Journal articles: 'Psychology, Industrial|Psychology, Personality|Sociology, Organizational'

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Ashton, Michael C., and Kibeom Lee. "Personality Meets Industrial/ Organizational Psychology." Contemporary Psychology 48, no. 5 (October 2003): 663–65. http://dx.doi.org/10.1037/000930.

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Hough, Leaetta M., and Frederick L. Oswald. "Personality Testing and Industrial–Organizational Psychology: Reflections, Progress, and Prospects." Industrial and Organizational Psychology 1, no. 3 (September 2008): 272–90. http://dx.doi.org/10.1111/j.1754-9434.2008.00048.x.

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As the title suggests, this article takes a broad perspective on personality as it is conceptualized and measured in organizational research, and in the spirit of this Society for Industrial and Organizational Psychology journal, we framed the article as a series of 7 questions. These 7 questions deal with (1) personality and multidimensional models of performance, (2) personality taxonomies and the five-factor model, (3) the effects of situations on personality–performance relationships, (4) the incremental validity of personality over cognitive ability, (5) the need to differentiate personality constructs from personality measures, (6) the concern with faking on personality tests, and (7) the use of personality tests in attempting to address adverse impact. We dovetail these questions with our perspectives and insights in the hope that this will stimulate further discussion with our readership.

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Oswald, Frederick L., and Leaetta M. Hough. "Personality Testing and Industrial–Organizational Psychology: A Productive Exchange and Some Future Directions." Industrial and Organizational Psychology 1, no. 3 (September 2008): 323–32. http://dx.doi.org/10.1111/j.1754-9434.2008.00057.x.

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The goal of our focal article was to provide a current perspective on personality testing and its use in organizational research and to elicit constructive discussion and suggestions for future research and practice. The present article caps off the discussion by integrating the main ideas presented in the commentaries within our original framework of questions and topics, with the immodest hope of advancing our understanding of personality and its measurement in the context of industrial–organizational psychology. In short, we recommend continuing to take advantage of the organizing framework of the Big Five while also pursuing more “bottom-up” approaches that examine facet-level relationships with multidimensional performance outcomes, in addition to developing process models that include more proximal motivational and situational variables. Work along these lines is valuable to both organizational science and practice.

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Barrett, Gerald V. "Practitioner’s View of Personality Testing and Industrial–Organizational Psychology: Practical and Legal Issues." Industrial and Organizational Psychology 1, no. 3 (September 2008): 299–302. http://dx.doi.org/10.1111/j.1754-9434.2008.00051.x.

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De Fruyt, Filip, and Jesús F. Salgado. "Applied personality psychology: lessons learned from the IWO field." European Journal of Personality 17, no. 1_suppl (March 2003): S123—S131. http://dx.doi.org/10.1002/per.486.

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The industrial, work, and organizational (IWO) psychology domain might corroborate on new insights developed within the fundamental personality area, but also, vice versa, the personality field should also build upon applied research on individual differences. It is our conviction that these two fields developed too independently in the past. A selective number of issues and themes that cross the personality–IWO bridge are discussed that can be addressed in future research or implemented in professional practice, including processes explaining trait–performance relationships, trait assessment in the workplace, variable versus person centred approaches towards personality description, personality of teams and groups, and finally maladaptive personality functioning. Copyright © 2003 John Wiley & Sons, Ltd.

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Leutner, Franziska, and Tomas Chamorro-Premuzic. "Stronger Together: Personality, Intelligence and the Assessment of Career Potential." Journal of Intelligence 6, no. 4 (November 13, 2018): 49. http://dx.doi.org/10.3390/jintelligence6040049.

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Personality and intelligence have a long history in applied psychology, with research dating back more than 100 years. In line, early developments in industrial-organizational psychology were largely founded on the predictive power of personality and intelligence measures vis-à-vis career-related outcomes. However, despite a wealth of evidence in support of their utility, the concepts, theories, and measures of personality and intelligence are still widely underutilized in organizations, even when these express a commitment to making data-driven decisions about employees and leaders. This paper discusses the value of personality and intelligence to understand individual differences in career potential, and how to increase the adoption of theories and tools for evaluating personality and intelligence in real-world organizational contexts. Although personality and intelligence are distinct constructs, the assessment of career potential is incomplete without both.

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Krampen, Günter. "On the Scientific Discourse Practice in Psychology: Professional Comments and Replies in Different Subdisciplines of Psychology up to 2015." Open Psychology Journal 10, no. 1 (February 28, 2017): 19–26. http://dx.doi.org/10.2174/1874350101710010019.

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Background: Scientific communications—including criticisms, comments, and replies—are a significant foundation of scientific progress. Objective: To give an overview on the frequency of written professional comments and replies published in the subdisciplines of psychology till 2015. Method: Scientometric analyses refer to the psychological databases PsycINFO and PSYNDEX. Results: Firstly, the results show that 2.8% of PsycINFO and 2.2% of PSYNDEX documents refer to scientific discourse. However, time trends were different, which increased (up to 3.6% at the millennium) and then decreased (2.4% in 2013-2015) in PsycINFO, with an up-and-down trajectory in PSYNDEX (decreasing from 3.5% before 1982 to 2.2% in the 1990s, an increase up to 3.1% at the millennium, and a continuous decrease to 0.9% in 2013-2015). Secondly, distinct differences were observed between the subdisciplines of psychology and with reference to both databases: psychological/health personnel issues, psychology & the humanities, clinical psychology, history & systems, and personality psychology received the most comments and replies in PsycINFO, and educational psychology, industrial/organizational psychology, and intelligent systems the least. Most comments and replies related to PSYNDEX were found in sport psychology/leisure, personality psychology, consumer psychology, and experimental psychology, and the least are found in publications on intelligent systems, animal/comparative psychology, history & systems of psychology, and military psychology. Conclusion: The results are collectively discussed (1) with respect to other indicators of scientific discourse in psychology and other sciences and (2) with respect to the different cultures of scientific discourse between the subdisciplines of psychology in the Anglo-American vs. the German-speaking countries.

