Industrial And Organizational Psychology Research Articles

Development and Validation of Jegadeesan and Maimoona Impulsivity Parent Rating Scale (Jam-Iprs) for Adhd Children

Aim: The aim of this study is to develop and validate the Jegadeesan and Maimoona Impulsivity ParentRating Scale (JAM-IPRS) among ADHD Children.ObjectivesO To generate the scale items through focus group discussion.O To identify the appropriateness and relevance of the items through subject matter Expert Rating.O To establish the psychometric properties of developed scale.O To develop norms for developed scale.O To translate the scale items in a two vernacular languages Tamil and MalayalamMethodology: Formulation of 42 statements was done with focus group discussion. The statements are sentto 50 experts in the field of Occupational Therapy, Speech Therapy, Psychologist and Special Educator forvalidating the items. Total of 42 items are validated by the experts. A total of 60 samples (30 normal subjectsand 30 impulsive subjects) were selected for the field trial/ main study those who were under occupationaltherapy management at the age range between 5 – 13 years residing Kerala (Malappuram and Thrissur) andTamilnadu (Erode and Komarapalayam). Samples were selected by using convenient sampling method.Socio-demographic data sheet prepared by investigators were used for collecting information regarding thename of the child, number of siblings, birth order, type of family, parental occupation and parental education.Conclusion: From the statistical analysis the assessment’s Cronbach alpha value is ? = 0.68 to 0.72 whichshows the assessment tool has good internal consistency, reliability. The expert validation was done andgot good relevance or content validity for all the scale items. The Test-Retest Reliability of developed scaleis 0.725. Hence Jegadeesan and Maimoona Impulsivity Parent Rating Scale(JAM-IPRS) can be used toidentify the level of impulsivity for ADHD children.

Psychological Reactance and Beliefs in Conspiracy Theories During the Covid-19 Pandemic: Overview of the Extended Parallel Process Model (EPPM)

Compliance with health protocols plays an important role in minimizing the spread of Covid-19. However, Indonesia is still facing a robust challenge including non-compliance to persuasive recommendations or messages (psychological reactance) and belief in conspiracy theories. Issues related to conspiracy theories and theories had obscured the message for the people to keep their behavior safe from the virus. The Extended Parallel Process Model (EPPM) is a theory that explains how people would obey the messages they received, particularly health messages. Perception of threats and efficacy contribute significantly to the effectiveness of the message people received. In this article, we discussed four psychological conditions that possess the chance to affect society's threats and efficacy to comply with health protocols. These conditions were viewed from social, clinical, and industrial-organizational psychology perspectives. Four solutions to cope with non-compliance tendencies were also proposed. We suggest that these solutions should be applied to strengthen the tendency for people to obey health protocols.

Organizational Citizenship Behaviours - Antecedents, Outcomes & Paradoxes: A Literature Review

Organizational Citizenship Behaviours(OCBs) have asignificant impact on how employees go over and beyondat the workplace and form a competitive edge for theirfirms. Grounded in industrial-organizational psychology,OCBs provide insights for leaders and managers to alignand engage staff to improve organizational effectiveness.While a lot of studies have focused on the benefits ofcitizenship behaviours, there are paradoxes which needmore attention. This paper reviews the literature onOCBs, the antecedents, outcomes and paradoxes whenexcessive OCBs can come in the way of organizationalsuccess.

Pilot Study on the Reliability of the Coach's Eye: Identifying Talent Throughout a 4-Day Cadet Judo Camp.

