1. Undergraduate Psychology Degree - Partial Requirements

2. Growth in I-O Graduate Programs
Number of I-O Programs ____________________________________________________ Program type                                                                 2010 ____________________________________________________
MA/MS I-O Psych
PhD I-O Psych

3. Some Reasons for Growth in I-O Psychology
Economic --- Profit, Efficiency, Productivity
a) Macro level
b) Micro level
Technology --- (e.g., automation, changes in nature of work and
skills required, job elimination)
“Jobs … are being wiped out permanently as a result of new technology, improved machinery, and new ways of organizing work” (Cascio, 2002).
Training needs
Social ---
Higher overall employee education
Employee needs regarding jobs (e.g., job enrichment, involvement in decision-making, additional benefits)
Dual careers
Legal --- (e.g., Title VII of the Civil Rights Act, ADA, ADEA, FMLA)

4. Some Jobs Affected by Technology
Bank Teller
Stock Broker
Retail check out clerk
Librarian …………………. (Others???)

5. ~ Other Workplace Issues ~
The Virtual Workplace, Virtual Teams/Telecommuting
Privacy Issues in Organizations (e.g., web usage, voice mail, cameras, GPS)
Mergers and Acquisitions   
Temporary/Contingent Employees
The Aging Workforce
Workplace Safety
Globalization & I-O Practices

6. Society for Human Resource Management -- SHRM Survey (2006)
N = 442 professionals; 19% response rate; margin of error = 5%)

7. SHRM Survey (2006)

8. Some General Issues for I-O Psychology
a) Focus on the perceived needs and concerns of management
b) Relative lack of applied training within I-O doctoral programs
c) Use of techniques without proof of adequate psychometric properties
d) Differences in knowledge between I-O researchers and practitioners
e) Limited attention to research and practice internationally (e.g., increased globalization)

9. Academics Versus Practitioners (JAP)
Editorial Board
First Authors
Silzer, R. & Parson, C. (2012) Industrial-Organizational Psychology and the science-practice gap. The Industrial-Organizational Psychologist, 49(4),

10. Academics Versus Practitioners (cont.)
Rynes, Giluk, and Brown (2007):
Academic research findings not often present in sources read by HR; messages are different between academic and practitioner journals
Rynes et al. (2002): Many HR practitioners are unaware of academic research findings.

11. Gap Between Science and Practitioners: Use of Selection Devices
Wang, X., & Yancey, G. G. (2012). The Benefit of a Degree in I-O Psychology or Human Resources. The Industrial-Organizational Psychologist, 50,

12. Gap Between Science and Practitioners: Use of Selection Devices
Terpstra and Rozelle (1993; N = 210 organizations):
Structured Interviews: 29%
Validation Studies: 24%
Cognitive Ability Tests: 20%
Weighted Application Blanks or BIBS: 17%
Drogan and Yancey (2011; N = 122 HR executives):
Structured Interviews: 72%
Job Analysis for Selection: 53%
Cognitive Ability Tests: 27%
Validation Studies: 14%
Weighted Application Blanks or BIBS: 4%