This research was used as a way of assessing the roles and changes seen in I/O in Australia since the last survey was conducted. A survey of I/O psychologists operating within Australia was sent out with questionnaire of the types of work that I/O psychologists were involved with. This was compared with earlier surveys to look at patterns of change, and potential problems within I/O psychology. The main areas in which I/O psychologists were involved as reported in the survey were: consulting with management, training, test interpretation, management development, personnel counselling, vocational guidance, and performance appraisal. Although the areas where I/O psychologists worked had remained fairly stable over time there were different areas of work in which I/O psychologists were beginning to play a role . It was reported that there was a change in the main area of employment for I/O psychologists, historically more involved in public sector government, but it was reported that more I/O psychologists are beginning to work more in consulting roles. Increasingly there has been importance placed on health and safety issues, including harassme

Hasson and O'Driscoll conducted a survey of the roles of New Zealand managerial personnel within the Waikato to assess their knowledge of and appreciation of I/O practitioners and techniques. Previous research has shown that when compared to countries such as Australia and the United States, New Zealand management has little knowledge of, and consequently little faith and respect for I/O psychology's practical applicability in business. They found that the main areas that management believed that there was scope for I/O input was in workplace relations, communications and stress. Other areas, though less emphasised by management that were potential areas for I/O input were in employee motivation, counselling services, and management development. There was found to be moderate enthusiasm for research by I/O psychologists but less support for the professional role of I/O practitioners. There was a general view that I/O psychologists were seen as having little input into the solution of work based issues. They were instead expected to have a greater input into the resolution of individuals problems and issues such as counselling, communication and individuals stress. It was suggested that this lack of enthusiasm by New Zealand managers for I/O practitioners may be due to partially a lack of knowledge about their roles. It was found that man

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Approximate Word count = 907
Approximate Pages = 4 (250 words per page double spaced)