# Industrial-Organizational Psychologists

> Apply principles of psychology to human resources, administration, management, sales, and marketing problems. Activities may include policy planning; employee testing and selection, training, and development; and organizational development and analysis. May work with management to organize the work setting to improve worker productivity.
- **Entity Type:** role
- **Schema Version:** role.v1
- **Soc Code:** 19-3032.00
- **Summary:** Apply principles of psychology to human resources, administration, management, sales, and marketing problems. Activities may include policy planning; employee testing and selection, training, and development; and organizational development and analysis. May work with management to organize the work setting to improve worker productivity.

## Aliases

- I-O Psychologist (Industrial-Organizational Psychologist)
- Organizational Consultant
- Organizational Psychologist
- Research Scientist
- Consulting Psychologist
- I-O Practitioner (Industrial-Organizational Practitioner)
- Industrial Psychologist
- Management Consultant
- Organizational Development Specialist (OD Specialist)
- Personnel Research Psychologist
- Engineering Psychologist
- HR Consultant (Human Resources Consultant)

## Tasks

| Text | Type | Iwa |
| --- | --- | --- |
| Provide advice on best practices and implementation for selection. | Core | 4.A.4.b.6.e |
| Develop and implement employee selection or placement programs. | Core | 4.A.2.b.2.s |
| Develop interview techniques, rating scales, and psychological tests used to assess skills, abilities, and interests for the purpose of employee selection, placement, or promotion. | Core | 4.A.2.b.2.s |
| Analyze data, using statistical methods and applications, to evaluate the outcomes and effectiveness of workplace programs. | Core | 4.A.1.a.1.i |
| Observe and interview workers to obtain information about the physical, mental, and educational requirements of jobs, as well as information about aspects such as job satisfaction. | Core | 4.A.1.a.1.l |
| Analyze job requirements and content to establish criteria for classification, selection, training, and other related personnel functions. | Core | 4.A.1.a.1.i |
| Facilitate organizational development and change. | Core | 4.A.2.b.1.i |
| Advise management concerning personnel, managerial, and marketing policies and practices and their potential effects on organizational effectiveness and efficiency. | Core | 4.A.4.b.6.e |
| Conduct presentations on research findings for clients or at research meetings. | Core | 4.A.3.b.6.c |
| Coach senior executives and managers on leadership and performance. | Core | 4.A.4.b.6.j |
| Conduct individual assessments, including interpreting measures and providing feedback for selection, placement, or promotion. | Core | 4.A.4.c.2.b |
| Train clients to administer human resources functions, including testing, selection, and performance management. | Core | 4.A.4.b.3.d |

## Emerging Tasks

| Text |
| --- |
| Develop and administer surveys to employees of organizations. |
| Teach industrial-organizational psychology courses to undergraduate or graduate students. |

## Activities

| Name | Iwa |
| --- | --- |
| Prepare scientific or technical reports or presentations. | 4.A.3.b.6.c |
| Testify at legal or legislative proceedings. | 4.A.4.a.3.a |
| Review professional literature to maintain professional knowledge. | 4.A.2.b.3.a |
| Administer standardized physical or psychological tests. | 4.A.4.c.2.b |
| Confer with clients to exchange information. | 4.A.4.a.2.j |
| Train personnel in technical or scientific procedures. | 4.A.4.b.3.d |
| Counsel clients on mental health or personal achievement. | 4.A.4.b.6.j |
| Advise others on business or operational matters. | 4.A.4.b.6.e |
| Develop methods of social or economic research. | 4.A.2.b.2.s |
| Conduct scientific research of organizational behavior or processes. | 4.A.1.a.1.i |
| Collect information from people through observation, interviews, or surveys. | 4.A.1.a.1.l |
| Evaluate capabilities or training needs. | 4.A.2.a.1.d |
| Develop educational or training programs. | 4.A.2.b.2.l |
| Develop educational programs. | 4.A.2.b.2.l |
| Evaluate employee performance. | 4.A.2.a.1.d |
| Evaluate performance of applicants, trainees, or employees. | 4.A.2.a.1.d |
| Implement organizational process or policy changes. | 4.A.2.b.1.i |
| Recommend organizational process or policy changes. | 4.A.4.b.6.e |
| Mediate disputes. | 4.A.4.a.7.a |

