Industrial And Organizational Psychology Research Articles

Psicología organizacional crítica frente a los efectos del neoliberalismo cultural. Una problematización de aspectos prácticos y epistemológicos

Este artículo analiza la problematización de los aspectos prácticos y epistemológicos relacionados con la configuración de una psicología ocupacional crítica y relevante en el contexto del neoliberalismo cultural. Utilizando un enfoque empírico inductivo y una estrategia de revisión bibliográfica fundamentada en el análisis crítico de enunciados teóricos y autores, sustenta que la psicología organizacional debe reforzar su carácter crítico y pluridisciplinario en el abordaje conceptual y metodológico de la realidad organizacional, sin conformarse con el estatuto de una disciplina profesionalmente más vinculada a los designios ideológicos del gerencialismo. El artículo concluye evaluando los desafíos de la psicología frente a las prácticas gerenciales que, en nombre de la sobreproducción, la eficiencia y el cambio intemperante, están siendo aprehendidas como una virtud en la narrativa empresarial moderna.

The Development of the Rorschach Test in China

Abstract. This article summarizes the development and research status of the Rorschach Test in China as comprehensively as possible. The development of the Rorschach Test in China can be divided into two stages: the initial stage and the developing stage. At the initial stage the research mainly includes: introduction and localization of the Rorschach Test, studies on schizophrenia, and the measurement of intelligence and personality. In the developing stage the research mainly includes: spreading and localization of the Rorschach Test, the variables, indices, and derivative scales, clinical psychology, talent assessment, combination with eye movement techniques, the Group Rorschach Inkblot Test, and reviews. Based on the domestic development and research status of the Rorschach Test, the article also summarizes the achievements and issues present in existing studies and puts forward the prospect of researching the Rorschach Test in China.

An Exercise for Conveying Equal Employment Opportunity Concepts for Industrial-Organizational Psychology Courses

Background: Equal employment opportunity guidelines and concepts are important for increasing equity in the workplace. Given the large number of undergraduate students currently in or entering the workforce, it is critical to convey these concepts in a manner that increases student understanding of appropriate organizational behavior. Objective: We present and discuss an exercise and corresponding in-class discussion aimed at conveying equal employment opportunity concepts to undergraduate students. Method: An exercise was developed using vignettes based on cases that demonstrate key equal opportunity concepts. Student understanding of equal employment opportunity was assessed pre- and post-exercise. Results: Overall, the post-exercise measures suggested greater student understanding of equal employment opportunity concepts in comparison to their pre-exercise understanding. Conclusion: The exercise described herein is an impactful and effective means of engaging students in content related to equal employment opportunity. Teaching Implications: Instructors can use this active exercise in their courses to aid students in their understanding of equal employment opportunity concepts. As a result, students’ knowledge of equal employment opportunity may encourage them to combat and prevent occurrences of discrimination in the workplace.

Examining the criterion-related validity evidence of LinkedIn profile elements in an applied sample

As social media use has grown over the past decade, both academics and practitioners have increasingly debated the appropriateness of using data from social networking sites in hiring contexts. Although the use of social media in recruitment and staffing processes has become commonplace, a corresponding increase in empirical investigations of this practice has not been achieved. Now more than ever, industrial-organizational (I–O) psychologists and data scientists are well positioned to offer evidence-based insights regarding this common practice. Despite being the most widely used professional social networking site, validity evidence of the relationship between LinkedIn profile elements and organizationally relevant criteria remains equivocal, and researchers have specifically called for more work on LinkedIn as the basis for social media assessments. Using a field sample of financial services professionals, the present study seeks to examine the criterion-related validity of LinkedIn incumbents' professional profiles (n = 486) using objective sales performance metrics. In addition to potential privacy and ethical concerns, and with few exceptions, the results largely suggest that LinkedIn profile characteristics are not strongly correlated with organizational metrics. Potential uses, recommendations, and limitations based on the criterion-related evidence are discussed herein.

Impact of Workplace Conflicts on Self-Reported Medically Certified Sickness Absence in Latvia.

