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I/O psychology covers a plethora of topics and has seen a rather dynamic change from its humble beginnings. Originally, IO psychology is actually the fusion of two different subsets of psychology, which is industrial psychology and organizational psychology. These two subsets focused on assessment, measurement and selection of different personnel for positions in an organizational structure (Levy, 2013). Organizational psychology covered topics that focused on areas that affected relationship elements within an organization. Such elements included leadership capabilities, motivational processes, the relationship between employee and employer and attitudes of the employees for their respective jobs (Levy, 2013). Industrial psychology focused more on  issues that were more technical, such as the assessment of employee performance, measurement of said performance, and selection of qualified personnel for jobs.

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The terminal degree is preferred, either a Ph.D or Psy.D in Psychology with a focus in Industrial and Organizational Psychology. The Society of Industrial and Organizational Psychologists published some specific guidelines for doctoral training in I/O psychology and these guidelines stress the Scientist and Practitioner Model (Levy, 2013). Doctoral programs in I/O psychology puts a strong emphasis on theory and application of information. There is also emphasis on research and the ability to conceptualize and implement the theory learned in the work setting. This is why it’s quite common to have Industrial Organizational psychologists who are Ph.D. holders work in the academic field as instructors, as well as working in the corporate field as strategic managers (Henson, 2012). In this regard, it is important to note that I/O psychologists manifest this consumption and generation of knowledge through constant research. I/O psychology journals provide a way for communicating the new discoveries in the profession, identifying new issues that arise as the economy and demographic changes. These journals provide a way for the education of I/O psychologists and I/O psychology students on new scientific findings and to identify what practices are effective and what practices are ineffective in the organizational structure. One major organization is SIOP, which stands for Society for Industrial and Organizational Psychologists (Silzer and Parson, 2010).

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An article written by Boudreau (2012) indicated how I/O psychology and I/O psychologists are now more than ever required to bring dynamic and effective employees to the organizational structure. The need for competitive positioning is necessary as a way to maintain sustained development. I/O psychologists, as invaluable members of the human resources department of an organization are necessary to bring in qualified personnel, by investing in personnel, one directly invests on the success of the organization. Without an effective I/O psychologist, there will be poor retention of personnel, failure to bring in dynamic employees and thus, theoretically speaking, loss in sustained development.

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The times we are living is filled with constant changes due to the economic cycles in the United States as well as abroad. As the economic in the United States suffered a minor recession in 2008, a great many people lost jobs and organizations closed, those that survived were lucky to have effective worker retention. The role of the I/O psychologist has increased in importance because an effective I/O staff can mean sustained development for an organization, and possibly outcompete competitors through worker efficiency and effective marketing tools (Levy, 2013).  An article written by Cooper (2013) states that many organizations that have focused on globalizing their interests were able to grow tremendously; organizations that have failed to focus on globalization usually have perished. The complexities in managing organizations that operate in a global sphere have to take into consideration diverse cultures of the bases of operations, have to take consideration  in the coordination of working across language and cultural boundaries. I/O psychologists have to implement testing strategies to properly train and select proper employees in these bases. An organization should also employ qualified I/O psychologists who are capable of working in a multiethnic organization and  delegating information to a host of employees with different culture, languages, religion, and ways of life (Rahimli, 2012; Khahan and Peerapong, 2013).

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