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An epistemology for assessment and development: how do we know what we know? Industrial and Organizational Psychology (IF 15.8) Pub Date : 2024-03-18 Deborah E. Rupp, George C. Thornton, Tiffany M. Bisbey, Anna N. Hoover, Eduardo Salas, Kevin R. Murphy
To make informed decisions, assessment theorists, researchers, and practitioners can evaluate the overlap among (1) relevant theories, (2) empirical contributions, and (3) best practices. Unfortunately, such a task may seem daunting due to the so-called science-practice gap, which can thwart collaboration among these parties. This paper presents an epistemology for delineating the importance of integrating
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Any slice is predictive? On the consistency of impressions from the beginning, middle, and end of assessment center exercises and their relation to performance Industrial and Organizational Psychology (IF 15.8) Pub Date : 2024-03-18 Pia V. Ingold, Anna Luca Heimann, Simon M. Breil
This study generates new insights on the role of initial impressions in assessment centers. Drawing from the “thin slices” of behavior paradigm in personality and social psychology, we investigate to what extent initial impressions of assessees—based on different slices of assessment center exercises (i.e., two minutes at the beginning, middle, and end of AC exercises)—are consistent across and within
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Perceptions of assessment center exercises: between exercises differences and interventions Industrial and Organizational Psychology (IF 15.8) Pub Date : 2024-03-18 Sylvia G. Roch
Preliminary research has demonstrated that not all assessment center (AC) exercises are viewed as equally just or motivating. The current research builds upon this research and investigates the relationships between six AC exercises and perceptions of self-efficacy, motivation, assessor bias, and fairness. Using a 2 × 2 × 2 experimental design (two informational justice interventions and one rating
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Beyond rating accuracy: unpacking frame-of-reference assessor training effectiveness Industrial and Organizational Psychology (IF 15.8) Pub Date : 2024-03-12 C. Allen Gorman, Duncan J. R. Jackson, John P. Meriac, Joseph R. Himmler, Tanya F. Contreras
Evidence from previous research suggests that frame-of-reference (FOR) training is effective at improving assessor ratings in many organizational settings. Yet no research has presented a thorough examination of systematic sources of variance (assessor-related effects, evaluation settings, and measurement design features) that might influence training effectiveness. Using a factorial ANOVA and variance
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Employee response to employer-sponsored direct primary care Industrial and Organizational Psychology (IF 15.8) Pub Date : 2023-11-22 Stephen Gage, Amy Cooper Hakim
Health benefits represent employers’ fastest growing operating expense. Efforts from human resources to control healthcare spending through restrictive plan design changes and corporate wellness programs may not achieve employer health and financial goals and may negatively impact employee outcomes. Employers are increasingly contracting directly with providers in order to access quality medical care
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We can be more, but first, who are we? Industrial and Organizational Psychology (IF 15.8) Pub Date : 2023-11-22 Nikki Blacksmith, Tom Schmittzehe
This commentary argues that industrial-organizational psychology can be a conduit for greater good by focusing on the United Nations sustainable development goal number 8 which calls for decent work for all. However, before industrial-organizational (I-O) psychology can truly be used for the greater good it must reckon with our identity crisis: who does I-O psychology serve, the worker or organization
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IOP volunteerism: Acting as individuals, acting as a community Industrial and Organizational Psychology (IF 15.8) Pub Date : 2023-11-22 Seymour Adler, Michael N. Bazigos, Erica Desrosiers, Andrea Goldberg, Laura Heaton, Allen Kamin, Miriam Nelson
Tippins et al. (2023) challenge I-O psychologists to more actively – in Miller’s oft-quoted APA presidential address – “give psychology away.” Their article provides stirring examples of the impact several of our colleagues have made in giving psychology away. In thinking about how to encourage and facilitate more of us to volunteer, we’d like to share several thoughts on our roles as I-Os, both as
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Industrial-organizational psychologists and volunteer work Industrial and Organizational Psychology (IF 15.8) Pub Date : 2023-10-19 Nancy Tippins, Milton Hakel, Karen Grabow, Elizabeth Kolmstetter, Joel Moses, David Oliver, Peter Scontrino
Many 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
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Moving boundaries on what I-O has been, and what I-O can be: The United Nations Sustainable Development Goals as an organizing framework Industrial and Organizational Psychology (IF 15.8) Pub Date : 2023-09-11 Morrie Mullins, Julie Olson-Buchanan
Even before the onset of the COVID-19 pandemic, and especially since, I-O psychology has demonstrated its ability to adapt and to make meaningful contributions to how work is accomplished in tumultuous environments. Such contributions reflect the ongoing evolution of the field and an increased awareness of the potential for I-O psychologists to effect meaningful societal change. We believe that I-O
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Anti-work offers many opportunities for I-O psychologists Industrial and Organizational Psychology (IF 15.8) Pub Date : 2023-09-04 George M. Alliger, Peter J. McEachern