Sickness absence is one of the most important working population health indicators. It is a complex phenomenon that is investigated by health care and occupational health specialists, economists, and work psychologists. Sickness absence is used as a predictor for morbidity and mortality, but besides the health status of an individual, sickness absence is influenced by demographic, socio-economic factors, and work environment factors. Conflicts at work are a common psychosocial risk factor that can affect sickness absence. The aim of the study was to investigate the association between different types of workplace conflict and self-reported medically certified sickness absence using cross-sectional survey data pooled from four periodic national surveys—Work conditions and risks in Latvia (2006–2018). The sample is representative of the working population of Latvia, as respondents were randomly drawn from different regions and industries. In total, the study sample (n = 8557) consisted of employees between 16 and 80 years old (average 42.8 +/− 12.6) of which 46.2% were males and 53.8% were females. Researchers used the computer-assisted personal interviewing (CAPI) method for collecting data. The association between workplace conflicts and sickness absence was analysed by using binomial logistic regression and calculated as odds ratios (OR) with 95% confidence intervals (CI), with adjustment for gender, age, education and survey year. The risk of sickness absence was higher among women (OR = 1.24, CI 1.13–1.35), employees aged 25–44 years old and employees with higher income. Controlling for socio-demographic factors and survey year, the odds of sickness absence increased significantly for all types of workplace conflict analysed. The strongest association with sickness absence was related to conflicts between managers and employees (OR = 1.51, CI 1.37–1.66) and conflicts between groups of employees (OR = 1.45, CI 1.31–1.61). Conflicts between employees and with customers also increased the odds of sickness absence (OR = 1.39, CI 1.27–1.52 and OR = 1.11, CI 1.01–1.23, respectively). Our findings suggest that tailored interventions at a company level for reducing workplace conflicts as risk factors of sickness absence are required. Those should focus on the improvement of managers’ leadership and human resource management skills.

Flourishing in trying circumstances: A hermeneutic phenomenological exploration of volunteer well-being

Orientation: Owing to the reliance on volunteer labour for their success, the behaviour and attitudes of volunteers is of central concern to non-profit organisations (NPOs). To optimise volunteer functioning and retention in a unique and challenging work context, it is necessary to understand their well-being. Research purpose: The objective of this study was to explore the work–life experiences of volunteers to better understand the manifestations of well-being in the volunteering work context. Motivation for the study: Because of the unique and challenging work setting that constitutes volunteering, and the important contribution volunteers make to society and the economy, research is needed from an industrial and organisational psychology (IOP) perspective on the well-being of volunteers. Research approach/design and method: This study was directed by a hermeneutic phenomenological methodology. Eight volunteers from an NPO operating in the South African provincial health sector participated in in-depth interviews. The data obtained were analysed using a six-stage theoretical thematic analytical process. Main findings: Guided by ‘flourishing at work’ as the theoretical framework, four themes were co-constructed from the data: learning and growing in competence, demonstrating an engaged state of mind, exhibiting emotional well-being and feeling socially integrated and connected . Practical/managerial implications: The results of this study may assist NPOs in developing context-specific interventions aimed at managing and enhancing well-being in volunteers. Contribution/value-add: This study contributes to the body of knowledge on the well-being of volunteers, who are considered a distinct workforce in the field of IOP.

Chief Executive Officer Succession and Board Decision Making: Review and Suggestions for Advancing Industrial and Organizational Psychology, Human Resources Management, and Organizational Behavior Research

We conduct a comprehensive review of the chief executive officer (CEO) succession literature and update a CEO succession typology that incorporated manuscripts published through 2014. Our review illustrates that most of our understanding of succession and related processes stems from research based primarily in macro research traditions. We highlight ways that scholars can develop deeper understandings of CEO successionprocesses by capitalizing on knowledge and practices that are visible from more micro lenses such as industrial and organizational (IO) psychology, human resources (HR), and organizational behavior (OB). Specifically, we advocate applying lessons about recruitment, training, fit, culture, selection, turnover, human capital resources, and decision making from IO psychology, HR, and OB research to extend our understanding about CEO succession and board decision making.