## Capabilities

| Name | Family | Value |
| --- | --- | --- |
| Personnel and Human Resources | knowledge | 4.92 |
| Psychology | knowledge | 4.81 |
| Education and Training | knowledge | 4.46 |
| Reading Comprehension | essential_skill | 4.38 |
| Active Listening | essential_skill | 4.38 |
| Written Comprehension | ability | 4.38 |
| Oral Expression | ability | 4.38 |
| Writing | essential_skill | 4.25 |
| Oral Comprehension | ability | 4.25 |
| Written Expression | ability | 4.25 |
| Speaking | essential_skill | 4.12 |
| Critical Thinking | essential_skill | 4.12 |
| Judgment and Decision Making | transferable_skill | 4.12 |
| Deductive Reasoning | ability | 4.12 |
| Inductive Reasoning | ability | 4.12 |
| Administration and Management | knowledge | 4.04 |
| Complex Problem Solving | transferable_skill | 4 |
| Systems Evaluation | transferable_skill | 4 |
| Mathematics | knowledge | 4 |
| Problem Sensitivity | ability | 4 |
| Information Ordering | ability | 4 |
| Speech Recognition | ability | 4 |
| Speech Clarity | ability | 4 |
| Active Learning | essential_skill | 3.88 |
| Monitoring | essential_skill | 3.88 |
| Social Perceptiveness | transferable_skill | 3.88 |
| Systems Analysis | transferable_skill | 3.88 |
| Fluency of Ideas | ability | 3.88 |
| Originality | ability | 3.88 |
| Mathematical Reasoning | ability | 3.88 |
| English Language | knowledge | 3.76 |
| Science | essential_skill | 3.75 |
| Coordination | transferable_skill | 3.75 |
| Persuasion | transferable_skill | 3.75 |
| Category Flexibility | ability | 3.75 |
| Near Vision | ability | 3.75 |
| Learning Strategies | essential_skill | 3.62 |
| Instructing | transferable_skill | 3.62 |
| Time Management | transferable_skill | 3.62 |
| Customer and Personal Service | knowledge | 3.62 |

## Skills

| Name | Type |
| --- | --- |
| Psychology | Specialized Skill |
| Reading Comprehension | Common Skill |
| Active Listening | Common Skill |
| Writing | Common Skill |
| Inductive Reasoning | Common Skill |
| Deductive Reasoning | Common Skill |
| Critical Thinking | Common Skill |
| Speech Recognition | Specialized Skill |
| Mathematics | Common Skill |
| Information Ordering | Specialized Skill |
| Complex Problem Solving | Common Skill |
| Systems Analysis | Specialized Skill |
| Social Perceptiveness | Common Skill |
| Active Learning | Common Skill |
| English Language | Common Skill |
| Time Management | Common Skill |
| Learning Strategies | Specialized Skill |
| Instructing | Specialized Skill |
| Negotiation | Common Skill |
| Microsoft Word | Common Skill |
| Microsoft Visio | Specialized Skill |
| Microsoft Project | Specialized Skill |
| Microsoft PowerPoint | Common Skill |
| Microsoft Outlook | Common Skill |
| Microsoft Excel | Common Skill |
| Microsoft Access | Specialized Skill |
| Google Sheets | Common Skill |
| Adobe Acrobat | Specialized Skill |
| Visualization | Specialized Skill |
| Telecommunications | Specialized Skill |
| Finger Dexterity | Common Skill |
| Depth Perception | Common Skill |
| Foreign Language | Common Skill |
| Geography | Specialized Skill |
| Biology | Specialized Skill |
| Physics | Specialized Skill |
| Chemistry | Specialized Skill |
| Project Management Software | Specialized Skill |
| Presentation Software | Specialized Skill |
| Installation | Specialized Skill |

