- Society for Industrial and Organizational Psychology (SIOP)
- The New York Metropolitan Association for Applied Psychology (METRO)
- The Global Organisation for Humanitarian Work Psychology (GOHWP)
- Society for Occupational Health Psychology (SOHP)
- Society of Psychologists in Leadership (SPL)
- Blacks in I/O Psychology (BIOP)
Introduction to I-O Psychology Mini-Course – This FREE 30 minute mini-course provides an overview of the field of I-O psychology. Upon completion of the end-of-course quiz (with a score of 70% or better) participants will earn a certificate.
Graduate Degrees – If you do not have a background in I-O psychology and would like to further your education, consider enrolling in one of CUNY’s I-O graduate programs.
- Baruch College
- Brooklyn College
- CUNY School of Professional Studies
Note, CUNY employees may be eligible for a tuition waiver and/or tuition reimbursement. Check with your campus HR department for more information.
Workplace Myth Busting
One of our stated goals is to debunk commonly held workplace and education myths. As such, below is list of some of the most common edu/neuro-myths which impact our work. To learn more about I-O psychology’s role in debunking and testing workplace practices, we recommend the following article – Getting in the game: I-O psychologists as debunkers and testers of business practice.
Personality Types – Personality typing makes it easier to understand people. Unfortunately, that’s not how personality works. Contrary to personality typing enthusiasts (e.g., MBTI stans), personality is best represented by traits that occur on a continuum. They are not either-or categories. In addition to theoretical flaws, there are several psychometric flaws evident in assessments such as the MBTI.
- The mythical land of psychological types and its impact on education
- On “New” Personality Types: An Industrial, Work, and Organizational Psychology Perspective
- Evaluating the validity of Myers-Briggs Type Indicator theory: A teaching tool and window into intuitive psychology.
- Using personality feedback for work-related development and performance improvement: A rapid evidence assessment
Generational Groups – Contrary to popular belief, there are no significant differences between supposed generational groups (e.g., Millennials, Baby Boomers). Any observed differences are due to either age effects and/or period effects (which impact everyone), not cohort effects as generational grouping suggests.
- Can we please stop talking about generations as if they’re a thing?
- Are generational categories meaningful distinctions for workforce management?
- Covid-19 and Careers: On the futility of generational explanations
The Learning Pyramid – Also known as the “cone of learning”, the learning pyramid is one of many neuro-myths still alive today. Although it is possible that we retain information differently depending on the learning approach, the rate of retention outlined in this theory might have well been made up (evidence suggests they probably were).
Learning Styles – The idea that we learn better when presented information via our preferred method (visual, auditory, etc.) is one of the most commonly held neuro-myths. Unfortunately for believers, scientific evidence has demonstrated that we don’t learn better when focusing on our learning preference.
- Learning Styles – A detriment to effective student learning
- Belief in learning styles myth may be detrimental
- Another nail in the coffin for learning styles
Maslow’s Hierarchy of Needs – Although arguably the most well-known theory of motivation in history (definitely the most recognizable), Maslow’s Hierarchy of Needs has no supporting scientific evidence. Additionally, most secondary sources over simply Maslow’s theory.