Industrial and Organizational Psychology-Perspectives on Science and Practice最新文献

{"title":"A trauma-informed approach is needed to reduce police misconduct","authors":"Jana L. Raver, Megan McElheran","doi":"10.1017/iop.2022.82","DOIUrl":"https://doi.org/10.1017/iop.2022.82","url":null,"abstract":"Dhanani and colleagues (2022) rightfully acknowledge the stressful nature of policing as an occupation and highlight the need to promote officer well-being, yet the authors and other scholars underestimate the role of trauma and the potential impact it has on nearly all aspects of policing. Trauma is not merely stress as industrial-organizational (I-O) and occupational health psychologists typically study it; it emerges from “an event, series of events, or set of circumstances, that is experienced by an individual as physically or emotionally harmful or life-threatening and that has lasting adverse effects on the individual’s functioning and mental, physical, social, emotional, or spiritual well-being” (SAMHSA, 2014, p. 7). The nature of police officers’ jobs requires them to experience chronic exposure to potentially psychologically traumatic events (PPTEs), that is, direct or indirect exposure to actual or threatened death, serious injury or sexual violence (APA, 2013). Moreover, police agencies’ organizational cultures are often unsupportive at best (Dhanani et al.), and officers report very high levels of other organizational stressors including inconsistent leadership styles, bureaucratic red tape, lack of resources, unfair/inconsistent personnel practices, unsupportive peers, and unfair workload distributions (Bikos, 2020; Carleton et al., 2020; Ricciardelli et al., 2020). Organizational stressors are such a problem in policing that they are even more strongly associated with mental health disorders than are operational stressors, even after controlling for exposure to PPTEs (Carleton et al., 2020). This confluence of conditions is the perfect recipe for the onset of posttraumatic stress injuries (PTSIs), including posttraumatic stress disorder (PTSD) and subclinical markers of trauma, both of which are abundant among police (Syed et al., 2020). Indeed, police and other public safety personnel have an estimated 20–37% PTSD prevalence rate, compared to the general population at 3.5% (APA, 2013; Marmar et al., 2006). I-O psychologists may be prone to dismissing trauma and these statistics because they seem to belong within the domain of clinical psychology, yet we assert that it is essential for I-O psychologists to incorporate clinical and neurobiological evidence on trauma if we aim to contribute to the science and practice of impacting police misconduct. Moreover, we believe that interdisciplinary collaborations—such as those among I-O psychologists, clinical psychologists, psychiatrists, and neurobiologists—are essential to address the complex problem of how to reduce racialized violence and other forms of police misconduct. We thus begin with a brief overview of the neurobiological nature of trauma before outlining a trauma-informed approach.","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":null,"pages":null},"PeriodicalIF":15.8,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47050292","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Innovation in government succession planning: A case study","authors":"Anne F. Marrelli","doi":"10.1017/iop.2022.63","DOIUrl":"https://doi.org/10.1017/iop.2022.63","url":null,"abstract":"Formal succession planning is rare in the federal government compared to private sector organizations because there are multiple unique challenges in government. The Federal Merit System Principles and the Prohibited Personnel Practices established in Title 5 of the U.S. Code substantially limit flexibility in employee development and promotions, both key aspects of succession planning. For example, the merit system principle, “Recruit, select, and advance on merit after fair and open competition” prohibits the common succession planning practice of senior leaders personally identifying promising employees, providing them with special opportunities for development, and then promoting them into critical positions. This approach does not allow for fair and open competition and is thus seen as providing unfair advantages to some employees.","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":null,"pages":null},"PeriodicalIF":15.8,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45528786","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"The critical role of team processes and team reflexivity in the emergence and prevention of racialized police violence","authors":"Mona Weiss","doi":"10.1017/iop.2022.77","DOIUrl":"https://doi.org/10.1017/iop.2022.77","url":null,"abstract":"In this commentary, my objective is to expand the perspective presented by Dhanani et al. (2022) by highlighting a key challenge associated with law enforcement and police patrols: Police officers have to adapt to unexpected, complex, and highly dynamic contexts not just individually but also as a team. I therefore believe that it is essential to invoke theoretical perspectives that consider the so-called action team context in policing and its implications for racial bias and resulting police violence. Additionally, interventions designed to prevent racialized police violence must take into account specific team processes potentially affecting unwanted and dangerous on-the-job behavior. In the following, I first define action teams in complex environments and point to relevant team processes (i.e., communication and decision making) in this context. Second, I propose simulation-based training and team reflexivity (TR) as useful team-based interventions that target communication and team decision making, and thus may present useful evidence-based and practical tools to address and reduce racialized police violence.","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":null,"pages":null},"PeriodicalIF":15.8,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48941879","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Investigating the dark side of personality: A case for derailer