Psychological Job Research Articles

Atypical jobs in psychology: Interview with Dr. J. Douglas McDonald ("Spotted Hawk").

This article outlines the career of Dr. J. Douglas McDonald, professor of psychology at the University of North Dakota (UND) and the director of the UND Indians into Psychology Doctoral Education Program. During graduate school, McDonald grew determined to develop a program that would assist American Indian students with entering the field of psychology in order to serve native populations across the United States and build cross-cultural competency and allyship within the psychological community. Upon graduating with a PhD in clinical psychology from the University of South Dakota, he created the flagship Indians into Psychology Doctoral Education program at UND, which meets these objectives, and has directed it ever since. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Atypical jobs in psychology: Interview with Dr. M. David Rudd.

This is an interview with Dr. M. David Rudd, the president of the University of Memphis. This interview describes Dr. Rudd's work, the rewards and challenges of his job, and the pathway to his job. Readers will be inspired by his vision for the university, his ability to build consensus, and his use of psychological skills in overcoming challenges. In addition, readers will learn valuable leadership lessons such as valuing people and understanding how decisions impact others. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Atypical jobs in psychology: An interview with former governor Dr. Ted Strickland.

This article outlines the career of former governor of Ohio, Dr. Theodore "Ted" Strickland, who was trained as a psychologist prior to entering the world of politics. He became increasingly interested in politics while practicing as a psychologist, specifically, in the ability and training of psychologists, which he believes grants them unique skills to guide public policy. As governor, Strickland was able to interact with a diverse group of individuals on the challenges encountered during his term and understand issues from different viewpoints due to his background in psychology. He also maintained the scientist-practitioner approach by keeping himself informed on current issues via publications. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Atypical jobs in psychology: Public safety and criminal justice reform consultant.

This article samples the career of Dr. Guy O. Seymour, whose undergraduate studies were completed at La Universidad Interamericana in Puerto Rico. He earned his MA and PhD in clinical, counseling, and community psychology at Boston University. The first bilingual person of color appointed to the professional staff of the city of Boston's general hospital, he founded the nation's first multicultural internship program and rose to be the chief psychologist of the Boston Department of Health and Hospitals. His career path led him to develop psychological services in nontraditional workspaces, including medical, police, fire, and correction departments and for the International Olympic Games. At the end of his career, a family member's encounter with marijuana laws led to an interest in advocacy for criminal justice reform. Since retirement from practice, he has continued to volunteer with efforts to decriminalize marijuana possession and to abolish cash bail for pretrial and misdemeanor offenses. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Atypical jobs in psychology: Provision of cross-cultural safe-house services for survivors of human trafficking in Finland.

This article outlines my career as a counseling psychologist trained in integrated behavioral health care and trauma treatment prior to becoming a self-employed consultant for Samaria, a Finnish non-governmental organization (NGO), engaged in aftercare activities for individuals identified as victims of human trafficking. I became interested in working with victims of human trafficking after hearing a leader of Project Rescue, an international antitrafficking organization, speak at the church I attend. Particularly, I developed a specific interest in providing intensive and on-the-job training to employees and volunteers of these programs in an effort to promote longitudinal consistency in the provision of service, improve staff self-care practices, and reduce caregiver attrition in a field where compassionate and competent care is emotionally draining and time-intensive. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Atypical jobs in psychology: Interview of Dr. Donna Rasin-Waters.

This article provides an overview of Dr. Donna Rasin-Waters' career path and experiences providing telehealth at the Brooklyn Campus of the Veterans Affairs New York Harbor Healthcare Systems. Dr. Rasin-Waters, a psychologist and neuropsychologist with a specialty in geropsychology, began working toward the provision of evidence-based therapy via telehealth for Veterans in 2010. She believed that, in addition to rural communities, telehealth held utility for Veterans in densely populated areas, particularly for elderly adults with limited means for transportation. Since the COVID-19 pandemic, Dr. Rasin-Waters has seen a rapid boom in the use of telehealth for a variety of clinical activities with Veterans. This has further brought to light promising implications for the provision of remote mental health services, as well as important telehealth training and cultural considerations for clinicians. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Atypical jobs in psychology: Interview of Dr. Ellen Scrivner.

