Industrial And Organizational Psychology Research Articles

P109 Personalised comprehensive care packages for people with rheumatoid arthritis: a survey-based study

Abstract Background/Aims Socioeconomic and clinical factors are closely associated with long-term disease outcomes in rheumatoid arthritis (RA). There is increasing evidence for holistic, targeted management of people with RA, including at first presentation. This study aimed to determine how people with, and those involved in the treatment of RA, benefit from personalised care packages and treatment programmes. Methods An online survey was developed by an expert panel comprising physicians, psychologists, epidemiologists and patients, following three multidisciplinary workshops which included patients. Questions were designed to evaluate participants’ views on multidisciplinary Team (MDT) involvement in the care of patients at early-stage RA and onwards. The online survey underwent extensive revisions by patients and clinicians, before dissemination to patients and healthcare professionals (HCPs) in the UK. Results We received 41 complete responses: 23 (57.5%) rheumatology consultants/trainees, seven (17.5%) rheumatology specialist nurses, five (12.5%) occupational therapists, three (7.5%) physiotherapists, one dietician (2.5%) and one patient (2.5%). 82.9% of respondents agreed that people with RA need access to the same “early” care package (comprising a core MDT) at time of diagnosis. On subsequent clinical reviews, 85.4% of respondents agreed that the care package for people with early RA may need to be tailored to an individual’s clinical, psychological and social needs. 58.5% of respondents confirmed that a standard core packaging with input from a consultant rheumatologist, clinical nurse specialist/patient educator, general practitioner and pharmacist is appropriate for patients with early RA, irrespective of patient or disease-related factors; 36.6% disagreed and 4.9% were unsure. Of those disagreeing with this statement, 36.7% agreed not all of these healthcare professionals are relevant to patient care at time of diagnosis, whilst 53.3% gave another reason and 10% were unsure. 68.3% of participants suggested additional involvement of 1-6 MDT members in patient care, specifically occupational therapists, physiotherapists and psychologists. Other posited that primary care may be included occasionally, and additional MDT members’ expertise in early disease may be overwhelming and require frequent review. There was strong agreement (median 10/10 on Likert scale) for the following two statements: ‘A care package with core members of the multidisciplinary rheumatology team need to be available to people newly diagnosed with RA’; ‘Personalised comprehensive care packages, comprising a core plus various additional members of the multidisciplinary team, need to be offered and adapted according to a person’s individual disease characteristics and socio-economic circumstances’. Conclusion HCPs caring for people with RA overwhelmingly agree with a tailored MDT involvement from an early stage of disease, reviewed regularly and adapted. Care packages need to be personalised to account for bio-psycho-social factors. HCPs need to acknowledge that the “ideal” care package may vary markedly between patients to maximise impact and benefit for patients. Disclosure M. Dey: None. A.D. Busby: None. H. Lempp: None. E. Nikiphorou: None.

Testing the “holy grail” of industrial psychology as a non-recursive bow pattern model in higher education using the PLSe2 method

PurposeThe direction of causality between job satisfaction and job performance (known as the holy grail of industrial psychologists) is undetermined and related research findings in different organizational contexts are mixed. Based on the ample literature, mainly from Western countries, on the relationship between job satisfaction and job performance, a non-recursive bow pattern model was utilized to investigate the direct relationship between these two variables in an Asia–Pacific higher education system.Design/methodology/approachThis study is quantitative in approach and survey in design. Additionally, to meet the statistical requirements of non-recursive bow pattern analysis, the authors added welfare as a theory-driven instrumental variable to introduce exogenous variability. Using the efficient partial least squares (PLSe2) estimator, the authors fitted the model to the data collected from 2008 academics affiliated with Malaysian public universities and polytechnics.FindingsThe results showed that while job satisfaction is considerably influenced by welfare, it is not a significant predictor of job performance directly. In addition, a meaningful positive correlation between the disturbance terms of job satisfaction and job performance was observed, suggesting the existence of other factors that could increase both job satisfaction and job performance. The findings' theoretical and practical implications are discussed, and a list of theory-driven evidenced-based policies in this regard is provided.Originality/valueThis is the first study to test a non-recursive bow pattern model and examine the holy grail of industrial psychology based on the PLSe2 methodology, as a parametric approach to partial least squares (PLS), in a higher education context. This study also provides higher education researchers with the advantages of the PLSe2 method, especially in causal-predictive modeling, in the context of applied higher education research.

Passionate

Passionate

Disagreement between talent scouts: Implications for improved talent assessment in youth football.

