How do organizations benefit when I-O psychologists become HR generalists?
Short Answer: Damn, we’re good! (Oops, that was a reaction to, rather than a summary of, our contributors’ comments. How about thisthe organization gains an effective manager with in-depth job knowledge and strong problem-solving and analytical skills.) Taylor: “Organizations who promote an I-O psychologist into middle or higher management stand to gain an effective manager by such a move. In all likelihood, the psychologist will have been performing very effectively in a supervisory capacity before being singled out for advancement.” Kehoe: “I-O psychologists are bright, resourceful people for the most part. They had to be to earn the PhD. So, when I-O psychologists become HR generalists, they usually bring with them high levels of thinking skills, problem solving, and an analytical perspective (those research methodology and, yes, even statistics courses have many secondary benefits!) that is invaluable to an organization. Second, the content of I-O psychology is directly applicable
