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Industrial and organizational psychology (I-O psychology) "focuses the lens of psychological science on a key aspect of human life, namely, their work lives.In general, the goals of I-O psychology are to better understand and optimize the effectiveness, health, and well-being of both individuals and organizations."
Licensed Psychologist – Doctorate in Psychology (except for West Virginia which requires a Master's in Psychology), supervised hours ranging from 1,500 to 6,000 (depending on the state), passing the Examination for Professional Practice in Psychology, passing additional state specific exams [1] Licensed Master's Degreed Psychologists [2] [3]
They can be simply psychology, applied psychology, clinical psychology, counseling psychology, and industrial psychology. All these programs differ in content and help people work in various sector. Few government and private universities offering masters in psychology without undergraduate degree in psychology.
The industrial psychology division of AAAP became Division 14 of APA, and was initially called the Industrial and Business Psychology Division. The division's name was changed in 1962 to the Industrial Psychology Division. In 1973, it was renamed again, this time to the Division of Industrial and Organizational Psychology. [3]
Personnel psychology is a subfield of industrial and organizational (I-O) psychology. [1] Personnel psychology is the area of I-O psychology that primarily deals with the recruitment, selection and evaluation of personnel, and with other job aspects such as morale, job satisfaction, and relationships between managers and workers in the workplace. [2]
Personnel psychology, a subfield of I-O psychology, applies the methods and principles of psychology in selecting and evaluating workers. I-O psychology's other subfield, organizational psychology, examines the effects of work environments and management styles on worker motivation, job satisfaction, and productivity. [19]
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