Organizational Psychologist Salary
The average pay for an Organizational Psychologist is $81,801 per year. Most people with this job move on to other positions after 20 years in this career.
Job Description for Organizational Psychologist
Organizational psychologists work with a company to administer rating scales, competency and psychological tests. Using gap analysis techniques, the organizational psychologists advise company management of any training needs that have been observed. They also work with management to reorganize the work environment to improve employee morale and productivity. Organizational psychologists are responsible for the development and implementation of employee selection, placement, training and performance programs. These mental health professionals observe and interview workers on various subjects--including their work environment--will write reports on the research findings and explain what that information implies about any need for improvement.Read More...
Organizational psychologists have excellent communication skills and are able to explain research results and suggest solutions for a better work environment clearly and concisely. They must also have keen attention to detail and a good level of empathy to understand not only what people are saying but what they might be feeling as indicated by body language or facial expressions. When applying to be an organizational psychologist, it is good to show prior experience in the field and vital to demonstrate a formal education. A master's degree or PhD in organizational psychology is generally required. Organizational psychologists must have a professional demeanor in dealing with employees and management, and an enthusiasm for changing things for the better. They should be able to work independently in analyzing the results of research and interviews, and as part of a team in formulating a plan to put that information to good use.
Organizational Psychologist Tasks
- Develop and implement employee selection and placement, training and performance programs.
- Advise management of training needs via a gap analysis.
- Observe and interview workers, write reports on research findings and implications.
- Administer competency tests, rating scales and psychological tests.
- Work with management to reorganize the work setting to improve worker productivity.