Reliable talent identification and selection (TID) processes are prerequisites to accurately select young athletes with the most potential for talent development programmes. Knowledge about the agreement between scouts who play a key role in the initial TID in football is lacking. Therefore, the aim of the present study was to evaluate the agreement within four groups of a total of n = 83 talent scouts during rank assessment of under-11 male youth football players (n = 24, age = 11.0 ± 0.3 years) and to describe scouts' underlying approach to assess talent. Krippendorff's α estimates indicated disagreement of scouts' rankings within all groups of scouts (αA = 0.09, αB = 0.03, αC = 0.05, αD = 0.02). Scouts reported relying mainly on their overall impression when forming their final prediction about a player. Reportings of a consistent, structured approach were less prevalent. Taken together, results indicated that different approaches to TID may be associated with disagreement on selection decisions. In order to overcome disagreement in TID, football organisations are encouraged to establish a more structured process. Future research on the elaboration and benefit of ranking guidelines incorporating decomposed and independently evaluated sub-predictors is recommended to improve the reliability of TID.

Presenteeism Is Reloaded and Ready for Further Research – A Commentary on Priebe, J. and Hägerbäumer, M. (2023)

Presenteeism Is Reloaded and Ready for Further Research – A Commentary on Priebe, J. and Hägerbäumer, M. (2023)

Second Wind: Understanding How Academics from the Philippines Adjust to Retirement

Second Wind: Understanding How Academics from the Philippines Adjust to Retirement

Who Gains Mental Health Benefits from Work Autonomy? The Roles of Gender and Occupational Class

In recent years, improving work autonomy as an important priority in the UK labour market has been shown to enhance employee mental health and well-being. However, previous theories and empirical studies have paid little attention to the intersectional inequalities in the mental health benefits of work autonomy, preventing us from gaining a comprehensive understanding of the mental consequences of work autonomy. By integrating literature from occupational psychology, gender and social class, this study develops theoretical hypotheses regarding whether and how the mental health benefits of work autonomy vary alongside the intersectional axes of gender and occupational class and tests these hypotheses using long-term panel data in the UK (2010–2021). Overall, we find that those from higher occupational class and male employees acquire significantly more mental health benefits from high work autonomy compared with those from lower occupational class and female employees. Moreover, further analyses show significant intersectional inequalities of gender and occupational class. While male employees from all occupational classes gain significant mental health benefits from work autonomy, only female employees from higher (but not lower) occupational classes benefit from work autonomy. These findings contribute to the literature in the sociology of work by demonstrating the intersectional inequalities in mental health consequences of work autonomy, especially for women in the lower occupational class, highlighting the need for a more gender- and occupation-sensitive design in future labour market policies.

Evaluation of Organizational Psychology using GRA Method

Organizational Psychology. Choosing an I/O Psychology Career The primary emphasis of industrial and organizational (I/O) psychologists is employee behavior at work. To enhance safety, performance, communication, and other aspects of the working environment, they employ psychology theories and research techniques. Managers of a company, for instance, can be worried about the high turnover rate in their organization. To ascertain the reason for the high turnover rate, an organizational psychologist may carry out a survey, interview workers, or apply other research methodologies. The primary distinction between the two can be summarised as follows: I/O psychologists examine employee behavior to identify advantages that can maximize employee satisfaction and output advantages and... You might anticipate a rather sizable salary working as an industrial-organizational psychologist. Above-average compensation is one of the main benefits of working as an industrial and organizational psychologist. Through the creation and administration of performance reviews, the identification of skill shortages, and the provision of feedback and recommendations, organizational psychology assists organizations in measuring and managing employee performance. The scientific investigation of people's actions at work and in organizations defines the field of industrial-organizational psychology or I/O psychology. Knowledge of psychology research or business psychology can help those operating in HR improve the performance of their organization. Key tasks for HR professionals include recruitment, performance appraisal, employee engagement, development, and well-being. I/O psychology puts business psychology techniques to use by concentrating on interpersonal as well as workplace issues like engagement and morale. Corporate strategy, stakeholder interactions, market performance, and overall business operations are some of these spheres. The area of psychology known as industrial-organizational psychology is responsible for applying psychological theories and concepts to businesses. I-O psychology, as it is often known, focuses on improving employee physical and mental health as well as other relevant workplace difficulties. I-O psychology has two main objectives: (1) to comprehend how people behave (perform tasks) in a work environment; (2) to explain how an organization may continue to grow and succeed; and (3) to explain how persons can be productive, fulfilled, and rewarded. Aligning the needs of the organization and those of its personnel is the main focus of the psychology subfield known as organizational psychology. It attempts to enhance the living and working environment of employees in order to boost productivity and the effectiveness of the business. Organizational psychology aids companies in evaluating employees' abilities, perspectives, and potential. They work to advance their career and personal development while achieving corporate goals. As a result, they enhance teamwork and provide you a chance to evaluate personalities and working methods.GRA (Gray Relational Analysis) Method, Individual Assessment, Performance Appraisal, Personnel Recruitment, Job Analysis Alternatives Occupational Health Quality Assurance, Modernization, and Organizational Culture Evaluation. Individual Assessment, Performance Appraisal, Personnel Recruitment, Job Analysis. Occupational Health Quality Assurance, Modernization, and Organizational Culture. Performance Appraisal got the first rank whereas Job Analysis had the lowest rank.