This publication highlights the career of Dr. Ellen Scrivner, a past president of American Psychological Association's (APA's) Division 18 and a pioneer in the specialty of police and public safety psychology. While psychologists' work with police and public safety may be typical now, Dr. Scrivner's journey and work were atypical when she embarked on her academic studies and began her career. Although initially intrigued by the science of changing behavior, she became more interested in changing the behaviors of organizations throughout her time as a psychology major in undergraduate studies. Dr. Scrivner followed this passion through her graduate studies and into her career. As a professional working with police in public safety, having a background in psychology has allowed Dr. Scrivner to better assist organizations in transitioning or creating different, coherent, and more effective patterns or practices. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Atypical jobs in psychology: An interview with Dr. McCarthy.

This article summarizes the career of Dr. McCarthy, who is Dean of the College of Sciences and Humanities at Ball State University. She came from humble roots as the oldest of 10 children and is therefore grateful she was able to attend college. That experience gave her insight into the possible challenges of those pursuing a degree in higher education. This, coupled with her education in psychology, has helped her passionately serve both her students and faculty members in several public service roles, including her current position as dean. Through this interview, Dr. McCarthy was able to describe her background training, daily tasks, and the strategies she employs to effectively spark change at both the individual and institutional levels. She also discussed the rewards and challenges of her career. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Examine the relationships between health-related quality of life, achievement motivation and job performance: the case of Taiwan hospitality industry

BackgroundEmployees are considered as one of the most important assets in many organizations, and their health well-being is critical to help achieve a sustainable and motivated workforce that is committed to delivering quality hospitality services through enhanced performance and productivity. Given the extent of the challenges and impact presented by the COVID-19 pandemic to the hospitality industry, it is timely to gain further insights on employees’ health well-being. The key purpose of this study is to examine the relationships between health-related quality of life, achievement motivation and job performance in the Taiwan hospitality industry, to acquire a better understanding of their relationships through the job performance pathway models.MethodsThis study has used a purposeful sampling technique to select the 10 highest-earning hospitality companies in Taiwan. A total of 292 questionnaires were collected from the employees of these hospitality companies. Based on the multi-dimensional concept of health-related quality of life (HRQoL), the relationships between the five key dimensions (i.e. psychological health, physical health, social health, achievement motivation, and job performance) were examined. To measure these dimensions, the survey questions were adapted from previous research such as the World Health Organization’s WHOQOL-BREF scale, Minnesota Satisfaction Questionnaire. Partial least squares - Structural Equation Modeling method was used to explore these dimensions, and two job performance pathway models (for manager and staff) were subsequently developed.Results and conclusionsFindings showed that psychological health directly affected the manager’s job performance and physical health had a similar effect through social health. While psychological health had not affected the staff’s job performance, but it could affect achievement motivation through both direct and indirect effects of social health. The pathway models that were developed indicated that the manager’s job performance was mainly affected by psychological health and social health, whereas the key dimension that had affected the staff’s job performance was achievement motivation.

농인 수어통역센터장의 직무 경험에 관한 현상학적 연구

The purpose of this study is to explore the experiences of the process of performing duties by the Deaf director of the Center at the Sign Language Interpretation Center and to understand the nature of the experience. A phenomenological qualitative research method was used to recognize the social position and role at the time of transition from part-time to paid full-time center director and to confirm the experience of performing one's duties. The study participants used sign language, and the study was conducted through in-depth interviews with intentional sampling of four center directors who had long worked at the center. As a result of data analysis, 14 revealed topics and 4 essential topics were derived through 33 semantic units excluding overlapping or out of context out of 299 semantic units for their job experience. The essential themes were ‘starting with the life of the deaf’, ‘doing my best in the job of the center director’, ‘not an easy path’, and ‘having hope’. This study is meaningful in that the Deaf director of the Center revealed the essential meaning of the psychological and social difficulties and job performance experience felt in his/her position, and can be expected to develop the sign language interpretation center and improve the welfare of the entire Deaf society.

