Lesson Three Industrial and Organizational Psychology IOP1501

Learning Outcome One:

Describe the purpose of Industrial and organisational psychology
- IOP describes the field where human behaviour and mental processes are studied in a work context
- As a science it is an applied and subfield of psychology
- IOP uses assumptions from psychology as applications in work contexts to assess, utilize, develop and ifluence employees, groups and
organisational processes.
- It is used in formal and informal labour force as well as place of work.
- Since IOP is a scientific field of study, it applies its own knowledge foundation of theories of work- and work-related research. This application
aims to achieve the best fit between employees and workplaces and optimize employee and organisational performance.
- Humane workplaces of both the future and present must be built on the premise that humans are complex multidimensional holistic beings whose
basic needs must be satisfied, allowing them to mature in such a way that they will flourish, thrive and feel fulfilled in the chosen place of work.

Learning outcome Two:

Describe the history of IOP.
Before world war 2 From world war 2 to Today
Person Research Person Research
James Cattell Founder of psychological company – Psychological Corporation World War II also drove the expansion of IO
(1860-1944) psychology
Hugo 1913 – published psychology and industrial efficiency Walter Bingham Hired as the chief
Munsterberg - Employee selection (1880-1952) psychologist of the
(1863-1916) - Employee training department of Defense
- Effective advertising (War Department)
Developed new systems
for:
- Job selection
- Classification
- Training
- Performance review
- Team development
- Morale change
- Attitude change
Walter Dill Scott First psychologist to apply psychology to advertising, management and personnel After the war IO Psychology became arears of
(1869-1955) selection significant research effort.
1903 – published TWO books that described the use of psychology in business: Concerns arose about the
1. Theory of advertising - fairness of employment tests
2. Psychology of advertising - Ethnic and gender biases in various
tests
1911 – Published TWO more books:
1. Influencing Men in Business Great deal of research went into studying job
2. Increasing human efficiency in business satisfaction and employee motivation
1916 was hired by the Carnergie Institute of Technology to conduct applied research 1960 - Research in the following areas became
on employee selection what we know now as industrial psychology that later increasing ly important:
developed as an experimental science - Employee selection
- Placement
- Performance appraisal
Organisations had to adjust their social,
political and legal climate of CIVIL RIGHTS
Movements and needed to be addressed by
Members of IOP in research and practice

Page 1 of 16
Lesson Three Industrial and Organizational Psychology IOP1501
These researchers worked directly for businesses as consultants

1917 – beginning of World War I the work of psychologists working in the field expanded to include their
contribution to military efforts

Robert Yerkes President of the American Psychological Association (APA) for clinical and
(1876-1956) research psychologists
Yerkes organized a group under Surgeon General’s Office (SGO) that developed
methods for screening and selecting enlisted men.
Developed the Army Alpha test to measure mental abilities.
Army Beta test was a non-verbal form of the test that was administered to
illiterate and non-English speaking draftees

Walter Dill Scott Organised a group under the Adjutant General office (AGO) with the purpose of
(1869-1955) developing selection methods for officers
Walter Bingham
(1880-1952) Created a catalogue of occupational needs for the Army, essentially a job-
description system and a system of performance ratings and occupational skills
tests for officers

After the world war I work on personnel selection continued

Millicent Pond Researched selection of factory workers comparing the results of pre-employment
tests with various indicators of job performance

Elton Mayo Launched series of studies a plant near Chicago, Western Electric’s Hawthorne
(1880-1949) Works
This project took industrial psychology beyond just employee selection and
placement to a study of more complex problems of interpersonal relations,
motivations and organisational dynamics and earmarked the origin of
organisational psychology.
They began researching the effects of the physical environment and found that the
impact of the social and psychological factors were more imminent.
The study also examined how human interaction factors such as supervisorial style
increased or decreased productivity – Hawthorne effect.

Hawthorne effect describes the increase in performance of individuals who are aware
they are being observed by researchers or supervisors.
The researchers found that any change in a variable such as lighting levels led to
an improvement in productivity and this held true even if changes were reversed
susch as to poor lighting.
The noted that the effect faded when attention faded
Hawthorne effect is important factor that must be considered even today in every
experiment.

Kurt Lewin Considered the founder of social psychology and much of his research and that of
his students were important contributions to the field of organisational psychology.
1930’s – studied employees feelings towards their jobs and conducted various
studies on leadership styles, team structures and team dynamics.
His research and that of his students included an early study that used children to
study the effect of leadership style on aggression, group dynamics and satisfaction.