## Tools

| Example | Category | Hot | In Demand |
| --- | --- | --- | --- |
| Adobe Acrobat | Document management software | yes | no |
| Google Sheets | Spreadsheet software | yes | no |
| Hypertext markup language HTML | Web platform development software | yes | no |
| IBM SPSS Statistics | Analytical or scientific software | yes | no |
| Microsoft Access | Data base user interface and query software | yes | no |
| Microsoft Excel | Spreadsheet software | yes | no |
| Microsoft Office software | Office suite software | yes | no |
| Microsoft Outlook | Electronic mail software | yes | no |
| Microsoft PowerPoint | Presentation software | yes | no |
| Microsoft Project | Project management software | yes | no |
| Microsoft Visio | Process mapping and design software | yes | no |
| Microsoft Word | Word processing software | yes | no |
| Oracle PeopleSoft | Enterprise resource planning ERP software | yes | no |
| SAS | Analytical or scientific software | yes | no |
| Assessment Systems Corporation XCALIBRE | Analytical or scientific software | no | no |
| Human resource information system (HRIS) | Human resources software | no | no |
| Learning management system LMS | Computer based training software | no | no |
| Mentimeter | Presentation software | no | no |
| Muthen & Muthen Mplus | Analytical or scientific software | no | no |
| Padlet | Computer based training software | no | no |
| Psychometric testing software | Analytical or scientific software | no | no |
| Scientific Software International BILOG-MG | Analytical or scientific software | no | no |
| Scientific Software International HLM | Analytical or scientific software | no | no |
| Scientific Software International LISREL | Analytical or scientific software | no | no |
| Scientific Software International MULTILOG | Analytical or scientific software | no | no |
| Scientific Software International PARSCALE | Analytical or scientific software | no | no |
| Scientific Software International TESTFACT | Analytical or scientific software | no | no |
| Web browser software | Internet browser software | no | no |
| Winsteps | Analytical or scientific software | no | no |

## Work Context

| Name | Value |
| --- | --- |
| E-Mail | 4.96 |
| Face-to-Face Discussions with Individuals and Within Teams | 4.76 |
| Determine Tasks, Priorities and Goals | 4.58 |
| Telephone Conversations | 4.56 |
| Work With or Contribute to a Work Group or Team | 4.5 |
| Spend Time Sitting | 4.42 |
| Freedom to Make Decisions | 4.42 |
| Indoors, Environmentally Controlled | 4.38 |
| Contact With Others | 4.23 |
| Impact of Decisions on Co-workers or Company Results | 4.23 |
| Importance of Being Exact or Accurate | 4.23 |
| Coordinate or Lead Others in Accomplishing Work Activities | 4.12 |
| Time Pressure | 3.73 |
| Frequency of Decision Making | 3.62 |
| Work Outcomes and Results of Other Workers | 3.6 |
| Level of Competition | 3.27 |
| Deal With External Customers or the Public in General | 3.23 |
| Public Speaking | 3.08 |
| Written Letters and Memos | 3.08 |
| Consequence of Error | 2.88 |
| Physical Proximity | 2.77 |
| Conflict Situations | 2.73 |
| Importance of Repeating Same Tasks | 2.5 |
| Health and Safety of Other Workers | 2.35 |
| Dealing With Unpleasant, Angry, or Discourteous People | 2.35 |
| Spend Time Making Repetitive Motions | 2.3 |
| Spend Time Standing | 2.04 |
| Degree of Automation | 1.77 |
| Spend Time Using Your Hands to Handle, Control, or Feel Objects, Tools, or Controls | 1.65 |
| Exposed to Sounds, Noise Levels that are Distracting or Uncomfortable | 1.62 |
| In an Enclosed Vehicle or Operate Enclosed Equipment | 1.54 |
| Indoors, Not Environmentally Controlled | 1.5 |
| Spend Time Walking or Running | 1.42 |
| Outdoors, Under Cover | 1.31 |
| Exposed to Extremely Bright or Inadequate Lighting Conditions | 1.23 |
| Outdoors, Exposed to All Weather Conditions | 1.2 |
| Exposed to Very Hot or Cold Temperatures | 1.19 |
| Exposed to Hazardous Equipment | 1.19 |
| Wear Common Protective or Safety Equipment such as Safety Shoes, Glasses, Gloves, Hearing Protection, Hard Hats, or Life Jackets | 1.19 |
| Exposed to Contaminants | 1.16 |

