Applied Psychology Research Articles

TERMINAL IMAGE AS A CONCEPT OF APPLIED PSYCHOLOGY

TERMINAL IMAGE AS A CONCEPT OF APPLIED PSYCHOLOGY

Open science and reform practices in organizational behavior research over time (2011 to 2019)

The “credibility revolution” has fueled a number of initiatives to help bring scientific practices more in line with scientific ideals. These initiatives include increasing the sample size of studies, making data and materials publicly available, pre-registering data collection and analysis plans, publishing replication attempts, and publishing null results. To what extent have these practices become the norm in quantitative Organizational Behavior research? In the current study, using computer algorithms and human coders, we coded the reported use of several open science and reform practices in articles published in four prominent journals (Academy of Management Journal; Journal of Applied Psychology; Organizational Behavior and Human Decision Processes; and Organization Science) from 2011 through 2019. We found that although the vast majority of articles did not use any open science practices, some practices we coded were on the rise, especially in the last two to three years. While there is much room for improvement, these results suggest the field could be on the brink of important and sustained change.

A CORPUS-BASED STUDY OF CONJUNCTIVE COHESION IN PAKISTANI RESEARCH ARTICLES

Conjunctive cohesion is an indispensable linguistic signpost that writers use to create a logical relationship between the parts of the text (Halliday and Hasan, 1976). In the present study, the conjunctive analysis of Pakistani Social Science Articles (PSSA) has been carried out. This study is corpus-based, and the corpus comprised 250 articles that were taken from five Social science disciplines: Applied Linguistics (AL), English Literature (EL), Business Administration (BA), Sociology (SL), and Psychology (PL). The distribution of 50 articles from each discipline had been retrieved from online sources. The frequencies of conjunctive features (CFs) were counted and compared, and conjunctive features (CFs) were studied functionally. A comprehensive model on conjunctive cohesion (CC) has been proposed for the classification of cohesive devices. The results revealed that all the writers used extension conjunction more frequently than other conjunctions. Additive cohesion, a sub-category of extension conjunction, was used more frequently across the academic writings of all disciplines in general and discipline of EL in particular. The sub-categories of elaboration and enhancement conjunction, exemplification and causative, were also found to be used more frequently in addition to the additive cohesion. Consequently, it was concluded that the academic writings of EL had high frequencies of conjunctive cohesion, and various categories of conjunctive cohesion were used to serve certain purposes. This study has practical implications for social science teachers and scholars in addition to EFL/ESL students.

Introduction to the Special Issue on Advances in the Psychology of Workplace Coaching

This article introduces a special issue of Applied Psychology: An International Review that focuses on recent advances in the psychology of workplace coaching. To begin with, we briefly describe the current state of workplace coaching research, and we then outline the aims and objectives that had driven our motivation in editing this special issue. We set out two objectives for this special issue. First, to ensure that each of the contributions started with the relevant theoretical framework, and secondly, that the papers in this special issue utilized rigorous research design and methodology. We then provide an overview of each of the five articles making up the special issue, detailing their respective contributions to advancing workplace coaching research and theory. We conclude with recommendations for future workplace coaching research, building on the contributions in this special issue. We propose scholars should focus on three key areas: future coaching research should adopt a “start with theory” approach; that rigorous research design and methodology is prioritized, specifically in relation to utilizing multiple data sources and increasing the range of objective (hard) data as coaching outcome measures; and for coaching scholars to pay attention to and explore non‐significant effects.

O serviço de psicologia aplicada como campo de formação científica e desenvolvimento das habilidades e competências profissionais: um relato de experiência.

