April 13, 2024
Updated June 12, 2024
5 minute read
Industrial psychology is the study of human behavior in the workplace. Industrial psychologists apply psychological principles and methods to improve the workplace and the well-being of employees. They work with organizations to design jobs, improve employee motivation and productivity, and resolve workplace conflicts.
What Industrial Psychologists Do
Industrial psychologists conduct research, consult with organizations, and provide training and development programs. They may work in a variety of settings, including universities, research institutes, consulting firms, and corporations.
Some of the specific tasks that industrial psychologists may perform include:
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Job analysis: Identifying the tasks, skills, and knowledge required for a job.
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Employee selection: Developing and administering tests and other assessment tools to identify qualified candidates for jobs.
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Performance management: Creating and implementing systems to evaluate employee performance and provide feedback.
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Training and development: Designing and delivering training programs to help employees improve their skills and knowledge.
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Organizational development: Helping organizations to improve their structure, processes, and culture.
Education and Training
Industrial psychologists typically need a master's degree or doctorate in industrial psychology or a related field, such as psychology, business, or human resources. Coursework in industrial psychology typically includes:
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Find a path to becoming a Industrial Psychologist. Learn more at:
OpenCourser.com/career/hxh0hl/industrial
Reading list
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Explores the employee experience from a holistic perspective, focusing on how organizations can create a positive and engaging work environment that attracts and retains top talent. It covers topics such as onboarding, development, recognition, and culture, and provides practical strategies for improving the employee experience at every stage.
Provides practical strategies for increasing energy levels and improving productivity. Schwartz and Loehr argue that energy management is essential for employee well-being and satisfaction, and they offer tools and techniques for managing energy levels throughout the day.
Explores the concept of authentic happiness and provides research-based insights into the factors that contribute to well-being and satisfaction. Seligman argues that true happiness comes from living a life in accordance with one's values and strengths, and he offers practical strategies for cultivating authentic happiness.
While this book is not specifically about employee satisfaction, it provides valuable insights into the role of habits in shaping behavior. Duhigg explores how habits are formed and how they can be changed, and he offers strategies for creating positive habits that can lead to increased productivity and satisfaction at work.
Explores the concept of emotional intelligence and provides practical strategies for improving one's emotional skills. Bradberry and Greaves argue that emotional intelligence is essential for success in all areas of life, including the workplace, and they offer tools and techniques for developing emotional intelligence and improving relationships.
Explores the concept of mindset and its impact on success. Dweck argues that people with a growth mindset believe that they can improve their abilities through effort, while people with a fixed mindset believe that their abilities are fixed. Dweck provides insights into how mindset can be changed and how a growth mindset can lead to increased motivation and achievement.
Personal account of one woman's year-long quest to find happiness. Rubin experiments with different happiness-boosting activities and shares her insights into what makes people happy. While not specifically about employee satisfaction, this book provides valuable insights into the factors that contribute to well-being and fulfillment at work.
For more information about how these books relate to this course, visit:
OpenCourser.com/career/hxh0hl/industrial
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