Background: This research explores the complex relationship between Attention Deficit Hyperactivity Disorder (ADHD) and language skills, focusing on the impact of the disorder on children’s language development. It is designed as a systematic literature review to synthesize and evaluate existing evidence on this topic. Based on the existing literature, ADHD affects multiple dimensions of language, including phonological awareness, pragmatic comprehension, morphosyntactic structure, narrative skills, and written expression. The difficulties that children with ADHD exhibit at the language level are directly related to their deficits in working memory, attention, and organization, which make it challenging for them to acquire and use language at both educational and social levels. Methods: This study followed the PRISMA methodology, with a systematic selection process across four stages (identification, screening, eligibility, and inclusion). During the identification phase, 475 records were identified (450 from database searches and 25 through reference screening). After screening and applying inclusion criteria, 15 studies met all eligibility requirements and were included in the final synthesis. Results: The present research highlighted the important role that occupational therapists and psychologists can play in the language development of children with ADHD. Strategic interventions to alleviate the language difficulties of children with ADHD are designed to enhance phonological awareness, executive function, speech and language, the use of technological tools, and social skills training. Conclusions: The importance of early diagnosis and implementation of holistic, individualized interventions targeting the language, executive, and social difficulties manifested by children with ADHD is considered influential in addressing the barriers to improving language skills as effectively as possible.

IntroductionResearch on MBA student performance typically relies on GPA as the primary indicator of success. However, business schools aim to develop future leaders for diverse career paths, which value multiple forms of performance. We examine whether performance is better understood as multidimensional, testing a longstanding distinction in MBA discourse between “poets” and “quants.” We also examine how different forms of admissions data (i.e. standardized test scores, undergraduate grades, stated interests, and pre-MBA experiences) predict distinct forms of success.MethodsWe report results from two large-N studies using survey and archival data from an elite U.S. MBA program. Study 1 examines whether core course grades reflect multiple dimensions of academic performance and whether admissions-time aptitude measures differentially predict those dimensions. Study 2 replicates these findings using archival academic, extracurricular, and peer-evaluation records and extends the analysis to leadership outcomes. Confirmatory factor analysis and multivariate regression models are used across both studies.ResultsAcross both studies, MBA academic performance bifurcates into two weakly correlated dimensions: systematizing (quantitative, analytical success) and social (verbal, interpersonal success). These align with the popular MBA “poet vs. quant” distinction. Quantitative aptitude predicts quantitative academic performance, whereas verbal and writing aptitude predict social academic performance. Beyond grades, social performance is uniquely associated with leadership success, including both objective attainment (e.g., club leadership roles) and peer perceptions (e.g., assertiveness and inclusiveness). Student interests further differentiate outcomes: quant-oriented interests predict quantitative academic success but negatively predict leadership attainment, whereas poet-oriented interests positively predict leadership outcomes.DiscussionThese findings demonstrate that MBA success is fundamentally multidimensional and that different admissions indicators predict different forms of performance, with implications for talent assessment, leadership development, and MBA admissions practice.

The article examines the impact of digitalization on the professional activities of Information Technology (IT) specialists in the context of occupational psychology. The research aims to identify potential risks associated with digitalization and to develop mechanisms for their mitigation. The study reveals that digitalization trans-forms the structure of operations and means of labor, placing increased demands on specialists' cognitive functions, such as attention, self-regulation, and learning ability. At the organizational level, this translates into the need for ensuring transparency, coordination, and regulation of communication processes. A two-level risk model is developed. At the individual level, the identified risks include obsolescence of specialist competen-cies, cognitive overload, and disruption of work-life balance. At the organizational level, risks such as the inten-sification of digital communications, the erosion of corporate culture elements, and reduced quality manage-ment are noted. Resources and mechanisms for adapting to the challenges of digitalization are defined. A scheme is proposed that integrates the processes of digitalization, identified risks and recommended methods of their neutralization.

