The capstone is an opportunity for students to complete a focused study of an area of special interest. The capstone builds on the student’s prior course work and integrates this knowledge into a paper or project that reflects mastery of program learning outcomes.

This course encompasses the theory and techniques used to generate information about what is involved in performing a job or task, the physical social, and psychological context of this performance, and the attributes needed by an incumbent for such performance. Subjects center on fundamental concerns of job and task analysis, which is to obtain descriptive information to design and strategically align training programs, performance criteria, develop selection systems, job evaluation systems, machinery or tools, and career paths for personnel. After successful completion of this course, students will have knowledge of the different approaches to job and task analysis and the impact of those approaches on institutional effectiveness, as well as skill in applying these techniques in the field.

This course is a blend of theory, research, and practice and examines human behavior in organizations at the individual, interpersonal, group, organizational, societal, and global level. Human behavior is examined in organizations through cross cultural and multicultural lens. Given globalization and the growing diversity of the workforce and consumers, students will learn to help organizations incorporate different cultural voices into the fabric of their organizational life. Students gain knowledge of theories that explain why people and organizations do what they do. The course explores ways to apply theories and research that benefit organizational effectiveness and individual well being.

This course is designed to enhance skills for facilitating/consulting with organizational leadership in Organizational Change (ORA). Theories and techniques for understanding and facilitating change processes within diverse organizational cultures are discussed and applied.

This course introduces students to core techniques of measurement and descriptive and inferential statistics that are frequently employed by I/O professionals to guide organizational decision-making and policy implementation. Emphasis is on learning to apply critical thinking and responsible, ethical conduct in the use, and interpretation of statistics in organizational settings.

This course provides students with the knowledge and competency to design and initiate organizational assessments related to organizational development interventions. Application of assessment theories, change management practices, and organization development concepts are explored with an emphasis on global, multicultural, and ethical perspectives. Students learn the practical application of several assessment tools used to improve individual, group/team, and organizational effectiveness.

This course focuses on the structure and process of experimental research across the disciplines of business, education, and behavioral science. This course presents the concepts of probability, cause-effect relationships, and experimental paradigms. Upon completion of the course, the student will be able to design a quasi-experimental or true experimental research study that has internal and external validity, utilize correct experimental sampling techniques, collect and organize data systematically, adhere to acceptable reliability and validity standards in measurement, apply appropriate experimental methodology, perform inferential statistical analysis including t-tests with unmatched groups, analysis of variance (ANOVA) and analysis of covariance (ANCOVA), and infer cause-effect relationships. The student will master the language of experimental research, distinguish between various methodologies, conduct literature surveys that provide the foundation of investigation, critique experimental research, review the dissertation research process, and construct effective research proposals. Also, computer applications, logistical issues, and ethical considerations are examined.

Effective organizational psychology is grounded in the foundational, organizational and psychological assessment theories within behavioral, organizational, social, anthropological, and management sciences. This course provides students with the knowledge and competency to analyze design and initiate assessment in industrial, business, education, government, nonprofit and grassroots organizations. The course enables students to understand how assessment builds capacity of organizations to achieve greater effectiveness.

This course is primarily designed for the practitioner who provides services to agencies, professionals, or organizations. The purpose of the course is to provide an understanding of the process of organizational consultation. The course focuses on providing the professional with a philosophy, a process, and evaluative criteria for determining the effectiveness of the consulting intervention that he or she provides. The course requires that the student actually do a consulting assignment as part of the course. The course also highlights case study and problem resolution strategies.

This course explores in depth the applied field of industrial psychology. Learning how industrial psychologists study and apply psychological principles and research methods to a variety of human resource/personnel issues, and their relevance to settings and situations of particular interest to the field of industrial psychology will be explored. Topics discussed include job analysis, carefully selected performance criteria, and an appreciation of individual differences underlie the successful application of performance appraisal, recruitment, screening, selection, placement, training, and development. Additionally, there will be a discussion of testing and assessment, international dimensions of applied psychology, leadership, and ethics in the workplace.

This course explored legal and ethical challenges encountered by I/O professionals. Testing, compensation, whistle-blowing policies, corporate downsizing, and global diversity scenarios provide relevant backdrops for discussion and evaluation of policies and practices using established codes of ethics as benchmarks of ethical judgment. Emphasis is on the exposure to multiple perspectives that govern problem solving strategies and decision-making in corporate settings.

This course covers the conceptual foundations of several topics including employee selection, training and development, performance appraisals, motivation and leadership, intervention strategies, employer/employee attitudes and behaviors, organizational structure and function, as well as law and ethics. Additionally, there will be a focus on perspectives that extend student understanding beyond that of individual psychology and business concepts to system and organizational structures, functioning, intervention and change. As a survey course, the purpose is to give an overview of relevant terminology, scope of the discipline and the variety of functions those that practice within the discipline. Particular focus will be given to application, multi-cultural considerations, and understanding organizational life from a variety of perspectives.

This course focuses on approaches, skills and strategies that enable I/O professionals to support and enhance employee recruitment, selection, placement, promotion, and classifications systems. Specific psychological testing instruments, theories and best practices will be introduced and discussed. The course will also address employee recruitment, selection, placement, and promotion concerns that an I/O professional might experience in multicultural, multinational organizational settings.

This course will focus on the organizational and psychological processes and strategies that can guide leaders and managers in their appraisal efforts. The course focuses on the integration of psychology, business and education to create the greatest opportunity for capacity development in industrial/organizational psychology, business and education learners. The course also will address the psychological developmental processes that can assist, support and enhance leader effectiveness in their pursuits of equitable appraising and providing feedback to others. Skill sets in mentoring, coaching, facilitating will be addressed. Gender-based, ethnicity-influenced, and diversity leadership shall also be explored to ensure that participants in the course are exposed to issues that impact front-line leaders seeking to create a more effective and congruent workforce.

PeopleAnswers’ pre-employment selection software helps companies maximize employee performance while minimizing employee turnover. Our patented talent assessment software uses a unique approach, comparing a candidate’s Behavioral DNA™ against custom Performance Profiles™ to determine the best candidates for your open positions. The results unequivocally demonstrate that hires made with PeopleAnswers stay longer and are higher producers than those hired through other means. Our highly scalable software can also be integrated with top ATS's to create a fully automated talent management system focused on performance and retention.Provide supportive project work involving performance evaluations, data preparation, best practice profile matching, and competency modeling.

The Mission of the Center for Psychosocial Health Research (CPHR) is: 1) to provide a forum for interdisciplinary UNT scholars to collaborate on health-related research and intervention/prevention development; 2) to produce world-class research on psychosocial factors associated with chronic disease; 3) to train undergraduate and graduate students to be rigorous health researchers; 4) to provide service to the Dallas/Fort Worth Metroplex community; and 5) to attract external financial support for the activities of the Center.Our research focuses on understanding factors that compromise well-being and on improving lives through improving health in the broadest sense, both at the individual and community levels.The Center focuses on diverse health experiences across race, class, gender and the life span. Psychological well-being and effective social functioning are important to people of all ages. Often, people living with a chronic disease (like HIV/AIDS) begin to have difficulties in these areas without clearly understanding that a problem is emerging. Patients with psychosocial dysfunction frequently mention vague complaints that do not easily fit into diagnostic categories. CPHR engages in research that facilitates the discovery of predictors of psychosocial dysfunction and investigate appropriate interventions.