Industrial And Organizational Psychology Research Articles

Utilization of early therapeutic supports by autistic preschoolers in Australia: A cross-sectional study following implementation of the National Disability Insurance Scheme.

There are many types of support for young autistic children and their families, but service use in this population is not well understood. In this study, primary caregivers of autistic preschoolers were surveyed (n = 95) and a selection were then interviewed (n = 19) to understand how early, therapeutic supports were accessed by families in Australia following the establishment of a National Disability Insurance Scheme (NDIS). This article presents the quantitative data from surveys and interviews. Families usually accessed at least two types of support. The most accessed supports were occupational therapy, speech pathology and psychology, with 43% of the sample accessing some other form of support. Multiple linear regression indicated that children's higher level of support need, living in less remote or less socio-economically disadvantaged areas, and high household income were associated with higher numbers of supports accessed. Services tended to follow an individual, clinic-based model and little use of alternative service delivery was reported. The findings indicate that Australian families are accessing a wider range of support types than before the NDIS and children with more substantial autism-related support needs are likely to access a greater number of types of supports. Socio-economic inequities continue to exist and should be addressed.

Exploring worker subjectivity: shaping industrial and organizational psychology in post-apartheid South Africa

This article critically evaluates the role of industrial–organizational psychology in post-apartheid South Africa, advocating for a transformative framework that addresses the socio-political and historical inequalities in the workplace. The article highlights how industrial–organizational psychology has traditionally focused on organizational efficiency, often aligned with capitalist interests, while overlooking the socio-historical forces shaping worker experiences, particularly related to race, gender, and class. By introducing the concept of worker subjectivity, the article calls for a reimagined industrial–organizational psychology that integrates critical perspectives from psychology and management studies to better understand how workers navigate their identities and agency within broader socio-political structures. The author emphasizes the need to address the emotional and psychological dimensions of worker experiences, especially in the South African context marked by the legacies of colonialism and apartheid. By focusing on worker subjectivity, industrial–organizational psychology can move beyond traditional quantitative methods and engage with the complexities of workplace inequality. This approach aligns industrial–organizational psychology with the broader mission of the Psychological Society of South Africa to promote socially just and inclusive practices. The article also calls for interdisciplinary collaboration and the reformation of industrial–organizational psychology education to better equip practitioners with the tools needed to address the realities of post-apartheid workplaces.

An unsupervised machine learning-based profile system of Chinese researchers

The construction of researcher profiles is crucial for modern research management and talent assessment. Given the decentralized nature of researcher information and evaluation challenges, we propose a profile system for Chinese researchers based on unsupervised machine learning and algorithms. This system builds comprehensive profiles based on researchers’ basic and behavior information dimensions. It employs Selenium and Web Crawler for real-time data retrieval from academic platforms, utilizes TF-IDF and BERT for expertise recognition, DTM for academic dynamics, and K-means clustering for profiling. The experimental results demonstrate that these methods are capable of more accurately mining the academic expertise of researchers and performing domain clustering scoring, thereby providing a scientific basis for the selection and academic evaluation of research talents. This interactive analysis system aims to provide an intuitive platform for profile construction and analysis.

Productivity, the humanization of work, and the future of labor: insights from industrial psychology in late socialist Yugoslavia and Romania

ABSTRACT Industrial psychology in socialist Yugoslavia and Romania is a relevant source for both labor history and the history of science/intellectual history. In this paper, we lay down the intellectual and institutional foundations of the discipline in the two contexts, including the envisaged roles for industrial psychologists working in factories and plans for expanding the profession. We argue that industrial psychologists defined the pursuit of labor productivity on the shopfloor as not just a matter of economic calculation, but also as a matter of workers’ self-realization. Their perspective on workers went beyond the measurement of their abilities and skills, taking into consideration personality features as well as inter-personal relations. In research conducted to support creativity and battle monotony at work, industrial psychologists also broadened the understanding of labor efficiency to encompass the pursuit of workers’ satisfaction. We show that research in industrial psychology was part of a broader drive to theorize work and the future of labor under socialism. Discussions of issues such as the scientific-technological revolution, the second industrial revolution, AI, cybernetization, automation, and narcomania, which we analyze in the final part of the paper, represent a rich source of Marxist intellectual reflection on the topic of labor in late socialist Eastern Europe.

