Industrial And Organizational Psychology Research Articles

Industrial-organizational psychologists and volunteer work

AbstractMany of the larger employers in this country and abroad have benefited from industrial-organizational (I/O) psychologists’ evidence-based practice. However, charitable and not-for-profit organizations have not always been aware of our services or able to afford them when cognizant of them. Volunteering professional services to charitable organizations provides an opportunity to extend these benefits. In addition, volunteers reap the intrinsic rewards of service, acquire opportunities to hone their skills, and learn from others, and pro bono work has the potential of informing our understanding of the science and practice of I/O psychology. This paper provides five case studies from five I/O psychologists who share their volunteer experiences in their own words. Each case study describes what the I/O psychologist did for the organization, how he or she became involved, and what he or she got out of the experience and learned. The paper offers ways SIOP and the SIOP Foundation might facilitate volunteer activities and concludes by inviting readers to share their own volunteer experiences and suggestions for encouraging volunteer work.

Between norms and margins: The “Norms–Fringe–Margins” model. A dynamic model of psychosocial self-construction through an expanded notion of working

This article addresses the new forms and relationships to work currently developing, in line with the upheavals of the Anthropocene. Occupational and counseling psychology are developing models that increasingly integrate systemic and contextual dimensions to understand careers and work-related issues. We propose a theoretical model “Norms–Fringe–Margins” to approach these new forms of work as hybrid constructs, sources of both personal and social innovation. We argue that these new ways of relating to work can contribute to sustainable and just commitments to citizenship, both at the individual and social levels. The model distinguishes three interrelated spaces of psychosocial self-construction through work: a normed space (Norm), a space on the margin (Margin), and an intermediate space (Fringe). To analyze the psychosocial construction of a person, we study the dynamic interactions of these three psychosocial spaces as a presence supported by a set of tensions to overcome.

Supplier Management and Organizational Performance of Food Processing Industry in Nairobi County Kenya

In current environmental changes, hyper-stiffed competition to deliver more innovative products, changing customer and investor demands and globalization have become the standard setting for firms in Food Processing Industry. Multinational firms are constantly under pressure to find the most profitable ways to bring products to market. To effectively compete, organizations must continuously improve their performance by reducing costs, enhancing quality, and differentiating their products and services. Increasingly, this means relying on third parties management and outsourced services have to lead to a highly collaborative working relationship with their suppliers. The study meant to determine the relationship between Supplier Management and Organizational Performance of Food Processing Industry in Nairobi County Kenya. The study objectives was to determine the role of supplier selection process, supplier involvement practices, supplier development practices, and supplier monitoring programs on the Organizational Performance of Food Processing Industry in Nairobi County Kenya. Theories relevant to this study were Transaction Cost Theory, Resource Dependency Theory and Social Capital Theory which most of them were drawn from different disciplines such as industrial-organizational psychology and economics reflecting the interdisciplinary origin of purchasing and supplies management which were all shown how the variables link up with the mentioned theories. Study variables were discussed under the conceptual framework there after operationalized. Theories relevant to this study were reviewed that included; resource based view theory, strategic choice theory, network theory, and stakeholder theory. The study variables were explained under conceptual framework under independent variables that is; supplier selection process, supplier involvement practices, supplier development practices, and supplier monitoring programs and Organizational Performance. Critique of relevant literature relevant to the study was done and research gaps identified. The study adopted cross-sectional survey design using both quantitative and qualitative methods. The target population was 102 Food and Beverages Manufacturing Firms in Kenya in Nairobi City County. The study used simple random sample to pick a sample size of 50 Food and Beverages Manufacturing Firms. Data was collected using questionnaires which were self-administered. Qualitative and quantitative data was coded and entered in Statistical Package for Social Sciences version 24 for analysis. A pilot study was conducted to measure the research instruments reliability and validity. Descriptive statistics were generated. Inferential statistics using linear regression and correlation analysis was carried out to test the relationship between independent and dependent variables where all the independent variables were positively correlated with the dependent variable. The results were presented using tables and graphs. The study findings indicated that, supplier selection process, supplier involvement practices, supplier development practices, and supplier monitoring programs have a positive and significant association with performance of food and beverages manufacturing firms in Kenya. This implied that Supplier Management practices and performance of food and beverages manufacturing firms change in the same direction. The study found out that food and beverages manufacturing firms’ in Kenya have embraced Supplier Management practices for effective performance. The study recommends that it would be appropriate for food and beverages manufacturing firms embrace, supplier selection process, supplier involvement practices, supplier development practices, and supplier monitoring programs as Supplier Management practices. Equally, the study recommends that food and beverages manufacturing firms should conduct overall effective and efficient supplier management strategies /practices that focus on long term goals of the organization. This study recommends that a similar research can be conducted from multiple informants groups to come up with a variety of outcomes by creating discussion among supply chain managers with different skills and capability. Moreover, a similar research can be conducted using longitudinal so as the research to identify the evolution of supplier management strategies across number of year.