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Church, Allan H., Christina R. Fleck, Garett C. Foster, Rebecca C. Levine, Felix J. Lopez, and Christopher T. Rotolo. "Does Purpose Matter? The Stability of Personality Assessments in Organization Development and Talent Management Applications Over Time." Journal of Applied Behavioral Science 52, no. 4 (September 26, 2016): 450–81. http://dx.doi.org/10.1177/0021886316668748.

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Personality assessment has a long history of application in the workplace. While the field of organization development has historically focused on developmental aspects of personality tools, other disciplines such as industrial-organizational psychology have emphasized its psychometric properties. The importance of data-driven insights for talent management (e.g., the identification of high potentials, succession planning, coaching), however, is placing increasing pressure on all types of applied behavioral scientists to better understand the stability of personality tools for decision-making purposes. The current study presents research conducted with 207 senior leaders in a global consumer products organization on the use of personality assessment data over time and across two different conditions: development only and development to decision making. Results using three different tools (based on the Hogan Assessment Suite) indicate that core personality and personality derailers are generally not affected by the purpose of the assessment, though derailers do tend to moderate over time. The manifestation of values, motives, and preferences were found to change across administrations. Implications for organizational development and talent management applications are discussed.

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Stockdale, Margaret S., and Alice H. Eagly. "Beyond Representation of Women in I-O to Producing Gender-Inclusive Knowledge." Industrial and Organizational Psychology 11, no. 3 (September 2018): 448–55. http://dx.doi.org/10.1017/iop.2018.97.

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Gardner, Ryan, and Snoeyink (2018) provided an excellent and much-needed analysis of the status of women in industrial and organizational (I-O) psychology. Although others have produced overall assessments of the status of women in psychology (Eagly & Riger, 2014; Kite et al., 2001), these are not sufficient to identify conditions within the subfields of psychology. As shown by statistics on the divisions of the American Psychological Association (http://www.apa.org/about/division/officers/services/profiles.aspx), the subfields differ greatly in their gender balance, with some being male dominated (e.g., experimental and cognitive science), others female dominated (e.g., developmental psychology), and still others representing women and men more equally (e.g., social and personality psychology). I-O psychology is among the more gender-balanced fields, with an increasing proportion of women over time. It would seem that I-O's gradual inclusion of more women should have changed aspects of research and discourse in this field. In this comment, we argue that these women have produced impressive changes.

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Üzümçeker, Emir. "The limits of the use of locus of control in industrial psychology: A critical evaluation." Psychological Thought 9, no. 2 (October 28, 2016): 149–58. http://dx.doi.org/10.5964/psyct.v9i2.186.

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Locus of control is a personality variable that is employed by researchers from diverse disciplines. This article examines the limits of the construct’s usage in industrial and organizational psychology. Although locus of control is documented to predict a wide array of workplace behavior such as job satisfaction, job performance and turnover intention, some important conceptual, methodological and empirical flaws raise suspicions on the explanations proposed by researchers. Considering the shortage of experimental and longitudinal evidence, it is argued that the causal direction of the well-established correlations between locus of control and other organizational behavioral variables might be the opposite of the theory’s expectation. It is also claimed that some related constructs such as self-efficacy and belief in a just world might provide further explanations for observed correlations.

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Collins, Judith M., and David H. Gleaves. "Race, job applicants, and the Five-Factor Model of Personality: Implications for Black psychology, industrial/organizational psychology, and the Five-Factor Theory." Journal of Applied Psychology 83, no. 4 (1998): 531–44. http://dx.doi.org/10.1037/0021-9010.83.4.531.

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Bickmeier, Robert M., Steven G. Rogelberg, and Gregory C. Berka. "Integrating Qualitative and Quantitative Methods in Doctoral Education: A Case Study." Industrial and Organizational Psychology 9, no. 4 (December 2016): 748–53. http://dx.doi.org/10.1017/iop.2016.85.

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We were honored and flattered to be recognized in the feature article for our commitment to qualitative methods training. As an interdisciplinary program focused on organizational science, we strive not to privilege one form of training, thought, or inquiry over another. We recognize that a number of the problems and questions faced by organizational scholars and practitioners cannot adequately be addressed solely by a single discipline or method. Instead, we emphasize the synergy between different methods and modes of thought. Ultimately, our philosophy is that organizational phenomena are inherently interdisciplinary, thus training should reflect that. Our students are trained in industrial–organizational (I-O) psychology, management, organizational sociology, and organizational communication. We use this commentary as an opportunity to explain why our program values qualitative methods equally with quantitative methods, describe how we integrate that training, highlight a few success stories resulting from qualitative projects in our program, and then share some advice to other programs considering additional qualitative training.