Crafting an ultrashort workplace incivility scale and determining cutoffs for varied risk levels through item response theory

Workplace incivility (WI), characterized by disrespectful or rude behavior in the workplace, is linked to poor mental health and overall well-being. The Workplace Incivility Scale (WIS) is a popular 7-item measure for assessing WI. There is a current need for an ultrashort conceptually clear version of the WIS. In addition, the cutoffs for varied at-risks of WI, requiring intervention, remains unknown. Using data from 426 employees across diverse organizations, we employed item response theory (IRT) to create an ultrashort WIS and establish cutoffs for high, moderate, low, and at-not risk of WI. Confirmatory factor analyses were utilized to validate WIS construct validity. In supporting convergent validity, WIS was correlated with workplace bullying and poor health-related quality of life. All items demonstrated adequate severity threshold parameters with very high discrimination and good reliability parameters except for item WIS7. We successfully developed an ultrashort and valid 3-item WIS, specifically comprising items WIS2–4, and identified cutoffs for varying levels of WI risk. This streamlined measure aims to reduce response burden and foster a healthier organizational culture. In essence, cutoff points streamline the classification process, allowing for quicker and more standardized identification of at-risk employees. This concise, valid, and reliable ultrashort WIS holds potential for use in intervention studies conducted by organizational and occupational health psychologists, ultimately promoting employee well-being and cultivating a positive workplace environment. The current study further advances the existing theoretical framework rooted in the social interactionist perspective by delineating WI as a distinct and independent construct.

Rehabilitating Workers Aged 55 and Over: Professionals' Perspectives and Solutions.

Work disability affects a growing number of workers aged 55 and over (W55 +). While rehabilitation programs have demonstrated efficacy for workers with an average age of 42, they often have not been designed to meet unique needs of aging workers. This study aimed to describe the difficulties encountered by work rehabilitation professionals and explore their solutions for improving services offered to W55 + . This study used a simple descriptive design with purposive sampling. Occupational therapists, physical therapists, and psychologists were mainly recruited in private clinics. An interview guide based on the Work Disability Paradigm was piloted and used with the participants. Qualitative interviews were conducted with work rehabilitation professionals and then transcribed. A thematic analysis was performed. The sample consisted of fifteen participants (average age 38years) with near equal representation across genders and disciplines. Difficulties were identified in relation to the (1) characteristics of W55 + , (2) work environment, (3) compensation system, and (4) communication among stakeholders. Five solutions were proposed to improve the services offered: provide healthcare professionals with access to tools and training, implement communication mechanisms, integrate a return-to-work coordinator, develop a joint action plan for managing W55 + , and implement an integrative prevention approach in workplaces. Our results represent a first step in mapping various stakeholders' needs to ensure better support for W55 + with work disabilities. These results delineate a roadmap for future research that should expand upon these stakeholders' perspectives to provide a more comprehensive description of their needs and potential solutions.

Innovative player evaluation: Dual-possibility Pythagorean fuzzy hypersoft sets for accurate international football rankings

This study introduces an advanced approach for ranking international football players, addressing the inherent uncertainties in performance evaluations. By integrating dual possibility theory and Pythagorean fuzzy sets, the model accommodates varying degrees of ambiguity and imprecision in player attributes. Additionally, the use of hypersoft set theory enriches the analysis by capturing the multifaceted nature of player evaluations. The proposed aggregation operators refine the synthesis of diverse information sources, leading to a comprehensive and nuanced assessment. This research significantly enhances player evaluation methodologies, providing a more adaptable framework for a fair assessment of international football talent. A practical example illustrates the application of dual-possibility Pythagorean fuzzy hypersoft sets (DP-PFHSS). A numerical technique is proposed for solving multi-criteria decision-making (MCDM) challenges with known dual possibility information using the proposed aggregation operators. This decision-making algorithm effectively determines a football player's worth, contributing to the overall ranking and evaluation process. The approach aids in scouting and recruitment by facilitating talent identification and informed player signings. Graphical analysis, comparing existing and proposed methods using average and geometric operators, demonstrates the superiority of the proposed approach in the players evaluation, indicating that F1 is in the top ranking.

