Industrial And Organizational Psychology Research Articles

The conundrum of industrial-organizational psychology

The conundrum of industrial-organizational psychology

The practitioner occupational psychologist – A dog wagged by its psychometric tail?

The practitioner occupational psychologist – A dog wagged by its psychometric tail?

I Only Have One Rater Per Ratee, So What? The Impact of Clustered Performance Rating Data on Operational Validity Estimates

Test validation is fundamental to industrial-organizational psychology and to many of the interventions that we use to improve organizational performance. Problems with performance ratings as criteria are well-recognized, yet with nested designs, it is difficult to determine the degree that validity estimates are obscured due to rater variance. Using a simulation methodology, we examined attenuation under different nested validation design characteristics. Results clearly illustrate the attenuating effect that dependencies in nested performance ratings can have on observed criterion-related validity coefficients, and also indicate that attenuation decreases as the number of ratees per rater increases. Furthermore, we also examined observed intraclass correlation coefficients (ICC(1)) as potential alternative corrections to observed validity estimates. If assumptions are met regarding between-rater variability, our results suggest that corrections using a local ICC(1) estimate may be a viable alternative for disattenuating validity coefficients in nested rating designs. Our findings have practical implications for investigators using nested validation designs, for gauging the potential severity of attenuation, designing data collection efforts to minimize attenuation, and for potential post hoc corrections.

Personal and Social Resources at Work: Reciprocal Relations Between Crafting for Social Job Resources, Social Support at Work and Psychological Capital.

The availability and development of social and personal resources are substantial components of a positive work experience. This study aims to inquire the reciprocal relations between the personal resource of psychological capital (PsyCap; hope, self-efficacy, resilience, and optimism) and the social job resource of social support, as proposed in the job demands-resources theory. There, job crafting is defined as a catalysator to the interplay of social support and PsyCap and is therefore added to this study. Moreover, we test the enabling hypothesis of social support in the context of work. We contribute to the field, as this research (a) examines propositions of a core theory, (b) adds and extends relevant hypotheses from health psychology into occupational psychology, and (c) aims to replicate findings. To capture the dynamic nature of the selected, relevant relationships of the job demands-resources theory, we used a three-wave, 3-month panel design to study 995 employees who were working in a broad range of economic sectors and occupations. Structural equation modeling was used to test hypotheses. Results showed, that social support at work positively influenced the development of PsyCap, supporting and extending the enabling hypothesis of self-efficacy. Counterintuitively, PsyCap and crafting for social job resources were negatively related, indicating (a) that the reliance on personal resources might reduce the necessity to generate social resources, and (b) that crafting is a strategy that consumes personal resources. Previously observed gain cycles were not replicable.

Clinical Effectiveness of Decision Support for Prescribing Opioids for Chronic Noncancer Pain: A Prospective Cohort Study

ObjectivesThis prospective cohort study examines the clinical effectiveness of electronic medical record clinical decision support (EMR CDS) for opioid prescribing. MethodsData analysis included primary care patients with chronic opioid therapy for noncancer pain seen within an integrated health delivery system in Louisiana between January 2017 and October 2018. EMR CDS incorporated an opioid health maintenance tool to display the status of risk mitigation, and the medication order embedded the morphine equivalent daily dose (MEDD) calculator and a hyperlink to the Louisiana pharmacy drug monitoring program. Outcome measures included change in the average MEDD and rates of opioid risk mitigation, hospitalization, and emergency department use. ResultsAmong 14 221 patients, 9% had prescriptions with an average MEDD ≥90 mg. There were no significant changes in MEDD after EMR CDS implementation. Increasing age, Charlson Comorbidity Index score, female sex, black non-Hispanic race, non-opioid pain medication co-prescriptions, and specialty referrals were associated with a lower odds of MEDD ≥90 (high-dose threshold). Medicare or self-pay, substance abuse history, and pain agreements were associated with increased odds of prescribing above this high-dose threshold. After incorporation of EMR CDS, patients had higher rates of urine drug screens (17% vs 7%) and naloxone prescriptions (3% vs 1%, all P < .001). In addition, specialty referrals to physical or occupational therapy, orthopedics, neurology, and psychiatry or psychology increased in the postintervention period. Although emergency department use decreased (rate ratio 0.92; 95% confidence interval 0.89-0.95), hospitalization rates did not change. ConclusionsEMR CDS improved adherence to opioid risk mitigation strategies. Further research examining which practice redesign interventions effectively reduce high-dose opioid prescribing is needed.