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Jordan, Peter J., Sheryl Ramsay, and Kristie M. Westerlaken. "A review of entitlement." Organizational Psychology Review 7, no. 2 (June 12, 2016): 122–42. http://dx.doi.org/10.1177/2041386616647121.

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Interest in employee entitlement perceptions is increasing in academia and in organizations. Entitlement has a long history of being conceptualized as a personality trait in psychology closely aligned with narcissism. Research on workplace entitlement has generally revealed links with negative workplace behaviors, indicating costly outcomes for individuals, teams, and organizations. Our aim in this article is to review the literature on workplace entitlement perceptions, identifying how the construct has changed definition over time, and indicating related constructs that impact on research within industrial and organizational psychology. This review progresses research in this field by examining the nomological network around entitlement and resolving current inconsistencies in the construct definition of entitlement in the workplace, and establishing a set of firm future research directions for entitlement research.

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Simon, Georgia Rosemarie, and Iris Zhou. "Harmonizing Modern Day Employee Engagement with the Sociological Theory of Symbolic Interactionism." American Journal of Business and Management 6, no. 2 (October 22, 2017): 52. http://dx.doi.org/10.11634/216796061706894.

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Employee Engagement (EE) spans over 30 years discourse within the practitioner and scientific domain, and have become a strategic imperative within organizations. However, due to the tumultuous history of inconsistencies in conceptualization, poor validation, and various discrepancies among scholars and practitioners, the construct has attracted interest across disciplines and industry. Accordingly, the claims of its positive impact on bottom line and other organizational outcome have become the catalyst for further research. Owing to that, this paper highlights past and present findings on EE. Drawing on previous studies, we highlight the cons of the construct and propose a multi-foci approach that extends the positive psychology perspective. We reference the earlier works of Kahn, and the influence sociology played in the conceptualization of Kahn’s theory of the employee’s preferred self. We conclude and recommend the Interactionist view as a theoretical framework within the field of industrial sociology to support our arguments.Keywords: Employee engagement, positive psychology, sociology, rational choice theory, social interactionism.

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Bozkurt, Prof Dr Tulay. "Message from editor." Global Journal of Psychology Research: New Trends and Issues 6, no. 4 (September 13, 2017): 169. http://dx.doi.org/10.18844/gjpr.v6i4.2424.

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Message from Editor Dear Readers, It is a great honor for us to publish sixth volume, fourth issue of Global Journal of Psychology Research: New Trends and Issues (GJPR). Global Journal of Psychology Research: New Trends and Issues welcomes original empirical investigations and comprehensive literature review articles focusing on psychological issues and related disciplines. The mission of the journal is to publish articles of professional interest for members of psychology. The scope of the journal includes, but is not limited to; the following major areas of psychology science including Clinical Psychology, Developmental Psychology, Social Psychology, Experimental Psychology, Industrial and Organizational Psychology, Traffic Psychology, Forensic Psychology, Psychometric Psychology, Sports Psychology, Health Psychology, Educational Psychology, Media Psychology and Neuroscience Psychology. Articles focusing on academic engagement and achievement, stress factors and quality of life, job satisfaction, impulsivity levels and personality traits have been included in this issue. The topics of the next issue will be different. You can make sure that we will be trying to serve you with our journal with a rich knowledge in which different kinds of topics are discussed in 2016 Volume. A total number of eleven (11) manuscripts were submitted for this issue and each paper has been subjected to double-blind peer review process by the reviewers specialized in the related field. At the end of the review process, a total number of four (4) high quality research papers were selected and accepted for publication. We present many thanks to all the contributors who helped us to publish this issue. Best regards, Prof. Dr. Tulay Bozkurt Editor – in Chief

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FREITAS, Sylvia Mara Pires de. "Psicólogo do trabalho no mundo das práxis capitalista: reflexões fenomenológico-existenciais." PHENOMENOLOGICAL STUDIES - Revista da Abordagem Gestáltica 15, no. 2 (2009): 157–68. http://dx.doi.org/10.18065/rag.2009v15n2.11.

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This article, primarily and in a brief, contextualizing the Industrial Psychology, Organizational Psychology and Psychology of Work, through its historical constructions and grounds of their philosophical hegemonic theories, which underpin the knowledge and the practices of psychologist in the work. As a central focus, has a further reading for this sub-area of psychology, through phenomenology and existentialism of Sartre, thus enabling the expansion of the practice of psychology in the relations in the work, surrounded by capitalist praxis. Finally, raising issues and considerations on the experience of the psychologist's work, when, to help the worker to transcend the tensions between its internal and external world, as well as employee has their values marked its own tensions in that context. Then focuses on the need for psychologists to be aware of their limitations and prejudices with everyday phenomena, which can block changes in the way in which live the world of work.

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Riggio, Ronald E., and Karan Saggi. "The Licensure Issue in I-O Psychology: Are We Trying to Police the Police?" Industrial and Organizational Psychology 10, no. 2 (June 2017): 204–6. http://dx.doi.org/10.1017/iop.2017.11.

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Many industrial and organizational (I-O) and consulting psychologists who engage in practice of their profession, for example as “management consultants,” compete against consultants with a wide array of backgrounds and disciplinary degrees. Indeed, in consulting work, one of us has competed against practitioners with backgrounds in fields ranging from accounting (CPAs) to sociology, communication, anthropology, business administration, and even those with degrees in divinity.