The Face of Autism in Israel.

This article seeks to offer a comprehensive perspective on autism in Israel, aligning with global reports. It aims to serve as a foundational resource for policymakers in developing relevant support and point to unmet needs. The data was drawn from publications by Israeli government authorities and academic publications. In 2022, the prevalence of child and adolescent autism in Israel was approximately 1.13%, with a male-to-female ratio of 4:1, and an annual increase of 23%, particularly among young children. In Israel, the diagnosis of autism follows the DSM-5 guidelines and is conducted by a physician and a psychologist specializing in autism. Typically, diagnosis is at age 2. The autism intervention approaches prevalent in Israel are consistent with those that are globally accepted. Children with autism are entitled to special education services adapted to their needs and developmental levels. The legally established package of services for children with autism includes sessions with occupational therapists, speech-language pathologists (SLPs), physical therapists, psychologists, and social workers. Children and adults with autism are eligible for disability allowance along with support regarding residence, educational programs, and employment opportunities. Nonetheless, underdiagnosis and low accessibility to services are common in minority populations and rural areas. Furthermore, in recent years, services for autistic individuals have declined. This decline, particularly considering the ongoing rise in the prevalence of autism, pose significant challenges for Israeli government authorities in ensuring that autistic persons receive appropriate support.

Quantifying the scientist–practitioner gap: How do small business owners react to our academic articles?

Abstract Much ink has been spilled on the scientist–practitioner gap, that is, the apparent divide between knowledge published in academic peer-reviewed journals and the actual business practices employed in modern organizations. Most prior papers have advanced meaningful theories on why the gap exists, ranging from poor communication skills on the part of academics to paywalls and other obstacles preventing the public from accessing research in industrial-organizational psychology (I-O). However, very few papers on the scientist–practitioner gap have taken an empirical approach to better understand why the gap exists and what can be done about it. In our focal article, we specifically discuss the gap as it pertains to small businesses and present empirical data on the topic. Drawing from our experiences working with and in small businesses before entering a PhD program, we suggest that a primary reason for the existence of this gap is the differences between large and small businesses, and we advance two theory-driven reasons for why this is the case. Next, we compiled abstracts and practical implications sections from articles published in top I-O journals in the past 5 years, then we collected ratings and open-ended text responses from subject matter experts (i.e., small business owners and managers) in reaction to reading these sections. We close by recommending several potential perspectives, both for and against our arguments, that peer commentators can take in their responses to our focal article.

Uncomfortable Truths about Industrial-Organizational Psychology

Uncomfortable Truths about Industrial-Organizational Psychology

EXPLORANDO AS PERSPECTIVAS DA PSICOLOGIA ORGANIZACIONAL NAS ROTINAS ADMINISTRATIVAS DENTRO DAS ORGANIZAÇÕES

The study addressed here explores the evolution and importance of Organizational and Occupational Psychology over time, highlighting the lack of clarity in initial conceptions of human beings in organizations and the concept of work. Currently, Organizational Psychology aims to understand the worker and promote human dignity in work relationships, representing a significant transformation in perspective over the years. Noted, in the face of rapid changes in the work context, the role of Organizational and Occupational Psychology has expanded beyond simple personnel assessment and selection. The approach has evolved, incorporating aspects such as interests, motivations, employee satisfaction, and the development of systems and teams focused on safety, health, comfort, and productivity. Currently, organizational psychologists play crucial roles in practices related to mental health at work, training planning, and staff development, in addition to addressing labor issues such as stress reduction, absenteeism, retirement, and the inclusion of individuals with disabilities in appropriate positions. The role of psychologists in organizations is summarized as being facilitators and consciousness raisers for various groups in the institution, considering the health and subjectivity of individuals, business dynamics, and integration into the broader context of the organization. The activities performed by organizational psychologists, grounded in psychological techniques and instruments, have the potential to promote not only the company’s development but also the individual growth of workers and a positive impact on society. In summary, the text provides a comprehensive view of the evolution and role of Organizational and Occupational Psychology, highlighting adaptation to changes in the work environment and the increasing complexity of labor relations. By exploring the perspectives of Organizational Psychology in Administration, we understand how this discipline plays a crucial role in the effective management of organizations, positively influencing not only the individual aspects of employees but also the overall functioning and sustainability of companies.

