Industrial Psychology Research Articles

A Surprising Journey Through a Changing Landscape

My research journey was completely unexpected. I never envisioned becoming a professor, or still working after more than 40 years. I discuss this journey in terms of how events unfolded without much planning, in hopes of encouraging others to accomplish more than they believe they can. Since I have had a long career, I also discuss some ways in which the field of management has changed and how these present challenges to our field in the future. It is my contention that the field benefits most from good scholars doing good work on topics that interest them, and not by scholars learning how to game the system or worrying too much about which journals “count.” I also discuss some differences I experience being associated with both the Society for Industrial and Organizational Psychology (SIOP) and the Academy of Management. I conclude on an optimistic note pointing out various efforts to address some of the challenges I outlined.

I’m Sick of This: Prioritise A Sustainable Return-to-Work for Employees on Sick Leave

A focus on sustainable employability has recently become more prevalent in research and practice. The working population ages, and employers’ demand for work exceeds its supply, making the need for continued labour at later ages greater. Accordingly, the urgency of reducing sick leave is increasing. In this article the need for sustainable return-to-work trajectories is emphasised, as returning to work after sick leave can be challenging and often unsuccessful on the long term. I demonstrate the need for sustainable return-to-work trajectories by sketching the global issue of workplace absence and comparing how organisations in different countries respond to short-term and long-term sick leave. This comparison lays bare large gaps between theory and practice in recovery and return-to-work. Using insights from management science, industrial and organisational psychology, and occupational medicine, I reflect on ways to support a more sustainable (long-term) return-to-work, in which the emphasis is placed on sufficient time to recover and a contextualised, holistic approach to return-to-work. This approach is illustrated to be beneficial to both the employer and the employee.

Conspiracy Theories and Anxiety in Culture: Why is Threat-Related Misinformation an Evolved Product of Our Ability to Mobilize Sources in the Face of Un-represented Threat?

This paper argues that the allure of conspiracy theories lies in their evolutionary origins, specifically in our capacity to communicate unrepresented threats. Drawing on threat-detection psychology and error management theory, it posits that these theories serve as adaptive responses to perceived threats and social coalition-building, rather than as flaws in reasoning.

Within-person personality variability in the work context: A blessing or a curse for job performance?

Only recently, the question whether within-person personality variability is a blessing or a curse for job performance has reached the agendas of industrial and organizational (I-O) psychology researchers. Yet, this limited stream of research resulted in inconsistent findings, and only little understanding exists about the role of rater source and mean-level personality in this relationship. Broadly following socioanalytic theory, the present study examined the extent to which self- and other-rated within-person personality variability predicts self- and other-rated job performance, and whether this is moderated by mean-level personality. Within-person personality variability indices and job performance evaluations were obtained from an experience sampling study including N = 166 teachers, N = 95 supervisors, and N = 69 classes (including 1,354 students). Results showed that-above and beyond the effects of mean-level personality-self-rated within-person variability was positively associated with self-rated job performance, while other-rated within-person variability was negatively associated with other-ratings of performance. Many interactions with mean-level personality were found, mainly demonstrating negative effects of variability for those with a less adaptive personality profile (cf. variability as a "curse"), while showing positive effects of variability for those with a more adaptive trait profile (cf. variability as a "blessing"). Importantly, however, additional analyses provided little evidence for associations across type of rater source. These findings contribute to the field of I-O psychology by highlighting that perceptions of within-person personality variability may impact performance evaluations beyond personality traits, although its desirability seems to depend on individuals' personality trait level. Implications and limitations are discussed. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Are You So Good That They Cannot Ignore You? Effect of Coworker Support on Knowledge Sharing Through an Affective Events Theory Perspective

Drawing on affective events theory, this study considers knowledge sharing as an outcome of emotional responses resulting from an individual’s experience of workplace events. This study aimed to empirically examine how coworker support as a work event encourages employees’ knowledge contribution and knowledge-seeking behaviors through feelings of vitality. A structured, questionnaire-based survey was administered to 430 employees of knowledge-based organizations in India. The retrieved data were further analyzed using structural equation modeling. The results indicate that perceived coworker support positively influences the knowledge contribution and knowledge-seeking behavior of individuals in the workplace. Furthermore, vitality mediated the positive association between perceived coworker support and knowledge sharing. This implies that the perception of coworker support in the workplace augments employees’ feelings of vitality, which further motivates them to contribute to and seek knowledge from coworkers. Therefore, this study critically underscores the existence of a “performance loop” in knowledge sharing, as coworkers find it difficult to bypass an employee because of their outstanding performance and the fact that the same virtuous cycle elicits greater knowledge sharing by coworkers. Such perceived goodwill makes employees so good that they cannot be ignored within an organizational setting. This is a pioneering study investigating how coworker support in the workplace stimulates knowledge sharing among employees by considering the mediating effect of feelings of vitality. This study also contributes to the positive psychology and knowledge management literature by revealing the implications of vitality for extra-role behaviors such as knowledge sharing.

