Industrial And Organizational Psychology Research Articles

Проведение оценки талантов в организации

Проведение оценки талантов в организации

Australian Clinicians’ Considerations When Choosing an Assessment of Functioning Tool for Children with Neurodevelopmental Conditions

ObjectivesIn the Australian disability context, the assessment of children with neurodevelopmental conditions’ functioning (across all domains) is of increasing importance, particularly since the introduction of the National Disability Insurance Scheme. Currently, there is wide variability across assessment of functioning practices, including the choice and use of published tools for assessment. Therefore, we sought to identify the tool characteristics and other factors clinicians consider when selecting an assessment of functioning tool for use with children with neurodevelopmental conditions.MethodsUsing workshops and an online survey, 45 Australian medical and allied health clinicians (predominantly occupational therapists and psychologists) identified what they thought was ‘most important’ when selecting assessment of functioning tools for children with neurodevelopmental conditions. These qualitative responses were analysed using template analysis.ResultsFive main themes relating to a tool’s characteristics were identified: easy, feasible, fair, holistic, and useful. Within these themes, considerations relating to the measure itself, the clinician administering the tool and the individual being assessed were identified.ConclusionsCharacteristics raised by the clinicians align with frameworks described in the literature, pointing to the potential utility of these frameworks in guiding the development and evaluation of future assessment of functioning tools.

Bibliometric visualisation of industrial and organisational psychology during COVID-19 pandemic: Insight for future research

OrientationIndustrial and organisational psychology (IOP) researchers have shown their contribution to solving COVID-19 pandemic in the workplace through the enormous number of studies.Research purposeThis study intended to map IOP research related to the COVID-19 crisis to provide the research issues that have emerged and potential for future research.Motivation for the studyAll the IOP levels (worker, team and organisation) were impacted by COVID-19, and they continuously change. Researchers must be careful in directing their research and avoid focusing on certain levels or problems.Research approach/design and methodA bibliometric visualisation analysis method was adopted in this study.Main findingsThe bibliometric results showed that the prominent keywords in IOP research-related COVID-19 are ‘human(s)’, ‘COVID-19’, keywords related to subject characteristics and mental health. Six clusters on the map showed the prominent themes: mental health, health care workers as the research subject, specific workplace issues, digital technology, methodologies used, and country. Furthermore, in every cluster, the depth overview of study results is presented. The top issues were at the worker-level, while the organisational-level issues gained limited attention.Practical/managerial implicationsFor practitioners and managers, this study provides a complete picture of emerging issues during COVID-19 crisis ranging from causes, risk factors and solutions. For researchers, this study can provide insight for further research.Contribution/value-addThis study provides a comprehensive overview of the IOP issues related-COVID-19 that will be beneficial as the basis for policymaking and recommendations for future potential areas.

German version of the Talent Development Environment Questionnaire (TDEQ-5)

The quality of the talent development environment and how it supports youth athletes has been identified as one major factor of success. Nonetheless, in psychological talent assessment there is a lack of standardized instruments addressing environmental aspects. One well-known questionnaire is the Talent Development Environment Questionnaire (TDEQ; Martindale et al., 2010). Until recently, the TDEQ had been translated into several languages, but not into German. Within this study, the five-factor, 25-item TDEQ‑5 (Li, Wang, Pyun, & Martindale, 2015) was systematically forward and backward translated and administered to 276 German youth athletes from different sports, aged between 13 and 21 years (mean [M] = 16.01; standard deviation [SD] = 2.1). In addition, 63 of these athletes completed both the German and English TDEQ‑5 to test for quality of translation. Confirmatory factor analysis revealed that the five-factor structure was acceptable according to the chi-square test to degrees of freedom ratio (1.9), root mean square error of approximation (0.058), and standardized root mean square (0.061). The comparative fit index (CFI) of 0.88 and the Tucker-Lewis Index of 0.86 was slightly below the 0.90 cut-off value. The reliabilities of the TDEQ‑5 factors were considered moderate to satisfactory (α = 0.62 to 0.75). In conclusion, the German TDEQ‑5 appears to be an applicable tool for use in research and applied settings but needs further analysis. In particular, we encourage future research to test the construct validity and ecological validity of the German TDEQ‑5 and suggest practitioners to utilize the tool to test and drive applied interventions within talent development environments.

A framework for digital talent assessment: Guidelines and applications

Rapid rises in technology and digitisation in Talent Assessment practices have not been met with an equal advance in research, methodology, and rigor as applies guidelines for best practice use. This risks an inevitable quality deficit in the application of these technologies and leave human resource (HR) Practitioners unempowered to optimise the benefits of a democratised assessment environment. Multi-trait multi-method (MTMM) assessment protocols provide for a framework for best use application of emerging digital talent assessment tools. In this synthesis review study, we outline guidelines for use of digital talent management and development tools and propose a range of practical strategies. We conclude by providing a practical framework for occupationally specific competence assessment suggestions for future research.