Family bonds at risk: The spillover effects of workplace ostracism in the parent–child relationship

AbstractObjectiveThis study aimed to bridge the gap between occupational psychology and family psychology by exploring whether and how social connections in the workplace can lead to changes in family relations.BackgroundAmid intensified competition, workplace ostracism has become prevalent. However, its negative impacts on children, a vulnerable group within the family, have been largely neglected.MethodA cross‐sectional survey was conducted on a sample of 673 working parents from multiple companies, along with their children. This enabled us to examine the impacts of workplace ostracism on the parent–child relationship based on both parents' and children's data, with a specific focus on the mediating role of emotional exhaustion.ResultsThe consistent findings obtained from parents' and children's relationship ratings revealed that parents' reported workplace ostracism predicted parent–child conflict positively and parent–child closeness negatively. Parents' emotional exhaustion only partially mediated the relationship between workplace ostracism and parent–child conflict, whereas its mediation effect between workplace ostracism and parent–child closeness was found to be insignificant.ConclusionThe spillover effect of workplace ostracism can exacerbate conflicts and reduce closeness between parents and their children. Emotional exhaustion acts as the underlying mechanism linking workplace ostracism to conflict but not to closeness.ImplicationsPrograms designed to foster better intraorganizational relationships and promote individual emotion regulation skills may ultimately benefit family harmony.

Multidisciplinary care in Parkinson’s disease

Parkinson’s Disease (PD) is a multifaceted and progressive disorder characterized by a diverse range of motor and non-motor symptoms. The complexity of PD necessitates a multidisciplinary approach to manage both motor symptoms, such as bradykinesia, gait disturbances and falls, and non-motor symptoms, including cognitive dysfunction, sleep disturbances, and mood disorders, which significantly affect patients’ quality of life. Pharmacotherapy, particularly dopaminergic replacement therapy, has advanced to alleviate many symptoms. However, these medications can also induce side effects or aggravate symptoms like hallucinations or orthostatic dysfunction, highlighting the need for comprehensive patient management. The optimal care for PD patients involves a team of specialists, including neurologists, physical and occupational therapists, speech-language pathologists, psychologists, and other medical professionals, to address the complex and individualized needs of each patient. Here, we illustrate the necessity of such a multidisciplinary approach in four illustrative PD cases with different disease stages and motor and non-motor complications. The patients were treated in different treatment settings (specialized outpatient clinic, day clinic, inpatient care including neurorehabilitation). The biggest challenge lies in organizing and implementing such comprehensive care effectively across different clinical settings.

SUPERVISORS’ CONFLICT RESOLUTION STRATEGIES: THE MISSING LINK BETWEEN CONFLICT TYPES AND EMPLOYEES’ BEHAVIORS

Conflict is inevitable in the workplace. Studies found conflicts in the workplace tend to contribute negative effects on employees’ positive behaviors. However, conflict is not always bad, it depends on the conflict types and the conflict resolution strategies. In this conceptual paper, the missing picture of the relationship between conflicts, conflict resolution strategies, and employees’ positive behaviors will be discussed. Understanding the relationship between these variables enables us to have a better knowledge of how the conflict affects employee behaviors. And, the knowledge will benefit industrial and organizational psychologist, workplace counselors and human resource manager.

Student’s motivations behind not pursuing industrial/organizational psychology

Industrial organizational psychology is one of the most dynamic areas of psychology yet it is usually not the first choice of graduate students when it comes to choosing a specialization. The present study is the first of its kind and aims to understand the perspective of the students behind this phenomenon. This qualitative study was done in two phases. The first phase generated initial themes based on a brainstorming session with graduate students of psychology (n = 15) at a Central University in India. The themes were analyzed and used to formulate a semi-structured interview, which formed the second phase, and in which students (n = 15) participated. Conventional content analysis was used to analyze the transcribed data following which key themes and subthemes were generated. Key themes of practicality, interest, and personality and motivation were found to be the key factors behind students not opting for industrial organizational psychology and choosing other fields like clinical psychology. The participants likely perceived a mismatch between them and the characteristics and demands of the I/O (Industrial/Organizational Psychology) in the organizations, which is seen in terms of P-E fit (person-environment fit), P-O fit (person-organisation fit), as well as P-J fit (person-job fit). Moreover, there is a subconscious need for self-presentation that motivates students to not opt for a field where they feel they might make mistakes or be criticized.

