Industrial And Organizational Psychology Research Articles

A National Survey of Conservative Kidney Management Practices for Patients Who Forgo RRT.

Clinical practice guidelines advocate for conservative kidney management (CKM), a planned, holistic, patient-centered approach to caring for patients who forgo initiation of kidney replacement therapy (KRT). Little is known about the extent to which current care practices meet these expectations. We conducted a cross-sectional survey of a national sample of nephrology providers recruited through US professional societies between March-July 2022 and inquired about their experiences with caring for patients who forgo KRT and their capacity to provide CKM. Overall, 203 nephrology providers (age 47±12years, 53.2% white, 66.0% female), of which 49.8% were nephrologists and 50.2% advanced practice providers, completed the survey. Most (70.3%) reported that <10% of their practice comprised patients who had forgone KRT. Most indicated that they "always" or "often" provided symptom management (81.8%), multidisciplinary care (68.0%), tools to support shared decision-making about treatment of advanced kidney disease (66.3%), and psychological support (52.2%) to patients who forgo KRT, while less than half reported that they "always" or "often" provided staff training on the care of these patients (47.8%) and spiritual support (41.4%). Most providers reported "always" or "often" working with primary care (72.9%), palliative medicine (68.8%), hospice (62.6%), social work (58.1%) and dietitian (50.7%) services to support these patients, while only a minority indicated that they "always" or "often" offered chaplaincy (23.2%), physical and/or occupational therapy (22.8%), psychology or psychiatry (31.5%), and geriatric medicine (28.1%). Many nephrology providers have limited experience with caring for patients who forgo KRT. Our findings highlight opportunities to optimize comprehensive CKM care for these patients.

Organizational and occupational psychology: practice and use of assessment instruments and psychological testing

Organizational and occupational psychology: practice and use of assessment instruments and psychological testing

Psychological Factors in Workplace Productivity and Employee Well-Being

The success of a business in today's fast-paced and ever-changing work settings depends on the happiness and efficiency of its personnel. workplace psychology, delving into the complex dynamics at play there and investigating the far-reaching effects on morale and output. This research sheds light on the complex psychological aspects of today's workplaces, specifically on stress, job satisfaction, motivation, and work-life balance. an exhaustive examination of stress in the workplace, acknowledging it as a pervasive and frequently harmful factor. The article delves into the causes and symptoms of stress in the workplace, illuminating how it may harm employees' health and decrease their efficiency. Also included are methods for reducing and managing stress, which may help businesses build workplaces that are good for employees' mental and emotional health.

ԹՄՐԱՀԱՆՑԱԳՈՐԾԻ ԱՆՁԸ ԵՎ ՀԱՅԱՍՏԱՆԻ ՀԱՆՐԱՊԵՏՈՒԹՅՈՒՆՈՒՄ ԹՄՐԱՀԱՆՑԱԳՈՐԾՈՒԹՅՈՒՆՆԵՐԻ ԱՆՀԱՏԱԿԱՆ ԿԱՆԽԱՐԳԵԼՄԱՆ ՈՐՈՇ ՀԱՐՑԵՐ / THE PERSONALITY OF A DRUG OFFENDER AND SOME ISSUES OF INDIVIDUAL PREVENTION OF DRUG CRIMES IN THE REPUBLIC OF ARMENIA

The article presents the results of the criminological research of the personality of a drug offender conducted by the author according to the data of 2017-2022. The results of the author's research show that, in a generalized form, personality of a drug offenders are characterized mainly by a young age (30-49 years), a low educational level, lack of permanent work, the commission of drug crimes mainly for selfish motives, etc. Specified and other results should be taken into account when determining the direction of individual prevention of drug crime, when choosing a method and in solving other issues. The results of the author's research show that the legislation of the Republic of Armenia does not provide an opportunity to carry out individual prevention in full. Therefore, the author proposes to make appropriate legislative changes and additions - expand the range of prevention facilities, regulate in detail the specifics of methods and mechanisms of preventive action. In addition, the author notes that individual warnings, as a rule, involve psychological impact on the relevant object by the method of escape, which cannot be fully implemented by law enforcement officers. Therefore, it is necessary to provide for the positions of psychologists in the territorial police bodies of the Ministry of Internal Affairs and establish legal grounds for involving psychologists in individual preventive work.

