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Today, the emergence of different branches of psychology stimulates the rapid development of psychology as a science. In this regard, it is possible to single out the industrial or organizational psychology as one of the mainstream trends in the development of the contemporary psychology. At the same time, the industrial or organizational psychology emerged in respond to the rapidly changing social and cultural environment, which has increased the role of organizations in the life of the modern society and increased their impact on individuals.
On analyzing the development of the industrial or organizational psychology, it is worth mentioning the fact that views on the industrial or organizational psychology may differ consistently but still it is possible to distinguish the basic definition which gives insight toward the essence of the industrial or organizational psychology (Schmidt & Hunter, 1998). As the matter of fact, the industrial or organizational psychology is the branch of psychology that is applied to organizations and workplaces. At this point, it is worth mentioning the fact that the industrial or organizational psychology refers to all types of organizations and organizational structures that exist in the modern society. The main point of the industrial or organizational psychology is to study the impact of organizations on individuals and the adaptation of individuals to work in different workplaces.
At the dawn of the industrial or organizational psychology, the industrial or organizational psychology focused on the study of functioning of small groups of people working together. In the past, organizations had simple and clear structure. However, in the course of time, organizations grew more and more complicated, their structure became more and more complex and the number of people working in organizations grew substantially. Today, the largest organizations, such as multinational corporations, operate worldwide and employ people with different social and cultural background. These organizations are absolutely different from small organizations that existed in the past and operated within a city limits, for instance. In addition, the organizational hierarchy became more complicated and the relationships between people within organizations became more complicated too (Jones, 2008).

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Moreover, modern organizations tend to liberalization and democratization of relationships between people, whereas in the past there was a strict hierarchy, where the organizational structure was subordinated to the owner or leader of the organization.
Today, the situation is quite different, especially in regard to public organizations which are under the control of shareholders and stakeholders, as well as under the control of the public because today the public opinion can also affect the organizational performance and position of organizations consistently. In such a way, the industrial or organizational psychology has made a tremendous progress in the course of the 20th – 21st centuries because the industrial or organizational psychology mirrored social and cultural changes in regard to the organizational structure and functioning of organizations and the role of individuals in organizations. Today, the industrial or organizational psychology studies not only organizations and individuals but also the organizational behavior and effective approaches to people working within the organizations to make their work more effective and to create the healthy organizational culture.
Traditionally, the industrial or organizational psychology used studies of statistics and organizations to obtain basic information that laid the foundation to numerous psychological theories. In actuality, it is hardly possible to underestimate the role of research and statistics in the industrial or organizational psychology. To put it more precisely, in the past, organizations were smaller and statistics was not as important as it is now. The development of organizations and the growing complexity of their structure made the individual approach to each person working within modern organization virtually impossible. Instead, today, it is important to study the common trends, the behavior of groups of people, and the organizational behavior at large (Koppes, 007). In such a context, the study of statistics becomes a key to the study of the industrial or organizational psychology and its understanding.
In such a way, the industrial or organizational psychology is quite different from other branches of psychology. Unlike other branches of psychology, the industrial or organizational psychology focuses on the study of organizations, their impact on individuals, organizational behavior and behavior of individuals within the organizations. Therefore, the industrial or organizational psychology deals with organization and views individuals in the organizational context.
Thus, taking into account all above mentioned, it is important to place emphasis on the fact that the industrial or organizational psychology is one of the rapidly progressing branches in the modern psychology which studies organizations. This branch of psychology has evolved in the course of time and contributed to the better understanding of the organizational behavior and the psychology of individuals in their workplace environment.

 
References
Jones, I. (2008). The Human Factor: Inside the CIA’s Dysfunctional Intelligence Culture. New York: Encounter Books.
Koppes, L. L. (Ed.). (2007). Historical perspectives in industrial and organizational psychology. Mahwah, NJ: Lawrence Erlbaum.
Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124, 262-274.