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

{"title":"It takes more than meta-analysis to kill cognitive ability","authors":"K. Kulikowski","doi":"10.1017/iop.2023.36","DOIUrl":"https://doi.org/10.1017/iop.2023.36","url":null,"abstract":"Methodology: Too many subjective decisions Methodological concerns related to Sackett et al. (2022, 2023) meta-analysis were already raised by Oh, Le, and Roth (in press). I would like to concentrate here on the conceptual discussion of the two focal methodological decisions of Sackett et al., which, in my view, results in the lowering of the general mental ability (GMA) validity estimates. First, to not attempt a correction for range restriction and, second, to not control for job complexity. Sackett et al. (2022, 2023) propose that range restriction is an issue mainly if the predictor in question was used in selecting the validation sample, and they argue that this would virtually never be the case in validation studies on GMA included in their meta-analysis, as this is unlikely that the same or similar GMA test scores used in validation procedures were also a part of the selection process. But, GMA was and still is considered one of the most important job performance predictors, as Kuncel, Ones, and Sackett (2010, p. 333) notice: “Cognitive ability is the workhorse of employee selection.” So why it is unlikely that GMA tests of some sort were used as a basis of selection procedures in validation studies? This is unclear to me and not explained sufficiently. But even if we assume that GMA tests were never used as a part of selection procedures in studies analyzed by Sackett et al. (2022, 2023), this still does not mean that employees were not directly and indirectly selected based on GMA. It seems that Sackett et al. (2022) misinterpret the GMA test score with GMA as a construct itself, but it is not cognitive ability tests that predict performance but cognitive ability. It is important to notice that various GMA tests scores to a large extend reflect a common construct (Johnson et al., 2008), which “involves the ability to reason, plan, solve problems, think abstractly, comprehend complex ideas, learn quickly and learn from experience” (Gottfredson, 1997a, p.13). This seems to be an ability developed in a time of the test, not the genetic potential or hereditary talent (see Schmidt, 2002). Assuming that it is unlikely that employees are directly hired based on their GMA is as assuming that it is unlikely that during selection procedures the abilities to plan, solve problems, reason, and learn from experience are directly taken into account by employers, but if these are not the basis for selection in most jobs, then what is? I argue that because of GMA’s nature and importance in our lives (Brown et al., 2021), GMA as a construct is a vital criterion for selecting employees for jobs even if there is no formal GMA test in recruitment procedures. Jobs vary in cognitive complexity (https://www. onetonline.org/find/descriptor/browse/1.A), and job incumbents are not randomly assigned to jobs, but applicants take different jobs and occupy different positions based on the fit between their cognitive abilities and the complexity of the job (Gottfredson","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":"16 1","pages":"366 - 370"},"PeriodicalIF":15.8,"publicationDate":"2023-08-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45777850","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":"Polyculturalism: Diversity incognito or diversity made irrelevant?","authors":"Helen H. Chung, Anne E. Kato","doi":"10.1017/iop.2023.45","DOIUrl":"https://doi.org/10.1017/iop.2023.45","url":null,"abstract":"Valenzuela and Bernardo (2023) propose the benefits of adopting a polycultural framework for diversity management in organizations. On the surface, the authors offer a diversity incognito approach, where a commitment to diversity drives organizational practice but is not readily visible or marked by pro-diversity language and labels. It is a seemingly attractive approach, particularly because it could mitigate defensive routines related to the experience of identity threat (Dover et al., 2020; Leslie et al., 2020). However, it also has some real limitations that may short-circuit the goals of diversity management. We discuss the benefits alongside the critical challenges that ultimately limit the use of polyculturalism.","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":"16 1","pages":"398 - 400"},"PeriodicalIF":15.8,"publicationDate":"2023-08-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42470761","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":"A reply to commentaries on “Revisiting the design of selection systems in light of new findings regarding the validity of widely used predictors”","authors":"P. Sackett, Christopher M. Berry, F. Lievens, Charlene Zhang","doi":"10.1017/iop.2023.47","DOIUrl":"https://doi.org/10.1017/iop.2023.47","url":null,"abstract":"We greatly appreciate the thoughtful and thought-provoking comments that we have received in reaction to our focal article (Sackett et al., 2023). Generally, the commentaries could be divided into two groups. The largest group of commentaries suggested ways to expand or refine our assertions. This group thus saw our paper as a starting point and offered various new insights. Another smaller group of commentaries was more critical. A few even argued strongly that the original paper was in error and its conclusions were wrong. With very limited page space, this is not the place for a point-by-point response to each of the commentaries. Thus, we first briefly review some of the suggestions of the first group and then focus more on three