The National Curriculum Guidelines for Psychology courses require the student's skills and competences development. Although the skills and competencies definition to be taught are not consensual, the authors consider that there are basic skills that serve as platforms for the proficient exercise of the profession. Among these skills are those developed by research development practice. Skills and competences such as the authors consider that there are basic skills that serve as platforms for the proficient exercise of the profession. Among these skills are those developed by research development practice. Skills and competences such as observing a phenomenon, formulating questions, searching for bibliography, establishing the best method of intervention and investigation, verifying and reporting the results of the intervention, looks like the key repertoires common to the majority of professional activity fields, which includes clinical psychology. In this scenario, the Applied Psychology Service of the psychology course serves as the field to articulate these relationships in the undergraduate students of Federal University of Jatai. This paper discusses the articulation of these skills and competencies through the experience report in clinical basic and specific internship classes offered by the Behavior Analysis chair of the aforementioned institution.

Contribuições do serviço de orientação profissional para a formação do psicólogo

Este artigo tem como objetivo descrever o Serviço de Orientação Profissional (SOP), ofertado a estudantes do Ensino Médio, cursinhos pré-vestibular e EJA, com a finalidade de destacar a sua importância na formação de graduandos em Psicologia, bem como fortalecer o Serviço de Psicologia Aplicada (SPA) como espaço de formação e cuidado em saúde mental. As reflexões apresentadas são resultado da análise atual das psicólogas que trabalharam como extensionistas no ano de 2014 e da supervisora do projeto, a partir da releitura dos relatórios produzidos na época. No ano em questão, o projeto foi divulgado em 10 instituições de ensino públicas e 7 privadas do município de Jataí. Em seguida, foram realizadas entrevistas individuais de triagem, sendo os participantes organizados em 4 grupos, realizados em dias e horários diferentes. Cada grupo iniciou os atendimentos com uma média de 15 participantes e era conduzido por duas ou três discentes do curso de Psicologia, que realizaram 10 encontros com duração de duas horas cada. Ao final do processo, realizou-se uma entrevista devolutiva para avaliar o percurso de cada jovem. Cabe apontar que a supervisão deste trabalho acontecia semanalmente, em encontro presencial com as estagiárias, por meio do relatório do trabalho realizado. Os resultados do projeto, para o público alvo, apontaram para a tomada de consciência e aumento da segurança para a escolha, ao comparar as respostas das entrevistas iniciais com as entrevistas devolutivas. Há relatos de que o processo foi uma experiência enriquecedora, possibilitando autoconhecimento, redução da ansiedade e descoberta de habilidades e influências. Para os estudantes do Curso de Psicologia, foi possível enumerar o desenvolvimento das seguintes habilidades técnicas: registro de relatórios psicológicos; raciocínio para estudo de caso e grupal; trabalho em grupo; comunicação social; planejamento e cumprimento de metas. Pessoalmente, foi importante destacar o desenvolvimento da criatividade e flexibilidade, bem como o despertamento do compromisso social e político para a compreensão da comunidade envolvida. Diante desses pontos positivos, cabe pontuar a necessidade de rever a atividade de extensão como um requisito central na grade curricular e não como uma carga horária complementar, bem como justificar o ensino presencial para o curso de Psicologia, que vem enfrentando, junto com outros cursos da área da saúde, um ataque para que haja flexibilização para ensino à distância.

The Challenges of Military Veterans in Their Transition to the Workplace: A Call for Integrating Basic and Applied Psychological Science

Long-standing structural features of the military have created a culture and society that is dramatically different and disconnected from civilian society. Thus, veterans transitioning to civilian society face a number of challenges related to fulfilling basic psychological needs (e.g., need for structure and order, belonging) and civilians’ reliance on stereotypes to understand military veterans. In an attempt to enrich the understanding of these challenges, we integrate social psychological theories and insights with research from sociology, clinical psychology, military psychology, and organizational behavior. Theories of compensatory control, stereotype threat, and stereotyping are drawn on to help explain the psychological challenges that veterans may encounter during their transition to civilian society. We present recent research that leverages these theories to understand issues veterans face. This theoretical integration illustrates the opportunity and potential for psychological researchers to conduct basic and applied research in the context of veterans and for clinicians and managers to draw on basic theory to inform programs and interventions.