Page 2 of 16
Lesson Three Industrial and Organizational Psychology IOP1501
Coined the term “Group dynamics” and was involved in studies of group interactions,
cooperation, competition and communication that bear on organizational
psychology.

Between 1927 and 1932 there was a shift in ideas about how to study groups

Sigmund Freud Studied group relations.

(1925-1955)
Wilfred Bion Bion focused on groups attitudes to itself based on his theory of the will of the
(1961-2004) group.
By observing the tensions in a group, he acknowledged the primitive state of the
individual in a group who wished for everything to revert to the status quo as being
a barrier to learning but nevertheless an opportunity for an onlooker to gain
insight into groups.

Parallel to these studied the study of human factors psychology also developed

Frederick Taylor As engineer he realized that if one could redesign the workplace there would be an
increase in both output for the company and wages for the workers.
1911 – published his theory in a book – the principles of scientific management.

The book focused on using time and motion studies to examine:

- Management theories
- Personnel selection
- Training
- Work
He argued that the principal goal of management should be to make the most
money for the employer along with the best outcome for the employee.

He also believed that the best outcome for the employee and management would be
achieved through training and development so as to provide the best work.

Personnel selection is a process used by recruiting personnel within the company to

recruit and select the best candidates for the job. Training may be needed
depending on what skills the hired candidate has.
Companies will hire the individual with the personality that fits with others but who
may be lacking in skills. Skills can be taught but personality cannot be easily
changed.
He further believed that by conducting time and motion studies for both the
organization and the employee the best interest of both were addressed.
Time motion studies were methods that were used to improve work by dividing
different types of operations into sections that could be measured.
These analyses were used to check the efficiency of the people and the equipment and
to standardize work.
His theory included examples of the increased rest periods during the working
process that increased the productivity of the workers and reported less fatigue as
well as increased wages for the workers.
At the same time the costs to the company were significantly reduced.
Nevertheless, his theory got a lot of criticism from unions and those that
sympathized with workers:
- Exploit workers and reduce the number of workers needed
- There was an Underlying assumption that only a manger could determine
the most efficient method of working and that while at work a worker was
unable to do this.

Page 3 of 16
Lesson Three Industrial and Organizational Psychology IOP1501
- Taylor regarded the worker as being fundamentally lazy and the goal
was to maximise productivity without taking the workers well-being into
concern.

Lillian Gilbreth Mother of modern management.

(1878 – 1972) 1926 - First women to join the American Society of Mechanical Engineers

1966 – Awarded the Hoover Medal of the American Society of Civil Engineers
IO psychologist who strived to increase productivity.
Used time and motion studies to make workers more efficient at work by reducing the
number of motions required to perform a task.
She applied these theories not only to industry but also to home, office, shops and
other areas.
She found that most employees are motivated by job satisfaction and money whilst
studying employee fatigue and time management stress.
1914 – wrote a book : Psychology of management: the function of the mind in
determining, teaching and Installing methods of least waste
Examples of her contributions:
- Shelves in a refrigerator door
- Foot pedal to operate the lid of a trash can.

Taylor and Gilberts work improved productivity and improved the fit between technology and the human
using it.
The study of machine-human fit is known as Ergonomics or human factors psychology

The development of IWO (Industrial, Work, and Organizational) psychology in South Africa:

1946 - The National Institute for Personnel Research (NIPR) was established, led by Simon Biesheuvel, considered the father of
South African IWO psychology.
1950’s - Biesheuvel's work focused on personnel selection and testing of intelligence in different population groups.
- R. W. Wilcock and the Human Sciences Research Council (HSRC) contributed to the development of intelligence and aptitude
measures.
- I. D. MacCrone studied racial attitudes.
1957 - Mr. G. F. de W. Steyn earned his first doctoral degree in IWO psychology in South Africa, focusing on training in cross-
cultural contexts.
1960-1980 - IWO psychology shifted from humanities faculties to management sciences in most South African universities.
- IWO psychology's professional identity became established, no longer experiencing an "identity crisis."

- The transition to a democratically elected government led to legislation aimed at protecting labor rights and promoting
1994 employment equity.
- The Employment Equity Act (1998) and the Promotion of Equality and Prevention of Unfair Discrimination Act (2000) were
established

Present (within - IWO psychology in South Africa has become more internationalized, with conferences and academic exchanges fostering
the last 15 collaborations with professionals from abroad.
years):

Overall, the development of IWO psychology in South Africa reflects the country's unique characteristics and history, with a focus on human capital
development and efforts to address past discrimination through legislation and professionalization. The field has evolved, and international partnerships
have contributed to its growth.

