Which professional is least likely to work with organizations on employee performance issues?

The professional who is least likely to work with organizations on employee performance issues is the forensic psychologist. Forensic psychologists primarily focus on the intersection of psychology and the legal system. Their work often involves assessing individuals involved in legal cases, providing expert testimony in court, and conducting evaluations related to criminal behavior, competency, and risk assessment. While their expertise is essential in various legal contexts, it typically does not intersect with organizational settings or directly address employee performance issues.

In contrast, industrial-organizational psychologists, human factors psychologists, and organizational psychologists all prioritize understanding and improving employee performance within organizations. Industrial-organizational psychologists specialize in workplace behavior and focus on factors such as recruitment, training, performance evaluation, and organizational development. Human factors psychologists examine how people interact with systems and technology in the workplace, often looking for ways to enhance performance and efficiency. Organizational psychologists study broader organizational systems, culture, and dynamics, aiming to improve overall organizational effectiveness, including employee performance.

Thus, while the other three professionals play significant roles in addressing performance and organizational issues, the forensic psychologist's focus on legal contexts makes them the least likely to engage with organizations on these matters.