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Gibbons, Robert. "Incentives in Organizations." Journal of Economic Perspectives 12, no. 4 (November 1, 1998): 115–32. http://dx.doi.org/10.1257/jep.12.4.115.

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In this paper, the author summarizes four new strands in agency theory that help him think about incentives in real organizations. As a point of departure, The author begins with a quick sketch of the classic agency model. He then discusses static models of objective performance measurement that sharpen Kerr's argument; repeated-game models of subjective performance assessments; incentives for skill development rather than simply for effort; and incentive contracts between versus within organizations. The author concludes by suggesting two avenues for further progress in agency theory: better integration with organizational economics, as launched by Coase (1937) and reinvigorated by Williamson (1975, 1985), and cross-pollination with other fields that study organizations, including industrial relations, organizational sociology, and social psychology.

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Filiz, Erdinc, and R. Paul Battaglio. "Personality and decision-making in public administration: the five-factor model in cultural perspective." International Review of Administrative Sciences 83, no. 1_suppl (July 9, 2016): 3–22. http://dx.doi.org/10.1177/0020852315585062.

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Using a cross-sectional survey of 254 Turkish district governors, this study assesses the impact of personality on decision-making among public managers. The research evaluates self-reported results from the Five-Factor Model of personality and the Decision-Making Questionnaire of the psychology literature. The findings suggest that Openness, Conscientiousness, and Extraversion are important in the analysis of decision-making subjects, tasks, and contexts, respectively. Departing from previous research, the analysis here suggests that culture and structure are important factors in explaining personality and decision-making in public administration. Points for practitioners This study offers policy implications for the recruitment, performance appraisal, training, and assignment of practitioners in the public service. Personality assessments can be used as a valuable tool during the evaluation of public officials under consideration for recruitment, appointment, and promotion. Matching the personalities of potential candidates to positions requiring comparable qualifications has important organizational, personnel, and financial implications. Our research also suggests that decision-making and personality should also account for social, cultural, and organizational differences in their applications.

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Bryant, Stephanie M., and Susan M. Albring. "Effective Team Building: Guidance for Accounting Educators." Issues in Accounting Education 21, no. 3 (August 1, 2006): 241–65. http://dx.doi.org/10.2308/iace.2006.21.3.241.

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Accounting educators are charged by a multitude of professional bodies with instilling the skill of team building in their accounting students. However, accounting educators often do not have the background in the myriad disciplines required to effectively impart team-building techniques. This paper reviews the sociology, industrial psychology, and organizational behavior literature and applies that literature to accounting to help accounting educators identify effective team-building techniques. We review the major models and theories of team building and draw on these theories and selected prior research outside accounting to provide guidelines for educators who wish to promote team-building competencies within group projects.

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Dreison, Kimberly C., Michelle P. Salyers, and Michael T. Sliter. "A Deeper Dive Into the Relationship Between Personality, Culture, and Mindfulness." Industrial and Organizational Psychology 8, no. 4 (December 2015): 614–19. http://dx.doi.org/10.1017/iop.2015.88.

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The focal article by Hyland, Lee, and Mills (2015) ends with several important questions and suggestions for future research. Although the review opens new avenues of investigation for industrial and organizational (I-O) psychologists, the treatment of two questions may leave readers with the impression that research in these areas is nonexistent. Specifically, the authors posed the following inquiries: (a) Is mindfulness good for everyone (across personality and culture), and (b) is it appropriate to introduce mindfulness into the workplace? As a result, our commentary delves deeper into the current literature to investigate these questions, examining who is best served by mindfulness interventions (i.e., the relationship between personality traits and outcomes) and how cultural factors can facilitate success—or failure—of mindfulness programs. Following this examination, we address the question of whether mindfulness is a suitable workplace intervention and caution against a one-size-fits-all approach that may fail to target specific organizational and employee needs. In so doing, this commentary furthers the goal of the focal article, in which the authors expressed a hope for the I-O community to develop “a more comprehensive understanding of what we know—and what we still need to learn—about mindfulness at work” (Hyland et al., 2015, p. 578).

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Tetrick, Lois E. "International Review of Industrial and Organizational Psychology, Cary L. Cooper and Ivan T. Robertson (Eds), 1992." Journal of Organizational Behavior 14, no. 6 (November 1993): 611–12. http://dx.doi.org/10.1002/job.4030140612.

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De Fruyt, Filip, Barbara J. De Clercq, Joshua Miller, Jean‐Pierre Rolland, Sung‐Cheol Jung, Ruben Taris, Adrian Furnham, and Alain Van Hiel. "Assessing personality at risk in personnel selection and development." European Journal of Personality 23, no. 1 (February 2009): 51–69. http://dx.doi.org/10.1002/per.703.

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This paper demonstrates the validity and usefulness of a count technique to screen for potential personality dysfunctioning in NEO‐PI‐R ratings obtained in selection and professional development assessments. The usefulness of this screening technique for Industrial, Work and Organizational (IWO) psychologists is demonstrated in five different samples that were administered the NEO‐PI‐R for selection or development purposes. Three additional samples served as normative data to compute FFM PD count cut‐offs that can be used for selection and career development decisions. Evidence for the construct validity of 6 out of 10 FFM PD counts was provided, and all FFM PD compound scales were significantly related to important criteria, including the final selection decision, the results of a behaviourally oriented selection interview and self‐rated work competencies. The practical utility and limitations of this count technique for personnel selection and development are discussed. Copyright © 2008 John Wiley & Sons, Ltd.