Employment Equity Act (1998)

Page 4 of 16
Lesson Three Industrial and Organizational Psychology IOP1501
Aim The Act was established to address the disparities in employment, occupation, and income resulting from apartheid and
discriminatory practices.
Purpose It promotes equality, eliminates unfair discrimination in employment, and seeks to create a diverse workforce that represents the
country's population

Measures The Act allows for the use of quotas and mandates employers to reflect the national demography in their workforce. Employers not
meeting these requirements may face financial penalties.
Impact The Act led to hesitance among organizational clients to use psychological testing in personnel selection, as some viewed
psychometric tests as potentially discriminatory against the majority African population.

Promotion of Equality and Prevention of Unfair Discrimination Act (2000)

Aim/Purpose This Act aims to prevent and prohibit unfair discrimination and harassment, promoting equality and eliminating unfair
discrimination.

- Unfair Discrimination: The Act defines unfair discrimination explicitly and establishes equality courts to handle allegations
of unfair discrimination.

- Job Relevance: The Act doesn't provide clear guidance on determining job relevance of assessment dimensions and
measures. This has led to debates about appropriate psychometric evidence to comply with employment equity legislation.

- Diversity-Validity Dilemma: South Africa faces similar challenges as the United States and elsewhere concerning balancing
traditional applicant 'merit' criteria with diversity criteria in personnel decisions.

Both Acts represent a significant response to the historical race-based discrimination in South Africa and aim to promote equality and diversity in the
workforce. However, their implementation has brought forth debates and challenges related to psychometric testing, fairness, and job relevance in
personnel selection.

Page 5 of 16
Lesson Three Industrial and Organizational Psychology IOP1501
Learning Outcome Three:
Differentiate between HRM and IOP
Human Resource Management Industrial and Organisational Psychology
- Involves the supervision and management of employment - Specializes in applying principles and theories to solve
systems, including personnel, labor relations, and and improve workplace behavior and productivity in
administrative content. organizations.
- Focuses on the overall management of HR processes in - IO psychologists are hired to administer assessments,
organizations. facilitate organizational development, and address
- Not necessarily specialized in the application of employee productivity, screening, development, and
psychological principles and theories. mental well-being.
- Considered behavioral experts on human behavior,
playing a significant role in HRM.

Relationship between IOP and HRM

- IO psychologists often work in or with HR functions in organizations due to their expertise in human behavior.
- Some IO psychologists become members of the South African Board for People Practices (SABPP), contributing to the
professionalization of the HR function and establishing the HRM in the workplace as a recognized and respected profession.
- Registration as an HR professional with the SABPP offers a different career route for undergraduate students in IOP who choose
not to pursue postgraduate studies required for registration as an IOP with the Health Professions Council of South Africa
(HPCSA).

Page 6 of 16
Lesson Three Industrial and Organizational Psychology IOP1501
Discuss the identity crisis of the IWO profession with regard to HRM:
- The profession of Industrial and Organizational (IWO) psychology in South Africa has experienced identity crises, similar to its
counterparts in the United States.
- Concerns have been raised about some IWO psychologists spending more time on general HR work, potentially losing sight of their
roots in psychology.
- The Society for Industrial and Organisational Psychology of South Africa (SIOPSA) has defined the scope of practice and role of IWO
psychologists to reaffirm their identity as behavioral scientists.
- Despite the challenges, IWO psychology is considered a well-established profession in South Africa, capable of addressing people
management challenges.
- To strengthen the profession, there should be a balance between regulation and professional judgment to encourage competent and
ethical test use.
o Less but better regulation:
 "Less but better regulation" refers to the need for a balanced approach to regulating the practice of Industrial
and Organizational (IWO) psychology.
 While regulation is essential to ensure ethical and competent practice, excessive regulation can have
counterproductive effects.
 In South Africa, the Health Professions Council of South Africa (HPCSA) published a list of "certified" tests, which
may lead practitioners to overly rely on these official certifications when selecting assessment measures.
 The concern is that this overregulation might suppress critical and competent test use in professional practice.
 Instead of relying solely on official certifications, IWO psychologists should be encouraged to exercise their
professional judgment and expertise in selecting and using psychological measures.
 Practitioners should be trained to build local validity evidence to ensure that assessment measures are suitable
and relevant for the specific contexts in which they are used.
 A balance between regulation and professional judgment is necessary to promote responsible and contextually
appropriate test use while maintaining professional standards and ethics in the field of IWO psychology.

