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MS in Psychology, Option in Industrial/Organizational Psychology

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Click on the above photo for information on our MSIO students and alumni

Contents

Overview
MSIO Application Prerequisites
MSIO Degree Requirements
MSIO Faculty
Organizations Employing MSIO Alumni
Sampling of MSIO Theses Titles
Funding

Links
Application Procedures
CSULB Campus Tours
Current Students Main Menu
MSIO Student and Alumni Web Page
MSIO Theses Abstracts
Psychology Graduate Advisor

 

Overview

The Master of Science in Psychology, Option in Industrial/Organizational Psychology program (MSIO) is a rigorous program designed for students who plan to use psychology in the solution of problems in business and industryThe program combines scientific discipline with professional practice.  Student learning is achieved through seminars consisting of both a core sequence and course electives, practicum experience within an organization and development of a professional portfolio or a thesis.  Required seminars examine a variety of content areas within Industrial/Organizational (I/O) psychology including organizational behavior, personnel psychology, training, and organizational development.  Elective courses allow students some flexibility in determining which statistics and research methods courses best suit their personal interests.

The practicum enables students to implement I/O knowledge and skills in an organization.  The capstone of either a portfolio/research project or a traditional thesis provides the opportunity for students to display the culmination of their research and analytical skills. 

This full time program was established specifically to encourage qualified individuals to advance their formal education beyond the bachelor’s degree in areas that emphasize the value of human resources in the industrial community.  The program is conceived as leading to a terminal M.S. degree, but some of our students successfully pursue doctorate education.  Perhaps due in part to student interest in organizations, the majority of students are employed part time during the program.  Such employment can facilitate understanding of Industrial/Organizational theory, and provide the opportunity for practical applications of material discussed in the seminars.  Although part time employment (particularly in human resource or organizational development fields) is encouraged, students are advised to work no more than 20 to 25 hours per week during the first year of enrollment.

The Master of Science in Psychology, Option in Industrial/Organizational Psychology program at CSULB is an academically challenging program that requires a high degree of student dedication for satisfactory completion.  Each seminar during the first year of enrollment typically assigns 60 – 80 pages of primary (i.e., journal articles and book chapters) and secondary (i.e., textbook) reading sources weekly, in combination with group assignments, research proposals, class presentations and/or exams.  Through experience, faculty have learned that satisfactory progress is unlikely to be achieved by students who attempt to work more than 20 to 25 hours per week in addition to enrollment in the industrial/organizational program. In order to properly address student academic needs, applicants will not be admitted if they cannot commit to full time enrollment status.  The program typically admits approximately 9-10 students annually. Although there are no minimal cutoff scores beyond University requirements for admittance, successful applicants typically possess a GPA greater than 3.5 for their last 60 units.  (Due to the recent implementation of a new GRE scoring system, it is not possible to provide target scores.  Applicants are encouraged to prepare before taking the GREs.)  Most graduates of the program have found positions in industry, have advanced in the companies employing them, or have been accepted into Ph.D. programs elsewhere.

MSIO PROGRAM – STUDENT LEARNING OUTCOMES
An MSIO student will demonstrate competency:
1. as an informed consumer of the knowledge of the history and systems of psychology in general, and the history and systems of I-O psychology in particular.
2. as an informed consumer of the knowledge of core I-O content areas and a practitioner applying this knowledge to I-O issues in workplace settings.
3. as an applied researcher, demonstrating (a) the knowledge of basic applied research methods, (b) data collection and statistical analysis skills and abilities, (c) oral presentation skills, and (d) report writing skills.
4. as a culturally aware participant in diverse organizational settings.