## Preparation

- **Job Zone:** 5
- **Job Zone Name:** Job Zone Five: Extensive Preparation Needed
- **Education:** Most of these occupations require graduate school. For example, they may require a master's degree, and some require a Ph.D., M.D., or J.D. (law degree).
- **Experience:** Extensive skill, knowledge, and experience are needed for these occupations. Many require more than five years of experience. For example, surgeons must complete four years of college and an additional five to seven years of specialized medical training to be able to do their job.
- **Svp Range:** (8.0 and above)

### Education Distribution

| Label | Percentage |
| --- | --- |
| Master's Degree | 57.69 |
| Doctoral Degree | 30.77 |
| Some College Courses | 3.85 |
| Associate's Degree (or other 2-year degree) | 3.85 |
| Bachelor's Degree | 3.85 |

## Person Fit

| Name | Family | Value |
| --- | --- | --- |
| Dependability | work_style | 10 |
| Attention to Detail | work_style | 9 |
| Integrity | work_style | 8 |
| Intellectual Curiosity | work_style | 7 |
| Mathematics/Statistics | specific_interest_area | 6 |
| Cooperation | work_style | 6 |
| Social Science | specific_interest_area | 5.97 |
| Human Resources | specific_interest_area | 5.51 |
| Professional Advising | specific_interest_area | 5.44 |
| Investigative | career_interest_type | 5.34 |
| Public Speaking | specific_interest_area | 5 |
| Achievement Orientation | work_style | 5 |
| Enterprising | career_interest_type | 4.71 |
| Management/Administration | specific_interest_area | 4.61 |
| Conventional | career_interest_type | 4.28 |
| Adaptability | work_style | 4 |

## Related Roles

| Soc Code | Slug | Title | Tier |
| --- | --- | --- | --- |
| 11-3131.00 | role-11-3131-00 | Training and Development Managers | Primary-Short |
| 13-1151.00 | role-13-1151-00 | Training and Development Specialists | Primary-Short |
| 13-1111.00 | role-13-1111-00 | Management Analysts | Primary-Short |
| 11-3121.00 | role-11-3121-00 | Human Resources Managers | Primary-Short |
| 13-1071.00 | role-13-1071-00 | Human Resources Specialists | Primary-Short |
| 25-9031.00 | role-25-9031-00 | Instructional Coordinators | Primary-Long |
| 21-1012.00 | role-21-1012-00 | Educational, Guidance, and Career Counselors and Advisors | Primary-Long |
| 11-9151.00 | role-11-9151-00 | Social and Community Service Managers | Primary-Long |
| 13-1082.00 | role-13-1082-00 | Project Management Specialists | Primary-Long |
| 25-1011.00 | role-25-1011-00 | Business Teachers, Postsecondary | Primary-Long |
| 21-1015.00 | role-21-1015-00 | Rehabilitation Counselors | Supplemental |
| 19-3033.00 | role-19-3033-00 | Clinical and Counseling Psychologists | Supplemental |

## Career Clusters

| Cluster | Slug |
| --- | --- |
| Management & Entrepreneurship | management-entrepreneurship |

## Education Level

- **Category:** Master's degree

## Study Programs

| Title | Slug |
| --- | --- |
| Psychology | psychology |

## Market

- **Median Wage:** 109840
- **Mean Wage:** 134400
- **Pct10Wage:** 51880
- **Pct25Wage:** 80790
- **Pct75Wage:** 198170
- **Pct90Wage:** 224590
- **Employment:** 1050
- **Area Title:** U.S.

