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.     

The experiences of short-term humanitarian aid workers in Haiti

A small group of humanitarian aid workers travelled to Port-au-Prince, Haiti six months after the 2010 earthquake to assist in recovery efforts at an orphanage. This study explores the experiences of these workers and how they coped with the challenges in Port-au-Prince. Participants kept a journal to record their daily experiences. A phenomenological methodology was used to analyse the data in this study. Themes included relationships and connections, faith/perspective, care of self and others, purpose, and perspective. Researchers concluded relief workers need more preparation and support during and after humanitarian trips as experiences significantly impact workers perspective of themselves and others.     

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.     

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.     

The development and maturation of humanitarian psychology

Humanitarian psychological support as an organized field is relatively young. Pioneers in the field were involved primarily in providing psychological support to refugees and internally displaced persons in conflict and nonconflict situations. This article describes basic principles for the design of psychological support programs and interventions. The International Federation of Red Cross and Red Crescent Societies (IFRC) began a psychological support program in 1991. The IFRC chose psychological first aid as its model for implementation in developing countries. Psychological first aid fits all the principles for psychological support program design and is adapted to individual communities. The first generation of psychological support programs differed dramatically depending on the countries in which they were developed. A second generation of psychological support programs evolved in response to the earthquake/tsunami of December 26, 2004. The Inter-Agency Standing Committee international guidelines consolidated the advances of second-generation programs and provided a clear indication of the wide acceptance of the importance of psychological support. A glimpse is provided of the third generation of psychological support programs, and an admonition is made for a more empirical evaluation of the effectiveness of interventions.     

The story of this special issue on critical perspectives in work and organizational psychology

In this editorial, we tell the story of how the Special Issue on Critical Perspectives in Work and Organizational Psychology (CWOP) came about, how it fits within the broader agenda of building a critical community within Work and Organizational Psychology, and how future research and thought may be inspired by the collection of critical papers related to work and organizational psychology. We introduce the term “criticalizing” as a key concept in how the Special Issue was developed by the editorial team and the authors. Criticalizing moves beyond fixed static notions of “critical” scholarship toward a process of engaging in more fluid, expansive, and creative perspectives on the scholarship within work and organizational psychology. We illustrate how the set of papers within the Special Issue engages in such criticalizing of the field and offer new ways of thinking about and researching relevant topics in work and organizational psychology.     

Manifesto for the future of work and organizational psychology

This manifesto presents 10 recommendations for a sustainable future for the field of Work and Organizational Psychology. The manifesto is the result of an emerging movement around the Future of WOP (see www.futureofwop.com), which aims to bring together WOP-scholars committed to actively contribute to building a better future for our field. Our recommendations are intended to support both individuals and collectives to become actively engaged in co-creating the future of WOP together with us. Therefore, this manifesto is open and never “finished.” It should continuously evolve, based on an ongoing debate around our professional values and behavior. This manifesto is meant, first of all, for ourselves as an academic community. Furthermore, it is also important for managers, decision makers, and other stakeholders and interested parties, such as students, governments and organizations, as we envision what the future of WOP could look like, and it is only through our collective efforts that we will be able to realize a sustainable future for all of us.     

A future for community psychology practice

Community psychology has never really looked at its practice as a profession, though many of us as students came to the field with high expectations that we could learn how to make a difference in communities. This article discussed what I think about community psychology practice and how I have tried to approach it. I thank and recognize several people: Paul Florin for his colleagueship, friendship and his contributions to what I have done in the field; Tom Wolff for never letting me give up on the field; Bob Newbrough for his consistent support, encouragement and as my teacher; and Julian Rappaport for his comments on an earlier draft. I thank my colleagues at Rutgers for helping make the dream come true. This article is dedicated to students, past, present, and future.     

Board certification in health psychology

As professional practice in health psychology has matured, mechanisms for board certification through the American Board of Professional Psychology have been developed. This article describes the American Board of Health Psychology and its role in the credentialing of practitioners who demonstrate advanced competence in the science and practice of psychology related to health, including the prevention, treatment, and rehabilitation of illness.     

The health of employed women and men: work,family, and community correlates

Research into clarifying the relationship between social roles and health has increasingly focused on studying the particular circumstances in which occupying multiple roles may enhance or diminish well‐being. This study examined the association between a general measure of well‐being—self‐rated health—and the perceived quality of work, family and community in a sample of employed urban‐dwelling Canadians in a mid‐size city, and whether the nature of the association differed for men and women. Few gender differences were found in the perceived quality of work, family and community. However, men and women differed significantly in the specific type of quality measures associated with general health. For women, satisfaction with one's partner/spouse and in the money available to meet basic family needs had a stronger association with self‐rated health. For men, the significant correlates were satisfaction with family relationships (other than one's partner) and the community physical environment. For both women and men, a more socially cohesive community was associated with better self‐rated health. Copyright © 2006 John Wiley & Sons, Ltd.     

The well-being of Romanian workers in Spain: antecedents and moderators

This study adds to our understanding of the negative effect that job insecurity (JI) has over the well-being of migrating workers. The moderating effect of acculturation and support for family was investigated while considering engagement, burnout and physical and psychological health as criteria, in a sample of 477 Romanian employees who work in Spain. Results show that acculturation buffers against the negative effects of JI on engagement, and it attenuates the relationship between JI and burnout or mental health complaints. Support for family has no intervening effect between JI and well-being outcomes. In a three-way JI × support for family × acculturation interaction, JI had a positive relationship with burnout, when migrating workers were married and experienced a low level of acculturation. The findings are of value because they emphasize the importance of acculturation for the occupational health of migrating workers.     

