Work, Organisation and Health (Specialisation in Psychology)
How healthy is The New Way of Working? How do you prevent work-related stress and burnout? How do you engage and captivate young employees? And what constitutes a good balance between management and self-management? These are the kinds of questions on which you will learn to advise in your capacity as a work and organisation psychologist or occupational health psychologist. You will develop specific knowledge of various areas, such as work motivation, recruitment, selection, and onboarding employees, resistance to change, work-related stress, employee’ health, and job performance. You will learn to apply this knowledge in the context of behavioural and organisational change, which will consequently enable you to help employees and organisations to remain dynamic, healthy, competitive, and innovative.
Explaining and changing behaviour in the workplace
This Master’s specialisation focuses on three specific areas, which are clearly recognisable in the professional field: occupational health psychology, personnel psychology (HRM) and organisational psychology. The Master’s programme includes a focus on scientific insights as well as acquiring practical skills. You will learn how to analyse the quality of work and the behaviour of employees, managers, teams and functional groups through the use of theoretical frameworks and models. You also learn how to apply interventions focused at employees, the quality of work, or the organization, enabling employees to function optimally. This master specialisation focuses on three specific areas, which are clearly recognisable in the professional field: occupational and health psychology, personnel psychology (HRM), and organisational psychology.
If you’re curious about the different ways in which psychological knowledge can be applied in practice, take a few minutes to listen to Merijn, Hans and Jennifer, who enthusiastically describe the experiences, insights and results that they have gained in the areas of personnel psychology, occupational and health psychology and organisational psychology.
Į magistro studijų programas gali stoti visi, baigę universitetą arba besimokantys paskutiniame kurse. Studijos kurias baigei ar tebesimokai turi būti panašios krypties kaip ir tos, į kurias nori stoti, kadangi priėmimas yra paremtas ECTS kreditų suderinamumu.
- ECTS kreditų išrašas - jei dar nesi baigęs aukštosios mokyklos, būtina prisegti ECTS kreditų išrašą, kuriame būtų matyti, kokius dalykus Tu mokeisi bei kokius pažymius ir kiek kreditų už juos gavai. Kai siunti anketą paskutiniame kurse, diplomą reikia prisegti vėliau, kai tik jį gausi.
- Bakalauro diplomas – jei jau esi baigęs aukštąją mokyklą, išrašo nereikia, užtenka prie anketos prisegti savo Bakalauro diplomą.
Anglų kalbos žinias gali patvirtinti vienu iš šių būdų:
- IELTS – 7.0, ne mažiau 6.5 iš kiekvienos dalies
- TOEFL – 100
If you obtained a Bachelor’s degree in Psychology from Radboud University, you are directly admissible.
If you have obtained (or will obtain) a Bachelor’s (or Master’s) degree (or equivalent) in Psychology not from Radboud University, then you are admissible if your degree includes:
You have sufficient knowledge of Statistics and Data Analysis (at least 15 EC, i.e. 420 study hours) and the statistical package SPSS. Subsequently, you must be able to execute basic statistical analyses such as t-test, F-tests, correlations, regression analyses, analyses of variance and chi-square tests.
You have sufficient knowledge of methods of psychological research (at least 20 EC, i.e. 560 study hours). Subsequently, you must be able to distinguish different types of validity and tests for reliability and to evaluate the quality of different types of research design.
You have gained academic knowledge and understanding at Bachelor’s level in Social Psychology and Work/ Organisational/ Occupational Psychology (at least 40 EC, i.e. 1120 study hours).
You have experience with conducting at least three empirical research projects that vary in complexity, contain statistical analyses with quantitative measures and that resulted in written reports of which at least one is an individually written report in APA-style. We may ask you to hand in these reports to prove your experience with the above mentioned skills, in case we consider this relevant for your application.
Master’s specialisation in Work, Organisation and Health
Within companies and organisations, you will encounter economists, jurists, communication experts, policy makers: people who possess substantive knowledge of a particular field. As a graduate psychologist, you will have knowledge of these people and knowledge of their behaviour. This behaviour may be unpredictable and may be influenced by a range of things, such as emotions, trust or resistance. These are topics that are difficult to grasp, but they are of great importance for an organisation. For example, a well-thought-out intervention may not lead to the desired result, because people's behaviour does not change. Psychologists with expertise in the field of work, organisation and health play a crucial role here.
Positions
Once you have finished your studies, you will be a general psychologist. You will be able to apply the latest knowledge in complex practical situations, you will be analytical, you will be able to make informed choices on which you will be able to advise and you will also have strong social communication skills. You will have developed expertise in areas such as occupational health and safety issues, stress and health, motivation and performance, recruitment and selection, training and education, reintegration, a healthy lifestyle, HRM, organisational development and organisational consultancy.
You will be able to focus on a job in both the profit sector (in commercial companies and agencies) and the non-profit sector (government organisations, educational institutions and the healthcare sector). Most graduates end up working in positions that deal with one of the following, for example:
Advising on a healthy work environment and on working hours and work breaks
Counselling (and referring) employees who are forced to leave their job or who have already left their job
Developing effective lifestyle and vitality programmes
Putting the right employee in the right job
Designing selection and development tools
Developing training programmes or training employees to use certain skills
Helping employees who feel stuck in their careers
Advising organisations during change processes, which requires employees to move forward with the changes
Advising companies on strategic HRM policies, remuneration and assessment and sustainable employability
Counselling and advising teams and/or management on conflict management, collaboration or team changes.