The Influence of Observed Workplace Ostracism on Psychological Distress and Job Performance: The Moderating Effects of Perpetrator’s Injustice Attribution and Emotional Intelligence

Forming and sustaining meaningful social relationships is a fundamental need for individuals (Baumeister and Leary, 1995). If they feel rejected, their social interaction need will be unfulfilled (Dewall & Bushman, 2011), leading to impaired belonging needs, control, self-esteem and meaningful existence, which eventually impact their behaviour, mental health and emotions (Williams, 2007). Ostracism is a form of social exclusion/rejection, expressed in various actions, such as ignoring the target and shutting him/her out of the conversations and other actions (Ferris et al., 2008), leading to various detrimental consequences (Li et al., 2021). It is a pervasive phenomenon in different social contexts (Kimel et al., 2017). Workplace Ostracism is defined as “the degree to which an employee perceives that he or she is ignored or excluded by others in the workplace” (Ferris et al., 2008). Research in workplace ostracism has prospered in recent years (Howard et al., 2019). Various theoretical perspectives have been brought forward to explain workplace ostracism, one of which is the workplace victimisation relational model by Aquino and Lamertz (2004) that consolidates two perspectives—the victim and the perpetrator—in the context of role relationships and organisational structure. This model proposes that workplace ostracism should be understood within a social, dyadic relationship between the victim and the perpetrator and the organisational context in which such relationships occur. Keywords: Observed workplace ostracism, psychological distress, perpetrator’s injustice, emotional intelligence, job performance.

How does Transformational Leadership Affect Employee Wellbeing? Investigating The Sequential Mediating Effect of Psychological Empowerment and Job Crafting

How does Transformational Leadership Affect Employee Wellbeing? Investigating The Sequential Mediating Effect of Psychological Empowerment and Job Crafting

Sustaining Organizational Excellence during Crisis through Psychological Contract and Organizational Citizenship- an Analysis in Healthcare Sector

Business environment turbulence and the challenges provided by the epidemic have drastically altered the working environment. During the crisis and remote working mode, strategic initiatives created employee behavioral changes, significantly impacting previously held perceptions about the psychological contract (PC) and organizational citizenship behavior (OCB). Understanding psychological contracts and job relationships will strengthen understanding of organizational citizenship behavior. The present research investigates the elements of organizational excellence in connection to the healthcare profession using psychological contracts and employee citizenship behavior. The research provides empirical evidence. The study contributes to the current frame of literature. It gives insight to the professionals working in the healthcare sector to know the role of the PC in establishing employee behavior through intervening variables that will lead to organizational excellence and organizational citizenship behavior. The study has practical implications for healthcare sector, enabling them to benefit from the findings in achieving organizational excellence.

The father experiences and challenges of Namibian and South African offshore working men.

Offshore working fathers' extended absence from families influences families' well-being, and fathers' own psychological well-being and job satisfaction. Moreover, it impacts on job safety and performance. The paternal experiences and challenges of offshore working men, however, remains relatively unexplored with most research conducted with men from western or northern hemisphere contexts. To explore the father ideas, experiences, practices, and challenges of Namibian and South African men of colour who work offshore the African coast; and if and how these are informed by traditional and "new" fatherhood ideas. We used a qualitative method that involved interviewing 15 fathers about their experiences and challenges. Thematic analysis was used to analyse the resulting data. Fathers viewed themselves as part-time fathers; They identified with contemporary notions of affectionate fathers who desire close connections with children but found it challenging to form and maintain close relationships with older children; They valued the fulfilment of traditional father roles of disciplinarian, provider and protector; and, They resorted to authoritarian practices when confronted with problematic child behaviour. Traditional gender notions seemed to underpin many of their father ideas, practices, and challenges. Both new and traditional father and gender ideas informed fathers' experiences and challenges. Fathers need awareness about their taken-for-granted gender and father role assumptions, as well as knowledge and skills to enable close relationships with their children across children's developmental stages.

Structural empowerment among social workers in Hong Kong: its relationship with job satisfaction and psychological well-being

ABSTRACT Kanter’s model of structural empowerment developed in Western individualist culture has similar functionality in Hong Kong where collectivism is valued. Structural empowerment exerted a direct effect on job satisfaction and an indirect effect on psychological well-being via global psychological empowerment and job satisfaction. Opportunities for training and self-growth were most accessible to social workers, but least related to job satisfaction and had no bearing on psychological well-being. To empower social workers to provide a quality service, access to information, resources, and support in the workplace is more essential than access to training and self-development.

