Selection: The Two Subcultures

Abstract

The concept of culture is proposed as an explanatory tool for analysing the profession of work and organizational psychology. It is argued that two professional subcultures may be distinguished in the area of selection—labelled psychometric and social negotiation respectively. These are distinguished by their differing assumptions, values and artefacts. Changes in the environment of work and organizational psychologists are described, and it is argued that these have profound implications for the ways in which selection procedures are conducted. The psychometric subculture is considered to be less adaptive in the longer term to these environmental changes.     

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.     

The security to lead: a systematic review of leader and follower attachment styles and leader–member exchange

ABSTRACT

Attachment styles can predict the quality of organizational relationships, particularly in reference to leader–member exchange (LMX). However, there is much work to be done in articulating and summarizing these findings and in detecting gaps in the literature. This systematic review fills a critical niche by providing a review of the attachment/LMX relationship. Using the PRISMA framework, this review integrates research on attachment styles and LMX by evaluating associations between secure, anxious, and avoidant attachment styles with LMX for leaders and followers. Across 10 studies, we review the evidence for associations between leader and follower attachment and LMX. We seek to investigate if secure attachment is associated with high-quality LMX and if insecure attachment is associated with lower quality LMX. Our review in general provides mixed support for these propositions, although the association of avoidant attachment for followers with LMX received consistent support. Furthermore, our results highlight the need to consider potential moderating and mediating factors within the attachment/LMX relationship. Based on the patterns of these relationships and the methodological gaps in the literature, we discuss the managerial implications for attachment styles in work and organizational psychology and suggest several directions for future research on the attachment–LMX relationship.     

Implementation Research and Wraparound Literature: Building a Research Agenda

We used the framework identified by the National Implementation Research Network’s (NIRN) analysis of 35 years of implementation outcomes literature from diverse fields of endeavor to review the current state of wraparound implementation research. Model definition, model fidelity and intervention outcomes were areas of relatively greater development, while target population, theory base and theory of change, organizational context and readiness, staff selection, training, supervision or coaching, purveyor selection, and program installation were less examined or even overlooked. We conclude with suggestions for building a research agenda on wraparound implementation.     

Self-monitoring at work: a motive-based perspective

It is argued that the recent study of personality in industrial and organizational (I-O) psychology is characterized by two limitations: (a) almost complete reliance on the Big Five to the exclusion of other personality variables (most notably, self-monitoring) and (b) insufficient theoretical attention paid to the criteria in work-related personality research. In an attempt to overcome both of these limitations, we review theoretical and empirical evidence for the relevance of self-monitoring in organizational life, with particular attention paid to the criteria grounded in socioanalytic theory of getting along, getting ahead, and making sense. Extant research indicates that high self-monitors are particularly good at getting along (e.g., meeting others' social expectations) and getting ahead (e.g., job performance and leadership emergence), but the evidence is more mixed with regard to making sense. We conclude with a discussion of practical concerns in considering the use of self-monitoring for managerial selection and a research agenda for the future to further elaborate a theory of self-monitoring at work.     

Raising Our Game: The Necessity and Progression of Expertise-Based Training in Applied Sport Psychology

At present, training in applied sport psychology chiefly targets and accelerates professional competence. However, theory and evidence suggests that our clients would experience significant benefit if our training targeted and accelerated professional expertise rather than just competence. Specifically, we argue that expertise-based training can (a) help trainees to go on to break the “thinking ceiling” of competence; (b) foster a more independent, flexible, and creative form of practice; and (c) support a longer term and more practitioner-centered training philosophy. To deliver these benefits, we then conclude by outlining some key principles for the progression of expertise-based training in applied sport psychology.

Lay Summary: In light of the inconsistencies that still surround professional training in ASP, we discuss the merits that a more expertise-based agenda can bring to practitioners and, most important, our clients. We also discuss ways in which this agenda can be progressed to support an evidence-informed evolution of ASP training systems.     

Multitâche numérique et compréhension : une revue de la littérature

IntroductionIn recent years, many Anglo-Saxon studies in psychology have focused on the effects of digital technologies on learning, when they are used during study time in class or at home. Such uses have been called media multitasking. The purpose of this article is to report on these recent advances.Literature findingsThrough a literature review of 46 peer-reviewed articles published between 2010 and 2020, we first report information's on learners’ uses demonstrating the prevalence of media multitasking and its effect on academic achievement. We then show that these uses can interfere with the retention of learning content, as well as with comprehension, under certain conditions and in a non-systematic way.Discussion–conclusionFinally, we discuss some recommendations that can be drawn from these studies: considering technologies and including their uses during learning or limiting their uses, depending on educational choices.     