## Industries


### Top

| Naics | Slug | Title | Level | Employment | Median Wage | Lq |
| --- | --- | --- | --- | --- | --- | --- |
| 54 | 54 | Professional, Scientific, and Technical Services | Sector | 870 | 123120 | 11.86 |
| 541720 | 541720 | Research and Development in the Social Sciences and Humanities | National industry | 170 | 130630 | 410.65 |
| 61 | 61 | Educational Services | Sector | 70 | 83290 |  |
| 55 | 55 | Management of Companies and Enterprises | Sector | 30 | 143370 |  |

### Concentrated

| Naics | Slug | Title | Level | Employment | Lq |
| --- | --- | --- | --- | --- | --- |
| 541720 | 541720 | Research and Development in the Social Sciences and Humanities | National industry | 170 | 410.65 |
| 54 | 54 | Professional, Scientific, and Technical Services | Sector | 870 | 11.86 |
- **Count:** 4

## Ai Signals

| Source | Label | Score | Scale | Release |
| --- | --- | --- | --- | --- |
| frey_osborne | Computerization probability | 0.012 | 0-1 probability | 2013-baseline-2016-employment-snapshot |
| felten_aioe | AI occupational exposure | 1.402475 | relative exposure score | 2021-plus-generative-ai-workbooks |
| felten_image_generation_aioe | Image generation occupational exposure | 1.257209 | relative exposure score | 2021-plus-generative-ai-workbooks |
| felten_language_modeling_aioe | Language modeling occupational exposure | 1.427002 | relative exposure score | 2021-plus-generative-ai-workbooks |

## Ai Outlook


### Index

- **Value:** 85
- **Percentile:** 91
- **Band:** High
- **Version:** ai-exposure-index-v1

#### Components

| Percentile | Source |
| --- | --- |
| 96 | felten_aioe |
| 76 | openai_gpts_are_gpts |
| 82 | microsoft_working_with_ai |
- **Component Count:** 3

### Exposure

| Source | Label | Value | Percentile | Band | Note |
| --- | --- | --- | --- | --- | --- |
| felten_aioe | Overall AI exposure (Felten et al.) | 1.402475 | 96 | High | How much this job's abilities overlap with what AI systems can do, across many AI capabilities. A relative research score, not a forecast of job loss. |
| eloundou_gamma | LLM task exposure, γ (OpenAI / Eloundou) | 0.888888888888889 | 76 | High | Share of this job's tasks where a large language model plus simple tools could cut the time to do them by at least half. γ is capped at 1.0 and many jobs reach that ceiling, so treat a top score as 'in the top group', not a precise rank. |
| microsoft_applicability | AI assistant applicability (Microsoft) | 0.2574277995504501 | 82 | High | How applicable today's AI assistants are to this job's activities, measured from real Microsoft Copilot conversations. Applicability is not the same as replacement. |

### Frey Historical

- **Source:** frey
- **Label:** Computerization probability (Frey & Osborne, 2013)
- **Value:** 0.012
- **Percentile:** 8
- **Band:** Low
- **Note:** A pre-LLM (2013) estimate of how automatable this job is by computerization and robotics. Shown for historical context only — it is not part of any current AI ranking.
- **Teleworkable:** yes

### Eloundou

- **Alpha:** 0.08888888888888889
- **Beta:** 0.48888888888888893
- **Gamma:** 0.888888888888889

### Usage Tasks

| Task | Usage Percent | Importance |
| --- | --- | --- |
| Counsel workers about job and career-related issues. | 0.0601867638419286 | 3.04 |
| Advise management concerning personnel, managerial, and marketing policies and practices and their potential effects on organizational effectiveness and efficiency. | 0.022184882235250135 | 4.2 |
| Participate in mediation and dispute resolution. | 0.01776844734582534 | 2.75 |
| Provide advice on best practices and implementation for selection. | 0.014892629278292916 | 4.72 |
| Review research literature to remain current on psychological science issues. | 0.009243700931354223 | 3.54 |
| Develop new business by contacting potential clients, making sales presentations, and writing proposals. | 0.006265175075695639 | 3.62 |
- **Usage Release:** 2026-01-15-v4-plus-2025-03-27-v2

### Bls

- **Growth Percent:** 6.3
- **Growth Percentile:** 82
- **Direction:** About average
- **Annual Openings Thousands:** 0.4
- **Annual Openings Percentile:** 6
- **Employment2024Thousands:** 5.6
- **Employment2034Thousands:** 5.9

### Sources

| Source | Version |
| --- | --- |
| bls_employment_projections | 2024-2034 |
| dingel_neiman | dingel-neiman-workathome |
| felten_aioe | felten-raj-seamans-aioe |
| frey_osborne | frey-osborne-automation |
| microsoft_working_with_ai | working-with-ai |
| openai_gpts_are_gpts | gpts-are-gpts |

