[Core] [26% incumbents] Provide advice on best practices and implementation for selection.
  DWAs: Advise others on business or operational matters.

[Core] [26% incumbents] Develop and implement employee selection or placement programs.
  DWAs: Develop methods of social or economic research.

[Core] [26% incumbents] Analyze data, using statistical methods and applications, to evaluate the outcomes and effectiveness of workplace programs.
  DWAs: Conduct scientific research of organizational behavior or processes.

[Core] [26% incumbents] Develop interview techniques, rating scales, and psychological tests used to assess skills, abilities, and interests for the purpose of employee selection, placement, or promotion.
  DWAs: Develop methods of social or economic research.

[Core] [26% incumbents] Observe and interview workers to obtain information about the physical, mental, and educational requirements of jobs, as well as information about aspects such as job satisfaction.
  DWAs: Collect information from people through observation, interviews, or surveys.

[Core] [26% incumbents] Facilitate organizational development and change.
  DWAs: Implement organizational process or policy changes. | Recommend organizational process or policy changes.

[Core] [26% incumbents] Analyze job requirements and content to establish criteria for classification, selection, training, and other related personnel functions.
  DWAs: Conduct scientific research of organizational behavior or processes.

[Core] [26% incumbents] Advise management concerning personnel, managerial, and marketing policies and practices and their potential effects on organizational effectiveness and efficiency.
  DWAs: Advise others on business or operational matters.

[Core] [26% incumbents] Conduct presentations on research findings for clients or at research meetings.
  DWAs: Prepare scientific or technical reports or presentations.

[Core] [26% incumbents] Conduct individual assessments, including interpreting measures and providing feedback for selection, placement, or promotion.
  DWAs: Administer standardized physical or psychological tests.

[Core] [26% incumbents] Train clients to administer human resources functions, including testing, selection, and performance management.
  DWAs: Train personnel in technical or scientific procedures.

[Core] [26% incumbents] Assess employee performance.
  DWAs: Evaluate employee performance. | Evaluate performance of applicants, trainees, or employees.

[Core] [26% incumbents] Identify training and development needs.
  DWAs: Evaluate capabilities or training needs. | Develop educational or training programs.

[Core] [26% incumbents] Formulate and implement training programs, applying principles of learning and individual differences.
  DWAs: Develop educational programs.

[Core] [26% incumbents] Provide expert testimony in employment lawsuits.
  DWAs: Testify at legal or legislative proceedings.

[Core] [26% incumbents] Conduct research studies of physical work environments, organizational structures, communication systems, group interactions, morale, or motivation to assess organizational functioning.
  DWAs: Conduct scientific research of organizational behavior or processes.

[Core] [26% incumbents] Develop new business by contacting potential clients, making sales presentations, and writing proposals.
  DWAs: Confer with clients to exchange information.

[Core] [26% incumbents] Write reports on research findings and implications to contribute to general knowledge or to suggest potential changes in organizational functioning.
  DWAs: Prepare scientific or technical reports or presentations.

[Core] [26% incumbents] Write articles, white papers, or reports to share research findings and educate others.
  DWAs: Prepare scientific or technical reports or presentations.

[Core] [26% incumbents] Counsel workers about job and career-related issues.
  DWAs: Counsel clients on mental health or personal achievement.

[Supplemental] [26% incumbents] Participate in mediation and dispute resolution.
  DWAs: Mediate disputes.

[Supplemental] [26% incumbents] Study consumers' reactions to new products and package designs, and to advertising efforts, using surveys and tests.
  DWAs: Collect information from people through observation, interviews, or surveys.

[Core] [25% incumbents] Coach senior executives and managers on leadership and performance.
  DWAs: Counsel clients on mental health or personal achievement.

[Core] [25% incumbents] Study organizational effectiveness, productivity, and efficiency, including the nature of workplace supervision and leadership.
  DWAs: Conduct scientific research of organizational behavior or processes.

[Core] [25% incumbents] Review research literature to remain current on psychological science issues.
  DWAs: Review professional literature to maintain professional knowledge.

[EMERGING:New] Develop and administer surveys to employees of organizations.

[EMERGING:New] Teach industrial-organizational psychology courses to undergraduate or graduate students.

--- SKILLS ---
  Reading Comprehension (imp:4.38 lvl:4.75) — Understanding written sentences and paragraphs in work-related documents.
  Active Listening (imp:4.38 lvl:4.62) — Giving full attention to what other people are saying, taking time to understand
  Writing (imp:4.25 lvl:4.88) — Communicating effectively in writing as appropriate for the needs of the audienc
  Speaking (imp:4.12 lvl:4.62) — Talking to others to convey information effectively.
  Critical Thinking (imp:4.12 lvl:4.50) — Using logic and reasoning to identify the strengths and weaknesses of alternativ
  Active Learning (imp:3.88 lvl:4.12) — Understanding the implications of new information for both current and future pr
  Monitoring (imp:3.88 lvl:4.25) — Monitoring/Assessing performance of yourself, other individuals, or organization
  Science (imp:3.75 lvl:3.88) — Using scientific rules and methods to solve problems.
  Learning Strategies (imp:3.62 lvl:4.00) — Selecting and using training/instructional methods and procedures appropriate fo
  Mathematics (imp:3.50 lvl:3.88) — Using mathematics to solve problems.