assessment in police","authors":"Chase A. Winterberg, P. Harms","doi":"10.1017/iop.2022.76","DOIUrl":"https://doi.org/10.1017/iop.2022.76","url":null,"abstract":"Dhanani et al. (2022) highlight limitations with the personality measures typically used for police selection, but they overlooked aspects of personality that may be critical for police officer selection and training. As Dhanani et al. noted, law enforcement agencies rely too heavily on personality measures that are not optimized to predict behaviors critical to effective policework. For example, clinical measures target chronic, extreme disorders and have a limited ability to reflect additional problematic behaviors that occur infrequently or only under some circumstances. Further, organizational psychologists have emphasized potential legal constraints associated with assessing clinical disorders in selection (Melson-Silimon et al., 2019). Other frequently used personality assessments targeted at the normal range of behavior, such as measures based on the five factor model, may predict some components of police performance (e.g., Black, 2000; Detrick & Chibnall, 2006; Forero et al., 2009; Hogan, 1971; Hogan & Kurtines, 1975; Winterberg et al., in press) better than clinical personality measures (Varela et al., 2004), but still fall short in the prediction of behaviors and decisions in less frequent, high-threat situations. Although rarer, these situations are of greater concern when evaluating police performance and outcomes as they potentially have life-threatening consequences for both officers and civilians, and have been identified as critical instances when adverse effects on minorities are most likely to occur. However, going unmentioned in Dhanani et al. are subclinical dark personality measures, often referred to as derailers in work settings, that are specifically designed to address deficiencies in both clinical and normal-range personality measures (Guenole, 2014; Spain et al., 2014). Subclinical traits are personality tendencies that are frequently interpersonally aversive but are not necessarily dysfunctional at a level that would require clinical interventions. Rather, these tendencies represent potentially toxic strategies for dealing with frustrations and advancing one’s own agenda (Hogan et al., 2021). Consequently, derailers frequently manifest as important predictors of behavior in high-stress situations or when individuals feel little need to self-monitor their behaviors (Spain et al., 2016; Harms, 2022). Derailers are thus relevant to law enforcement work because it is characterized by regular exposure to high-stress environments, ambiguous situations requiring quick decisions, and primary and secondary trauma. Indeed, both police subject matter experts and samples of the US public agree that many subclinical traits are important for successful police performance (Winterberg et al., in press). Many applied personality researchers are familiar with the dark triad (i.e., narcissism, Machiavellianism, and psychopathy). However, measures of subclinical traits used in selection settings, such as the Hogan Development Survey (Hog","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":null,"pages":null},"PeriodicalIF":15.8,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47106627","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Officer-involved domestic violence: A call for action among I-O psychologists","authors":"Kimberly A. French, Keaton A. Fletcher","doi":"10.1017/iop.2022.74","DOIUrl":"https://doi.org/10.1017/iop.2022.74","url":null,"abstract":"Dhanani et al. (2022) review a compelling and sobering body of evidence regarding police-initiated violence, with a focus on racism and disparate impact on the Black community. We agree with the authors that racialized police-initiated violence is a major systemic issue that can","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":null,"pages":null},"PeriodicalIF":15.8,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47501684","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Moving from opposition to taking ownership of open science to make discoveries that matter","authors":"Oliver Weigelt, Kimberly A. French, J. de Bloom, Carolin Dietz, Michael D. Knoll, Jana Kühnel, Laurenz L. Meier, Roman Prem, Shani Pindek, Antje Schmitt, Christine J. Syrek, F. Rink","doi":"10.1017/iop.2022.66","DOIUrl":"https://doi.org/10.1017/iop.2022.66","url":null,"abstract":",","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":null,"pages":null},"PeriodicalIF":15.8,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49191871","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Is open science rewarding A while hoping for B?","authors":"Paul E. Spector","doi":"10.1017/iop.2022.64","DOIUrl":"https://doi.org/10.1017/iop.2022.64","url":null,"abstract":"Reading Guzzo, Schneider, and Nalbantian’s (2022) paper on the unintended consequences of open science policies reminds me of the classic Steven Kerr (1995) paper “On the Folly of Rewarding A, While Hoping for B” in which he makes the point that often we fail to consider the reward systems when we attempt to influence behavior. Such is the case, it seems to me, with the open science movement. Its solution to questionable research practices is to create a system of journal policies that focuses on individual researcher behavior rather than the reward systems that produce it. It is based on an implicit assumption that open science policies prevent questionable research practices and even outright research fraud. Without reforming the reward structure, however, such an outcome is highly unlikely. There are two classes of behavior that open science approaches are designed to reduce: research fraud and questionable research practices. Both arise under a system in which career outcomes are determined by publication in a limited number of exclusive academic outlets. Many departments, particularly in business schools, require publication in a small list of elite “A” journals. Those journals have very narrow requirements that include, as Guzzo et al. note, theory and hypotheses that are confirmed by data. Failure to confirm