Master of Science in Organizational Psychology
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
- New York
- Washington State
- South Carolina
- Arizona, Missouri
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.
- PSOG 505 - Introduction to Psychology and Behavior in Organizations: 3 Units
- PSOG 515 - Applied Research and Critical Analysis: 3 units
- PSOG 525 - Leadership and Character Development: 3 units
- PSOG 535 - Statistics for Organizational Decision-Making: 3 units
- PSOG 545 - Advanced Social Psychology: 3 units
- PSOG 555 - Managing Human Resources: 3 units
- PSOG 605 - Organizational Ethics and Justice: 3 units
- PSOG 615 - Performance Management and Employee Engagement: 3 units
- PSOG 625 - Psychology of Leadership and Motivation: 3 units
- PSOG 635 - Diversity and the Organization: 3 units
- PSOG 655 - Capstone: Organizational Systems, Development and Change: 3 units
- PSOG 720 - Professional Development Workshop: (Multiple Topics, 6 workshops required): 1 unit
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.
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.
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.
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.
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.
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.