Организационная психология в условиях специальной военной операции и после: задачи прежние, контексты и акценты новые

Introduction. The problem of the peculiarities of the work of organizational psychologists in the conditions of a special military operation (SMO) and after its completion is raised. The similarity of the existential meanings of the Great Patriotic War and the SMO and the differences in the socio-psychological processes that accompany them are revealed. Theoretical analysis. It is argued that while maintaining traditional tasks, but changing the conditions for their solution, the content of the activities of organizational psychologists undergoes transformations that can become even more pronounced after the end of the SMO. New socio-psychological contexts lead to different emphases in the work of organizational psychologists. In particular, on the basis of analysis of the tasks of organizational psychology and current practical experience, new emphasis has been identified in such areas of work of psychologists in organizations as the preservation of organizational culture and the cohesion of work teams, the psychological support of workers, the formation of their psychological readiness for constructive interaction with participants in the SMO after their return to civilian life, advising the latter on their requests. Conclusion. As a result of the analysis, a position was formulated on the need to pay increased attention to the training of organizational psychologists to work in new conditions, to solve the problem of quantitative and qualitative support for this training.

Career Development Human Resources for Education Institutions in Industry 4.0 Era: New Model Conceptual

HR career development has become an ongoing effort that requires commitment from the entire organization. This helps improve employee retention, motivation, and performance and ensures the organization has the talent it needs to achieve its goals. This research introduces a new conceptual model for career development in Human Resources (HR). This model aims to integrate an innovative and holistic approach to managing employee career development. By considering factors such as rapidly evolving technology, changes in work paradigms, and changing organizational needs, this model provides a fresh and relevant view of how HR can play a key role in facilitating employee professional growth. The results of this research discuss key aspects of this new conceptual model, including talent assessment, integrated career planning, personalized training and development, and an approach focused on work-life balance. Through this concept, this research guides HR professionals and organizational leaders on how they can adapt career development strategies that are more effective and relevant to the dynamics of the modern world of work. In conclusion, this new conceptual model encourages HR transformation to support employee growth and achieve organizational strategic goals in an era that continues to change rapidly.

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).

Talent Assessment Multi-criteria Decision Method with Multiple Fuzzy Numbers Based on TOPSIS

In the context of introducing high-level talents, the issue of talent evaluation has always been a challenge for decision-makers. Selecting exceptional candidates from a pool of applicants, based on scientific assessment, has been a perplexing task. This article proposes that talent assessment is a complex process, and suggests using the TOPSIS method to address this challenge. By employing a mixed fuzzy number multi-criteria decision-making approach, a ranking plan for talent selection can be formulated, thereby aiding decision-makers in determining the most suitable candidate based on the optimal solution of the criteria.

