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

{"title":"The issue of enforcement: No teeth + no bite = no point?","authors":"Satoris S. Howes","doi":"10.1017/iop.2023.6","DOIUrl":"https://doi.org/10.1017/iop.2023.6","url":null,"abstract":"authors of the focal article tackle an admirable challenge in trying to determine how appli-cable the APA Code of Ethics is to I – O psychologists and determine potential deficiencies in the Code that should be addressed in upcoming revisions. On the plus side, the authors determined that, overall, the content of the Code generalized to I – O psychology barring some notable excep-tions. The problem, however, is not with the ethical guidelines themselves, or the areas of relevance versus deficiency. Rather, the biggest deficiency of the APA Code of Ethics as it relates to I – O psychology may be the espoused goals of the Code. The goals, while laudable, are likely to remain unattainable for the field of I – O psychology. In particular, the heart of the problem can be seen with the second goal of the Code: “ to present a set of standards that describe enforceable expectations for professional behavior ” (APA, 1953). That one word – enforceable – breaks the Code for I – O psychology.","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":"16 1","pages":"166 - 169"},"PeriodicalIF":15.8,"publicationDate":"2023-05-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42066536","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":"Beyond bearable: Gender equality and the benefits of systemic change in academia","authors":"Annika Nübold, E. Dóci","doi":"10.1017/iop.2023.20","DOIUrl":"https://doi.org/10.1017/iop.2023.20","url":null,"abstract":"The focal article by Gabriel et al. (2023) provides a valuable overview on how department heads and other faculty members can support female scholars to navigate the complex demands of pregnancy, motherhood, and childcare in academia. However, we argue that these issues are rooted in wider academic and societal trends, and therefore need to be considered from a broader perspective. The focal article implies that work – life balance policy changes, combined with the goodwill and allyship of heads of departments and academic co-workers, will provide the much-needed solutions. Considering that many European countries have decent national regulations regarding maternity and parental leave in place, we make the case that, although policies are necessary for creating bearable situations and do work, they are not enough. In order to truly promote a “ cultural shift that shatters the assumption that having a family is not compatible with academic success ” (Gabriel et al., 2023, p. 2), we need to aim higher, beyond bearable and work toward changing the evaluation criteria and performance standards in the academic system itself. This would provide a more sustainable and, thus, effective strategy, that accounts for pressures and problems related to work acceleration and acknowledges the perspectives of different stakeholders, working mothers, working fathers, and childfree employees alike. The focal article ’ s suggestions for supporting female scholars focus on individual level strategies within organizations, as the political system in the US does not provide decent regulations that protect their well-being and work – life balance. We argue that family-friendly policies, whether on the national, institutional, or departmental level, are necessary but not sufficient in tackling the problems outlined in the focal paper and often do not go further than making raising children bearable (e.g., making sure that women can properly recover from childbirth, being flexible about meeting times that accommodate caring responsibilities). But in order to make combining family and academic success a realistic option, more is needed","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":"16 1","pages":"263 - 266"},"PeriodicalIF":15.8,"publicationDate":"2023-05-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43970764","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":"It all begins when you are a graduate student","authors":"Shani Pupco, J. Barling","doi":"10.1017/iop.2023.16","DOIUrl":"https://doi.org/10.1017/iop.2023.16","url":null,"abstract":"In the last several years, much research has touched on maternity and pregnancy in the workplace, including recent attention on how menopause may affect women’s experience at work (e.g., Grandey et al., 2020). In their focal article, Gabriel and colleagues (2022) discuss the importance of taking what we have learned through research and applying it to better support women faculty members. In doing so, they tellingly discuss the lack of support from their institutions, colleagues, and fellow department members. We have no dispute with any of their arguments but want to highlight a separate yet related aspect regarding support for women in academia. Specifically, in this commentary, we (a current graduate student and a faculty member who has been chair of an Industrial/Organization [I/O] Psych and Organizational Behavior doctoral program) suggest that the lack of support for female academics begins well before they assume their first faculty positions. It all begins in graduate school, when the high workload, minimal access to parental leave, limited financial resources, and a lack of access to childcare together communicate that: “Now is not the time to have children!”","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":"16 1","pages":"237 - 241"},"PeriodicalIF":15.8,"publicationDate":"2023-05-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46382902","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":"Revisiting the design of selection systems in light of new findings regarding the validity of widely used