--- KNOWLEDGE ---
  Personnel and Human Resources (imp:4.92 lvl:6.50) — Knowledge of principles and procedures for personnel recruitment, selection, tra
  Psychology (imp:4.81 lvl:5.92) — Knowledge of human behavior and performance; individual differences in ability, 
  Education and Training (imp:4.46 lvl:6.46) — Knowledge of principles and methods for curriculum and training design, teaching
  Administration and Management (imp:4.04 lvl:4.73) — Knowledge of business and management principles involved in strategic planning, 
  Mathematics (imp:4.00 lvl:4.92) — Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their appl
  English Language (imp:3.76 lvl:5.15) — Knowledge of the structure and content of the English language including the mea
  Customer and Personal Service (imp:3.62 lvl:4.65) — Knowledge of principles and processes for providing customer and personal servic
  Law and Government (imp:3.36 lvl:3.76) — Knowledge of laws, legal codes, court procedures, precedents, government regulat
  Sociology and Anthropology (imp:3.35 lvl:4.42) — Knowledge of group behavior and dynamics, societal trends and influences, human 
  Computers and Electronics (imp:3.23 lvl:4.19) — Knowledge of circuit boards, processors, chips, electronic equipment, and comput
  Communications and Media (imp:2.88 lvl:3.46) — Knowledge of media production, communication, and dissemination techniques and m
  Administrative (imp:2.69 lvl:4.08) — Knowledge of administrative and office procedures and systems such as word proce
  Therapy and Counseling (imp:2.69 lvl:3.12) — Knowledge of principles, methods, and procedures for diagnosis, treatment, and r
  Sales and Marketing (imp:2.50 lvl:3.42) — Knowledge of principles and methods for showing, promoting, and selling products
  Philosophy and Theology (imp:1.88 lvl:2.08) — Knowledge of different philosophical systems and religions. This includes their 
  Economics and Accounting (imp:1.81 lvl:1.65) — Knowledge of economic and accounting principles and practices, the financial mar
  Engineering and Technology (imp:1.69 lvl:1.12) — Knowledge of the practical application of engineering science and technology. Th
  Public Safety and Security (imp:1.68 lvl:1.23) — Knowledge of relevant equipment, policies, procedures, and strategies to promote
  Telecommunications (imp:1.60 lvl:0.85) — Knowledge of transmission, broadcasting, switching, control, and operation of te
  Production and Processing (imp:1.58 lvl:1.15) — Knowledge of raw materials, production processes, quality control, costs, and ot
  Foreign Language (imp:1.46 lvl:0.69) — Knowledge of the structure and content of a foreign (non-English) language inclu
  Design (imp:1.42 lvl:0.96) — Knowledge of design techniques, tools, and principles involved in production of 
  Geography (imp:1.42 lvl:1.23) — Knowledge of principles and methods for describing the features of land, sea, an
  Biology (imp:1.35 lvl:0.73) — Knowledge of plant and animal organisms, their tissues, cells, functions, interd
  Transportation (imp:1.35 lvl:0.58) — Knowledge of principles and methods for moving people or goods by air, rail, sea
  History and Archeology (imp:1.31 lvl:0.81) — Knowledge of historical events and their causes, indicators, and effects on civi
  Medicine and Dentistry (imp:1.23 lvl:0.40) — Knowledge of the information and techniques needed to diagnose and treat human i
  Fine Arts (imp:1.19 lvl:0.19) — Knowledge of the theory and techniques required to compose, produce, and perform
  Mechanical (imp:1.15 lvl:0.31) — Knowledge of machines and tools, including their designs, uses, repair, and main
  Food Production (imp:1.08 lvl:0.15) — Knowledge of techniques and equipment for planting, growing, and harvesting food
  Building and Construction (imp:1.08 lvl:0.15) — Knowledge of materials, methods, and the tools involved in the construction or r
  Physics (imp:1.08 lvl:0.15) — Knowledge and prediction of physical principles, laws, their interrelationships,
  Chemistry (imp:1.08 lvl:0.23) — Knowledge of the chemical composition, structure, and properties of substances a

--- ABILITIES ---
  Written Comprehension (imp:4.38 lvl:4.88) — The ability to read and understand information and ideas presented in writing.
  Oral Expression (imp:4.38 lvl:4.88) — The ability to communicate information and ideas in speaking so others will unde
  Oral Comprehension (imp:4.25 lvl:4.75) — The ability to listen to and understand information and ideas presented through 
  Written Expression (imp:4.25 lvl:4.88) — The ability to communicate information and ideas in writing so others will under
  Deductive Reasoning (imp:4.12 lvl:4.62) — The ability to apply general rules to specific problems to produce answers that 
  Inductive Reasoning (imp:4.12 lvl:4.12) — The ability to combine pieces of information to form general rules or conclusion
  Problem Sensitivity (imp:4.00 lvl:4.25) — The ability to tell when something is wrong or is likely to go wrong. It does no
  Information Ordering (imp:4.00 lvl:4.00) — The ability to arrange things or actions in a certain order or pattern according
  Speech Recognition (imp:4.00 lvl:4.12) — The ability to identify and understand the speech of another person.
  Speech Clarity (imp:4.00 lvl:4.25) — The ability to speak clearly so others can understand you.
  Fluency of Ideas (imp:3.88 lvl:4.25) — The ability to come up with a number of ideas about a topic (the number of ideas
  Originality (imp:3.88 lvl:4.00) — The ability to come up with unusual or clever ideas about a given topic or situa
  Mathematical Reasoning (imp:3.88 lvl:3.88) — The ability to choose the right mathematical methods or formulas to solve a prob
  Category Flexibility (imp:3.75 lvl:4.00) — The ability to generate or use different sets of rules for combining or grouping
  Near Vision (imp:3.75 lvl:3.88) — The ability to see details at close range (within a few feet of the observer).
  Number Facility (imp:3.12 lvl:3.62) — The ability to add, subtract, multiply, or divide quickly and correctly.
  Selective Attention (imp:3.12 lvl:2.75) — The ability to concentrate on a task over a period of time without being distrac
  Far Vision (imp:3.00 lvl:3.38) — The ability to see details at a distance.
  Flexibility of Closure (imp:2.88 lvl:3.00) — The ability to identify or detect a known pattern (a figure, object, word, or so
  Speed of Closure (imp:2.75 lvl:3.00) — The ability to quickly make sense of, combine, and organize information into mea
  Perceptual Speed (imp:2.75 lvl:2.75) — The ability to quickly and accurately compare similarities and differences among
  Memorization (imp:2.62 lvl:3.00) — The ability to remember information such as words, numbers, pictures, and proced
  Visualization (imp:2.62 lvl:2.38) — The ability to imagine how something will look after it is moved around or when 
  Time Sharing (imp:2.25 lvl:2.50) — The ability to shift back and forth between two or more activities or sources of
  Visual Color Discrimination (imp:2.12 lvl:1.75) — The ability to match or detect differences between colors, including shades of c
  Hearing Sensitivity (imp:1.88 lvl:1.25) — The ability to detect or tell the differences between sounds that vary in pitch 
  Auditory Attention (imp:1.75 lvl:0.75) — The ability to focus on a single source of sound in the presence of other distra
  Finger Dexterity (imp:1.50 lvl:0.75) — The ability to make precisely coordinated movements of the fingers of one or bot
  Depth Perception (imp:1.50 lvl:0.50) — The ability to judge which of several objects is closer or farther away from you
  Trunk Strength (imp:1.38 lvl:0.50) — The ability to use your abdominal and lower back muscles to support part of the 
  Spatial Orientation (imp:1.00) — The ability to know your location in relation to the environment or to know wher
  Arm-Hand Steadiness (imp:1.00) — The ability to keep your hand and arm steady while moving your arm or while hold
  Manual Dexterity (imp:1.00) — The ability to quickly move your hand, your hand together with your arm, or your
  Control Precision (imp:1.00) — The ability to quickly and repeatedly adjust the controls of a machine or a vehi
  Multilimb Coordination (imp:1.00) — The ability to coordinate two or more limbs (for example, two arms, two legs, or
  Response Orientation (imp:1.00) — The ability to choose quickly between two or more movements in response to two o
  Rate Control (imp:1.00) — The ability to time your movements or the movement of a piece of equipment in an
  Reaction Time (imp:1.00) — The ability to quickly respond (with the hand, finger, or foot) to a signal (sou
  Wrist-Finger Speed (imp:1.00) — The ability to make fast, simple, repeated movements of the fingers, hands, and 
  Speed of Limb Movement (imp:1.00) — The ability to quickly move the arms and legs.
  Static Strength (imp:1.00) — The ability to exert maximum muscle force to lift, push, pull, or carry objects.
  Explosive Strength (imp:1.00) — The ability to use short bursts of muscle force to propel oneself (as in jumping
  Dynamic Strength (imp:1.00) — The ability to exert muscle force repeatedly or continuously over time. This inv
  Stamina (imp:1.00) — The ability to exert yourself physically over long periods of time without getti
  Extent Flexibility (imp:1.00) — The ability to bend, stretch, twist, or reach with your body, arms, and/or legs.
  Dynamic Flexibility (imp:1.00) — The ability to quickly and repeatedly bend, stretch, twist, or reach out with yo
  Gross Body Coordination (imp:1.00) — The ability to coordinate the movement of your arms, legs, and torso together wh
  Gross Body Equilibrium (imp:1.00) — The ability to keep or regain your body balance or stay upright when in an unsta
  Night Vision (imp:1.00) — The ability to see under low-light conditions.
  Peripheral Vision (imp:1.00) — The ability to see objects or movement of objects to one's side when the eyes ar
  Glare Sensitivity (imp:1.00) — The ability to see objects in the presence of a glare or bright lighting.
  Sound Localization (imp:1.00) — The ability to tell the direction from which a sound originated.