The trustworthiness of the cumulative knowledge in industrial/organizational psychology: The current state of affairs and a path forward

The goal of industrial/organizational (IO) psychology, is to build and organize trustworthy knowledge about people-related phenomena in the workplace. Unfortunately, as with other scientific disciplines, our discipline may be experiencing a “crisis of confidence” stemming from the lack of reproducibility and replicability of many of our field's research findings, which would suggest that much of our research may be untrustworthy. If a scientific discipline's research is deemed untrustworthy, it can have dire consequences, including the withdraw of funding for future research. In this focal article, we review the current state of reproducibility and replicability in IO psychology and related fields. As part of this review, we discuss factors that make it less likely that research findings will be trustworthy, including the prevalence of scientific misconduct, questionable research practices (QRPs), and errors. We then identify some root causes of these issues and provide several potential remedies. In particular, we highlight the need for improved research methods and statistics training as well as a re-alignment of the incentive structure in academia. To accomplish this, we advocate for changes in the reward structure, improvements to the peer review process, and the implementation of open science practices. Overall, addressing the current “crisis of confidence” in IO psychology requires individual researchers, academic institutions, and publishers to embrace system-wide change.

The nurse faculty role: A lived experience of mentoring nurses while coping with anxiety during the COVID-19 pandemic.

BACKGROUND: Providing patient care and nurse education in today's healthcare environment is high-stress, often resulting in high-anxiety among both nurses and nurse educators. The impact of the COVID-19 pandemic on nurse faculty is largely unexplored. The aim was to share the experience of living and work working with anxiety in the nurse faculty role during the COVID-19 pandemic. This is a lived experience narrative of one nurse faculty member. Through daily purposeful self-motivation and reflection, yoga, and brief outdoor respites, the author was able to strengthen professional identity, to see value in her work and to activate the personal resource of hope (Nursing Management, 52, 2021, 56; Journal of Occupational and Organizational Psychology, 93, 2020, 187). 'Nursing faculty are essential to the profession' and likely experienced 'emotional exhaustion' during the pandemic (Nursing Education Perspectives, 42, 2021, 8) in their efforts to buoy students. It needs to be acknowledged that nursing faculty can experience anxiety, secondary trauma (International Journal of Environmental Research and Public Health, 17, 2020, 8358) and compassion fatigue, through listening to students' experiences and offering reinforcement during chaotic times. Little is known about what nursing faculty experienced as they attempted to support students (Nursing Education Perspectives, 42, 2021, 285). It is hoped that by sharing this lived experience, nurses and nurse faculty will understand how employing hope as a personal resource and re-engaging with their professional identity will help them cope with the significant stresses that future healthcare pandemics or disasters may bring.

Effects of Covid-19 on Employee Engagement: A Study in the Context of Work-from-Home Practices

Employee engagement is a human resources (HR) concept that describes the level of enthusiasm and dedication a worker feels towards their job. Engaged employees care about their work and about the performance of the company, and feel that their efforts make a difference. The main purpose of the study was to understand how employees are engaged when there is no job security and career growth and also to find the best tools of employee engagement in the phase of work-from-home practices. The study found that employee engagement and its factors have a direct and significant effect on organisational performance (Xanthopoulou et al., 2009, Journal of Occupational and Organizational Psychology, Vol. 82, Issue 1, pp. 183–200). In this uncertain period of coronavirus pandemic, the organisations have taken a big dig in terms of increment and innovation, which led to overall downsizing. The study also found that the employee engagement is significant and positively related to the organisational performance and in the times of Covid-19, the organisational performance is reduced as the employee engagement became low and poor.