“Where’s the I-O?” Artificial Intelligence and Machine Learning in Talent Management Systems

Artificial intelligence (AI) and machine learning (ML) have seen widespread adoption by organizations seeking to identify and hire high-quality job applicants. Yet the volume, variety, and velocity of professional involvement among I-O psychologists remains relatively limited when it comes to developing and evaluating AI/ML applications for talent assessment and selection. Furthermore, there is a paucity of empirical research that investigates the reliability, validity, and fairness of AI/ML tools in organizational contexts. To stimulate future involvement and research, we share our review and perspective on the current state of AI/ML in talent assessment as well as its benefits and potential pitfalls; and in addressing the issue of fairness, we present experimental evidence regarding the potential for AI/ML to evoke adverse reactions from job applicants during selection procedures. We close by emphasizing increased collaboration among I-O psychologists, computer scientists, legal scholars, and members of other professional disciplines in developing, implementing, and evaluating AI/ML applications in organizational contexts.

Талант-менеджмент как новая концепция управления человеческими ресурсами: сравнительный анализ «лучших практик»

This article is devoted to the consideration of talent management as a new, radically different from the traditional Human resources management concept of human resources management organization. The focus is on identifying and demonstrating the benefits and effectiveness of talent management practices over legacy management recipes in traditional management. When writing the theoretical part of the article, the aim was to present talent management as a constantly improving tool and the main key to a more meaningful, human and efficient production process, which is a comprehensive system of talent management processes of the organization. In the practical part of the article an attempt is made to describe and compare (search for common and distinctive features) talent management technologies in successful and successful organizations of our time. 10 large organizations actively using and developing the talent management system are taken as the object of analysis. Among them — companies from different countries with world names and unique reputation, leaders in their sectors of the economy (production): AMGen, Apple, Coca-Cola, General Electric, Google Inc. McDonald’s Corporation, Procter&amp;Gamble, Samsung Group, Facebook, Gazpromneft. As parameters comparative evaluation of a dedicated “talent” and “attracting talent”, “use talent”, “talent development” “assessment of talent”, “motivated talents.” The results of the study allow us to conclude that talent management is currently actively developing, and the idea that talented staff is able to lead the company to success is becoming more obvious and undeniable. Talent management involves attracting and retaining the best employees, and using their potential for corporate purposes allows you to spend fewer resources, efficiently and leads to the highest performance and high performance. Talented staff is a competitive advantage of the business, and the ability to manage it correctly is the most important factor for ensuring leadership positions in the modern market. Therefore, the talent management system should be developed in the business strategy and implemented at all levels of the organization. The results of the study show that the heads of Russian companies need to pay attention to the experience of successful organizations in the field of talent management. All of the above proves that now the widespread introduction of talent management system is necessary.

Trans-cultural Adaptation and Validation of the "Teacher Job Satisfaction Scale" in Arabic Language Among Sports and Physical Education Teachers ("Teacher of Physical Education Job Satisfaction Inventory"-TPEJSI): Insights for Sports, Educational, and Occupational Psychology.

Background: Job satisfaction is largely associated with organizational aspects, including improved working environments, worker's well-being and more effective performance. There are many definitions regarding job satisfaction in the existing scholarly literature: it can be expressed as a positive emotional state, a positive impact of job-related experiences on individuals, and employees' perceptions regarding their jobs.Aims: No reliable scales in Arabic language to assess job satisfaction in the sports and physical education field exist.This study aimed to trans-culturally adapt and validate the Pepe's “Teacher Job Satisfaction Scale” 9 items (TJSS-9), creating the “Teacher of Physical Education Job Satisfaction Inventory” (TPEJSI) in Arabic language. This scale was administered to a Tunisian population of sports and physical education teachers and analyzed according to the Pepe's theoretical model. More in detail, this investigation systematically tested its factor structure, in terms of internal consistency/reliability, predictive validity, sensitivity and convergent validity.Methods: A total of 417 Tunisian teachers of sports and physical education participated voluntarily in this study. The sample comprised of 258 males and of 159 females. More in detail, 189 were teachers teaching in primary schools of physical education, 105 teaching in secondary schools, and 123 were university teachers. Both exploratory (EFA) and confirmatory (CFA) factor analyses were performed on random-split halves of the sample.Results: The three-dimensional alpha coefficients of the TPEJSI were all >0.80: for satisfaction with colleagues, alpha was 0.865; for satisfaction with parents, alpha was 0.856 and for satisfaction with students alpha was 0.860. The CFA fit indices were satisfactory.Conclusions: Given the good EFA factor loadings, the CFA fit indices, the correlation matrix, the sensitivity analysis, the convergent validity and the excellent internal consistency, it can be concluded that the TPEJSI is a good psychometric tool that can be used to quantitatively assess the job satisfaction level among teachers of sports and physical education in the Arabic-speaking world.

