Industrial and Organizational Psychology-Perspectives on Science and Practice最新文献_第6页

The biopsychosocial model and neurodiversity: A person-centered approach 生物社会心理模型和神经多样性:以人为中心的方法

IF 15.8 3区心理学

Industrial and Organizational Psychology-Perspectives on Science and Practice Pub Date : 2023-03-01 DOI: 10.1017/iop.2022.95

Christopher E. Whelpley, Holly D. Holladay-Sandidge, Haley M. Woznyj, G. Banks

引用次数: 2

Beyond the business case: Universally designing the workplace for neurodiversity and inclusion 超越商业案例：为神经多样性和包容性普遍设计工作场所

IF 15.8 3区心理学

Industrial and Organizational Psychology-Perspectives on Science and Practice Pub Date : 2023-03-01 DOI: 10.1017/iop.2022.99

Elisabeth R. Silver, Christine L. Nittrouer, M. Hebl

{"title":"Beyond the business case: Universally designing the workplace for neurodiversity and inclusion","authors":"Elisabeth R. Silver, Christine L. Nittrouer, M. Hebl","doi":"10.1017/iop.2022.99","DOIUrl":"https://doi.org/10.1017/iop.2022.99","url":null,"abstract":"Given that 15 – 20% of the world ’ s population is neurodiverse (e.g., has ADHD, dyslexia, and/or autism; DCEG Staff, 2022), understanding how to better include these individuals in the workplace is both a social justice and a strategic imperative for organizations. Lefevre-Levy et al. ’ s (2023) discussion of the latter justification provides ample evidence as to why neurodiversity can benefit individual outcomes and organizational performance. We discuss the limitations of using organizational performance gains as a primary justification for including neurodiverse people in the workplace, which we refer to as the “ business case. ” Recognizing that the business case can be a useful tool of persuasion to bring hesitant decision makers to the table, we review research on the boundary conditions and limitations of the business case. We caution that relying exclu-sively on the business case can have three important drawbacks: (a) neurodiversity may not always result in performance gains, making the business case a risky wager; (b) neurodiverse people may be dissuaded from joining organizations that view their inclusion primarily as a business imperative; and (c) characterizing neurodiverse people as especially capable or superpowered could detract from inclusion goals by othering and commodifying them. We discuss these issues before presenting what we perceive to be a promising complement to the business case for neurodiversity. Specifically, we draw from principles of universally accessible design (Story, 2001) to suggest that making workplaces accessible and welcoming to neurodiverse people can benefit neurodiverse and non-neurodiverse employees alike.","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":null,"pages":null},"PeriodicalIF":15.8,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47519263","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}

引用次数: 1

Challenging assumptions in research and practice using problematization principles 使用问题化原则在研究和实践中挑战假设

IF 15.8 3区心理学

Industrial and Organizational Psychology-Perspectives on Science and Practice Pub Date : 2023-03-01 DOI: 10.1017/iop.2022.94

Rick A. Laguerre

{"title":"Challenging assumptions in research and practice using problematization principles","authors":"Rick A. Laguerre","doi":"10.1017/iop.2022.94","DOIUrl":"https://doi.org/10.1017/iop.2022.94","url":null,"abstract":"Hyland (2023) called for our field to question assumptions and explore new ideas, suggesting a need for I-O psychologists to challenge paradigms in our field through a reflexive process. Paradigm shifts, however, can take decades to occur and often they are a culmination of successive approximations toward that goal (Alvesson & Sandberg, 2011; Hyland, 2023). Therefore, the purpose of this commentary is to provide strategies for incrementally challenging assumptions in our field, specifically, those that occur in research studies and practice environments. These strategies are guided by problematization principles for generating research questions (Alvesson & Sandberg, 2011, 2020), which is a method of inductive reasoning that is highly reflexive. Specifically, the problematization method encourages scholars to evaluate the underlying assumptions of our constructs and dominant theories and consider ways that alternative theoretical perspectives may challenge the prevailing school of thought (Alvesson & Sandberg, 2011, 2020). Hyland (2023) states that “our field does not have a robust body of literature or set of established practices for engaging in introspection and scientific self-examination” (p. 104); therefore, this commentary aims to serve as an initial blueprint for systematically engaging in reflexive processes in research studies and practice settings. In what follows, I highlight the problematization approach for generating research questions that challenge assumptions in our field. Then, I provide concrete examples of this approach in research and offer suggestions for using its principles in practice.","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":null,"pages":null},"PeriodicalIF":15.8,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45434213","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}

引用次数: 1

Promoting neurodiversity without perpetuating stereotypes or overlooking the complexity of neurodevelopmental disorders 促进神经多样性，而不延续刻板印象或忽视神经发育障碍的复杂性

IF 15.8 3区心理学

Industrial and Organizational Psychology-Perspectives on Science and Practice Pub Date : 2023-03-01 DOI: 10.1017/iop.2022.97

