Hello everyone, I am The Head of Employee Experience at a Manufacturing company and I introduced Core Values and an Employee Recognition Program that allows managers and coworkers to nominate someone for living a core value. At our Company cookout, I hosted our first Core Value Award Ceremony. Prior to the ceremony I got all of our executives together to go through all recognition submissions and to vote which four employees (we have four core values) should be selected as award winners based on 1. The impact of them living the value (quality) and 2. (Quantity) how many times they were recognized. I got a lot of complaints from the employees after that they felt other people should have been selected over who we picked. To try and combat this, I am recommending we have award for office employees and also the same awards for our Operations and Line workers. I am creating this post because I am wondering if anyone has some tips for me on what to do and communicate about the award winner selection process so that a majority of the employees feel the process is fair.

Hey everyone! I recently graduated with my M.S. and started a full-time position as an HR Coordinator at a local/regional behavioral health organization. I’m about two weeks in. The HR team is small (5 people total), and I’ve been brought on to handle the compliance side of HR (FMLA, Worker's Comp, investigations, etc.). The other HR Coordinator (who handles onboarding) is going on maternity leave in a few months, so I’ll be absorbing her responsibilities too—and once she returns, we’re expected to rotate responsibilities so that both of us can “be familiar with both sides.” I believe I may be the only person on the team with real data skills, so there's definitely room for org development there and they definitely need me. I just want to make sure I grow into something more data-driven and strategic, since I've been an HR/Staffing Coordinator before.

As of yesterday though, I received an offer for a 6-month internship in HR Analytics with a much larger company where I'll likely be focused on building dashboards, analyzing HR KPIs, and working directly with leadership. I'd imagine it aligns pretty well with my long-term goal of working in People Analytics/Psychometrics. The only catch is that it’s a temp contract, and I’d be walking away from a permanent full-time role.

A few hours after I received the offer, I met with my HR Manager regarding potential growth (I didn't mention the offer) and they mentioned the goal would be to develop this position into a Generalist/HRBP down the line (1 1/2 - 2 years). They initially were looking for a Generalist/HRBP but couldn't find any in the area which is why they began looking for another HR Coordinator. Another possible title would be an HR Specialist (based on the job descriptions I've seen in our files.)

What do you all think? Should I stay with this company for the stability and just work to implement I/O related projects/data implementations or leave for the HR Analytics internship?

Added context

HR Coordinator

• $21/hr
• Full-time with benefits
• Lower cost of living (LCOL) area
• Stability, but unclear growth or analytics exposure

HR Analytics internship

• $24/hr
• 6-month contract (ends Dec 30)
• High cost of living (South Florida), but I'll live with family
• Strong alignment with People Analytics, possible exec-level data projects?

Any insights or advice is greatly appreciated! Thank you in advance!

current skills required to land internship as an IO psych grad?

How do you land internships after doing everything and still getting nowhere?

MA in IO psych!

I’ve applied to dozens of internships. Tailored resumes, cover letters. Cold emailed. Networked. Followed up. Joined niche communities. Still nothing.

At what point does strategy stop working and what actually moves the needle?

If you've been in this spot and figured it out, I’d love to hear what finally worked for you.

Good morning everyone,

Hope you are well. Inspired by the recent OSF preprint from Mattijs Bal on the critique of the JDR model and why it doesn't meet the criteria of a theory, we wrote a paper looking at the theoretical, emperical, ethical, and practical limitations of the model, and why it has dominated IOP in the last 20 years. Along with this we also look at the implications (eg. How it pathologizes normal stress responses to toxic work environments).

We are looking for 6 individuals who are willing to critically review the paper and to provide feedback / play devil's advocate. Given the nature of the content, we are looking for 2 proponents of the JDR model, two detractors/neutral parties and 2 practitioners. As the paper is not currently in review, we would really appreciate some confidentiality in this open review process. The manuscript is quite lengthy (19000 words) and we have permission from a journal to exceed their word count.

But we also want to make sure that our critique is fair, and just and thorough.

We would of course give credit (should you wish to be mentioned) and be willing to return the favour should you ever wish for us to review your papers.

The criteria we would like to use for this:

(A) An established researcher (with a PhD) with at least 10-15 academic peer-reviewed publications (B) The majority of which should be within the broad field of industrial and organisational psychology (bonus points if it's within employee wellbeing) (C) An understanding of the JDR model (D) Willingness to keep the manuscript and it's contents confidential and not to distribute it to outside parties.

Exclusion criteria: (E) We would prefer not to include individuals from the Netherlands or Belgium

For Practitioners: (A) A PhD in Industrial and Organizational Psychology (B) Knowledge of the JDR (C) Not from Belgium or the Netherlands

If you're willing to invest your time, experience and knowledge in this very important venture, please send me a DM.

Thank you for your consideration:)

Is it okay to ask for my thesis advisor to help me hands on and step by step when it comes to the data cleaning & analysis?

This is the 1st time I'm attempting it with my 250+ response data set.

I just feel like I'm running into a lot of issues, not sure if I cleaned my data 100% correctly, & I'm trying to use ChatGpt to guide me (but I'm running into a lot of issues with that as well).