A typical assumption found in talent identification literature is that different coaches, given the same athletes and circumstances, will identify the same subset of athletes as “talented”. However, while coaches play a major role during talent identification in practical sport settings, there is limited empirical research exploring the processes which underpin this. The purpose of this study was to explore the reliability of “the coach's eye” during the assessment of talent in a group of athletes. Specifically, this project compared inter-coach agreement between nine judo coaches (ages 35.8 ± 10.6 years) with varying levels of experience (12.9 ± 8.9 years) in the evaluation of 24 talented cadet judo athletes (13–15 years) at seven timepoints throughout a 4-day development training camp. Without discussion of their scores with other coaches, coaches provided a single score representing each athlete's “potential for future performance” on an 11-point Likert scale at each timepoint. Scores from each coach were converted into rankings from 1 to 24 to create a normalized scale to facilitate comparison of athletes. Based on their rankings at each timepoint, athletes were placed into one of three evenly distributed groups (high, medium, and low rank). Inter-coach agreement at each timepoint was determined by the number of coaches who ranked each athlete in the same group, categorized at three levels: 50, 75 or 100% agreement. Overall results showed that at completion of the camp, coaches reached 100% agreement on only two athletes, both of whom were in the high rank group. When inter-coach agreement was set at 50%, 15 athletes (62.5%) were placed into like groups. The first timepoint at which coaches were able to differentiate between the majority of athletes was Timepoint 3 (end of day 2). The findings suggest that, in isolation, coaches do not agree on the talent or potential of athletes. This indicates that the “coach's eye” is subjective and variable, and, given the same context, there is poor inter-coach agreement in the identification of talented athletes. In turn, these findings may have significant implications for both future talent identification research and athlete selection processes by sport organizations.

Teaching I-O psychology to undergraduate students: Do we practice what we preach?

AbstractAs industrial-organizational (I-O) psychologists, we have expertise in applying psychological and/or organizational science to the workplace. However, many of us haven’t taken the time to think about how our I-O psychology knowledge can apply to our teaching practice. We walk through some examples of how I-O psychology research can help us be better teachers, and the goal of our paper is to encourage readers to make evidence-based changes to their teaching based on I-O psychology research. We organize our discussion around four areas: training and development, diversity and inclusion, groups and teams, and leadership. Within each, we offer small, medium, and large changes that could be incorporated into classrooms. We hope that readers will be inspired to build on what they do in their classrooms to help students learn about (and be inspired by) our field.

Meta-analytic five-factor model personality intercorrelations: Eeny, meeny, miney, moe, how, which, why, and where to go.

Meta-analysis is frequently combined with multiple regression or path analysis to examine how the Big Five/Five-Factor Model (FFM) personality traits relate to work outcomes. A common approach in such studies is to construct a synthetic correlation matrix by combining new meta-analyses of FFM-criterion correlations with previously published meta-analytic FFM intercorrelations. Many meta-analytic FFM intercorrelation matrices exist in the literature, with 3 matrices being frequently used in industrial-organizational (I-O) psychology and related fields (i.e., Mount, Barrick, Scullen, & Rounds, 2005; Ones, 1993; van der Linden, te Nijenhuis, & Bakker, 2010). However, it is unknown how the choice of FFM matrix influences study conclusions, why we observe such differences in the matrices, and which matrix researchers and practitioners should use for their specific studies. We conducted 3 studies to answer these questions. In Study 1, we demonstrate that researchers' choice of FFM matrix can substantively alter conclusions from meta-analytic regressions or path analyses. In Study 2, we present a new meta-analysis of FFM intercorrelations using measures explicitly constructed around the FFM and based on employee samples. In Study 3, we systematically explore the sources of differences in FFM intercorrelations using second-order meta-analyses of 44 meta-analytic FFM matrices. We find that personality rating source (self vs. other) and inventory-specific substantive and methodological features are the primary moderators of meta-analytic FFM intercorrelations. Based on the findings from these studies, we provide a framework to guide future researchers in choosing a meta-analytic FFM matrix that is most appropriate for their specific studies, research questions, and contexts. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

Applying best practices from industrial-organizational psychology to undergraduate research experiences

Applying best practices from industrial-organizational psychology to undergraduate research experiences

Safety culture transformation-The impact of training on explicit and implicit safety attitudes.

The present paper investigates the changeability of safety culture elements such as explicit and implicit safety attitudes by training. Therefore, three studies with different time frames, training durations, and settings will be presented. In the first study, the short‐term attitude change of students from an international environmental sciences study program was measured after safety training in a chemical laboratory. In the second study, the medium‐term attitude change was assessed after a Crew Resource Management training for German production workers in the automotive industry. In the third study, the long‐term attitude changes were measured after safety ethics training in a sample of German occupational psychology and business students. Different self‐report measures were used to evaluate the training effectiveness of explicit safety attitudes. The change of implicit safety attitudes was assessed by Implicit Association Tests. The results of all three studies revealed a significant training effect on the explicit safety attitudes, but not on the implicit ones. Besides the training effect on the explicit attitudes, there was no effect of time frame (short‐, medium‐, long‐term), training duration (2 h, 2 days, 12 weeks), and setting (chemical laboratory, automotive industry, safety ethics study program) on the attitude change. Based on the results, conceptual, methodological, and practical implications for training effectiveness and safety culture transformation are discussed.