The Effect of Psychological Capital and Self-Leadership on Work Engagement among Agricultural Extension Advisors

Work engagement is considered a significant construct within organisations and the field of industrial psychology. Focus within organisations has shifted to recognise more positive psychological constructs such as self-leadership and psychological capital to promote employees’ work engagement. The present study investigated the effect of psychological capital and self-leadership on the work engagement levels of agricultural extension advisors within South Africa. The study was motivated by the lack of research within agricultural extension on positive psychological constructs such as work engagement, self-leadership, and psychological capital, which could impact the agricultural sector. A quantitative research method was used to gather data using three scales. A total of 103 viable questionnaires were obtained. A Pearson product-moment correlation analysis and stepwise multiple regression analysis were used to address the objective. Both psychological capital and self-leadership were found to have a significant positive correlation to work engagement. In addition, hope, optimism, and behaviour-focused strategies were found to have the, most significant contribution toward the work engagement levels of agricultural extension advisors. Within agricultural extension, the above study provided information on how to foster and improve the work engagement levels of their employees using strategies of psychological capital and work engagement.

The Role of Leadership in Brahmin Education in the novel Arok Dedes

One form of appreciation for literary works is the novel Arok Dedes in the aspect of leadership in the education of prospective Brahmins, which can be used as a source of inspiration for images of education in the past. The aim of this research is to analyze the picture of leadership in the education of prospective Brahmins. The main analysis is related to aspects of Educational Psychology and Human Resources Management in the novel. Using qualitative methods and research analysis using Educational Psychology and Human Resources Management approaches. The results of the analysis show that Arok's leadership character, from the start, has received recognition from the Brahmins, including: intelligence, energy, memory, intuition, superior persuasive power and Arok's leadership potential in the future. Regarding the role of leadership character in the education of prospective Brahmins, there are five confessions from various parties regarding Arok's leadership character, including: 1. Acknowledgment from Brahmins 2. Acknowledgment from dorm friends 3. Acknowledgment from his game mates 4. Agreement from Arok's friends regarding motivation for studying in aim to overthrow stump Ametung 5. Dedes' confession. There are two leadership approaches applied by the Arok character, first is the Leader Characteristics Approach, the Arok character is considered a leader who has certain superior characteristics that other characters do not have, can be differentiated based on the superiority of his personal attributes such as intelligence, energy, memory, intuition, and superior persuasive power. Second, the Leader Behavior Approach, this approach compares the behavior of effective leaders which can refer to the Arok character and the behavior of ineffective leaders which refers to the character of nggul Ametung.

Linking positive psychology with reciprocal action learning

PurposeThe purpose of this paper, intended primarily for practitioners, is to demonstrate how features of psychological capital (PsyCap) may be combined with manager efforts to collaborate with an employee on an action learning project. In reciprocal action learning, manager and employee create a partnership to learn, achieve work-focused goals and advance their relationship. Initiatives aimed at positively stimulating employee assets and psychological or behavioral attributes can overlay the action learning process.Design/methodology/approachA narrative synthesis was used to examine three sources of empirical research from organizational psychology and human resource management: reciprocity, action learning and PsyCap. Information was integrated to create a guide, a model for managers for use in considering options about how to structure employee and self-learning, as well as options for use in stimulating employee assets and PsyCap.FindingsThe approach presented may serve as a practical guide for manager consideration. Research identifies several types of behaviors and activities intended to positively stimulate and reinforce the learning of both participants. The literature on PsyCap offers many initiatives for a manager to consider in assisting an employee to develop talent and positive attitudes. Such efforts have to be carefully tailored to the individual employee, the tasks at hand and the manager’s own learning needs.Originality/valueThe value of action learning is supported by a relatively large research base. The significance of PsyCap also has substantial support. Innovatively, this paper offers guidance to a manager in consideration of combining the attributes of both concepts to maximize positive effects on learning, personal growth, skill development and work achievement.

