Institute of Organisational Psychology (IOP)

Welcome to the Institute of Organisational Psychology New Zealand

Organisational psychologists are experts in human behaviour in the workplace, having extensively studied the brain, performance, learning, group behaviour, and the processes determining how people think, feel, behave and react, and the impact of these on organisational outcomes. Working with the Science-Practitioner model, we apply our expertise using reliable and scientifically supported methods to assist organisations achieve their business goals. Effective practice often also impacts positively on employee wellness and health.

The aim of the Professional Issues section is to assist practitioners to deliver high quality services. We currently have some best practice guidelines in key areas and are working on reviews of commonly used tests and questionnaires. Key learning points from complaints to the Society and Board are also being drawn up.

‘Chartered’ members have completed an honours or Masters degree specialising in Organisational Psychology, and have been supervised in their practice to ensure they are applying their knowledge effectively. Chartered members are also required to undergo ongoing professional development, and comply with the ethics involved in this practice.

Join the Institute

There are four categories of membership of the Institute. Click here for the rules.

  • Chartered Members have Masters or Honours degrees and will have been supervised in their practice of Organisational Psychology (a University through a Post Graduate Diploma in Organisational Psychology or a supervisor under the Psychologist Board scheme, prior to 31 August 2015).
  • Academic Members are permanent staff members of a university and will have a PhD in an Organisational Psychology area, or have published in that area.
  • Affiliate members have post graduate qualifications or interest in the area but have not been supervised in their practice or are not practicing any more.
  • Student members will be completing post graduate studies in organisational psychology.

All applications will be reviewed two members of the committee to assess whether an applicant meets the criteria set out in the rules for the category of membership they have applied for. Typically this will take less than one week.

How to Join

If you are not a member of the New Zealand Psychological Society (NZPsS) you will need to register before joining The Institute of Organisational Psychology. NZPsS membership gives you access to the on-line journals database, the New Zealand Journal of Psychology, and discounted professional indemnity insurance to name just a few of the benefits. You can use the ‘find a chartered member button’ to find members you know, to nominate you. You can apply for membership of the NZPsS here

If you are already a member of the Society click here to apply for membership of the Institute of Organisational Psychology (IOP) 

Both applications can be completed at the same time if you are not a member of the Society and would like to join the Institute.

The IOP committee

John Eatwell - Chair, Email John
Sanna Malinnen, Email Sanna
Nikki Harkress - Secretary, Email Nikki
Katharina Naswall, Email Katharina
Karen Tonkin - Professional Development, Email Karen
Jonathan Black - Services to Members, Email Jonathan
Megan Jenkins - Membership, Email Megan
Aidan McCarthy - Student Rep, Email Aidan
Joel Majer - Treasurer, Email Joel

 

CORE SKILLS

This section outlines the core skill areas of Organisational Psychologists, and how to gain the core skill and practical skills.

Typically entry to the career is through completion of a Bachelors Degree majoring in Psychology (or sometimes Human Resource Management) and then a Honours or Masters Degree in Organisational Psychology.

To become a Chartered Member of the Institute and Registered Psychologist you would then complete a Post Graduate Diploma in Organisational Psychology. This is completed whilst working and involves submitting projects for review, supervision and an oral exam.

Human – machine interaction and work place design

Job analysis and competency design

Selection and assessment

Coaching, Counselling and career development

Training and development

Employee relations and motivation

Organisational development and change

KEEPING UP – Human – machine interaction and workplace design

The design and evaluation of work environments, and work equipment, according to principles of human psychology, and physiology to maximize performance of the individual and organisation.

Key Tasks

  • Occupational Safety and Health evaluation and review
  • Design of human-machine systems
  • Display, e.g. VDU, evaluation and design
  • Fostering health and well-being among employees, including stress and stress management.

NZ Research

Cognition

Health and Safety

Safety Culture

Wellness

NZ Research Networks

Other Activities

      • Ask a peer to critically review your work
      • Prepare or review a best practice guideline in the area
      • Aim to read an article regularly and review it for the practical implications for your work
      • Canvas a post graduate University Course to refresh your approach and be exposed to the latest literature

KEEPING UP – Job analysis

The use of job analysis techniques to gather a thorough understanding of jobs for use in selection, job evaluation, job design and workforce planning.

Key Tasks

  • Competency design
  • Job evaluation
  • Time and motion studies

NZ Research

NZ Research Networks

Other Activities

  • Ask a peer to critically review your work
  • Prepare or review a best practice guideline in the area
  • Aim to read an article regularly and review it for the practical implications for your work
  • Canvas a post graduate University Course to refresh your approach and be exposed to the latest literature

KEEPING UP – Personnel selection and assessment

The selection and appraisal of employees according to valid and reliable analysis of jobs and sound psychometric principles.

Key Tasks

  • Conducting, understanding and evaluating job analysis and descriptions.
  • Identifying and developing appropriate selection tools.
  • Proficient in various selection techniques such as personality and cognitive ability testing, work sample design, and structured interviewing.
  • Proficiency in various appraisal techniques such as rating scales qualitative and quantitative appraisal methods.

NZ Research

Networks

Other Activities

  • Ask a peer to critically review your work
  • Prepare or review a best practice guideline in the area
  • Aim to read an article regularly and review it for the practical implications for your work
  • Canvas a post graduate University Course to refresh your approach and be exposed to the latest literature

KEEPING UP - Coaching, counselling, and career development

Providing assistance or guidance to clients regarding organisational and work performance issues, career development and improved inter-personal relationships at work.