EXAMPLE JOB TITLES OF CSULB MS IN PSYCHOLOGY, OPTION IN INDUSTRIAL/ORGANIZATIONAL PSYCHOLOGY GRADUATES
Personnel Analyst; Performance Assessment; Services Consultant; Compensation Analyst; Human Resources Manager; Special Projects Coordinator; Consultant for Strategic Resources; Director of Marketing; Organizational Effectiveness Consultant; Organizational Development Specialist; Training & Development Manager; Strategic Research Analyst; Research Analyst; Testing & Assessment Specialist

EXAMPLE ORGANIZATIONS FOR WHICH CSULB MS IN PSYCHOLOGY, OPTION IN INDUSTRIAL/ORGANIZATIONAL PSYCHOLOGY GRADUATES WORK
Los Angeles USD, Strategic Business Solutions – Rite Aid, Andersen Worldwide, Ford Motor Company, Ernst & Young, Pacific Bell, Hay Group Consulting, Toyota Motor Credit Corporation, Universal Studios, J.D. Power & Associates, City of Los Angeles, City of Santa Monica, City of Huntington Beach, City of Long Beach, County of Los Angeles, County of Orange, Boeing, TRW, Southern California Edison, The Gas Company, Jack-in-the-Box (Corporate), TransAmerica, CSU Dominguez Hills, California State University Chancellor’s Office.

Links:
APA Monitor I/O article
SIOP Brochure (www.SIOP.org)  
I/O Psychology – A Brief Description
USA Today: IO Psychology Fastest Growing Job

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MS in Psychology, Option in Industrial/Organizational Psychology
Degree Application Prerequisites

PREREQUISITES TO ENROLLMENT IN THE MS IN PSYCHOLOGY, OPTION IN INDUSTRIAL/ORGANIZATIONAL PSYCHOLOGY PROGRAM:
    Applicants to the industrial/organizational program are expected to have a bachelor’s degree with a major in Psychology or 24 upper division units (eight semester upper division courses) of Psychology coursework, as well as some lower division courses.  (If your bachelor’s degree is not in Psychology, please visit this page.)  The following courses (or their equivalents) must be included.  Students may be admitted to the industrial/organizational program if they lack only one required prerequisite course.  The missing course must be completed within the first year of graduate study.  Students missing more than one prerequisite course at the time of application may be offered provisional admission, if they submit a plan to take the missing courses along with their application, subject to approval.  However, because these 2 course areas are prerequisites for the first semester MS in Psychology, Option in Industrial/Organizational program courses, PSY 314 or 315 AND 351 or 581 or 453/553 must be taken prior to program entry.

Prerequisite Coursework must include the following CSULB courses (or equivalents, to be determined by Psychology Dept.):

PSY 220 (Research Methods)
PSY 310 (Intermediate Statistics; requires Introductory Statistics)
PSY 314 (Psychological Assessment) or PSY 315 (Principles of Psychological Testing)
PSY 332 (Cognition) or PSY 333 (Psychology of Learning)
PSY 351 (Social Psychology) or PSY 381 (Introduction to IndustrialOrganizational Psychology) or PSY 453/553 (Principles of Group Dynamics)

See Prerequisite course descriptions below (PSY 100 is prerequisite for all courses):

100. General Psychology (3)
Introduction to the scientific study of human behavior.  Provides a basis for further study and for application to everyday life.  Topics include biological foundations of behavior, motivation, emotion, learning, memory, thinking, personality, development, social behavior, abnormal behavior, methods of therapy.

210. Introductory Statistics (4)
Calculation and meaning of statistical measures.  Descriptive and inferential statistics.

220. Research Methods (4)
Prerequisite: PSY 210 or introductory statistics course.
Introduction to basic research methods in Psychology.  Principles of experimentation, naturalistic observation, correlational studies.

310. Intermediate Statistics (3)
Prerequisites: PSY 210 or introductory statistics course.
Basic theoretical concepts of statistics and the use of these concepts in the selection and development of model testing, hypothesis testing and parameter estimation procedures.  Both single measure (univariate) and correlational (bivariate) concepts will be covered.

314. Psychological Assessment (3)
Prerequisites: PSY 210, 220.
Principles of assessment applied to the measurement of individual behavior and to programs intended to affect behavior.  Includes interviews, tests and other methods.

315. Principles of Psychological Testing (3)
Prerequisites: PSY 210, 220.
Principles and practices of group and individual testing in the fields of intelligence, aptitude, achievement, personality and interest.  Emphasis on the evaluation of tests as measuring devices, their applicability and limitations.

332. Cognition (3)
Prerequisite: PSY 220, 241.
Study of higher-order processes basic to the acquisition of knowledge. Includes thinking, problem solving, creativity, information processing, decision making, judgment, concepts and imagination.

