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

{"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":"15 1","pages":"630 - 638"},"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":"15 1","pages":"617 - 620"},"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":"15 1","pages":"609 - 611"},"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":"15 1","pages":"604 - 608"},"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":"15 1","pages":"529 - 532"},"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":"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":"15 1","pages":"599 - 603"},"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":"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":"15 1","pages":"516 - 519"},"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":"Micro-cost analysis of single-use vs. reusable cystoscopy in a single-payer healthcare system.","authors":"Jaehoon Kim, Bruce Gao, Naeem Bhojani, Kevin C Zorn, Bilal Chughtai, Dean S Elterman","doi":"10.5489/cuaj.7828","DOIUrl":"10.5489/cuaj.7828","url":null,"abstract":"<p><strong>Introduction: </strong>Single-use flexible diagnostic cystoscopy has recently been developed with comparable functionality to reusable cystoscopes. Prior studies have demonstrated considerable upfront costs of reusable cystoscopy. The objective of this study was to compare costs of reusable cystoscopy to single-use cystoscopy in a single-payer, socialized healthcare system.</p><p><strong>Methods: </strong>A retrospective micro-cost analysis of reusable cystoscopy in a combined inpatient and outpatient setting at a single institution was performed. The cost analysis was divided into capital, maintenance, reprocessing, and labor. Annual costs were averaged over two fiscal years. Costs were amortized over five- and 10-year bases as appropriate. The results were compared to theoretical costs of single-use cystoscopes.</p><p><strong>Results: </strong>There were 3415 annual average cystoscopy cases with 171 cases per reusable cystoscope. The capital, maintenance, reprocessing, and labor costs of reusable cystoscopy were $96 000, $99 867, $247 855, and $65 317, respectively. The total annual costs per case for reusable and single-use cystoscopy were $149.06 and $245.57, respectively. The costs of reusable cystoscopy decreased with the number of procedures per year and intersected the costs of single-use cystoscopes at 1265 procedures per year. All costs were calculated in Canadian dollars ($CAD).</p><p><strong>Conclusions: </strong>The cost-effectiveness of reusable cystoscopes is dependent on cystoscopy volume due to considerable upfront costs. Single-use cystoscopes are more cost-effective if the total number of cases performed is less than 1265 per year. Additional investigation into the cost-effectiveness of single-use cystoscopes as supplements in the outpatient setting or primary endoscopes in inpatient/emergency settings should be performed.</p>","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":"1 1","pages":"346-350"},"PeriodicalIF":0.0,"publicationDate":"2022-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9565074/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85592051","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Practitioner-oriented recommendations for advancing I-O technological research","authors":"Matthew J. Borneman, Amie Mansfield","doi":"10.1017/iop.2022.56","DOIUrl":"https://doi.org/10.1017/iop.2022.56","url":null,"abstract":"As industrial-organizational (I-O) practitioners, it is common to be asked questions from both internal and external stakeholders about the latest research in workplace behaviors. Unfortunately, when these questions broach topics related to technology, there is often frustratingly little substantive research we can share. Thus, we couldn’t be more thrilled with this urgent call for timelier, more productive research on the intersection of technology and the workplace. To this end, we extend the recommendations in White et al.’s (2022) focal article by providing a practitioner-oriented perspective on the dissemination of research findings and provide three additional recommendations to help facilitate the use of this research by practitioners in organizations of all types.","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":"15 1","pages":"491 - 494"},"PeriodicalIF":15.8,"publicationDate":"2022-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46371420","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":"15 1","pages":"378 - 381"},"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}