Neurodiversity in the workplace: Considering neuroatypicality as a form of diversity

AbstractEstimates suggest as much as 17% of the US workforce may be neuroatypical, a term used to describe individuals whose neurological functioning is at the tail ends of the distribution of naturally occurring variation. Although the neuroatypical population has a history of under- and unemployment, their inclusion in the modern workplace (i.e., promotion of neurodiversity within organizations) is gaining recognition by scholars and organizations as an important dimension of organizational diversity. Despite this burgeoning interest in examining neuroatypicality in the context of organizational diversity, surprisingly little research has been conducted that bridges these two research areas. The literature that does exist is scattered across several different academic disciplines, largely outside of industrial-organizational psychology, and rarely examines the employment of neuroatypical workers explicitly from a diversity perspective. In this article we argue that as the nature of work evolves and jobs continue to become more specialized, neurodiversity will become an increasingly relevant dimension of organizational diversity and is likely to play a key role both in terms of individual employees’ well-being and performance outcomes, as well as organizational success.

A meta-analysis of psychological empowerment: Antecedents, organizational outcomes, and moderating variables

Psychological empowerment (PE) is a subjective, cognitive and attitudinal process that helps individuals feel effective, competent and authorized to carry out tasks. Over the last twenty years, research into PE has reported strong evidence reaffirming its role as a motivational factor in organizational psychology. In this study, the aim is to systematically review, analyze and quantify correlational empirical research focusing on empowerment, as understood by the theory developed by Spreitzer et al. (1995a, b), using meta-analytical techniques. The study also analyses the antecedents and consequences of PE and explores potential moderators of the relationship between this variable and its correlates. The electronic search encompassed studies dating from the publication of Spreitzer's empowerment scale (Academy of Management Journal, 38, 1442–1465, 1995b) up to January 2019. It was conducted in database aggregators, as well as in Metabus, occupational psychology journals and doctoral thesis repositories. Of the 1110 records identified, 94 were included in the meta-analysis. Most of the studies included used purposive or convenience sampling and had a cross-sectional study design. We focused on searching for studies that use a survey analysis approach. We extracted information about effect size (ES) in the associations between PE and its antecedents and consequences, and used the Comprehensive Meta-analysis 2.0 program to carry out the analyses (Borenstein et al., 2005). Effect size was calculated as the Pearson correlation (r), processed using Fisher's Z transformation. A random effects model was used and heterogeneity was analyzed to detect moderator variables. In relation to antecedents, in all meta-analyses, non-significant results were found only for education (r = -.001, CI [-.06, .06]) and organizational rank (r = .10, CI [-.16, .36]). All meta-analyses focusing on the association between psychological empowerment and its consequences returned significant results. Job satisfaction (r = .50) and organizational commitment (r = .51) had the largest effect sizes. Our results suggest which factors may be more important for generating empowerment among employees in accordance with the profession in which they work and their culture of origin. The main novelty offered by our results is that they indicate that age moderates the relationship between empowerment and the majority of the antecedents studied, a finding not reported in other meta-analyses. The present meta-analysis may help encourage organizations to pay more attention to PE, focusing their efforts on improving or strengthening certain structures or factors. Empowerment initiatives or programs focused on employee well-being lead to a workplace in which people are motivated and have a sense of purpose. Our results allow us to recommend interventions that enhance and improve the antecedents of EP. Finally, the present meta-analysis may help encourage organizations to pay more attention to the antecedents and consequences of PE, focusing their efforts on improving or strengthening certain structures or factors.