Analysis of the staged changes in Occupational Identity Psychology of Flight Attendant Majors

Analysis of the staged changes in Occupational Identity Psychology of Flight Attendant Majors

The Current Situation, Hotspot and Trend of Talent Assessment Research in China—CiteSpace Visualisation Based on CSSCI Source Journals and Peking University Chinese Core Journals

The Current Situation, Hotspot and Trend of Talent Assessment Research in China—CiteSpace Visualisation Based on CSSCI Source Journals and Peking University Chinese Core Journals

Status of Occupational Health and Safety in Nepal: Current Scenario and Strategies for Improvement

Occupational health is a vital aspect of public health that aims to ensure the well-being of workers in various occupations. It encompasses multiple academic fields, such as occupational medicine, nursing, ergonomics, psychology, hygiene, and safety. Despite global efforts to improve occupational health, access to occupational health and safety (OHS) services remains low in many countries, including South Africa, Zimbabwe, Zambia, Botswana, China, and Nepal. This review paper was conducted through an extensive literature review. Databases such as Science Direct, Springer, NepJol, PubMed, and Google Scholar were searched to access a wide range of scholarly articles, research papers, and reports. The findings reveal that occupational workers face various hazards, including exposure to infectious diseases, radiation, hazardous chemicals, noise, and psychosocial risks. In Nepal, workers in industries such as agriculture, construction, and brick manufacturing are particularly vulnerable to these hazards. Lack of proper safety measures, inadequate access to clean drinking water and sanitation, child labor, and physical strain contribute to the high incidence of work-related diseases and injuries among workers. The study also highlights the policies and initiatives undertaken by the government of Nepal to improve occupational health and safety, including the Labor Act of 1992, the Occupational Safety and Health Project, and the Nepal National Building Code. The study emphasizes the urgent need to improve occupational health and safety conditions in Nepal. It highlights the importance of implementing preventive measures, raising awareness, providing training and education, and establishing standards to protect the health and well-being of workers.

OCCUPATIONAL CHARACTERISTICS ASSOCIATED WITH CHRONIC INFLAMMATION: EVIDENCE FROM THE HRS

Abstract There is substantial evidence from the occupational health, psychology, and environmental health literatures to suggest that inflammation is a biologically plausible mechanism through which physical, psychosocial, and environmental occupational characteristics influence risks of several health conditions at older ages. However, there is limited empirical evidence of the linkages between occupational characteristics and biomarkers of inflammation in representative studies of older adults, precluding a thorough understanding of how working conditions affect the distribution of inflammation among the older population. We use data from 1,997 individuals who were aged 51-60 and working for pay in the 2010 wave of the Health and Retirement Study (HRS) to assess how occupational characteristics are associated with a summary measure of chronic inflammation constructed from seven inflammatory biomarkers included in the 2016 HRS Venous Blood Study. In addition to HRS respondents’ reports of their job characteristics, we use data from the Occupational Information Network (O*NET). We use Poisson models to predict the count of high-risk inflammatory biomarkers from occupational characteristics, controlling for age, sex, race/ethnicity, educational attainment, and use of over-the-counter anti-inflammatory drugs. We find that individuals employed in occupations with higher levels of physical demands, higher levels of harmful workplace exposures, and those working long hours have higher levels of inflammation. Higher levels of autonomy or job control were associated with reduced levels of inflammation. These results suggest that common job conditions may contribute to chronic inflammation at older ages.

Mapping Evidence-Based Non-Opioid and Non-Pharmacological Pain Management Modalities Across Minnesota: The Non-Opioid Pain Alleviation Information Network Project.

Objective: The Non-Opioid Pain Alleviation Information Network (NOPAINMN) project was designed to identify, consolidate, and map evidence-based non-opioid and non-pharmacological pain management complementary and integrative health (CIH) modalities for chronic pain management across Minnesota into a searchable and informational website (www.nopainmn.org ). Methods: The Academic Consortium for Integrative Medicine & Health's Pain Task Force White Paper identifying evidence-based research of non-pharmacological pain practice (NPPC) was reviewed and referenced. National and state certifying boards and accrediting organizations for NPPC modalities were accessed to identify Minnesota-based NPPC providers' name, business/health-system affiliation, address, contact information, and credentials. The NOPAINMN website displays these data in a consumer-facing website with searchable fields such as NPPC modality type, and location with varying distances. The website was β-tested by practitioners and stakeholders for optimization. Eight main NPPC modalities and their respective subcategories were identified and mapped: Acupuncture; Integrative Medical Care (Functional medicine consultation and Integrative medicine consultation); Massage Therapy; Mind-Body Therapies (Biofeedback, Clinical Hypnosis, Mindfulness-Based Stress Reduction, and Music Therapy); Movement Therapies (Tai Chi, qigong, and Yoga Therapy); Psychology (Cognitive Behavioral Therapy); Rehabilitative Therapies (Physical and Occupational Therapy); and Spinal Manipulation. Results: All information compiled resulted in 17,155 providers/practitioners. Physical Therapy had the greatest number of reported providers (n = 5224), followed by Occupational Therapy (n = 3792), Psychology (n = 3324), Chiropractic (n = 3033), Acupuncture (n = 591), and Massage Therapy (n = 544). The Resource Map included 56 major health systems, 686 facilities, 2651 solo or private group practices, and 14 academic training schools. With web-based cross-referencing, providers and facilities were affiliated and linked with health systems to produce an interconnected mapping system. β-Testing with patients found that the website was reported as relatively easy to use and informative. Conclusion: The website was created to assist individuals, health care providers, insurance carriers, and health care facilities in finding evidence-based information and resources on NPPC to guide, support, and proactively manage and engage chronic pain patients across Minnesota.

