SIOP: Who We Are


To be recognized as the premier professional group committed to advancing the science and practice of the psychology of work.

Mission Statement:

The Society for Industrial and Organizational Psychology is a division within APA that is also an organizational affiliate of APS. The Society's mission is to enhance human well-being and performance in organizational and work settings by promoting the science, practice, and teaching of industrial-organizational psychology.

Towards this end, SIOP:

  • Supports SIOP members in their efforts to study, apply, and teach the principles, findings, and methods of industrial-organizational psychology
  • Provides forums for industrial-organizational psychologists to exchange research, insights, and information related to the science, practice, and teaching of industrial-organizational psychology
  • Identifies opportunities for expanding and developing the science and practice of industrial-organizational psychology
  • Monitors and addresses challenges to the understanding and practice of industrial-organizational psychology in organizational and work settings
  • Promotes the education of current and future industrial-organizational psychologists
  • Promotes public awareness of the field of industrial-organizational psychology

Core Values:

  • Excellence in education, research, and practice of I-O psychology
  • Intellectual integrity and the scientific method
  • Maintaining a professional, collegial, and inclusive community through member involvement
  • The importance of psychology to the world of work
  • Improving the effectiveness of organizations and the well being of individuals in the work force
  • The highest ethical standards in research, education, and practice

Strategic Goals:

  1. Become the premier and trusted authority on work-related human behavior.
  2. Increase the awareness and use of I-O psychology.
  3. Meet the needs of those engaged in the science and practice of I-O psychology throughout their careers.
  4. Model and reinforce the effective integration of science and practice.

Last Revision: March 2015

SIOP Goals (also available in a PDF version):


Strategic Goal


Who’s Responsible
(Partners in the effort)

Example Measures of
Progress (P) and Success (S)

  • Become the premier and trusted authority on work-related human behavior.

This includes:

  • Ensuring the strength of the field by fostering high standards in science and practice.
  • Expanding the influence of the field by establishing and maintaining strong relationships with external partners and sister organizations.

Example actions and measures:

  • Publication of books, journals, newsletters.
  • Support the development of standards and guidelines for the field.
  • Development and maintenance of strong relationships with external organizations.


  • Strengthen relationships with local  I-O groups - task force


Bill Farmer, TF leader


  • Revise the Principles to reflect new Standards


Fritz Drasgow, Chair

Team develops work plan (P)
Revised Principles drafted (S)

  • External Relations ad hoc Committee, coordination of activities with partner organizations


Deirdre Knapp, Chair

Written strategy plans for each major partnership (P)

  • UN Liaison team


John Scott

Team established (P)
I-O involvement in UN actions (S)

  • Support the Alliance for Organizational Psychology


Milt Hakel


  • ASPPB liaison and relationship building/licensure issue monitoring


Nagy (w/ president-elect attending ASPPB)


  • Establish a common set of standards for the white paper series


Mike Zickar

Standards defined (P)
White papers published with common brand (S)

  • Revise guidelines for education of I-O psychology doctoral students and master's students
Stephanie Payne (w/ Whitney Botsford Morgan from E&T) Guidelines revised and approved (P)
  • Contribute to and collaborate with education and training boards of other professional societies (NITOP)
Mo Wang (w/ Whitney Botsford Morgan from E&T) Collaborations established (S)
  • Broaden access to CE offerings for SIOP members by partnering with other providers (SHRM, local I-O organizations.)
Rose Hanson (CE) Increased number of CE offerings through other providers (S)
  • Offer the Connected Consortia at the annual conference.
Mark Frame Participants’ evaluations of a successful connected consortia (S)
  • Increase the awareness and use of I-O psychology.

This includes:

  • Building awareness of the field through outreach to business and government leaders, policy makers, the public, and the media.
  • Increasing the adoption and publicity of evidence-based practice.
  • Expanding the opportunities for research funding.
  • Creating opportunities to foster our science and the application of our knowledge for the betterment of work, workers, workplaces, and society.