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Hoffman, Edward. "The Social World of Self-Actualizing People: Reflections by Maslow’s Biographer." Journal of Humanistic Psychology 60, no. 6 (November 7, 2017): 908–33. http://dx.doi.org/10.1177/0022167817739714.

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Maslow’s concept of self-actualization has been a bulwark of humanistic psychology for more than 50 years, and has increasingly gained international appeal beyond its original nexus within the United States. His description of the high achieving characteristics of self-actualizing men and women has influenced theorists and practitioners in such fields as counseling, education, health care, management, and organizational psychology. Through these same decades, Maslow’s formulation has also been criticized as promoting a hyperindividualistic, even narcissistic, orientation to personality growth. Because Maslow by temperament and intellectual style expressed himself in an ever-evolving set of speeches and writings that were seldom explicit about interpersonal relations, his actual outlook on the social world of self-actualizers has remained elusive. The focus of this article, therefore, is how Maslow depicted self-actualizing people with regard to five major interpersonal dimensions of life: friendship, romantic love, marriage and lasting intimacy, parenthood, and communal service. By pulling together Maslow’s comments primarily in his published works, and secondarily in his unpublished works-in-progress, it is possible to explicate his tacit viewpoint. Doing so will not only help dispel the misconception that Maslow depicted self-actualizers as loners or even hermits but also guide future theory and research on personality growth.

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De Dreu, Carsten, and Peter Carnevale. "Disparate Methods and Common Findings in the Study of Negotiation." International Negotiation 10, no. 1 (2005): 193–204. http://dx.doi.org/10.1163/1571806054741074.

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AbstractIn this article, we compare the relative popularity of a wide variety of methods and techniques used in the study of conflict and negotiation across five domains of inquiry: political science, communication sciences, social and personality psychology, economics, and organizational behavior. An analysis of articles on conflict and negotiation published between 1997 and 2001 suggests that laboratory experiments that entail coding of behavior and self-reported data using surveys are especially popular in psychology, organizational behavior, and communication sciences. Mathematical modeling, the use of experimental games, and the use of archival data are especially popular in economics and political science. Diverse methods can provide convergent insights, and this is observed clearly in work on gain-loss framing and on reciprocity in negotiation. We suggest that researchers adopt, or continue to employ, triangulation as an approach to validity: When two or more methods or data sources converge on a construct, we develop greater assurance that our conclusions are not driven by an error or artifact of any one procedure. Each method exhibits strengths and weaknesses, and to the extent they do not overlap but show common effects, we stand on more solid ground with our theoretical conclusions.

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Blackburn, Kevin. "The Quest for Efficiency and the Rise of Industrial Psychology in Australia, 1916-29." Labour History, no. 74 (1998): 122. http://dx.doi.org/10.2307/27516557.

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Janssen, Anne B., Martin Schultze, and Adrian Grötsch. "Following the Ants." European Journal of Psychological Assessment 33, no. 6 (November 2017): 409–21. http://dx.doi.org/10.1027/1015-5759/a000299.

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Abstract. Employees’ innovative work is a facet of proactive work behavior that is of increasing interest to industrial and organizational psychologists. As proactive personality and supervisor support are key predictors of innovative work behavior, reliable, and valid employee ratings of these two constructs are crucial for organizations’ planning of personnel development measures. However, the time for assessments is often limited. The present study therefore aimed at constructing reliable short scales of two measures of proactive personality and supervisor support. For this purpose, we compared an innovative approach of item selection, namely Ant Colony Optimization (ACO; Leite, Huang, & Marcoulides, 2008 ) and classical item selection procedures. For proactive personality, the two item selection approaches provided similar results. Both five-item short forms showed a satisfactory reliability and a small, however negligible loss of criterion validity. For a two-dimensional supervisor support scale, ACO found a reliable and valid short form. Psychometric properties of the short version were in accordance with those of the parent form. A manual supervisor support short form revealed a rather poor model fit and a serious loss of validity. We discuss benefits and shortcomings of ACO compared to classical item selection approaches and recommendations for the application of ACO.

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Bessant, Judith, Anne Byrne, Don Byrne, Stephanie Short, Evelyn Sharman, Sandra Speedy, and Mary Dickenson. "Psychology for Nurses: Theory and Practice." Labour History, no. 66 (1994): 181. http://dx.doi.org/10.2307/27509262.

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Hogan, Robert, Tomas Chamorro-Premuzic, and Robert B. Kaiser. "Employability and Career Success: Bridging the Gap Between Theory and Reality." Industrial and Organizational Psychology 6, no. 1 (March 2013): 3–16. http://dx.doi.org/10.1111/iops.12001.

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Employability is defined as the capacity to gain and retain formal employment, or find new employment if necessary. Reasons for unemployment are often attributed to economic factors, but psychological factors associated with employability also contribute to the problem. Consequently, industrial-organizational psychologists should be uniquely suited to contribute to policy solutions for enhancing employability. This review begins by surveying the most common research approach to employability—the study of career success—which psychologists believe is determined by cognitive abilities, personality, and educational achievement. Next, we review the literature concerning what employers actually want. This section highlights the importance of social skills (being rewarding to deal with) as a key determinant of employability. We conclude by proposing a model for understanding the psychological determinants of employability and for bridging the gap between what psychologists prescribe and what employers want.