## Ai Playbook

- **Trusted Task Count:** 9
- **Task Count:** 12
- **Total Sample:** 3505
- **Autonomy Median:** 4
- **Dominant Collaboration:** task iteration
- **Automation Share:** 23.77
- **Augmentation Share:** 71.55
- **Work Use Percent:** 54.81

### Collaboration

| Label | Percent |
| --- | --- |
| task iteration | 32.43 |
| learning | 30.75 |
| directive | 19.21 |
| validation | 8.37 |
| feedback loop | 4.56 |
| none | 2.06 |

### Use Case

| Label | Percent |
| --- | --- |
| work | 54.81 |
| personal | 30.49 |
| coursework | 13.46 |

### Delegated Tasks

| Task | Usage Percent | Collaboration | Autonomy Median | Sample Count |
| --- | --- | --- | --- | --- |
| Counsel workers about job and career-related issues. | 0.14161770221277659 | learning | 4 | 1416 |
| Advise management concerning personnel, managerial, and marketing policies and practices and their potential effects on organizational effectiveness and efficiency. | 0.055806975871984 | task iteration | 4 | 558 |
| Write reports on research findings and implications to contribute to general knowledge and to suggest potential changes in organizational functioning. | 0.04200525065633204 | task iteration | 4 | 420 |
| Write articles, white papers, and reports to share research findings and educate others. | 0.03800475059382422 | learning | 4 | 380 |
| Develop interview techniques, rating scales, and psychological tests used to assess skills, abilities, and interests for the purpose of employee selection, placement, and promotion. | 0.03150393799224903 | task iteration | 4 | 315 |
| Coach senior executives and managers on leadership and performance. | 0.013801725215651955 | task iteration | 4 | 138 |
| Provide advice on best practices and implementation for selection. | 0.00840105013126641 | learning | 4 | 84 |
| Develop new business by contacting potential clients, making sales presentations, and writing proposals. | 0.006600825103137892 | task iteration | 3.5 | 66 |

### Boundary Tasks

| Task | Human Needed Percent | Sample Count |
| --- | --- | --- |
| Provide advice on best practices and implementation for selection. | 100 | 84 |
| Advise management concerning personnel, managerial, and marketing policies and practices and their potential effects on organizational effectiveness and efficiency. | 98.02867383512545 | 558 |
| Counsel workers about job and career-related issues. | 97.31638418079096 | 1416 |
| Develop new business by contacting potential clients, making sales presentations, and writing proposals. | 95.45454545454545 | 66 |
| Develop interview techniques, rating scales, and psychological tests used to assess skills, abilities, and interests for the purpose of employee selection, placement, and promotion. | 95.23809523809523 | 315 |
| Review research literature to remain current on psychological science issues. | 93.75 | 64 |

### Seed Prompts

| Prompt | Collaboration |
| --- | --- |
| Teach me how to counsel workers about job and career-related issues, then check my work as I try it myself. | learning |
| Let's work through this together, step by step: advise management concerning personnel, managerial, and marketing policies and practices and their potential effects on organizational effectiveness and efficiency. I'll give feedback as we go. | task iteration |
| Let's work through this together, step by step: write reports on research findings and implications to contribute to general knowledge and to suggest potential changes in organizational functioning. I'll give feedback as we go. | task iteration |
| Teach me how to write articles, white papers, and reports to share research findings and educate others, then check my work as I try it myself. | learning |
| Let's work through this together, step by step: develop interview techniques, rating scales, and psychological tests used to assess skills, abilities, and interests for the purpose of employee selection, placement, and promotion. I'll give feedback as we go. | task iteration |
- **Release:** 2026-01-15-v4-plus-2025-03-27-v2

## Counts

- **Tasks:** 25
- **Skills:** 42
- **Capabilities:** 120
- **Tools:** 29
- **Related Roles:** 20

## Source

- **Dataset:** gold.onet_role_starter_surface
- **Version:** 30.3
- **Generated At:** 2026-06-02T21:00:32.945303+00:00
- **Content Hash:** a4578b009f2aa757