Vocational rehabilitation to enhance return to work after trauma (ROWTATE): protocol for a non-randomised single-arm mixed-methods feasibility study

BackgroundTraumatic injuries are common amongst working-age adults. Survivors often experience physical and psychological problems, reduced quality of life and difficulty returning to work. Vocational rehabilitation improves work outcomes for a range of conditions but evidence of effectiveness for those with traumatic injuries is lacking. This study assesses feasibility of delivering a vocational rehabilitation intervention to enhance return to work and improve quality of life and wellbeing in people with at least moderate trauma to inform design of a definitive randomised controlled trial (RCT).MethodsNon-randomised, single-arm, multi-centre mixed-methods feasibility study with nested case studies and qualitative study. The case studies comprise interviews, observations of clinical contacts and review of clinical records. The qualitative study comprises interviews and/or focus groups. Participants will be recruited from two UK major trauma centres. Participants will comprise 40 patients aged 16–69 with an injury severity score of > 8 who will receive the intervention and complete questionnaires. Interviews will be conducted with 10 patients and their occupational therapists (OTs), clinical psychologists (CPs), employers and commissioners of rehabilitation services. Fidelity will be assessed in up to six patients by observations of OT and CP—patient contacts, review of patient records and intervention case report forms. OT and CP training will be evaluated using questionnaires and competence to deliver the intervention assessed using a team objective structured clinical examination and written task. Patients participating in and those declining participation in the study will be invited to take part in interviews/focus groups to explore barriers and facilitators to recruitment and retention. Outcomes include recruitment and retention rates, intervention fidelity, OT and CP competence to deliver the intervention, experiences of delivering or receiving the intervention and factors likely to influence definitive trial delivery.DiscussionEffective vocational rehabilitation interventions to enhance return to work amongst trauma patients are urgently needed because return to work is often delayed, with detrimental effects on health, financial stability, healthcare resource use and wider society. This protocol describes a feasibility study delivering a complex intervention to enhance return to work in those with at least moderate trauma.Trial registrationISRCTN: 74668529. Prospectively registered on 23 January 20

Harmful events and misconducts in financial organizations: Human biases and root causes

We conduct a large scope field investigation of 19 major incidents in 19 large European insurance and banking institutions, based on 116 post-event interviews with managers and top executives over a two-year period. We demonstrate the power of the Root Cause Analysis (RCA) method for detecting human biases documented by the behavioral finance, the organizational behavior and occupational psychology literatures. These biases constitute key operational risk factors these organizations. We find that organizational biases (such as a breach of psychological contract) take center stage as root causes of incidents in these organizations. We also find that banks are more exposed to emotional biases (fear and greed) and insurance companies more subjected to cognitive conservatism as root cause biases. This research has direct implications regarding how banks and insurance companies may cope with regulations that put a greater emphasis on measuring and controlling operational risk and specifically misconduct risk.

Crítica de la psicología, trabajo y la pandemia de Covid-19

Ante la pandemia de Covid-19 causada por el vírus SARS-CoV-2 que puso a los trabajadores de la región lationamericana en una condición de mayor vulnerabildad, en este artículo se consideran algunas de las respuestas proporcionadas por la psicología convencional de corte industrial-organizacional, las cuales han estado caracterizadas por su enfasis técnico y acrítico dirigido a responsabilizar a los trabajadores de la actual situación. Tambien son analizadas las propuestas construidas por la psicología crítica descritas como soluciones colectivas que convocan instancias Estatales, organizacionales, sindicales y gremiales para diseñar intervencinoes que contribuyan a mitigar la situacion de mayor vulnerabilidad laboral. Por último, son consideradas las respuestas derivadas de perspectivas externas a la psicologia que examinan criticamente esta disciplina para mostrar las operaciones de gobierno que son posibles gracias a las intervenciones psicológicas referidas a la contencion de la pandemia. Se señala que la llamada crisis de la crítica estaría permeándose tanto en aquellas psicologías que asumen perspectivas no hegemónicas, como en la crítica misma de la psicología cuando consideran la situación actual.

