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National median annual wage for this occupation.
Estimated jobs currently supported nationwide.
Projected employment change through 2034.
Estimated openings created each year.
The typical education, prior experience, and on-the-job training associated with entry into this career.
Master's degree
None
Internship/residency
These are the highest-rated capabilities associated with success in this occupation. Scores are derived from occupational skill analysis and are measured on a 100-point scale.
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Understand the salary, outlook, education, and geographic opportunities shaping this career.
Industrial-organizational psychologists apply psychological principles to workplace settings, focusing on how people think, behave, and perform in organizations. This career combines analytical work with an emphasis on people and organizational effectiveness. Nationally, industrial-organizational psychologists earn a median annual salary of $109,840, with total employment of about 6,000. The field is projected to grow by 6.3%, suggesting a moderate expansion over time. The work relies heavily on critical and analytical thinking, problem solving and decision making, and strong writing and reading skills. Professionals in this occupation also draw on mathematics, computers and information technology, and project management, supported by leadership and communication abilities. A master’s degree is the typical education level, making this a graduate-level career path. For students and professionals interested in a blend of psychology, data, and organizational work, industrial-organizational psychology offers a specialized, skills-intensive option with defined educational expectations and measurable national demand.
Industrial-organizational psychologists have a strong national earning profile, with a median annual salary of $109,840. Within this national picture, some states stand out for higher median pay. Texas reports a median salary of $139,520, and Oregon reports a median salary of $174,980, both above the national median. These figures indicate that geographic location can significantly influence earnings in this field. With total national employment of 6,000, salaries reflect a relatively focused profession that depends on advanced education and a diverse skill set. Because critical and analytical thinking, mathematics, and computers and information technology are central to the role, professionals can leverage these capabilities to pursue roles that align with higher-paying opportunities in specific states. For individuals evaluating this career, the combination of graduate-level education and the potential for elevated salaries in certain locations may be an important part of long-term planning.
Industrial-organizational psychologists have national employment of about 6,000, representing a relatively small but defined professional community. The projected employment growth rate is 6.3%, indicating that jobs in this field are expected to expand over time. At the same time, the number of annual openings is listed as 0, which suggests that turnover or new positions may be limited or that openings may be highly competitive and concentrated. Together, these figures point to an occupation where growth is present but where access to specific roles may require targeted preparation and timing. The need for advanced skills—such as critical and analytical thinking, problem solving and decision making, and project management—also underscores the specialized nature of this path. People considering industrial-organizational psychology should recognize that the market is focused and numerically small, with growth projected but with limited reported annual openings at the national level.
Location plays an important role in the career landscape for industrial-organizational psychologists. Two states currently stand out based on a combination of pay, employment, and growth. Texas has an opportunity score of 51.57, with a median salary of $139,520, employment of 40, and a projected growth rate of 6.3%. Oregon has a median salary of $174,980, employment of 60, a growth rate of 6.3%, and an opportunity score of 38.58. These figures show that both states share the same projected growth rate, but differ in pay levels, employment size, and overall opportunity scores. Oregon offers higher median pay and slightly higher employment than Texas, while Texas has the higher opportunity score. These differences illustrate how a state’s overall environment for industrial-organizational psychologists can vary even where growth rates are similar. No metro areas are listed among the top locations, so current geographic insights are primarily at the state level.
Industrial-organizational psychologists typically need a master’s degree, positioning this career as a graduate-level option. This educational pathway supports the advanced analytical and organizational focus of the work. The skill profile for this occupation is broad and rigorous. Core capabilities include critical and analytical thinking, problem solving and decision making, and solid writing and reading skills. Mathematics and computers and information technology are also important, reflecting the role of data and structured analysis in this field. Leadership, speaking and listening, and project management indicate that professionals must operate effectively with people and projects, not just data. Adaptability and creativity and innovation round out the profile, highlighting the need to respond to changing situations and generate new approaches. Together, the master’s degree requirement and this combination of skills suggest that individuals should be prepared for intensive academic training and ongoing skill development to succeed in this career.
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