From ideal workers to ideal work for all: A 50-year review integrating careers and work-family research with a future research agenda

Historically, the careers literature, (grounded in vocational psychology) and the work-family literature, rooted in industrial-organizational psychology and organizational behavior (IO/OB), were not well-integrated, developed at separate speeds, and differed in gender focus. Early career studies targeted men's careers, while work-family studies centered on women's careers. Both literatures assumed conformity to an Ideal Worker norm. Looking over fifty years, the goal of our paper is to conduct a review in order to identify commonalities and gaps, and suggest integrative lenses for future research. The 71 studies we identified that addressed both work-family and careers issues clustered into three main approaches: careers studies emphasizing vocational psychology lenses, work-family studies from IO/OB research, and dual-realm focused research that was usually from other disciplines. Surprisingly, two-thirds of the articles were conceptual, suggesting that integration is currently more aspirational than it is reality. Most empirical articles took a trade-off lens, assuming an incompatibility between high dual role investments in career and family, which helps perpetuate ideal worker models. This gendered siloing of work-family and careers issues and the need for studies to address critical integrative problems was observed over fifty years ago in Rosabeth Moss Kanter’s seminal (1977) monograph, an agenda that our review suggests is still largely unrealized today. To guide the next decades' future research, we build on Kanter's prescient agenda, and propose expansion to four integrative lenses: Whole Life Demands-Resources; Linked-Lives of Family Life Course and Career Stages; Diversity, Intities; and Ideal Work in Changing Social, Technological, and Economic Contexts. Our agenda will help advance understanding of the pressing problems that affect the integration of employees' careers and work-family concerns, and the conditions that support the design and implementation of ideal work for all.

Becoming a professional: The five pillars of identification in Occupational Psychology in the UK

This study aims to explore how professional identification occurs in Occupational Psychology (OP) in the UK. Professional identification is a sense of belonging and individual feelings towards a group. In OP, competition for jobs is high and availability of roles with the title of “Occupational Psychologist” is low. Thus, many OPs are self-employed and multiple terms are used to describe the profession. Twenty working individuals, with a BPS accredited entry-level and master’s qualification in OP, participated in narrative interviews. Thematic analysis led to the development of five ‘pillars’ of professional identification: a) education and learning; b) networking; c) managing challenges; d) career-crafting; and e) professional recognition and authenticity. Each of the five pillars have a unique role to play in supporting professional identification in OP. Strong professional identification requires sustained effort in all pillars. Practitioners supporting the careers of Occupational Psychologists, and Occupational Psychologists themselves must develop stronger opportunities for networking and relationship building to enable individual development through multiple and diverse experiences. Furthermore, routes to accredited professional practice must be diversified and a positive rhetoric constructed around the achievement of Chartered status. Suggestions for future research are presented providing clear actions for the practitioner community.

On the Margins: the Challenges of Identifying Domestic Violence in Mental Health Services. Findings of a Qualitative Irish Study

Although the relationship between mental ill health and the experience of domestic violence (DV) is well established, service users frequently report an absence of appropriate professional responses to disclosures. This study explored how professionals in an Irish mental health (MH) setting understand, identify and respond to DV in a multidisciplinary practice context. An exploratory qualitative approach using semi structured focus group interviews was employed. The data consisted of six focus group interviews with occupational therapists, nurses, consultant psychiatrists, junior doctors, social workers and psychologists working in acute MH care (n-27) in Ireland in 2018. Data was analyzed using Braun and Clarke’s Qualitative research in psychology, 3(2), 77-101, Braun and Clarke (2006) six stages of thematic analysis. Study findings suggest that a prevailing medical model along with an exclusive focus on physical forms of violence shaped the [in]visibility of the DV in this practice setting. DV issues were marginalized from MH care due to its construction as a social problem, with resultant patient needs related to DV not considered within the remit of MH services. This disconnected construction was influenced by several factors including training and education, fear, professional roles and team working in a dominant medical model. This study supports the need for conceptual frameworks that do not marginalize issues of DV in the discourse of MH care delivery but provide a foundation for service user centered collaboration across professional disciplines. The potential benefits of trauma informed care models in increasing recognition and response to DV in MH services are indicated by the present study.