What factors contribute to the meaning of work? A validation of Morin\u2019s Meaning of Work Questionnaire

BackgroundConsidering the recent and current evolution of work and the work context, the meaning of work is becoming an increasingly relevant topic in research in the social sciences and humanities, particularly in psychology. In order to understand and measure what contributes to the meaning of work, Morin constructed a 30-item questionnaire that has become predominant and has repeatedly been used in research in occupational psychology and by practitioners in the field. Nevertheless, it has been validated only in part.MethodMeaning of work questionnaire was conducted in French with 366 people (51.3% of women; age: (M = 39.11, SD = 11.25); 99.2% of whom were employed with the remainder retired). Three sets of statistical analyses were run on the data. Exploratory and confirmatory factor analysis were conducted on independent samples.ResultsThe questionnaire described a five-factor structure. These dimensions (Success and Recognition at work and of work, α = .90; Usefulness, α = .88; Respect for work, α = .88; Value from and through work, α = .83; Remuneration, α = .85) are all attached to a general second-order latent meaning of work factor (α = .96).ConclusionsValidation of the scale, and implications for health in the workplace and career counseling practices, are discussed.

Geopolitical diversity in Occupational and Organisational Psychology: shaking off historical comforts and confronting real-world challenges

This article explores the limited and myopic theoretical and research resource base of Occupational and Organisational Psychology (OOP), a field which is a major contributor to global management thinking and practice. As a field, OOP has tackled many work-related human challenges. Considerable progress in both theory and practice in nearly 120 years of active engagement with society has led to theories of work, motivation, selection, performance, organisational behaviour, and development. Much of OOP work now informs and interfaces various Human Resource and general management initiatives. These advances notwithstanding, we note a major gap: the lack of diversity in the geopolitical and international sources of OOP theory. This article argues that to migrate theory and research into impactful practice�globally�OOP must engage a deliberate process of fostering alternative, autochthonous, and indigenous knowledge from geopolitical areas which are under-represented. The article proposes corrective actions and agendas which would assist OOP become more diverse and support the growth of Africa�s contribution to global knowledge production in the work and organisational sciences.

Machine Learning and Perceived Age Stereotypes in Job Ads: Evidence from an Experiment

We 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. We find that language classified by the machine learning algorithm as closely related to ageist stereotypes is perceived as ageist by experimental subjects. The scores assigned to the language related to ageist stereotypes are larger when responses are incentivized by rewarding participants for guessing how other respondents rated the language. 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. Institutional subscribers to the NBER working paper series, and residents of developing countries may download this paper without additional charge at www.nber.org.

Studying Workgroup Emotional Climate (WEC) In The Knowledge-Based Companies Of Iran

This study was conducted with the purpose of studying Workgroup Emotional Climate in the Knowledge-Based Companies of Iran. In this study, academic and management experts with expertise in human resource management, occupational psychology, and organizational structure of knowledge-based companies of North Khorasan Province (Iran) were considered as the statistical population. The sampling method of the study was the judgment (expert) sampling method (30 persons). A total of 37 working groups we

Компетентностная модель специалиста по медико-психологической работе в области безопасности дорожного движения

This article is aimed at highlighting the problem of training practicing psychologists for medical and psychological work on the prevention, prevention of accidents and road traffic accidents, as well as a system for assessing suitability for driving a vehicle in the Russian Federation. The analysis of international experience in the development of educational and professional standards within the framework of the model of medical and psychological support for safe mobility is presented. The content of the activities of specialists in the field of traffic psychology is considered, the role of interaction with specialists in the field of transport medicine and transport pedagogy is emphasized. The issues related to the problem of replicating foreign models of training specialists in the field of road safety for modern Russian realities are touched upon. The results of the initial stage of development of the competence model of specialists (based on the Federal State Educational Standard) in the direction of preparation 44.04.02 "Psychological and pedagogical education" of the master's program "Traffic Psychology" are presented.