Anti-work philosophy holds that work, in and of itself, tends to be harmful for most people. Some anti-work theorists even advocate for the abolition of paid employment altogether. We argue that, while endorsement of the radical ideology of anti-work is in no way necessary for I/O psychologists, considering the thinking behind these ideas can be beneficial. In fact, reviewing the tenets of anti-work
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Best practices for weight at work research Industrial and Organizational Psychology (IF 15.8) Pub Date : 2023-09-01 Grace Lemmon, Jaclyn M. Jensen, Goran Kuljanin
Popular and influential social commentators have called organizations complicit in perpetuating weight-based bias and mistreatment. Although our field has advanced our understanding of the economic consequences of being fat at work (e.g., salary; job performance; and promotions), we urgently need more research on the interpersonal experiences of this swath of workers so that we can appropriately advise
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How relevant is the APA ethics code to industrial-organizational psychology? Applicability, deficiencies, and recommendations Industrial and Organizational Psychology (IF 15.8) Pub Date : 2023-05-09 Logan L. Watts, Joel Lefkowitz, Manuel F. Gonzalez, Sampoorna Nandi
Opinions 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
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A call to action: Taking the untenable out of women professors’ pregnancy, postpartum, and caregiving demands Industrial and Organizational Psychology (IF 15.8) Pub Date : 2023-05-09 Allison S. Gabriel, Tammy D. Allen, Cynthia E. Devers, Lillian T. Eby, Lucy L. Gilson, Mikki Hebl, Rebecca R. Kehoe, Eden B. King, Jamie J. Ladge, Laura M. Little, Amy Yi Ou, Deidra J. Schleicher, Kristen M. Shockley, Anthony C. Klotz, Christopher C. Rosen
Despite becoming increasingly represented in academic departments, women scholars face a critical lack of support as they navigate demands pertaining to pregnancy, motherhood, and child caregiving. In addition, cultural norms surrounding how faculty and academic leaders discuss and talk about tenure, promotion, and career success have created pressure for women who wish to grow their family and care
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The potential of fostering connections: Insights into polycultural organizations Industrial and Organizational Psychology (IF 15.8) Pub Date : 2023-05-09 Marcus A. Valenzuela, Allan B. I. Bernardo
Diversity in organizations is a recurring and increasing reality of vast importance. The diversity management literature describes different types of organizations based on their treatment and management of diversity, including plural and multicultural organizations. However, recent research suggests the added value of considering polycultural organizations in diversity management. Based on a polycultural
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Revisiting the design of selection systems in light of new findings regarding the validity of widely used predictors Industrial and Organizational Psychology (IF 15.8) Pub Date : 2023-05-09 Paul R. Sackett, Charlene Zhang, Christopher M. Berry, Filip Lievens
Sackett et al. (2022) identified previously unnoticed flaws in the way range restriction corrections have been applied in prior meta-analyses of personnel selection tools. They offered revised estimates of operational validity, which are often quite different from the prior estimates. The present paper attempts to draw out the applied implications of that work. We aim to a) present a conceptual overview
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Critical race theory as a guide for White I-O psychologists' reflection and reflexivity. Industrial and Organizational Psychology (IF 15.8) Pub Date : 2023-03-09 Brittany N Lynner
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Neurodiversity in the workplace: Considering neuroatypicality as a form of diversity Industrial and Organizational Psychology (IF 15.8) Pub Date : 2023-03-09 Rose LeFevre-Levy, Arturia Melson-Silimon, Rebecca Harmata, Anna L. Hulett, Nathan T. Carter
Estimates suggest as much as 17% of the US workforce may be neuroatypical, a term used to describe individuals whose neurological functioning is at the tail ends of the distribution of naturally occurring variation. Although the neuroatypical population has a history of under- and unemployment, their inclusion in the modern workplace (i.e., promotion of neurodiversity within organizations) is gaining
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All we like sheep: The need for reflection and reflexivity in I-O psychology Industrial and Organizational Psychology (IF 15.8) Pub Date : 2023-03-09 Patrick Hyland
In recent years, various I-O psychologists have raised concerns about the state of the field, with some arguing that we are experiencing a collective identity crisis and have lost our way. In this article, I explore why these concerns have emerged by reviewing the development of our field from a philosophy of science perspective. Then I discuss how the concepts of reflection and reflexivity can help
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Planned missingness: An underused but practical approach to reducing survey and test length Industrial and Organizational Psychology (IF 15.8) Pub Date : 2023-03-09 Charlene Zhang, Paul R. Sackett
I-O psychologists often face the need to reduce the length of a data collection effort due to logistical constraints or data quality concerns. Standard practice in the field has been either to drop some measures from the planned data collection or to use short forms of instruments rather than full measures. Dropping measures is unappealing given the loss of potential information, and short forms often