Trans-Cultural Validation of the “Academic Flow Scale” (Flow 4D 16) in Arabic Language: Insights for Occupational and Educational Psychology From an Exploratory Study

Background: As an optimal psychological state, flow represents those moments when everything comes together for the performer. Flow is often associated with high levels of performance and is a positive psychological experience.Aim: Our study aimed to validate the “Academic Flow Scale” (Flow 4D 16) in Arabic language across Tunisian population, and to test its factor structure, in terms of internal consistency/reliability, predictive validity, and sensitivity.Methods: The population is composed of 320 students (139 men and 181 women) belonging to the University of Sfax, with a mean age of 22.26 years. The students voluntarily responded to the scale of academic flow (Flow 4D 16). Both exploratory (EFA) and confirmatory (CFA) factor analyses were performed.Results: The four-dimensional alpha coefficients of the Flow 4D 16 indicate an excellent internal consistency, respectively, of 0.902 (Cognitive), 0.959 (Time), 0.974 (Ego) and 0.960 (Well-being). The CFA fit indices were satisfactory.Conclusion: In summary, the 16-items model (original version) showed for all the indices an excellent fit to the theoretical model, confirming the four-dimensional factor structure among Tunisian student population.

Mental health and corporate social responsibility for industrial psychology

Orientation: Organisations must do whatever it takes to ensure sustainability and longevity, and extend benefits into the communities where they operate.Research purpose: The general aim of this study was to explore the contribution that the profession of industrial psychology can make towards improving mental health by means of a CSR programme.Motivation for the study: This study was motivated by the notion that, in South Africa, organisations are encouraged to be socially responsible and Industrial-organisational Psychology (IOP) can be of service to this goal for the organisation.Research approach/design and method: A qualitative research design with a combination of purposive and convenience sampling was utilised. Participants consisted of the project team who participated in a training institution’s CSR initiative in the North West province. Data gathering took place in the form of semi-structured in-depth interviews, which were transcribed verbatim and analysed using thematic analysis.Main findings: The results showed that typical IOP topics that could be formulated into a CSR programme included life skills and topics related to personal growth and self-worth. The results also showed that universities are able to play a vital part in community engagement, and an inter-relationship of benefits can be established.Practical/managerial implications: The research indicates that industrial and organisational psychologists could also contribute to organisations when they operate in the CSR scope.Contribution/value-add: On an individual level, this study contributed to clarify the understanding whether IOP has a place in social investment and contributions.

Heat stress and inadequate toilet access at work places in India – a potential hazard to working women in a changing climate

In the past few decades, increasingly blistering heat due to climate change has created more illnesses and claimed more lives worldwide, an issue mostly ignored because it's an invisible hazard and hard-to-document disaster. Victims are usually vulnerable populations, including workers exposed on a daily basis to heat, who not only suffer from heat illnesses but also from an exacerbation of existing health problems aggravated by heat and dehydration. Research has proved that heat is a higher risk for female workers, who are affected far more often than their male counterparts. India’s informal economy is dominated by the female workforce and many informal workplaces have minimal welfare facilities including toilets. One of the modifiable factors that influence workplace psychology is the lack of access to a private toilet. To avoid embarrassment or harassment, many women refrain from drinking water during the day in order to limit their trips to the toilet, a potentially deadly strategy during hot seasons which has adverse health consequences. A global trend especially in developing nations evidences a higher number of women entering the workforce. With this trend and rising temperatures, the issue is expected to escalate to significant proportions unless workplace interventions and policy level actions are taken at a national level to protect women workers.