Beyond Individuals’ Use of Information and Communication Technologies (ICTs): A Multi-level Approach in Research on ICTs

Hu et al. (2020), in their focal article, discussed the past, current, and future of research on information and communication technologies (ICTs) in industrial-organizational (IO) psychology and related research fields. While Hu et al. (2020) mentioned that they “categorize current themes of ICT research […] at the individual level of analysis” (p. 6), they did not provide an explanation for why they focused their review on only individual-level studies. Despite extensive research on how ICTs influence employee attitudes and behaviors (e.g., Gajendran & Harrion, 2007), significantly less attention has been paid to the impact of ICT-use on collective outcomes. Nevertheless, ICT-related policies and practices are applied to a whole team or firm; hence, their impact on team- or firm-level outcomes is worthy of further examination. Given that the current COVID-19 pandemic has forced most organizations to implement telecommuting (Gallup, 2020), we take telecommuting, one of the ICTs discussed in Hu et al. (2020), as an example to illustrate the importance of multi-level thinking in ICT research.

Sensory Integration and Autistic Spectrum Disorder

The theory and practice of sensory integration were developed in the late 1960s by an occupational therapist and psychologist, Dr. A. Jean Ayres [1]. Also, known as sensory processing, it is “the neurological process that organizes sensation from one’s own body and from the environment and makes it possible to use the body effectively within the environment” [1].

Predictive validity of general work ability assessments in the context of sickness insurance.

ObjectiveThe activity ability assessment is a Swedish method for assessing general work ability, based on self-reports combined with an examination by specially trained physicians, and, if needed, extended assessments by occupational therapists, physiotherapists and/or psychologists. The aim of this study was to analyse the predictive validity of the activity ability assessment in relation to future sick leave.DesignAnalysis of assessments in 300 case files, in relation to register data on sick leave.SubjectsPeople on sick leave (n =300, 32% men, 68% women; mean age 48 years; assessment at mean sick leave day 249).MethodsUnivariate and multivariate statistics.ResultsSelf-rated work ability was the only factor with predictive value related to future sick leave. Physicians’ evaluations lacked predictive value, except where the person had a limitation in vision, hearing or speech that was predictive of future decisions by the Social Insurance Agency. No sex differences were identified.ConclusionThe predictive value of the activity ability assessment for future sick leave is limited, and selfrated work ability is more accurate compared with an extensive insurance medical assessment. Self-rated work ability may be more holistic compared with insurance medicine assessments, which may be overly focused on individual factors. A practical implication of this is that the inclusion of contextual factors in assessment procedures needs to be improved.LAY ABSTRACTThis study investigates whether assessments of general work ability (i.e. a person’s ability to work in any job) can predict future sick leave. The assessment method was developed in the Swedish sickness insurance system, and consists of a self-assessment, and assessments by physicians and other healthcare professionals. The results show that assessments generally fail to predict sick leave, with the exception of the person’s own assessment, which is broader and takes more aspects into account. These results can be used to improve assessment methods, where it is especially important to pay attention to a person’s whole situation.

Analyzing Individual Differences in Intervention-Related Changes

Intervention studies can be expensive and time-consuming, which is why it is important to extract as much knowledge as possible. We discuss benefits and limitations of analyzing individual differences in intervention studies in addition to traditional analyses of average group effects. First, we present a short introduction to latent change modeling and measurement invariance in the context of intervention studies. Then, we give an overview on options for analyzing individual differences in intervention-related changes with a focus on how substantive information can be distinguished from methodological artifacts (e.g., regression to the mean). The main topics are benefits and limitations of predicting changes with baseline data and of analyzing correlated change. Both approaches can offer descriptive correlational information about individuals in interventions, which can inform future variations of experimental conditions. Applications increasingly emerge in the literature—from clinical, developmental, and educational psychology to occupational psychology—and demonstrate their potential across all of psychology.

Reform of the classification and evaluation system for scientific and technological innovation talents in the intelligent age

The existing evaluation system of scientific and technological talents is insufficient in classification and evaluation, lacks clear evaluation objectives and evaluation standards, and attaches too much importance to the achievements of scientific and technological talents and lacks the development potential of scientific and technological talents. In this paper, using intelligent era information technology reform of science and technology talent assessment system, to advocate and innovation for the purpose, classification of evaluation objects, evaluation criterion of explicit, the diversification of evaluation subject, evaluation method is scientific, the diversification of evaluation methods, to effectively identify innovative science and technology talents, motivating talents of science and technology innovation power and guide the scientific and technological personnel work to lay the foundation.