Industrial-Organizational Psychologists

Life, Physical, and Social Science Occupations

O*NET-SOC コード: 19-3032.00

Apply principles of psychology to human resources, administration, management, sales, and marketing problems. Activities may include policy planning; employee testing and selection, training, and development; and organizational development and analysis. May work with management to organize the work setting to improve worker productivity.

データ出典: BLS公表時点: 2026-08
非常に高い· 相対
低い4段階の相対区分非常に高い
職業群単位の値
尺度・母数・出典
4段階の相対区分（低い / 中程度 / 高い / 非常に高い）
BLS雇用見通し表の詳細職業831件が母数。値は NEM(全国雇用マトリクス)コード単位で付与されるため、同じ NEM コードの職業は同じバンドになります
出典データセット（XLSX ファイルのダウンロード）
データ出典: Anthropic公表時点: 2026-03
0.158
0.000ここに掲載された値の範囲0.745
尺度・母数・出典
観測エクスポージャー指数、公開されたまま0–1
O*NETタスクへの対応づけが基準
SOC 2018の職業単位で公表された値で、同じSOC 2018コードを持つO*NET職業はすべてこの値になります
出典データセット（CSV ファイルのダウンロード）
データ出典: ILO公表時点: 2025
0.39
0.09ここに掲載された値の範囲0.70
職業群単位の値
尺度・母数・出典
生成AI露出度指数、公開されたまま0–1
ISCO-08の細分類（4桁）単位で公表された値です。米国労働統計局（BLS）の公式対応表（ISCO-08→2010 SOC、2010 SOC→2018 SOC）を公表どおり適用してこの職業に結び付けており、対応は全部または一部です
出典データセット（PDF ファイルのダウンロード）

この出典がどのような性格の値か

BLSの区分は絶対水準ではなく相対順位であり、一次測定でもありません。複数の既存研究が付けた職業別パーセンタイル順位を4段階にまとめた値です。雇用や賃金の予測でもなく、導入確率でもなく、自動化と増強を区別しません。

Task-level exposure

露出のある作業のみ

評価済みタスク 25 件 · β ≥ 0.5 のタスク 22 件（88.0%）

β = 直接的な露出（E1）+ 0.5 × ツール利用時の露出（E2）。原典リポジトリの定義に従います。

原典の単位：O*NET 27.2 のタスク → O*NET 31.0 の職業コード
評価済みタスクはすべて O*NET 31.0 のタスク一覧にあります。

出典: OpenAI "GPTs are GPTs" exposure rubric
版: gh-main-0471612
ライセンス: MIT License, Copyright (c) 2024 OpenAI

Task (O*NET 20.1)	Claude.aiRaw / share %
Counsel workers about job and career-related issues. 19-3032.00	0.060223.9
Write articles, white papers, and reports to share research findings and educate others. 19-3032.00	0.058523.2
Write reports on research findings and implications to contribute to general knowledge and to suggest potential changes in organizational functioning. 19-3032.00	0.027611.0
Develop interview techniques, rating scales, and psychological tests used to assess skills, abilities, and interests for the purpose of employee selection, placement, and promotion. 19-3032.00	0.02258.9
Advise management concerning personnel, managerial, and marketing policies and practices and their potential effects on organizational effectiveness and efficiency. 19-3032.00	0.02228.8
Participate in mediation and dispute resolution. 19-3032.00	0.01787.0
Provide advice on best practices and implementation for selection. 19-3032.00	0.01495.9
Review research literature to remain current on psychological science issues. 19-3032.00	0.00923.7
Develop new business by contacting potential clients, making sales presentations, and writing proposals. 19-3032.00	0.00632.5
Conduct presentations on research findings for clients and at research meetings. 19-3032.00	0.00381.5
Coach senior executives and managers on leadership and performance. 19-3032.00	0.00351.4
Analyze data, using statistical methods and applications, to evaluate the outcomes and effectiveness of workplace programs. 19-3032.00	0.00230.9
Analyze job requirements and content to establish criteria for classification, selection, training, and other related personnel functions. 19-3032.00	0.00160.7
Study consumers' reactions to new products and package designs, and to advertising efforts, using surveys and tests. 19-3032.00	0.00160.7
他 4 件の作業を表示 ▾折りたたむ ▴
Not observed on any surface — 11 task(s) — These tasks have no row in the source for this release. The 0 in the share row is a display-stage composition ratio; absence is what the — in the raw row states.
Develop and implement employee selection and placement programs.	—0
Observe and interview workers to obtain information about the physical, mental, and educational requirements of jobs as well as information about aspects such as job satisfaction.	—0
Identify training and development needs.	—0
Conduct research studies of physical work environments, organizational structures, communication systems, group interactions, morale, and motivation to assess organizational functioning.	—0
Formulate and implement training programs, applying principles of learning and individual differences.	—0
Assess employee performance.	—0
Study organizational effectiveness, productivity, and efficiency, including the nature of workplace supervision and leadership.	—0
Facilitate organizational development and change.	—0
Provide expert testimony in employment lawsuits.	—0
Conduct individual assessments, including interpreting measures and providing feedback for selection, placement, and promotion.	—0
Train clients to administer human resources functions including testing, selection, and performance management.	—0