Key Tasks

  • Career counseling.
  • CV writing
  • Conflict resolution
  • Workshops
  • Outplacement counseling
  • Coaching

NZ Research

International Coaching Psychology Review

Networks

Other Activities

  • Ask a peer to critically review your work
  • Prepare or review a best practice guideline in the area
  • Aim to read an article regularly and review it for the practical implications for your work
  • Canvas a post graduate University Course to refresh your approach and be exposed to the latest literature

KEEPING UP- Training and development

Identification of needs, training design, and evaluation. Designing, implementing and evaluating teaching programs aimed at enhancing the skills and abilities of workers.

Key Tasks

  • Training needs Analysis
  • Designing a range of training materials
  • Delivering training
  • Evaluation of training
  • Developing Induction programmes
  • Worker mentoring such as for management positions.
  • Individual development planning
  • Succession planning
  • Coaching

Internet Links

NZ Research

 

 

Networks

Other Activities

  • Ask a peer to critically review your work
  • Prepare or review a best practice guideline in the area
  • Aim to read an article regularly and review it for the practical implications for your work
  • Canvas a post graduate University Course to refresh your approach and be exposed to the latest literature

KEEPING UP - Employee relations and motivation

Application of techniques to improve interpersonal relationships between workers and enhance individual and organisational performance through increased willingness to act in a certain manner.

Key Tasks

  • Employee assistance programmes
  • Conflict resolution
  • Performance incentive systems, i.e. remuneration.
  • Performance management programmes
  • Fostering health and well-being among employees, including stress and stress management.

NZ Research

Bullying and Conflict

Engagement, Motivation and Satisfaction

Stress and Stress Management

    • li>

Renzo Bianchi, Irvin S.Schonfeld, Eric Mayor and Eric Lauren (2016). Burnout-depression overlap: A study of New Zealand schoolteachers. New Zealand Journal of Psychology, 45 (3).

Wellbeing

Other Activities

  • Ask a peer to critically review your work
  • Prepare or review a best practice guideline in the area
  • Aim to read an article regularly and review it for the practical implications for your work
  • Canvas a post graduate University Course to refresh your approach and be exposed to the latest literature

KEEPING UP - Organisational development and change

The combination of a range of proficiencies, such as selection, appraisal, and training, to re-organise an organisation for continued profitability, growth, and change.

Key Tasks

  • Organisational diagnoses for problem areas
  • Business reengineering
  • Change management
  • Team building
  • Surveying employees
  • Exit Interviewing
  • Organisational design
  • Work place redesign
  • Examining the impact of structural changes

NZ Research

 

 

Networks

Leadership

Other Activities

  • Ask a peer to critically review your work
  • Prepare or review a best practice guideline in the area
  • Aim to read an article regularly and review it for the practical implications for your work
  • Canvas a post graduate University Course to refresh your approach and be exposed to the latest literature

RESOURCES FOR BUSINESSES DURING COVID 19

April 17, 2020

The Institute has formed a taskforce to bring together practical tools that are well researched and effective to support businesses during the pandemic. The first of these tools is now available – helping leaders manage through the disruption. Other resources will be available shortly on right-sizing your business in the new environment and resetting once the new normal is in place.

Members have also offered their time to provide initial consultations to businesses to support the resources offered.

Resources are available on the link below.

Be well and stay safe.

John Eatwell, Chair of the Institute on behalf of the Committee and Taskforce.

COVID-19 resources for business: Leading through disruption

What are the challenges of leading businesses where people are working remotely, may be stressed and need to learn and work together effectively in a virtual way? These resources provide practical advice based on sound research.

Right-sizing your business

What are the challenges of right sizing your business virtually? How can it be done with the minimal impact on your people and your long term viability? These resources provide practical advice based on sound research.

  • Process and Issues
  • Support for those leaving
  • Support for those staying

Material coming shortly

Resetting your business

How do reengage with the business once people are back?
 

Material coming shortly 

Resources

Members of the Institute have offered to provide initial consultations to business to assist in the areas listed. 

Covid 19 - How can the field of IO Psychology practically support organisations to cope during this unprecedented time of turbulence and uncertainty?

A presentation by Mary Buckley followed by discussion.

COVID-19 resources for members

Views on the emerging role of the Industrial and Organisational Psychologist during the COVID-19 epidemic

SIOPSA The Alliance Network Partner

On the 11th of March 2020 the World Health Organisation officially declared the spread of Coronavirus a ‘Pandemic’. Apart from the rate of infection reported in South Africa between the 5th and 11th of March 2020, and the preceding health and economic disasters South Africans witnessed within the global community, this may have been the very sentence that enabled our government to activate the Disaster Management Act No 57 of 2002 (http://www.cogta.gov.za/cgta_2016/wp-content/uploads/2016/06/DISASTER-MANAGEMENT-ACT.pdf).

Business and people operating in disruption

Remote Work

Employee Motivation and Engagement

Work-Life Balance

Worker Well-Being

 

Learning at home

Businesses going through change

Pushing the reset

Material to come

Other Sites

https://alliancefororganizationalpsychology.com/resources-during-covid-19

 

ALLIANCE FOR ORGANISATIONAL PSYCHOLOGY

Alliance- for IOP page.jpgWe are very excited to announce that we have been invited to join the Alliance for Organisational Psychology, and have today formally accepted their invitation.

The Alliance aims to promote cooperation and information sharing amongst Organisational Psychology bodies across the world.

Location

Wakefield House
Level 5, 90 The Terrace, Wellington 6011

Get in touch

 

Phone: 0064 4 473 4884
Email: office(at)psychology.org.nz

 

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