Publication trends in school psychology: 1963–1973

Articles appearing in three school psychology journals from 1963–1973 were classified and organized into 16 topic areas. Trends of published interests over the years 1963–1966, 1967–1969, and 1970–1973 were identified. Articles concerning Professional Identity were most prominent in the early years of the decade covered; Instrument Development and Evaluation, an area which was consistently popular over the decade, ranked highest during the last period evaluated. The most noteworthy trend in publication has been the growing diversification of published interests in the field of school psychology.     

The interface of cognitive and industrial,work and organizational psychology

This special issue brings together a collection of papers that variously integrate, extend and/or test new theory and research lying at the boundaries of the cognitive sciences and the field of industrial, work and organizational (IWO) psychology. Over the last two decades, the IWO psychology field in general has witnessed a dramatic upsurge in the development and testing of theories of work‐related behaviour and the design of interventions with a cognitive emphasis. In the related areas of engineering psychology and ergonomics, for example, researchers have devoted considerable attention to an analysis of the nature and significance of employees' mental models of complex operating systems in terms of their impact on system performance while in the area of selection and assessment, attribution theory and other work from the field of social cognition have increasingly informed the analysis of personnel selection interviews. Cognitive theory and research have also been applied in an attempt to better understand the underlying bases of appraisers' judgments in the appraisal of performance. In the area of training and development, conventional approaches to the analysis, design, and evaluation of interventions are being augmented, and in some cases openly challenged, by the application of cognitive constructs, theories, and principles. Much recent theory and research relating to the topics of employee relations and motivation, organizational development and change, teamwork, leadership, organizational culture and climate, negotiation, group decision‐making, stress, and personality and individual differences has also been decidedly cognitive in emphasis. This essay provides a selective overview of these developments, both in order to place in context the other contributions to this volume and in order to reflect more generally on the state of theory and research lying at the IWO‐cognitive psychology interface.     

The virtual industrial/organizational psychology class: Learning and teaching in cyberspace in three iterations

The virtual industrial/organizational psychology course is an asynchronous, discussion-based undergraduate class that exists on the Internet, featuring lectures and class discussion in a Usenet group. The development, evolution, and successes and challenges from three iterations of this virtual course are described. While networked computer technology has enabled virtual classrooms for collaborative learning in which learners and teachers interact through computer-mediated communication, perhaps the most intriguing aspect of this course is the issue of experiential learning. In the virtual industrial/organizational psychology course, students are experiencing the organization of the future (networked, virtual) while learning about industrial/organizational psychology and the conceptual underpinnings of the world of work in the future.     

Bridging the divide in work and organizational psychology: evidence from practice

This study explores the extent to which work and organizational (W&O) psychology practitioners use evidence, how they apply it to the everyday contexts in which they work, and the types of barriers they encounter in so doing. It adopts a mixed methods approach involving the administration of a survey to a UK sample (N = 163) of W&O psychologists and a series of semi-structured interviews (N = 25) exploring in greater depth how evidence is applied in practice. Findings reveal that practitioners consult a wide range of different types of evidence which they employ at various stages of engagement with client organizations and that this evidence is pressed into service in the pursuit of solutions which are both acceptable from the client perspective and consistent with the scientific standards underpinning professional knowledge and expertise in W&O psychology. Barriers to evidence-use were mainly practical in nature, concerning issues around managing the client–consultant relationship and the particularities of implementation context, both of which were shown to influence evidence utilization. The study contributes to current debate on the extent to which W&O psychologists adopt an evidence-based approach and provides a valuable and much called-for empirical insight into the enactment of the scientist–practitioner model in W&O psychology.     

Doctoral dissertations in pastoral psychology June 1, 1963 to May 31, 1964

Pastoral Psychology -     

Neglected perspectives in work and organizational psychology

In this editorial we suggest that work and organizational psychology has tended to overlook the insights to be gained from ‘alternative’ perspectives such as interpretivism, critical theory and postmodernism, in favour of a focus on more normative and positivist studies of organizational life. While paradigmatic conformity is argued by some to have the benefit of providing a coherent knowledge base, we argue that it may also lead to an overly restrictive viewpoint and constrained practices. In any case, such a focus may be partly a default option rather than a conscious choice, fostered by assumptions of what constitutes ‘good’ research which may not be appropriate to (and even discriminate against) other perspectives. As a consequence, this special section aims to illustrate the insights to be gained from adopting such ‘alternative’ perspectives on topics of contemporary interest to work and organizational psychologists, such as retention of women in the workforce, collaborative (cross‐agency) work, advanced technological change and stress at work.     

Neoliberal ideology in work and organizational psychology

This paper explores the role of neoliberal ideology in workplace practices and in work and organizational psychology (WOP) research. It analyses how neoliberal ideology manifests in these two domains by using a prominent framework from the field of political theory to understand ideology through three different logics: political, social and fantasmatic logics. We explore the main neoliberal assumptions underlying existing practices in the workplace as well as in WOP research, how individuals are gripped by such practices, and how the status quo is maintained. The paper analyses how individuals in the contemporary workplace are henceforth influenced by neoliberalism, and how this is reflected in the practices and dominant paradigms within WOP. In particular, we focus on three ways neoliberalism affects workplaces and individual experiences of the workplace: through instrumentality, individualism and competition. The paper finishes with practical recommendations for researchers and practitioners alike on how to devote more attention to the, often implicit, role of neoliberal ideology in their work and research. The discussion elaborates on how alternative paradigms in the workplace can be developed which address the downsides of neoliberalism.     

Ideology in work and organizational psychology: the responsibility of the researcher

This is a rejoinder to the commentaries on our paper on neoliberalism in work and organizational psychology. In this rejoinder, we provide a summarized response to the commentaries, thereby highlighting three main points: (1) when, where and how does neoliberalism manifest in society and our work as Work and Organizational Psychologists, (2) what is our duty as work and organizational psychologists towards society and our own work, and (3) what do we recommend on the basis of the exchange with the commentators on our paper?     

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.     

Commentary on neoliberal ideology in work and organizational psychology

I welcome the paper on Neoliberal ideology in WOP as a valuable critique of Work and Organizational Psychology (WOP) encouraging practitioners and researchers to think carefully about what they are trying to achieve and how they make sense of the world of work.     

(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.