Values in this tab are predicted labels, not observations. Eloundou et al. (2023) published two rating regimes — human raters and GPT-4 — and the β shown here is derived from the GPT-4 rater basis alone; the same task can take a different value under the other regime. The unit and the meaning differ from the observed shares (%) in the other tabs, so do not place them on the same axis.

Task (O*NET 27.2)	βE1 + 0.5 × E2
Write reports on research findings and implications to contribute to general knowledge or to suggest potential changes in organizational functioning. O*NET Task ID 7563	1.0
Write articles, white papers, or reports to share research findings and educate others. O*NET Task ID 20226	1.0
Develop and implement employee selection or placement programs. O*NET Task ID 7560	0.5
Analyze job requirements and content to establish criteria for classification, selection, training, and other related personnel functions. O*NET Task ID 7561	0.5
Advise management concerning personnel, managerial, and marketing policies and practices and their potential effects on organizational effectiveness and efficiency. O*NET Task ID 7564	0.5
Identify training and development needs. O*NET Task ID 7565	0.5
Conduct research studies of physical work environments, organizational structures, communication systems, group interactions, morale, or motivation to assess organizational functioning. O*NET Task ID 7566	0.5
Formulate and implement training programs, applying principles of learning and individual differences. O*NET Task ID 7567	0.5
Develop interview techniques, rating scales, and psychological tests used to assess skills, abilities, and interests for the purpose of employee selection, placement, or promotion. O*NET Task ID 7568	0.5
Assess employee performance. O*NET Task ID 7569	0.5
Study organizational effectiveness, productivity, and efficiency, including the nature of workplace supervision and leadership. O*NET Task ID 7570	0.5
Facilitate organizational development and change. O*NET Task ID 7571	0.5
Analyze data, using statistical methods and applications, to evaluate the outcomes and effectiveness of workplace programs. O*NET Task ID 7572	0.5
Study consumers' reactions to new products and package designs, and to advertising efforts, using surveys and tests. O*NET Task ID 7574	0.5
Participate in mediation and dispute resolution. O*NET Task ID 7575	0.5
Conduct presentations on research findings for clients or at research meetings. O*NET Task ID 20222	0.5
Provide expert testimony in employment lawsuits. O*NET Task ID 20223	0.5
Review research literature to remain current on psychological science issues. O*NET Task ID 20224	0.5
Conduct individual assessments, including interpreting measures and providing feedback for selection, placement, or promotion. O*NET Task ID 20225	0.5
Develop new business by contacting potential clients, making sales presentations, and writing proposals. O*NET Task ID 20227	0.5
Train clients to administer human resources functions, including testing, selection, and performance management. O*NET Task ID 20228	0.5
Provide advice on best practices and implementation for selection. O*NET Task ID 20230	0.5
他 12 件の作業を表示 ▾折りたたむ ▴
Observe and interview workers to obtain information about the physical, mental, and educational requirements of jobs, as well as information about aspects such as job satisfaction. O*NET Task ID 7562	0.0
Counsel workers about job and career-related issues. O*NET Task ID 7573	0.0
Coach senior executives and managers on leadership and performance. O*NET Task ID 20229	0.0

β = E1 + 0.5 × E2 · E1 = tasks where direct LLM access alone cuts time by at least 50%, E2 = tasks where software built on top of an LLM cuts time by at least 50%. Values take only 0 / 0.5 / 1.0.

Data sources & licenses — O*NET®, Anthropic Economic Index, Eloundou et al. (2023): see full notices on the Credits page

O*NET 31.0 のタスク全件（25件）

この職業の O*NET 31.0 のタスク全件（英語原文、種別はコア・補足）。露出値はこの一覧には載せず、上の表で各出典が用いた O*NET 版の文言の横にあります。