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Hung, Chao-Chih, Tzung-Cheng Huan, Chun-Han Lee, Hsin-Mei Lin, and Wen-Long Zhuang. "To adjust or not to adjust in the host country? Perspective of interactionism." Employee Relations 40, no. 2 (February 12, 2018): 329–45. http://dx.doi.org/10.1108/er-12-2016-0237.

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Purpose The purpose of this paper is to examine the relationship of regulatory foci (promotion focus and prevention focus) to expatriate adjustments (general, interaction, and work adjustments) and explore whether mentoring functions (psychosocial support, role modeling, and career development) moderate the aforementioned relationship. Design/methodology/approach Using 141 questionnaired primary data (response rate 32.25 percent) gathered from at least six months experienced expatiates of multinational companies in six industries, this study adopts regression method to examine the moderating effect. Findings This study found that promotion focus was positively related to the interaction and work adjustment, respectively; prevention focus was positively related to the general, interaction, and work adjustment, respectively. Psychosocial support function moderates the relationship between promotion focus and general adjustment. Career development function moderates the relationships between promotion/prevention foci and work adjustment. Originality/value According to the interactionism perspective, behavior is a result of the interaction between personality and situational influences, has a long history in social and personality psychology. This study extends this perspective to the interactive effects of mentorship (situational factor) and expatriates’ regulatory foci (personality factor) on expatriate adjustment.

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Muldoon, Jeffrey. "The Hawthorne studies: an analysis of critical perspectives, 1936-1958." Journal of Management History 23, no. 1 (January 9, 2017): 74–94. http://dx.doi.org/10.1108/jmh-09-2016-0052.

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Purpose The purpose of this paper was to analyse the academic context of the Hawthorne studies from 1936. More specifically, great attention was paid towards those articles that were critical of the Hawthorne studies. This study aimed to analyse why the Hawthorne studies were so criticized during the time period. Design/methodology/approach The author analysed various critical articles/books from the time period. The author developed the sample through the use of Landsberger’s Hawthorne Revisited. The author used one of the first critical articles, Daniel Bell’s, as a means to analyse the critics. In addition, secondary literature was used to place the articles in context. Findings The author found that the majority of the critics were sociologists; these criticisms reflected larger debates in sociology in terms of theory, method and ethics of research. They reflected the great changes that occurred in sociology during the time period, as opposed to industrial/organizational psychology, for example, where there was little criticism at the time. Originality/value The purpose of this study was to continue the work of Muldoon (2012) and Hassard (2012) and place the work of the Hawthorne studies in a larger academic context.

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Blumberg, Herbert H., Ruth Zeligman, Liat Appel, and Shira Tibon-Czopp. "Personality dimensions and attitudes towards peace and war." Journal of Aggression, Conflict and Peace Research 9, no. 1 (January 9, 2017): 13–23. http://dx.doi.org/10.1108/jacpr-05-2016-0231.

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Purpose The purpose of this paper is to examine the relationship between major personality dimensions and attitudes towards peace and war. Design/methodology/approach Three samples – two consisting of British psychology students (n=64 and 121) and one of Israeli students (n=80), responded to measures of some or all of: five-factor inventory, SYMLOG trait form, general survey including authoritarianism; attitudes towards peace and war; specific attitudes towards peace and war policy. Findings The general attitude measures were associated with the specific attitudes. Both were associated with authoritarianism but not consistently with other personality dimensions. Research limitations/implications Descriptive findings might not generalize and need contextualization. Authoritarianism should be measured in any studies of attitudes related to peace, war, conflict, and structural violence. Practical implications Practitioners of peace education may first need to address high authoritarianism and low integrative complexity. Also, countering structural violence related, for instance, to poverty or prejudice/discrimination may require a comprehensive approach including collaborative work with clinical psychologists applying both implicit and explicit assessment tools. Originality/value Documenting links (and lack of them) among personality variables and attitudes towards peace and war has practical and theoretical value – and may contribute to organizational schemes shaped by personality structure and bearing implications for negotiations. In terms of a paradigm by Morton Deutsch, our results show individual differences in, and associations among, variables relating to the remediable likelihood of parties being differentially likely to find themselves in negatively vs. positively interdependent situations; and carrying out effective instead of “bungling” actions.

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Block, Katharina, William M. Hall, Toni Schmader, Michelle Inness, and Elizabeth Croft. "Should I Stay or Should I Go?" Social Psychology 49, no. 4 (July 2018): 243–51. http://dx.doi.org/10.1027/1864-9335/a000343.

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Abstract. Gender stereotypes that associate science and technology to men more than women create subtle barriers to women’s advancement in these fields. But how do stereotypic associations, when internalized by women, relate to their own sense of fit and organizational commitment? Our research is the first to demonstrate that, among working engineers, women’s own gender stereotypic implicit associations predict lower organizational commitment. In a sample of 263 engineers (145 women), women (but not men) who implicitly associated engineering with men more than women were less committed to their organization. This relationship was mediated by lower self-efficacy and value fit, and not explained by other personality, demographic, or organizational factors. We discuss how internalized cultural biases can constrain women’s experiences in STEM.