Organization and systematization of data of people with disabilities: support for networked care

The integral care of people with disabilities is weakened by the non-organization and systematization of information. The objective of this study was to organize and systematize data of people with disabilities accompanied in municipal health services in the context of primary and mild complexity care, in Sao Paulo capital, concerning socio-demographic profile, access to professional care and aiding equipment and service accessibility. It also aimed to establish an association between sociodemographic aspects and types of disability. Qualitative, retrospective, exploratory, descriptive and documentary research were based on analyses of users’ medical records and data from local health information systems. Information was collected on 166 people, 89 men (53.6%) and 83 (50%) adults between 19 and 59 years old; 44 (43.1%) users completed or did not complete elementary school. Of the 102 people who reported employment status, 38 (37.3%) were not working and among those who worked, 22 (41.5%) were men. Multiple disabilities (33.4%), physical disabilities (24.5%) and intellectual disabilities (21.6%) were recorded more often. A statistical association (p=0.005) was identified between age and type of disability, where physical disability was the most frequent among those between 6 and 14 years, and multiple disability was associated among the elderly. In primary care, users predominantly accessed doctors and nurses, and in mild complexity care, they contacted occupational therapists, physiotherapists and psychologists. Among the equipment, the use of wheelchairs prevailed. Architectural barriers were observed in services of mild complexity and there was a low offer of public transportation. There is a need to improve recording information, however it was possible to organize data on the part of people with disabilities, a fundamental action for networked care.

Optimizing Service-Learning for Self-Efficacy and Learner Empowerment

Abstract Optimizing Service-Learning for Self-Efficacy and Learner Empowerment Joanna Gonsalves Salem State University Eric Y. Metchik Salem State University Cynthia Lynch Salem State University Charlotte N. Belezos Roxbury Community College Paula Richards North Essex Community College A framework widely used in the field of industrial-organizational psychology, the Job Characteristics Model (JCM) (Hackman & Oldham, 1976), was applied in the current study to measure the quality of students’ service-learning experiences as they relate to student outcomes. It was hypothesized that service-learning projects with higher motivating potential, in terms of characteristics underlying job satisfaction according to the JCM, would lead to greater increases in learner motivation and general self-efficacy. Study participants were 228 students engaged in service-learning courses at five community colleges and one state university in the Northeastern United States. The results showed that changes in students’ self-efficacy scores were moderated by the motivating potential of service-learning courses. Furthermore, learner empowerment appeared to be a partial mediator of this relationship. The study provides support for the application of the JCM in designing service-learning experiences to strengthen students’ course motivation and self-efficacy.

Industrial Organizational Psychology Practices and Organizational Competitiveness: A Panacea for Career Growth and Development in Kenya Power and Lighting Company Limited, Nairobi, Kenya

The study delved the effect of industrial organizational psychology practices on organizational competitiveness in Kenya Power and Lighting Company Limited. Available literature indicates that the two variables under investigation correlate although with an irregular consistence on the account of practice in most organizations and Kenya Power is no exception. This served the researchers a favorable ground to hypothesize that organizational competitiveness is explained sufficiently not by the industrial organizational psychology practices. To guide this reasoning, the study thus adopted the following specific objectives; to establish the effect of talent management, work-life programs, work diversity and globalization on organizational competitiveness. The study further adopted a positivistic philosophical foundation which is based on real facts, objectivity, neutrality, measurement and validity. A true experimental quantitative survey and a content analysis for qualitative approach were employed. Questionnaires were administered on the employees of Kenya Power as it’s one of the key players in the energy sector in Kenya and the only firm where the problem under investigation seemed dominant. Findings were consistent with some reviewed literature despite having poor connotation with the status-quo in the company. All aspects of the independent variable scored highly implying that they are fit to explain a change in the dependent variable. Despite this empirical evidence, the practice on ground in the said company at the time of the study seemed inconsistent with the empirical data. Much as it is common sense to everyone in this company that organizational competitiveness strongly rely on the psychological mighty of the firm, the practice seems to suggest a different stance. This sends a very powerful message to Industrial Psychologists for their field is under siege, employers and employees seem to mind less about it despite its strong perceived relevance in predicting organizational success. The academic-practitioner divide is wide and thus the I–O psychology is much less likely to become more visible or more relevant to society at large or to achieve the lofty goals it has set for itself unless researchers, practitioners, universities, and professional organizations implement significant changes.

Lawrence Martin Brammer (1922-2018).