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Applied Psychology: Health and Well-BeingVolume 12, Issue 4 p. 935-936 Issue InformationFree Access Table of Contents First published: 20 December 2020 https://doi.org/10.1111/aphw.12209AboutPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL Share a linkShare onEmailFacebookTwitterLinked InRedditWechat Volume12, Issue4Special Issue: Health and Well‐Being in the Early Stages of the Covid‐19 Pandemic: Insights from Applied PsychologyDecember 2020Pages 935-936 RelatedInformation

From alpha to omega and beyond! A look at the past, present, and (possible) future of psychometric soundness in the Journal of Applied Psychology.

The psychometric soundness of measures has been a central concern of articles published in the Journal of Applied Psychology (JAP) since the inception of the journal. At the same time, it isn't clear that investigators and reviewers prioritize psychometric soundness to a degree that would allow one to have sufficient confidence in conclusions regarding constructs. The purposes of the present article are to (a) examine current scale development and evaluation practices in JAP; (b) compare these practices to recommended practices, previous practices, and practices in other journals; and (c) use these comparisons to make recommendations for reviewers, editors, and investigators regarding the creation and evaluation of measures including Excel-based calculators for various indices. Finally, given that model complexity appears to have increased the need for short scales, we offer a user-friendly R Shiny app (https://orgscience.uncc.edu/about-us/resources) that identifies the subset of items that maximize a variety of psychometric criteria rather than merely maximizing alpha. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

"From cheery to "cheers"? Regulating emotions at work and alcohol consumption after work": Correction to Sayre, Grandey, and Chi (2020).

Reports an error in "From cheery to "cheers"? Regulating emotions at work and alcohol consumption after work" by Gordon M. Sayre, Alicia A. Grandey and Nai-Wen Chi (Journal of Applied Psychology, 2020[Jun], Vol 105[6], 597-618). In the article, Figure 2 contains two errors. First, the survey timing labels are inaccurate and should read "Evening, Day t" -> "Evening, Day t" ->"Morning, Day t+1". Instead, the survey timing labels from Figure 1 were accidentally duplicated for Figure 2, such that they read "Afternoon, Day t"->"Evening, Day t"->"Afternoon, Day t+1". Second, the coefficient for Motive to Detach→Alcohol consumption should have two asterisks (p<.01), but instead has only one (p<.05). (The following abstract of the original article appeared in record 2019-57614-001.) Emotional labor, or regulating emotions as part of one's work role, is needed for performance yet may come with far-reaching costs to employee health and performance. Based on ego depletion theorizing, we propose that on days employees perform more surface acting (i.e., faking positive and hiding negative emotional expressions), they will consume more alcohol later-due to reduced self-control (i.e., depletion). In 2 studies, public-facing employees completed multiple assessments per day for 2 weeks. Study 1 showed that surface acting had no direct or indirect effect on alcohol use via depletion, nor via negative mood as an alternative measure of depletion. Study 2 demonstrated that surface acting directly increased subsequent drinking only for those with high emotional demands, but not through depletion. Across both studies, daily deep acting (i.e., modifying emotions to feel positive) consistently predicted less alcohol consumption, but this did not occur through depletion. Study 2 provided evidence for an alternative, motivational shift explanation-a reduced motive to detach from work after regulating by deep acting-rather than self-control capacity. These findings contribute to debate on ego depletion theory by providing insightful field evidence, while demonstrating when emotional labor is likely to help or harm employees' health. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

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Applied Psychology: Health and Well-BeingVolume 12, Issue 3 p. 585-586 Issue InformationFree Access Table of Contents First published: 20 October 2020 https://doi.org/10.1111/aphw.12112AboutPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL Share a linkShare onEmailFacebookTwitterLinked InRedditWechat Volume12, Issue3November 2020Pages 585-586 RelatedInformation

"Political affiliation and employment screening decisions: The role of similarity and identification processes": Correction to Roth et al. (2020).

