, work & organizational psychology (2nd ed., Vol. 3, pp. 3–42). SAGE Publications.

Week One Discussion Responses

INSTRUCTIONS: Respond to two the following colleagues  by affirming colleagues' concerns or hopes and suggesting another strategy you find useful. Suggest at least one resource at Walden that they might also find helpful.

Iram M.

IPSY 8004 Week 1 Discussion Post: Expectations, Challenges, and Purpose 

I begin my journey as a doctoral student in the Industrial/Organizational Psychology program, specializing in Evidence-Based Coaching, filled with vision, determination, and gratitude. Completing this program will not merely represent another degree, personal milestone, or title; rather, it will serve as a tool for driving meaningful change for myself, my clients, and the larger community I aim to serve.

My Expectations 

As a certified mindset coach, I work with women navigating issues of identity, confidence, and leadership. One of my core expectations for this program is to deepen my academic and practical understanding of behavioral science and provide more impactful, research-based support to the women I coach. I expect this program to help me translate complex psychological theories into actionable, evidence-based strategies for transformation. This goal directly aligns with Walden's mission of developing scholars who create positive social change by applying academic knowledge to real-world challenges. 

Another expectation is to build a stronger platform for community empowerment through my coaching business, Iram Mehal Coaching. One of my signature initiatives, the Awesomeness Ambassador Awards, celebrates everyday women who make a quiet but powerful difference in their communities. This doctoral program will help me amplify my work by equipping me with the tools and credentials to scale these efforts and build wider networks of impact. This closely aligns with Walden's vision of being a catalyst for innovation and progress within local communities and globally.

My Potential Challenges and a Solution to Overcome the Hurdles

One of the greatest challenges I face is balancing the demands of this degree program with my existing responsibilities. I work full-time in alumni engagement at Emory University, I'm actively building my coaching business, and am the primary caregiver for my elderly parents; all while doing my best to be present for my husband and our three children.

Another challenge is ensuring I maintain the clarity and bandwidth to pursue high-quality academic research and writing amidst these competing priorities. I intend to write and publish a new edition of  The Mehal Method, my book outlining a five-phase transformation model, incorporating deeper psychological insights and more concrete research. Doing this well requires more than intention, it demands consistency and structure.

One strategy I plan to use, and recommend to colleagues, is intentional time-blocking combined with values-based prioritization. Each week, I will anchor my schedule around what matters most to me, not just what feels most urgent. This means carving out protected time for coursework and research, but also maintaining boundaries that honor my health, family, faith, and purpose. Aligning my calendar with my core values allows me to stay focused and avoid burnout. For others navigating full plates, this method offers a way to stay aligned and energized without losing sight of the "why" behind the work. My calendar is almost as detailed as the example provided in our resources.

Why This Field & Why Walden

I chose this field of study because psychology is one of the most powerful tools for social transformation. Women are often at the center of community growth, yet they carry an invisible weight of societal expectations and self-doubt. By helping women reframe limiting beliefs, I'm not only supporting individual growth, but I'm also helping to build stronger families, teams, and communities. That's what social change looks like at the ground level.

I chose Walden because its mission, vision, and values mirror my own. The university's commitment to empowering change-makers and building inclusive communities through scholarship and service is exactly the kind of learning environment I want to be a part of.

References

Bruey, E. (2020, October 2). 6 tips for successfully managing your time. The Savvy Student. https://waldenacademicskills.wordpress.com/2020/10/02/6-tips-for- successfully-managing-your-time/

Walden University. (n.d.-a). Social change. Retrieved from https://www.waldenu.edu/why-walden/social-change

Walden University. (2020d). Welcome to the catalog, student handbook, and university guidebooks. In 2020-2021 Walden University student handbook. Retrieved from http://catalog.waldenu.edu/index.php

Dankel P

Discussion Post 1: Hopes, Challenges, and Strategies

  One hope that I have for myself after completing this program is to be inspired to create programs that effectively encourage systemic changes in organizations that employ the "helpers in education". Those who service children and young adults requiring specialized support, including one-to-one monitoring, life skills, behavior management, self-contained classrooms, and more. My expectation for my education is to be equipped with the skill set to implement empirical, data-driven practices that can drive change. While simultaneously learning to apply advanced empathetic deployment of that knowledge by creating, designing, and modeling systems to support those targeted communities.