Artificial Intelligence and the Medical School Admissions Interview: Strategic Guidance, Risks, and Lessons from Industrial-Organizational Psychology

Talent identification (TID) within sport provides extensive development opportunities to enhance the potential for senior success. However, little is known about the effectiveness of TID in table tennis. Therefore, the objective of this systematic review is to examine current research and practice in TID in table tennis, identify commonalities, disparities, and gaps in the literature, and provide directions for future research on TID in table tennis. A search of the electronic databases (EBSCOhost, Scopus, Web of Science, PubMed, and SPORTDiscus) was conducted from September 2023 to March 2025. The search terms utilized represented table tennis, talent, performance, giftedness, and athlete selection. In accordance with the PRISMA guidelines, 31 articles were thoroughly reviewed. The results established three common themes: morphological qualities , performance profiles , and player characteristics . A key finding established maturation bias as a limitation in talent identification within table tennis, highlighting the importance of maturational assessments in future initiatives. Furthermore, given that most studies used a cross-sectional design, future research should consider longitudinal designs to provide a more accurate assessment of talent and development. 

Abstract: The recruitment process plays a crucial role in the success of any organization, and interviews remain one of the most significant tools for evaluating candidates. Traditional interview methods often rely on subjective judgment, which can lead to bias and inconsistencies in hiring decisions. This paper explores the concept of “Smart Interviews”, an approach that integrates technology, structured evaluation, and behavioral analytics to enhance the recruitment process. By leveraging artificial intelligence, automated scoring systems, and data-driven insights, smart interviews aim to provide a fair, efficient, and accurate assessment of candidates’ skills, personality traits, and cultural fit. The study examines the benefits of smart interviews, including reduced human bias, improved decision-making, and better alignment between candidate capabilities and organizational requirements. Keywords: Smart Interview System,Artificial Intelligence in Recruitment, Automated Interview Assessment, Intelligent Hiring Tools, Machine Learning–Based Evaluation, Digital Interview Platforms, Behavioral Analysis, Candidate Screening Automation, Natural Language Processing (NLP), Human Resource Information Systems (HRIS), Data-Driven Recruitment, Bias Reduction in Hiring, Predictive Talent Assessment, Cognitive Ability Evaluation, AI-Enhanced Decision Making.

Climate change has intensified the frequency and severity of heat waves, generating new challenges for occupational health that extend beyond physical consequences and include psychosocial risks at work. Heat functions not only as an environmental stressor that compromises physiological systems but also as a factor that interacts with organizational dynamics and individual vulnerabilities, shaping perceptions of overload, injustice, and insecurity. This paper discusses heat stress as a psychosocial risk factor and emphasizes its implications for workers’ mental health and organizational well-being. A narrative review of the literature in occupational health, psychology, and climate sciences was conducted, and findings indicate that exposure to high temperatures contributes to increased fatigue, irritability, reduced concentration, interpersonal conflicts, and higher prevalence of anxiety, depression, and sleep disturbances. To address these challenges, the article introduces the Heat-Psychosocial Risk Assessment Framework (H-PRAF), which integrates three levels of analysis: environmental indicators; organizational practices; and individual outcomes. This framework supports integrated risk classification and identification of vulnerable groups, particularly informal and outdoor workers who face limited protective measures and autonomy. By framing heat stress as a psychosocial hazard, the article highlights the urgency of expanding occupational risk assessment to incorporate climate-related factors, contributing to preventive strategies, organizational policies, and public health measures that protect workers’ well-being in a warming world.

Abstract In the present study, we aim to take stock of, encourage and contribute to the establishment of preregistration as a standard to increase transparency in Industrial and Organizational Psychology (IOP). To do so, we examined to what extent IOP research is preregistered and adheres to preregistrations. We analysed 27 IOP journals and found that only 91 articles (0.70% of studies published between 2017 and 2023) included a preregistration. A random sample of 25 of these preregistered studies revealed that 72% deviated from their preregistrations at least once, with 68% having at least one undisclosed deviation, indicating that deviations from preregistrations are common. The studies in our IOP sample deviated on average M = 1.84 ( SD = 1.72) times from their preregistrations. Importantly, the vast majority of these deviations do not seem to be linked to questionable research practices. We further compared the IOP sample with a recent sample from Psychological Science , which represents the current state‐of‐the‐art in preregistrations. We found no difference in the number of (undisclosed) deviations, which suggests that preregistration can be effectively implemented even in fields where it is not yet standard. To support this implementation, we offer resources and best practice recommendations for transparently reporting deviations.