predictors","authors":"P. Sackett, Charlene Zhang, Christopher M. Berry, F. Lievens","doi":"10.1017/iop.2023.24","DOIUrl":"https://doi.org/10.1017/iop.2023.24","url":null,"abstract":"Abstract Sackett et al. (2022) identified previously unnoticed flaws in the way range restriction corrections have been applied in prior meta-analyses of personnel selection tools. They offered revised estimates of operational validity, which are often quite different from the prior estimates. The present paper attempts to draw out the applied implications of that work. We aim to a) present a conceptual overview of the critique of prior approaches to correction, b) outline the implications of this new perspective for the relative validity of different predictors and for the tradeoff between validity and diversity in selection system design, c) highlight the need to attend to variability in meta-analytic validity estimates, rather than just the mean, d) summarize reactions encountered to date to Sackett et al., and e) offer a series of recommendations regarding how to go about correcting validity estimates for unreliability in the criterion and for range restriction in applied work.","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":"16 1","pages":"283 - 300"},"PeriodicalIF":15.8,"publicationDate":"2023-05-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42085365","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":"Gender differences in tenure-track faculty time spent on childcare","authors":"T. Allen, M. Miller, Kimberly A. French, Eunsook Kim, G. Centeno","doi":"10.1017/iop.2023.5","DOIUrl":"https://doi.org/10.1017/iop.2023.5","url":null,"abstract":"1University of South Florida, Department of Psychology, Tampa, FL, USA, 2University of South Florida, Department of Women’s and Gender Studies, Tampa, FL, USA, 3Georgia Institute of Technology, Department of Psychology, Atlanta, GA, USA, 4University of South Florida, Department of Educational Measurement and Research, Tampa, FL, USA and 5Florida Southern College, Barney Barnett School of Business and Free Enterprise, Lakeland, FL, USA *Corresponding author. Email: tallen@mail.usf.edu","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":"16 1","pages":"211 - 214"},"PeriodicalIF":15.8,"publicationDate":"2023-05-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45790582","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":"Faculty unions as a fourth actor: Two paths to supporting female professors in academia","authors":"Kristie L. McAlpine, Matthew M. Piszczek","doi":"10.1017/iop.2023.11","DOIUrl":"https://doi.org/10.1017/iop.2023.11","url":null,"abstract":"The focal article (Gabriel et al., 2023) calls on policymakers, department heads, and faculty to “ build structures that support women professors as they navigate the complexities of pregnancy, the postpartum period, and the caregiving demands of their children. ” In this commentary, we extend the arguments of Gabriel and colleagues by adding a fourth actor to the conversation: faculty labor unions. We argue that faculty unions are a potential structural support for women professors that can facilitate access to caregiving and family-related resources. Although faculty unions are comprised of fellow faculty members, they provide unique structural power beyond faculty allyship described in the focal article. Unions are something that women professors can potentially rely on when they do not have allies in administration and among their colleagues. And, when they do have allies, they can work in tandem with the union. To","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":"16 1","pages":"273 - 276"},"PeriodicalIF":15.8,"publicationDate":"2023-05-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47913318","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":"Maternal wall biases and the maybe baby effect","authors":"Angie Y. Delacruz, Andrew B. Speer","doi":"10.1017/iop.2023.3","DOIUrl":"https://doi.org/10.1017/iop.2023.3","url":null,"abstract":"Gabriel and colleagues ’ (2022) focal article addresses how academia ’ s culture surrounding tenure, career success, and promotions can cause women scholars to question if they can simultaneously have both a successful career and a family. Balancing both a fulfilling career and family life has been an ongoing issue for women in all industries. Not only can this balancing act itself hinder career opportunities for women, but as the authors point out, a lack of support, toxic attitudes, and biased perceptions regarding pregnant women and mothers in the workforce can create additional career obstacles. Interestingly, recent research suggests that pregnancy-related biases may extend beyond even currently pregnant women or mothers, and may also apply to women who might simply be perceived as soon becoming pregnant (e.g., Gloor et al., 2018; Gloor et al., 2021). This has been coined the “ maybe baby effect. ” The maybe baby effect proposes that the assumed like-lihood of a young woman soon becoming pregnant increases employers ’ perceptions of accom-panied inconvenience (i.e., maternity leave) while decreasing perceptions of the woman ’ s job commitment (Gloor et al., 2018). The maybe baby effect can be traced back to the “ maternal wall ” phenomenon, which embodies the different forms of discrimination and biases working mothers or pregnant employees experience in the workplace or while trying to enter the workforce (Williams, 2004). The maternal wall differs from the glass ceiling 1 because it specifically pertains to biases that occur because of a woman ’ s parental or pregnancy status, and not because of other gender-based biases. The article by Gabriel and colleagues speaks to general maternal wall issues within academia. In this commentary, we expand upon Gabriel et al. (2022) maternal wall