--- WORK ACTIVITIES ---
  Providing Consultation and Advice to Others (imp:4.76 lvl:6.50) — Providing guidance and expert advice to management or other groups on technical,
  Getting Information (imp:4.73 lvl:5.38) — Observing, receiving, and otherwise obtaining information from all relevant sour
  Making Decisions and Solving Problems (imp:4.68 lvl:5.35) — Analyzing information and evaluating results to choose the best solution and sol
  Establishing and Maintaining Interpersonal Relationships (imp:4.64 lvl:5.88) — Developing constructive and cooperative working relationships with others, and m
  Interpreting the Meaning of Information for Others (imp:4.62 lvl:5.31) — Translating or explaining what information means and how it can be used.
  Analyzing Data or Information (imp:4.60 lvl:5.81) — Identifying the underlying principles, reasons, or facts of information by break
  Working with Computers (imp:4.56 lvl:3.62) — Using computers and computer systems (including hardware and software) to progra
  Communicating with Supervisors, Peers, or Subordinates (imp:4.54 lvl:6.04) — Providing information to supervisors, co-workers, and subordinates by telephone,
  Processing Information (imp:4.48 lvl:5.85) — Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying
  Updating and Using Relevant Knowledge (imp:4.36 lvl:5.50) — Keeping up-to-date technically and applying new knowledge to your job.
  Organizing, Planning, and Prioritizing Work (imp:4.36 lvl:6.00) — Developing specific goals and plans to prioritize, organize, and accomplish your
  Coaching and Developing Others (imp:4.32 lvl:5.58) — Identifying the developmental needs of others and coaching, mentoring, or otherw
  Training and Teaching Others (imp:4.16 lvl:5.62) — Identifying the educational needs of others, developing formal educational or tr
  Developing Objectives and Strategies (imp:4.12 lvl:4.69) — Establishing long-range objectives and specifying the strategies and actions to 
  Communicating with People Outside the Organization (imp:4.04 lvl:5.23) — Communicating with people outside the organization, representing the organizatio
  Evaluating Information to Determine Compliance with Standards (imp:3.96 lvl:4.65) — Using relevant information and individual judgment to determine whether events o
  Developing and Building Teams (imp:3.92 lvl:4.46) — Encouraging and building mutual trust, respect, and cooperation among team membe
  Documenting/Recording Information (imp:3.88 lvl:4.23) — Entering, transcribing, recording, storing, or maintaining information in writte
  Judging the Qualities of Objects, Services, or People (imp:3.85 lvl:4.88) — Assessing the value, importance, or quality of things or people.
  Staffing Organizational Units (imp:3.71 lvl:5.58) — Recruiting, interviewing, selecting, hiring, and promoting employees in an organ
  Identifying Objects, Actions, and Events (imp:3.65 lvl:4.88) — Identifying information by categorizing, estimating, recognizing differences or 
  Thinking Creatively (imp:3.64 lvl:4.81) — Developing, designing, or creating new applications, ideas, relationships, syste
  Coordinating the Work and Activities of Others (imp:3.60 lvl:4.58) — Getting members of a group to work together to accomplish tasks.
  Guiding, Directing, and Motivating Subordinates (imp:3.60 lvl:4.88) — Providing guidance and direction to subordinates, including setting performance 
  Selling or Influencing Others (imp:3.40 lvl:4.27) — Convincing others to buy merchandise/goods or to otherwise change their minds or
  Resolving Conflicts and Negotiating with Others (imp:3.40 lvl:4.88) — Handling complaints, settling disputes, and resolving grievances and conflicts, 
  Scheduling Work and Activities (imp:3.26 lvl:4.28) — Scheduling events, programs, and activities, as well as the work of others.
  Performing Administrative Activities (imp:3.00 lvl:3.65) — Performing day-to-day administrative tasks such as maintaining information files
  Estimating the Quantifiable Characteristics of Products, Events, or Information (imp:2.88 lvl:3.15) — Estimating sizes, distances, and quantities; or determining time, costs, resourc
  Monitoring Processes, Materials, or Surroundings (imp:2.81 lvl:3.73) — Monitoring and reviewing information from materials, events, or the environment,
  Monitoring and Controlling Resources (imp:2.80 lvl:3.46) — Monitoring and controlling resources and overseeing the spending of money.
  Assisting and Caring for Others (imp:2.42 lvl:2.54) — Providing personal assistance, medical attention, emotional support, or other pe
  Performing for or Working Directly with the Public (imp:2.04 lvl:2.24) — Performing for people or dealing directly with the public. This includes serving
  Performing General Physical Activities (imp:1.40 lvl:0.54) — Performing general physical activities includes doing activities that require co
  Inspecting Equipment, Structures, or Materials (imp:1.27 lvl:0.46) — Inspecting equipment, structures, or materials to identify the cause of errors o
  Controlling Machines and Processes (imp:1.24 lvl:0.50) — Using either control mechanisms or direct physical activity to operate machines 
  Handling and Moving Objects (imp:1.20 lvl:0.46) — Using hands and arms in handling, installing, positioning, and moving materials,
  Repairing and Maintaining Electronic Equipment (imp:1.08 lvl:0.20) — Servicing, repairing, calibrating, regulating, fine-tuning, or testing machines,
  Operating Vehicles, Mechanized Devices, or Equipment (imp:1.00 lvl:0.04) — Running, maneuvering, navigating, or driving vehicles or mechanized equipment, s
  Drafting, Laying Out, and Specifying Technical Devices, Parts, and Equipment (imp:1.00 lvl:0.04) — Providing documentation, detailed instructions, drawings, or specifications to t
  Repairing and Maintaining Mechanical Equipment (imp:1.00 lvl:0.04) — Servicing, repairing, adjusting, and testing machines, devices, moving parts, an