Orientation: Managing mental health in the workplace has gained considerable attention in the field of industrial and organisational psychology, particularly as an essential element to managing employee well-being in South Africa. Research purpose: This study reviewed a decade of progress made in training industrial psychologists as workplace counsellors, as well as in identifying the best practices and future directions for addressing workplace mental health needs. Motivation for the study: Despite its growing recognition, significant gaps remain in training practitioners to ensure their preparedness in managing mental health in the workplace. Research approach/design and method: An integrative review was conducted on the author’s workplace counselling project, spanning from 2014 to 2025. A total of N = 23 studies met the inclusion criteria. Study characteristics and key findings were grouped into three domains – counselling models, trauma management frameworks and counsellor training methods. Main findings: Key findings showed progress in addressing training inadequacies, resulting in a revised edition of the framework for inspiring growth 2.0, which integrates mental health initiatives at individual, group and organisational intervention levels. Practical/managerial implications: A comprehensive workplace counselling training initiative incorporating multilevel approaches might enhance industrial psychologists’ competency and readiness in addressing workplace mental health challenges. Contribution/value-add: This review provides insight into developments in workplace counselling, including a review of past research. These practices guide future training of industrial psychologists in counselling practices.

Abstract The authors Dowse (an organizational psychologist), and Turner (a leadership advisor), write that in their experience, “the quickest way to increase an organization’s loyalty, purpose, community, and productivity is to involve people and use collaborative approaches.” They describe similarities and differences between team coaching and facilitation; and outline the International Coaching Federation (ICF) eight Team Coaching (ACTC) Competencies: (1) Demonstrating Ethical Practice (2) Embodying a Coaching Mindset (3) Establishing and Maintaining Agreements (4) Cultivating Trust and Safety (5) Maintaining Presence (6) Listening Actively (7) Evoking Awareness, and (8) Facilitating Client Growth. They do the same for The International Institute for Facilitation (INIFAC) six Team Coaching Certified Master Facilitator Competencies (CMF): (1) Presence (2) Assessment (3) Communication (4) Control (5) Consistency, and (6) Engagement. The similarities and differences are also outlined in Table 1, in terminology; purpose; goal; role; the relationship with team and participants; and skills, tools, and techniques used. Regardless of approach, it’s vital to, in their words: Set a common purpose and goal for direction and motivation, promote open communication to foster trust, and clarity of information being shared, manage conflicts that may harm group cohesion; and establish an environment for the group/team to make decisions collectively.

Offshore oil and gas operations demand high reliability under extreme physical and psychological conditions. Despite robust engineering systems, many accidents still stem from human and organizational factors. This study examines the role of psychological safety, human–system interaction, and workload in predicting error reporting behavior among offshore workers. A quantitative, cross-sectional design was applied using validated self-report scales: the Psychological Safety Scale (Edmondson), System Usability Scale (SUS), NASA Task Load Index (NASA-TLX), and an adapted Error Reporting Behavior Scale. Data were collected from 188 offshore workers in Indonesia through online questionnaires. Multiple linear regression analysis revealed that psychological safety (β = .38, p < .001) and human–system interaction (β = .27, p < .001) significantly and positively predicted error reporting behavior, while workload showed a significant negative effect (β = −.23, p < .001). The model accounted for 36% of the variance in error reporting (R² = .36). These findings indicate that workers are more likely to report errors when they feel safe to speak up, perceive systems as user-friendly, and experience manageable workloads. The study highlights the need for integrated interventions that simultaneously foster psychological safety, ergonomic system design, and balanced workload management to enhance proactive safety behavior in offshore environments. This research contributes to the intersection of industrial–organizational psychology and human factors engineering, emphasizing that safety performance in high-reliability organizations relies on both social and technological resilience. These findings align with Sustainable Development Goal 9 (Industry, Innovation and Infrastructure), reinforcing that resilient and sustainable industrial systems require the integration of human factors into safety management and system design.

