Program Course Descriptions


Ethical Issues in I-O Psychology

This course provides a survey of professional, ethical, and legal standards and guidelines related to industrial and organizational psychology.



This course provides an overview of measurement theory in psychology. The development, use, and evaluation of psychological tests are explored. Topics include reliability and validity, test construction, item analysis, ethics, test administration and scoring, scaling, measurement error, and quasi-experimental designs.


Inferential Statistics I: Correlation based and Regression based Statistics

The mechanics of correlation and regression for the behavioral sciences are explored. Topics include multiple regression, hierarchical regression, and moderated multiple regression, Students learn how to analyze quantitative data using statistical software, how to interpret results accurately, and how to discuss and report statistical findings in a professional paper.


Inferential Statistics II: Multivariate Statistics

Quantitative methods in psychology are conceptually investigated, with a concentration on the design and analysis of multivariate experiments. An overview of multivariate statistical analyses is provided, including ANCOVA, MANOVA, discriminate function analysis, and factor analysis.


Criterion Development and Performance Assessment

The research, theory, and practice involved in the assessment of employee performance are investigated. The development of assessment criteria, job analysis, and performance appraisal methods are covered.


Training and Organization Development

This course provides a comprehensive review of the employee training and organization development literature, including the development and delivery of training programs and organization development interventions. Students learn how to diagnose employee training and organization development problems and opportunities and how to develop effective interventions targeting those areas.


Personnel Selection

This course explores the psychological issues and techniques underlying employee hiring, placement, and classification decisions. Topics include: Legal and affirmative action issues, reliability and validity, validity generalization, utility, and psychological testing.


Job Analysis

An investigation into the theory, research, and application of job analysis methods. Job-oriented and worker-oriented job analysis methods are explored, including traditional task analysis, cognitive task analysis, personality-based job analysis, and future-oriented job analysis. The application of job analysis data is covered including its use in personnel selection, performance management, and employee training. Legal issues related to the topic of job analysis are included.


Organizational Psychology

This seminar provides an overview of organization psychology. Attention is focused on the theoretical and applied aspects of many organizational psychology topics, including leadership, employee motivation and morale, group dynamics, organizational climate and culture, and employee attitudes, such as job satisfaction and job commitment.


Seminar in Psychology

This course offers an in-depth study of selected topics in psychology, such as attention, personality and individual differences, human factors, and consumer psychology. Courses offered have included:


Stress & Occupational Health Psychology

This course focuses on Occupational Health Psychology, an emerging interdisciplinary field concerned with psychological factors in employee health, safety, and well-being. This course will provide a comprehensive examination of theories of job stress, the causes of job stress, how job stress affects the physical and mental health of workers, how job stress affects organizational effectiveness, and how job stress can be prevented or minimized.


Individual Psychological Assessment

This course provides an in-depth analysis of individual psychological assessment. Assessing, interpreting, and communicating distinguishing characteristics of individuals for a variety of work-related purposes are explored. The goals of individual assessment are discussed, many of which are aimed at achieving some form of person-environment fit.


Managing Innovations

This course approaches "managing the innovation process" through five levels of analysis: individual, team, network, organizational, and industrial. At each level of analysis, particular attention is given to the conditions under which innovation processes succeed and fail.


Approved Program Electives


PSY 671. Advanced Social Psychology

Theories and research in social psychology are discussed. Topics include attitudes, social cognition, group dynamics, social influence, persuasion, and interpersonal processes.


MBA 667. Organizational Behavior

Individual and interpersonal behavior, group dynamics and structure, and leadership within the context of work organizations. Conceptual understanding, practical applications, and skill development are included.


MBA 673. Management of Human Resources

Individual and group employment relations; theories of selecting, developing, motivating and accounting for human resources.


MGMT 551. Employee and Labor Relations

The management of employee-employer relationships. Individual versus collective bargaining (organizing, negotiating, and bargaining), dispute resolution, and alternative labor-capital conflict resolution systems in the U.S. and other countries.


MGMT 552. Employee Compensation

Compensation theories and practices, and their effects on employee recruitment, motivation, productivity, retention, satisfaction, and morale.


MGMT 553. Employee Development

Assessing training and development needs, developing and evaluating programs via empirical designs, using technology, administering contents, and selecting methods.


MGMT 567. Leading Organizational Change

Elements involved in planned organizational change including linkages between the external environment and organization architecture, organization development, organization design, work design, leadership, communication, organization culture, and interpersonal and group processes.


MGMT 598. Business Consulting

Teams of students work as consultants to area businesses and non-profit organizations to diagnose and solve actual business problems. This course is designed to further develop skills in team building, problem solving, critical thinking, business writing, public speaking, and client satisfaction.


SOC 656. Seminar in the Sociological Study of Organizations

Organizational structures, processes, and outcomes examined from the sociological perspective. Prevalence of organizations in modern societies, sources of internal organizational structure, external and interorganizational relations, increasing complexity and organization of social environments.

Untitled Document