API Face Value

Emotion recognition application programming interface (API) is a recent advancement in computing technology that synthesizes computer vision, machine-learning algorithms, deep-learning neural networks, and other information to detect and label human emotions. The strongest iterations of this technology are produced by technology giants with large, cloud infrastructure (i.e., Google, and Microsoft), bolstering high true positive rates. We review the current status of applications of emotion recognition API in psychological research and find that, despite evidence of spatial, age, and race bias effects, API is improving the accessibility of clinical and educational research. Specifically, emotion detection software can assist individuals with emotion-related deficits (e.g., Autism Spectrum Disorder, Attention Deficit-Hyperactivity Disorder, Alexithymia). API has been incorporated in various computer-assisted interventions for Autism, where it has been used to diagnose, train, and monitor emotional responses to one's environment. We identify AP's potential to enhance interventions in other emotional dysfunction populations and to address various professional needs. Future work should aim to address the bias limitations of API software and expand its utility in subfields of clinical, educational, neurocognitive, and industrial-organizational psychology.

Workable ranges model: a map and method for ‘drawing out’ embodied knowing

ABSTRACT We introduce the Workable Ranges Model (WRM) as a visual map and method for enacting and exploring embodied knowing about stress and emotion regulation. The WRM portrays three core psychophysical states in spatial form. Optimal and flexible regulated states are positioned centrally between two lines representing thresholds of tolerance beyond which are hyperarousal above and hypoarousal below. In developing the WRM as a method of embodied enquiry, we focus on visual techniques of mapping and time-lining. To illustrate the potential of the WRM as a map and method for ‘drawing out’ embodied knowing in research participants, we describe two phases of research in which the facilitation of first-person enquiry for therapeutic purposes doubled as data generation. We then consider how the WRM might be expanded as a research tool across fields interested in similar phenomena including occupational and health psychology, sports science, and food and nutrition. In so doing, we explore three shared methodological features of our example study: (i) visual presentation of the WRM; (ii) facilitated first-person embodied enquiry; and, (iii) multiple data-collection points. The research methods presented could have wide application to describe and understand trajectories to, and experience of, conditions affected by stress and emotion dysregulation.

Wellbeing: An economic psychology perspective

Wellbeing plays a key role in economic psychology, illustrating how psychological mechanisms impact on economic factors. Wellbeing is vital for occupational psychologists as it allows for the development of interventions to protect and improve workers health. The contribution of economic psychology has received little attention within occupational psychology to improve the measurements of individual wellbeing. The aim of this commentary paper was to bring forward a call to action of two methods that have been used in economic psychology that occupational psychologists can adopt to better measure wellbeing. This commentary paper is based on the insights of Kirchler and Hoelzl (2018) and both time-sample diaries and day reconstruction methods. The analysis showed that by using time-sample diaries, occupational psychologists could better understand the current mood, current mental state and objective characteristics of worker situations. This commentary article identified that by using day reconstruction method, occupational psychologists can have a better insight into employee experiences and feelings in a timely manner. This commentary article recommends that by using insights from economic psychology, occupational psychologists can better measure the wellbeing of workers using time-sample diaries and day reconstruction methods. The paper should, therefore, be of value to scholars and practitioners wishing to improve wellbeing.

The Collaboration between Occupational Therapy and Psychology in Treating Adolescents in a Psychiatric Residential Treatment Facility. Multisensory Immersion Room as a Treatment Intervention

This article highlights the collaboration between the fields of occupational therapy (OT) and psychology in the development of a Multisensory Immersion Room (MSIR) within a Psychiatric Residential Treatment Facility (PRTF). An MSIR was designed to expand clinical treatment programming at the Albert J. Solnit Children’s Center-North Campus, within the Connecticut Department of Children and Families. The collaborative assessment between psychology and OT delivers a superior understanding of a youth, which is advantageous to planning treatment in an MSIR space. A case study is utilized to showcase this collaboration, while simultaneously paving the way for future providers.

Two pillars of higher education and the lack of equality between them

COVID-19 and the associated changes in patterns and approaches to hybrid and remote work, have highlighted inequalities between workers in many industries. Trevor Brooks from College London’s Audio-Visual Services met with Dr Ricardo Twumasi, Lecturer & Organisational Psychologist from King’s College London to discuss the lack of equality between academia and professional services: The two pillars that support teaching and research within Higher Education. This paper is the recorded conversation between them transcribed using Microsoft words transcription tool.

