Industrial and Organizational Psychology Programme at the University of Colorado at Denver

This article describes the Industrial and Organizational Psychology Programme at the University of Colorado at Denver (CU-Denver). First, we provide an overview of the programme's most salient characteristics and objectives. Next, we summarize five ongoing research programmes being conducted at CU-Denver: (a) Social Power and Influence in Organizations, (b) Personnel Selection, (c) Applied Research Methods, (d) Training Evaluation, and (e) Cognitive Assessment. For each research programme we describe (a) primary questions addressed, (b) selective recent findings, and (c) current projects and future directions. Finally, we describe the role and current activities of the Centre for Applied Psychology     

工业组织心理学中的社会称许性研究

首先介绍了社会称许性测量中的归因与否认模型、自我欺骗与印象管理模型,相关的研究分别指出社会称许性既具有特质性又具有情境性。其次综述了计算机呈现的问卷测量与纸笔问卷在社会称许性上的差异;称许性反应对组织心理学中构念间关系的影响——称许性对构念间的关系存在调节作用,但并没有想象的广泛;以及称许性反应对选拔中的人格测验的影响。在此基础上提出了一些关于称许性研究对人格测量、职务分析的影响以及控制称许性反应方面的未来研究问题。     

Ground-breaking Potential Of Argentine Recovered Companies In Industrial And Organizational (i/o) Psychology

This article aims at contextualizing the Argentine phenomenon defined as “recovered companies,” both from a historical and a psychological viewpoint. A short historical analysis will be proposed about Soviet experiences/debates, their resumption, and the cases of bottom-up production control/management in the international context with a special focus on the 1920s. A thorough discussion will follow on the contemporary phenomenon of Argentinian recovered companies, where the need for the traditional managerial role in organizations is thoroughly examined with respect to present literature.     

Managing Demands on Counseling Services: The Colorado State University Experience

As we move into the next decade, greater student demands for counseling services, increased severity of presenting problems, and long waiting lists are becoming a reality at university and college counseling centers. These trends, coupled with limited financial resources, suggest that new models of case management and treatment are needed to maintain quality services. This article describes the development of a time-limited and managed-care treatment policy at the University Counseling Center at Colorado State University. It is offered as one agency's attempt to become more proactive in defining its responsibilities and limits regarding emerging challenges and changes on college campuses.     

Factors in a Productive Environment: Colorado State University, 1964–1976

During the late 1960s and early 1970s, Colorado State University was the site of significant innovations in the counseling field. Interviews with key participants highlight the contributions and identify factors in the environment that resulted in the productivity of individuals.     

心理学作为国际化学科所面临的国际化挑战

心理学是什么样的学科？是一个独立的学科还是众多本土化学科的联合体？对这些问题的回答将会使心理学面临许多学科国际化的挑战。从国际心理科学联合会的角度来看,围绕这些问题涌现出了各种各样的看法。一类看法涉及心理学家的培养是否具有共同的基础,需要何种水平的训练方可成为一名“心理学家”以及心理学家的跨国流动性如何;另一类看法涉及政府和公众对心理学的认识,即心理学是否是一门真正对社会福祉有所作为的学科。     

Agreements and Disagreements on the Role of General Mental Ability (GMA) in Industrial,Work, and Organizational Psychology

General Mental Ability (GMA) has empirical evidence supporting it as a strong predictor of job performance. However, there are agreements and disagreements about the role of GMA in Industrial, Work, and Organizational (IWO) psychology. Some embrace it enthusiastically; some tolerate it; some spend their entire careers looking for ways to minimize the effects of GMA in personnel selection; and, finally, some revile and loath the very concept. The reasons for the divergence vary, and in this special issue of Human Performance we brought together leading IWO psychologists and researchers to discuss the potential role of GMA in personnel selection. In this summary, we synthesize, around eight themes, the main points of agreement and disagreements across the contributing authors. The major themes and questions are: (a) predictive value of GMA for real-life outcomes and work behaviors, (b) predictive value of GMA versus specific abilities, (c) the consequences of the criterion problem for GMA validities, (d) is utility evidence for GMA convincing?, (e) are the negative reactions to GMA tests a result of group differences?, (f) is theoretical knowledge of GMA adequate?, (g) is there promise in new methods of testing for GMA?, and (h) what is the current status of non-GMA predictors as substitutes or supplements to GMA?