--- WORK STYLES ---
  Dependability (imp:10.00) — A tendency to be reliable, responsible, and consistent in meeting work-related o
  Attention to Detail (imp:9.00) — A tendency to be detail-oriented, organized, and thorough in completing work.
  Integrity (imp:8.00) — A tendency to be honest and ethical at work.
  Intellectual Curiosity (imp:7.00) — A tendency to seek out and acquire new work-related knowledge and obtain a deep 
  Cooperation (imp:6.00) — A tendency to be pleasant, helpful, and willing to assist others at work.
  Achievement Orientation (imp:5.00) — A tendency to establish and maintain personally challenging work-related goals, 
  Adaptability (imp:4.00) — A tendency to be open to and comfortable with change, new experiences, or ideas 
  Innovation (imp:3.00) — A tendency to be inventive, to be imaginative, and to adopt new perspectives on 
  Intellectual Curiosity (imp:2.67) — A tendency to seek out and acquire new work-related knowledge and obtain a deep 
  Attention to Detail (imp:2.60) — A tendency to be detail-oriented, organized, and thorough in completing work.
  Achievement Orientation (imp:2.45) — A tendency to establish and maintain personally challenging work-related goals, 
  Innovation (imp:2.39) — A tendency to be inventive, to be imaginative, and to adopt new perspectives on 
  Integrity (imp:2.36) — A tendency to be honest and ethical at work.
  Adaptability (imp:2.30) — A tendency to be open to and comfortable with change, new experiences, or ideas 
  Dependability (imp:2.30) — A tendency to be reliable, responsible, and consistent in meeting work-related o
  Cooperation (imp:2.18) — A tendency to be pleasant, helpful, and willing to assist others at work.
  Self-Confidence (imp:2.05) — A tendency to believe in one's work-related capabilities and ability to control 
  Initiative (imp:2.03) — A tendency to be proactive and take on extra responsibilities and tasks that may
  Self-Confidence (imp:2.00) — A tendency to believe in one's work-related capabilities and ability to control 
  Tolerance for Ambiguity (imp:1.97) — A tendency to be comfortable with ambiguity and uncertainty at work.
  Social Orientation (imp:1.92) — A tendency to seek out, enjoy, and be energized by social interaction at work.
  Empathy (imp:1.89) — A tendency to show concern for others and be sensitive to others' needs and feel
  Self-Control (imp:1.87) — A tendency to remain calm and composed and to manage emotions effectively in res
  Leadership Orientation (imp:1.81) — A tendency to lead, take charge, offer opinions, and provide direction at work.
  Perseverance (imp:1.77) — A tendency to exhibit determination and resolve to perform or complete tasks in 
  Sincerity (imp:1.63) — A tendency to be genuine and sincere in interactions with others at work, withou
  Stress Tolerance (imp:1.46) — A tendency to cope and function effectively in stressful situations at work.
  Cautiousness (imp:1.38) — A tendency to be careful, deliberate, and risk-avoidant when making work-related
  Humility (imp:1.12) — A tendency to be modest and humble when interacting with others at work.
  Initiative (imp:1.00) — A tendency to be proactive and take on extra responsibilities and tasks that may
  Optimism (imp:0.93) — A tendency to exhibit a positive attitude and positive emotions at work, even un
  Tolerance for Ambiguity () — A tendency to be comfortable with ambiguity and uncertainty at work.
  Perseverance () — A tendency to exhibit determination and resolve to perform or complete tasks in 
  Leadership Orientation () — A tendency to lead, take charge, offer opinions, and provide direction at work.
  Humility () — A tendency to be modest and humble when interacting with others at work.
  Sincerity () — A tendency to be genuine and sincere in interactions with others at work, withou
  Empathy () — A tendency to show concern for others and be sensitive to others' needs and feel
  Optimism () — A tendency to exhibit a positive attitude and positive emotions at work, even un
  Social Orientation () — A tendency to seek out, enjoy, and be energized by social interaction at work.
  Cautiousness () — A tendency to be careful, deliberate, and risk-avoidant when making work-related
  Stress Tolerance () — A tendency to cope and function effectively in stressful situations at work.
  Self-Control () — A tendency to remain calm and composed and to manage emotions effectively in res