This article explores the integration of Industrial–Organizational Psychology and Human Factors to enhance human performance, safety, and decision-making in aviation. The study draws upon empirical and theoretical foundations to analyze how cognitive, behavioral, and organizational processes affect pilot efficiency and flight safety. Using a mixed methodological approach that combines qualitative observation and quantitative data, the paper identifies critical determinants of human reliability, including fatigue, stress, workload management, and mental health. The analysis highlights the central role of psychological assessment, training systems, and leadership culture in fostering resilience and adaptive expertise among aviation professionals. Findings indicate that applying evidence-based psychological principles within aviation environments improves decision quality, reduces human error, and supports proactive safety management. The proposed integrated framework emphasizes the continuous interaction between individual capabilities and organizational systems, offering a scientific basis for optimizing performance, minimizing risk, and cultivating psychological well-being in high-reliability aviation contexts.

In organizational networks, where employee performance is dependent on strategic positioning and collaborative relationships across diverse workplace ecosystems, traditional enterprise talent identification systems fall short in capturing complex multi-relational dynamics. In order to accurately identify key talent through meta-path guided feature extraction and attention-based embedding mechanisms, this research suggests a Heterogeneous Information Network (HIN) framework that uses Graph Neural Networks (GNNs) to model employees, projects, departments, and skills as interconnected entities. The approach uses Heterogeneous Graph Attention Networks (HAN) for talent assessment and combines attribute-driven performance indicators, structural centrality measures, and semantic relationship patterns into a single learning framework. Compared to traditional Human Resource (HR) methods, which scored 72% precision and 68% recall, the experimental evaluation, which used enterprise data with 2,847 employees across 156 departments, shows improvements over current approaches, achieving 91% precision and 89% recall with a Normalized Discounted Cumulative Gain (NDCG) of 0.834. With domain expert validation confirming 87% agreement between algorithmic recommendations and professional assessments, the framework identifies high-potential employees who exhibit knowledge brokerage roles and cross-functional collaboration capabilities that traditional performance metrics overlook. With implications for strategic human capital optimization, these contributions position HINs as a paradigm shift for enterprise talent management.

This paper explores the interplay between Industrial Psychology and Industry Psychology in understanding workforce behaviour and bridging the gap between expected and actual performance, with a particular focus on industrial contexts. Industrial Psychology, the human-cantered dimension, examines individual behaviour, cognition, emotions, and motivation, aiming to enhance personal development, skill acquisition, and workplace well-being. Industry Psychology, the organization-cantered perspective, emphasizes organizational goals, vision, mission, policies, and value systems in shaping employee behaviour, ensuring alignment with collective objectives, and fostering purpose-driven productivity. The progression from underperformance to optimal achievement is conceptualized through a Growth Journey comprising four psychological zones: Comfort, Fear, Learning, and Growth. The Comfort Zone offers stability and familiarity but limits innovation and initiative, often leading to stagnation. The Fear Zone introduces hesitation, low confidence, and reliance on external opinions, reflecting a psychological defence against failure. The Learning Zone represents a turning point, where individuals confront challenges, acquire new skills, and expand their capabilities through curiosity and resilience. Finally, the Growth Zone signifies maturity, self-actualization, and intrinsic motivation, where employees align personal purpose with organizational vision, contributing to high performance and sustained productivity. This study highlights the cause-and-effect relationship between mismatches in human-cantered and organization-cantered psychological frameworks. Misalignment between individual behaviour and organizational intent can result in underperformance, stagnation, or disengagement. By understanding these zones and applying tailored interventions — such as structured learning, mentorship, and goal alignment — organizations can harmonize employee mind-set with organizational purpose, fostering innovation, engagement, and sustainable growth. The findings offer actionable insights for managers, industrial psychologists, and policymakers to design effective strategies that bridge performance gaps while promoting both individual fulfilment and organizational excellence.