Work demands and work resources in ECEC – turnover intentions explored

ABSTRACT Work climate affects the quality of early childhood education and care activities. The aim was to explore how the staff describe demands and resources in their jobs, and whether different profiles could be distinguished among those with turnover intentions and those without. The research was based on the Job Demands-Resources model [Bakker, A. B., and E. Demerouti. 2007. “The Job Demands-Resources model: State of the art.’ Journal of Managerial Psychology 22 (3): 309–328]. The study used a mixed-methods approach. The results showed that the profiles of those with turnover intentions and those without were similar in terms of perceived resources, but that they differed in terms of perceived demands. Those with turnover intentions reported more aspects related to work demands (e.g. workload, number of children, low pay). The findings also showed that work guidance and support from leaders and special education teachers were linked to turnover intentions. This research improves our knowledge of risk factors related to turnover intentions and can contribute to the development of high-quality working conditions.

The impact of innovative work behavior, perceived Leadership 4.0, and corporate social responsibility on sustaining banking industry performance in Nigeria within the 4IR Era

Despite the increase in business performance research, only some studies have examined the combination of innovative work behavior, Leadership 4.0, and corporate social responsibility as performance factors in Nigeria’s banking industry in the current 4IR. This study aims to sustain performance in the banking industry of Nigeria. Four hundred (400) bank employees were randomly selected for this study from a sample of cooperating banks (Zenith Bank Plc, Guarantee Trust Bank Plc, United Bank for Africa Plc, and First Bank of Nigeria Plc) in the Nigerian states of Oyo and Lagos. One Hundred (100) participants were chosen from each bank. Additionally, the survey was given out to randomly chosen bank employees using structured questionnaires. Participants were selected using a simple random sampling technique; 386 of the 400 surveys were appropriate for analysis. To do the analysis, SPSS version 29 was used. According to the study’s findings, innovative work behavior had a 77% influence on performance variance within the banking industry in the current 4IR, Leadership 4.0 had an 88% influence, and corporate social responsibility had a 71% influence. Accordingly, the results show that more significant innovation in work behavior, adoption of Leadership 4.0, and involvement in CSR significantly predict the maintenance of performance in the Nigerian banking industry. Additionally, the findings indicate that adopting Leadership 4.0 predicts a more significant variance in performance in the banking business, followed by demonstrating innovative work behavior and involvement in corporate social responsibility. AcknowledgmentThe author thanks Professor Wilfred Ukpere and the Department of Industrial Psychology and People Management (University of Johannesburg) for funding and publishing this study.

Improving Content Analysis: Tools for Working with Undergraduate Research Assistants

ABSTRACTUndergraduate research assistants (URAs) perform important roles in many political scientists’ research projects. They serve as coauthors, survey respondents, and data collectors. Despite these roles, there is relatively little discussion about how best to train and manage URAs who are working on a common task: content coding. Drawing on insights from psychology, text analysis, and business management, as well as my own experience in managing a team of nine URAs, this article argues that supervisors should train URAs by pushing them to engage with their own mistakes. Via a series of simulation exercises, I also argue that supervisors—especially supervisors of small teams—should be concerned about the effects of errant post-training coding on data quality. Therefore, I contend that supervisors should utilize computational tools to monitor URA reliability in real time. I provide researchers with a new R package, ura, and a web-based application to implement these suggestions.

Understanding and attitude toward upcycling according to the survey of students of various specialities

The attitude to upcycling technologies of undergraduate students of five specialities (design, clothing industry technology, vocational education and training, industrial pharmacy and psychology) and their teachers was investigated using the questionnaire method. Students’ pReferences practically do not depend on specialities. For all students, subgroups of upcycling enthusiasts and sceptics are observed which regularly resort to upcycling or almost do not use it. An almost complete misunderstanding and imperception of the benefits and importance of upcycling is a key and common problem. Social factors have a minimal influence on the opinion of respondents, which may indicate a lack of understanding in society of the role and importance of waste management. All the shortcomings and problems in understanding upcycling are common to students and teachers. In general, the positive attitude towards upcycling and the intention to use upcycling in life in the answers most likely has an unconscious and artificial character (like a fashion trend) because the attitude towards other formative factors does not support it. The identified problems are related to the shortcomings of secondary school and undergraduate curricula, which hinder the formation of the necessary competencies for sustainable development. Methods of their solution are proposed and discussed.

