| Important Core Job Duties (in order of importance) For the Top 5 most important - How can you build experience and skill doing these? This will help now, to begin preparing for this type of occupation. |
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| Importance (%) | Description |
| Importance: 100 (%) | Description: Develop and implement employee selection or placement programs. |
| Importance: 100 (%) | Description: Review research literature to remain current on psychological science issues. |
| Importance: 100 (%) | Description: Write articles, white papers, or reports to share research findings and educate others. |
| Importance: 100 (%) | Description: Write reports on research findings and implications to contribute to general knowledge or to suggest potential changes in organizational functioning. |
| Importance: 100 (%) | Description: Study organizational effectiveness, productivity, and efficiency, including the nature of workplace supervision and leadership. |
| Importance: 100 (%) | Description: Formulate and implement training programs, applying principles of learning and individual differences. |
| Importance: 100 (%) | Description: Identify training and development needs. |
| Importance: 100 (%) | Description: Assess employee performance. |
| Importance: 100 (%) | Description: Train clients to administer human resources functions, including testing, selection, and performance management. |
| Importance: 100 (%) | Description: Conduct individual assessments, including interpreting measures and providing feedback for selection, placement, or promotion. |
| Importance: 100 (%) | Description: Coach senior executives and managers on leadership and performance. |
| Importance: 100 (%) | Description: Conduct presentations on research findings for clients or at research meetings. |
| Importance: 100 (%) | Description: Advise management concerning personnel, managerial, and marketing policies and practices and their potential effects on organizational effectiveness and efficiency. |
| Importance: 100 (%) | Description: Analyze job requirements and content to establish criteria for classification, selection, training, and other related personnel functions. |
| Importance: 100 (%) | Description: Facilitate organizational development and change. |
| Importance: 100 (%) | Description: 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. |
| Importance: 100 (%) | Description: Develop interview techniques, rating scales, and psychological tests used to assess skills, abilities, and interests for the purpose of employee selection, placement, or promotion. |
| Importance: 100 (%) | Description: Analyze data, using statistical methods and applications, to evaluate the outcomes and effectiveness of workplace programs. |
| Importance: 100 (%) | Description: Provide advice on best practices and implementation for selection. |
| Importance: 96 (%) | Description: Conduct research studies of physical work environments, organizational structures, communication systems, group interactions, morale, or motivation to assess organizational functioning. |
| Importance: 92 (%) | Description: Develop new business by contacting potential clients, making sales presentations, and writing proposals. |
| Importance: 88 (%) | Description: Counsel workers about job and career-related issues. |
| Importance: 81 (%) | Description: Provide expert testimony in employment lawsuits. |
Doctor Degree Careers and Jobs
Explore Careers and Jobs Predominantly Filled by Those with a Doctorate Degree with or without Certificates - All On One Page
Sorted by median annual U.S. salary and including percentage of job holders with Doctorate Degree.
A doctorate prepares graduates for advanced research, specialized clinical practice, and top-level academic or leadership roles. For people who have invested years in advanced study and want to see where that expertise applies. Compare careers ranked by salary, review degree-holder and experience percentages, and access preparation resources for each role.
Here is a short Helper Video 
.
This page will take you through 4 steps, relative to an Master's Degree, to (1) Select a career, (2) Find active job listings, (3) Prepare for the career you chose, and (4) Provide web resources specific to the career you chose.
Step 1: Select a Career: You will be presented with a listing of Master's Degree careers. The list may be quite long. There are two ways you might like to use this list:
1) Filter - As you enter a word, you will filter (limit) the list of careers below
2) Browse the list (Don't Filter) - You can simply browse the list of careers. There may be many that you might never have considered. This may help you to discover careers that might be of interest.
Once you have identified a career of interest, simply click on it.
Step 2: Find a Job: After you have selected a career/job title above, you will see a form asking for your location. You will see several radio selection choices to utilize the job search site of your choice.
Step 3: Prepare For a Career: In this section you will gain access to detailed information to help you prepare for the career you selected. Information includes core and supplemental duties, general and specific work activities, knowledge required, essential and transferable skills required, day-in-the-life summaries, knowledge required, software skills required, preparation required, educational requirements, training and work experience required, local salary information, certifications, professional associations, current job listings for the job selected along with multiple similar job titles, and related careers (related to what they do, what they know, and what they're called).
Step 4: Career-Specific Resources (detailed and constantly updated): Continue to scroll down the page and you will find tabs that will provide detailed (updated) links to occupational information specific to the career you selected. This information includes:
Videos: Provides a listing of video links related to this career. A great way to get a quick overview of the occupation.