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Open science, closed doors: The perils and potential of open science for research in practice Industrial and Organizational Psychology (IF 15.8) Pub Date : 2023-01-27 Richard A. Guzzo, Benjamin Schneider, Haig R. Nalbantian
This paper advocates for the value of open science in many areas of research. However, after briefly reviewing the fundamental principles underlying open science practices and their use and justification, the paper identifies four incompatibilities between those principles and scientific progress through applied research. The incompatibilities concern barriers to sharing and disclosure, limitations
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Reckoning with racialized police violence: The role of I-O psychology Industrial and Organizational Psychology (IF 15.8) Pub Date : 2023-01-27 Lindsay Y. Dhanani, Christopher W. Wiese, LeVonte’ Brooks, Kyana Beckles
The country has been gripped by the events that have unfolded in the wake of the police killings of George Floyd and Breonna Taylor. In response to these new examples of long-standing police violence, there have been calls to substantially reimage policing to reduce the number of violent incidents that occur between officers and the public and to combat officers’ disproportionate use of force with
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Innovation in government succession planning: A case study Industrial and Organizational Psychology (IF 15.8) Pub Date : 2023-01-27 Anne F. Marrelli
Formal succession planning is rare in the federal government compared to private sector organizations because there are multiple unique challenges in government. The Federal Merit System Principles and the Prohibited Personnel Practices established in Title 5 of the U.S. Code substantially limit flexibility in employee development and promotions, both key aspects of succession planning. For example
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Is cybervetting valuable? Industrial and Organizational Psychology (IF 15.8) Pub Date : 2022-09-09 Annika Wilcox, Amanda K. Damarin, Steve McDonald
Cybervetting is the widespread practice of employers culling information from social media and/or other internet sources to screen and select job candidates. Research evaluating online screening is still in its infancy; that which exists often assumes that it offers value and utility to employers as long as they can avoid discrimination claims. Given the increasing prevalence of cybervetting, it is
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Expanding the I-O psychology mindset to organizational success Industrial and Organizational Psychology (IF 15.8) Pub Date : 2022-09-09 Benjamin Schneider, Elaine D. Pulakos
The paper proposes that industrial-organizational (I-O) psychology will benefit greatly from expanding our research focus from predominantly individual differences to studying organizational differences. We argue here that an increased organizational frame of reference on variables of interest to I-O psychology (e.g., selection, job design, performance management (PM), work motivation) is important
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An urgent call for I-O psychologists to produce timelier technology research Industrial and Organizational Psychology (IF 15.8) Pub Date : 2022-09-09 Jerod C. White, Daniel M. Ravid, Ian O. Siderits, Tara S. Behrend
The rapid pace at which technology changes creates a challenge for industrial-organizational (I-O) psychologists, who often conduct hypothetico-deductive research. In this article, we examine technology research in the I-O psychology community by asking three questions: Why should I-O psychologists study new technologies? How timely is I-O psychologists’ technology research? How can I-O psychologists
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Online I-O graduate education: Where are we and where should we go? Industrial and Organizational Psychology (IF 15.8) Pub Date : 2022-05-26 Kurt Kraiger, Sandra Fisher, Rebecca Grossman, Maura J. Mills, Traci Sitzmann
As online graduate programs in psychology continue to proliferate, it is important to understand the research addressing the effectiveness of online graduate education so as to advise stakeholders in these programs: applicants, students, faculty, and institutions. In this article, we examine the effectiveness of online education in psychology at two levels of analysis. First, we examine empirical evidence
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Ethical decision making in the 21st century: A useful framework for industrial-organizational psychologists Industrial and Organizational Psychology (IF 15.8) Pub Date : 2022-05-26 George C. Banks, Deirdre J. Knapp, Li Lin, Chanda S. Sanders, James A. Grand
Ethical decision making has long been recognized as critical for industrial-organizational (I-O) psychologists in the variety of roles they fill in education, research, and practice. Decisions with ethical implications are not always readily apparent and often require consideration of competing concerns. The American Psychological Association (APA) Ethical Principles of Psychologists and Code of Conduct
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How we can bring I-O psychology science and evidence-based practices to the public Industrial and Organizational Psychology (IF 15.8) Pub Date : 2022-05-26 Steven G. Rogelberg, Eden B. King, Alexander Alonso
It is our contention that industrial-organizational (I-O) science can do many great things for the world of work, but we must first get it out there more readily and fully into the hands of decision makers, policy makers, and the public. This focal article addresses the following topics: (a) Why isn’t I-O science reaching the public? (b) What are good mechanisms to bring I-O science to the public?
