Field Of Industrial Organizational Psychology Research Articles

Revealing the Effect of Emotional Intelligence on Organizational Effectiveness: Perspectives from Industrial-Organizational Psychology

The study reveals the concept of emotional intelligence and its effects on individuals and organizations within the field of Industrial-Organizational psychology. In recent years, emotional intelligence has emerged as a focal point for researchers and practitioners, recognizing its capacity to support various aspects of workplace dynamics, including performance, teamwork, leadership, and overall organizational success. The findings of this research explained the profound impacts of emotional intelligence on a range of employee behaviors and organizational interactions. Individuals with heightened emotional intelligence exhibit advanced communication skills, accurately managing their emotions and articulating themselves effectively. This proficiency extends to conflict resolution scenarios, where individuals demonstrate resilience and approach resolutions with empathy and open-mindedness, fostering enhanced collaboration, stronger interpersonal connections, and heightened group cohesion. The study adopts a triangulation methodology to examine different data sources to ensure the validity and reliability of the research outcomes. Furthermore, the research framework is rooted in Salovey and Mayer's Four-Branch Model of emotional intelligence.

Workplace Arrogance, Need for Power, and Counterproductive Work Behaviors in Corporate Managers: The Mediating Role of Humility

The study investigated the relationship between workplace arrogance, the need for power, and Counterproductive Work Behavior (CWB) in corporate managers. The study was carried out by following the correlational research design. The sample of N = 260 corporate managers (males = 181, females = 79), with an age range from 30 years to 55 years (M = 41.03, SD = 7.06), was recruited through the purposive sampling strategy from the different cities of Pakistan. In the first step, the authors established a factor structure of the workplace arrogance scale and retained 22 items with well-fitted indices of the one-factor solution model. The results of correlation analysis exhibited significant (p < .05) positive relationships between workplace arrogance, the personalized need for power (P nPower). The CWB was negatively associated with the socialized need for power (S nPower), humility, and agreeableness in corporate managers. The independent sample t-test indicated that male and female corporate managers had similar scores in terms of all study variables (p > .05). In addition, results of multiple linear regression analysis revealed that workplace arrogance and personalized need for power with 25% of the variance were found to be significant (p < .01) predictors of the CWB. Moreover, the path analysis through Structure Equational Modeling (SEM) also suggested that personalized need for power, workplace arrogance, and humility were significant predictors of CWB. Lastly, SEM demonstrated that humility significantly mediated the relationship between workplace arrogance, the need for power, and CWB in corporate managers. Moreover, two demographic variables (i.e., work experience and the corporate sectors) also impact their CWB and the overall model fit indices. The study provides researchers with a validated workplace arrogance scale on the corporate sample. It helps the researchers to expand their understanding of the significance of these constructs in the field of industrial-organizational psychology. In addition, the study seeks to benefit many employees and employers to comprehend the nature and the association of CWB with other undesirable variables in the workplace (i.e., workplace arrogance and personalized need for power).

Optimizing Service-Learning for Self-Efficacy and Learner Empowerment

Abstract Optimizing Service-Learning for Self-Efficacy and Learner Empowerment Joanna Gonsalves Salem State University Eric Y. Metchik Salem State University Cynthia Lynch Salem State University Charlotte N. Belezos Roxbury Community College Paula Richards North Essex Community College A framework widely used in the field of industrial-organizational psychology, the Job Characteristics Model (JCM) (Hackman & Oldham, 1976), was applied in the current study to measure the quality of students’ service-learning experiences as they relate to student outcomes. It was hypothesized that service-learning projects with higher motivating potential, in terms of characteristics underlying job satisfaction according to the JCM, would lead to greater increases in learner motivation and general self-efficacy. Study participants were 228 students engaged in service-learning courses at five community colleges and one state university in the Northeastern United States. The results showed that changes in students’ self-efficacy scores were moderated by the motivating potential of service-learning courses. Furthermore, learner empowerment appeared to be a partial mediator of this relationship. The study provides support for the application of the JCM in designing service-learning experiences to strengthen students’ course motivation and self-efficacy.

Industrial and Organizational Psychology: Humans and Organizations

The American Psychological Association (2018) identifies the field of industrial organizational psychology (I/O psychology) as a scientific study of human interactions in an organizational environment, and the workplace climate. The discipline of I/O psychology centers on determining precepts of individuals, group, and organizational actions and exercising this awareness to the explication of problems in the workplace. The I/O psychologists have specialized knowledge and education in the study of behavior in the workplace environment, which involves research of organizational structures, groups, dynamics and process, principle theory and development, job and assignment analysis, and individual evaluation. The profession of I/O psychology involves knowledge of ethical scrutinizes, statutory standards, managerial, case law, and executive orders that are related to behaviors in the workplace.

A Structural Model on the Determinants and Reactions to Athlete Dissatisfaction

Anecdotal evidence indicates that collegiate athletes who are dissatisfied are more likely to transfer, quit, stage player mutinies, get the head coach fired, and engage in physical violence.Although the causes of satisfaction in sport have been addressed by a few researchers, there has been no empirical attention given to what occurs when an athlete is not satisfied. The purpose of the present study was to test a sport-specific model on personal and situational variables, determinant factors, and consequential reaction alternatives.Since the causes and consequences of job satisfaction-dissatisfaction have been popular topics for research in the field of industrial-organizational psychology, this literature was utilized to develop the basis for this investigation. Questionnaires were administered to 369 male and female Division I college soccer players. Structural equation modeling results demonstrated that the proposed model adequately fit the sample data. As predicted, numerous significant effects were indicated which linked personal and situational variables to both determinant factors and adaptive-maladaptive consequential alternatives. For example, discrepancies in coaching behaviors lead to dissatisfaction with coaches, which then leads to the use of maladaptive alternatives. This represents negative influences on the athletes' behavioral, psychological, and emotional well-being. Based upon the significant effects, implications for dissatisfied athletes, their coaches, support staff, and athletic administrators are presented.