#6762 “PRIMUM NON NOCERE”: DIGITAL TOOLS AND MENTAL LOAD IN CLINICIANS AND PATIENTS: THE “E3 TASK FORCE” PROJECT

Abstract Background and Aims The Covid 19 pandemia has been an extremely potent enhancer of digital health solutions spreading. Telemedicine was already available in France before SARS-COV2, but not used as a standard of care. It seems like when sticking to the expressed needs and objectives, the implementation of digital solutions became a reality with a high level of acceptability. Since e-health is spreading and the commercial offer of digital solutions dramatically increasing, it seems critical to predict the impact of those new tools on mental load of users in order to make sure digital solutions really bring better quality of care together with quality of life (patients) or profesional life (health care professionals). Method Assistance publique -Hôpitaux de Paris launched in 2022 an ambitious project focusing on digital innovation at Hotel Dieu, making the largest hospital in Europe also an active promotor of digital health. This project includes an Innovation Hub, a large incubator for Start-ups, and (among others) the Digital Medical Hub (DMH). DMH is combining an academic platform dedicated to promoting scientific research on E-health and an open innovation structure promoting transformation strategies for e-health projets. Academic DMH initiated (March 2022) an innovative project aiming at defining what are the critical parameters involved into the lived experience of e-health users (clinicians and patients) with regard to mental load. This project included 3 steps: 1) a “consensus of experts” strategy conducted through meetings allowing the group to provide a list of the main dimensions impacting the (positive or negative) changes observed on daily life and mental load. The group includes neurosciences experts, clinicians (nephrologist, cardiologist, psychiatrist), e-health and digital solution experts, neuroergonomics and ergonomics experts, work psychologists, health economy specialist, market access experts). The following task of the group is to identify among those dimensions, those that are measurable or propose a way to evaluate them. 2) In paralell, a large opinion barometer is spread among health care professionals (HCP), digital entrepreneurs, and stakeholders in the field of health in ordre to collect over 500 answers allowing to describe expectations, fears and representations about e-Health implementation in France. 3) The last step of our research project is experimental with semi structured interviewing of health care profesionals in two different hospitals to explore the experience of actors exposed to digital solutions usage daily. The expert group conducting this research has turned into a Task Force to build the research plan for the next steps, after publishing the first conclusions of this work in the form of a “white book”. Results A white paper is under review describing the dimensions identified by the consensus of experts group as impacting mental load of HCP and, when available, the tools for quantitaive assessment of impact. The resultst of the pinion barometers witll be available in June and the qualitative study if ongoing. Conclusion Sharing this experience is shedding light on the importance for the Nephrology community to think about how to take part to the digital revolution in the field of Nephrology. There is incredible need for training and teaching to develop a commun culture about digital health. Patients and profesionals should explore and express needs for digital tools in order to act as promoters of the digital transformation of health system.

Graduate Employability: An Update on Behaviours Prized by Employers

Abstract There is a strong need for MSc occupational psychology courses to produce employable graduates. However, many universities and students want to know what are the skills and behaviours needed by employers? To answer this question, two job analyses were completed in a multinational management consultancy and in a boutique firm specialising in assessment and development centres (Biggs, 2010). This research highlighted eight competencies that could be developed by students making them more employable. Many students have used this competency framework, not only in our successful evening-based MSc in Occupational Psychology at Gloucestershire, but at other universities and on other degrees. As such there was a call by others to ensure that the research completed over a decade ago still had currency today and that the eight consultancy competency framework was still valid. This paper sets out an update to that original research demonstrating that the framework is still relevant today.