Industrial and organisational psychology Master’s coursework and internship as enabler of employability

Orientation: The general goal of the professional industrial and organisational psychology (IOP) master’s coursework and internship programmes is to enable the qualifying student to contribute to organisational strategic and operational human resource practices and people behavioural dynamics, assessment, and intervention design.Research purpose: The study explored the perceived effectiveness of the professional IOP master’s coursework and internship programmes in qualifying intern psychologists as employable industrial and organisational psychologists (IOPs).Motivation for the study: Internships are a practical way for intern psychologists to operationalise their professional purpose, acquire key occupation-related skills and practise their professional capability in real-world work settings.Research approach/design and method: The sample involved South African intern psychologists specialising in IOP (n = 17). Qualitative research methods with thematic data analysis were employed.Main findings: Guided by self-determination theory, the findings suggested that the IOP master’s coursework and internship programmes promote holistic development and embed confidence in practical and theoretical competence on both a personal and a professional level. Intrinsic and autonomous motivation regarding the IOP’s role and identity are also crystallised while the importance of continuous personal and professional growth, as well as a good support network, are acknowledged.Practical/managerial implications: Understanding the intern IOPs experience and required competencies for employment may help to improve the design and development of the professional IOP master’s coursework and internship programmes.Contribution/value-add: The study especially emphasised the need to enhance the effectiveness and support offered within the professional IOP master’s coursework and internship programmes by incorporating the principles of self-determination theory.

Big team science initiatives: A catalyst for trustworthy advancements in IO psychology

Keener et al. (2023) raise concerns about the trustworthiness of Industrial/Organizational (IO) Psychology research and related fields due to the low reproducibility and replicability of research findings. The authors provide various solutions to resolve this crisis, such as improving training, realigning incentives, and adopting open science practices. Our commentary elaborates on one solution to which they briefly allude: Big Team Science Initiatives (BTSIs). BTSIs allow scholars to address the trustworthiness of our science by facilitating large sample theory testing, sharing and allocating resources, and selecting appropriate research strategies, all of which support the reproducibility and replication of research. Further, we propose that BTSIs may facilitate researcher training, encourage data sharing and materials, and realign incentives in our field. We discuss how BTSIs could be implemented in IO psychology and related fields, identifying and drawing upon similar BTSIs in related disciplines. Thus, our commentary is an extension of the focal article, encouraging scholars to collaboratively address the “crisis of confidence” facing our field using a big team science approach.

Increasing the practical relevance of management research: In honor of Timothy T. Baldwin

As applied fields, management, industrial-organizational psychology, and related disciplines seek to make their knowledge relevant to business practitioners. But the current dissemination model is inefficient, leading some to conclude that the gap between academics and practitioners poses one of the most pressing problems in management today. Using insights derived from the life and work of Timothy Baldwin, we offer four takeaways designed to foster collaboration between theoreticians and practitioners: (1) shrink the mission, (2) do not internalize the enemy, (3) find your champions, and (4) use the science of persuasion. These strategies are crucial to closing the gap and thus uniting the efforts of researchers and practitioners so as to ensure the practical relevance of research and to strengthen the organizational value proposition.

Lifelong Learning: Use of Psychological Factors in the Greek Public Administration

The integration of occupational psychology principles into human resource management is considered appropriate to increase employee productivity and the effectiveness of public sector organizations. In Greece, the use of psychological factors in human resource management in the public sector is a relatively new field, as occupational psychology has been included in the training programs of public sector executives only in recent years. In addition, the percentage of public administration executives trained in the use of psychological agents has not yet been investigated. Also, there is a lack of research evaluating the results obtained concerning the efficiency and effectiveness of the organization when managers and heads of departments apply the principles of occupational psychology. This research aims to address this existing gap. 520 Directors and heads of services of the Greek public sector answered an electronic questionnaire designed by the researcher, based on the purpose and research hypotheses they investigated: 1st to have great interest from managers in acquiring relevant knowledge and 2nd that those executives who received relevant training make intensive use of the knowledge they acquired. The electronic questionnaire was sent to all services of the Greek State and was answered by 520 directors and supervisors.The results showed that there is a high percentage of executives who are trained and use psychological factors in human resource management. At the same time, it was found that training in psychological aspects is crucial to improve the efficiency and effectiveness of organizations.