- Certification examinations for intern professionals need revision to focus on assessing the skills required for IWO psychologists'
day-to-day tasks.
- The profession should reach out to counterparts on the African continent to establish IWO psychology and enhance human resources
quality for multinational firms operating in Africa.
o Reaching Out:
 "Reaching out" refers to the proactive effort of IWO psychologists in South Africa to establish connections and
collaborations with counterparts in other African countries.
 The goal is to build and promote the profession of IWO psychology across the continent.
 Currently, IWO psychology is not well established in many African countries due to limited industrialization.
 Collaborating with professionals from other African countries allows for knowledge and expertise sharing in the
field of IWO psychology.
 Building the profession in other African countries can lead to broader recognition and acceptance, contributing
to its growth and development.
Page 7 of 16
Lesson Three Industrial and Organizational Psychology IOP1501
 Multinational firms expanding their operations on the continent may benefit from the expertise of local IWO
psychologists in addressing people management challenges and organizational behavior in diverse contexts.

Learning Outcome Four:

Describe the fields of practice for IOP.
Popularity:

o In South Africa, becoming an IWO psychologist is a popular career choice.

o Many psychologists in this category work as independent consultants or general HR managers.
o A significant number of professionals achieve certification status annually.

Demographics:

o IWO psychologists are predominantly female (75%), and the representation of the African ethnic group is relatively low (25%)
compared to the national population.
o Efforts are being made to reflect the country's demographic diversity.

Scope of Practice – What IWO psychologists do:

o A survey conducted by SIOPSA in 2014 indicates that IWO psychologists are mainly employed in the private sector and a minority are
employed in organizations that operate nationally and internationally.
o Most IO psychologists work in firms with the majority in finance/banking, the mining industry, the public sector, and a minority in
consulting firms, and education.
o The typical roles of the majority IWO psychologists are:

o Selection and Assessment: They assist organizations in choosing suitable candidates and determining the best fit for
various positions.
o Consulting Psychology: They offer expert guidance to businesses, providing services like individual assessment, group
consultation, organizational development, management coaching, and change management.
o Career Coaching: IWO psychologists help individuals find fulfillment in their careers by setting professional goals and
planning for career obstacles.

Page 8 of 16
Lesson Three Industrial and Organizational Psychology IOP1501
o Organizational Development and Change Management: They aid organizations in achieving desired changes and
implementing objectives-based systems.
o Training and Development: IWO psychologists facilitate the growth of employees' knowledge, skills, and abilities,
fostering effective leaders and managers.
o The typical roles of the minority of IWO psychologists are:
o Human Factors Psychology: They focus on designing products, machines, and environments to enhance human capabilities
and optimize performance and safety.
o Researcher: IWO psychologists conduct systematic investigations to discover and confirm facts, aiming to understand
relationships between individuals, groups, and systems.
o Lecturer: Some IWO psychologists work as subject matter experts, instructing students in academic settings, particularly
in secondary institutions.
o Most of the IWO psychologists spend their time in general HRM activities.
o Small minority of professionals are involved in various other activities, including psycho-legal work, serving as expert witnesses
and consultants for litigation and organizational development in large firms.

International Exposure:
o IWO psychology in South Africa is relatively exposed to the international arena and follows international trends closely in fields like
assessment center practices. (Assessment centered methodologies)
Continuous Development:
o IWO psychologists tend to engage in a broad range of functions, showing versatility and flexibility in their roles.
Considerations:
o For assessment center practices, there may be benefits in considering assessor constructs, statistical integration of scores, and
using fewer dimensions, according to research on South African organizations' practices.

