Master's Level Training in Industrial/Organizational Psychology: Does It Meet the SIOP Guidelines?
- 142 Downloads
In order to assess the extent to which terminal master's level I/O programs were consistent with Society for Industrial and Organizational Psychology (SIOP) guidelines, recent graduates of master's level I/O and related programs were surveyed. The survey focused on the competency areas emphasized in the SIOP (1994) guidelines: data collection and analysis competencies, core I/O competencies, and additional I/O competencies. Participants in the survey provided their perceptions of the coverage of the various competencies in graduate school as well as the importance of these competencies in their current jobs. The results of the survey show that current master's level programs are generally consistent with the guidelines. Both data collection/data analysis competencies and core I/O competencies were perceived as having been well covered. Further, these same competencies were for the most part seen as important in the participants' current jobs.
Unable to display preview. Download preview PDF.
- Blanchard, M., & Lowe Hays-Thomas, R. (1999). First jobs of Master's psychology graduates: Task analysis and the content validity of training. Journal of Psychological Practice, 5, 39–54.Google Scholar
- Erffmeyer, E. S., & Mendel, R. M. (1990). Master's level training in industrial/organizational psychology: A case study of the perceived relevance of graduate training. Professional Psychology: Research and Practice, 21, 405–408.Google Scholar
- Kottke, J. L., & Shultz, K. S. (1997). Using an assessment center as a developmental tool for graduate students: A demonstration. Journal of Social Behavior and Personality, 12, 289–302.Google Scholar
- Levant, R. F., Moldawsky, S., & Stigall, T. T. (2000). The evolving profession of psychology: Comment on Lowe Hays-Thomas's (2000) “The Silent Conversation.” Professional Psychology: Research and Practice, 31, 346–348.Google Scholar
- Lowe, R. H. (1993). Master's programs in industrial/organizational psychology: Current status and a call for action. Professional Psychology: Research and Practice, 24, 27–34.Google Scholar
- Lowe Hays-Thomas, R. (2000). The silent conversation: Talking about the master's degree. Professional Psychology: Research and Practice, 31, 339–345.Google Scholar
- McPherson, R. H., Pisecco, S., Elman, N. S., Crosbie-Burnett, M., & Sayger, T. V. (2000). Counseling psychology's ambivalent relationship with master's-level training. The Counseling Psychologist, 28, 687–700.Google Scholar
- Schippmann, J. S., Hawthorne, S. L., & Schmitt, S. D. (1992). Work roles and training needs for the practice of industrial-organizational psychology at the Master's and Ph.D. level. Journal of Business and Psychology, 6, 311–331.Google Scholar
- Schippmann, J. S., Schmitt, S. D., & Hawthorne, S. L. (1992). I/O work roles: Ph.D. vs. Master's level practitioners. The Industrial/Organizational Psychologist, 29(4), 35–39.Google Scholar
- Society for Industrial and Organizational Psychology, Inc. (1994). Guidelines for education and training at the Master's level in industrial/organizational psychology. Arlington Heights, IL: Author.Google Scholar
- Wesolowski, M., & Feild, H. S. (1987). Recruiting and selecting Ph.D. I/O graduates by business and consulting organizations. The Industrial/Organizational Psychologist, 25(1), 17–26.Google Scholar