Industrial-Organizational Psychology focuses on understanding how work environments and organizational factors influence employee behavior, attitudes, and performance.

Clinical psychology and psychotherapy are not typically areas of research in Industrial-Organizational Psychology, which focuses on workplace-related issues.

Job analysis is conducted to gather information about the tasks, duties, and responsibilities associated with a specific job, in order to determine the skills, knowledge, and abilities required to perform the job effectively.

Maslow's Hierarchy of Needs is a motivational theory that proposes that individuals are motivated by a hierarchy of needs, starting with basic physiological needs and progressing to higher-level needs such as self-actualization.

Organizational culture and climate research in Industrial-Organizational Psychology focuses on understanding how the values, norms, and beliefs of an organization influence the behavior and attitudes of its employees.

Meta-analysis is a statistical technique used to combine the results of multiple studies to draw overall conclusions, and is not typically a method used in Industrial-Organizational Psychology research.

The primary goal of employee selection in Industrial-Organizational Psychology is to identify the candidates who are most likely to be successful in a particular job, based on their skills, abilities, and other relevant characteristics.

Mentoring and coaching are typically considered forms of employee development rather than training, as they focus on providing ongoing support and guidance to employees to help them grow and develop in their roles.

Performance management in Industrial-Organizational Psychology serves multiple purposes, including evaluating employee performance, identifying areas for improvement, making decisions about promotions and rewards, and ensuring that employees are meeting organizational goals.

Training and development is typically considered a form of employee development rather than an organizational change intervention, as it focuses on improving the skills and knowledge of individual employees rather than changing the organization itself.

Diversity and inclusion initiatives in Industrial-Organizational Psychology aim to create a more inclusive and welcoming workplace, increase the representation of underrepresented groups, promote equal opportunities, and reduce discrimination and harassment.

Performance-based pay is typically considered a form of compensation rather than a work-life balance intervention, as it focuses on rewarding employees for their performance rather than providing them with support to balance their work and personal lives.

Employee engagement research in Industrial-Organizational Psychology focuses on understanding the factors that contribute to employee engagement, developing strategies to increase engagement, and measuring the impact of engagement on organizational performance.

Laissez-faire leadership is not a common leadership style, as it involves a lack of leadership and direction, leaving employees to fend for themselves.

Organizational development in Industrial-Organizational Psychology aims to improve organizational performance, facilitate change, develop employees, and create a positive work environment.