Adolescent personality development as a longitudinal marker for burnout and happiness in emerging adulthood

This study examined whether individual differences in personality (development) from adolescence to emerging adulthood were associated with burnout and happiness in emerging adulthood. At Time 1 (2009; Mage = 15.7 years), Time 2 (2012), and Time 3 (2015), Belgian participants (N = 329; 43.1% boys) reported on the personality dimensions of extraversion, agreeableness/benevolence, conscientiousness, emotional stability, and openness/imagination. Burnout (exhaustion, disengagement) and happiness (life satisfaction, overall affect) were measured through self-reports at Time 4 (2018). For each personality dimension, except benevolence, higher levels were associated with fewer burnout symptoms. Initial levels of all personality dimensions were related to more happiness. Shallower decreases in extraversion, emotional stability, and stronger increases in imagination were related to fewer burnout symptoms and more happiness. Results indicate the importance of studying personality development as a determinant of later well-being, above and beyond effects of initial levels. Findings offer new insights into the field of personality, occupational, and positive psychology.

Trends in Brazilian Research in Ergology

This article aims to analyze trends in research on Ergology in Brazil published from 1997 to 2019, considering the nature of the publication and the potential impact of the databases in which they are published. Studies related to occupational health indicate the growing influence of Ergology in the understanding of the world of work, a fact evidenced in previous bibliometric research, of lesser breadth and scope of the databases investigated, which is why we intend to cover gaps and broaden the analysis with more up-to-date data. Using descriptors peculiar to Ergology, surveys were conducted in the Web of Science, Scopus and SciELO databases, in journals not indexed to the databases cited, and in academic productions available in the Capes catalog. The projection of Brazil in studies on Ergology was revealed, with the Southeast being the region with the highest concentration of authors and volume of publications. However, the interrelationship between researchers tends to be limited to the institutions in which they work. There is a prevalence of theses and dissertations to the detriment of articles in productions related to Ergology. Publications point to interdisciplinarity - with a predominance of Occupational Health, Education, and Psychology - and tend to feature in vehicles of lesser scientific relevance.

Why We Hate‐Watch: The Role of Nostalgia and Investment in WWE Viewership

Why We Hate‐Watch: The Role of Nostalgia and Investment in <scp>WWE</scp> Viewership

Implementing human factors in anaesthesia: guidance for clinicians, departments and hospitals: Guidelines from the Difficult Airway Society and the Association of Anaesthetists: Guidelines from the Difficult Airway Society and the Association of Anaesthetists.

Human factors is an evidence-based scientific discipline used in safety critical industries to improve safety and worker well-being. The implementation of human factors strategies in anaesthesia has the potential to reduce the reliance on exceptional personal and team performance to provide safe and high-quality patient care. To encourage the adoption of human factors science in anaesthesia, the Difficult Airway Society and the Association of Anaesthetists established a Working Party, including anaesthetists and operating theatre team members with human factors expertise and/or interest, plus a human factors scientist, an industrial psychologist and an experimental psychologist/implementation scientist. A three-stage Delphi process was used to formulate a set of 12 recommendations: these are described using a 'hierarchy of controls' model and classified into design, barriers, mitigations and education and training strategies. Although most anaesthetic knowledge of human factors concerns non-technical skills, such as teamwork and communication, human factors is a broad-based scientific discipline with many other additional aspects that are just as important. Indeed, the human factors strategies most likely to have the greatest impact are those related to the design of safe working environments, equipment and systems. While our recommendations are primarily provided for anaesthetists and the teams they work with, there are likely to be lessons for others working in healthcare beyond the speciality of anaesthesia.

Stereotypes of older workers and perceived ageism in job ads: evidence from an experiment

AbstractWe explore whether ageist stereotypes in job ads are detectable using machine-learning methods measuring the linguistic similarity of job-ad language to ageist stereotypes identified by industrial psychologists. We then conduct an experiment to evaluate whether this language is perceived as biased against older workers searching for jobs. We find that job-ad language classified by the machine-learning algorithm as closely related to ageist stereotypes is perceived by experimental subjects as biased against older job seekers. These methods could potentially help enforce anti-discrimination laws by using job ads to predict or identify employers more likely to be engaging in age discrimination.

Supplemental Material for Amplifying Black Excellence in Industrial–Organizational Psychology

Supplemental Material for Amplifying Black Excellence in Industrial–Organizational Psychology

Exhibition Ergonomics: The Interactive Film and Media Theory of Lillian Moller Gilbreth

ABSTRACT: This article examines the 1910s media pedagogy of Dr. Lillian Gilbreth, industrial psychologist and collaborator of Frank Gilbreth in the development of motion study. Intending to reconcile the incongruities between workers and modern machines, Lillian drew on the psychology of William James to devise the theoretical grounds for the Gilbreths' production and use of moving images. The essay shows how Lillian Gilbreth positioned film as an interactive medium, directing experimental exhibition practices that instantiated mimesis among spectators; treated features of bodily difference as individually addressable and serviceable to productivity; and exploited the human body's predisposition for habituation, and therefore predictability.

