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Organizational Psychology Master's Online MS in Industrial & Organizational Psychology

Fatma Salem Pease, who earned her degree from SNHU, wearing a white button down shirt sitting at an office desk typing on her laptop with a blue couch, wall clock and bookshelves in the background.

Cost per credit $637

Total courses 12

Term length 10 weeks

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Program Overview Why get an online master's in organizational psychology?

Do you feel drawn to the psychology of the workplace and want to help build healthier work environments? With a Master of Science (MS) in Psychology with a concentration in Industrial & Organizational Psychology from Southern New Hampshire University, you'll gain in-depth knowledge of organizational practices and learn how to identify and fulfill training and development needs to assist organizations as they seek to hire, retain and develop the best employees.

Skills you'll learn:

  • Psychological practices for the workplace
  • How to set the tone for a healthy work environment
  • Strategic conflict resolution
  • Methods to promote and nurture employee growth
  • Techniques to drive organizational change
  • Using research findings to enhance performance
Minda Thurman, who earned her bachelor's in public health in 2023, sitting in front of bright windows typing on her laptop with an open book and vase of flowers on the table next to her.

Courses & Curriculum Online I-O psychology courses built for the modern workforce

The Bachelor of Arts (BA) in Psychology with a concentration in Industrial Organizational Psychology curriculum aligns with Society for Industrial and Organizational Psychology standards, qualifying you for work as an I-O psychologist in many workplaces.

Throughout your coursework, you'll engage with theories, concepts and perspectives surrounding business psychology as you focus on topics like recruitment, selection and placement, training and development, performance measurement, workplace motivation, quality of work life and organizational development.

Degree Courses

Online organizational psychology courses

In your 4 concentration courses, you'll examine the psychological theories of motivation, combining theory and practice to address contemporary issues in the workplace. To wrap up your program, your Seminar in Industrial & Organizational Psychology will serve as a culmination of your work and an opportunity to demonstrate proficiency in I-O-specific skills.

And, in every course you take, you'll employ critical thinking, problem-solving and practical application, so you can learn by doing.

Courses may include:

Course ID: PSY 510
In this course, students will learn methods commonly used in psychological research. As part of these methods, students learn how to gather and analyze data across a variety of settings. These newly acquired skills and techniques will be reinforced by application to a contemporary issue in psychology.
Course ID: PSY 520
In this course, students will develop a deeper understanding of the research process and data analysis by applying skills learned in Research Methods in Psychology I and building on them with new skills and techniques including advanced research design and use/interpretation of higher-level statistical tests (ANOVA, regression, etc.). These newly acquired skills and techniques will be reinforced by application to a contemporary issue in psychology.
Course ID: PSY 530
The focus of this course is on contemporary social psychology issues and research related to people's interactions with the environment, technology, and society, as well as classic studies and theories in the field-including those related to conformity, obedience, identity, and attitudes that remain relevant. Students will evaluate the perspectives, relevancy, and usefulness of social psychology to real world issues and problems.
Course ID: PSY 540
Students will investigate topics in cognitive psychology, including memory, language, attention, learning, and decision-making. Students will evaluate the perspectives, relevancy, and usefulness of cognitive psychology to real world issues and problems.
Course ID: PSY 550
Learn and apply psychometric techniques commonly used in psychology. Explore measurement techniques and strategies used in the development and administration of psychological tests and assessments. Analyze and assess test and assessment results. Examine the ethical issues related to test and assessment administration and interpretation.
Course ID: PSY 560
This course will emphasize contemporary theories, research, and approaches in personality psychology, connecting these to classic theorists such as Freud as well as other historical traditions and perspectives. The past and present impact of these theories within the ever-changing field of psychology will be explored, as well as the impact they have on culturally diverse clients and special populations.
Course ID: PSY 570
This course provides a comprehensive overview of the principles of ethical practice within the field of psychology. Topics include experimentation, confidentiality, respect, resolving ethical dilemmas, professional standards of conduct, and the psychology of ethical behavior.
Course ID: PSY 612
This course will cover the psychological theories of motivation and their relevance to the workplace and wider field of industrial-organizational psychology. Students will explore factors that motivate individuals in organizational settings, strategies to identify motivation problems, and ways to address those issues using psychological techniques. Emphasis will be placed on the practical application of motivational theories to affect change for diverse populations.
Course ID: PSY 614
This course combines theory and practice to address contemporary issues and connects them to psychological theories in the field of organizational leadership. It will utilize research, case studies, and real-world situations to illustrate how psychological practices can be used in assessing and improving leadership in organizations. Students will construct a foundation for their personal leadership style with the understanding that it can and should evolve over time.
Course ID: PSY 616
This course will explore the relevant skills needed for a successful organizational consultation by an industrial organizational psychologist. Students will examine the process for diagnosing an organization using psychological methods (measurement), developing a strategy to address any issues (assessment), and practically carrying out that plan (application). Emphasis will be given to the need for ethical standards and the importance of professional responsibility in consulting.
Course ID: PSY 618
This course is a culmination of the student's work in industrial organizational psychology. It will bring together the skills learned in the previous courses and requires that students demonstrate their proficiency in the areas of motivation, organizational leadership, and consulting. Therefore, students will synthesize information to develop a more sophisticated and integrated approach to industrial-organizational issues and problems.
Course ID: PSY 790
This capstone course is the culminating experience for the M.S. in Psychology program. The aim of the capstone is to assess students' ability to synthesize and integrate the knowledge and skills they have developed throughout their coursework, rather than introducing new concepts. This course is structured to support student success in fulfilling program requirements.
Visit the course catalog to view the full Bachelor of Arts (BA) in Psychology with a concentration in Industrial Organizational Psychology curriculum.

