ABSTRACT
In work and organizational psychology, psychological theories, methods, facts, and principles are applied to people in the workplace and to people who want to work but lack the capabilities to do so. The discipline consists of two branches, namely work psychology (or human resource management) and organizational psychology (or organizational behaviour). Tasks of work and organizational psychologists include explaining individual, group, and organizational behaviour, measuring behaviour, and predicting potential, contributing to individual, group, and organization development, and translating research findings and empowering potential users thereof. Understanding the history of work and organizational psychology and possible misrepresentations is essential to develop theories and models. Work and organizational psychologists must develop capabilities to address the challenges posed by globalization, multidisciplinary collaboration, virtual workplaces, diversity and inclusion, precarious employment, sustainable employ¬ability, and organizational efficiency/effectiveness. The competencies of work and organizational psychologists are classified based on three areas: knowledge of work and organizational psychology theory, research and statistical skills, and professional skills. In addition, ethical reasoning is essential for work and organizational psychologists. Both rewarding and frustrating aspects characterize careers in work and organizational psychology. An attitude represents a predisposition to respond favourably or unfavourably to persons or objects in one's environment.
