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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.