The 36-credit program is typically completed in four to six semesters. It includes seven core courses and five electives, ranging in topics from social psychology and theories of leadership to organizational behavior and motivation. We also offer two Organization Development (OD) classes for students interested in studying companies on the macro level. When you finish the coursework you will be competent in these areas:

  • Data collection and analysis
  • Ethical practice and learning in the workplace
  • Communication
  • Core industrial-organizational domains
  • Academic development
  • Professional development


The culmination of the curriculum is a 240-hour capstone internship, providing students with an opportunity to apply their classroom learning in a supervised real-world setting.

This internship course serves as a vital bridge between theoretical knowledge and practical application, facilitating the transition from academic study to professional practice. The only I-O psychology master's program in NYC to require an internship, it's a cornerstone of the program. 

A highly coordinated collaboration between the on-site supervisor, Touro's internship supervisor and the student, the internship provides tremendous opportunity. You will find your ideal location for the internship. Once approved by the I-O program, Touro's internship supervisor coordinates with the on-site supervisor to make sure the learning objectives are clear. The internship supervisor, active I-O psychologist themselves, works with you early on to develop the final project, designing an experiment that you will solve, such as high turnover rate or poor hires. The internship supervisor speaks regularly with the on-site coordinator and you, the student, to make sure you’re focused on I-O tasks and understand what you’re learning, gaining work experience and skills in areas like data analysis, job analysis, talent management, interviewing, personnel assessment, performance appraisals, people analytics and marketing research.

You receive credit based upon the on-site coordinator's evaluation.

You’ll gain tremendous experience, knowledge and skills through your internships. Some of our students have even gotten hired full-time after graduation by the companies where they interned.

Curriculum Coursework

Courses are offered on weekday evenings at our Manhattan location and online via Canvas for your convenience and flexibility. 

Required Courses

PSGN 604 - Statistics for Behavioral Sciences


This course covers general statistical concepts related to behavioral science. Students work on basic statistical analysis using various numeric and algebraic techniques. Students learn the advantages and disadvantages of the various tools used in inferential statistics and how and when to apply those methods. Topics to be covered include: descriptive statistics, basic inferential statistics, analysis of variance methods and nonparametric statistics for categorical data.

PSGN 612 - Psychometric Theory


The course introduces the student to basic and advanced concepts in psychometric theory, including technical principles of psychological testing, reliability, validity, and test item considerations. Emphasis will be placed on the application of psychometric theory to measurement problems in applied settings. Statistical concepts related to test theory, such as correlation and regression, are also reviewed. Students are expected to have a basic background in the fundamentals of descriptive and inferential statistics.

Prerequisite: PSGN 604, PSGN 645

PSGN 613 - Social Psychology in Multicultural Organizations


Examines psychological theories and social influences associated with individual thought and behavior in organizations around the world. Students analyze foundation social psychological models and interactive processes including conformity, creation of attitudes, organizational citizenship behavior, counterproductive work behaviors, social exchange teaming, persuasion, agency, and team dynamics from a global business perspective. Emphasis is placed on evaluating the impact of theories, models, and processes on diversity, inclusion, and teaming relative to culture formation and organizational productivity.

PSGN 617 - I/O Psychology in Global Organizations: Org Culture and Change (OD)


The course builds on theories introduced in the Use of Self course and applies these theories to diagnosing key challenges in organizations. Students learn to use a consultative approach to affect change. Case study will be employed as a primary method of instruction.

PSGN 645 - Research Design Applied to Organizations


In this advanced level course, various approaches and techniques for conducting behavioral and social research are covered with stronger emphasis on experimental methods. The course also includes a basic review of statistical methods used to analyze the data from these research studies. In applications, designs which explore differences in needs and outcomes for minority group members are highlighted. Students complete a series of culminating individual research papers which integrate skills taught.

PSGN 682 - Facilitation, Process Consultation, High Performance Coaching: Use of Self (OD)


The course is designed to increase behavioral understanding at the individual, group, intergroup and organizational level. Methods of instruction include: semi-structured experiential exercises and assignments, focused observation, self disclosure, targeted readings and short lectures. Strong emphasis is placed on attendance, participation and reflection. The course is rooted in the belief that increased awareness improves leadership and followership and that to work most effectively within organizations, one must have an awareness of the self and the self within the system. One important note about this course - we will be discussing difficult topics that are often not explicitly raised in organizational settings. These include conversations about group identities such as race, gender, ethnicity, religious affiliation and etc. Maintaining respect for all class members, including the instructor, is paramount.

PSGN 740 - Consultancy Internship in Industrial/Organizational Psychology


This is a three month internship (paid or unpaid) within Manhattan and the surrounding boroughs. You will apply the theories and skills learned in the program in a supervised internship relevant to IO Psychology or Organizational Development. Using Touro\'s alumni, faculty, existing students, and organizations looking to partner with our program, students will be assisted in the search for placements, with ultimate responsibility falling on them to secure the work. Internship is monitored by the program director, and must be completed in order to graduate. This leads to students graduating with real IO or OD experience, and an excellent education which gives them leverage over other graduates who lack experience in the field.

Prerequisite: 9 credits (3 courses) in IO Psychology

Elective Courses

PSGN 619 - Business Foundations for I-O Professionals


This course will be an area of I-O Psychology specifically tied to the practical application and research specialty of the visiting professor. The goal of the course will be to expose students to a niche within the job market of I-O that may relate to Talent Management, Conflict Resolution, Employment Law, or another interesting and relevant topic. Students will be advised in advance of the topic theme and the faculty teaching it.

PSGN 639 - Theories of Leadership


The psychology of leadership in its rational, emotive, and behavioral dimensions. Learners explore the psychology of leadership through the cognitive-behavioral work of Dr. Albert Ellis. Evaluates the influence of rationality, emotion, and behavior on leaders as they attempt to make informed decisions concerning the roles of human capital management, organizational design, and organizational strategy relative to business, organizational, and cultural goals.

PSGN 643 - Motivation


Understanding what motivates an organization\'s employees is central to the study of I/O psychology. Motivation is a person\'s internal disposition to approach positive incentives and avoid negative incentives. While motivation can often be used as a tool to help predict behavior, it varies greatly among individuals and must often be combined with ability and environmental factors to actually influence behavior and performance. This course will review the models of motivation and theories used within the workplace.

PSGN 644 - Personnel Selection and Assessment: Assessment-Interviewing-Succession


This course builds on students understanding of competency modeling and job analysis. Students will learn different methods of assessment and how to apply these methods to selection, development and succession.

PSGN 655 - Job Analysis and Performance Appraisal: Competency Modeling


An overview of techniques used to measure employee performance. Topics include: Job analysis methods and use of results, criterion development, performance appraisal methods, job evaluation, rater training, bias and accuracy in performance appraisal, organizational and contextual issues. The course will review current research, rating formats in relation to criteria relevance and legal considerations, and distinctions between subjective ratings and objective measures of performance. This course will also review research and practice of competency modeling in the workplace.

PSGN 656 - Training and Development


Students will learn how to develop and deliver a training program related to performance and employee development in the work environment. The overarching objective of this course is for each student to learn how to assess, develop, carry out, and evaluate a training program. To get to this objective, we will review the field of training and development, as well as the broader area of human resource development (HRD). Topics include: motivation and learning theory, needs assessment, and the evaluation of training.

PSGN 680 - Group Dynamics


The course builds on theories introduced in the PSGN 682 Facilitation, Process Consultation, High Performance Coaching: Use of Self course and applies these theories to diagnosing key challenges in organizations. Students learn to use a consultative approach to affect change. Case studies are employed as a primary method of instruction.