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Elankumaran, S. "Personality, Organizational Climate and Job Involvement: An Empirical Study." Journal of Human Values 10, no. 2 (October 2004): 117–30. http://dx.doi.org/10.1177/097168580401000205.

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Woods, Stephen A., Filip Lievens, Filip De Fruyt, and Bart Wille. "Personality across working life: The longitudinal and reciprocal influences of personality on work." Journal of Organizational Behavior 34, S1 (May 14, 2013): S7—S25. http://dx.doi.org/10.1002/job.1863.

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Tetrick, Lois E., and Robert R. Sinclair. "International review of industrial and organizational psychology, Volume 8 Cary L. Cooper and Ivan T. Robertson (Eds), John Wiley & Sons, Chichester, 1993." Journal of Organizational Behavior 15, no. 5 (September 1994): 473–74. http://dx.doi.org/10.1002/job.4030150511.

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Bailey, James. "Book review: International review of industrial and organizational psychology 1995, volume 10. Cary L. Cooper and Ivan T. Robertson (Eds), Wiley, Chichester, 1995." Journal of Organizational Behavior 17, no. 1 (January 1996): 94–96. http://dx.doi.org/10.1002/(sici)1099-1379(199601)17:1<94::aid-job776>3.0.co;2-c.

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Ahmetoglu, Gorkan, Stacey Dobbs, Adrian Furnham, John Crump, Tomas Chamorro-Premuzic, and Elmira Bakhshalian. "Dark side of personality, intelligence, creativity, and managerial level." Journal of Managerial Psychology 31, no. 2 (March 14, 2016): 391–404. http://dx.doi.org/10.1108/jmp-03-2013-0096.

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Purpose – The purpose of this paper is to examine the relationship of the Five-Factor Model Personality Disorder (FFM PD) count technique to industrial, work, and organizational (IWO) criteria. In this vein, the present research sought to extend previous studies (e.g. De Fruyt et al., 2009) by eliminating common method variance, and by including several objectively assessed IWO criteria, namely, managerial level, intelligence, and creativity. Design/methodology/approach – In total, 1,659 working adults reported their managerial level in their organization, and completed two intelligence tests, a measure of creativity, and a measure of the Big Five personality traits in an assessment centre. The data were analyzed using structural equation modeling. Findings – Results showed that the FFM PD counts were significantly associated with each IWO criteria. Results also show that specific linear combinations of Five-Factor Model facets can explain a larger proportion of the variance in these criteria. Finally, normative benchmark values are provided and validated for personnel development contexts in the UK. Research limitations/implications – Because the FFM PD score-distributions were limited to one assessment setting (medium stakes) only, the use of proposed benchmarks may not be appropriate for other contexts. Practical implications – Considering the mounting evidence in the area, assessing dark side traits is likely to be desirable for organizations – particularly in selection and development settings. Originality/value – This study is the first to demonstrate the validity of the FFM PD count technique in relation to objectively measured IWO criteria.

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JIANG, Yanfeng, Yanfang JIANG, and Wan NAKAMURA. "Human Capital and Organizational Performance Based on Organizational Innovation: Empirical Study on China." Revista de Cercetare si Interventie Sociala 64 (March 6, 2019): 156–66. http://dx.doi.org/10.33788/rcis.64.13.

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It is now entering the knowledge-based economic era globally. In the new era, the real dominant resources and decisive production factors are not capital, land, or labor, but knowledge. In such an era, knowledge workers play critical roles in the business activity. Employees with knowledge would become the human capital of a company. High-tech industry has got in the giant competition era. Under the global competition and the constant innovation of knowledge-based economy, it becomes a worth discussing issue for high-tech businesses maintaining or enhancing the firm competitiveness. Aiming at high-tech industry, the supervisors and employees of high-tech businesses in Shanghai are distributed 420 copies of questionnaire. Total 322 valid copies are retrieved, with the retrieval rate 77%. The research results show significantly positive effects of 1.human capital on organizational innovation, 2.organizational innovation on organizational performance, and 3.human capital on organizational performance. According to the results, suggestions are proposed, expecting to help high-tech businesses, when encountering the challenge in the industrial environment, create more performance and benefits to achieve the sustained-yield management.

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Steers, Richard M. "International review of industrial and organizational psychology. Cary L. Cooper and Ivan T. Robertson (Eds), Wiley, Chichester, 1986. No. of pages: 340. Price: £25." Journal of Organizational Behavior 9, no. 1 (January 1988): 97–98. http://dx.doi.org/10.1002/job.4030090108.

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Schmitt, Neal. "International review of industrial and organizational psychology 1987. Cary L. Cooper and Ivan T. Robertson (Eds), Wiley Chichester, 1987. No. of pages: ix + 365." Journal of Organizational Behavior 9, no. 4 (October 1988): 381–84. http://dx.doi.org/10.1002/job.4030090413.

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Thomas, David C. "International review of industrial and organizational psychology, Vol. 9 Cary L. Cooper and Ivan T. Robertson (Eds), John Wiley & Sons, Chichester, England, 1994." Journal of Organizational Behavior 15, no. 6 (November 1994): 576–78. http://dx.doi.org/10.1002/job.4030150609.

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Spain, Seth M., Peter Harms, and James M. LeBreton. "The dark side of personality at work." Journal of Organizational Behavior 35, S1 (August 30, 2013): S41—S60. http://dx.doi.org/10.1002/job.1894.