An urgent call for I-O psychologists to produce timelier technology research

AbstractThe rapid pace at which technology changes creates a challenge for industrial-organizational (I-O) psychologists, who often conduct hypothetico-deductive research. In this article, we examine technology research in the I-O psychology community by asking three questions: Why should I-O psychologists study new technologies? How timely is I-O psychologists’ technology research? How can I-O psychologists produce timelier technology research? Using archival data from 23 years of SIOP conferences and a historical timeline of technology innovations, we find that I-O psychologists study technology milestones an average of 6.10 years after they first enter widespread awareness and adoption. We discuss the implications of this lag and conclude by urging I-O psychologists to study technology with an eye toward action, exploration, collaboration, dissemination, and creation.

Expanding the I-O psychology mindset to organizational success

AbstractThe paper proposes that industrial-organizational (I-O) psychology will benefit greatly from expanding our research focus from predominantly individual differences to studying organizational differences. We argue here that an increased organizational frame of reference on variables of interest to I-O psychology (e.g., selection, job design, performance management (PM), work motivation) is important because it will enhance our understanding of organizational behavior and make I-O research more effective in practice. After noting some organizational-level research already being done, several examples are provided for how an organizational mindset and methods can provide new insights into traditional areas of I-O effort. Also discussed is how methodological issues that may have constrained the study of organizational differences in the past and the potential new issues such research may yield can be addressed. We conclude that the future maintenance and enhancement of the I-O psychology brand as a science–practice profession requires enhanced attention to the organization level of analysis as our frame of reference for research.

Sensory Profile in Infant/Toddler: Birth to 36 Months

Objectives: Sensory processing patterns refer to a person’s ability to receive and respond to sensory events which are important to succeed in daily routine activities. This study aims to determine the sensory processing patterns in infants/toddlers. Methods: This is a cross-sectional study. A total of 518 infants/toddlers participated in this study. Their ages ranged from birth to 36 months. Parents completed the infant/toddler sensory profile for all participants. Results: No significant difference was observed between girls and boys in sensory processing from birth to 6 months; however, there is a significant difference between girls and boys in low registration, sensory sensitivity, and sensory avoidance from 7-36 months. In addition, no significant difference was detected between children born by cesarean and those born through natural childbirth in terms of sensory processing (quadrants and scores) from birth to 6 months and 7-36 months. There is a significant difference between preterm and full-term children (birth to 6 months) in auditory processing. The findings also indicate only a significant difference in oral sensory processing between the preterm and full-term children (7-36 months). Discussion: We discussed sensory processing patterns in children and their differences based on different factors. The results of this study can provide considerations for Iranian occupational therapists and psychologists.

Cultivating Positivity to Achieve a Resilient Society: A Critical Narrative Review from Psychological Perspectives

With the rapid speed of globalization and technological breakthroughs, current social issues have become more complex than in past decades. As many issues such as pandemics, terrorism, and interracial conflict are realistically unpredictable, the idea of resilience offers an intuitively plausible and attainable strategy to deal with these potential adversities. The current narrative review explores the cultivation of positive emotions and traits as a plausible way to achieve a resilient society. Based on research in the social and industrial organizational psychology literature, we reviewed the role of positive emotions and traits on resilience. Lastly, we highlight important experiences and interventions that have been shown to be effective in cultivating positivity and discuss several potential considerations and boundary conditions.

Mental imagery testing for personnel selection, training, and HCI applications

This theoretical paper advocates for research to assess whether tests of mental imagery may be used as reliable and valid predictors to inform the design of human-computer interactions suited to individual differences, and industrial-organizational psychology applications including personnel selection and customized training regimens. Mental imagery includes multisensory, non-sensory spatial, and motor rehearsal forms, and has been correlated with emotional reactivity and performance on laboratory tasks such as memory recognition and recall. We focus on air traffic control and aircraft pilot roles, as cognitive testing has been pioneered in these high-consequence professions, with resulting cultural and institutional support for the use of testing to guide personnel development decisions. Mental imagery testing may also offer benefits in the lifelong career pipeline for STEM, creative, and problem-solving work roles more broadly.

Financial Planning: What the Social and Brain Sciences Have to Offer

This paper addresses the potential linkage of the disciplines of financial planning and the social and brain sciences from the combined perspectives of a financial planning expert and a business psychologist. It seeks to offer practical guidance on how to utilize insights from recent research and practice in the social and brain sciences to address the issue of effective financial planning in a time of multiple widespread international crises. The article will review the traditional approach to financial planning, indicate where the profession appears to stand now, describe advances in social and brain science, and provide some practical tools for use by practicing financial planners. The paper will conclude with a summary of its key points.

