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Dear Community,
I'd like to ask if you know any studies on the predictive validity of certain individual differences and/or personality traits as predictors for job performance. I'm interested in very specific occupational group (an this group only), that is the quality assurance specialist (software testers).
I struggle with finding such studies, and I believe this is due to the issue with key-words selection. If you happen to know any study from I/O psychology field (or any other similar field) on that matter, I'll be grateful for a recommendation.
Best regards,
Jaroslaw
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Jaroslaw Grobelny My first thought was in recruitment within Entreprenology we talk sometimes about the teachability index. But here I think you should look within the Big five theory. The attached article might give you some tips, General mental ability, personality, and job performance
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Dear all,
I am trying to develop an Neuropsychological scale which would measure the levels of engagement, performance and satisfaction of people. Are there any experimental tests available which I could build or adapt upon?
Thanks in advance,
Shardul
Edit: A small addition, I am NOT looking for survey questionnaires, I am trying to build a scale that could be used to measure these variables in a more interactive way.
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For testing satisfaction with life we used the following scale:
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I'm requesting for help to identify I/O psychology theories/ models that could explain the behavioural dynamics involved in the union-management cooperation processes particularly trade union membership (joining & quitting). Care to share any links, please....TQ
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In examining why employees decide to join unions Schuler and Youngblood (1986) have developed a model. According to them, there are three separate conditions that strongly influence an employee’s decision to join a union i.e., dissatisfaction, lack of power, and union instrumentality.
Schuler and Youngblood (1986, p. 550) note:
“When an individual takes a job, certain conditions of employment (wages, hours, and type of work) are specified in the employment contract. A psychological contract also exists between employer and employee, consisting of the unspecified expectations of the employee about reasonable working conditions, requirements of the work itself, the level of effort that should be expended on the job, and the nature of the authority the employer should have in directing the employee’s work. These expectations are related to the employee’s desire to satisfy certain personal preferences in the work place. The degree to which the organization fulfils these preferences determines the employee’s level of satisfaction”.
Schuler, R.S. and Youngblood, B.S.A. (1986), Effective Personnel Management, 2nd ed., New York: West Publishing Company.
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I’m an I-O psychology researcher and I’m conducting a study on the impact of cultural diversity on job satisfaction. I would like to measure cultural diversity using the number of different nationalities and ethnicities represented by a person’s colleagues.
Is there an objective formula / index used to measure this?
How can I word my question in the easiest way possible and what type of answer options should I provide?
- I’m not studying teams per se, my study participants are individuals that are currently employed
- I did a pre-test and asked the percentage of foreign colleagues a person has, without asking for the nationality or ethnicity of each colleague. Unfortunately, this information is not sufficient to use Teachman's index (for continous variables) or Blau's index (for categorical variables).
- I would like to word the question in the easiest way possible, if I ask participants to indicate the number of colleagues that belong to each nationality from a drop-down list with 60 different nationalities, I’m afraid the rate of participation will be very low. Which is why I’m looking for help on simpler diversity indexes that are used or a simpler wording of my study questions.
Thank you in advance for your tips and help.
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Some authors have used a cultural distance index to measure cultural differences between countries. The concept of national cultural distance can be defined as the extent to which the shared norms and values in one country differ from those in another (Hofstede, 2001; Kogut & Singh, 1988), and it has been used especially in the field of international business, in the management of expatriates, and in relation to learning (student’s mobility, language learning).
The methodology for quantifying the national cultural distance was proposed by Kogut and Singh (1988), who developed a cultural distance index for the cultural dimensions measured by Hofstede (1983). Kogut and Singh (1988) combined the cultural dimensions of Hofstede in an aggregate measure of cultural distances between countries. The reference to this work is:
Kogut, B., & Singh, H. (1988). The effect of national culture on the choice of entry mode. Journal of International Business Studies, 19(3), 411-432. DOI:10.1057/palgrave.jibs.8490394
This methodology is also appropiate when using different national cultural values models, such as the GLOBE model, or the Schwartz's values model.
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I’m doing an assignment that looks at how groups may contribute to leadership derailment.Open to any possible theoretical explanations on the topic. The group referring to the ingroup in which the leader belongs.