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Rolland, Jean‐Pierre, and Filip De Fruyt. "The validity of FFM personality dimensions and maladaptive traits to predict negative affects at work: a six month prospective study in a military sample." European Journal of Personality 17, no. 1_suppl (March 2003): S101—S121. http://dx.doi.org/10.1002/per.485.

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The present work explores what the domain of maladaptive traits has to offer to the industrial and organizational (I/O) field investigating the incremental validity of maladaptive traits from DSM Axis II to predict negative emotions experienced at work, beyond Five‐Factor Model dimensions. This study was designed to examine the validity of adaptive and maladaptive traits to predict four negative affects (Anger, Fear, Sadness, and Shame) experienced at work in military personnel. The design was longitudinal, including two measurement moments, i.e. prior to and immediately after returning from a peace mission in a foreign country. The four negative affects were largely stable across a six month interval. FFM dimensions substantially explained negative affects experienced six months later, although the variance accounted for varied strongly across affects. In line with previous research, emotional stability was a consistent negative predictor of negative affects at both measurement moments. Two maladaptive traits derived from DSM Axis II (i.e. Borderline and Avoidant) were consistently related to specific negative affects experienced at work. Finally, maladaptive traits did not predict negative affect variance beyond FFM traits. These results are in line with robust findings suggesting that maladaptive trait patterns could be integrated in the five‐factor space, and as a consequence have little or no incremental utility over FFM dimensions. Copyright © 2003 John Wiley & Sons, Ltd.

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Kaur, Sukhamjit. "Effect of Religiosity and Moral Identity Internalization on Prosocial Behaviour." Journal of Human Values 26, no. 2 (March 5, 2020): 186–98. http://dx.doi.org/10.1177/0971685820901402.

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The main aim of the present research was to study the religiosity and moral identity internalization as effective variables of prosocial behaviour. Sample consisted of 400 emerging adults (females) in the age range of 18–24. All participants completed questionnaire measures, namely religiosity scale (Bhushan, 1970), moral identity inventory (Aquino & Reed, 2002, Journal of Personality and Social Psychology, 83, 1423–1440) and prosocial personality battery (Penner, Fritzsche, Craiger & Friefeld, 1995, Advances in Personality Assessment (vol. 10, pp. 147–184). Hillsdale, NJ: Lea). The data were subjected to 2 × 2 analysis of variance. The results of ANOVA clearly revealed that highly religious people are more responsible socially, exhibit higher empathic concern, are more able to take others perspective, have higher prosocial moral reasoning capabilities, are more helpful, altruistic and demonstrate a high level of other oriented empathy. High moral identity internalization leads to socially responsible behaviour, along with higher empathic concern and perspective-taking abilities. Individuals with high level of moral identity were found capable to use prosocial moral reasoning, and they also exhibited higher levels of other oriented empathy. Religiosity and moral identity internalization interacted with each other to produce a combined effect on mutual concern moral reasoning.

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Roberts, Brent W. "Organizational Behavior Management and Personality Psychology." Journal of Organizational Behavior Management 22, no. 2 (July 17, 2003): 59–70. http://dx.doi.org/10.1300/j075v22n02_06.

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ONES, DENIZ S., and CHOCKALINGAM VISWESVARAN. "Bandwidth–fidelity dilemma in personality measurement for personnel selection." Journal of Organizational Behavior 17, no. 6 (November 1996): 609–26. http://dx.doi.org/10.1002/(sici)1099-1379(199611)17:6<609::aid-job1828>3.0.co;2-k.

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Ashton, Michael C. "Personality and job performance: the importance of narrow traits." Journal of Organizational Behavior 19, no. 3 (May 1998): 289–303. http://dx.doi.org/10.1002/(sici)1099-1379(199805)19:3<289::aid-job841>3.0.co;2-c.

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HUANG, Pai-Chin, and Kuo-Sung LIN. "Study on the Correlation between Social Norm and Pro-Environmental Behavior of Employees in Health Care Industry – Viewpoint of Personality Trait." Revista de Cercetare si Interventie Sociala 71 (December 1, 2020): 187–98. http://dx.doi.org/10.33788/rcis.71.13.

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Global warming is the serious warning of the earth environment, and environmental problems resulted from greenhouse effect are the weapon of mass destruction. Accordingly, pro-environmental behavior related issues are emphasized. Nevertheless, most past research on environmental protection issues were analyzed from macro organizational perspectives, but few from micro individual perspectives. However, individuals were the basis of any environmental protection executors. Group and organizational environmental policy and behavioral model could be inferred after clearly understanding individual environmental motivation and behavior. As a result, the analysis of the process of individual presenting pro-environmental behavior is worth discussion. Employees in health care industry in Fuzhou Binhai New City, Fujian, as the research samples, are distributed 400 copies of questionnaire. After removing invalid and incomplete copies, 278 valid copies are retrieved, with the retrieval rate 70%. Suggestions are further proposed, according to the results, expecting to help relevant entities make good environmental norm and shape correct social norm and environmental behavior for the public.

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Roskies, Ethel, Christiane Louis-Guerin, and Claudette Fournier. "Coping with job insecurity: How does personality make a difference?" Journal of Organizational Behavior 14, no. 7 (December 1993): 617–30. http://dx.doi.org/10.1002/job.4030140702.

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Journal articles on the topic 'Psychology, Industrial|Psychology, Personality|Sociology, Organizational'

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