Interdisciplinary methodological framework of biomechanics and occupational psychology for MSD prevention

In both France and abroad, musculoskeletal disorders (MSD) remain the most widespread occupational diseases. The scientific literature has established that links exist between the occurrence of MSD and the professional gesture. The aim of this paper is to show how biomechanical analysis helps to create intervention tools implemented in a methodological framework in clinical activity with a view to preventing MSD through analysis of the gesture. The aim of this paper is to analyse how an intervention was conducted within the general methodological framework of occupational psychology using activity-clinic research based on professional gesture analysis and it also benefited from interdisciplinary co-operation with biomechanics. The interdisciplinary methodology employed in relation to eight gravediggers consisted of different steps that included a detailed analysis of the muscular activity of the shoulder and back muscles. The results show that the interdisciplinary methodology makes it possible to widen the potential development zone of the gesture in the gravediggers’ activity by stimulating their professional discussions. The creation of visibility and discussion in the profession of inter- and intra-individual variability has opened up the professional world to new forms of action to prevent MSD.

Mathematics critical and creative thinking skill of student to solve Numerical Methods problems based on strength typology

Talent is a special or more dominant potential or ability possessed by someone who can develop through an intensive training or education process. Strength Typology 30 (ST30) views talent as the role of individuals who have eight clusters, namely: Servicing, Thinking, Reasoning, Elementary, Networking, Generating Idea, Technical, and Headman. This research aims to describe how mathematical creative and critical thinking abilities of students who have dominant talent in cluster thinking, reasoning, and generating ideas. The instrument used in this research was a talent assessment (ST-30) through temubakat.com and a mathematical critical and creative thinking skill test on Numerical Method problems. In this research, one research subject was chosen who has dominant talent in the 3 clusters. The dominant talents of subject CLC in the cluster of thinking, reasoning, and generating ideas are Analyst, Strategic, Creator, and Synthesizer. The results showed that CLC subjects had good mathematical critical, and creative thinking skills. He can conduct all aspects of critical thinking skills (focus, reason, inference, situation, clarity, overview) and aspects of creative thinking ability (fluency, flexibility, originality) in solving Numerical Method problems.

Analysing human activity development through (work)spaces in a human-centered design project for commercial airline pilots

Purpose The purpose of this paper conducts a co-design framework, thanks to different kinds of interviews with expert pilots in different space contexts for each stage of the technical development of the system. Design/methodology/approach To speak about the question of “spaces” and especially spaces in the design process, this paper is focussed on the transdisciplinary design research for commercial airline pilots. This design research combined a “Human-Centred Design” approach (Boy, 2015) with an occupational psychology, including a “Clinic of Activity” perspective (Kloëtzer et al., 2016). It integrates experts within the research process to design a new technological tool for indicating weather conditions in flight (Boulnois, 2018). Findings This study explains how the crossed self-confrontation interview under special space conditions allows dialogue to take place between the designers and the pilots for imagining the future workplace by using an emergent workspace. Practical implications The physical, psychological and social “space” conditions were worked on throughout the design process – including during the work analysis and design testing phases – and were revisited. Originality/value In this way, the occupational psychologist organised the framework for dialogue about the present situation and future workspaces, to anticipate changes in work organisation, enhance inter-professional collaboration and, finally, increase health and safety benefits for pilots, and potentially other workers, at the same time.