concerns by discussing the maybe baby effect and how it might adversely impact women within the academic work setting.","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":"16 1","pages":"221 - 224"},"PeriodicalIF":15.8,"publicationDate":"2023-05-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48464095","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":"Yes, and…: Taming the wicked problem and navigating the empathy–efficiency paradox","authors":"Satoris S. Howes, A. H. Huffman","doi":"10.1017/iop.2023.7","DOIUrl":"https://doi.org/10.1017/iop.2023.7","url":null,"abstract":"There is a rule-of-thumb that has been largely used in improvisational comedy whereby partic-ipants are encouraged to add to and expand on a line of thinking (with ‘ yes","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":"16 1","pages":"229 - 232"},"PeriodicalIF":15.8,"publicationDate":"2023-05-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46275137","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 dual role of faculty and motherhood: Enabling resources for successful coping","authors":"Edna Rabenu, Daphna Shwartz Asher, Yahel Kurlander","doi":"10.1017/iop.2023.1","DOIUrl":"https://doi.org/10.1017/iop.2023.1","url":null,"abstract":"Gabriel et al. (in press) detail critical issues facing mothers in academia. We would like to strengthen that notion because mothers in academia face discrimination and confront unique barriers, unlike those challenging their male or female counterparts with no children. Put succinctly, mothers have a specific vulnerability resulting from their intersectional status as women and parents. First, from the perspective of womanhood, women need to cope with gender discrimination in the workplace, manifested, for example, in a glass ceiling in promotion, low pay relative to men in equivalent positions, and sexual harassment (e.g., Karami et al., 2020). In STEM professions – careers related to science, technology, engineering, and mathematics – severe underrepresentation of women is prevalent. Furthermore, the representation of women in academia declines as one goes up in faculty seniority level, which makes the promotion from junior to senior level faculty positions problematic (Corbett & Hill, 2015). Second, from the (academic) “parent perspective,” challenges include, for instance, coping with the occupational ticking clock for producing publications within a given tenure track period and dealing with pregnancy and raising a family during the same critical period. The attempt to deal with each category separately misses the mark of identifying the academic mother’s unique situation. Consequent to this declaration, we respond to Gabriel et al.'s (in press) “call to action” and venture to suggest necessary changes in how scholarly women are supported in academia. Moreover, we preface our comments by stating that we share our perceptions from both our research interest in the subject (e.g., Greenberg & Kurlander, 2022) and our stance as mothers in academia. Finally, before presenting our recommendations, we would like to emphasize three points:","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":"16 1","pages":"252 - 256"},"PeriodicalIF":15.8,"publicationDate":"2023-05-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46359228","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":"Parental leave is just a wolf in sheep’s clothing: A call for gender-aware policies in academia","authors":"Katrina A. Burch, Melissa B. Sorensen, Cora Hurt, Molly R. Simmons, Tamia Eugene, Adalin K. McDaniel, anna. paulson","doi":"10.1017/iop.2023.8","DOIUrl":"https://doi.org/10.1017/iop.2023.8","url":null,"abstract":"Gabriel et al. (2023) bring attention to an oft-discussed issue, women’s caregiving and tenure/ promotion in academia, and that one often precludes the other from success. Importantly and perhaps alluded to in the focal article, the challenge of caregiving for women in academia are conversations held in whispers and among our closest confidants, at least in the past. However, through largely women-led scholarship and raising their voices (in symposia and panel discussions) at some of our most prestigious conferences in the I-O psychology and management fields, these issues are starting to gain traction. While we largely agree with Gabriel et al.’s (2023) call to action, we seek to draw attention to, and critique, their argument that caregiving policies (e.g., parental leave) are a panacea for addressing women’s caregiving in academia. More specifically, Gabriel et al. (2023) correctly note that in the United States, an absence of appropriate caregiving policies places department chairs/ heads and other faculty members as allies in enacting change to support women caregivers in the academy. However, we contend that policy can be addressed, that is university policies can be enacted and changed, and feminist economics offers an avenue with which to do so. We first describe feminist economics, and we then discuss university caregiving policies as gender-blind, challenging the arguments in the focal article that parental leave and tenure extension are vital to women’s success. Finally, we conclude with steps for establishing gender awareness in university policies aimed at supporting caregiving, ending with suggestions for practical solutions. Importantly, we challenge Gabriel et al.’s (2023) call to action with the following battle cry: universities must enact and/or change their policies to be gender-aware in order to support the advancement of their women caregivers","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":"16 1","pages":"277 - 282"},"PeriodicalIF":15.8,"publicationDate":"2023-05-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45325648","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}