The graduate programs in Organizational Psychology seek to enrich the workplace by scientifically integrating psychology and organizational life.
These programs prepare students for practice in human resources, organizational development, training and development, and other management and leadership positions including consulting. Students in either master’s program earn a graduate certificate in Talent Development and Organizational Analysis (TDOA). This certificate develops in-demand skills of training and development in organizations by using analytics to inform decision-making.
The Master of Science in Industrial-Organizational Psychology (MSIO) is a 42 unit scientist-practitioner research program culminating with completion of a thesis or applied project. This program is a pathway for future doctoral studies.
The Master of Arts in Organizational Psychology (MAOP) is a 35 unit practice-oriented program.
The Graduate Certificate in Talent Development and Organizational Analytics prepares graduates to seize opportunities in high-demands areas of training and development, and organizational analysis.
Relevance. This program prepares students for highly competitive professional practice. Professional opportunities in industrial and organizational psychology are expected to grow by as much as 53% by 2022, according to statistical estimates by the Department of Labor and the Bureau of Labor Statistics.
Quality. Committed to academic quality and professional respectability, the MSOP curriculum is based on recommendations of relevant professional associations, such as Society for Industrial and Organizational Psychology (SIOP), Society for Human Resource Management (SHRM) and the Academy of Management (AOM).
Convenience. This is a two-year program. Evening classes meet once a week with some online enhancements. The program also includes six highly practical Saturday seminars.
Practice of organizational psychology carries with it a tremendous responsibility. Our work impacts lives of many individuals within organizations, and could make a difference between extremely fulfilling careers and traumatic work experiences, organizational thriving and organizational collapse, sustainable economic development and a cycle of bubbles and crashes. Understanding of this responsibility is the cause of our program commitment to three 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.