We can be more, but first, who are we?

AbstractThis commentary argues that industrial-organizational psychology can be a conduit for greater good by focusing on the United Nations sustainable development goal number 8 which calls for decent work for all. However, before industrial-organizational (I-O) psychology can truly be used for the greater good it must reckon with our identity crisis: who does I-O psychology serve, the worker or organization? We argue that under a capitalistic model, there is no clear path to working with organizations to provide decent work and economic growth simultaneously. Thus, it is critical that the I-O psychology field clarifies its purpose and identity.

Humanitarianism and the UN sustainable developmental goals are insufficient: The case for a humanistic industrial-organizational psychology

Humanitarianism and the UN sustainable developmental goals are insufficient: The case for a humanistic industrial-organizational psychology

Secondary Students’ Academic Engagement Through Career Construction: The Role of Parental Support and Career Hope

Based on career construction theory, this study explored the relationship and mediating mechanisms between career adaptability and secondary school students’ academic engagement. Four hundred and eight secondary school students from three Chinese secondary schools were surveyed using a three-wave time-lag design. The study found that career adaptability positively predicted academic engagement. Parental support and career hope mediated the relationship between career adaptability and academic engagement. Additionally, parental support and career hope also played a series of mediating roles between career adaptability and academic engagement. The results of this study contribute to the fields of positive psychology and occupational psychology research, extend the application of career construction theory to secondary students, and provide practical insights into increasing academic engagement and interventions for secondary students. The implications of these findings for practice and future research are discussed.

HOW TO START AN UNBIASED CONVERSATION ABOUT EXHAUSTION

AbstractThe author, a self‐employed occupational health psychologist, presents her research on various nuanced aspects of exhaustion, stress, and burnout, as they related to leadership and organizations. She also notes her TEDx talk “Let’s talk about the bright side of exhaustion,” and writes that “using study results based on data of more than 26,000 participants and illustrative anecdotes, I will explain why exhaustion is more complicated than most realize, that there is not only a dark but also a bright side, and how leaders can make sure that people in their environment experience the bright side of exhaustion by improving person‐job matches.” She describes her own personal background within these issues, and Figure 1 depicts a Conversation Starter for Exhaustion Model. The Venn diagram has “Joyfully Exhausted” in the middle, surrounded by the keywords Meaning, Support, Autonomy, and Appreciation. In the article text, regarding meaning, she writes “As a leader you need to know what kind of work is meaningful for each person around you and ideally create work environments where people can mainly focus on performing these tasks. This makes it easier for individuals in your work environment to better perform and make the effort feel worthwhile.”

HOW LEADERS CAN BUILD COMMON UNDERSTANDING, PSYCHOLOGICAL SAFETY, AND PROSOCIAL PURPOSE

AbstractThe author, an “organizational psychologist by training, and now a writer and keynote speaker who helps organizations understand and apply evidence‐based leadership insights,” discusses the importance of teams and especially team cultures. He notes that “creating high‐performing teams through culture is the goal, but many of us are uncertain about the approach.” He explains common or shared understanding, illustrated with an example from Chris Hadfield’s leadership during Expedition 35 on the International Space Station (ISS). He builds on Amy Edmondson’s psychological safety construct, with an example from Maggie Wilderotter, who turned around Frontier Communications in 2004. Another construct is prosocial purpose, building on the research of Wharton professor Adam Grant. Within this example the author explores KPMG and two of its highly successful internal campaigns, the “10,000 Stories Challenge,” and “We Shape History.” One positive result from the campaigns: “KPMG ascended seventeen places on Fortune magazine’s list of the 100 Best Companies To Work For, surpassing all other “big four” accounting firms.” Regarding leadership behavior within teamwork, the author cautions that “leaders who advocate for teamwork but fail to acknowledge their own imperfections (and thus the team’s growth opportunities) quickly lose credibility and the trust of their team.”

A day in the life of a work and organizational psychologist in South Africa

This career path describes an aspiring work and organizational psychologist’s journey from schooling in South Africa, post-graduate education in the UK, and the development of a fulfilling professional life on return to South Africa. Interesting educational and cultural comparisons are explored along with the timeless issues of registration to practice.

A brief glimpse into the life of a work and organizational psychologist

This career path interview describes an educational journey moving from Iceland to Denmark and discovering a passion to help managers and employees feel good about their work and to be successful in what they do. On returning to Iceland Hildur describes various work roles developing her knowledge and skills enabling her to be the practitioner she is today. Interesting cultural and work differences are explored in the practice of work and organizational psychology, human resources, research and practice.