This article memorializes Lawrence Martin Brammer (1922-2018). Brammer was the president of Division 17 (Counseling Psychology) of the American Psychological Association (APA) from 1986 to 1987 and Fellow of the Society for Counseling Psychology. Over his long career, he received many awards and made major contributions to the field, including extensive international work, a breakthrough theories text with Everett Shostrom, and two terms of service on the APA Council of Representatives. His presidency of Division 17 was marked by a crucial call to take the lead in "professional statesmanship," raising the identity of counseling psychology as a profession. He urged the reduction of turf struggles, stressing collaboration between the fields of counseling, clinical, school, and industrial-organizational psychology, without sacrificing their unique autonomies. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Faith Leaders Developing Digital Literacies: Demands and Resources across Career Stages According to Theological Educators

Despite popular framings about skills for 21st-century jobs, there are few studies of how new media literacies unfold in workplaces, nor of how professional education programs can build on adult learners’ previous experiences to foster effective digital communication practices. We argue that seminaries and divinity schools are a particularly rich context in which to explore these questions. Not only do theological education students represent an unusually wide spectrum of ages compared to graduate programs across professional education, but ministry leadership also lends itself to a sociocultural understanding of digital literacy in which past work-related interpersonal skills are likely to be relevant. This paper revisits data from an interview-based study of theological educators that identified seven Digital Literacies for Ministry. In this new analysis, we use a demands-resources model from workplace psychology to explore and interpret how adult students across career stages engage with these literacies, identifying and illustrating from instructor interview data, and from our own interactions with students, strengths and challenges for each age group. The paper concludes with implications for theological education and other areas of media literacy education in professional schools.

What is said in European Works Councils stays there

Purpose The purpose of this paper is to study how employee representatives in European Works Councils (EWCs) treat confidential information and how such strategies might improve the EWC functioning. Design/methodology/approach Building on interviews of several case studies of EWCs, this paper brings together insights from industrial relations and occupational psychology literature. Findings The results show that through actively challenging the management, an EWC can reduce the amount of information labelled as confidential and become freer to communicate with their rank and file. Actively challenging management, however, does not seem to impact the openness of the management to give early and complete information. Research limitations/implications The paper is based on several case studies, which limits the generalisability of the findings. The results, however, indicate that research is required on how challenging confidentiality can incite managements to provide earlier information. Practical implications The research show clearly the potential but also limitations for employee representatives in actively challenging the management over what information is confidential. Social implications This study studies a universally difficult topic for employee representatives: how to handle confidential information. The findings show that EWCs have little levers to force management to provide early information. For this, more structural change is needed. Originality/value This study is the first to focus exclusively on the issue of confidentiality in EWCs. This is a central concern for employee representatives, but research, until now, has not given much insight in which strategies work.

Образ будущей профессиональной деятельности у студентов-психологов

The aim of the study was to investigate psychology students’ beliefs about the nature of their future work, how these beliefs change at different stages of their University education, as well as to identify the relationship between those beliefs and the acquired knowledge regarding their future work. It was found that upper year students attach a greater importance to knowledge, skills and abilities (i. e. the cognitive component of the image of work) that are required to successfully master their profession and are more deeply aware of their vocation (i. e. the axiological component of the image of work). First-year students believe that the key aspect of their future work is communication and interaction with people in the professional setting (i. e. the communicative component of the image of work). The image of future work activities combines a number of semantic aspects: “Communicative Creativity in Psychological Work,” “Emotional and Volitional Self-Regulation in Psychological Work” and “Skills and Abilities Facilitating Professional Self-Realisation in Psychological Work”; these aspects differ depending on the year of study. Students of all years of study generally attach the same importance to emotional and volitional regulation and view their future work as emotionally stressful. Fourth-year students studying Psychology at the Human Psychology Department see the “Communicative Creativity in Psychological Work” as the most important aspect of psychological work. Fifth-year students studying Workplace Psychology at the Psychology of Work-Related Activities Department and Clinical Psychology at the Clinical Psychology and Psychological Aid Department assign primary importance to the “Skills and Abilities Facilitating Professional Self-Realisation in Psychological Work” aspect. The research has demonstrated that upper-year students have a better understanding of their future profession. However, there were no differences in the extent of knowledge that students of different years of study have in regards to the work conditions of, professional requirements of or barriers to working as a psychologist. Another area there no notable differences were identified was the volume of professional vocabulary, which might indicate a poor level of professional vocabulary attainment in upper-year students. Only one aspect of the image of work demonstrated significant correlation with student’s knowledge about their future work, namely the “Skills and Abilities Facilitating Professional Self-Realisation in Psychological Work.”

Different Starting Lines, Different Finish Times: The Role of Social Class in the Job Search Process

Although social class is an important construct throughout the social sciences, it has received only minimal attention in the industrial-organizational psychology, organizational behavior, and huma...

An Economy of Abundance: From Scarcity to Human Potential in Organizational and University Life

Emerging research and practice in workplace psychology is moving toward assessing people on a subset of competencies that divide the population into high and low potential employees. This article e...