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Job analysis and job classification for addressing pay inequality in organizations: Adjusting our methods within a shifting legal landscape Industrial and Organizational Psychology (IF 15.8) Pub Date : 2022-03-29 Nicole Strah, Deborah E. Rupp, Scott B. Morris
Pay inequality remains a pervasive problem within the workforce. However, it can be challenging for even well-meaning and responsible organizations to effectively assess which jobs should be considered equivalent and paid the same based on both legal criteria (which have shifted over time and differ across specific statutes and jurisdictions) and scientific evidence (which continues to amass). This
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If sex discrimination in pay is still a societal problem, job evaluation is the answer Industrial and Organizational Psychology (IF 15.8) Pub Date : 2022-03-29 Gerald V. Barrett
Strah et al. (2021) claimed “pay inequality between men and women remains a salient societal issue” (p. 1). We agree that it is a societal issue, but we believe this issue has already been solved by existing job evaluation procedures. Job evaluation procedures have shown to be reliable and valid methods for assessing whether an organization can meet equal pay standards. The authors presented no scientific
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Side effects associated with organizational interventions: A perspective Industrial and Organizational Psychology (IF 15.8) Pub Date : 2022-03-29 Logan L. Watts, Bradley E. Gray, Kelsey E. Medeiros
Drawing on examples from published research, the authors offer a perspective on the side effects that are associated with organizational interventions. This perspective is framed in the context of the many hard-won positive influences that industrial and organizational (I-O) psychologists have had on individuals, groups, organizations, and social institutions over the last century. With a few exceptions
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The brighter side effects: Identification and attainment Industrial and Organizational Psychology (IF 15.8) Pub Date : 2022-03-29 Nishka Khoobchandani, Shania Sharma, Alicia S. Davis, Jennifer Feitosa
Organizations that are becoming more diverse and relying on teams to achieve performance outcomes often employ organizational interventions to deliver these outcomes. Although some negative or null side effects have been demonstrated related to these interventions, we argue that many positive side effects are often not captured or are disregarded and warrant further attention. Using examples from the
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Investigating the promise and pitfalls of pulse surveys Industrial and Organizational Psychology (IF 15.8) Pub Date : 2022-03-29 Matt I. Brown
Despite the growing popularity and marketing of pulse surveys, there is little research concerning this practice. To this end, this practice forum reports the results of a four-wave pulse survey that was conducted in a health care organization. Pulse surveys provided reliable estimates of overall engagement, but scores remained stable across 8 months. Practically no differences in group scores or trends
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Practicality of job analysis in today’s world of work Industrial and Organizational Psychology (IF 15.8) Pub Date : 2022-03-01 Justin B. Keeler,Meagan E. Brock Baskin,Abbie Lambert,M. Suzanne Clinton,Jennifer Barger Johnson
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Avoiding harm, benefits of interpersonal listening, and social equilibrium adjustment: An applied psychology approach to side effects of organizational interventions Industrial and Organizational Psychology (IF 15.8) Pub Date : 2022-03-01 Guy Itzchakov,Justin B. Keeler,Walter J. Sowden,Walter Slipetz,Kent S. Faught
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Understanding intervention effects using a desirability and foreseeability typology Industrial and Organizational Psychology (IF 15.8) Pub Date : 2022-03-01 Joseph A Carpini,Christine Soo
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A multilevel approach for advancing organizational interventions Industrial and Organizational Psychology (IF 15.8) Pub Date : 2022-03-01 Chelsea A. LeNoble,Matthew F. Hudson
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What makes jobs too dissimilar to compare in a pay equity analysis? Industrial and Organizational Psychology (IF 15.8) Pub Date : 2022-03-01 Michael G. Aamodt,Cliff Haimann
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Metrics for assessing similarity of jobs Industrial and Organizational Psychology (IF 15.8) Pub Date : 2022-03-01 Leaetta M. Hough,Teresa L. Russell
