Academics

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.

Prerequisites: PSGN 671, PSGN 672

This course is an introduction to I-O Psychology at a graduate level. The course uses a broad I-O textbook to introduce students to 12 topic areas including motivation, research, teams, leadership, job analysis and others. Students are expected to discuss & summarize chapters weekly. This course examines key issues and trends in industrial and organizational psychology in global organizations. This course is also intended to provide students with an introduction to the process of planned change within organizations.

This is a consulting course designed to prepare students to become effective contributors in consulting firms, organizations that require consulting assistance, and organizations implementing important changes. Even if you do not plan to make consulting your career goal, you will have many opportunities in both your professional and personal life to use consulting skills.

This course is designed for master’s students in Industrial and Organizational Psychology and focuses on ethical and professional issues in our field. Students will be introduced to the APA ethical principles and standards and learn how to apply professional codes of conduct to their professional work, including research, consulting, and teaching.

In this advanced level course, various approaches and techniques for conducting behavioral and social research are covered with an emphasis on applied research designs and descriptive statistics. In applications, designs which explore differences in needs and outcomes for minority group members are highlighted. Students are expected to complete a proposal for a research study that they will carry out in PSGN 672.

In this advanced level course, various approaches and techniques for conducting behavioral and social research are covered with an emphasis on advanced research methodologies and inferential statistics. In applications, designs which explore differences in needs and outcomes for minority group members are highlighted. Students are expected to complete their proposed research studies from PSGN 671.

Prerequisites: PSGN 671

This course is designed to bridge the gap between classroom knowledge and practical application in the field of Industrial-Organizational Psychology. Students will explore and master the fundamental pillars necessary for identifying, securing, and retaining internship positions within their chosen subfield. The course will cover a range of critical topics including personal branding, goal setting, advanced job search strategies, and application development. Through a combination of reading assignments, video materials, and interactive discussions, students will gain the skills and confidence needed to navigate the internship process successfully.

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.

This course 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.

The purpose of this course is to introduce students to assessment tools as well as the organizational and legal issues in personnel selection. The course begins with a survey of employment law, job analysis, and validity. Students will utilize research, statistical, and writing skills in a variety of assignments related to these topic areas. The other focus of the course is to provide as much “hands-on” experience as possible with various selection tools such as cognitive skills tests, personality measures, interviews, assessment center exercises, work samples, reference checks, resumes, biographical inventories, and integrity tests.

This course will revolve around two themes: 1) how to think systematically and strategically about managing an organization's human assets, and 2) how the management of human assets can provide an organization with a distinct competitive advantage in the marketplace. This course is not intended to turn students into HR practitioners or experts on the technical aspects of HR. We are taking a general management perspective toward the management of human resources and therefore will cover the main content areas of HR but not get into highly technical areas of concern to human resource professionals (such as psychometric dimensions of test validation, the specifics of job evaluation methods, or the detailed aspects of job grading or classification).

This course will discuss important concepts in organizational health psychology, with a particular focus on quality of work life, protecting and promoting health and well-being in workers, and work stress. This course will review seminal and current research on topics of work stress and occupational health to understand and prevent psychosocial issues in the workplace that impact workers’ physical and mental health and well-being. This course provides a scientist-practitioner approach and in depth treatment of this topic with an emphasis on relevant theories and research findings pertaining to the psychological study of work stress and worker well-being, in depth discussion of many work-related stressors and supports, health and safety issues, coping, prevention, and intervention.

This course will highlight and discuss the most important theories and concepts within workplace motivation, leadership, and group dynamics as they relate to I/O psychology. This includes theories of self-determination theory, expectancy theory, transformational leadership, path goal theory, cooperation and competition, and managing conflict.

This course provides a systematic procedure for identifying and analyzing tasks related to specific jobs. Course includes topics such as, what is job analysis? (JA); methods of collecting data; uses of JA; how to conduct a JA; legal aspects of JA; future trends of JA. This class also covers performance appraisal and the importance of validity.

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.

Leadership Coaching is intended to provide students with an overview of theory, research, and practice related to coaching within organizational settings as coaching is viewed as a subset of organizational consultation.  Assuming some basic knowledge of organizational behavior and theory and limited experience with coaching, the course is designed to give students an opportunity to gain foundational knowledge of the coaching process, including how to create a coaching relationship, engage in coaching conversations, and build commitment for action planning. Throughout the semester the focus will be on increasing self-awareness and other awareness and linking one’s experience to theory and research in service of developing effective individual coaching skills.  As a result of coaching and being coached, readings and lectures, and ongoing reflective exercises, each student will develop his/her own coaching model as well as a process for ongoing monitoring and revision of the model.