Resumes: Sources for resume materials and techniques. This can help to get you started.
Job Description: Sources that provide job descriptions, which are vital to resume and interview preparation.
Interviews: Provides links that can help you to prepare for and successfully complete the job interview.
Step by Step: Provides links to resources that can help to organize the career search process.
LinkedIn: One of the best professional social media sites that provides links, opportunities, and networking specifically for careers and career development.
Step 1 of 4: Select a Career
Leading Books About Ph.D. Jobs
What jobs can you get with a Doctorate Degree? Scroll through the picklist (below). These are careers related to the Doctorate Degree level, with at least 30% of job holders having a Doctorate Degree. - 96 specific careers are listed, with matching jobs currently available. Select those careers that may be of interest - you will then get links to matching active job listings, and detailed resources to help you prepare.
You can use this form two ways:
1) Enter a Keyword - As you enter a keyword, you will filter (limit) the listing to those occupations that contain the keyword entered
2) Browse the list (Don't enter a keyword) - You can simply browse the list of occupations. There may be many that you might never have considered. This may help you to discover jobs that might be of interest.
OR - leave blank and scroll through the choices:
Select a Job Title - Sorted by Annual Salary -(scroll and Select) :
Legend: Career Title Link / (% having Doctorate Degree) / (Median Annual U.S. Salary)
Step 2 of 4: Find a Job
Job Listings for: Industrial-Organizational Psychologists.
Step 3 of 4: Prepare For a Career
Prepare for the "Industrial-Organizational Psychologists" Career
The details below will provide a pathway to your specific job goal and help you to identify an appropriate career ladder.
Industrial-Organizational Psychologists
Description: Apply principles of psychology to human resources, administration, management, sales, and marketing problems. Activities may include policy planning; employee testing and selection, training, and development; and organizational development and analysis. May work with management to organize the work setting to improve worker productivity.
Please click on a section below to expand and see detailed occupational information related to "Industrial-Organizational Psychologists":
U.S. Total Employment (2023):
4,900U.S. Total Employment (2033 est.):
5,000
Employment Change (2023-2033 est.):
100 (2.2%) Average Annual Job Openings (2023-2033 est.):
300
Core Duties
Supplemental Duties
| Important Supplemental Job Duties (in order of importance)
For the Top 5 most important - How can you build experience and skill doing these? This will help now, to begin preparing for this type of occupation. |
|
| Importance (%) | Description |
| Importance: 62 (%) | Description: Participate in mediation and dispute resolution. |
| Importance: 50 (%) | Description: Study consumers' reactions to new products and package designs, and to advertising efforts, using surveys and tests. |
Work Activities
| Important General Work Activities (in order of importance)
For the Top 5 most important - How can you build experience and skill doing these? This will help now, to begin preparing for this type of occupation. |
|
| Importance (%) | Description |
| Importance: 95 (%) | Description: Providing Consultation and Advice to Others: Providing guidance and expert advice to management or other groups on technical, systems-, or process-related topics. |
| Importance: 95 (%) | Description: Getting Information: Observing, receiving, and otherwise obtaining information from all relevant sources. |
| Importance: 94 (%) | Description: Making Decisions and Solving Problems: Analyzing information and evaluating results to choose the best solution and solve problems. |
| Importance: 93 (%) | Description: Establishing and Maintaining Interpersonal Relationships: Developing constructive and cooperative working relationships with others, and maintaining them over time. |
| Importance: 92 (%) | Description: Interpreting the Meaning of Information for Others: Translating or explaining what information means and how it can be used. |
| Importance: 92 (%) | Description: Analyzing Data or Information: Identifying the underlying principles, reasons, or facts of information by breaking down information or data into separate parts. |
| Importance: 91 (%) | Description: Working with Computers: Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information. |
| Importance: 91 (%) | Description: Communicating with Supervisors, Peers, or Subordinates: Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person. |
| Importance: 90 (%) | Description: Processing Information: Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data. |
| Importance: 87 (%) | Description: Updating and Using Relevant Knowledge: Keeping up-to-date technically and applying new knowledge to your job. |
| Importance: 87 (%) | Description: Organizing, Planning, and Prioritizing Work: Developing specific goals and plans to prioritize, organize, and accomplish your work. |
| Importance: 86 (%) | Description: Coaching and Developing Others: Identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills. |
| Importance: 83 (%) | Description: Training and Teaching Others: Identifying the educational needs of others, developing formal educational or training programs or classes, and teaching or instructing others. |
| Importance: 82 (%) | Description: Developing Objectives and Strategies: Establishing long-range objectives and specifying the strategies and actions to achieve them. |