タスク（O*NET 31.0）	種類
Develop and implement employee selection or placement programs.	コア
Analyze job requirements and content to establish criteria for classification, selection, training, and other related personnel functions.	コア
Observe and interview workers to obtain information about the physical, mental, and educational requirements of jobs, as well as information about aspects such as job satisfaction.	コア
Write reports on research findings and implications to contribute to general knowledge or to suggest potential changes in organizational functioning.	コア
Advise management concerning personnel, managerial, and marketing policies and practices and their potential effects on organizational effectiveness and efficiency.	コア
Identify training and development needs.	コア
Conduct research studies of physical work environments, organizational structures, communication systems, group interactions, morale, or motivation to assess organizational functioning.	コア
Formulate and implement training programs, applying principles of learning and individual differences.	コア
Develop interview techniques, rating scales, and psychological tests used to assess skills, abilities, and interests for the purpose of employee selection, placement, or promotion.	コア
Assess employee performance.	コア
Study organizational effectiveness, productivity, and efficiency, including the nature of workplace supervision and leadership.	コア
Facilitate organizational development and change.	コア
Analyze data, using statistical methods and applications, to evaluate the outcomes and effectiveness of workplace programs.	コア
Counsel workers about job and career-related issues.	コア
Conduct presentations on research findings for clients or at research meetings.	コア
Provide expert testimony in employment lawsuits.	コア
Review research literature to remain current on psychological science issues.	コア
Conduct individual assessments, including interpreting measures and providing feedback for selection, placement, or promotion.	コア
Write articles, white papers, or reports to share research findings and educate others.	コア
Develop new business by contacting potential clients, making sales presentations, and writing proposals.	コア
Train clients to administer human resources functions, including testing, selection, and performance management.	コア
Coach senior executives and managers on leadership and performance.	コア
Provide advice on best practices and implementation for selection.	コア
Study consumers' reactions to new products and package designs, and to advertising efforts, using surveys and tests.	補足
Participate in mediation and dispute resolution.	補足

雇用見通し（BLS）

雇用者数、2025: 4K
雇用者数見通し、2035: 4K
変化率 (2025–35): +6.5%
年間賃金の中央値、2025: $193,950
入職時に通常必要な学歴: Master's degree

最低 $30,890BLS EP 2025–35 の詳細職業825件の賃金中央値の範囲最高 $559,030

出典: U.S. Bureau of Labor Statistics, Employment Projections 2025–35 — Employment by detailed occupation, 2025 and projected 2035

韓国職業分類との対応（KSCO）

AI Changing Work が作成した Korea Occupation Direct Crosswalk v1.1 現行版の対応です。関係の値は O*NET-SOC 職業の側から読みます。

KSCO コード	KSCO 名称	関係	状態
21216	심리학 연구원	この職業のほうが狭い	確定

関係と状態の定義(kr-direct v1.1)

ILO（国際労働機関）の職業説明

以下のISCO-08職業群は、AI Changing Workが米国労働統計局（BLS）の発行するクロスウォーク（2018 SOC→2010 SOC、2010 SOC→ISCO-08）を個別の選択なしにそのまま適用して、この職業に結び付けたものです。結び付きは全体的な対応の場合も部分的な対応の場合もあります。

ISCO-08 2634Psychologists
心理学者

出典: 総務省「国際標準職業分類（ISCO）2008年改定版（仮訳）分類項目名一覧（和英対照）」— 原著：ILO ISCO-08 © International Labour Organization（日本語訳は総務省がILOの許可を得て作成）

原文を見る

以下の定義・作業・職業例は、この職業ではなく、当該ISCO-08職業群についてのILOによる説明です。

Psychologists research into and study the mental processes and behaviour of human beings as individuals or in groups, and apply this knowledge to promote personal, social, educational or occupational adjustment and development.

作業

(a) planning and carrying out tests to measure mental, physical and other characteristics such as intelligence, abilities, aptitudes, potentialities, etc., interpreting and evaluating results, and providing advice;
(b) analysing the effect of heredity, social, occupational and other factors on individual thought and behaviour;
(c) conducting counselling or therapeutic interviews with individuals and groups, and providing follow-up services;
(d) maintaining required contacts, such as those with family members, educational authorities or employers, and recommending possible solutions to, and treatment of, problems;
(e) studying psychological factors in the diagnosis, treatment and prevention of mental illnesses and emotional or personality disorders, and conferring with related professionals;
(f) preparing scholarly papers and reports;
(g) formulating achievement, diagnostic and predictive tests for use by teachers in planning methods and content of instruction;
(h) conducting surveys and research studies on job design, work groups, morale, motivation, supervision and management;
(e) developing theories, models and methods to interpret and describe human behaviour.