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Upcoming term starts: October 14, 2024 | January 06, 2024

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Tuition Cost & Savings College can be more affordable than you think

As a nonprofit university, SNHU offers some of the lowest online tuition rates in the country. And when you work with our Financial Services team, we'll explore ways to help you save even more on your education – and customize a payment plan that works for you.

Online graduate programs

Student
Cost per credit
Cost per course
Cost for 36-credit degree*
Full- and part-time students
$637
$1,911
$22,932
Active-duty military and spouses | Full- and part-time students**
$470
$1,410
$16,920

*before previously earned credits are applied

Tuition rates are subject to change and are reviewed annually.

**Note: Students receiving this rate are not eligible for additional discounts.

Additional costs: Course materials vary by course.

Transfer credits and lower your cost by:

$1,911 $3,822 $5,733 $7,644
Transfer credits and lower your cost by:

If 3 of your prior learning credits ($637/credit) are accepted toward your master’s degree.

Your remaining tuition cost: $17,199

If 6 of your prior learning credits ($637/credit) are accepted toward your master’s degree.

Your remaining tuition cost: $15,288

If 9 of your prior learning credits ($637/credit) are accepted toward your master’s degree.

Your remaining tuition cost: $13,377

If 12 of your prior learning credits ($637/credit) are accepted toward your master’s degree.

Your remaining tuition cost: $11,466

How we estimate your tuition cost:

We look at the cost per credit multiplied by the number of credits you need to earn for a master's degree. Most master's degrees require 36 credits. SNHU allows you to transfer in up to 12 credits, requiring a minimum of 24 credits to be taken at SNHU. This is only a tuition estimator and doesn't account for other fees that may be associated with your program of choice.

Career Outlook What can I do with an online master's in organizational psychology?

Upon graduating, you'll feel prepared to serve as a change agent in businesses across every industry, from criminal justice to education, healthcare to IT, manufacturing to transportation. Like many IOPs, you might work in an organization’s HR department or as an independent consultant hired to solve a problem.

Occupations

With Southern New Hampshire University's MS in Psychology with a concentration in Industrial & Organizational Psychology under your belt, you may be qualified to step into a wide array of roles, including:

IOPs apply psychology to the workplace by using psychological principles and research methods to solve problems and improve the quality of worklife.

Otherwise known as management consultants, IOPs in this role recommend ways to improve an organization’s efficiency and profit margins.

Working in a market research capacity, IOPs study market conditions to predict sales of a product or service. They might advise a company on marketing strategy.

OPs in this role can oversee the recruiting and hiring of new staff, consult with executives on strategic planning and serve as a link between management and employees.

This specialized aspect of the IOP profession focuses on planning, coordinating and directing workforce development programs.

