Future of research published in the International Journal of Selection and Assessment: Incoming editor's perspective

The International Journal of Selection and Assessment (IJSA) plays an important role for the scientist‐practitioner communities in the fields of personnel psychology, human resource management, and industrial‐organizational psychology. This article briefly summarizes goals of the journal and a vision for future work to be published in IJSA.     

Reducing adverse reaction to stress in the workplace. Psychology's expanding role

This section draws attention to occupational stress and suggests ways in which psychologists can apply their knowledge of research methods and treatment to this issue. In this article, the past and present role of psychologists in occupational stress is examined and ways in which psychologists might play a more central role are proposed. Although industrial/organizational and health psychology are most obviously applicable to the study of workplace wellness, more focused attention and wider application of knowledge from other subspecialities are also examined. The need for increased attention to work and family; race, class, and gender; and training and public policy issues are also discussed.     

对心理学实验教学模式的再研究

为了更新心理学的教学理念和方法,笔者反思自身单纯讲解的传统教学模式的不足,对实验教学模式进行再研究,以加强教学的主体性、科学性、应用性和实践性。课题深入研究实验教学模式的内涵和操作类型,用教育实验法论证该模式的实效,证实该模式更能使学生乐学会学。该研究形成实验教学模式的若干理念,揭示出取得教学效果的内在原理。研究证明：实验教学模式有其他教学模式不可替代的独特作用和综合效益,能大幅提高心理学的教学质量。     

Guidelines for education and training at the doctoral and postdoctoral levels in consulting psychology/organizational consulting psychology

The purpose of these "Guidelines for Education and Training at the Doctoral and Postdoctoral Levels in Consulting Psychology/Organizational Consulting Psychology" is to provide a common framework for use in the development, evaluation, and review of education and training in consulting psychology/organizational consulting psychology (CP/OCP). The intent of these guidelines is to improve the quality of teaching and learning in the area of the practice of CP, especially OCP, within the scientific discipline and profession of psychology. Towards these ends, this document is intended as guidance for psychologists who teach or plan curricula for teaching CP/OCP at doctoral or postdoctoral levels of professional education and training in psychology. The guidelines are structured in the form of overarching principles, general competencies, and domain-specific competencies that are ideally obtained by persons receiving training at the doctoral or postdoctoral level in CP/OCP.     

INDUSTRIAL PSYCHOLOGY IN FRANCE

The current status of French industrial psychology is evaluated. Within the social and economic context of contemporary France, varying ideologies and scarce resources have created a gap between applied and academic industrial psychology. Personnel practices and systems and organizational research are noted.     

The role of work in psychological health and well-being: a conceptual, historical, and public policy perspective

The primary theme of this article, which serves as the introductory contribution of a special section of the American Psychologist, is that work plays a central role in the development, expression, and maintenance of psychological health. The argument underlying this assumption is articulated at the outset of the article in conjunction with a historical review of vocational psychology and industrial/organizational psychology. The article follows with an overview of contemporary vocational psychology and a presentation of the psychology-of-working perspective, which has emerged from critiques of vocational psychology and from multicultural, feminist, and expanded epistemological analyses of psychological explorations of working. Three illustrative lines of inquiry in which research has affected the potential for informing public policy are presented. These three lines of scholarship (role of work in recovery from mental illness; occupational health psychology; and working, racism, and psychological health) are reviewed briefly to furnish exemplars of how the psychological study of working can inform public policy.     

Incorporating educational software into large introductory psychology lectures and labs

Psychabilities, a set of 13 computer activities for the introductory psychology course, is introduced. The emphasis of this paper is on using this software, and others of its kind, to coordinate the learning environments of the classroom and the laboratory. The classroom mode in Psychabilities is specifically designed to stimulate discussion during class time while supporting existing lecture-format material. The laboratory mode covers the same content but presents relatively more introductory material to the main learning activity than does the classroom mode. Each module in both modes contains a set of key terms, the main activity, and a set of questions for review. Using educational software more pervasively, that is, in lab as well as in lecture, provides “dual coding” of course content and makes more efficient use of simulations and tutorials that are based on the overall educational needs of introductory psychology students.     

