Industrial–Organizational Psychology Research Unit – IOP LAB

About Us

The IOP (Industrial–Organizational Psychology) Laboratory was established in the Spring semester of 2024 under the coordination of Assist. Prof. Sibel Çalışkan, with the support of Psychology Department graduates and students. IOP LAB is a research laboratory dedicated to conducting scientific studies in the field of industrial and organizational psychology.

Our mission is to understand psychological processes in the workplace and contribute to the creation of healthier, more productive, and more inclusive work environments within organizations. By closely following current developments in organizational psychology, the laboratory conducts both scientific and applied research while also providing psychology students with a research environment that supports their academic and professional development.

Among the primary goals of the laboratory are conducting research that contributes to the field of organizational psychology, disseminating scientific knowledge to society, and organizing educational activities that support academic development in this field.

Our Research Areas

At IOP LAB, we conduct both academic and applied research in the field of industrial and organizational psychology. Our laboratory employs qualitative (MAXQDA), quantitative, and mixed-method approaches and focuses on the following research areas:

• Recruitment and Selection Processes: The effects of AI-supported recruitment systems, ageism in hiring practices, and fair and unbiased recruitment processes.
• Organizational Behavior and Culture: Employee organizational commitment, job satisfaction, psychological safety, and the influence of organizational values.
• Employee Emotions and Mental Health: Emotional experiences in the workplace, stress management, psychological resilience, and burnout.
• Work–Life Balance: The impact of hybrid and remote work models on employee productivity and well-being.
• Organizational Justice and Diversity: Workplace inclusivity, equality policies, and diversity management.
• Psychological Measurement and Assessment Tools: Adaptation and validation studies of psychometric scales, such as the Implicit Voice Scale.

Through these research initiatives, we aim to contribute to the broader adoption of evidence-based practices in the workplace and support the improvement of employee well-being.