critical commentaries, given readers likely want to know whether we accept the criticisms offered or have alternative perspectives. We want to emphasize that although we offer our rationales for why we at times take positions that differ from those offered by commentators, we do not claim to be the last word on the issues at hand. We present our rationales to permit the reader to compare the perspectives taken by us and by the commentators. And issues raised by these differing perspectives will, we hope, prompt research to help resolve areas of disagreement.","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":"16 1","pages":"371 - 377"},"PeriodicalIF":15.8,"publicationDate":"2023-08-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48286184","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":"Ideal solutions don’t necessarily inform reality","authors":"P. D. Harms, J. L. Foster, Bradley J. Brummel","doi":"10.1017/iop.2023.39","DOIUrl":"https://doi.org/10.1017/iop.2023.39","url":null,"abstract":"We applaud the efforts of Sackett et al. (2023) to update research that is often uncritically cited and discussed in the field of I–O psychology, as well as their sensible recommendations and the overall thoughtfulness of their paper. However, like much published research in this area, we believe it falls short in its aim of informing selection practices in most organizations. Sackett et al.’s (2022) update to Schmidt and Hunter (1998) falls into the same trap as prior metaanalyses in that their statistically corrected results of aggregated studies designed for validating selection measures and subsequent recommendations seem to assume an ideal (perhaps even an imaginary) world. Specifically, as with nearly all academic articles and textbooks on selection, their results are framed in a context where organizations have copious amounts of financial resources, extended periods of time, access to technology, and readily available applicant pools with numerous applicants that vary substantially in terms of their job-relevant characteristics (e.g., personality, abilities, interests, etc.). However, HR practitioners are more frequently faced with limited resources, limited time to make hires, limited available technology (and experience using it), and severely limited applicant pools. Moreover, these limitations are likely to shift over time with changes in the ambient economic climate, the strategic priorities of organizational leadership, the success and reputation of their organization, and technological progress. So, when confronted with optimized models based on corrected estimates making recommendations about best practices in selection, we find ourselves asking not only how an HR practitioner is supposed to make use of this information but whether they should consider it at all. Although such articles are useful for providing hypothetical benchmarks when academics seek to inform practitioner choices, we should not only consider what selection would look like in ideal circumstances but also what is possible in a reality-constrained world. It is our position that I–O psychology would be better served if we study how selection works in practice and try to meet practitioners halfway in terms of making our recommendations reflect the limitations HR practitioners face.1 We freely admit that we don’t have ready-made solution to these real-world limitations and problems, but we hope that this comment can serve as a foundation for a more practice-oriented stream of research in I–O psychology. Therefore, the following represent an incomplete list of issues and considerations that I–O academics may want to address in future research concerning best practices in selection.","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":"16 1","pages":"313 - 316"},"PeriodicalIF":15.8,"publicationDate":"2023-08-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48303018","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":"Interpreting the magnitude of predictor effect sizes: It is time for more sensible benchmarks","authors":"Scott Highhouse, Margaret E. Brooks","doi":"10.1017/iop.2023.30","DOIUrl":"https://doi.org/10.1017/iop.2023.30","url":null,"abstract":"Sackett et al. (2021) published a disruptive piece that is summarized in Sackett et al. (2023) focal article. As the authors explain in the focal article, not only did their 2021 paper show that rangerestriction overcorrection has led to inflated estimates of validity for selection devices, but that the new corrections actually alter the rank ordering of predictors established in Schmidt and Hunter (1998). Many are celebrating that structured interviews have supplanted general mental ability for the top validity spot. Others, however, were deflated by the generally shrunken effect sizes associated with the new corrections. According to Sackett et al. (2023), many practitioners feel that these revised estimates do not help our traditional predictors compete for success in the marketplace, leaving many wondering how to effectively communicate the relative efficacy of predictors to key stakeholders. We believe that many scientists and practitioners hold unrealistic standards of success. It is time, therefore, for I–O psychologists to adopt and communicate new benchmarks for evaluating predictor effect sizes.","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":"16 1","pages":"332 - 335"},"PeriodicalIF":15.8,"publicationDate":"2023-08-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43623471","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":"Making the invisible visible: Recrafting the discourse surrounding women caregivers in academia","authors":"Nitya Chawla, Kristie M. Rogers, Beth