| Importance: 81 (%) | Description: Communicating with People Outside the Organization: Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail. |
| Importance: 79 (%) | Description: Evaluating Information to Determine Compliance with Standards: Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards. |
| Importance: 78 (%) | Description: Developing and Building Teams: Encouraging and building mutual trust, respect, and cooperation among team members. |
| Importance: 78 (%) | Description: Documenting/Recording Information: Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form. |
| Importance: 77 (%) | Description: Judging the Qualities of Objects, Services, or People: Assessing the value, importance, or quality of things or people. |
| Importance: 74 (%) | Description: Staffing Organizational Units: Recruiting, interviewing, selecting, hiring, and promoting employees in an organization. |
| Importance: 73 (%) | Description: Identifying Objects, Actions, and Events: Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events. |
| Importance: 73 (%) | Description: Thinking Creatively: Developing, designing, or creating new applications, ideas, relationships, systems, or products, including artistic contributions. |
| Importance: 72 (%) | Description: Coordinating the Work and Activities of Others: Getting members of a group to work together to accomplish tasks. |
| Importance: 72 (%) | Description: Guiding, Directing, and Motivating Subordinates: Providing guidance and direction to subordinates, including setting performance standards and monitoring performance. |
| Importance: 68 (%) | Description: Resolving Conflicts and Negotiating with Others: Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others. |
| Importance: 68 (%) | Description: Selling or Influencing Others: Convincing others to buy merchandise/goods or to otherwise change their minds or actions. |
| Importance: 65 (%) | Description: Scheduling Work and Activities: Scheduling events, programs, and activities, as well as the work of others. |
Specific Work Activities
| Important Specific Work Activities
How can you begin to build experience and skill doing these? This will help now, to begin preparing for this type of occupation. Specific Work Activities appear below: |
|
| Administer standardized physical or psychological tests. | |
| Advise others on business or operational matters. | |
| Collect information from people through observation, interviews, or surveys. | |
| Conduct scientific research of organizational behavior or processes. | |
| Confer with clients to exchange information. | |
| Counsel clients on mental health or personal achievement. | |
| Develop educational or training programs. | |
| Develop educational programs. | |
| Develop methods of social or economic research. | |
| Evaluate capabilities or training needs. | |
| Evaluate employee performance. | |
| Evaluate performance of applicants, trainees, or employees. | |
| Implement organizational process or policy changes. | |
| Mediate disputes. | |
| Prepare scientific or technical reports or presentations. | |
| Recommend organizational process or policy changes. | |
| Review professional literature to maintain professional knowledge. | |
| Testify at legal or legislative proceedings. | |
| Train personnel in technical or scientific procedures. | |
Knowledge Required
| Knowledge Required (in order of importance)
For the Top 5 most important - How can you build experience and skill doing these? This will help now, to begin preparing for this type of occupation. |
|
| Importance (%) | Description |
| Importance: 96 (%) | Description: Personnel and Human Resources: Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems. |
| Importance: 94 (%) | Description: Psychology: Knowledge of human behavior and performance; individual differences in ability, personality, and interests; learning and motivation; psychological research methods; and the assessment and treatment of behavioral and affective disorders. |
| Importance: 87 (%) | Description: Education and Training: Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects. |
| Importance: 79 (%) | Description: Administration and Management: Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources. |
| Importance: 78 (%) | Description: Mathematics: Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications. |
| Importance: 74 (%) | Description: English Language: Knowledge of the structure and content of the English language including the meaning and spelling of words, and rules of composition and grammar. |
| Importance: 71 (%) | Description: Customer and Personal Service: Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction. |
| Importance: 66 (%) | Description: Law and Government: Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process. |
| Importance: 66 (%) | Description: Sociology and Anthropology: Knowledge of group behavior and dynamics, societal trends and influences, human migrations, ethnicity, cultures, and their history and origins. |
| Importance: 63 (%) | Description: Computers and Electronics: Knowledge of circuit boards, processors, chips, electronic equipment, and computer hardware and software, including applications and programming. |
Essential Skills
| Essential Skills (in order of importance)
These are the foundational skills most central to success in this occupation. For the Top 5 most important, how can you begin building experience and confidence using these skills now? |
|
| Importance (%) | Description |
| Importance: 73 (%) | Description: Reading Comprehension: Understanding written sentences and paragraphs in work-related documents. |
| Importance: 73 (%) | Description: Active Listening: Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times. |