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Two places I would consider examining include the work from the Center for Creative Leadership on the behaviors at work that predict actual derailment as well as the work by Hogan in the Hogan Developmental Survey looking at personality characteristics which increase the risk for turnover and derailment. Both areas are reviewed by Hogan, Hogan, & Kaiser (2011) in the APA Handbook for I/O Psychology:
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I have reached out to the two possible contacts that I have, which have not been fruitful. I have also reached out to my LinkedIn and Twitter network to try to identify an organization to participate in my team-level research, but I still have not had any luck. I have been offering to provide a consulting service to help with personnel or leadership decision making in exchange for the participation. I have also stated whom the PhD-holding supervisor the project. Please let me know any suggestions you have, or if you have access to a large organization that may be willing to participate in team cohesion research.
Thanks,
M. Justin Miller, M.S.
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...a pretty random suggestion but as someone who works in health care there are likely to be lots of hospitals who fit the bill. While health services managers are not necessarily particularly research literate and no t all organisations are research active, the idea of research is not alien to them. I think it's well worth a try. Twitter and Linkedin well worth a try but i suspect a direct phone call or (failing that) email) to a senior person is likely to be more productive. Do a bit of background research to get the names before you start.
Don't expect people to be impressed by you, a PhD or your supervisor (if they are that's a bonus) but work on piquing their interest in what you are actually researching.
Good luck
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I will continue my research about Productive Personality by Oliver V Gilmore in I/O Psychology. My Previous research is about productive personality in communities.
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No problem, good to know you benefitted. Regards
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Dear Colleagues,
What is the most basic differences between Organizational Behavior and I/O Psychology? What do you think about the two field?
Best Regards.
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Cutting out all the BS, Org. Beh plus HRM is very much the same as IO Psychology
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According to self-determination theory (Deci & Ryan) external regulation behaviors are performed to satisfy an external demand or obtain an externally imposed reward contingency. Individuals typically experience externally regulated behavior as controlled or alienated. This contrasts with intrinsic motivation which is defined as the doing of an activity for its inherent satisfactions rather than for some separable consequence. When intrinsically motivated a person is moved to act for the fun or challenge entailed rather than because of external prods, pressures, or rewards.
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I agree that external pressure plays an important part on compliance. In some cases including voluntary disclosure of information in the financial and related statements arise due to awareness of the need for transparency, publicity opportunities, and sense of accountability. Ethical perspective may play a part.
Gin
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For my masters in health research, I am exploring differences in factors seen as faciliators or barriers to return to work following acquired brain injury between professional/managerial and non professional/managerial jobs.
I feel I have made a novices blunder, as I am struggling to find a reference on which to base my incl/exclu criteria for professional/managerial jobs as the taxonomies i have come accross are based more on industry than career level.
I know that i want to compare careers that usually require higher level education and/ or where there is responsibility for managing others, but now Im questioning whether i should put these two catergories together.  My assumption  is that these jobs will have higher cognitive and interpersonal demands, but now I am questioning even that!  any thoughts/advice would be appreciated.
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I am examining the field of Organizational psychology and the difference between practicing OP's and research OP's.
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There is, in OP, borrowed from Clinical Psychology, the popular notion of the 'scientist practitioner'. It aims that assessments interventions are evidenced based. It tends to underestimate the importance of  competence in complex real world scenarios which are often found in organisations. There's an account here.
Probably all practitioners need to be research aware and all academics need to have practical competence.
Its an ongoing topic!
Best wishes
Donald
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I am looking for any information related to research I/O psychologists' data collection processes.
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With the subject and brief description of the question, I am not much clear what answer is expected. However, I am sharing my views (below) on the meaning that I derived after reading the question. I hope, if the question is elaborated with some details then other esteemed members of this forum may also contribute in their own ways.
Industrial/organizational psychologists generally focus on primary data but sometimes they do use secondary data. So the data collection process involve the tools and sources of collecting the primary data such as questionnaires, interviews, observation, psycho-physiological measures, self-report etc. The processes are defined by the method adopted and the goals and objective of research. Similarly, the statistical treatment of data is also dependent on the nature of the data obtained and the objectives to be addressed.
Here it is worth mentioning that all I/O psychology researches do not use statistics and quantitative data. Many prefer qualitative data too and thus adopt the qualitative data collection tools and qualitative analytic strategies.