Features of psychological well-being and job satisfaction of women of different age groups

Features of psychological well-being and job satisfaction of women of different age groups

Social Network Structure as a Moderator of the Relationship between Psychological Capital and Job Satisfaction: Evidence from China

Although networking is reported to be a job search strategy in the literature, research on the interaction between social networking and other personal resources and its effect on job satisfaction is scarce. In the perspective of social networks, the present study explored whether the social network structure, which consists of network size and tie strength, moderates the relationship between psychological capital and job satisfaction. By using a two-wave longitudinal design, we collected the quantitative data (survey of 344 undergraduate students who were about to graduate soon) from 19 universities in Beijing city, Shandong Province, and Jiangsu Province in Eastern China. Factor analysis and hierarchical regression analysis were adopted to analyze the data of the survey. We found that psychological capital has a positive impact on job seekers’ job satisfaction. Furthermore, smaller networks and weaker ties in social networks both render the positive effect of psychological capital on job satisfaction even stronger.

The Effect of Experienced High-Performance Work System and Perceived Organizational Support on Perceived Workload Through Psychological Empowerment and Job Demands

<p><em>Discussion of the integrative model of high-performance work systems experienced by employees (experienced HPWS) and the perceived organizational support simultaneously test for positive and negative effects on perceived workload (PW). A recent study shows the situation that occurs in the company where employees feel burdened by the workload they have and do not get additional compensation for the excess work they do. As a company, Bayer Indonesia regularly conducts surveys to assess several aspects, including employee engagement. Based on the 2020’s employee survey result, employees perceive their current workload to be relatively high, which is evaluates as a result of processes, policies, and systems that occur in the company. This research is using Job Demands (JD) and Psychological Empowerment (PE) as a mediating. This research is an empirical study using quantitative data using a one-time data collection from survey to 200 employees. Data analysis using Structural Equation Model (SEM) -AMOS 22 software. The research has expected to provide insights to the respective company to evaluate existing policies and consider making programs that improve engagement and performance. In addition to these objectives, this study's results can add references for other researchers who want to do similar research or its modifications.<br /><br /></em></p>

Openness to experience moderates psychological contract breach–job satisfaction tie-in

Purpose This paper aims to assess the tie-in between psychological contract breach (PCB) and job satisfaction (JST) amongst medical doctors (MDs) working in two stress-prone regions of Ghana, and further analyses the moderating effect of openness to experience (OPE) on this tie-in. Design/methodology/approach Responses from 214 MDs were analysed. Questionnaires were self-administered. Research philosophy was positivism, research approach was quantitative, research design was explanatory and study design was cross-sectional. Test of normality, Kaiser-Meyer-Olkin measure of sampling adequacy and Bartlett’s test of sphericity were applied. Both reflective measurement and structural models were assessed. Path coefficients were analysed using partial least squares (PLS) algorithm tool and moderation effect was conducted using the product indicator approach. Control variables were sex (GEN1), age (GEN2), employment type (GEN3) and tenure (GEN1). A significant level was set at 5%. Smart PLS 2.0 M.3 software was used. Findings The analysts found support for a significant moderating effect of OPE on the tie between PCB and JST, such that the consequences of PCB on JST was minimised for MDs who scored high on OPE trait. Practical implications PCB, if not addressed, may lead MDs to be less satisfied with their jobs. In stress-prone health zones where PCB exists, MDs who are inspired, creative, self-sufficient, experimenting and visionary are more likely to be satisfied with their job. Originality/value This study offers health-care literature on the moderating role of OPE personality dimension on the bond between PCB and JST, using PLS-structural equations modelling, which is a superior and robust analytical tool.

Positive Psychological Capital and Self-Directed Learning Predicting Job Performance in Physiotherapists.

The objectives of this survey research were 1) to study levels of job performance, positive psychological capital and self-directed learning 2) to study relationship between positive psychological capital and job performance 3) to study relationship between self-directed learning and job performance 4) to predict job performance by positive psychological capital and self-directed learning. The instrument was a questionnaire. Corrected item-total correlations of each item was higher than 0.2 and Cronbach’s alpha coefficient for job performance, positive psychological capital, and self-directed learning were .825, .864, and .869, respectively. The sample was 391 physiotherapists in Thailand. The statistics used to analyze data were percentages, means, standard deviations, Pearson correlations, Partial Correlation and stepwise multiple regression analysis. The results revealed that: 1) the physiotherapists had a very high level of job performance, a high level of positive psychological capital, and a high level of self-directed learning; 2) there was a statistically significant relationship between positive psychological capital and job performance (p < .01); 3) There was a significant relationship between self-directed learning and job performance (p < .01); finally, 4) The 4 elements of positive psychological capital -- self-efficacy, hope and optimism and self-directed learning -- self-managing accounted for 67% of variance in job performance of physiotherapists.