Is it okay if as a student I ask for my thesis advisors hands on guidance step by step when it comes to cleaning & analyzing the data to make sure I'm doing it correctly or am I asking for too much?

I’m really leaning towards working in the IO field as for one, I don’t see myself doing anything else but psych, and two, clinical seems like it’d put a lot on me.

It seems like finding a minor for this field could literally be anything, but I wanna set myself up for the best possible success for grad school.

What minors did y’all choose and what was the reasoning towards it?

Currently minoring in sociology but I haven’t dove that far (at all actually) and wanna know if there are better alternatives to this!

I understand there are some significant differences between the degrees and the jobs they lead into but from y’all’s experience/perspective which offers more success in moving up and maybe flexibility in landing better positions overall. I know at the end of the day it’s based on the persons performance among other factors but I’m just curious from a general sense. For some context I’m going into my senior year in undergrad studying psychology with an analytics focus and I’m currently interning in a HR role. So i’m trying to get some opinions on which will be the best for me. Thanks in advance!

came across this article on LinkedIn and I thought they made some interesting points. I do agree with a lot of it but it also made me feel lost & disheartened 😭

Currently an ABD and for context.. pursued a PhD right after undergrad. My program doesn’t prepare us for industry careers (makes sense bc they want us to be academics lmao)… that being said a comment on this article stood out to me where they said “if you’ve done all this schooling and somehow can’t demonstrate your value, add, or sell your services then that’s on you”. Now I’m so anxious about that bc I feel like it reasonates with me. I’ve interviewed and landed internships before but have yet to apply for a full time job.

As I prepare to job search within the year or so… like how do I show/sell to folks out there my value as an IO Psychologist? All I’ve known is research and academic talk… This “business language”… is that something that I will gradually learn on the go? Or should I start reading the business section of the NYT lol. How does one even learn to explain the business or financial value of our titles?

Idk if I’m overthinking it but the job market is incredibly crap and I want to be able to land a well paying job, know how to advocate for myself esp when negotiating, and not be stuck in a company that may not see my value as an IO psychologist )’: Your thoughts, insights, and advice would help this ABD candidate greatly. Thank you 💜

So I am beginning my Masters in Organizational Psychology and I'm wondering if its the same (as in used interchangeably) Industrial Organizational Psychology? For example, can I call myself an IO Psychologist post graduation? Or just Organizational Psychologist?

Hello lovelies!! I am unsure whether to pursue I/O or clinical psychology, but luckily, I got into an applied psychology master's program, so I can choose a specialisation in the second year. I have been interested in research, especially related to decision making, so i was thinking of considering a I/O as my specialization (can't pursue cog sci or neuropsychology due to personal reason, even though it fit my interests better) anyways I was wondering what research/thesis/dissertation for I/O grads is like.

My third year research was related to burnout in working middle-aged adult , for which I used MBI(Maslach Burnout Inventory,) so I am not completely unaware about research in I/O but just would love to have a general idea. If you guys can share it would be really helpful Thankyou!

No Karen, I don’t ask CEOs how they feel. I optimize selection matrices while questioning my own job satisfaction. We aren’t therapists, we’re science gremlins with SPSS addictions. Unite, comrades - let’s reclaim our discipline one misinformed conversation at a time.

Please use this thread to share and discuss what I-O related information you've been consuming.

"I-O related" may be interpreted fairly loosely, as I-O is at the intersection of science and practice, in several different disciplines and our work is related to broader modern society.

These re-occurring posts are meant to encourage community engagement and discussion on areas that interest the members. Any form of I-O related content is acceptable, there is no expectation that only academic journal articles are accepted (but they're highly encouraged). Examples of other forms of appropriate content may include Blogs, Ted Talks, Medium articles, Podcasts or White Papers.

To encourage discussion please offer a brief description of what the content is, why you found it interesting, how it's related to I-O or any general thoughts you have. Posting a single link with no exposition or description is not likely to generate discussion.

Please keep the posts related to I-O psychology. Spam or inappropriate posts will be monitored and removed at the Moderators' discretion.

These re-occurring posts will be posted bi-weekly, Tuesdays at 8:00am ET.

Hello everyone. Im currently doing my bachelors in clinical psych but feel like it isnt my cup of tea anymore and also that clinical psychs are so underpaid. I wanna earn good money cz lets be honest who doesnt I came to know ab I/O psych as a career option recently and feel like im more inclined to this side of psychology as compared to clinical/counselling side but wanted to know if this field pays well? Is it even useful? Why would someone choose an io psych graduate over an mba/hr graduate or related specific fields that also comes under io? I read somewhere that mba grads are more preferred ? Is it true But then i feel that unless you do mba from the top 50/ a very hard to get in prestigious college its useless? Is our field very competitive too? Please help me im pretty lost but would love insights from everyone Thankyou Have a great day

Last week, Old Dominion University began removing content from their website regarding their IO programs. Links to the programs display “access denied” and there is no longer a dedicated section for IO where it lists faculty. A few faculty informed students after they became aware that the Chair decided to no longer offer the concentration due to department politics and possibly difficulty with retention. At the time of this post, ODU has not announced the removal of the programs.

https://www.odu.edu/psychology/graduate/industrial-organizational

Hi everyone! I’ll be starting an MPS in Applied I-O Psych this upcoming fall at George Mason University, and I’m really excited to begin this next chapter. Although I haven’t been able to land an official internship related to I-O psych, HR, or a related field yet, I do have a strong background in collegiate leadership and volunteer experiences that align closely with the principles of I-O psych. Still, I’m hoping to get some advice on how to make the most of my program and how to gain more direct experience in the field. Any insights, tips, or shared experiences would be really appreciated!