虚拟社区公民行为在虚拟社区感与知识共享意图间的中介作用:自我效能感的调节机制

采用问卷法对445名虚拟社区成员及与其比较亲密的其他社区成员进行调查,探讨了虚拟社区感的三个维度(成员感、影响力、沉浸感)对成员知识共享意图的影响及其内在作用机制。结果表明:(1)成员感对成员知识共享意图具有显著的正向预测作用,而影响力和沉浸感的预测作用不显著;(2)虚拟社区公民行为是成员感对成员知识共享意图作用的中介变量;(3)自我效能感在成员感—虚拟社区公民行为—知识共享意图关系中不具有显著的调节效应。     

Health issues at work. Opportunities for industrial/organizational psychology

The workplace provides an excellent setting for addressing issues of health, and industrial/organizational psychologists have a great deal to contribute to this effort. Five models for addressing health at work are presented along with the recommendation to use the broader systems approach. A set of criteria for health research and practice is introduced, and the potential contributions of industrial-organizational psychology for addressing these criteria are discussed.     

(Re)Applying social psychology to organizational work,well‐being,and leadership

Research on organizational behavior is fundamentally an application of social psychology theory and phenomena. While much of organizational psychology is inherently grounded in social psychological research, these two disciplines are largely disconnected from one another. More visibility of the commonalities may encourage discussion, collaboration, and integration between these two fields—an integration that will only benefit each discipline. The present article briefly reviews the historic overlap between these disciplines, the resulting divide between them, and then discusses recent developments demonstrating the potential power of reconnecting social psychology with organizational‐relevant research. We then examine how the six empirical articles in this Special Issue benefit from applying social psychological theory to organizational research. We will conclude by identifying potential areas ripe for future research.     

Is revenge about retributive justice,deterring harm,or both?

This paper explores the vast literature on revenge and retributive punishment to ascertain whether revenge seekers are primarily seeking retribution or to deter future harm. This review considers research findings from social, consumer, evolutionary, and industrial/organizational psychology. Revenge is defined as an action in response to some perceived wrongdoing by another party that is intended to inflict damage, injury, discomfort, or punishment on the party judged responsible. In support of the perspective that revenge is about retribution, vengeance is typically triggered only by unjust harms, revenge‐seekers report a moral imperative, justice beliefs predict revenge, and justice‐related information has the greatest influence on punishment calculations. On the other hand, a plethora of findings in economic games such as serial prisoner dilemmas reveal that tit‐for‐tat style revenge is an effective means of deterring future harm. Overall, the evidence seems to support a retribution model of revenge over a deterrence model; however, as this review describes in its conclusion, the psychology of revenge is in need of further investigation along several key dimensions.     

Reflections on relational readings of organizational learning

In this concluding article we further reflect on relational readings of organizational learning and how they can contribute to organization studies and organizing practices. As has been seen, the root metaphor of “organizational learning” takes a variety of forms. These include “product-oriented” pictures such as learning curves, strategy, and business processes, and the generative metaphor of organizational learning as conversations-for-new-possibilities. This special issue highlights the contribution of learning-as-conversations, especially in those organizational instances where the organizing is “in-the-making” and where the creation of a transitional space can be a new meeting ground for participants. In an increasingly globalized world we are more and more in need of the ability to construct such transitional and possibility-enabling practices. It can be a task of work and organizational psychology to contribute ideas and practices for this endeavour.     

Publication Bias: A call for improved meta‐analytic practice in the organizational sciences

Previous research has introduced the threat of publication bias to meta‐analytic reviews in management and industrial/organizational (I/O) psychology research. However, a comprehensive review of top‐tier journals demonstrates that more than two thirds of meta‐analytic studies in management and I/O psychology ignore the issue. Of the studies that do empirically evaluate publication bias, almost all use methods that are based on problematic assumptions (e.g., the Failsafe N and subgroup comparisons by source of data). The current paper reviews the issue of publication bias and introduces to management and I/O psychology new methodological techniques to assess this bias. To illustrate the methods, multiple publication bias methods are demonstrated in a meta‐analytic review of conditional reasoning tests for aggression. We offer specific recommendations that address both design and analysis issues to mitigate the existence and influence of publication bias.     

Multilevel modeling in industrial and personnel psychology

Many of the topics of interest in the social and behavior sciences are often hierarchical or multilevel in nature. These multiple levels (e.g., individual versus group) create problems for researchers related to the choice of measurement and analysis. Recent innovations in statistical analysis have made it possible to account for the hierarchical nature of observations. Therefore, in this article we begin with a review of multilevel analysis techniques and discuss advances that have been made in the social sciences using multilevel models. Next, we summarize contemporary research specific to the organizational psychology literature that uses multilevel analysis. Possible applications for industrial and personnel psychology are then discussed. Guidelines for determining if multilevel analysis is appropriate for a given applied research project are provided. We conclude with a summary and call for increased use of multilevel analysis in industrial and personnel psychology.     