As a Walden alumnus, I am well aware of the expectation that upon graduation, we are expected to go out and do good. That is my summation of how I have internalized the mission here at Walden. There is such a high burnout rate for this population as they deal with both physical and emotional damage daily while serving the most vulnerable among us. Children with special needs. It has been my experience that they are often overlooked because they tend to focus on the more challenging cases. While this is true, it is also true that there needs to be more advocacy on their behalf. Key to Walden's mission is advocacy, especially when we see a deficit or need in our community.  There is a need. Based on several school districts I have interacted with thus far.

Time management and burnout are the biggest challenges I foresee in completing my degree. This is truly a commitment. Like many of you, I work full-time as an entrepreneur and in a high-stress field. I am a licensed professional counselor. I pick up contract work in several other areas. In addition to my work, I am an adult who has experienced difficult life shifts in the past. It can all be overwhelming. What has helped manage my time is using virtual calendars with alerts. I use my calendars for EVERYTHING! They are also synced across all of my devices. So, adding assignment due dates will be critical for this journey. I am also scheduling time for self-care. I will not try to power through this degree as I did with the others. Asking for help when feeling overwhelmed and finally utilizing the support available through Walden. I waited until I was drowning during my last go round, and with the support here, I was able to turn it around. This time, I will ask for help at the onset, making any corrections or support needed easier.

The simple answer for why I chose this degree is that it offered the best earning potential. I was also considering the Forensic Psychology route; however, after conducting extensive research, I have found that I am better suited to effect change and live comfortably in this realm than in the other.

Week One Discussion Responses:

INSTRUCTIONS: Respond to at least two colleague who selected a different career than you did. In your response, describe the educational and professional requirements necessary for their career interests and which courses from the program of study may be particularly relevant to their interests and goals.

Madeline M.

Main Question Post

  Industrial Organizational Psychology Defined

Industrial Organizational Psychology (I/O Psychology) is an evidenced based practice approach used not only to study human behavior in the workplace but also apply research, theory, data, and study of human behavior within the workplace to investigate organizational challenges and collaborate on solutions with the organization leaders (Walden University, LLC, 2015). What separates the I/O Psychology field of study the most from business management is it relies on and utilizes theory, study, and data from both the organization and the field of study to make recommendations or suggested improvements when working with organizations (Walden University, LLC, 2015).

I/O Psychology Benefits to Organizations

Campbell and Wilmot (2018) suggest four goals of an I/O Psychology practitioner benefiting the organizations they may work with such as improving organizational effectiveness and individual well-being in work roles, contributing to the common good (creating a lasting impact or extending beyond an organization [e.g., a breakthrough in the I/O Psychology field, creating a new effective theoretical model in the field]), and contributing to research thus helping the field of I/O Psychology continue to flourish and evolve. Campbell and Wilmot (2018) also mentioned a fifth goal for some I/O Psychology practitioners that can (and has started to) lead to the destruction in our field. They believe this is due to the clout of published articles/journals and increased pay some professionals desire and this being the driving force of them choosing the field of I/O Psychology (Campbell & Wilmot, 2018). 

I/O Psychology Career Goals

Where my passion to enter this field comes from is the first goal that Campbell and Wilmot (2018) mention; “improving the well-being of individuals in work roles”. I currently work for a non-profit counseling agency which has a high burnout and attrition rate. There is only so much you can do on the ground level to prevent burnout and attrition, so I am hopeful with the tools, research, and models from the field of I/O Psychology, I will be able to help my organization and organizations beyond to improve overall well-being of staff and employees in their roles.  

