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Drawer Trigger

Master of Science in Organizational Psychology

Noorain Chaudhry

Noorain Chaudhry, M.S., 2017, Talent Acquisition Specialist

Alumni Job Titles

  • Human Resources Manager
  • Consulting Firm Founder
  • Talent Acquisition Partner
  • Talent Management Consultant
  • Organizational Development Consultant
  • National Head of People & Compliance
  • Analyst, Talent & Rewards
  • Program Development Manager
  • Regional Project Manager
  • Training and Talent Development Manager

Where Our Students Come From

  • California
  • Texas
  • New York
  • Kansas
  • Oregon
  • Washington State
  • South Carolina
  • Arizona, Missouri
  • Minnesota
  • Bahamas
  • India

Accepted Applicant Majors

Among some of the popular undergrad majors that apply to the program, 31% majored in business and management, 25% majored in psychology, and 54% of students pursued other majors such as communications, political science, and many more.

Organizational Psychology Courses

Course Requirements - 42 Units

PSOG 505 - Introduction to Psychology and Behavior in Organizations: 3 Units

Provides graduate level systematic overview of science and theory of psychology as relevant to workplace applications, core principles and subfields of organizational psychology, and the role of personal values and worldview in science and practice of organizational psychology.

PSOG 515 - Applied Research and Critical Analysis: 3 units

Focuses on development of students as competent consumers of information and foundational skills in conducting organizational inquiry to inform decision- making. Specific competencies include graduate-level skills in identifying, reading and summarizing quality research sources.

PSOG 525 - Leadership and Character Development: 3 units

Explores the interior life of the leader as a person in order to understand how character, spirituality and personal ethics of the leader influence interpersonal relationships and the public roles of leadership in the workplace.

PSOG 535 - Statistics for Organizational Decision-Making: 3 units

Focuses on the interpretation of descriptive and inferential statistics, reliability and validity of instruments, theoretical and methodological foundations of criterion development, and core considerations in development and interpretation of organizational surveys and in selecting research vendors and products.

PSOG 545 - Advanced Social Psychology: 3 units

Examines the effect of social influences upon the development of personality and behavior patterns. Topics include socialization, attitude formation and change, communication, propaganda, roles and stereotypes, leadership and collective behavior.

PSOG 555 - Managing Human Resources: 3 units

Examines the fundamentals of human resource management, including job assessment and analysis, strategic workforce planning, recruiting and onboarding, supervision and termination practices. Consideration will be given to current issues and employment law.

PSOG 605 - Organizational Ethics and Justice: 3 units

Provides a thought provoking study of the ethical theories involved in evaluating issues and decision making. To accomplish this, the course focuses on contemporary ethical issues relevant to leadership from a Christian foundation. The goal is to learn how to integrate ethical models with contemporary concerns of leadership.

PSOG 615 - Performance Management and Employee Engagement: 3 units

Applies motivation and attitude theories. Examines current topics in performance appraisal, including criterion development, rater training, appraisal effectiveness and feedback processes. A larger picture of performance management, attitudes, engagement and individual and organizational success is discussed in the context of current research and best practices.

PSOG 625 - Psychology of Leadership and Motivation: 3 units

Reviews theories and research on motivation, specifying both the intrinsic and extrinsic determinants of worker motivation. The leadership process and its relation to motivation, group performance, workplace attitudes and climate are also analyzed.

PSOG 635 - Diversity and the Organization: 3 units

Addresses the processes involved in creating and maintaining a knowledgeable environment that equips all organizational participants to attain their full potential in pursuit of the enterprise’s objectives. It is an approach that recognizes that organizations are made up of unique and valuable individuals that carry out particular functions. As members of organizations, each contributes diversity to the success of the organizational diversity.

PSOG 655 - Capstone: Organizational Systems, Development and Change: 3 units

Examines the organization systematically to see how the whole is functioning, with the focus on how internal and external dynamics influence organizational productivity and health. Examines theories and research on change and organizational development within the context of the I-O specialist role as both change-agent and consultant. Topics include types of change, individual, group and organizational interventions, conflict management, team development, group decision making, and culture. This course also serves as a capstone/culminating experience of the MSOP program.

PSOG 720 - Professional Development Workshop: (Multiple Topics, 6 workshops required): 1 unit

Six 8-hour workshops are held (3 per year) that present current trends in the field while providing students hands-on support for their own professional development.

Select one of the following:

PSOG 650 - Exit Option: Master’s Thesis: 3 units

Allows students to demonstrate empirical competencies, as well as build a unique professional niche within Organizational Psychology. Suggested topics/areas of focus include Performance Evaluation, Motivation, Training and Development in Organizations, Intercultural Relations, Stress & Health, or other relevant topics reflective of Society for Industrial/Organizational Psychology (SIOP) competencies. Master’s thesis will add generalizable knowledge to the field.

PSOG 652 - Exit Option: Applied Project: 3 units

Allows students to demonstrate professional competencies, as well as build a unique professional niche within Organizational Psychology. Suggested topics/areas of focus include Performance Evaluation, Motivation, Training and Development in Organizations, Intercultural Relations, Stress & Health, or other relevant topics reflective of Society for Industrial/Organizational Psychology (SIOP) competencies. Applied Projects demonstrates substantial contribution to the practice of Organizational Psychology. Appropriate formats include internal or external consulting projects, development of training curricula, needs analysis or effectiveness evaluation studies, delivery and evaluation of organizational training, and other work products documenting professional competencies.

Optional Specialization (not required):

PSOG 654 - Specialization: 2 units

An optional course which allows students to build a unique professional niche within Organizational Psychology. That goal shall be accomplished through focused reading and reflection and submission of professional portfolio to consist of documents demonstrating a proficiency in selected areas of specialization(personal professional philosophy, articles, conference presentations, and other documents reflecting professional competencies as relevant to specialization). Specialization Options: Intercultural Relations or Training and Development in Organizations.

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Guiding Principles

Commitment to ethics and responsible organizational practice.

Values matter. Individual, organizational, and societal outcomes matter. Commitment to values and to our ethical responsibility in organizational practice is not optional. This commitment is our first guiding principle.

Evidence-based organizational practice.

This commitment stems from our ethical commitment, as well as from the empirical nature of our field. Ethical organizational intervention is also an evidence-based intervention, in which practical decisions are 1) based on thoroughly conducted research studies and 2) supported by solid understanding and appropriate interpretation of research.

Simultaneous commitment to organizational interests and employee interests.

Sometimes it is assumed that in order to ensure organizational profit/benefit, employees must suffer. Or, that in treating employees well organizations risk their very existence. In our work we strive to demonstrate that it is possible to build thriving, strong, sustainable organizations which bring together thriving, productive, engaged individuals – modern, goal-oriented communities of innovation and commitment to the common vision.