Work and Organizational Psychology

Work and organizational psychology studies people in terms of their work and work organization.

Parts / Types

In fact, it is an association of three types of psychology:

Work psychology

In work psychology, the relationship between work characteristics (eg workload, the extent to which task executors can decide independently in their work, variety) and the well-being and functioning of employees are examined. A part of occupational psychology that is currently rapidly emerging is the psychology of work and health, which specifically examines how job characteristics influence the health (eg stress and burn-out) of task performers.

Organizational psychology

Organizational psychology is about the relationship between the employee and his social work environment. That environment can be the organization as a whole, but also the department on which one works or the colleague on the other side of the office a Social-psychological theory formation is extremely important in this field; labor organizations are an important field of application of insights acquired in social psychology, for example in the field of teams, culture and leadership.

Personnel psychology

Personnel psychology investigates how to get the right person in the right place. This may involve recruitment, selection and recruitment (that is, trying to attract new staff), but also training and developing already existing staff. In this section of work and organizational psychology, much attention is also paid to the development of psychological tests.

In order to determine what the right place for a specific person is, one must have insight into his possibilities and abilities. People are also concerned with employment conditions and the like a Personnel psychology is the most practically oriented part of work and organizational psychology.

Work and organization science

In the Working Conditions Act the labor and organization expert is referred to as core expert. The labor and organization expert is an expert on the intersections of people, labor and organization.

For example, the core expert can advise on the potential chances of sustainable employability, preventing stress outages or promoting enthusiasm. The different aspects focus on job content, team composition, the fit between systems and people or organizational structure, behavior and culture. As core experts, the labor and organization experts are competent to validate an RI. E, advise on prevention of absenteeism, promote employability and advise on appropriate preventive health-related research in the mental field.


Organizational learning and human resource management are currently part of virtually all business administration programs both at the university and at the university of applied sciences.

Work and organizational psychology can be studied at a lot of existing universities. Because work and organizational psychology has a lot in common with social psychology, both directions are often part of the same main direction within a Master of Psychology. Various universities of applied sciences also offer professional Bachelor’s programs in Work and Organizational Psychology. This often involves personnel psychology, psychological assistant or personnel work (specialization of social work).

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