A Conversation about Bridging the Divide, I-O Psychology, and Organized Labor

For over a century, industrial-organizational (I-O) psychology has largely ignored organized labor, prioritizing management interests over collective worker representation. This systemic divide has limited the field’s understanding of workplace power dynamics and diminished its ability to support employee wellbeing through institutional structures. While public support for unions is currently rising, I-O psychology continues to treat labor organizations as obstacles rather than essential partners in organizational governance. This conversation suggests that reconciling this relationship is a scientific and ethical necessity that requires reforming graduate education and research funding. By embracing collaborative models such as joint research and interest-based bargaining, the profession can better address income inequality and promote workplace democracy. Ultimately, this conversation serves as a call for the field to integrate labor relations into its core practice to fulfill its commitment to all workplace stakeholders.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.