Changing the C-suite: opportunities and threats for leadership diversity and equality

PurposeThis study examines the decision-making processes surrounding C-suite changes, to help understand the extent to which these processes may help or hinder progress towards greater diversity and equality at board and senior leadership levels.Design/methodology/approachSince acquisition of corporate entities by private equity (PE) investors is known to trigger more frequent changes in leadership than in other corporate situations and its influence on global corporate structures continues to expand, it was targeted as a critical context for exploring the issue. In-depth semi-structured interviews were undertaken with 23 senior investors from 19 different PE firms, examining how incumbent leadership capability is assessed, how decisions regarding changes to incumbent leaders are made, and how existing approaches might influence leadership equality and diversity.FindingsThe findings reveal a common reliance on informal approaches for informing decisions regarding C-suite changes, on subjective and/or anecdotal opinions of leaders' suitability, and an over-reliance on past experience rather than capability or potential when identifying suitable replacements. Evidence of heuristics and biases emerged, including a bias for maintaining incumbent leaders, even in light of concerns regarding their capability or suitability, thereby inhibiting efforts to improve diversity and perpetuating inequality.Originality/valueThis paper explores the decision-making processes undertaken within organisations to determine C-suite changes, a relatively unexplored area, which plays a key role in the upward mobility of a diverse workforce. The study engages directly with decision-makers to examine real-life decision-making situations and explores the findings with reference to theory from occupational psychology and behavioural economics, providing a rich exploration of potential limitations and consequences of current practices for equality and diversity.

The role of the industrial psychologist in managing the psychological impact of COVID-19 in the workplace.

Recently, the world experienced dramatic changes due to the onset of the COVID-19 pandemic. Working remotely led to employees feeling isolated and experiencing fatigue and depression. The responsibility of addressing the psychological wellbeing of employees lies with industrial psychology practitioners. They support line management by counseling employees experiencing social and psychological problems. The objective of the present study was to explore the role of the industrial psychology practitioner in managing the psychological impact of COVID-19 on employees. Using a homogeneous sampling technique, a qualitative research design was employed based on social constructivism. Semi-structured interviews and a qualitative survey were utilized to gather the data from industrial psychology practitioners (n = 22) registered as psychologists and interns. Thematic analysis was employed to analyze the data. Most participants believed that the onset of COVID-19 led to accelerated change in the workplace. The findings suggest that an industrial psychology practitioner’s role in the changing world of work enables organizations to be prepared for the changes by providing multi-level interventions. Recommendations are made to organizations to implement interventions to facilitate support for employees in their attempt to deal with the psychological impact of COVID-19 on employees.

Editorial: Sustainable digital economy, entrepreneurship, and blockchain technology role in industrial-organizational psychology

Editorial: Sustainable digital economy, entrepreneurship, and blockchain technology role in industrial-organizational psychology

Income, Demographics, and Life Experiences of Clinical-Forensic Psychologists in the United States

We provide aggregate data about income, demographics, and life experiences of women and men practicing clinical-forensic psychology primarily in the United States (N = 376). We examine how these variables relate to one another, as well as how gender demographics of the field have changed over time. The average hourly rate charged by psychologists for forensic work, aggregated across all types of referral questions, regions, and employment settings is $280.23 (US Dollars; SD = $108.12; median and mode = $250). Total median annual income is = $125,000 - $149,999 and mode is = $100,000 - $124,999. Men’s annual income (median = $175,000 - $199,000) is significantly higher than women’s (median = $100,000 - $124,999) even while controlling for years of experience and number of hours worked per week. Women forensic psychologists earn $0.83 for every $1.00 men make. Having a Ph.D. is disproportionately associated with men and PsyD with women; however, the difference is not significant once controlling for years of experience. Employment type related to pay, such that people in private practice make significantly more than those who work in institutions (e.g., prisons, hospitals) or universities. Year of highest degree associated with employment type, such that people in practice longer are more likely to be in private practice. Although we expected caretaking responsibilities and children would relate to gender and pay, no differences emerged in this sample. Women are more likely than men to have completed a formal postdoctoral fellowship in forensic psychology, even when controlling for year of highest degree. Regarding the gender composition of the field over time, we calculated the Index of Dissimilarity for each five year increment spanning 1965-2019. Before the late 1990s, proportionally more men entered the field; after the late 1990s, proportionally more women entered. We discuss the promising and less promising implications of these findings for gender equity and work-life management in forensic psychology, as well as how professionals in the field and students might make use of these data.

The Fourth Industrial Revolution - Smart Technology, Artificial Intelligence, Robotics and Algorithms: Industrial Psychologists in Future Workplaces.