Fields of Industrial and Organisational Psychology:

Field of I-O Psychology Description Types of Jobs

Industrial Psychology - Specializes in employee o Personnel
retention and hiring practices. Analyst
- Aims to minimize firings and o Instructional
maximize successful hirings Designer
relative to the organization's size.
o Professor
o Research Analyst

Page 9 of 16
Lesson Three Industrial and Organizational Psychology IOP1501
Organisational Psychology - Focuses on employee- o HR Research
organization relationships. Specialist
o Professor
- Examines relationships between o Project Consultant
employees and their Personnel
Psychologist
organizations. o Test Developer
- Studies the influence of o Training Developer
organizational norms on coworker o Leadership
Developer
relationships. o Talent Developer

Human Factors and - Researches technology advances o Professor

Engineering and changes. o Ergonomist
- Aims to enhance technology o Safety Scientist
usage by consumers.
o Project
- Focuses on consumer products, Consultant
transportation, work
o Inspector
environments, and
o Research
communications.
Scientist
- Predicts how people will utilize
o Marketer
technology for improved safety
o Product Development
and reliability.

Humanitarian Work - Focuses on improving conditions o Professor

Psychology for disaster-affected and o Instructional
underserved individuals. Designer
- Specializes in labor relations o Research
and enhancing public health Scientist
services.
o Counselor
- Studies the effects of climate
o Consultant
change, recession, and diseases
o Program
on populations.
Manager
o Senior Response
Officer

Page 10 of 16
Lesson Three Industrial and Organizational Psychology IOP1501
Occupational - Concerned with the overall o Occupational
Health Psychology well-being of both employees Therapist
and organizations.
o Research
Scientist
o Consultant
o Human
Resources (HR)
o Specialist
o Professor

Page 11 of 16
Lesson Three Industrial and Organizational Psychology IOP1501
Key issues in the practice of IO psychologists:
1. Selection Fairness:
- Historically, psychological assessment in South Africa faced controversy, with concerns about fair use of psychometric tests on
different ethnic groups.
- There was significant discrimination towards the African population in the apartheid era – which led to systematic
disadvantagement in education and development and left a legacy of job performance score (Criterion) mean differences between
ethnic groups
- South Africa places a strong emphasis on ensuring fairness in the use of psychological assessments and tests, especially in
employment contexts – SA is relatively conservative (Cautious) in test fairness compared to other countries.
- The Employment Equity Act emphasizes the need for fair and unbiased testing, prohibiting the use of assessments unless they are
o scientifically valid and reliable,
o Can be applied fairly to all employees,
o Unbiased towards any employee or group.
- Adverse impact - occurs when a selection process, such as cognitive ability tests, disproportionately affects one group compared
to another.
- Predictive bias - Predictive bias refers to the extent to which a selection test, like cognitive ability tests, predicts job
performance differently for different groups.
- Cognitive ability tests have an adverse impact on certain ethnic groups like the African population meaning they might have
lower scores or be disadvantaged on these tests compared to other ethnic groups.
- Even though predictive bias exists, the predicative validity of cognitive ability tests may not disadvantage African people -
meaning although there are differences between ethnic groups, these differences might not translate into differences in job
performance.
- Attention is shifting to criterion mean differences between ethnic groups as a potential source of adverse impact.
- More research is needed on adverse impact, bias, and fairness in selection measures, with implications for policy and litigation.

2. Social Entrepreneurship:
- Social entrepreneurship is a trending topic in management, addressing challenges like poverty and poor education in Africa
through innovative business solutions. (i.e. technology for online learning and mobile banking)
- IWO psychologists are encouraged to consider not only social relevance but also potential financial or other benefits in their work.
- Opportunities may arise to address unemployment through constructs like employability, and training that can enhance job
opportunities for individuals.
- Employability – a form of work specific (pro)active adaptability that consists out of 3 dimensions:
1. Career identity
2. Personal adaptability
3. Social and human capital
- Enhancing the productivity of human capital remains important in South Africa's competitive global economy.
-

Page 12 of 16
Lesson Three Industrial and Organizational Psychology IOP1501
Important factors to consider as an IOP in the research field:
Research Themes:
- Research in South African IWO psychology covers a broad range of themes similar to those studied worldwide.
- Recent trends in published articles show increased research focus on organizational psychology and individual and organizational
wellness.
- Popular topics include emotional intelligence, leadership, personality, burnout, and stress.
- The major theme in these studies involves the study of personality across cultures and the development of indigenous personality
inventories such as the SA personality inventory.
- The intersection of personality and culture is a growing area of study in South Africa.