Redefinisi Kepemimpinan dalam MSDM: Studi Bibliometrik Mendalam tentang Kepemimpinan Transformasional, Kecerdasan Emosional, dan Efektivitas Organisasi

HRM leadership has evolved significantly in an era of rapid and complex organizational change. This research uses bibliometrics, focusing on transformational leadership, emotional intelligence, and organizational effectiveness. We found key trends, influential authors, research clusters, and emerging themes. This analysis reaffirms the importance of transformational leadership and emotional intelligence. Works from leading scholars such as Bass, Avolio, Goleman, and Guest remain influential. We also identify emerging leadership paradigms, including agile and inclusive models adapted to modern challenges. Interdisciplinary links with psychology, organizational behavior, and technology management highlight the cross-disciplinary nature of HRM leadership research. Collaborative networks and new scholars enrich perspectives and methodologies. Practical implications emphasize the importance of transformational leadership and emotional intelligence for HRM practitioners, advocating for agile and inclusive models. Future research directions include examining the impact of digital transformation on leadership and the critical role of leadership in promoting diversity and inclusion.

Personality and vocational interest typologies associated with better coping and resilience in paramedicine: A review of two models

Paramedics’ continued exposure to work-related stressors can negatively impact emotional wellbeing. Having or developing resilience contributes to better coping. Understanding differences in individual predispositions as they relate to resilience and coping can provide a needed understanding of why some people flourish while others are more at risk, with important implications for identifying and facilitating bespoke support for paramedics more at risk. The purpose of this article then is firstly to review two of the main well-validated models of innate dispositions in differential psychology, widely used in organisational and industrial psychology: personality and vocational interests. These are The Big-Five/Five-Factor Model and Holland's RIASEC. Then, we report which dispositions are an advantage for paramedic coping and resilience. Concerning personality, our findings from the literature suggest that for paramedics, lower levels of Neuroticism and Openness, and higher levels of Extraversion, Agreeableness and Conscientiousness are associated with higher resilience and better coping. RIASEC associations suggest person-environment congruence is also related to resilience and coping, this being for those with the profession's predominant Holland code of RSI (Realist, Social and Investigative inclinations). Paramedics approximating these preferences are, it appears, innately relatively less at risk of the negative effects associated with occupational stressors in paramedicine. Stressors typically include post-traumatic stress disorder, major depression and other psychological reactions that all can result in suicide. Importantly, such resilience does not mean an individual is instinctively protected from some form of emotional suffering. The implications of verifying the significance of predispositions implies the need to harness organisational psychology as part of training courses, and the need for involvement of psychologists in the field, both preventatively and in clinical care.

New strategies for addressing the diversity-validity dilemma with big data.

The diversity-validity dilemma is one of the enduring challenges in personnel selection. Technological advances and new techniques for analyzing data within the fields of machine learning and industrial organizational psychology, however, are opening up innovative ways of addressing this dilemma. Given these rapid advances, we first present a framework unifying analytical methods commonly used in these two fields to reduce group differences. We then propose and demonstrate the effectiveness of two approaches for reducing group differences while maintaining validity, which are highly applicable to numerous big data scenarios: iterative predictor removal and multipenalty optimization. Iterative predictor removal is a technique where predictors are removed from the data set if they simultaneously contribute to higher group differences and lower predictive validity. Multipenalty optimization is a new analytical technique that models the diversity-validity trade-off by adding a group difference penalty to the model optimization. Both techniques were tested on a field sample of asynchronous video interviews. Although both techniques effectively decreased group differences while maintaining predictive validity, multipenalty optimization outperformed iterative predictor removal. Strengths and weaknesses of these two analytical techniques are also discussed along with future research directions. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

How to Review a Manuscript? A Developmental Panel Symposium by Journal of Managerial Psychology

How to Review a Manuscript? A Developmental Panel Symposium by Journal of Managerial Psychology

Non-Physical Work Environment, Career Development, and Work Motivation on Employee Performance

Employee performance (EP) is one of the supporting factors in improving the quality of tertiary institutions to support improving services to the academic community. The phenomena in this study are employee dissatisfaction triggered by inadequate non-physical work environment policies, unclear opportunities for career development, and low levels of work motivation which affect performance effectiveness. To what extend are non-physical work environment (NP), career development, and WM on EPer interrelated? A few researchers have explored such relation, especially in the scope of higher education, however, it is inadequate. This study uses different types of data, qualitative and quantitative, whereas the sample and the population comprised civil servants of echelon III and IV at Hasanuddin University with a total of 120 respondents. As for the data analyses method, a multiple linear regression is implemented. The findings showed that NP variables, career development, and WM have a significant effect on EPer. These indicate that career development has a dominant effect on EPer. The results of the study contribute to the development of theory and practice in the areas of work psychology and human resources management.

