Many companies rely on I/O psychology professionals to gain a competitive edge. Professionals who can identify what motivates individuals and teams to meet organizational goals continue to be in high demand in the world of business. Students in the M.A. in Industrial and Organizational Psychology program study a variety of applied I/O coursework topics including personnel selection, performance appraisal, training, leadership, and motivation. TCSPP’s Industrial and Organizational Psychology: Internship/Thesis master's program prepares graduates to apply principles of psychology and business to effectively guide organizations and individuals to success. Students benefit from exceptional theoretical classroom training coupled with opportunities for a broad range of real-world learning experiences.
The program faculty of the Business Psychology Department is comprised of business and psychology professionals. By design, our faculty members cross disciplines and are diverse in education and experience, representing the areas essential to our conceptualization of business psychology. Distinguished faculty members have diverse backgrounds and degrees in I/O psychology, business, clinical psychology, and organizational development. Blending their multidisciplinary perspectives and approaches provides for more integrated learning across fields.
Students in the I/O Psychology master's program choose from two specialized tracks:
Internship Track: Combines intensive coursework that balances theory and practice with two supervised internships, providing students with real-world experience to develop relevant and transferable skills. Students may choose one of the business psychology department's approved internship sites or get approval to fulfill this requirement at their current work place. Students benefit from exceptional theoretical classroom training coupled with a broad range of real-world learning opportunities, including two supervised internships.
The I/O and business psychology department has developed formal partnerships with dozens of organizations nationwide to assist students in finding their two required placements. Chicago School I/O students secure internships at sites ranging from large international marketing research companies to small boutique consulting firms and nonprofit social service agencies. The Chicago Campus internship track also offers a concentration in Human Resources—the nation's first and only master's-level HR concentration.
Thesis Track: Students may complete a thesis in place of an internship and one elective. This option also requires completion of two courses, Thesis I and II and selection of a faculty member to serve as thesis advisor.
• Human Resources Management (Chicago Internship Track only)
• Human Resource Management concentration prepares students to sit for the Professional in Human Resources (PHR) certification exam offered through the Human Resources Certification Institute (HRCI)
40 credit hours (HR concentration - Chicago Internship Track only: 46 credit hours)
Internship Track: Two supervised internships of 300 hours each
Reviews the principal theories of leadership and how leadership is developed. Examines leadership in the context of managing continuous change emphasizing the challenges of multinational corporations working across cultures. Supports self-assessment as students gain knowledge in the key theories and principles of the management/leadership continuum. Reviews practices that I/O psychologists use to develop organizational leaders.
Training: Theory, Design and Evaluation
Provides an examination of the design and implementation of effective training programs in organizations. Addresses critical areas such as conducting needs analyses of the organization, the job, and the individuals performing the job. Students learn and apply modern learning theories, principles of adult learning, and cross-cultural issues and develop their ability to evaluate training, especially the transfer of training, to the workplace.
Organizational Attitudes and Survey Development
Reviews and integrates the extensive literature on the determinants and consequences of job satisfaction, involvement, culture, and commitment with a focus on using this research base for organization diagnosis and intervention. Addresses questionnaire use and development, as well as other methods of measurement. Includes psychometrics in relation to survey development.
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