As mentioned in a previous discussion for another course here at Walden; my big dream is to work for Disney in some capacity as it relates to I/O Psychology. Most of the jobs at Disney that have work related to I/O Psychology (with my small lens of I/O Psychology in mind) have the description of  analyst connected to the job title. After reviewing the 2015 SIOP Career Study Executive Report, I am now aware of how many different titles an I/O Psychology practitioner could fall under (Zelin et al., 2015). So, for now, my dream stays broad and big with the intention to zero in on the exact career name as I continue to further my education in this field. 

References: 

Campbell, J. P., & Wilmot, M. P. (2018). The functioning of theory in industrial, work, and organizational psychology (IWOP). In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.),  The SAGE handbook of industrial, work, and organizational psychology (2nd ed., Vol. 1, pp. 3–38). SAGE Publications. 

Walden University, LLC. (2015a).  Defining I/O psychology [Video]. Walden University Canvas.  https://waldenu.instructure.com   

Zelin, A., Lider, M., & Doverspike, D. (2015, December). SIOP Career Study Executive Report.  https://www.siop.org/wp-content/uploads/2024/07/SIOP_Careers_Study_Executive_Report_FINAL-Revised_031116.pdfLinks to an external site.  

Vanessa A.

Definition of I/O Psychology When I first heard about industrial organizational (I/O) psychology, I thought it was just about mediating workplace conflicts when a supervisor sends an employee to Human Resources. After watching the Walden University video, I learned it’s a much deeper field that applies theory, statistics, and research to study and improve workplace issues and organizational functioning (Walden University, 2015a). The beginnings of I/O psychology in Northern America trace back to the early 1900s, during the booming industrial era, when psychologists began using scientific methods to address workplace issues such as hiring, training, and job satisfaction. Zickar and Austin (2018) mention that the field grew significantly during the Great Depression, guiding how psychologists benefit organizations to grow economically. Understanding this history helps me see how I/O psychology evolved and continues to be productive and improve how people work.

How I/O Psychologists Benefit Organizations Industrial-organizational (I/O) psychologists benefit organizations in multiple ways. According to Campbell and Wilmot (2018), I/O psychology’s goals are to enhance organizational effectiveness, improve employee well-being, contribute to the common good, and support academic scholarship. In my role as an evaluation specialist in the military, I see these principles applied. We collect data through surveys to assess workplace culture, examining factors like psychological safety, leadership behaviors, and stress. After analyzing the data, we design training programs and use pre- and post-test assessments to measure outcomes, improving team dynamics and performance. These resources have been eye-opening, showing how I/O principles directly shape my real-world work.

Career Path I’m Pursuing I am passionate about pursuing a career as a subject matter expert in I/O psychology consulting, specializing in integrating psychological safety into employee onboarding to boost talent acquisition and retention. My goal is to develop assessments, design training programs, and create evaluation tools to measure whether psychological safety, woven into onboarding, helps employees feel more confident, stay longer, and actively engage by sharing ideas and participating fully in their roles. This path excites me because it aligns with my military experience and passion for fostering supportive, effective teams.

References Campbell, J. P., & Wilmot, M. P. (2018). The functioning of theory in industrial, work, and organizational psychology. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.),  The SAGE handbook of industrial, work & organizational psychology (2nd ed., Vol. 1, pp. 3–38). SAGE Publications.

Walden University, LLC. (2015a).  Defining I/O psychology [Video]. Walden University Canvas. https://waldenu.instructure.com

Walden University, LLC. (2015b).  I/O psychology career information [Video]. Walden University Canvas. https://waldenu.instructure.com

Zickar, M. J., & Austin, J. T. (2018). History of industrial, work, and organizational psychology in North America. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.),  The SAGE handbook of industrial, work & organizational psychology (2nd ed., Vol. 3, pp. 3–42). SAGE Publications.