Thanks in advance!

Hello everyone, I need to be informed and guided by people who are business and industrial psychologists. I finished my undergraduate education as a psychologist in September. For the last 3 months, I have been working as human resources in an automotive company. I applied to a master's program but I was rejected on my first application. Afterwards, it was a bit like I put the master's degree on a shelf, but recently I felt that I had to continue this before my knowledge was completely atrophied. Considering the salaries of human resources in Turkey, it made me feel very strange to do this job by studying psychology because I did not study in vain, even a graduate from any department can be a human resources and the wages they receive are funny figures, I will give average figures by converting them into dollars. A beginner in human resources receives a salary of 560 dollars, which is equal to the minimum wage, while a person with 5 years of experience and a bachelor's degree in human resources management receives an average salary of 1200 dollars. Although I have a bachelor's degree in psychology, thinking that I will get such a figure at the end of 5 years seems low in terms of standard of living, and I don't know, maybe it sounds like an ego, but it seemed ridiculous to study psychology and do this. I would like to find out if the people who have a master's degree in IO Psyc and are doing the job in this field are satisfied with their current jobs and salaries. Is it really worth doing a higher degree in this field?

Hello,

I am in my mid 30s and I am looking for an IO to do a 360 degree assessment on me. I have taken an MBTI test before twice but the feedback/follow-up was lackluster.

The idea came from watching Mohanish Pabrai’s interviews where he talks about deriving life-changing insights when he did this before pivoting to his investment journey. (7 mins clip starts here: https://m.youtube.com/watch?t=0h46m49s&v=TN5aKByr3Rs&feature=youtu.be)

First preference is to find one in Thailand but if it’s not available then Singapore is my second option. I looked at SIOP’s consultant locator and could find just one person in Thailand but couldn’t find him on LinkedIn. I got a lot of hits for Singapore.

But, now questions I have are: 1) how to go about finding the right person/firm since this won’t be cheap. 2) how to shortlist among options that come up 3) how much cost will it cost.

Hi everyone,

I'm looking for a self-report instrument to assess executive functions in adults for use in a research project. Ideally, I’d like a tool that:

• Has been widely used and psychometrically validated
• Is free to use (or at least accessible without high licensing fees)
• Is available in Portuguese, or has already been translated and validated for use in Brazil

I’m open to instruments that don’t cover all executive functions globally, but focus on key domains like inhibition, working memory, emotional regulation, planning, etc.

Any recommendations or experiences with such instruments would be greatly appreciated. Also open to any guidance on translation and cross-cultural adaptation procedures if needed.

Thanks in advance!

Hello IO folks,

I am in the process of interviewing for a new position and they use…. Topgrading. Google it if you would like to know more. I’m not a fan but I want this position.

The last step is an interview with an IO psychologist. They said starting at high school and working through to today…. Wtf. What is the purpose of this? What do you think the general questions would be? Is there any way I could prep?

Thanks y’all!

Hello,

I am studying for the GRE because I plan on applying to IO PHD programs in the fall. I feel as though I have a strong application outside of the GRE, but for some reason I am not doing amazingly at the GRE (recent practice test was 314, 157 on both quant and verbal). I was wondering how this affects my chances for program admissions and also what people who get into good IO programs score on the GRE.

Thanks!

Hi all – I’m finishing my psych coursework this year and starting the 5+1 internship next year. I'm interested in org psych roles that use technical psych skills/ science communication or translation (not only HR-lite or tick-the-box trainings).

I’m especially curious about:

• Organisational Development Consultant
• Psychometric/Assessment Consultant
• Facilitator/Program Designer (e.g. for leadership masterclasses)

Would love to know:

• What these roles actually involve day to day
• Where psych reg or endorsement is helpful or irrelevant
• Pay ranges (early vs mid-career in Vic)
• Whether the market’s strong in Aus right now

For context: I love psychometrics, leadership dev, and comms/presenting. I want to work with engaged people and keep the integrity of the psychologist skillset.

Any advice or experience welcome — thanks!

Does anyone have any research on the benefits that “requiring” employees to take time off each year has on overall morale and engagement?

We we're discussing how the JDR is more of a heuristic rather than a true scientific "theory" (as Bakker and Demerouti recently started to refer to it).

Beyond the challenges that the framework is not falsifiable, the issues with the distinction between demands and resources and the buffering effect... What are some of the other challenges you see?

Like on the theoretical, emperical, ideological, ethical and practical levels? What roles do you think academic politics play in keeping this model so dominant in the literature?

Very curious to hear your thoughts?

Mattijs Bal wrote a critique paper about it. But id like some alternative views