333. Psychology of Learning (3)
Prerequisite: PSY 220, 241.
Learning is a relatively permanent change in behavior resulting from experience.  Emphasizes interaction of biological and environmental variables in the processes of instinct, habituation, sensitization, Pavlovian conditioning, instrumental learning, and cognition; examination of methods, theory and applications.

351. Social Psychology (3)
Study of individuals and groups as they are affected by social interactions. Topics may include social cognition, attitudes and persuasion, social influence, interpersonal perception and attraction, aggression, altruism, and group dynamics.
Not open to students with credit in SOC335I.

381. Introduction to Industrial/Organizational Psychology (3)
Introduction to theories, methods, findings, and aplications of industrial-organizational (IO) psychology. Topics covered include job analysis, employee recruitment and selection, performance appraisal, employee training and development, work stress, teams, satisfaction, motivation, and leadership.

453/553. Principles of Group Dynamics (3)
Prerequisite: PSY 351 or consent of instructor.
Behavior in groups with attention to such factors as leadership, followership, interaction and influence including organization, management, morale, and efficiency.  Problems, techniques and methods of investigation.
DUAL NUMBERED COURSES
A number of the courses in the MS in Psychology, Option in Industrial/Organizational program are dual numbered, i.e., while course material is the same there is a separate numbering for graduate (500-level) and undergraduate (400-level).  All graduate students (those who hold a Bachelor’s Degree) are to enroll in the 500-level courses.  Courses that are double numbered include the following: 401/501; 407/507; 411/511; 412/512; 415/515; 418/518; 423/523; 427/527; 433/533; 436/536; 438/538; 441/541; 444/544; 451/551; 456/553; 456/556; 475/575.

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MS in Psychology, Option in Industrial/Organizational Psychology
Degree Reguirements

Current 2013/2014 MSIO Graduate Handbook

36-UNIT SEQUENCE OF REQUIRED COURSES (Applied/Portfolio Track OR Research/Thesis Track)

The CSULB MSIO program offers students a choice between two tracks: applied/portfolio or research/thesis.  Students must declare their choice of track by the beginning of their second year in the program.  While the coursework for the two tracks is largely the same, the tracks are differentiated primarily by the culminating experience.  Students planning on a career as a practitioner of Industrial-Organizational psychology are encouraged to choose the applied/portfolio track.  In this track, a student will assist a faculty member in a supervised research project, and will develop a portfolio of his or her applied projects.  Students planning on pursuing a doctorate in Industrial-Organizational psychology may consider the research/thesis track, which requires students to conduct an entire thesis.  Steps in thesis development include choosing a research topic, creation of a thesis proposal, data collection and analysis, and writing a discussion of study findings.

Applied/Portfolio Track

1. PSY 581 Organizational Psychology

2. PSY 585 Personnel Psychology

3. Two (2) of the following advanced statistical courses:
PSY 511  Statistical Design and Analysis of Experiments
PSY 512  Multivariate Analysis
PSY 523  Qualitative Methods in Psychology

4. Two (2) of the following courses: 
PSY 501  History of Psychology
PSY 518  Computer Applications in Psychology
PSY 527  Human Factors
PSY 533  Research Cognition and Learning
PSY 544  Cognitive Neuroscience
PSY 553  Principles of Group Dynamics
PSY 575  Clinical Interviewing
PSY 634  Seminar in Cognition
PSY 637  Seminar in Emotion and Motivation
PSY 651  Seminar in Social Psychology
PSY 656  Seminar in Personality
HRM 445 Compensation Administration

5. PSY 515 Test Construction

6. PSY 582 Research in Industrial Psychology

7. PSY 683 Issues in Organizational Development

8. PSY 686 Issues in Training

9. PSY 688 Practicum in Industrial Organizational

10. PSY 699 Directed Research and Portfolio

Research/Thesis Track

1. PSY 581 Organizational Psychology

2. PSY 585 Personnel Psychology

3. Two (2) of the following advanced statistical courses:
PSY 511  Statistical Design and Analysis of Experiments
PSY 512  Multivariate Analysis
PSY 523  Qualitative Methods in Psychology