6%

Increase in industrial-organizational psychologist positions through 2032, projected by the U.S. Bureau of Labor Statistics (BLS).1

$147,420

Median annual salary for industrial-organizational psychologists as of May 2023, according to the BLS.1 

Understanding the numbers
When reviewing job growth and salary information, it’s important to remember that actual numbers can vary due to many different factors—like years of experience in the role, industry of employment, geographic location, worker skill and economic conditions. Cited projections do not guarantee actual salary or job growth.

What SNHU students are saying

Shaunta Irvin Roberson '18 '21G
Shaunta Irvin Roberson '18 '21G

I have always had a passion to help others, and the psychology program allowed me to gain knowledge in the approaches, methods and theories that can be used when working with people who could display multiple behaviors.

Shaunta Irvin Roberson '18 '21G

Frequently Asked Questions

Industrial-organizational psychology, otherwise known as I-O psychology, is a subfield of psychology focused on workplace dynamics.

“I would say it is using scientific study to look at employee-employer relationships as they relate to productivity, morale, engagement, job satisfaction and attitudes,” said Dr. Thomas MacCarty, associate dean of psychology at Southern New Hampshire University (SNHU).

According to SIOP, the work of IOPs focuses on 6 key areas, all of which carry “critical relevance” for both employees and businesses:2

  • Testing: Develop tests to measure job knowledge, skills, personality and other performance factors
  • Staffing: Recruit employees that fit an organization’s culture and develop programs to train and retain the best
  • Performance management: Design measurement systems that help improve job performance
  • Employee attitude and satisfaction: Build employee empowerment, job satisfaction and educational programs
  • Organization development: Groom future organizational leaders within fair compensation and promotion guidelines
  • Change management: Consult on downsizing or acquisitions, helping to manage company culture and hiring practices

PsychologyDegreeBarbaraLesniakBodyThe American Psychological Association (APA) recognizes industrial-organizational psychology as a specialty in professional psychology.3 According to the APA, “there are many variables that determine how well an organization or company operates.” The APA cites the ability to communicate well, resolve conflicts, evaluate process issues and manage effectively as “examples of the components necessary for businesses to succeed.”

Hiring and training practices, the ways in which employees interact and many other factors can cause problems in any of these areas. Your master’s in organizational psychology can prepare you with the skills and knowledge of human behavior to tackle them.

“Virtually any job in which you deal with people and need to know how to relate to them and what influences their behavior will benefit from a graduate degree in psychology,” said Dr. Barbara Lesniak, SNHU senior associate dean of social sciences. When it comes to people issues in the workplace, industrial-organizational psychology graduate programs fit the need perfectly.

Industrial-organizational psychologists (IOPs) work in nearly every type of organization imaginable, in both the public and private sector. You might work for a hospital, a manufacturing firm, a government agency or a private university.

Industrial-organizational psychology master's programs do not lead to licensure or certification. However, SNHU’s program aligns with the Society for Industrial and Organizational Psychology (SIOP) standards required for a wide range of roles and responsibilities.2

Depending on the organization, your research might focus on aptitude tests for job candidates, leadership development programs, staffing and compensation guidelines, workplace safety recommendations or programs to improve work-life balance.

According to the American Psychological Association, IOPs “are qualified as trainers, facilitators, assessors, coaches and consultants. I-O psychologists may also work directly in an organization’s human resources department, or they may act as independent consultants, called into an organization to solve a particular problem.”2

Industrial-organizational psychologists (IOPs) analyze issues in the workplace, conduct research and recommend solutions based on their findings. Process breakdowns, productivity losses, personality conflicts, poor morale and even safety concerns are among the issues an IOP might help address.

The American Psychological Association describes 6 common workplace scenarios where IOPs might use their research:2

  • Apply best practices to teach employees how to work better
  • Document how the work environment affects performance
  • Design a survey to pinpoint issues affecting workplace behavior
  • Make recommendations to increase productivity/workplace quality
  • Create screening procedures for job applicants
  • Uncover work-related issues influencing performance

Some IOPs teach college or conduct research, or both. Some work as executive coaches or training specialists, others as human resource generalists or managers. Others have less familiar titles, like:

  • Employee efficiency expert
  • Employment law expert
  • Leadership coach
  • Organizational performance manager
  • Research analyst

"I have always had a passion to help others, and the psychology program allowed me to gain knowledge in the approaches, methods and theories that can be used when working with people who could display multiple behaviors," said Shaunta Irvin Roberson '18 '21G.