Example actions and measures:

  • Impact on government regulation and legislation
  • More I-O chapters in Intro texts and coverage of I-O in Intro courses
  • Increase representation on government/national panels relating to I-O
  • Revise and enhance SIOP’s brand

Branding Task Force, Chris Rotolo, chair

Brand research complete (P)
New branding elements defined and launched (S)

  • Establish an advocacy function

Advocacy Task force

Hire advocacy expertise (P)


  • Task Force on Contemporary Selection Practice (EEOC relationship building)

Eric Dunleavy, Taskforce Coordinator

Publication of fact sheets or similar guidance in collaboration with EEOC (S)

  • Prosocial I-O website & project facilitation

Doug Reynolds (Julie Olson-Buchanan)

Development of website page (P)
Number of projects listed (S)

  • Establishment of the SIOP/SHRM HRM award

Wayne Cascio, Chair

Award committee established (P)
First award granted (S)

  • Establish an External Awards Subcommittee

Luis Parra, Chair

Committee established (P)
Nominations submitted (P)
Awards won by members (S)

  • Meet the needs of those engaged in the science and practice of I-O psychology throughout their careers.

This includes:

  • Understanding I-O work and identify the people who perform it.
  • Identifying the needs of those who are engaged in the field across settings and tenure.
  • Increasing the support for those who study, apply, and teach the principles, findings, and methods of I-O psychology.

Example measures:

  • Increase SIOP membership among those who perform I-O work.
  • Increase engagement in SIOP among members in each membership category.
  • Improve retention rates in SIOP.
  • I-O Career Study/Job Analysis


Mike Trusty, Project Leader (w/ Rich Cober, Tracy Kantrowitz)


  • Coaching Competency study

Cross division project - Ken Pearlman – SIOP leader


  • Membership diversity task force

Juan Madera, TF Leader

Complete survey of minority students (P);
Improve retention of minority members (S)

  • Affiliate/Associate issues subcommittee

Adam Hilliard, project leader

Completed research (P);
Increased satisfaction and retention of associate members (S)

  • Create new sources of revenue for SIOP (decrease dependency on conference revenue)



  • Enhance the uptake of new services such as EBSCO (Research Access)



  • Enhance the uptake of new services such as EBSCO (Research Access)
  • Complete reporting of the 2011 Graduate Program Benchmarking Survey.
Whitney Botsford Morgan (E&T) Completed reports; benchmarking survey is operational on SIOP website (S)
  • Conduct Undergraduate Program Benchmarking Survey.
Whitney Botsford Morgan (E&T) Survey competed (S)
  • Disseminate and communicate teaching resources on
Whitney Botsford Morgan (E&T) Teaching resources are disseminated (P)
  • Integrate the Bridge Builders program and the Educational Outreach Program, and achieve participation.
Whitney Botsford Morgan (E&T) Integration completed; increase in participation (S)
  • Develop relations with local I-O programs to provide CE courses.
Rose Hanson Increase in offerings through local I-O organizations (S)
  • Define SIOP member needs for continuing education credit and determine whether current offerings are adequately meeting those needs.
Rose Hanson Report on needs. (S)
  • Develop a plan and conduct a needs assessment for consortia.
Mark Frame Needs assessment and plan completed (S)
  • Track long term success of previous consortia participants.
Mark Frame Report on long term success (P)
  • Develop a means for documenting and sharing “Consortia Success Stories” to share on the SIOP website.
Mark Frame Success Stories posted on website (S)
  • Model and reinforce the effective integration of science and practice.

This includes:

  • Increasing the collaboration and dialogue between members where science informs practice and practice informs science.
  • Developing forums where those involved in I-O work across a range of settings can collaborate. 
  • Encouraging collaboration and exchange of ideas globally.

Example measures:

  • Increased frequency of events and projects that involve a collaborative exchange of science and practice knowledge.
  • Increased member satisfaction with SIOP.
  • Decreased perception of a division between member settings and backgrounds.


  • Enhance the usage of the My.SIOP online community

Electronic Communications Committee, Zack Horn, Chair

Number of active users (S)

  • Returning Veterans Transition Project

Nate Ainspan, project leader (Cpt. Kristin Saboe)

Project pilot completed (P)
Number of SIOP members involved (P)
Number of Veterans coached (S)

  • Revitalize the LEC

LEC Reformulation Task Force; Jeff McHenry - LEC Chair

Revised LEC leadership team in place (P)
Increased attendance and revenue (S)

  • Establish digital TIP as a collaborative forum for advancing the field

Morrie Mullins, Editor

Editorial board established (P)
Readership of digital version (S)

Cross referenced initiatives:
1B, 1F, 2A, 2C, 2D,




  • Achieve the structural goals established for the Consortia Committee.
Mark Frame Progress (P)