職業例

Clinical psychologist · Educational psychologist · Organizational psychologist · Psychotherapist · Sports psychologist

Sources: ILO ISCO-08 — details: Credits

ESCO 職業語彙

以下の各項目は、公開されているESCO-O*NET Crosswalk（バージョン1、2022年）で、この職業と一つずつ対応付けられたものです。対応の種類はそのクロスウォークによるもので、表現はAI Changing Workによるものです。

psychologistESCO 2634.2この職業のほうが狭い
Psychologists study the behaviour and mental processes in humans. They provide services to clients who deal with mental health issues and life issues such as bereavement, relationship difficulties, domestic violence, and sexual abuse. They also provide counselling for mental health issues such as eating disorders, post-traumatic stress disorders, and psychosis in order to help the clients rehabilitate and reach a healthy behaviour.
occupational analystESCO 2423.5重なるが同じではない
Occupational analysts collect and analyse occupational information within one field or company in order to make recommendations for reducing costs and general business improvements. They provide technical assistance to employers in dealing with problematic staff recruitment and development and with staff restructuring. Occupational analysts study and write job descriptions and prepare occupational classification systems.

出典: European Commission, DG EMPL — ESCO API 2026-08-08 (bridge v1.2.1)

ライセンス: CC BY 4.0 (EU Reuse Notice)

原文を見る

ESCO reuse terms and the modification notice are in Credits.

フランス職業分類との対応（ROME）

この職業と ROME 4.0 の職業票（fiche）との対応で、AI Changing Work が AI モデルを用いて判定したものです。関係はこの職業の側から読みます。「暫定」と表示した対応は、同じモデル系列（Claude）の二人の判定者による判定のみ、またはその判定に運営者の規則を適用して採用したものであり、確定した対応より根拠が弱くなります。

ROME コード	ROME 名称（フランス語）	関係
K1113	Psychologue du travail	範囲が同じ暫定
M1402	Responsable en organisation en entreprise	関連（対応ではない）暫定
M1508	Conseiller / Conseillère en gestion de carrière	関連（対応ではない）暫定

Source: France Travail — Répertoire Opérationnel des Métiers et des Emplois (ROME 4.0), version 61, last updated 15 June 2026 (https://www.data.gouv.fr/datasets/repertoire-operationnel-des-metiers-et-des-emplois-rome). Licence Ouverte 2.0.

ROME codes and titles are reproduced unchanged; the links to O*NET-SOC occupations are AI Changing Work's own judgment and are not a France Travail correspondence.

(AI Changing Work link release: fr-direct v1)

スペイン職業分類との対応（CNO-11）

この職業と CNO-11 の職業との対応で、AI Changing Work が AI モデルを用いて判定したものです。関係はこの職業の側から読みます。

CNO-11 コード	CNO-11 名称（スペイン語）	関係
2823	Psicólogos	この職業のほうが狭い
2624	Especialistas en políticas y servicios de personal y afines	関連（対応ではない）

Source: Instituto Nacional de Estadística (INE), National Classification of Occupations 2011 (CNO-11, Royal Decree 1591/2010) — www.ine.es · Licensed CC BY 4.0. CNO-11 codes and Spanish titles are reproduced unchanged; the links to O*NET occupations are AI Changing Work's own judgment and are not an INE correspondence.

(AI Changing Work link release: es-direct v1)

ドイツ職業分類との対応（KldB）

この職業と KldB の職業との対応で、AI Changing Work が AI モデルを用いて判定したものです。関係はこの職業の側から読みます。

KldB コード	KldB 名称（ドイツ語）	関係
81614	Berufe in der nicht klinischen Psychologie - hoch komplexe Tätigkeiten	この職業のほうが狭い

Source: © Statistik der Bundesagentur für Arbeit — Klassifikation der Berufe 2010 – überarbeitete Fassung 2020, https://statistik.arbeitsagentur.de. KldB codes and titles are reproduced unchanged; the links to O*NET occupations are AI Changing Work's own mapping (eigene Zuordnung) and are not a Bundesagentur für Arbeit correspondence.

(AI Changing Work link release: de-direct v1)

日本職業分類との対応（JSCO）

この職業と JSCO の職業との対応で、AI Changing Work が AI モデルを用いて判定したものです。関係はこの職業の側から読みます。

JSCO コード	JSCO 名称（日本語）	関係
052	人文・社会科学系等研究者	関連（対応ではない）
189	その他の経営・金融・保険専門職業従事者	関連（対応ではない）
243	カウンセラー(医療・福祉施設を除く)	関連（対応ではない）

Source: Ministry of Internal Affairs and Communications (MIC), Japan Standard Occupational Classification (Dec. 2009, MIC Notification No. 555). JSCO codes and Japanese titles are reproduced unchanged; the links to O*NET occupations are AI Changing Work's own judgment and are not a MIC correspondence.

(AI Changing Work link release: jp-direct v1)

このページのデータの出典・ライセンスと AI Changing Work による改変・翻訳の告知：クレジットと出典