Help effect positive change in a broad range of organizations with our MS in Industrial and Organizational Psychology degree program.
In this specialization, you will examine and apply the science of industrial and organizational (I-O) psychology in effective human resource management (HRM) practices in today’s diverse workplace. Integrating concepts in business, HRM, and I-O psychology, the program helps you gain the interdisciplinary knowledge of theories, methods, and research findings to influence and drive successful HRM strategies. You will then apply this knowledge to organizational activities such as talent selection and placement, employee motivation, training and development, performance appraisals, and organizational change and development.
This sequence represents the minimum time to completion. Time to completion will vary by student, depending on individual progress and credits transferred, if applicable. For a personalized estimate of your time to completion, call an enrollment advisor at 855-646-5286.
|Course Code||IPSY 6002||Course||Foundations of Graduate Study in Psychology||Credits||(3 cr.)|
|Course Code||IPSY 6200||Course||Themes and Theories of I/O Psychology||Credits||(5 cr.)|
|Course Code||IPSY 6480||Course||Psychology of Organizational Behavior||Credits||(5 cr.)|
|Course Code||IPSY 6214||Course||Consulting for Organizational Change||Credits||(5 cr.)|
|Course Code||RSCH 6110I||Course||Research Theory, Design, and Methods||Credits||(5 cr.)|
|Course Code||IPSY 6705||Course||Organizational Behavior Performance and Evaluation||Credits||(5 cr.)|
|Course Code||RSCH 6210I||Course||Quantitative Reasoning and Analysis||Credits||(5 cr.)|
|Course Code||IPSY 6715||Course||Human Resource Strategy, Legal, and Ethical Considerations||Credits||(5 cr.)|
|Course Code||IPSY 6725||Course||Human Resource Talent Management||Credits||(5 cr.)|
|Course Code||IPSY 6393||Course||Capstone||Credits||(5 cr.)|
Students in this course are introduced to Walden University and to the requirements for successful participation in an online curriculum. Students build a foundation for academic and professional success as social change agents. They assess the relationship of Walden's mission and vision to professional goals. They establish connections with their peers and the broader Walden community. Students engage in course assignments focused on the practical application of scholarly writing, critical-thinking skills, academic integrity, ethics, and the promotion of professional and academic excellence within the field of psychology.
In this course, students are introduced to theories, research, and themes that form the tenets of psychology. Basic theoretical models will be reviewed, including psychodynamic, cognitive, developmental, social learning/socio-cognitive, behaviorist, learning and motivation, systems, biopsychosocial, and gender theories. Theories encompassing diverse populations, including cross-cultural and feminist theories, will also be examined. Students will critically examine the strengths and limitations of these theories and their utility in the field of psychology. Contemporary themes in psychology will be explored, with an emphasis on application of theories designed to effect positive social change.
Students in this course examine the application of behavioral theories in organizational settings. The focus is on individual, group, and organizational behavior. Topics include individual differences in employee motivation and job satisfaction, group development, team building, organizational leadership, and organizational design, culture, and development. Students acquire a broad knowledge base in organizational psychology, its research, and its applications.
Organizational and professional development (OPD) professionals promote and implement organizational change by using fundamental techniques of change management. Students in this course examine and apply these tools, including consulting competencies, approaches, and organizational change models to learn the skills of an OPD consultant. Students explore methods for accelerating individual, group, and organizational performance through consulting, coaching, and change management. They also explore related topics, such as organizational assessment; team development; strategic planning; group dynamics; power, politics, and influence; leadership; and conflict management. Students apply course concepts to the assessment of an organization and the development of strategies to address identified needs for change.
In this research course, students are provided with core knowledge and skills for understanding, analyzing, and designing research at the graduate level. Students explore the philosophy of science, the role of theory, and research processes. Quantitative, qualitative, and mixed methods research designs and data collection methods are introduced. The alignment of research components is emphasized. Students also explore ethical and social change implications of designing and conducting research. Students demonstrate their knowledge and skills by developing an annotated bibliography.
The focus of this organizational behavior and human capital development course is on organizational behavior, motivation, collaboration, and performance and evaluation of individuals and teams. Some of the questions that may be explored relate to how human resource managers motivate and build resiliency in their organizational culture. Students will also consider the influence of organizational structure behavior on individuals and teams, how behavior and motivation are impacted in a global virtual environment, and the impact of expert systems and artificial intelligence on the behavior of employees.
Students in this research course receive core knowledge and skills for designing quantitative research at the doctoral level, including understanding data analysis and applying statistical concepts. Students explore classical quantitative research designs and common statistical tests, the importance of quality assurance, and ethical and social change implications of conducting quantitative research and producing knowledge. Students approach statistics from a problem-solving perspective with emphasis on selecting appropriate statistical tests for a research design. Students use statistical software to calculate statistics and interpret and present results. Students apply and synthesize their knowledge and skills by developing a quantitative research plan.
In this course students focus on strategic planning that supports labor relations, succession planning, retention of both tacit and explicit knowledge, as well as the strategic role of information technology in human resources management. Students will also consider the regulatory requirements for global organizations as well as establishment of a positive social and ethical environment.
Managing organizational talent in the 21st century requires organizations to fully engage their workforce to optimize motivation, commitment, and productivity. Leadership and management of the organizational talent strategy to optimize use of global talent is a current organizational necessity, which requires talent management leaders to consider new workforce strategies for selection, recruitment, and retention of the workforce. Topics to be considered include information technology impact on talent management, recognition and reward systems, compensation and benefits, as well as the need to engage an agile workforce.
Students are provided with the opportunity to synthesize knowledge and skills acquired throughout their program into a practical project designed to promote positive social change in a capstone project. During this course, students work on a capstone project in which they complete a major integrative paper on a topic related to their specialization, incorporating theoretical and practical knowledge as well as social scientific research skills acquired throughout the program. The instructor may approve other capstone projects presented by students.