When you earn a master’s in organizational psychology, you'll focus on the skills and knowledge that address these and other workplace-related issues. You’ll gain a foundation in psychology and learn how to apply psychology research to real-world situations.

Yes – industrial-organizational psychology is in very high demand by organizations in nearly every industry. The U.S. Bureau of Labor Statistics (BLS) projects 6% growth for industrial-organizational psychologists (IOPs) through 2032.1

Over time, senior management in a variety of organizations has seen the value in turning to IOPs for help with solving a wide variety of business problems. That positive trend may account for the high rate of growth, according to the BLS.

In 2023, the BLS reported median annual wages of $147,420 for IOPs.1 In fact, the BLS reports that several related roles may also experience higher-than-average demand through 2032, including:1

  • Management analysts: 10% growth with median annual wages of $99,410
  • Market research analysts: 13% growth with median annual wages of $74,680
  • Operations research analysts: 23% growth with median annual wages of $83,640

Most definitely. Human resources professionals use psychology in many aspects of their work, from recruiting and hiring staff to training and developing the workforce.

Industrial-organizational psychology graduate programs incorporate psychology principles that are fundamental to the work of HR departments.

Your master’s in organizational psychology prepares you to add value to the HR function. In fact, many industrial-organizational psychologists (IOPs) choose human resources as a career path, often as HR generalists or managers. Some use their credentials to work as human resources practice leaders.

If you’re already working in HR, a master’s in I-O psychology can supplement your HR skill set and open doors to new opportunities. As an IOP graduate student, you’ll learn to apply psychology research findings to common workplace challenges, including how to:

  • Motivate workers and retain the best talent
  • Enhance quality of life in the workplace
  • Use strategic HR management to resolve issues

Many schools offer undergraduate online psychology degree programs, as well as master's in psychology online and on campus options, but only you can decide which one is best for you. You’ll need to consider whether the program fits your budget, your schedule and your career plans, among other things.

Southern New Hampshire University’s online master’s in organizational psychology is one of the most affordable in the nation. And since we're an accredited university, you can count on a high-quality education. Our faculty members are among the best in online education, bringing real-world experience from all aspects of psychology to the classroom.

"When I found I-O psychology at SNHU, I was thrilled because I would be able to take courses I was interested in," said Jackie Lancaster '21G, who also earned her bachelor's at SNHU in 2019. "The best part was that the program aligned with what I was doing for work and had the potential to allow me to bring new opportunities to my place of employment."

SNHU also offers one of the most flexible online master's degree programs you’ll find. At SNHU, going to school online means being able to create your own schedule. That’s because we have no set class times. So as long as you turn in assignments by the weekly deadlines – typically Thursday and Sunday nights – you can squeeze in coursework when and where it’s most convenient for you.

Related Articles

Sources & Citations

1Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, on the internet, at:

  • https://www.bls.gov/oes/current/oes193032.htm (viewed April 22, 2024)
  • https://www.bls.gov/ooh/business-and-financial/labor-relations-specialists.htm (viewed April 22, 2024)
  • https://www.bls.gov/ooh/business-and-financial/management-analysts.htm (viewed April 22, 2024)
  • https://www.bls.gov/ooh/business-and-financial/market-research-analysts.htm (viewed April 22, 2024)
  • https://www.bls.gov/ooh/management/training-and-development-managers.htm (viewed April 22, 2024)
  • https://www.bls.gov/ooh/management/human-resources-managers.htm (viewed April 22, 2024)
  • https://www.bls.gov/ooh/math/operations-research-analysts.htm (viewed April 22, 2024)

Cited projections may not reflect local and/or short-term economic or job conditions and do not guarantee actual job growth.

2Society for Industrial and Organizational Psychology, “For Organizations: I-O and Employee Lifecycle,” on the internet, at https://www.siop.org/Professionals (viewed April 22, 2024)

3American Psychological Association, “Pursuing a Career in I/O Psychology,” on the internet, at https://www.apa.org/action/science/organizational/education-training (viewed April 22, 2024)