Positive organizational psychology,behavior, and scholarship: A review of the emerging literature and evidence base

The positive psychology movement seems to have stimulated new research and applications well beyond the discipline of traditional psychology. Among the various areas of inquiry, research and scholarship about positive organizations have received considerable attention from both researchers and practitioners. The current review examined the scholarly literature published between 2001 and 2009 on positive organizational psychology to provide a detailed picture of the current state of the field. This review sought to discover the overall growth rate, trends, and prevalent topics in the literature. It also aspired to provide an understanding of the empirical evidence for each topic through in-depth reviews. The findings suggest that there is a growing body of scholarly literature and an emerging empirical evidence base on topics related to positive organizations. Strengths, limitations, and implications of building a practical knowledge base for making significant improvements in the quality of working life and organizational effectiveness are discussed.     

The psychology of diversity and its implications for workplace (in)equality: Looking back at the last decade and forward to the next

In this British Psychological Society (BPS) landmark paper, we employ an evidence synthesis approach to review the broad range of diversity research published in BPS journals between 2011 and 2021. By focusing on research that investigates stereotypes associated with, and discrimination towards, minority and minoritized groups, we seek to provide readers with a better understanding of the dynamics of a diverse workforce and, going forward, to facilitate the efforts of the psychology research community towards building a body of work that meaningfully addresses workplace inequalities. We thematically analyse and synthesize 25 articles, which fall into four interconnected themes: identity development and management; negative stereotypes, prejudice, and discrimination; working in a diverse team; and the broader organizational environment. Highlighting key strengths of this work and areas for future development, we note the absence of overarching theoretical debates and discussions that might facilitate the development of an on-going narrative across diversity-related research published within BPS journals. We outline a future research agenda to bridge methodological divides and to connect with diversity literatures in related disciplines such as human resource development (HRD), human resource management (HRM), and organization studies. In so doing, we advocate for psychologists to move beyond a solely individualistic perspective and instead recognize and account for the context within which diversity-related processes take place.     

: Applicants' experiences with discrimination explain their reactions to algorithms in personnel selection

Algorithms might prevent prejudices and increase objectivity in personnel selection decisions, but they have also been accused of being biased. We question whether algorithm-based decision-making or providing justifying information about the decision-maker (here: to prevent biases and prejudices and to make more objective decisions) helps organizations to attract a diverse workforce. In two experimental studies in which participants go through a digital interview, we find support for the overall negative effects of algorithms on fairness perceptions and organizational attractiveness. However, applicants with discrimination experiences tend to view algorithm-based decisions more positively than applicants without such experiences. We do not find evidence that providing justifying information affects applicants—regardless of whether they have experienced discrimination or not.     

The relationship between perceived organizational support and work engagement: The role of self-efficacy and its outcomes

Introduction/objectiveThe objective of this study was to investigate the relationship between perceived organizational support and work engagement. On the one hand, we examined an underlying mechanism of this relationship, i.e. self-efficacy. On the other hand, we studied the outcomes of this relationship in terms of employees’ job satisfaction, psychological strains and performance.MethodAn online questionnaire was administrated to employees of two private companies. Employees’ performance was then evaluated by their direct supervisors. In total, 265 employees and 112 supervisors participated in the study.ResultsOur results indicated that self-efficacy partially mediates the relationship between perceived organizational support and work engagement. Furthermore, work engagement increased job satisfaction, reduced psychological strains and enhanced extra-role performance.ConclusionThis study contributes to the development of both work engagement literature and organizational support theory. The implications and limitations of this research are discussed in detail.     

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.     

Organizational psychology in elite sport: Its emergence,application and future

ObjectivesThe rapid development of elite sport in Europe and across the world has had far-reaching psychosocial ramifications for those operating within its sphere of influence. Whilst sport psychologists in the latter part of the 20th century largely focused on the cognitive determinates of elite performance, the findings of recent research suggest that sport psychologists in the 21st century will need to better understand the organizational influences on world-class athletes. The purpose of this paper is, therefore, to discuss the emergence, application and future of organizational psychology knowledge in elite performance sport.MethodNarrative review and commentary.Results and conclusionThe review discusses the findings of six lines of inquiry that point to the salience of organizational issues in elite sport: i) factors affecting Olympic performance; ii) organizational stress in athletes, coaches and parents; iii) perceptions of roles within sports teams; iv) organizational success factors in sport and business; v) performance environments in elite sport; and vi) organizational citizenship behavior in sport. The commentary then focuses on the theoretical underpinnings and practical implementation of organizational service delivery in elite sport, and concludes by reflecting on how developments in this area have the potential to inform future practice and research relating to the psychology of elite sport.     

