ccording to National Standards for Science Education (NRC, 1996, p.23), scientists learn about the natural world in diverse methods on the basis of evidences derived from their work and they propose explanations for the study. The scientific inquiry includes some core elements such as ‘making observations, posting questions, examining information sources, planning investigations, analysis and interpretation of data, proposing answers, explanations and predictions, and communicating results’ (NRC, 1996, p.23. Cited in Simonson & Schlosser, p.2). Thus science and scientific inquiry are differentiated in various respects; the later tries to acquire knowledge about natural world through an assortment of observations and investigations whereas the knowledge obtained through the scientific inquiry constitutes science.
I/O psychology refers to Industrial and Organizational psychology which is also called work psychology or organizational psychology or talent assessment. In the opinion of Spector (2003: 6) ‘the application of psychological principles to organizational settings’ and people at work in the organization is called Industrial and Organizational psychology. The primary objective of this branch of psychology is to preserve the ‘health and well-being’ of employees and thereby it helps the organization to ‘get the most from their employees or human resources’ (Spector. Cited in Furnham, 2005, p.2). Even though science and scientific inquiry are the fundamental elements of I/O psychology; scientific inquiry benefits more than science in the field of I/O psychology. In today’s complex business structure, priority is given to HRM strategies and thus organizational psychologists mainly concentrate on behavioral science and psychology. They analyze individual’s behavior through a sequence of processes such as close observations, interviews, investigations and interpretations. Organizational psychologists also make use of science for the thorough