--- TRANSFERABLE SKILLS ---
  Judgment and Decision Making (imp:4.12 lvl:4.00) — Considering the relative costs and benefits of potential actions to choose the m
  Complex Problem Solving (imp:4.00 lvl:4.12) — Identifying complex problems and reviewing related information to develop and ev
  Systems Evaluation (imp:4.00 lvl:4.50) — Identifying measures or indicators of system performance and the actions needed 
  Social Perceptiveness (imp:3.88 lvl:4.12) — Being aware of others' reactions and understanding why they react as they do.
  Systems Analysis (imp:3.88 lvl:4.25) — Determining how a system should work and how changes in conditions, operations, 
  Coordination (imp:3.75 lvl:4.00) — Adjusting actions in relation to others' actions.
  Persuasion (imp:3.75 lvl:3.88) — Persuading others to change their minds or behavior.
  Instructing (imp:3.62 lvl:3.88) — Teaching others how to do something.
  Time Management (imp:3.62 lvl:3.75) — Managing one's own time and the time of others.
  Operations Analysis (imp:3.50 lvl:3.50) — Analyzing needs and product requirements to create a design.
  Service Orientation (imp:3.38 lvl:3.50) — Actively looking for ways to help people.
  Management of Personnel Resources (imp:3.38 lvl:4.00) — Motivating, developing, and directing people as they work, identifying the best 
  Negotiation (imp:3.25 lvl:3.25) — Bringing others together and trying to reconcile differences.
  Programming (imp:2.75 lvl:2.88) — Writing computer programs for various purposes.
  Management of Financial Resources (imp:2.12 lvl:2.38) — Determining how money will be spent to get the work done, and accounting for the
  Management of Material Resources (imp:2.12 lvl:2.12) — Obtaining and seeing to the appropriate use of equipment, facilities, and materi
  Operations Monitoring (imp:2.00 lvl:1.75) — Watching gauges, dials, or other indicators to make sure a machine is working pr
  Quality Control Analysis (imp:2.00 lvl:2.00) — Conducting tests and inspections of products, services, or processes to evaluate
  Technology Design (imp:1.88 lvl:1.12) — Generating or adapting equipment and technology to serve user needs.
  Equipment Selection (imp:1.00) — Determining the kind of tools and equipment needed to do a job.
  Installation (imp:1.00) — Installing equipment, machines, wiring, or programs to meet specifications.
  Operation and Control (imp:1.00) — Controlling operations of equipment or systems.
  Equipment Maintenance (imp:1.00) — Performing routine maintenance on equipment and determining when and what kind o
  Troubleshooting (imp:1.00) — Determining causes of operating errors and deciding what to do about it.
  Repairing (imp:1.00) — Repairing machines or systems using the needed tools.

--- NATIONAL WAGES ---
  total_employment : 790
  annual_median    : $193,950
  annual_pct10     : $79,010
  annual_pct25     : $107,310
  annual_pct75     : $222,280
  annual_pct90     : $247,220
  annual_mean      : $170,230
  hourly_median    : $93.24

--- GEOGRAPHIC DISPERSION ---
  highest_state    : Oregon ($174,980)
  lowest_state     : Texas ($139,520)
  dispersion_ratio : 1.254x

--- TOP STATES BY WAGE (2 total) ---
  Professional, Scientific, and Technical Services emp:      590  median: $ 222,050
  Educational Services                     emp:       40  median: $  86,520
  Management of Companies and Enterprises  emp:       30  median: $ 144,110

--- TOP INDUSTRIES BY EMPLOYMENT (3 total) ---
  Professional, Scientific, and Technical Services emp:      590  median: $ 222,050
  Educational Services                     emp:       40  median: $  86,520
  Management of Companies and Enterprises  emp:       30  median: $ 144,110

exact_match_status : found
matched_title      : Industrial and organizational psychology
match_score        : 0.8608
wikidata_qid       : Q2045692
word_count         : 8,096
wikipedia_url      : https://en.wikipedia.org/wiki/Industrial_and_organizational_psychology
license            : CC BY-SA 4.0
fetched_at         : 2026-06-02T20:50:22.735294Z

--- WIKIPEDIA FULL TEXT ---
Industrial and organizational psychology (I-O psychology) "focuses the lens of psychological science on a key aspect of human life, namely, their work lives. In general, the goals of I-O psychology are to better understand and optimize the effectiveness, health, and well-being of both individuals and organizations." It is an applied discipline within psychology and is an international profession. I-O psychology is also known as occupational psychology in the United Kingdom, organisational psychology in Australia, South Africa and New Zealand, and work and organizational (WO) psychology throughout Europe and Brazil. Industrial, work, and organizational (IWO) psychology is the broader, more global term for the science and profession.
I-O psychologists are trained in the scientist–practitioner model. As an applied psychology field, the discipline involves both research and practice and I-O psychologists apply psychological theories and principles to organizations and the individuals within them. They contribute to an organization's success by improving the job performance, wellbeing, motivation, job satisfaction and the health and safety of employees.
An I-O psychologist conducts research on employee attitudes, behaviors, emotions, motivation, and stress. The field is concerned with how these things can be improved through recruitment processes, training and development programs, 360-degree feedback, change management, and other management systems and other interventions. I-O psychology research and practice also includes the work–nonwork interface such as selecting and transitioning into a new career, occupational burnout, unemployment, retirement, and work–family conflict and balance.
I-O psychology is one of the 17 recognized professional specialties by the American Psychological Association (APA). In the United States the profession is represented by Division 14 of the APA and is formally known as the Society for Industrial and Organizational Psychology (SIOP). Similar I-O psychology societies can be found in many countries. In 2009 the Alliance for Organizational Psychology was formed and is a federation of Work, Industrial, & Organizational Psychology societies and "network partners" from around the world.