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The power of process theories to better understand and detect consequences of organizational interventions Industrial and Organizational Psychology (IF 15.8) Pub Date : 2022-03-01 Michael T. Braun,Goran Kuljanin,James A. Grand,Steve W. J. Kozlowski,Georgia T. Chao
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In analyses of the gender pay gap, job analysis, and O*NET don’t get a lot of respect, but they should Industrial and Organizational Psychology (IF 15.8) Pub Date : 2022-03-01 Jeffrey M. Conte,Jessica L. Robison,Andrew J. Tricarico
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Organization-based participatory research: A framework to guide intervention research in I-O psychology Industrial and Organizational Psychology (IF 15.8) Pub Date : 2022-03-01 Myia S. Williams,Vidhi H. Patel,Aditi R. Sachdev
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Decolonizing intervention assessment: Qualitative and interdisciplinary approaches to understanding “side effects” Industrial and Organizational Psychology (IF 15.8) Pub Date : 2022-03-01 Julia L. O. Beckel,Danielle M. Gardner,Joshua J. Prasad
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Adding competency models to the pay equity toolbox Industrial and Organizational Psychology (IF 15.8) Pub Date : 2022-03-01 Eric Popp,Kristin S. Allen,Sara Gutierrez
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Minding employee pay equality policy perceptions Industrial and Organizational Psychology (IF 15.8) Pub Date : 2022-03-01 Rick A. Laguerre
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Educating future researchers with an eye toward intellectual humility Industrial and Organizational Psychology (IF 15.8) Pub Date : 2022-03-01 Kelly G. Manix
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Open systems, closed interventions? A way forward requires systems thinking Industrial and Organizational Psychology (IF 15.8) Pub Date : 2022-03-01 Shanique G. Brown,Julaine M. Fowlin
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Perfect is the enemy of good enough: Putting the side effects of intelligence testing in perspective Industrial and Organizational Psychology (IF 15.8) Pub Date : 2022-03-01 In-Sue Oh
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In praise of Table 1: The importance of making better use of descriptive statistics Industrial and Organizational Psychology (IF 15.8) Pub Date : 2021-12-14 Kevin R. Murphy
As data analytic methods in the managerial sciences become more sophisticated, the gap between the descriptive data typically presented in Table 1 and the analyses used to test the principal hypotheses advanced has become increasingly large. This contributes to several problems including: (1) the increasing likelihood that analyses presented in published research will be performed and/or interpreted
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The basic income: Initiating the needed discussion in industrial, work, and organizational psychology Industrial and Organizational Psychology (IF 15.8) Pub Date : 2021-12-14 Joachim Hüffmeier, Hannes Zacher
The basic income (BI) involves regular and unconditional cash payments to all members of a political community, without the requirement or expectation to work in return. Whereas the BI is increasingly discussed by political parties, organizational practitioners, and in other academic disciplines, the field of industrial, work, and organizational (IWO) psychology has so far remained silent on the concept
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Challenges and pitfalls of Cinderella-izing descriptive statistics in Table 1 Industrial and Organizational Psychology (IF 15.8) Pub Date : 2021-12-01 In-Sue Oh
Kevin Murphy’s (2021) focal article argues that “we [industrial-organizational (I-O) psychologists] should and can make much better use of simple statistics in arguing for our hypotheses, and a great place to start is Table 1 : : : because if N is either very large or very small, the outcomes of significance tests are a foregone conclusion and the only useful tool for making sense of results will be
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Considering the attainment of work’s latent benefits under a basic income policy Industrial and Organizational Psychology (IF 15.8) Pub Date : 2021-12-01 Seth A. Kaplan,John A. Aitken
In their discussion of the consequences of a basic income (BI), Hüffmeier and Zacher (2021) suggest that most people would continue working despite access to a BI. One of their central arguments for this conclusion is that work provides various psychological benefits that would lead people to remain in the labor force. Specifically, the authors reference Jahoda’s (1982) seminal theorizing on the latent
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Less stressed minds are creative minds: How basic income can increase employee creativity Industrial and Organizational Psychology (IF 15.8) Pub Date : 2021-12-01 Caitlin M. Lapine