| Importance: 71 (%) | Description: Writing: Communicating effectively in writing as appropriate for the needs of the audience. |
| Importance: 68 (%) | Description: Speaking: Talking to others to convey information effectively. |
| Importance: 68 (%) | Description: Critical Thinking: Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems. |
| Importance: 64 (%) | Description: Active Learning: Understanding the implications of new information for both current and future problem-solving and decision-making. |
| Importance: 64 (%) | Description: Monitoring: Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action. |
| Importance: 62 (%) | Description: Science: Using scientific rules and methods to solve problems. |
| Importance: 60 (%) | Description: Learning Strategies: Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things. |
| Importance: 58 (%) | Description: Mathematics: Using mathematics to solve problems. |
Transferable Skills
| Transferable Skills (in order of importance)
These are skills that can transfer across occupations and industries. For the Top 5 most important, how can you strengthen these skills now so they support both this career and future career flexibility? |
|
| Importance (%) | Description |
| Importance: 68 (%) | Description: Judgment and Decision Making: Considering the relative costs and benefits of potential actions to choose the most appropriate one. |
| Importance: 66 (%) | Description: Complex Problem Solving: Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions. |
| Importance: 66 (%) | Description: Systems Evaluation: Identifying measures or indicators of system performance and the actions needed to improve or correct performance, relative to the goals of the system. |
| Importance: 64 (%) | Description: Social Perceptiveness: Being aware of others' reactions and understanding why they react as they do. |
| Importance: 64 (%) | Description: Systems Analysis: Determining how a system should work and how changes in conditions, operations, and the environment will affect outcomes. |
| Importance: 62 (%) | Description: Coordination: Adjusting actions in relation to others' actions. |
| Importance: 62 (%) | Description: Persuasion: Persuading others to change their minds or behavior. |
| Importance: 60 (%) | Description: Instructing: Teaching others how to do something. |
| Importance: 60 (%) | Description: Time Management: Managing one's own time and the time of others. |
| Importance: 58 (%) | Description: Operations Analysis: Analyzing needs and product requirements to create a design. |
| Importance: 56 (%) | Description: Service Orientation: Actively looking for ways to help people. |
| Importance: 56 (%) | Description: Management of Personnel Resources: Motivating, developing, and directing people as they work, identifying the best people for the job. |
| Importance: 54 (%) | Description: Negotiation: Bringing others together and trying to reconcile differences. |
Day-in-the-Life Summaries
| Day-in-the-Life Summaries These summaries show the main types of activities you are likely to perform on a regular basis in this occupation. How can you imagine your typical workday — using these examples to see if this type of work fits you? |
| Activity: Advise others on business or operational matters. |
| Activity: Collect information about patients or clients. |
| Activity: Confer with clients to determine needs or order specifications. |
| Activity: Counsel others about personal matters. |
| Activity: Develop educational programs, plans, or procedures. |
| Activity: Develop research plans or methodologies. |
| Activity: Evaluate personnel capabilities or performance. |
| Activity: Implement procedures or processes. |
| Activity: Maintain current knowledge in area of expertise. |
| Activity: Mediate disputes. |
| Activity: Perform human resources activities. |
| Activity: Present information in legal proceedings. |
| Activity: Present research or technical information. |
| Activity: Research organizational behavior, processes, or performance. |
| Activity: Train others on operational or work procedures. |
Software Skills
|
Software Skills These are examples of software tools commonly used in this occupation, organized from most to least important for your career preparation. How can you start learning or practicing the highest-priority tools so that you feel confident using them on the job? |
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| Emerging Tech Skills | ||||||||||
| Analytical or scientific software: | ||||||||||
| IBM SPSS Statistics SAS | ||||||||||
| Data base user interface and query software: | ||||||||||
| Microsoft Access | ||||||||||
| Document management software: | ||||||||||
| Adobe Acrobat | ||||||||||
| Electronic mail software: | ||||||||||
| Microsoft Outlook | ||||||||||
| Enterprise resource planning ERP software: | ||||||||||
| Oracle PeopleSoft | ||||||||||
| Office suite software: | ||||||||||
| Microsoft Office software | ||||||||||
| Presentation software: | ||||||||||
| Microsoft PowerPoint | ||||||||||
| Process mapping and design software: | ||||||||||
| Microsoft Visio | ||||||||||
| Project management software: | ||||||||||
| Microsoft Project | ||||||||||
| Spreadsheet software: | ||||||||||
| Google Sheets Microsoft Excel | ||||||||||
| Web platform development software: | ||||||||||
| Hypertext markup language HTML | ||||||||||
| Word processing software: | ||||||||||
| Microsoft Word | ||||||||||
| General Software Tools | ||||||||||
| Analytical or scientific software (scroll table below): | ||||||||||
| ||||||||||
| Computer based training software: | ||||||||||
| Learning management system LMS Padlet | ||||||||||