== International ==
I-O psychology is an international science and profession and depending on the region of the world, it is referred to by different titles. In North America, Canada and South Africa the title "I-O" psychology is used; in the United Kingdom, the field is known as occupational psychology. Occupational psychology in the UK is one of nine "protected titles" within the "practitioner psychologist"  professions. The profession is regulated by the Health and Care Professions Council. In the UK, graduate programs in psychology, including occupational psychology, are accredited by the British Psychological Society.
In Europe, someone with a specialist EuroPsy Certificate in Work and Organisational Psychology is a fully qualified psychologist and a specialist in the work psychology field. Industrial and organizational psychologists reaching the EuroPsy standard are recorded in the Register of European Psychologists. I-O psychology is one of the three main psychology specializations in Europe.
In Australia, the title "organisational psychologist" is protected by law and regulated by the Australian Health Practitioner Regulation Agency (AHPRA). Organizational psychology is one of nine areas of specialist endorsement for psychology practice in Australia.
In South Africa, industrial psychology is a registration category for the profession of psychologist as regulated by the Health Professions Council of South Africa (HPCSA).
In 2009 The Alliance for Organizational psychology was formed and is a federation of Work, Industrial, & Organizational Psychology societies and "network partners" from around the world. In 2021 The British Psychological Society (BPS) Division of Occupational Psychology (DOP) and the Australian Psychological Society's (APS) College of Organizational Psychology joined the Alliance. The Alliance currently has member organizations representing Industrial, Work and Organisational psychology and IWO psychologists from Australia, Britain, Brazil, Canada, Chile, Europe, Germany, Hong Kong, Japan, Netherlands, New Zealand, Singapore, South Africa and the United States.


== Historical overview ==
The historical development of I-O psychology was paralleled in the US, the UK, Australia, Germany, the Netherlands, and Eastern European countries such as Romania. The roots of I-O psychology trace back to almost the beginning of psychology as a science, when Wilhelm Wundt founded one of the first psychological laboratories in 1879 in Leipzig, Germany. In the mid–1880s, Wundt trained two psychologists, Hugo Münsterberg and James McKeen Cattell, who went on to have a major influence on the emergence of I-O psychology. World War I was an impetus for the development of the field simultaneously in the UK and US. Hugo Munsterberg, one of the founders of I-O psychology, wrote, "Our aim is to sketch the outlines of a new science which is intermediate between the modern laboratory psychology and the problems of economics: the psychological experiment is systematically to be placed at the service of commerce and industry" (p. 3).
Instead of viewing performance differences as human "errors," Cattell was one of the first to recognize the importance of differences among individuals as a way of better understanding work behavior. Walter Dill Scott, who was a contemporary of Cattell and was elected President of the American Psychological Association (APA) in 1919, was arguably the most prominent I-O psychologist of his time. Scott, along with Walter Van Dyke Bingham, worked at what was then Carnegie Institute of Technology (now Carnegie Mellon University), developing methods for selecting and training sales personnel.
The "industrial" side of I-O psychology originated in research on individual differences, assessment, and the prediction of work performance. Industrial psychology crystallized during World War I, in response to the need to rapidly assign new troops to duty. Scott and Bingham volunteered to help with the testing and placement of more than a million U.S. Army recruits. In 1917, together with other prominent psychologists, they adapted the well-known intelligence test the Stanford–Binet, which was designed for testing one individual at a time, to make it suitable for group testing. The new test was called the Army Alpha. After the War, increasing employment in the U.S. created opportunities for I-O psychology practitioners who called themselves "industrial psychologists"
The "organizational" side of the field was focused on employee behavior, feelings, and well-being. During World War I, with the U.K. government's interest in worker productivity in munitions factories, Charles Myers studied worker fatigue and well-being. Following the war, Elton Mayo found that rest periods improved morale and reduced turnover in a Philadelphia textile factory. He later joined the ongoing Hawthorne studies, where he became interested in how workers' emotions and informal relationships affected productivity. The results of these studies ushered in the human relations movement.
World War II brought renewed interest in ability testing. The U.S. military needed to accurately place recruits in new technologically advanced jobs. There was also concern with morale and fatigue in war-industry workers. In the 1960s Arthur Kornhauser examined the impact on productivity of hiring mentally unstable workers. Kornhauser also examined the link between industrial working conditions and worker mental health as well as the spillover into a worker's personal life of having an unsatisfying job. Zickar noted that most of Kornhauser's I-O contemporaries favored management and Kornhauser was largely alone in his interest in protecting workers. Vinchur and Koppes (2010) obse

--- SEMANTIC NEIGHBORS (5) ---

  Title: Psychologist (similarity: 0.4706)
  URL: https://en.wikipedia.org/wiki/Psychologist
  QID: Q212980
  Extract: A psychologist is a professional who practices psychology and studies mental states, perceptual, cognitive, emotional, and social processes and behavior. Their work often involves the experimentation, observation, and interpretation of how individuals relate to each other and to their environments.

  Title: Lillian Moller Gilbreth (similarity: 0.3226)
  URL: https://en.wikipedia.org/wiki/Lillian_Moller_Gilbreth
  QID: Q40197
  Extract: Lillian Evelyn Gilbreth was an American psychologist, industrial engineer, consultant, and educator who was an early pioneer in applying psychology to time-and-motion studies. She was described in the 1940s as "a genius in the art of living."