In the Fourth Industrial Revolution (4IR), STARA (smart technology, artificial intelligence, robotics, and algorithms) is predicted to replace a third of the jobs that exist today. Almost twice as many current work tasks will be handled by robots. It is forecast that by 2025, 85 million jobs may be displaced by a shift in the division of labor between humans and machines, while 97 million new roles may emerge that are more adapted to the new division of labor between humans, machines and algorithms. Industrial psychologists are playing an increasingly important role in the workplace due to these trends from a strategic intelligence perspective. The objective of this article is to present a critical review of industrial psychologists in future workplaces in the context of the 4IR - STARA. A competence model is posed for industrial psychologists to perform a strategic intelligence role in organizations in the 4IR.

An Occupational Safety and Health Perspective on Human in Control and AI.

The continuous and rapid development of AI-based systems comes along with an increase in automation of tasks and, therewith, a qualitative shift in opportunities and challenges for occupational safety and health. A fundamental aspect of humane working conditions is the ability to exert influence over different aspects of one's own work. Consequently, stakeholders contribute to the prospect of maintaining the workers' autonomy albeit increasing automation and summarize this aspiration with the human in control principle. Job control has been part of multiple theories and models within the field of occupational psychology. However, most of the models do not include specific technical considerations nor focus on task but rather on job level. That is, they are possibly not able to fully explain specific changes regarding the digitalization of tasks. According to the results of a large-scale study on German workers (DiWaBe), this seems to be the case to some extend: the influence of varying degrees of automation, moderated by perceived autonomy, on workers' wellbeing was not consistent. However, automation is a double-edged sword: on a high level, it can be reversely related to the workers' job control while highly autonomous and reliable systems can also create opportunities for more flexible, impactful and diverse working tasks. Consequently, automation can foster and decrease the factor of job control. Models about the optimal level of automation aim to give guidelines on how the former can be achieved. The results of the DiWaBe study indicate that automation in occupational practice does not always happen in line with these models. Instead, a substantial part of automation happens at the decision-making level, while executive actions remain with the human. From an occupational safety and health perspective, it is therefore crucial to closely monitor and anticipate the implementation of AI in working systems. Constellations where employees are too controlled by technology and are left with a high degree of demands and very limited resources should be avoided. Instead, it would be favorable to use AI as an assistance tool for the employees, helping them to gather and process information and assisting them in decision-making.

Multi-trait, multi-method talent assessment through a digital platform: Relationship with job performance

This study investigated whether a multi-method assessment approach increases variance for predicting future job performance compared to a single-method approach measuring similar constructs. Participants were managers (n = 539, female = 29%, average age 38 years, SD = 7 years) across a variety of organisations, including the utilities (n = 145), mining (n= 83), telecommunications (n = 98), Information Technology and professional service sectors (n = 213), drawn from samples across Namibia (n = 54), Nigeria (n = 53), Saudi Arabia (n = 105), South Africa (n = 177), the United Arab Emirates (n = 88), and the United Kingdom (n = 62). The managers used a digital platform to complete multi-trait multi-method (MTMM) measures which included competency-based video interviewing, work-related self-report measures, work simulations and aptitude assessments, each measuring work-related competencies. Structural equation modelling was used to determine paths between measures and work performance. Acceptable model fit for the measurement model was established through confirmatory factor analysis. A constrained and baseline model was used to investigate predictive paths to job performance. The baseline model proved to explain greater variance between measures and job performance than the constrained model. This provides support for deploying a multi-method assessment approach, including both self-rated and expert rated content, in a modern organisational context; and using an integrated digital platform.

Psychology as technology: industrial psychology for an industrializing China

ABSTRACT This article examines the advent of industrial psychology in China in the 1930s, asking how it was that this science of work that had been conceived to meet the challenges of industrial society and industrial production came to be taken up in an economy that had, in this period, a small industrial sector. Through this history, which includes a close look at the first industrial psychology study in China, this article shows how workers and workplaces became subjects of systematic study, and the extent and limits of industrial reforms by industrial psychologists who peddled the promise of small changes adding up to large effects.

Research on Talent Evaluation Technology Based on Systematic Co-Reaction Force Method

In the multi-method and multi-model collaborative matrix model clustering calculation analysis, the talent evaluation sample data itself is used as a dictionary to re-represent each sample data, and the sample-based collaborative data reconstruction is carried out, and the talent evaluation reconstruction coefficient matrix is sparse, Low rank and smooth constraints greatly improve the reliability and validity of enterprise talent evaluation samples[1]. The main purpose of this paper is to design and construct a multi-model and multi-view collaborative similarity matrix for enterprise talent assessment, to mine the relationship between talent assessment samples, and to achieve clustering and collaboration of assessment samples.