Reasons for Being Selective When Choosing Personnel Selection Procedures

The scientist–practitioner gap in personnel selection is large. Thus, it is important to gain a better understanding of the reasons that make organizations use or not use certain selection procedures. Based on institutional theory, we predicted that six variables should determine the use of selection procedures: the procedures' diffusion in the field, legal problems associated with the procedures, applicant reactions to the procedures, their usefulness for organizational self‐promotion, their predictive validity, and the costs involved. To test these predictions, 506 HR professionals from the German‐speaking part of Switzerland filled out an online survey on the selection procedures used in their organizations. Respondents also evaluated five procedures (semi‐structured interviews, ability tests, personality tests, assessment centers, and graphology) on the six predictor variables. Multilevel logistic regression was used to analyze the data. The results revealed that the highest odd ratios belonged to the factors applicant reactions, costs, and diffusion. Lower (but significant) odds ratios belonged to the factors predictive validity, organizational self‐promotion, and perceived legality.     

Uncertainty and Resourcefulness in Performance Environments: A Theoretical Note

Abstract

The emphasis of this theoretical note focuses on the link between the concepts of uncertainty and resourcefulness in performance contexts such as professional sport and manufacturing industry. Integrative themes from sport, work, and organization psychology are highlighted. Rigid work organization based on job demarcation and inflexible role specification reduces personal control and instils perfunctory attention to work procedures. In contrast, the sociotechnical systems approach provides a framework for examining how localized control of variance in performance output may be developed through the recognition and promotion of tacit knowledge in individuals. Additionally, through consideration of the theory of learned resourcefulness, the self-regulation of goal-directed activities and a repertoire of cognitive-behavioural skills are suggested as important factors influencing productivity and health at the organizational and individual level. Throughout, the interconnection between these diverse theoretical perspectives is discussed.     

Affective influences on thinking and behavior: Implications for clinical, applied and preventive psychology

What role do affective states play in everyday social behavior? This article presents an overview of recent research on the influence of affective states on the way people think and act in social situations, with a special emphasis on the applied and preventive implications of this work. We review psychodynamic, conditioning, and cognitive explanations of affective influences, and present an integrative theory, the affect infusion model (AIM; Forgas, 1995a). We then review recent evidence for affective influences on social memory, self- and other judgments, attitudes, strategic interaction, stereotyping, future forecasting and a range of other everyday psychological phenomena. We also consider the relevance of these findings for practitioners and professionals in applied areas such as health, counseling, clinical, educational, and organizational psychology.     

Incorporating feasibility protocols in intervention research

In this paper, we review some dimensions of feasibility research. Feasibility research focuses on the intervention process and addresses questions about whether and how an intervention can be evaluated and implemented. Feasibility studies are implemented prior to conducting an outcome-focused pilot study or full-scale evaluation to test the effectiveness of an intervention. We propose a feasibility framework that includes 10 possible dimensions to evaluate in a feasibility trial, including (a) recruitment capability, (b) data collection procedures, (c) design procedures, (d) social validity, (e) practicality, (f) integration into existing systems, (g) adaptability, (h) implementation, (i) effectiveness, and (j) generalizability. Among these dimensions we offer some priorities that researchers can consider in establishing feasibility. Although feasibility investigations can advance evidence-based practice in psychology and education, we review current challenges for researchers to consider when incorporating a feasibility protocol into their intervention research agenda.     

MMPI Correlates with Locus of Control in a Psychiatric Population

In this article, I review the empirical status of the Rorschach as it relates to potential use of the instrument in personnel selection procedures. As part of this review, I outline developing trends in personnel selection practices, discuss the Rorschach literature relevant to organizational performance, and weigh the benefits and drawbacks of using the instrument in this capacity. Based on this analysis, I argue that the Rorschach may represent a unique and potentially valuable tool for assessing personality as part of comprehensive personnel selection procedures. I conclude with a proposed trajectory for Rorschach research intended to better determine the instrument's viability in organizational settings.     

Radical Embodied Cognitive Neuroscience

Abstract

A radical embodied cognitive neuroscience (RECN) based on ecological psychology requires the understanding of the brain, its structure, and its functions to be compatible with the main tenets of the Gibsonian theory. In this paper, we propose neural reuse as a promising candidate to achieve such understanding. We base our proposal on two fundamental ideas. In section two, we review what we take to be the two central requirements for a RECN based on ecological psychology: compatibility with the explanation of perception and action at the ecological scale and the rejection of computation as a paradigm for the explanation of the activity of the brain. In section three, we show how neural reuse meets the two requirements and, furthermore, we evaluate its theoretical parallelism with ecological psychology. Finally, after developing these ideas, in the conclusion we put forward further aspects and research possibilities that follow from the coalition of neural reuse and ecological psychology for a Gibsonian neuroscience.