| Human resources software: | ||||||||||
| Human resource information system (HRIS) | ||||||||||
| Internet browser software: | ||||||||||
| Web browser software | ||||||||||
| Presentation software: | ||||||||||
| Mentimeter |
Preparation Required
| Preparation Required - How much preparation is needed to obtain this type of job? |
| Job Zone Five: Extensive Preparation Needed |
| Extensive skill, knowledge, and experience are needed for these occupations. Many require more than five years of experience. For example, surgeons must complete four years of college and an additional five to seven years of specialized medical training to be able to do their job. |
| Most of these occupations require graduate school. For example, they may require a master's degree, and some require a Ph.D., M.D., or J.D. (law degree). |
| Employees may need some on-the-job training, but most of these occupations assume that the person will already have the required skills, knowledge, work-related experience, and/or training. |
| These occupations often involve coordinating, training, supervising, or managing the activities of others to accomplish goals. Very advanced communication and organizational skills are required. Examples include pharmacists, lawyers, astronomers, biologists, clergy, physician assistants, and veterinarians. |
Education Required
| Education Required - by frequency of educational attainment This shows you details about the level of education most commonly held by workers in this occupation. How can you begin planning the educational pathway that will prepare you best for this type of work? |
|
| Frequency of Attainment (%) | Level of Education |
| Frequency of Attainment: 57.7 (%) | Level of Education: Master's Degree |
| Frequency of Attainment: 30.8 (%) | Level of Education: Doctoral Degree |
| Frequency of Attainment: 3.9 (%) | Level of Education: Some College Courses |
| Frequency of Attainment: 3.9 (%) | Level of Education: Associate's Degree (or other 2-year degree) |
| Frequency of Attainment: 3.9 (%) | Level of Education: Bachelor's Degree |
Training and Experience Required
| Training and Experience Required - by frequency of training and work experience attainment This section shows you how often different types of training and work experience are required for this occupation. How can you start gaining the kinds of experience and training that are most common for this type of work? |
|
| Frequency of Attainment (%) | Level of Training and Work Experience |
| Frequency of Attainment: 26.9 (%) | Level of Training and Work Experience: Over 2 years, up to and including 4 years |
| Frequency of Attainment: 23.1 (%) | Level of Training and Work Experience: Over 4 years, up to and including 6 years |
| Frequency of Attainment: 15.4 (%) | Level of Training and Work Experience: Over 3 months, up to and including 6 months |
| Frequency of Attainment: 15.4 (%) | Level of Training and Work Experience: Over 1 year, up to and including 2 years |
| Frequency of Attainment: 11.5 (%) | Level of Training and Work Experience: Over 6 months, up to and including 1 year |
| Frequency of Attainment: 3.9 (%) | Level of Training and Work Experience: None |
| Frequency of Attainment: 3.9 (%) | Level of Training and Work Experience: Over 8 years, up to and including 10 years |
Local Salary Information
Select a State (scroll and Select) :
Please select a State to see State and National Salaries
Certifications
| Certifications These are examples of certifications that may be important for this occupation. How can you begin exploring which certifications fit your goals and what steps you would need to take to earn them? |
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Board Certified Specialist in Organizational and Business Consulting
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Certified Employee Assistance Professional
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Professional Associations
| Professional Associations These associations connect people who work in this occupation or related fields. How can you start using these associations to learn more, build your network, or find mentoring opportunities? |
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National Association of Professional Organizers (NAPO)
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Society for Industrial & Organizational Psychology (SIOP)
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Job Listings
Related Careers to Consider
Step 4 of 4: Career-Specific Resources (detailed and constantly updated)
This section contains detailed resources appropriate to "Industrial-Organizational Psychologists". Explore these resources to start learning more. Links are constantly updated, so bookmark this page.
Videos
Here is a listing of videos related to this career. A great way to get a quick overview of the occupation.
Resumes
Here are resources that allow you to see example resumes for this occupation. It may be helpful to see examples from others who have this type of experience.
Job Description
Here are resources that provide job descriptions, which are vital for resume and interview preparation.
Interviews
There are many great resources that can help guide you through the interview process. These links provide help in preparing and performing an effective interview, specific to this occupation.
Step-by-Step
Here are links to help guide you, step-by-step, to become a(n): Industrial-Organizational Psychologists
LinkedIn®
Here are links to various posts and groups from LinkedIn ® that relate to this occupation. Great way to start building professional contacts in the field that might be most appropriate for you.
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