4. One (1) of the following courses:
PSY 501  History of Psychology
PSY 518  Computer Applications in Psychology
PSY 527  Human Factors
PSY 533  Research Cognition and Learning
PSY 544  Cognitive Neuroscience
PSY 553  Principles of Group Dynamics
PSY 575  Clinical Interviewing
PSY 634  Seminar in Cognition
PSY 637  Seminar in Emotion and Motivation
PSY 651  Seminar in Social Psychology
PSY 656  Seminar in Personality
HRM 445 Compensation Administration

5. PSY 515 Test Construction

6. PSY 582 Research in Industrial Psychology

7. PSY 683 Issues in Organizational Development

8. PSY 686 Issues in Training

9. PSY 688 Practicum in Industrial Organizational

10. PSY 698 Thesis

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MS in Psychology, Option in Industrial/Organizational Psychology Faculty

 


Lisa Maxfield
PhD, Syracuse University
    Dr. Maxfield received her PhD in Cognitive Neuroscience from Syracuse University in 1995, the year she joined the CSULB faculty.  Her primary area of expertise is human memory, and she is currently researching the adaptive properties of memory.  She teaches a senior seminar in memory, cognition, learning, research methods, and the department’s online course (PSY 301) which introduces undergraduate psychology majors to the discipline and profession.  Always young at heart, she loves everything Disney, is still fanatical about Syracuse basketball, and has taken up music to relieve the stress of her advancing middle age.  She serves on the I/O committee, because Dr. Whitney very politely asked her to do so.

 


Christopher Warren
Assistant Professor
PhD, Tulane University
    Chris Warren went to the University of South Florida for his undergraduate studies, completing a thesis as a McNair Scholar focusing on the effects of caseworker turnover in home intervention programs. Chris went on to graduate studies in New Orleans at Tulane University, completing a masters thesis on the outcomes of emotion regulation at work, and a doctoral dissertation on affective reactions to the way organizations manage various stakeholders. Joining the CSULB faculty in 2006, Chris has taught numerous courses at the undergraduate and graduate level, including Research Methods, Group Dynamics, and Organizational Training, and has supervised a number of thesis projects on topics ranging from psychometrics to counterproductive work behaviors. In addition to research, he has done program evaluation for the department and its courses, graduate programs, and the university. Through service-learning courses, and as a consultant, Chris has also done team-building and development work for academic programs, research consortia, and local organizations such as the City of Anaheim and YWCA. Chris enjoys hiking, cooking, and tennis in his (hypothetical) free time.

 


David Whitney
Professor
PhD, Michigan State University
    Dave Whitney earned his BS degree from Union College in NY, and his MA and PhD degrees in Industrial-Organizational Psychology from Michigan State University. As a faculty member at CSULB since 1995, Dr. Whitney has taught graduate courses in personnel selection, test construction and employee training, as well as undergraduate courses in Autism Spectrum Disorders and I-O psychology. He has served as a program evaluator for numerous grant-supported and institutional research projects. In addition to research interests in employment testing and employment coach, he has collaborated with local Regional Centers to examine factors that might facilitate employment opportunities for individuals with developmental disabilities. While he very much enjoys his adopted home of Southern California, his childhood roots are reflected in his undying (and some might say undeserved) devotion to New York Jets football. His website can be found at http://www.csulb.edu/colleges/cla/departments/psychology/faculty/whitney/
    Dr. Whitney will not be teaching during 2013/2014.

 


Michael Gold

Lecturer
PhD, State University New York at Albany
    Michael Gold received his PhD in Industrial and Organizational Psychology from State University New York at Albany in 2000.   As a Senior Personnel Analyst with the City of Los Angeles Personnel Department, he is coordinating a large-scale organizational change effort to centralize the City’s human resources function.  Dr. Gold is also involved with projects in areas such as employment selection, employee development, job analysis and equal employment opportunity  In 2011, he was instrumental in a revision of the City Charter.  He has presented his research at the SIOP Conference and has been published in the Journal of Organizational Behavior.