Impact of Human Resource Management Practice and Employees’ Behavioural Outcomes in the Saudi Arabian Manufacturing Sector

The significance of Human Resource (HR) practices in enlightening employee attitudes, such as work satisfaction, organizational commitment and job engagement, have been widely researched in the industrial and organizational psychology literature. However, the research has not uncovered contradicting findings about the connections between employee positive and negative behavioural outcomes in the case of organizational change. This research analyzes the impact of human resources management on employee’s behavioural outcomes of organizational change with variables such as organizational commitments, job performance, absenteeism, turnover of employees, employee productivity and workplace bullying in the Saudi Arabia manufacturing sector (e.g. power generation, telecommunications, natural gas exploration, and petrochemical sectors). It is widely acknowledged that the influence of HRM practices may produce a comparative advantage in the performance of organizations with the well-being of the employees. To find the relationship between the variables, the study incorporates descriptive research methodologies and quantitative analysis of a valid questionnaire is performed utilizing stratified and simple, random samples by HR managers and employees. For data interpretation, a questionnaire of self-administered data was collected from a sample of 300 in Saudi Arabia. Employee behavioural outcomes of HRM practices have a significant and positive relationship between Organizational Commitment, Job Performance, Absenteeism, and Employee Productivity. A negative direct relationship is found between employees’ negative behaviour regarding the use of workplace bullying and employee turnover. The instrument’s internal reliability was established to be 0.793. Followed by inferential evaluations, a significance-level T-Test assessment for the benefit of the manufacturing sector evaluates the Hypothesis Test for HRM practice. The study has some limitations. Although data were collected from various sectors in Saudi Arabia, the findings of the study have limited generalizability. Future studies could extend the analysis to include other workplaces. This is the study of the factors affecting the organizational change of employees’ positive and negative behaviour outcomes which impact organisational growth and employee wellbeing. This study will contribute to the development of the Saudi Arabian power generation, telecommunications, natural gas exploration, and petrochemical sectors sector, which may lead to maintaining this sector work effectively that will have a positive impact on the economy of Saudi society.

Unfortunately, Journals in Industrial, Work, and Organizational Psychology Still Fail to Support Open Science Practices

Currently, journals in Industrial, Work, and Organizational (IWO) Psychology collectively do too little to support Open Science Practices. To address this problematic state of affairs, we first point out numerous problems that characterize the IWO Psychology literature. We then describe seven frequent arguments, which all lead to the conclusion that the time is not ripe for IWO Psychology to broadly adopt Open Science Practices. To change this narrative and to promote the necessary change, we reply to these arguments and explain how Open Science Practices can contribute to a better future for IWO Psychology with more reproducible, replicable, and reliable findings.

Strategic Marketing Management: Unveiling Consumer Psychology through Qualitative Analysis and Literature Review

The purpose of this qualitative research study is to explore consumer psychology and its implications for strategic marketing management. Grounded in the grounded theory methodology, the study aims to delve into the multifaceted nature of consumer decision-making processes, the influence of emotions on brand perception, the role of social media in shaping consumer behavior, and the significance of brand identity and differentiation in the competitive marketplace. The research methodology involves a comprehensive review of existing literature related to consumer psychology and strategic marketing management, encompassing scholarly articles, books, and reports. Data analysis procedures include systematic coding, categorization, and interpretation of qualitative data extracted from the literature. The key findings of the study underscore the intricate interplay of factors influencing consumer behavior, including attitudes, emotions, social norms, and perceived behavioral control. Emotions emerge as a crucial determinant of brand perception, with positive emotional experiences fostering brand loyalty and negative emotions undermining consumer trust. Social media platforms play a pivotal role in shaping brand perceptions and purchase decisions, while brand identity serves as a strategic asset for differentiation and market positioning. The study contributes to a deeper understanding of consumer psychology and provides insights for marketers to develop targeted and effective marketing strategies that resonate with consumers' motivations and preferences.