Basic income (BI) may strike some as a utopian concept, but the proposal of standard and consistent government payments to all citizens is gaining more support in recent years all over the world. In their focal article, Hüffmeier and Zacher (2021) discuss important information pertaining to BI, especially as it pertains to the industrial-organizational (I-O) community. Although the article addresses
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Basic income: How to help women and reduce gender disparity Industrial and Organizational Psychology (IF 15.8) Pub Date : 2021-12-01 Caitlin M. Lapine,Aditi Rabindra Sachdev,Sakshi Vaghani
Even when women do the paid work, they typically accommodate their career for household demands, referred to as the “second shift” or “double burden” (Bratberg, et al., 2002). [...]women are at a disadvantage of earning lower income and/or not having a stable income (Alstott, 2001). The demand for unpaid care has inflated (80% to 90%) due to the pandemic, which affects women’s participation in the
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The power of the plural: Toward a better appreciation of Table 1s in meta-analytic inquiries Industrial and Organizational Psychology (IF 15.8) Pub Date : 2021-12-01 Zhenyu Yuan
Extending the idea from the focal article regarding the role of descriptive statistics in a primary study (Table 1 in a study; Murphy, 2021), I hope to encourage researchers to develop a more expansive understanding of how Table 1s (across studies) may prove to be valuable for metaanalytic inquiries in this commentary. Specifically, I discuss two ways that descriptive statistics may contribute novel
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Descriptive statistics and advanced text analytics: A dual extension Industrial and Organizational Psychology (IF 15.8) Pub Date : 2021-12-01 Emily D. Campion,Michael A. Campion
The main tenet of Murphy’s (2021) argument is that we should be leveraging the valuable descriptive information that is offered in Table 1 (sample sizes, means, standard deviations, and intercorrelations) and not relegate it to a single line in our manuscripts. Whereas Murphy focused largely on the value of this information for interventions, moderators, and mediators (presumably used in regression-based
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A simple solution to a complex problem: Manipulate the mediator! Industrial and Organizational Psychology (IF 15.8) Pub Date : 2021-12-01 Scott Highhouse,Margaret E. Brooks
Murphy (2021) argues that the interest value of industrial-organizational (I-O) science is being sacrificed in favor of fancy methods and analyses. Dissatisfaction with methodological and analytical complexity is also a theme in survey responses of Society for Industrial and Organizational Psychology (SIOP) scholars (Highhouse & Schmitt, 2013; Highhouse et al., 2020). The reasons for this apparent
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For the love of it: The overjustification effect and motivation crowding theory as the missing pieces in discussions of basic income’s (a)motivating potential Industrial and Organizational Psychology (IF 15.8) Pub Date : 2021-12-01 Maura J. Mills
In their thorough discussion of basic income (BI), Hüffmeier and Zacher (2021) make a comprehensive and convincing case for its relevance to industrial and organizational (I-O) psychology. Yet, notably absent were discussions of the overjustification effect and motivation crowding theory, both of which are essential in understanding critics’ pushback on BI and thoroughly understanding the nature of
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Evaluating hypotheses with dominance analysis Industrial and Organizational Psychology (IF 15.8) Pub Date : 2021-12-01 Rick A. Laguerre
In his focal article, Murphy (2021) raised legitimate concerns regarding the need to comprehensively report the contents of Table 1. This sentiment is grounded in the idea that complex analyses isolate people in the organizational sciences and the increased usage of correlations should help bridge the gap between overly complicated procedures and sound science. However, a critical topic that was overlooked
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What about Figure 1? Presenting descriptive figures to facilitate the interpretation of longitudinal research Industrial and Organizational Psychology (IF 15.8) Pub Date : 2021-12-01 Jenna A. Van Fossen
Murphy (2021) contends that the analytic methods that are used in organizational research have become more complex. This in of itself should not be surprising, because once constructs are proposed and nomological networks have been established scholars can begin to ask more complex questions about the boundary conditions for the effects and processes that underlie relationships. Scholars will also