I/O (Industrial / Organizational) Psychology Frequently Asked Questions (FAQs)
Please read below for quick answers to common I/O questions, job hunting, and about our book!
Common I/O questions:
Q: What is Industrial-Organizational (I/O) Psychology?
Industrial-organizational psychology is characterized by the scientific study of human behavior in organizations and the workplace (APA, 2025).
Q: What do I/O Psychologists do exactly?
Industrial-organizational psychologists can collaborate with management to plan policies, enhance training sessions, hire qualified employees, strategize to motivate the workforce, assess job performance, improve organizational structure, increase business efficiency, etc. (AllPsychologySchools, 2024).
Q: What types of businesses benefit from I/O Psychology?
All different types of organizations and workplace settings benefit from I/O Psychologists. This includes, but is not limited to, manufacturing, commercial enterprises, labor unions, and health care facilities (APA, 2025).
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Read about how I/O psychologists are promoting team cohesion among astronauts for NASA's planned 2030 trip to Mars.
Q: Where can I learn more about I/O psychology?
Society for Industrial and Organizational Psychology (SIOP)
I/O job seekers:
Q: Do I need a degree to work in I/O Psychology?
Most positions require a master’s degree in industrial-organizational psychology, and need several years of experience before acquiring a senior or management position. Research-oriented jobs, university teaching, and some other positions may require a doctoral degree (PhD) (HarvardExtensionSchool, 2024).
Q: What skills are necessary for an I/O Psychologist?
The field involves a mix of both hard and soft skills. Someone who is interested in research and analysis, as well as excellent interpersonal and organizational skills, written and verbal communication skills, active listening, conflict management, and ability to work in and lead teams (HarvardExtensionSchool, 2024)
Q: Where can I learn more about I/O job openings?
Finding jobs in I/O can sometimes be challenging because it’s not always in the job title. One great resource is the SIOP Job Board Site.
About our book:
Q: Why was the book My Mommy is an Organizational Psychologist created?
The book was inspired after an experience trying to explain I/O psychology to a group of children. The goal of the book was to create an engaging story that could help explain what an organizational psychologist can do for people of all ages.
Q: What I/O psychology topics are covered in My Mommy is an Organizational Psychologist?
Our book was inspired by many topics and roles that I/O psychologists can do! The main characters, Walter and his mother Lynn, explore selection, assessment, turnover, visionary leadership, organizational change, mentorship, motivation, teamwork.
Q: How can I get involved?
Follow us on social media, leave us a review, and keep an eye out for future events!
I/O terms in our book:
Change Management
Formal definition: Change management focuses on designing the most effective transition process for an organization’s members as they adapt internally to externally driven changes derived from strategic management (Lauer, 2010).
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Simple definition: Change management is the process of helping people and organizations adapt to new ways of working, whether it’s a new system, process, or structure.
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Connection to our book: Lynn can help Ainsley’s mother and the fire department adapt to the integration of new equipment and technology such as changing tools.
Mentorship
Formal definition: A relationship between a more experienced mentor and a less experienced protégé for the purpose of helping and developing the protégé's career (Kram, 1985).
Simple definition: Mentorship involves offering career guidance and helping someone to learn and grow.
Connection to our book: Erik’s grandpa would like to mentor the next generation of pianists.
Motivation
Formal definition: The act or process of encouraging others to exert themselves in pursuit of a group or organizational goal. The ability to motivate followers is an important function of leadership (APA, 2018).
Simple definition: The drive or reason behind why we do something. It's what inspires others to take action.
Connection to our book: Motivation can be seen when helping Rori’s dad, a painter, set goals to improve his techniques and push through creative blocks.
Selection
Formal definition: Formal process in which the organization (1) identifies the tasks, duties and responsibilities (TDRs) associated with the job; (2) assesses applicants’ readiness to successfully perform these TDRs; and (3) offers the job to the most qualified applicant for the position (SHRM, 2007).
Simple definition: Selection refers to the process of hiring (and also promoting) individuals for employment.
Connection to our book: Lynn can help with the selection process of veterinary assistants to heal sick animals.
Teamwork
Formal definition: The interrelated thoughts, feelings and behaviors of team members that enable them to work effectively together (APA, 2018).
Simple definition: A group of individuals work together toward a collective goal.
Connection to our book: Lynn can help the fire department work as a team so they can be safer when putting out fires.
Visionary Leadership
Formal definition: A visionary leader is someone that encourages, motivates, and creates necessary changes that will make an organization grow. Visionary leaders get motivation from foreseeing what a company ought to become in the future (Jaqua & Jaqua, 2021)
Simple definition: A visionary leader is a guide who not only knows the destination, but also excites and inspires others to embark on the journey together.
Connection to our book: Lynn can help the lead baker set a vision for the expansion of the bakery.