This research conceptualizes the NCAA Division I student-athlete position as similar to a position of employment utilizing the Job Demands-Resources (JD-R) model developed by Bakker & Demerouti (2017) from the field of Industrial-Organizational Psychology. We utilize qualitative methods to conduct an exploratory study that assesses the characteristics of student-athletes through analysis of perceived role demands, role resources, and personal resources using a sample of using a sample of 30 student-athletes (15 men, 15 women) at mostly large Division I universities across the U.S. Data were analyzed utilizing thematic analysis and revealed the various demands that student-athletes faced, as well as the many ways they navigated them with resources from their universities and their personal lives. Student-athletes face a variety of role demands addressing the student role, the athlete role, and a combination of the two roles. To manage these demands, student-athletes access numerous role resources, such as staff, facilities and support items, and events and policies. NCAA Division I student-athletes also utilize numerous personal resources, including relational and routine-based support. Findings support the use of the JD-R Model with student-athletes, encourage future work conceptualizing them using employment-related models and theories, and offer recommendations for supporting Division I student-athletes.

The work of teachers in special schools can be particularly emotionally and motivationally demanding. Neuroticism and a sense of efficacy are important psychological resources in the teaching profession, especially for teachers who work only with students with special educational needs. The aim of the study was to explore whether neuroticism is a predictor of the sense of efficacy of teachers from special schools and whether there is any differentiation in terms of seniority. Sample consisting of 210 female teachers aged 25–65 (M = 43.23, SD = 8.35) was examined. The following questionnaires were applied: NEO-FFI Personality Inventory; Generalized Efficacy Scale GSES. The predictor of self-efficacy is decreasing neuroticism. Teachers with more than 15 years of experience do not have significantly lower neuroticism and self-efficacy compared to teachers with less than 15 years of experience. It is possible to predict a decrease in the sense of effectiveness of teachers of special schools if their neuroticism increases. These conclusions can be used in occupational psychology and in psychoeducational interactions with teachers of special schools in the area of their soft skills.

This manuscript introduces the Interaction Discrepancy Model (IDM), a theoretical framework designed to enhance our understanding of person-environment interactions. Traditional models often overlook the dynamic, iterative, and feedback-driven nature of these interactions, typically focusing on episodic and isolated psychological processes and conscious mechanisms. The IDM addresses these limitations by integrating the dynamics of cognitive, affective, and behavioral processes at both conscious and non-conscious levels. The model outlines an eight-stage process: (1) perception, (2) interaction construal, (3) verification, (4) congruence/discrepancy, (5) appraisal, (6) autoregulatory response, (7) action plan, and (8) feedback. This comprehensive approach seeks to explain the varied responses observed in empirical research and real-life scenarios. The IDM’s applicability extends across multiple contexts, including aggression, delinquency, conflict management, and industrial-organizational psychology, emphasizing the critical role of perceived discrepancies in triggering affective and behavioral responses. By incorporating contextual factors and providing a structured framework for falsifiability, the IDM offers a robust tool for future research and practical applications. This model significantly advances the theoretical literature on person-environment interactions, providing a holistic understanding that captures the complexity of human experience.