Advancing occupational psychology in Scotland

Advancing occupational psychology in Scotland

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.

Exploring presenteeism trends: a comprehensive bibliometric and content analysis.

This research will conduct a bibliometric and content analysis of presenteeism from 2000 to 2023. It aims to investigate publication trends, authorship patterns, and significant publications by using presenteeism conceptualizations, measurements, determinants, consequences, and interventions analysis. The study provides valuable insights for researchers, practitioners, and policymakers about understanding and addressing workplace presenteeism issues. The research involved conducting a bibliometric study to analyze presenteeism publication trends, authorship patterns, and significant publications. It also explored the evolution of presenteeism research over time, identifying contributing countries, institutions, and writers. The interdisciplinary nature of presenteeism research was emphasized, covering occupational health, psychology, management, and public health. The researchers have used VOS Viewer and R Studio (biblioshiny) for this study. The study identified several elements influencing presenteeism, such as health issues, work-related factors, organizational culture, and individual characteristics. It further examined the impact of organizational policies, leadership support, employee assistance programs, and health promotion activities in reducing absenteeism and enhancing employee well-being. These findings highlight the importance of addressing these factors to mitigate presenteeism issues and promote a healthier work environment. This research identified deficiencies in presenteeism research and provided recommendations for future investigations in this field. It emphasized the need for standardized measures and methodologies, longitudinal studies to understand causality, and industry- and population-specific interventions. These insights can guide future research directions and interventions to address presenteeism issues in a rapidly changing work and research landscape.

Role of an organizational psychologist in improving and accelerating work engagement

Purpose-. Work is an integral part of human life, where progress and productivity are more expected or demanded but an employee’s mental health is rarely considered a priority. Therefore, the purpose of this study is to highlight the significance of placing an organizational psychologist at the forefront of workplaces, to encourage the mutual wellbeing of individuals and organizations. Approach- This is a conceptual paper that builds upon a thorough review of existing conventional management theories to identify key cracks in knowledge about the importance of organizational psychologists to deal with a diverse range of social and behavioral issues within organizations considering common psychological safety at work. We start by conducting a content analysis of a few articles in the field that discuss the ‘why’ for organizational psychologists under work climate and continue with the strategies that can help organizations in reducing work-related stressors and improving social working conditions, and training. Findings- This study proposes a model that can be used to consider individual (employee) and situational (organizational) psychological wellness by underlining the direct interaction of organizational psychologists in managing human resources. The model of this study elucidates that collective wellbeing relies equally on organizational support teams (HR) and organizational psychologists through collective mindfulness. Originality/Value- Many studies are conducted in different countries with different perspectives of the organization and HR, where the role and importance of the organizational psychologist or psychologist in the organizations were highlighted, yet the concept is still blurry in Pakistan, and thus, this study is a novel contribution in a geographical context. Keywords- Psychology, Organizational psychologist, Employee wellbeing, Corporate wellness, Organizational development Paper type- Conceptual Paper

Mental health and wellbeing of Intensive Care Unit (ICU) staff: An occupational psychology perspective

Through the lens of occupational psychology, this article sheds light on the mental health and wellbeing of staff working in intensive care units (ICUs), a vital component of healthcare. The article begins by discussing the work-related challenges encountered by ICU staff, including emotional burdens and poor working conditions, and the potential implications on mental health and patient care. It then delves into the specific effects of the Covid-19 pandemic on the mental health of ICU staff. The Job Demands-Resources model is presented as a framework to understand the interplay between the various working conditions of ICU staff and their effect on mental health outcomes. Finally, the article highlights the importance of developing tailored and whole-system interventions grounded in occupational psychology to address the work-related challenges faced by ICU staff and enhance their wellbeing..