The branch of psychology that applies psychological principles to the workplace, including employee selection, motivation, leadership, and organizational development.
From Latin 'industria' (diligence) + 'organisatio' (organizing) + Greek 'psychologia.' Psychology of work and organizations.
I-O psychology makes workplaces better — it uses science to improve hiring, boost motivation, develop leaders, and create organizations where people actually thrive.
I-O psychology (1900s-1980s) developed leadership, motivation, and performance theories using male workers; women's work was undervalued (e.g., nursing, clerical work) and women in male-dominated fields were treated as exceptions. Pay equity, harassment, and glass ceiling issues were long ignored.
Use 'I-O psychology' but ensure organizational research includes gender equity metrics: pay transparency, harassment prevention, leadership pipeline for women/non-binary staff. Challenge 'meritocracy' myths that mask gender bias.
["equity-centered organizational psychology"]
I-O psychologists like Fiona Wilson and diversity researchers have documented how organizational cultures reproduce gender inequality; their work centers systemic change and accountability.
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