Australians in rural and remote areas have poorer health and welfare outcomes than urban populations. Rural people are reliant on a consistent workforce to service the population. Attracting and maintaining a health professional workforce in rural Australia has been well documented as an ongoing issue. However, there is a need for research that explicitly investigates the unique factors that impact the recruitment and retention of allied health workers. A scoping review methodology was utilised to investigate the research question: How does the current literature identify, describe and address workforce recruitment and retention issues for allied health professionals in rural and remote Australia? Utilising the PRISMA-ScR guidelines for conducting a scoping review, 14 databases (Ovid Medline, Ovid Embase, Ovid EmCare, AMED, APA PsycInfo, Ovid Medline ALL, Scopus, CINAHL Complete, Dissertations & Theses Global, Nursing & Allied Health, Rural & Remote Health database, Health Collection, ATSI-Health and Open Access Theses and Dissertations) and the grey literature were systematically searched for sources published between 2013 and 2024, with four key concepts utilised as search terms. The Crowe Critical Appraisal Tool was used to review the quality of the literature, and a narrative synthesis approach was utilised to collate and summarise the data. In total, 11,165 sources were extracted from the database search, with title and abstract screening completed on 4,441 sources. Following full-text review, 60 sources were included in the review, 45 of which were peer-reviewed. Sources included research articles (n=27), reports (n=9), review articles (n=5), conference documents (n=3), web pages and online magazine pieces (n=8) and other sources (n=8). Many studies used a qualitative study design (n=11) and 22 sources generally referred to allied health professions without specifying which discipline. Of the specified allied health profession across sources, physiotherapy was the most studied (n=16), with occupational therapy (n=11) and psychology (n=9) following. The narrative synthesis yielded five key themes: Workforce: opportunities, facilitators and challenges; Rural health career: professional and personal identity; Workplace and professional role: demands, benefits and opportunities; Community and family: support, care and connectedness; and Connection, commitment and collaboration. This scoping review highlights the opportunities, facilitators and challenges that affect the allied health workforce. It informs recommendations for professionals, organisations, communities and policymakers to build on the sector's strengths, and resources and presents a range of innovative strategies being trialled and implemented by the allied health workforce.

This paper examines whether American students at a Hispanic-Serving Institution (HSI) report receiving similar parental guidance rooted in universal moral values, such as respect, education, and self-discipline, despite differences in ethnicity and gender. Using qualitative data from 380 self-identified student groups (n = 1,850) and analyzed through Grounded Theory and Moral Foundations Theory (MFT), the findings reveal strong moral convergence across Hispanic and non-Hispanic populations. Core values, including respect for elders, avoidance of drugs, personal responsibility, and the importance of education, were consistently emphasized, regardless of cultural framing. These results challenge DEI narratives that emphasize division and instead affirm a shared ethical foundation among American youth. Our study promotes constructive cultural pluralism without embracing moral relativism or identity essentialism and supports value-based pedagogy as a unifying approach to teaching business ethics. Drawing on key Industrial-Organizational Psychology theories and empirical literature, we illustrate how early moral socialization predicts ethical alignment, workplace citizenship behavior, and common value systems— especially in relation to employee socialization, leadership development, and principled diversity initiatives.

University coursework master’s studies are an inherently stressful and demanding educational experience that potentially impacts students’ successful completion of the qualification. Accordingly, the ability of university students to self-regulate and manage academic strain, adversities and role demands remain a top concern for higher education institutions. This study sought to identify the core resilient coping mechanisms that distance learning industrial and organisational psychology first-year coursework master’s students employ to handle the adversities and strain of a demanding master’s coursework programme. We adopted a mixed-method research design with a survey questionnaire that captured participants’ ( N = 19) narrative responses on an open-ended question and their responses on 11 question items pertaining to key facets of their resilient coping resources. The qualitative findings added evidence of participants’ capacity for resilient coping through the employment of psychological adaptive mechanisms (support seeking, boundary management, academic resilience and grit, and holistic self-care). The quantitative descriptive statistics revealed an overall average coping profile that was mostly attributed to positive emotions and psychological wellbeing, grit and personal mastery and support seeking efforts. Participants’ noncoping was attributed to low levels of mental and emotional vitality while their resilient coping was attributed to study meaningfulness and engagement. The research enriched the graduate coping literature and reiterates the importance of integrating targeted academic support in the coursework curriculum to help students develop and reflect on the resilient coping mechanisms that advance their self-care and academic wellbeing and ensure their success as prospective professional industrial psychologists.