S. Schinoff","doi":"10.1017/iop.2023.19","DOIUrl":"https://doi.org/10.1017/iop.2023.19","url":null,"abstract":"“But unspoken as it may be, the expectation for many women is that at a time when you’re just trying to hold it all together, you must somehow figure out how to pick up where you left off. Some of the pressure is societal: for women fortunate enough to have time off, once you go back to work, you’re right back in it. The fact that your baby is cluster feeding or staging a sleep strike is not really an excuse for missing a deadline. But the haze of new motherhood has a way of warping your own perception of what you should be able to handle. When getting through the day requires a certain amount of autopilot (and coffee), there’s not a ton of time to reflect on what caring for a new life while meeting the demands of your own is doing to you.”","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":"16 1","pages":"267 - 272"},"PeriodicalIF":15.8,"publicationDate":"2023-05-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43290367","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":"When equal isn’t equal: Contrasting equity and equality perspectives in supporting female professors","authors":"K. Chheda, J. Beckel, Danielle M. Gardner","doi":"10.1017/iop.2023.17","DOIUrl":"https://doi.org/10.1017/iop.2023.17","url":null,"abstract":"Equality is giving everyone a shoe, equity is giving everyone a shoe","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":"16 1","pages":"248 - 251"},"PeriodicalIF":15.8,"publicationDate":"2023-05-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46195967","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":"Putting the APA code to practice and developing a moral awareness","authors":"Esther Unger-Aviram","doi":"10.1017/iop.2023.9","DOIUrl":"https://doi.org/10.1017/iop.2023.9","url":null,"abstract":"","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":"16 1","pages":"179 - 181"},"PeriodicalIF":15.8,"publicationDate":"2023-05-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47306479","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 potential of fostering connections: Insights into polycultural organizations","authors":"M. Valenzuela, Allan B. I. Bernardo","doi":"10.1017/iop.2023.23","DOIUrl":"https://doi.org/10.1017/iop.2023.23","url":null,"abstract":"Abstract Diversity in organizations is a recurring and increasing reality of vast importance. The diversity management literature describes different types of organizations based on their treatment and management of diversity, including plural and multicultural organizations. However, recent research suggests the added value of considering polycultural organizations in diversity management. Based on a polycultural ideology that sees values, traditions, and norms inherently and dynamically intertwined and mixed, polycultural organizations emphasize the value for and “connectedness” to diversity among organizational members. Contributing to the diversity management literature, this paper conceptually describes and compares polycultural organizations with other types of organizations in the diversity management literature. It argues the potential benefit of including a polycultural ideology to current perspectives in diversity management to further advance our understanding of how diversity can be effectively managed in organizations. Additionally, practice implications and strategies to foster polycultural organizations are provided.","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":"16 1","pages":"378 - 397"},"PeriodicalIF":15.8,"publicationDate":"2023-05-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44320856","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":"Changing times, changing resources: Starting a family as a graduate student","authors":"Bhindai Mahabir, Sonal Swain, Joel Hernández, Ho Kwan Cheung","doi":"10.1017/iop.2023.2","DOIUrl":"https://doi.org/10.1017/iop.2023.2","url":null,"abstract":"Over the past few decades, women have increasingly attained educational and employment opportunities that were previously unavailable to them (Van de Kaa, 1987). Gabriel and colleagues (2022) demonstrate that there is insufficient support for pregnancy, motherhood, and child caregiving despite the growing number of female faculty in academia. Although we applaud and agree with the many points raised by Gabriel et al. (2022), one overlooked perspective is how female graduate students experience starting a family while pursuing their academic careers. Depending on individual career trajectory, graduate education often coincides with the ideal time for starting a family. The graduate student population forms the backbone of higher education as instructors and researchers. Therefore, to understand the systemic disadvantages faced by women in academia, graduate students must be included in the discussion. In our commentary, we discuss how perspectives on career pursuit and family planning have evolved, including changes in culture and societal expectations, increased access to higher education for women, and technological advances in family planning. Following that, we discuss the challenges female graduate students may face when starting a family, such as limited financial resources and support. After examining how these challenges can negatively impact academic and professional performance, we suggest some accommodations and resources that may help address the concerns raised.","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":"16 1","pages":"242 - 247"},"PeriodicalIF":15.8,"publicationDate":"2023-05-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43882104","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}