Reports an error in "Political affiliation and employment screening decisions: The role of similarity and identification processes" by Philip L. Roth, Jason B. Thatcher, Philip Bobko, Kevin D. Matthews, Jill E. Ellingson and Caren B. Goldberg (Journal of Applied Psychology, 2020[May], Vol 105[5], 472-486). In the article "Political Affiliation and Employment Screening Decisions: The Role of Similarity and Identification Processes," by Philip L. Roth, Jason B. Thatcher, Philip Bobko, Kevin D. Matthews, Jill E. Ellingson, and Caren B. Goldberg (Journal of Applied Psychology, Vol. 105, No.5, pp. 472- 486. http://dx.doi.org/10.1037/apl0000422), Kevin Matthews gathered data and administered study materials, not Philip Bobko. (The following abstract of the original article appeared in record 2019-56106-001.) Recent research in political science, along with theory in applied psychology, has suggested that political affiliation may be associated with substantial levels of affect and, thus, might influence employment decision-makers. We designed 2 experiments using social media screening tasks to examine the effects of political affiliation similarity on ratings of hireability. Our findings in both studies suggest that the identification (capturing positive affect) and disidentification (capturing negative affect) of a decision-maker with a job applicant's political affiliation were important variables that influenced perceived similarity. Consistent with the similarity-attraction paradigm, perceived similarity was related to liking and, in turn, liking was related to expected levels of applicant task and organizational citizenship behavior performance. Further, in both studies, political affiliation related variables influenced hireability decisions over and above job-relevant individuating information. Future research should continue to examine political affiliation similarity, particularly in light of its frequent availability to decision-makers (e.g., via social media websites). (PsycInfo Database Record (c) 2020 APA, all rights reserved).

Advancing the Applied Psychology of Inclusion and Diversity: A Special Issue by Fons van de Vijver

This introduction to the special issue outlines key issues in research on inclusion—as the process of recognizing an individual’s needs for both belonging and distinctiveness. Whereas past research often focuses on diversity in relation to discrimination, this special issue attempts to offer a positive lens and asks how we can build inclusive societies. The answers range from emphasizing similarities based on multiple group memberships (intersectionality); creating inclusive workplaces by nurturing leadership that is authentic, respectful, creating belonging and valuing individuals’ unique contributions (ideas, skills, etc.); to developing bridging social capital as a means of cultural integration (vs. separation). The methodological approaches employed by the contributions in this special issue include an experimental vignette study, comparative studies of different ethnicities within a country and cross‐culturally comparative work spanning multiple countries. The special issue is dedicated to the memory of Fons van de Vijver, who had initiated the special issue and sadly died last year.

Leadership in 20/20: Leveraging Innovative Methodologies to Broaden and Sharpen our Sight

Amidst considerable scholarly and practical interest, leadership research has made substantial theoretical advances in the past decade. In particular, scholars have highlighted the dynamic, complex nature of leadership, thereby emphasizing the merit of an interactive and contextualized view of the phenomenon. However, the research methodology most commonly adopted in leadership studies has delayed researchers from fully capitalizing on such theoretical advances. Most studies rely on time-lagged surveys, which, although they have yielded many valuable insights into the stable traits and behaviors most commonly associated with leadership effectiveness, are limited in their ability to capture the dynamism and complexity inherent in the leadership process. The goal of this symposium is to provide ideas about how scholars might broaden and sharpen their view of leadership by broadening their methodological repertoires. Four papers will be presented that adopt alternative research methodologies to advance leadership theory. Following the presentations, Gilad Chen — a distinguished scholar whose expertise lies in leadership and research methodology and who is the former editor-in-chief of Journal of Applied Psychology — will provide an overview of future research avenues and lead the audience in an interactive group discussion. Neurological Activity of “Darkside” Leaders During a Visioning Task: An Application of Neuroscience Presenter: David A. Waldman; Arizona State U. Presenter: Pierre Balthazard; California State U. Sacramento Presenter: Joohyung Kim; Arizona State U. Presenter: Brad Paul Owens; Brigham Young U. Presenter: Justin Ames; U. of Michigan - Dearborn A Dynamic Agent-Based Study of Leaders’ Political Skill Presenter: Corinne A. Coen; Case Western Reserve U. Presenter: John Rensink; Case Western Reserve U. Presenter: Bao Ho; Case Western Reserve U. Disconnected Leadership: When Informal Leaders and Followers Report Differing Leadership Networks Presenter: Alexandra Michelle Harris; Northwestern U. Presenter: Lindsay Elizabeth Larson; Northwestern U. Presenter: Leslie A. DeChurch; Northwestern U. Presenter: Stephen J. Zaccaro; George Mason U. Presenter: Dorothy R. Carter; U. of Georgia More than Skills: Leader Development as Sculpting Ideal Selves and Conditional Responses Presenter: Edward McClain Wellman; Arizona State U. Presenter: Carolyn Miller; Arizona State U. Presenter: Margaret M. Luciano; Arizona State U.