Does seeing a psychologist reduce sickness absence due to mental disorders? A quasi-experiment

Abstract Background Mental ill-health in young adults is a major public health and work-life problem. We examined in a quasi-experimental design whether occupational psychologist appointment can reduce subsequent sickness absence due to mental disorders among young Finnish employees. Methods The present study was conducted among 18-39-year-old employees of the City of Helsinki using register data from the City of Helsinki and the Social lnsurance Institution of Finland. We used Wald test to compare the differences in sickness absence days due to mental disorders (ICD-10, F-diagnosed) between those treated (occupational psychologist appointment for work ability support) and the non-treated (no psychologist appointment) during a one year follow-up. The full sample (n = 2156, 84% women) consisted of employees with mental disorder diagnosed sickness absence during 2009-2014. To account for the systematic differences between the treated and non-treated, the participants were matched according to their characteristics (age, sex, occupational class, education, previous sickness absence and psychotropic medication). The matched sample included 886 participants. We excluded those with treatment before the treatment screening time (± 3 months to the end of sickness absence period), non-treated with treatment during the follow-up and those that could not be matched (lack of common support). Results In the full sample, the mean of sickness absence days due to mental disorders was 17.7 (95% CI, 11.4, 24.1) days for those treated (n = 240) and 23.2 (95% CI, 20.5, 25.9) days for non-treated (n = 1916), difference being non-significant. The corresponding figures in the matched sample were (16.8, 95% CI, 9.5-24.1) for those treated (n = 195) and (27.8, 95% CI, 22.6-32.9) for non-treated (n = 691), difference being statistically significant (p = 0.02). Conclusions This quasi-experiment suggests that seeing an occupational psychologist to support work ability may be reduce mental health related sickness absence. Key messages We showed that supporting work ability at an early stage may prevent sickness absence due to mental disorders. More efforts to provide early stage support for maintaining work ability may prove useful in reducing sickness absence rates in younger employees.

Pardon my French: On superfluous journal rankings, incentives, and impacts on industrial-organizational psychology publication practices in French business schools

Pardon my French: On superfluous journal rankings, incentives, and impacts on industrial-organizational psychology publication practices in French business schools

Originals: How Non-Conformists Move the World, by Adam Grant

Our world has been upended bytheCOVID-19 pandemic Racial tensions continue to spill onto the streets and into our newsfeeds while our pre-pandemic concerns over global warming are fanned by news of record temperatures Within this grim new reality, conventional wisdom appears woefully inadequate as we struggle to make sense of things and seek solutions Adam Grant's (2016) book Originals: How Non-Conformists Move the World may just be the lightning rod we need Though written in 2015, it makes the case that a paradigm shift calls for the creative will to challenge the default position Since the status quo is a luxury we can no longer afford, we have to consider alternative ways to look at the world and its ever-growing problems Grant is not only an organizational psychologist at Wharton, but also a best-selling author and an award-winning educator

Chronic pain following stroke: Current treatment and perceived effect

BackgroundChronic pain is common following stroke, however there is little known about the treatments for pain that are being accessed by stroke survivors, nor their perceived effectiveness. ObjectivesThe objectives were to: i) identify the number and type of treatments for pain currently used by stroke survivors with chronic pain; and ii) examine the self-perceived effectiveness of medication and non-medication treatments for pain. MethodsCross-sectional survey. Participants with stroke and self-reported chronic pain completed an online survey that measured demographics, stroke related factors, intensity of pain, treatments for pain, and perceived effect of medication and non-medication treatments for pain. ResultsOf 322 stroke survivors who completed the survey, the majority (90.1%) reported current use of pain treatment(s). Medications were accessed by 257 (79.8%), with the most common being anti-inflammatories (39.8%), anticonvulsants (29.5%) and antidepressants (24.8%). Paracetamol (12.1%) was the most common non-prescribed medication used. Polypharmacy was high, with 129 (40.1%) reporting taking 2 or more medications. Medication treatments were self-reported to be effective in 47.1% of those taking medication. Non-medication treatments were accessed by 208 (64.6%), with Physical Therapy/Physiotherapy being most common (48.1%), followed by Occupational Therapy (15.5%) and Psychology (11.8%). Use of multiple non-medication treatments was reported by 85 (26.4%). Non-medication treatments were reported to be effective by 52.4% of those receiving them. ConclusionsSurvey findings indicate that stroke survivors with chronic pain demonstrate high utilization of pain treatments, despite the perception that treatment is often ineffective. This highlights the need to develop effective pain interventions for stroke survivors.

How can occupational psychology help organisations improve their environmental sustainability?

How can occupational psychology help organisations improve their environmental sustainability?

Refection on our leadership during COVID‐19: challenging our resilience

Refection on our leadership during COVID‐19: challenging our resilience