Dimensions of social support in the experience of work engagement in middle age: A Northern Finland Birth Cohort 1966 Study

So far, the relationship between the various dimensions of social support and work engagement has not been widely examined in the literature. In this study, we examined the relationship of social support at work (from a colleague or supervisor) and social support in one’s private life (from a spouse, relative or friend) with various dimensions of work engagement (vigor, dedication and absorption). The participants (N = 5,259–5,376, 46 years-old, 52.7% women) came from the Northern Finland Birth Cohort 1966 study. Social support was evaluated with the Social Support Questionnaire (SSQ), and work engagement was assessed with a short version of the Utrecht Work Engagement Scale (UWES-9). The data were analyzed using linear regression analyses. The results showed that high social support at work (p < 0.001) and in one’s private life (p < 0.001) were associated with higher total work engagement, higher vigor, higher dedication, and higher absorption. These findings were adjusted for gender, marital status, education and occupational status. The results were essentially unchanged when they were additionally adjusted for job strain and effort-reward imbalance. To conclude, our findings indicate that the experience of overall social support may play a role in the experience of work engagement.     

Guidance on conducting and reviewing systematic reviews (and meta-analyses) in work and organizational psychology

Systematic reviews and meta-analyses are means of summarizing and synthesizing research evidence in a given topic area. They can be used to define the current state of knowledge and how confident we can be in that knowledge, to identify evidence gaps, and to provide recommendations for policy and practice based on the best available evidence. At European Journal of Work and Organizational Psychology, our editorial stance is explicitly to encourage the conduct of systematic reviews and meta-analyses. The purpose of this editorial is to provide some guidance to authors and journal referees on the (technical) features of good systematic reviews.     

The socio-ecological psychology of residential mobility

From ancient time, Homo sapiens moved around in search of a better life. Although the development of agriculture and industrialization no longer necessitates frequently moving to find new food sources, people today still change their residences for a variety of reasons. This article highlights key findings from residential mobility, focusing on its implications for the self, social relationships, societies, and well-being. Generally, residential mobility shifts individual attention away from collective attributes toward personal attributes. It also changes people's relationship styles and preferences, leading individuals to favor wider social networks, more open communication, low-commitment groups, and egalitarian helpers. In addition, it increases tolerance for norm violations and moral deviations. Lastly, residential mobility can explain some cross-national and within-nation variations. This article reviews recent psychological research on residential mobility and then discusses limitations, paradoxical findings, and future directions.     

The mediating effect of leader-member exchange between strengths use and work engagement

This study investigated the mediating effect of leader-member exchange (LMX) (as perceived by subordinates) in the relationship between strengths use and work engagement. Participants numbered 213 employees in a South African financial organisation (females=53.10%, blacks=19.40%). Data on their perceptions of LMX, strengths use and work engagement were collected with the LMX-7, SUDIQ and UWES-17. Structural equation modelling methods with bootstrapping were used to determine the role of LMX in the relationship between strengths use and work engagement. Findings showed that perceived organisational support for strengths use (POSSU) had a positive relationship with both LMX and work engagement, and that LMX had a positive relationship with work engagement. Furthermore, LMX mediated the relationship between POSSU and work engagement, indicating the important role of high quality leader- member exchange in organisations.     

Reliability of measures of work engagement and psychological well-being among South African state security forces

This study reports on the psychometric properties of measures of work engagement and psychological well-being in the South African state security forces. The research sample consisted of a combined sample of 178 soldiers and 57 police officers (34% females). They completed a battery of measures of work engagement and psychological well-being. Results following exploratory and reliability analysis suggest the scores from the measures to be reliable for research use with the South African security services.     

Multimedia learning trumps retrieval practice in psychology teaching

It is well established that studying with (vs. without) visual illustrations as well as taking tests (vs. restudying) is beneficial for learning, but on which strategy should one put the efforts, or should they be combined for best learning? Eighty‐eight upper secondary school students were given a brief lecture presented verbally (6 classes) or with the aid of a visual illustration (visuoverbal, 6 classes). The information was processed again by taking a memory test or by restudying. Recall and transfer tests were conducted after some few minutes and again after one week. The visuoverbal lecture resulted in better learning than verbal presentation only. A significant study strategy by retention interval interaction was found. However, this interaction was not qualified by a testing effect. Hence, taking tests (retrieval practice) did not lead to better learning than restudying. It was concluded that it is worthwhile to use visual illustrations in teaching. However, the present study did not reveal any synergistic effects from the combination of visuoverbal presentation and retrieval practice.     

Making psychology incorruptible

This paper is a response to criticisms, by Peterson (1995) and others, of positions I took in an earlier article, “Manifesto for a science of clinical psychology” (McFall, 1991). I had argued that professional practice and training in clinical psychology must be governed by a scientific epistemology, and had outlined some of the specific reasons and implications. In this article, I attempt to correct misinterpretations of my previous arguments, to clarify ambiguities, and to fill any serious omissions. The fundamental points of the original Manifesto are defended, buttressed, and extended. In response to issues highlighted by the criticisms, two new corollaries are added to those offered in the original article. These summarize the arguments presented in this paper, with special emphasis on the essential role of skepticism as the best protection against the corruption of knowledge and practice in psychology.