Telemental Health During a Global Pandemic: Clinical Lessons from Guided Self-Help, Telephone Therapy Case Studies

I am a fourth year clinical psychology doctoral student at the Graduate School of Applied and Professional Psychology (GSAPP) at Rutgers University. I have devoted much of my graduate training to exploring effective tools for the dissemination and implementation of mental health services, with telehealth chief among them. However, until the COVID-19 pandemic hit, I had had no personal experience delivering psychotherapy treatment via virtual platforms. Reviewing Dr. Logan Durland’s (2020) lessons from treating Parkinson’s disease patients via telephone therapy has served as an excellent guide for navigating treatment, both during the pandemic and in the future.

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Applied Psychology: Health and Well-BeingVolume 12, Issue 2 p. 257-258 Issue InformationFree Access Table of Contents First published: 08 July 2020 https://doi.org/10.1111/aphw.12111AboutPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL Share a linkShare onFacebookTwitterLinked InRedditWechat Volume12, Issue2July 2020Pages 257-258 RelatedInformation

The Multidimensional Forced-Choice Format as an Alternative for Rating Scales

The Multidimensional Forced-Choice Format as an Alternative for Rating Scales

Why We Should Stop Measuring Performance and Well-Being

As Organizational Behavior scholars (or anyone active in work psychology, HRM, or management), we are trained and socialized to take into account two possible outcomes in our research: performance and well-being. This is notable not only in our theoretical models, our reviews and meta-analyses, our choice of variables when collecting data, but also more implicitly in our thinking, personal and professional ideologies, and the ways we reason about our field of research and how we justify and argue our theories as analysts of human behavior in the workplace. On the one hand, it has been argued that the sole purpose of Organizational Behavior (and I use this term loosely, as it easily translates to related disciplines like the ones mentioned above) is to enhance performance of organizations. This is not merely a marginalized perspective but appears in our mainstream and most prestigious journals, such as Journal of Applied Psychology (Dalal, 2005). On the other hand, it is widely acknowledged that our focus on organizational performance is insufficient and that it is also worthwhile to look at well-being of people, and in particular employees while researching workplace behaviors (see e.g., the review from Karina van de Voorde et al., 2012). This dichotomy of performance and well-being has served us quite well, and provided a space to differentiate ourselves from each other in our research purposes, thereby even pretending that we can take a ‘critical’ perspective on our field.