  Title: Consulting psychology (similarity: 0.4333)
  URL: https://en.wikipedia.org/wiki/Consulting_psychology
  QID: Q5164609
  Extract: Consulting psychology is a specialty area of psychology that addresses such areas as assessment and interventions at the individual, group, and organizational levels. The Handbook of Organizational Consulting Psychology provides an overview of specific areas of study and application within the field

  Title: Starting Over (TV series) (similarity: 0.1875)
  URL: https://en.wikipedia.org/wiki/Starting_Over_(TV_series)
  QID: Q7602579
  Extract: Starting Over is an American daytime reality television series that follows the lives of women who are experiencing difficulty in their lives and want to make changes, with the help of life coaches. Six women at a time work to overcome obstacles and meet personal goals. When it is determined that a 

  Title: Mel Schilling (similarity: 0.1154)
  URL: https://en.wikipedia.org/wiki/Mel_Schilling
  QID: Q138678840
  Extract: Melanie Jane Brisbane-Schilling was an Australian television personality, psychologist and relationship coach, best known for appearing as one of the dating experts on the Nine Network reality series Married at First Sight from 2016 until her death in 2026.

model_pass1          : claude-sonnet-4-20250514
model_pass2          : claude-haiku-4-5-20251001
inference_confidence : high
confidence_notes     : High confidence supported by comprehensive O*NET data, clear Wikipedia match, detailed task descriptions, and strong wage/employment statistics from BLS OEWS May 2025.
inferred_at          : 2026-06-03T15:50:48.744044+00:00
tokens_input         : 4,633
tokens_output        : 4,541
cost_usd             : $0.051047
wikipedia_used       : True
wikipedia_title      : Industrial and organizational psychology
wikipedia_note       : Wikipedia confirms this field focuses on optimizing effectiveness, health, and well-being of both individuals and organizations through psychological science applied to work life. It is recognized as an applied discipline within psychology and an international profession.

--- PROSE FIELDS ---

ROLE SUMMARY:
Industrial-Organizational Psychologists apply psychological principles to workplace challenges, focusing on human resources, organizational development, and employee performance optimization. They conduct research, develop selection and assessment programs, and provide consultation to management on personnel policies and organizational effectiveness. With specialized expertise in both psychology and business operations, they serve as the bridge between human behavior science and organizational success.

DAY IN THE LIFE:
Industrial-Organizational Psychologists spend their days analyzing workplace data using statistical software like SPSS to evaluate program effectiveness and employee outcomes. They conduct interviews and observations to understand job requirements and develop assessment tools for employee selection and placement. Much of their time involves providing consultation to management on personnel policies, facilitating organizational change initiatives, and developing training programs. They prepare detailed reports and presentations on their research findings, often presenting to clients or at professional conferences. Additionally, they may administer psychological assessments and provide feedback for employee selection, promotion, or development decisions.

WHO THRIVES:
Individuals who excel in this field possess exceptional analytical thinking abilities combined with strong interpersonal skills, as evidenced by the high importance of both deductive reasoning and establishing relationships. They demonstrate intellectual curiosity and attention to detail, essential for conducting rigorous research and developing valid assessment tools. Successful I-O psychologists are highly dependable and maintain integrity when handling sensitive employee data and organizational information. The investigative and enterprising personality types align well with this role, as professionals must systematically study human behavior while also influencing organizational decision-making. They thrive on complex problem-solving and systems thinking, enjoying the challenge of optimizing both individual and organizational performance.

CAREER ENTRY:
Entry into this field requires extensive preparation, with 57.7% holding master's degrees and 30.8% possessing doctoral degrees according to O*NET data. Aspiring I-O psychologists typically complete graduate programs in industrial-organizational psychology, which include coursework in statistics, research methods, organizational behavior, and human resources management. Many gain practical experience through internships in consulting firms, corporate HR departments, or research organizations. The emerging task of teaching undergraduate or graduate courses suggests academic experience is also valuable for career development.

CAREER TRAJECTORY:
I-O psychologists can advance to senior consulting roles, partner positions in consulting firms, or executive positions in organizational development within corporations. Many transition into Training and Development Manager roles (11-3131.00) or Human Resources Manager positions (11-3121.00), leveraging their expertise in employee assessment and organizational analysis. Some pursue academic careers, teaching and conducting research at universities, while others establish independent consulting practices serving multiple client organizations. The field's emphasis on data-driven decision making positions professionals well for executive roles in people analytics and organizational effectiveness.

MARKET INTELLIGENCE:
According to BLS OEWS May 2025 data, Industrial-Organizational Psychologists command a median annual salary of $193,950, with the top 10% earning over $247,220 and entry-level positions starting around $79,010. The field employs only 790 professionals nationwide, making it a highly specialized niche with limited competition but also fewer opportunities. Geographic wage variation is moderate, with Oregon offering the highest compensation at $174,980 compared to Texas at $139,520, representing a 1.25x ratio. The majority of positions (590 of 790) are concentrated in Professional, Scientific, and Technical Services, indicating strong demand in consulting and specialized service firms. This small employment base reflects the advanced education requirements and specialized expertise needed for the role.

AUTOMATION OUTLOOK:
The core activities of Industrial-Organizational Psychologists involve high-level consultation, complex problem-solving, and interpersonal relationship building that are difficult to automate. While data analysis tools and statistical software continue to evolve, the interpretation of results and application to organizational contexts requires human judgment and expertise. The emphasis on providing advice, facilitating organizational change, and conducting individual assessments relies on emotional intelligence and contextual understanding that remain uniquely human capabilities.

--- REASONED EDGES ---
  [skill_overlap] Training and Development Specialists (13-1151.00) — confidence:high
    reasoning: Both roles share high importance in education and training knowledge (4.5 importance for I-O Psychologists) and focus on employee development and organizational effectiveness.
    data: Education and Training knowledge level 6.5
    data: O*NET declared Primary-Short relationship
    data: Overlapping work in employee development
  [career_pathway] Training and Development Managers (11-3131.00) — confidence:high
    reasoning: I-O Psychologists' expertise in organizational development and employee assessment directly translates to management roles in training and development functions.
    data: O*NET Primary-Short relationship
    data: Shared focus on organizational development
    data: Management consultation activities
  [task_similarity] Management Analysts (13-1111.00) — confidence:high
    reasoning: Both roles involve analyzing organizational processes, providing consultation to management, and making recommendations for operational improvements.
    data: Providing Consultation and Advice importance 4.8
    data: Making Decisions and Solving Problems importance 4.7
    data: O*NET Primary-Short relationship
  [knowledge_overlap] Human Resources Managers (11-3121.00) — confidence:high
    reasoning: Personnel and Human Resources knowledge is the top knowledge area for I-O Psychologists (importance 4.9, level 6.5), directly aligning with HR management functions.
    data: Personnel and Human Resources knowledge top-ranked
    data: Employee selection and placement programs development
    data: O*NET Primary-Short relationship
  [transferable_skill] Human Resources Specialists (13-1071.00) — confidence:high
    reasoning: Both roles require expertise in employee assessment, selection processes, and human resources practices, with I-O Psychologists often developing the tools and methods that HR Specialists implement.
    data: Employee selection and placement program development
    data: Assessment tool creation
    data: Personnel policy consultation
  [riasec_cluster] Instructional Coordinators (25-9031.00) — confidence:medium
    reasoning: Both roles combine investigative and enterprising personality types, focusing on systematic analysis and implementation of educational or developmental programs.
    data: Investigative RIASEC score 5.34
    data: Enterprising RIASEC score 4.71
    data: Training and development focus
  [job_zone] Educational, Guidance, and Career Counselors and Advisors (21-1012.00) — confidence:medium
    reasoning: Both occupations require Job Zone 5 extensive preparation and involve assessment, guidance, and development of individuals within organizational or educational contexts.
    data: Job Zone 5 classification
    data: Individual assessment activities
    data: Guidance and development focus