Research Challenges:
- The science-practice gap exists in South African IWO psychology, leading to the possibility of irrelevant theory and untheorized
and invalid practice.
- Addressing the legacy of unequal development, including disparities in applicant test scores and criterion mean score differences,
is a challenge.
o Adverse impact and criterion mean differences are persistent and originate also outside the control of organisations i.e.
from primary and secondary schooling, nutrition, freedom from social ills etc.
o Research is needed to uncover if and how the effect of cognitive ability differences between racio-ethnic groups on
criterion outcomes in the workplace (job performance) can be enhanced.
 Effective and sustainable affirmative action interventions with support to make them work
 Early identification of learning potential and talent
 Enhance malleability and development of fluid vs crystallized intelligence.
- Reconciling competing objectives of diversity and validity in personnel selection decisions, particularly in affirmative action,
poses difficulties.
o SA firms stand to incur substantial penalties for failing to reach equity targets
o Differences amongst firms in compliance with quota targets still exist
o Roles or positions in firms are either over-represented or under-represented
o More elegant ways to balance diversity and validity are needed
- Addressing the high unemployment rate requires understanding how job seekers can be effectively integrated into the labor
market.

Page 13 of 16
Lesson Three Industrial and Organizational Psychology IOP1501
o Learning goal orientation training among unemployed job seekers have evidently improved self-regulation and
effectiveness in job seeking activities.
- Overall, more attention should be given to the training of psychologists’ skills to be able to identify the competencies needed to
translate these theories into workable and practical solutions.

Building Scientific Capacity:

- South Africa faces challenges in building and retaining scientific capacity to address its challenges.
- Initiatives such as government research funding and international collaborations are helping to develop local research capacity.
- International collaborations on generalizable themes can enable South African IWO psychology to contribute to the global
discourse in the field.

Page 14 of 16
Lesson Three Industrial and Organizational Psychology IOP1501
Learning Outcome Five:

Understand all the professional aspects that distinguishes Industrial and Organisational Psychology as a
profession.
The presence of:

1. Professional bodies / Regulatory Institutions,

2. professional associations,
3. rigorous certification and training processes,
4. defined scopes of practice, and emphasis on
5. continuous professional development

distinguishes Industrial and Organizational Psychology as a mature and regulated profession in South Africa.

1. Professional Bodies / Regulatory Institutions: Regulates the practice of IWO psychologists through law or statute. It is self-initiated
by IWO psychology practitioners.
The profession is regulated by two key bodies.
a. The Commission for Employment Equity (CEE) monitors compliance with employment equity and affirmative action
regulations.
i. Driven by the Employment Equity Act NO.55 of 1998
b. The Health Professions Council of South Africa (HPCSA) oversees the activities of IWO psychology professionals, including
the review and classification of psychological tests.
i. Regulates and coordinates the activities of various professional boards
1. PBP – Professional Board for Psychology
a. Psychometrics Committee
ii. Established by government
iii. Driven by the Health professions Act NO. 56 of 1974
c. Labour litigation bodies i.e. Courts – indirectly regulate the profession of IWO Psychologists.

2. Professional Associations: IWO psychology professionals are organized into various professional bodies, such as
a. the Society for Industrial and Organisational Psychology (SIOPSA).
i. These associations promote the profession's interests, conduct conferences, and define core competencies for
IWO psychologists.
b. SIOPSA is the largest professional association and convenes (assembles) other interest groups i.e.
i. CCP -coaching and consulting Psychology
ii. CCP – Cross-cultural psychology
iii. PAI – People Assessment Industry
iv. ACSG – Assessment Centre study group
v. ATP- Assessment of Test Publishers
Page 15 of 16
Lesson Three Industrial and Organizational Psychology IOP1501
vi. PTR – Psychometric Teaching and Research

3. Certification and Training: IWO psychology in South Africa is heavily regulated. Practitioners need certification from the HPCSA, and
there are three categories:
a. Psychologists
i. 5-year full time academic training (Master’s Degree)
ii. 12-month structured internship program
iii. PBP certification test
b. psychometrists
i. 4-year degree in psychology
ii. 6-month internship program
iii. PBP certification
c. counselors
differentiated from each other by different levels of task autonomy, responsibility, and qualification criteria.

- Internships are important key roles that provide new entrants the opportunity to develop professional skills whilst applying
their academic training under the supervision of an experienced professional.

4. Scopes of Practice: The activities that IWO professionals can undertake are strictly defined by a formal "scope of practice" guideline,
outlining professional boundaries within psychology subfields like clinical, counseling, educational, research, and industrial-
organizational psychology.

5. Continuous Professional Development: Certified IWO psychologists must engage in ongoing continuous professional development
(CPD) activities to maintain their accreditation and stay up to date with advancements in the field.

Page 16 of 16