Multilevel modeling in industrial and personnel psychology

Many of the topics of interest in the social and behavior sciences are often hierarchical or multilevel in nature. These multiple levels (e.g., individual versus group) create problems for researchers related to the choice of measurement and analysis. Recent innovations in statistical analysis have made it possible to account for the hierarchical nature of observations. Therefore, in this article we begin with a review of multilevel analysis techniques and discuss advances that have been made in the social sciences using multilevel models. Next, we summarize contemporary research specific to the organizational psychology literature that uses multilevel analysis. Possible applications for industrial and personnel psychology are then discussed. Guidelines for determining if multilevel analysis is appropriate for a given applied research project are provided. We conclude with a summary and call for increased use of multilevel analysis in industrial and personnel psychology.     

Consultation with the Z Family's Technology Business: A Weekend Retreat

Family business consultation is an expanding enterprise and constitutes an interesting area of practice for psychologists drawn from industrial/organizational psychology, clinical psychology, and family psychology. This paper provides a clinical case example of a weekend retreat established as the forum for consultation to a family owned business that was experiencing a good deal of dissension between family and non-family management team members.     

Editorial: Three Perspectives of Employment Discrimination 50 Years After the Civil Rights Act—A Promise Fulfilled?

Purpose

In recognition of the 50th anniversary of the Civil Rights Act of 1964, this paper reviews contradictory perspectives of the status of employment discrimination.

Design/Methodology/Approach

Arguments are derived from psychology, management, law, and political science to contrast perspectives that civil rights legislation has (a) done its job, (b) gone too far, and (c) not gone far enough.

Findings

We determine that disagreement is inevitable and that no unified conclusion can be drawn. Recognition of the viewpoints embedded in opposing perspectives, however, offers direction for the future of organizational science and practice.

Implications

Consideration of these disparate views of civil rights legislation enables thoughtful reflection on the past, present, and future of civil rights legislation.

Originality/Value

This paper offers a variety of lenses through which to consider employment discrimination in the organizational sciences and underscores the value of the papers collected in the special issue.     

THE RIGORS OF TRAINING EVALUATION: A DISCUSSION AND FIELD DEMONSTRATION1

Training evaluation is one of the most under-researched and neglected areas of industrial/organizational psychology. This article discusses the need for, and feasibility of, utilizing extended-control-group pretest designs in evaluation research; and reports a field application of such a design (the Solomon 4-Group) in an organizational training context. The effectiveness of a basic electricity training program for telephone installer-repairmen was measured, and the potential contaminating effects of pretesting were monitored. The results indicated that the training was potentially effective, but that pretest contaminations were present. To identify the pretest effects it was necessary to go beyond the Solomon model and consider complex interactions involving numerical aptitude level, pretesting and training. Pretest exposure depressed the posttest performance of trained subjects of medium and low numerical aptitude, while facilitating that of medium level untrained subjects. Pretest exposure had no effect on subjects scoring high in numerical aptitude in either the trained or untrained condition. Possible explanations for the moderating role of numerical aptitude are offered, and implications of the findings are discussed relative to applied organizational evaluation efforts and future research.     

Psychological Science in Australia

This paper is a brief account of the Australian Strategic Review of the Psychology Discipline and its Research. Issues discussed include Australia's contribution to world research in psychological science, research funding, the age and qualifications of researchers, the social and economic benefits arising from the applications of research outcomes, multidisciplinary issues, the role of psychology in industry, links between the discipline and the profession of psychology, professional training, cross-cultural issues, and educational issues. Priorities for development of research and postgraduate training are identified, and include human factors and other areas related to technological change, clinical psychology with particular attention to health psychology, industrial and organizational psychology, and neuroscience and physiological psychology.     

Expanding the boundaries of psychological resource theories

This article introduces JOOP's special section on expanding the boundaries of resource theories in occupational and organizational psychology. After an introduction of the most relevant resource theories and their current application in occupational and organizational psychology – key resource theories, conservation of resources theory, resource theory of social exchange, and selective optimization with compensation theory – the opportunities and challenges for future research are outlined, as well as the innovative trends emerging from the contributions in this special section.