 

Steve Rivera
Lecturer
MA, CSULB
    Steve Rivera received his M.A. in Industrial/Organizational psychology in 2007 from California State University, Long Beach, and has worked full-time with the City of Los Angeles Personnel Department since 2007. While with the Personnel Department, he has worked in the Public Safety Bureau, Employee Development Section, Examining Section, and Employment Services Section.
    Steve’s interest are in the areas of testing and job analysis and has presented at PTC, IPMA, and SCPMA on these topices.
    He has been fortunate enough to work on various projects including the creation of a competency model approach to job analysis, creation of a non-cognitive test, and the implementation of an online application and candidate tracking system. Future projects include online testing (proctored and unproctored), online performance evaluations, and onboarding.

 

Bailey Weinberg
Lecturer
MA, CSULB
    Bailey Weinberg graduated from CSULB with her Masters in Industrial Organizational Psychology and went on to pursue her PhD in Organizational Behavior at Claremont Graduate University. Employed at Taco Bell since 2004, she has led many initiatives including organizational change, selection, culture, leadership and development, training, employee performance, and talent management. Currently she is an HR Director partnering with senior leaders at Taco Bell to maximize organizational effectiveness.


List of all CSULB Psychology Faculty and Contact Information

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Sampling of Masters’ Theses Titles from the MS in Psychology,
Option in Industrial/Organizational
Psychology program

“Repatriation Adjustment: A Study of American Employees after Return from Overseas Assignments”

“The Effects of Humor on Perceptions of Organizational Conflict”

“Feng Shui and Psychology: Situational and Individual Predictors of Dominance”

“Applicant Reactions to Biodata Item Types”

“Cultural Differences in Perceptions of Effective Leadership Behaviors”

“The Effects of Physical Attractiveness and Interview Structure on Hiring Decisions”

“The Effects on Leader-Member Exchange on Supervisor’s Downward Influence Attempts”

List of MS Industrial/Organizational Psychology Masters’ Theses Abstracts

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Funding

Psychology Department Graduate Assistant Positions

    The Psychology department has a number of graduate assistantship positions available.  These provide financial support and professional experience, as well as additional contact between students and faculty.  These positions are awarded on a competitive basis to new and continuing students.  Types of positions include graduate assistants in laboratory and other courses.

APPLICATION
Students interested in serving as a Graduate Assistant (GA) should submit a GA application to the Graduate Advisor.  Applications must be submitted for each semester.  Positions are open until filled.  Review of applications will begin April 15th for the Fall semester and November 15th for the Spring semester, and should be submitted by these deadlines.
Applications may be printed using the links provided below (students who have not worked a GA position in the past must also submit a SC-1 form).  Applications should be sent to the Graduate Advisor’s office.

TYPES OF GA JOBS
Each semester the department of Psychology hires about 10-13 graduate assistants to perform various activities.  The assignments are usually 10 hours per week for 17 weeks in the Fall and 17 weeks in the Spring.  Most GA assignments fall into two major categories.  Some assignments are to assist in the introductory research methods course.  This involves preparing materials, grading papers and assisting students.  Other GA assignments support introductory and intermediate statistics courses.  These assignments generally involve grading papers, assisting students and helping students with various statistical software packages.  Both research methods and statistics GA positions also involve providing support for the department computer lab.  An EEO/AA/Title IX policy is followed.

BENEFITS OF A GA POSITION

  • Financial: If appointed for 10 hours of work each week, a first year GA receives approximately $5000 per year.  There are some 10 hour per week positions available.
  • Educational: By teaching, GAs can further develop their own psychological skills.
  • Experiential: Working closely with a faculty member can add to a GA’s knowledge and experience.
  • Convenience: Having a job on campus can save travel time and study time.

J. Robert Newman Scholars Program

Due to a generous bequeathment from a faculty member beloved by students, staff and colleagues, the Psychology department is able to award two students funding that will cover a portion of the cost of in-state enrollment fees.  The MA in Psychology, Option in Psychological Research, and the MS in Psychology, Option in Industrial/Organizational committees may each select an outstanding incoming student as a J. Robert Newman scholar.  The recipient receives $1750/semester, up to four semesters.

Additional Sources of Financial Support

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