Exhibition Ergonomics: The Interactive Film and Media Theory of Lillian Moller Gilbreth

ABSTRACT: This article examines the 1910s media pedagogy of Dr. Lillian Gilbreth, industrial psychologist and collaborator of Frank Gilbreth in the development of motion study. Intending to reconcile the incongruities between workers and modern machines, Lillian drew on the psychology of William James to devise the theoretical grounds for the Gilbreths' production and use of moving images. The essay shows how Lillian Gilbreth positioned film as an interactive medium, directing experimental exhibition practices that instantiated mimesis among spectators; treated features of bodily difference as individually addressable and serviceable to productivity; and exploited the human body's predisposition for habituation, and therefore predictability.

Темпоральная парадигма в концепции Ю.К. Стрелкова (К 80-летию со дня рождения)

Background. Modern development of psychological science in the field of studying work processes and formation of professional skills is impossible without reliance on the fundamental theoretical and methodological foundations of the concept of temporal paradigm developed by Y.K. Strelkov. It is important to analyze the temporal approach in the context of understanding subjectivity not only in relation to the category of time, but also to other important concepts, such as space, energy, movement, which are inseparable from the consciousness and experience of the subject. Objective. The article aims to analyze the development of the main directions of Y.K. Strelkov's scientific thought in the formation of the temporal paradigm of modern psychological science. Another aim is to determine the ways of development of the temporal approach in the context of modern psychological knowledge. Methods. Theoretical, methodological, and comparative analysis of the temporal paradigm of Y.K. Strelkov in the context of modern psychological science. Sample. The material was obtained on a sample of representatives of different professions: aviators, navigators, pilots, drivers, operators, dispatchers, and athletes of various qualifications. Results. Scientific and methodological bases of Y.K. Strelkov's concept formed the basis for the development of engineering psychology, occupational psychology, psychology of sport, transport psychology, psychology of professional skill development. It has laid the basic scientific and philosophical foundations, key concepts of the temporal paradigm in psychology, empirical approaches and research methods in the evaluation of temporal phenomena. Examples of the important role of temporal analysis in different professions are demonstrated. The necessity to elaborate and develop many psychological concepts, models, concepts used in modern psychological science was shown. Conclusion. Further development of modern psychological knowledge in the field of studying professional mastery is possible within the framework of Y.K. Strelkov's temporal paradigm. The ideas formulated by Yuri Konstantinovich formed the basis of modern multifunctional diagnostic-developmental complexes of professional development. Operational and semantic structures of professional experience served as a methodological basis for the concept of "system image representation" in the development of professional skills in athletes.

Political Considerations in Implementing Initiatives to Improve the Mental Well-Being of Employees in the Workplace

Relatively recently governments have begun to show some of the leadership required to incorporate well-being within their calculations about work-related behaviour. This is important not only for fulfilling our individual potential, but also in signalling recognition of the central role of well-being – both physical and psychological – within equations about productivity and performance. This article considers notable national examples of good practice from Denmark, UK and Canada, as well as highlighting a range of organisational factors that help explain slow progress within workplaces, even when government-level support for improving mental well-being of employees already exists. Such organisational factors include political considerations and so this paper shines a spotlight on organisational politics surrounding mental well-being at work. In this way, I describe the potential for practitioners in occupational psychology, health and well-being roles and in human resources to develop further and utilise positive political skills to facilitate positive change. Furthermore, examples of political skills in action at all levels of an organisation are considered, ranging from harnessing the active commitment of senior management teams, to campaigning for appropriate training for middle managers, as well as raising awareness of mental health across all employees in the workplace. There is great potential for positive economic as well as individual health outcomes where organisations give far greater priority to psychological health than previously. The emergence of research-based guidance to improve psychological health at work, as well as recent commitment by some governments around the world to well-being priorities, has signposted new directions for mental well-being in the workplace. What remains concerning is that uptake of such guidance varies and its implementation often lags behind awareness. This paper considers a range of readily applicable and cost-effective organisational strategies which can be championed by practitioners for improving the mental well-being of the workforce, while it also makes explicit the role of political behaviour in seeking improvements to psychosocial aspects of the workplace.