Parental, caregiving, and family leave during clinical neuropsychology postdoctoral training: Recommendations and guidelines from the Women in Neuropsychology (WIN) committee and Education Advisory Committee (EAC) of the Society for Clinical Neuropsychology (SCN; APA division 40)

Objective: Parental and other caregiving leave is important to postdoctoral fellows, yet there is no field-wide recommendation for leave policies among clinical neuropsychology postdoctoral training programs, which is of particular relevance given the two-year requirement for eligibility for board certification. The aims of this manuscript are to (a) discuss general guidelines and recommendations for leave policies, both informed by prior empirical evidence as well as relevant existing policy guidelines from various academic and healthcare organizations, and (b) use vignettes to provide possible solutions for potential leave scenarios. Method: A critical review of literature on family leave from public policy and political science, industrial-organizational psychology, academic medicine, and psychology was conducted and findings were synthesized. Results and Conclusions: Fellowship training programs are encouraged to adopt a competency-based model that permits flexibility in leave during training without necessarily requiring an extended end date. Programs should adopt clear policies and make this information readily available to trainees and think flexibly about training options that best meet the training needs and goals of each individual. We also encourage neuropsychologists at all levels to engage in advocacy for broader systemic supports of trainees seeking equitable family leave.

Identifying the critical skillset of top crime scene examiners: Why this matters and why agencies should develop top performers

AbstractProcessing a crime scene is complex. When scenes are processed well, higher quality specimens can be detected and collected. Inadequately managed scenes increase risk of ineffective investigations and poorer justice outcomes. Government reports from around the world have stated that some crime scene examiners outperform their peers. If processing a crime scene is vital for optimal outcomes, then who should we employ, and train, for this complex and challenging role? What skills do they need? In 2010, the seminal work into the technical and non‐technical skills of top crime scene examiners commenced in Australia. This team used empirical techniques from occupational psychology and business management to identify a cluster of 7 key cognitive, social, leadership skills, and technical/scientific knowledge to develop a profile of top crime scene performers. This work was published in a series of papers between 2012 and 2017. In 2023, the original work was combined with current international empirical findings to build a robust, comprehensive, and more generalizable picture of the holistic skillset of top crime scene examiners. The rationale for developing a skillset is to assist forensic agencies to create targeted recruitment procedures and inform the content of early career training programs for their crime scene teams. With recruitment and training done well, organizations are better placed to attract, develop, and retain personnel with potential to excel in complex roles. When top examiners attend scenes, it is possible the risk of poorer justice outcomes arising from crime scene work could be reduced.This article is categorized under: Forensic Science in Action/Crime Scene Investigation > Crime Scene Examination Forensic Science in Action/Crime Scene Investigation > Education and Formation Forensic Science in Action/Crime Scene Investigation > From Traces to Intelligence and Evidence

How relevant is the APA ethics code to industrial-organizational psychology? Applicability, deficiencies, and recommendations

AbstractOpinions have been divided regarding the relevance of the APA Ethics Code to non-mental health specialties and even whether the code should attempt to encompass all psychology specializations. However, these opinions have crystallized without the benefit of any appreciable empirical data, until now. This study investigates the applicability of the ethical principles and standards of the code to 398 first-person narratives of ethical incidents reported by industrial-organizational (I-O) psychologists. On average, 2.8 (of the 5) principles enumerated in the code were deemed applicable to each incident, and each principle was applicable to more than half the incidents provided. Of the code’s 89 ethical standards, 75 (84.3%) were applicable to at least one incident. Among the 10 categories of standards, resolving ethical issues and human relations were the most frequently applicable, whereas therapy standards were virtually never applicable. However, for 42.7% of the incidents, trained judges identified a substantive deficiency or ambiguity for I-O psychologists in the code. These deficiencies were subsequently grouped into seven higher order categories (assessments in organizations; research practices; data management; professional interactions; business practices; student ethics; and proactive ethical behavior). Recommendations are offered for improving those putative deficiencies, and implications are discussed for I-O psychologists, the APA’s Ethics Code Task Force (ECTF), and other nonclinical domains of psychology.