hypotheses in a paper makes it difficult if not impossible to publish in the places that make one competitive on the academic job market, earn tenure, and reap other rewards (e.g., financial bonuses and reduced teaching loads). Researcher career rewards are based on publishing in the “right” places. Publication rewards (acceptance in top journals) are dependent on not only having theory, hypothesis, and confirmation, but also in convincing reviewers that a given submitted article makes a significant contribution. This means not only filling some perceived gap in the literature but being seen as novel in some way. Finding results that seem counterintuitive can be a good novelty strategy, but they are hard to realize without using a few research tricks. This reward structure—what it takes for career and publication success—puts researchers under tremendous pressure to survive professionally in a cut-throat and hypercompetitive environment where journal acceptance rates in top outlets are about 5%, and authors must fight reviewers over trivial issues through multiple rounds of review. Should we be surprised that so many researchers, facing the dilemma of either gaming the system or finding a different line of work, choose the questionable route? I find myself skeptical that a new set of requirements on researchers will produce a different result.","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":null,"pages":null},"PeriodicalIF":15.8,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46318564","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Defunding is refunding: Community investments, not policing, create safety","authors":"Christopher J. Waterbury, N. A. Smith","doi":"10.1017/iop.2022.83","DOIUrl":"https://doi.org/10.1017/iop.2022.83","url":null,"abstract":"white group of laborers, while they received a low wage, were compensated in part by a sort of public and psychological wage. They were given public deference and titles of courtesy because they were white. They were admitted freely with all classes of white people to public functions, public parks","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":null,"pages":null},"PeriodicalIF":15.8,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46611598","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Too early to call: What we do (not) know about the validity of cybervetting","authors":"F. W. Mönke, Philipp Schäpers","doi":"10.1017/iop.2022.51","DOIUrl":"https://doi.org/10.1017/iop.2022.51","url":null,"abstract":"There is no doubt: Cybervetting is now recruiters’ everyday routine (Berkelaar & Buzzanell, 2015; Hartwell & Campion, 2020). Thus, we could not agree more with Wilcox et al. (2022) that it is important to address the considerable gap between cybervetting practice and research, especially concerning its validity. Their article is a wake-up call that most questions in this issue are still unanswered. We see the point of their distinct skepticism and agree that the validity of cybervetting is unproven. Nonetheless, we argue that this chapter needs a closer look before cybervetting is said to have “dubious effectiveness” (Wilcox et al., 2022, p. X), leads to “dampened productivity” (p. X), and “limits freedom of expression” (p. X). Although there is good reason to be cautious, we put into question whether cybervetting is an “unreflective activity undertaken by individual hiring agents within organizations that alternately ignore or encourage it” (p. X). Many researchers have warned about the risks of cybervetting early on (e.g., Brown & Vaughn, 2011; Caers & Castelyns, 2011; Davison et al., 2011); job candidates report intentions to withdraw applications (Schneider et al., 2015; Suen, 2018) and sue organizations (Stoughton et al., 2015) if cybervetting is used. Recruiters also report ambiguity about this practice (e.g., Hoek et al., 2016; McDonald et al., 2021; Pike et al., 2018). Rather than stakeholders “uncritically” (Wilcox et al., 2022, p. X) accepting cybervetting, we see a vivid debate. Social media (SM) platforms might be a modern, easily available, less faked, and economic source for first impressions of applicants’ traits, replacing traditional resumés (Davison et al., 2011; Landers & Schmidt, 2016)—if there is evidence for its validity. The debate started when Davison et al. (2011), Roth et al. (2016), and Landers and Schmidt (2016) provided mixed conclusions about cybervetting validity. Following, we shine a light on previous findings regarding cybervetting’s validity, deepen the still unknowns, and call for further action.","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":null,"pages":null},"PeriodicalIF":15.8,"publicationDate":"2022-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49453352","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Drawing on attributional augmenting to unlock the potential of cybervetting to combat gender discrimination in hiring","authors":"Younsung Cho, M. Mills, Angela R. Grotto","doi":"10.1017/iop.2022.40","DOIUrl":"https://doi.org/10.1017/iop.2022.40","url":null,"abstract":"Wilcox et al. (2022) astutely addressed the influence of current cybervetting practices with respect to three main stakeholders: job candidates, hiring managers, and organizations. In light of increased awareness of gender-related biases encumbering equitable organizational decision making (e.g., Gaddis, 2015), a particularly important and timely consideration raised by Wilcox et al. was the potential for cybervetting to have a discriminatory effect on job candidates. Yet, despite this (very legitimate) concern that cybervetting may risk exacerbating such inequities, we further consider the contrary possibility that in certain contexts it may harbor some potential to mitigate them. To this end, we consider attributional augmenting as a psychological process via which cybervetting has the potential to attenuate inequitable and discriminatory hiring decisions.","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":null,"pages":null},"PeriodicalIF":15.8,"publicationDate":"2022-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47948121","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}