--- NORMALIZER SIGNALS ---
  match_keywords   : ['industrial organizational psychologist', 'organizational psychologist', 'industrial psychologist', 'i-o psychologist', 'workplace psychologist', 'organizational development analyst', 'personnel psychologist', 'organizational consultant']
  exclude_keywords : ['clinical psychologist', 'counseling psychologist', 'school psychologist', 'forensic psychologist', 'research psychologist']
  title_patterns   : ['*organizational psychologist*', '*industrial psychologist*', '*i-o psychologist*', '*organizational development*', '*personnel psychologist*']
  common_variations: ['i-o practitioner', 'organizational development specialist', 'hr psychologist', 'management consultant', 'organizational consultant', 'engineering psychologist', 'occupational psychologist', 'learning and organizational development specialist']

total_terms    : 40
top_words      : ['organizational', 'psychology', 'performance', 'team', 'others', 'behavior', 'individual', 'psychologists', 'organization', 'tendency', 'research', 'industrial', 'goals', 'management', 'analysis', 'selection', 'psychological', 'behaviors', 'include', 'personnel']
source_layers  : onet_tasks | onet_dimensions | dwas | wikipedia | inference

TERM                    COUNT     FREQ  DOMINANT SOURCE      SOURCE BREAKDOWN
──────────────────────────────────────────────────────────────────────────────────────────
organizational            104  0.01554  wikipedia            wikipedia:69%  inference:17%  onet_tasks:7%
psychology                 98  0.01464  wikipedia            wikipedia:95%  inference:3%  onet_tasks:1%
performance                94  0.01405  wikipedia            wikipedia:85%  onet_dimensions:7%  onet_tasks:3%
team                       56  0.00837  wikipedia            wikipedia:98%  onet_dimensions:2%
others                     50  0.00747  onet_dimensions      onet_dimensions:76%  wikipedia:16%  dwas:4%
behavior                   50  0.00747  wikipedia            wikipedia:80%  dwas:8%  onet_dimensions:6%
individual                 46  0.00687  wikipedia            wikipedia:87%  onet_tasks:4%  onet_dimensions:4%
psychologists              44  0.00657  wikipedia            wikipedia:84%  inference:16%
organization               43  0.00643  wikipedia            wikipedia:91%  onet_dimensions:9%
tendency                   42  0.00628  onet_dimensions      onet_dimensions:100%
research                   40  0.00598  wikipedia            wikipedia:52%  onet_tasks:15%  dwas:15%
industrial                 33  0.00493  wikipedia            wikipedia:82%  inference:15%  onet_tasks:3%
goals                      32  0.00478  wikipedia            wikipedia:81%  onet_dimensions:19%
management                 30  0.00448  wikipedia            wikipedia:60%  onet_dimensions:23%  inference:10%
analysis                   30  0.00448  wikipedia            wikipedia:80%  onet_dimensions:13%  inference:7%
selection                  28  0.00418  wikipedia            wikipedia:61%  onet_tasks:21%  inference:11%
psychological              27  0.00403  wikipedia            wikipedia:74%  inference:11%  onet_tasks:7%
behaviors                  25  0.00374  wikipedia            wikipedia:100%
include                    25  0.00374  wikipedia            wikipedia:96%  inference:4%
personnel                  24  0.00359  wikipedia            wikipedia:62%  onet_dimensions:17%  onet_tasks:8%
resources                  24  0.00359  wikipedia            wikipedia:46%  onet_dimensions:38%  inference:12%
equipment                  24  0.00359  onet_dimensions      onet_dimensions:96%  wikipedia:4%
health                     24  0.00359  wikipedia            wikipedia:83%  dwas:8%  onet_dimensions:4%
human                      23  0.00344  wikipedia            wikipedia:35%  onet_dimensions:30%  inference:30%
principles                 23  0.00344  onet_dimensions      onet_dimensions:70%  wikipedia:22%  onet_tasks:4%
programs                   22  0.00329  wikipedia            wikipedia:45%  onet_dimensions:18%  onet_tasks:14%
needs                      22  0.00329  wikipedia            wikipedia:55%  onet_dimensions:36%  onet_tasks:5%
organizations              22  0.00329  wikipedia            wikipedia:77%  inference:14%  onet_tasks:5%
safety                     22  0.00329  wikipedia            wikipedia:95%  onet_dimensions:5%
workplace                  21  0.00314  wikipedia            wikipedia:76%  onet_tasks:10%  inference:10%
assessment                 21  0.00314  wikipedia            wikipedia:71%  inference:19%  onet_dimensions:10%
psychologist               21  0.00314  wikipedia            wikipedia:100%
individuals                20  0.00299  wikipedia            wikipedia:80%  onet_dimensions:10%  inference:10%
leader                     20  0.00299  wikipedia            wikipedia:100%
motivation                 19  0.00284  wikipedia            wikipedia:89%  onet_tasks:5%  onet_dimensions:5%
leadership                 19  0.00284  wikipedia            wikipedia:74%  onet_dimensions:16%  onet_tasks:11%
effectiveness              18  0.00269  wikipedia            wikipedia:61%  inference:22%  onet_tasks:17%
development                18  0.00269  wikipedia            wikipedia:61%  inference:28%  onet_tasks:11%
members                    18  0.00269  wikipedia            wikipedia:89%  onet_dimensions:11%
climate                    18  0.00269  wikipedia            wikipedia:100%