EMPLOYEE ENGAGEMENT: TYPES, LEVELS AND RELATIONSHIP WITH PRACTICE OF HRM

Human resources are important assets of every organization. Recruitment and selection play an effective role in improving the organizational performance, because recruitment directly is relating with employee engagement. Employee engagement has emerged as a popular organizational concept in recent years. Employee engagement, strangely enough, has been a crucial priority of HR since before the term was using. It has become one of the leading priorities of human resource practitioners and senior managers in the organization today, so employee engagement has generated great deal of attention among many human resource practitioners. In present day, where is large-scale competition in the market, it is necessary for the organization to have engaged workforce for the survival and smooth functioning of the organization. Every organization wants to make the best utilization of its human resources in order to achieve competitive advantage in the market. When employees are engaged in their work, they have good relationships with their co-workers and working environment becomes better, are not only happy in their job, but also translate that satisfaction into higher productivity and profitability of the organization. High levels of engagement promote retention of talent, foster customer loyalty and improve organizational performance and stakeholder value. The paper discusses theoretical approaches to the significant concept and phenomenon of today – employee engagement and the factors behind it. In addition, the paper examined the type of employee engagement, problematic of individual and organizational engagement that affects organizational decisions. The aim of article is to identify the distinctive features of two types of engagement in the scientific literature employee engagement and organizational engagement, also connections reflecting the possible role of human resource management practices in the process of management of employee engagement. The purpose implies tasks: to reveal the essence of engagement and the factors that determine it ; also is presented a theoretical model of interfaces. The research methodology is the theoretical modeling of the phenomenon employee engagement from a human resource management perspective. The article is presenting in different sections such as meaning and concept of employee engagement, importance and factors influencing employee engagement and impact of employee engagement on organizational performance. The article consists of three logically interconnected parts. The introduction justifies relevance topics. The main part provides a review of literary sources, in which the authors examine the typology of engagement, distinguish types such as job engagement and organizational engagement. This section analyzes the relationship between characteristics and the influence of their design on employee engagement. This section also analyzes the conditions of formation and the results of the manifestation of employee engagement at the individual organizational levels, describes the connection of various aspects of this state with the practice of human resources management. In the final part, is given a theoretical model developed by the author – the main result of the article. It is a hypothetical model of the structure of employee engagement and how various human resources management practices shape employee engagement and how individual engagement of an employee transforms into a competitive advantage of organization. Data sources for the theoretical study described in this article are publications on the topic of engagement of such highly rated publications like Journal of Applied Psychology, Journal of Occupational and Organizational Psychology and The International Journal of Human Resource Management. The value of the results. This paper may serve as the basis for further research in the field of employee engagement generally and individual additional variable components. Research conclusions may have be used to build the organizational policy of the company in relation to the system human resource management.

Concept of Mental Health and Disease for Practical Implementation: A Case-Based Teaching for Undergraduate Students—Part I of Basic and Applied Psychology

Abstract Background Mental health has been conceptualised by the World Health Organisation (WHO) as not just the absence of illness but as a state of well-being in which the individual can cope with normal stresses of life, work productively and fruitfully, and make a contribution to the community. To achieve this or to explain it to the stakeholders, a doctor needs to be well versed with the normal functioning of the human mind. Homoeopathic doctors must have this knowledge to help them understand and treat their patients or advise prevention. Lack of this knowledge in the undergraduate years fails to suitably equip them, thereby hampering their own growth and clinical functions. These papers (in two parts) will deal with the teaching of basic and applied psychology and abnormal psychology and psychiatry to homoeopathic undergraduates. Aim The main aim of this study is to teach homoeopathic undergraduate students the basic psychological concepts required for understanding human behaviour through cased based presentations Methodology Plan of teaching psychology to undergraduate students with a case-based approach was formulated by the Psychiatric Department of Dr. M.L. Dhawale Homoeopathic Institute (MLDMHI), Palghar. Postgraduate students prepared topics with the help of a lesson plan template under the guidance of faculty. Peer evaluation along with student feedback helped to gauge the impact of the lectures and to design improvements. Results Thirteen topics, one each week, covered the assigned portion for basic psychology. Reports of around 30 students and 2 lecturers for each lecture over 3 years were evaluated. These indicated satisfaction with contents and desire to have more such lectures. Multiple choice questions post lectures allowed to identify the changes in knowledge and interest of students in the subject. Discussion Basic and comprehensive knowledge of psychology will allow students/physicians to look at the cases not only from the view point of physical antecedents but also from a more holistic and comprehensive point of view. Conclusion Educational ethos demands the incorporation of case-based teaching in undergraduates especially in the teaching of psychology, to expose the shades of normal and abnormal states of mind through case-based teachings.