Matthew I. Brown, Heidi R Fisher

{"title":"Promoting neurodiversity without perpetuating stereotypes or overlooking the complexity of neurodevelopmental disorders","authors":"Matthew I. Brown, Heidi R Fisher","doi":"10.1017/iop.2022.97","DOIUrl":"https://doi.org/10.1017/iop.2022.97","url":null,"abstract":"We are highly concerned with the way in which LeFevre-Levy et al. (2023) characterize neurodiversity and neurodevelopmental disorders like autism spectrum disorder (ASD), attention-deficit/hyperactivity disorder (ADHD), and dyslexia in their focal article. In our opinion, the focal article is overly concerned with neurodiversity as a source of gifted outliers among the neuroatypical population. This framing perpetuates stereotypes of neuroatypical individuals that over-emphasize claims of narrowly defined strengths associated with specific conditions (e.g., greater visuospatial ability among individuals with ASD). Not only are these conditions more complex and interrelated than characterized in the focal article, but the article also fails to fully acknowledge the serious challenges that these conditions pose for most neuroatypical individuals. We value the goal of increasing neurodiversity in the workplace but contend that this cannot truly be achieved without an accurate understanding of neurodevelopmental disorders and the diversity of challenges faced by many neuroatypical individuals.","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":null,"pages":null},"PeriodicalIF":15.8,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44120883","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}

引用次数: 0

Not your “typical” research: Inclusion ethics in neurodiversity scholarship 不是你的“典型”研究：神经多样性学术中的包容伦理

IF 15.8 3区心理学

Industrial and Organizational Psychology-Perspectives on Science and Practice Pub Date : 2023-03-01 DOI: 10.1017/iop.2022.100

Liana Bernard, Stefanie Fox, Kay Kulason, Alex Phanphackdy, Xander Kahle, Larry R. Martinez, Ludmila N. Praslova, Nicholas A. Smith

{"title":"Not your “typical” research: Inclusion ethics in neurodiversity scholarship","authors":"Liana Bernard, Stefanie Fox, Kay Kulason, Alex Phanphackdy, Xander Kahle, Larry R. Martinez, Ludmila N. Praslova, Nicholas A. Smith","doi":"10.1017/iop.2022.100","DOIUrl":"https://doi.org/10.1017/iop.2022.100","url":null,"abstract":"Research focusing on neurodiversity1 is critical for including all marginalized populations in the organizational diversity literature and for promoting theoretical innovation. It is imperative that such research models the ethics of inclusion (Gowen et al., 2019; Nicolaidis et al., 2019). Despite positive intent, majority group researchers have historically produced biased scholarship on novel marginalized populations (Colella et al., 2017). As all research includes some subjective bias, neurotypical researchers are likely to publish information that further marginalizes neurodivergent2 people as they inherently do not have the lived experience of being neurodivergent themselves. Researchers should include the perspectives of the members of the populations they are conducting research on and aim to support neurodivergent voices. We recommend that researchers (a) include neurodivergent research team members3 when researching neurodiversity and (b) strengthen the marginalized participant impact on research findings through methods like qualitative and participatory action research, especially if including neurodivergent research team members is not feasible despite legitimate attempts to do so.","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":null,"pages":null},"PeriodicalIF":15.8,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43792023","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}

引用次数: 0

Bringing our humanness to the workplace: Fostering reflection and reflexivity via mindful relating 将我们的人性带到工作场所：通过正念联系培养反思和反思

IF 15.8 3区心理学

Industrial and Organizational Psychology-Perspectives on Science and Practice Pub Date : 2023-03-01 DOI: 10.1017/iop.2022.104

M. Mills, C. Reina, Dana McDaniel Sumpter

引用次数: 1

Neurodiversity in the workplace: Considering neuroatypicality as a form of diversity 工作场所的神经多样性:将神经非典型性视为多样性的一种形式

IF 15.8 3区心理学

Industrial and Organizational Psychology-Perspectives on Science and Practice Pub Date : 2023-03-01 DOI: 10.1017/iop.2022.86

Rose LeFevre-Levy, Arturia Melson-Silimon, R. Harmata, Anna L. Hulett, Nathan T. Carter

{"title":"Neurodiversity in the workplace: Considering neuroatypicality as a form of diversity","authors":"Rose LeFevre-Levy, Arturia Melson-Silimon, R. Harmata, Anna L. Hulett, Nathan T. Carter","doi":"10.1017/iop.2022.86","DOIUrl":"https://doi.org/10.1017/iop.2022.86","url":null,"abstract":"Abstract Estimates suggest as much as 17% of the US workforce may be neuroatypical, a term used to describe individuals whose neurological functioning is at the tail ends of the distribution of naturally occurring variation. Although the neuroatypical population has a history of under- and unemployment, their inclusion in the modern workplace (i.e., promotion of neurodiversity within organizations) is gaining recognition by scholars and organizations as an important dimension of organizational diversity. Despite this burgeoning interest in examining neuroatypicality in the context of organizational diversity, surprisingly little research has been conducted that bridges these two research areas. The literature that does exist is scattered across several different academic disciplines, largely outside of industrial-organizational psychology, and rarely examines the employment of neuroatypical workers explicitly from a diversity perspective. In this article we argue that as the nature of work evolves and jobs continue to become more specialized, neurodiversity will become an increasingly relevant dimension of organizational diversity and is likely to play a key role both in terms of individual employees’ well-being and performance outcomes, as well as organizational success.","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":null,"pages":null},"PeriodicalIF":15.8,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46182996","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}

引用次数: 20

The devil you know versus the devil you don’t: Disclosure versus masking in the workplace 你知道的魔鬼与你不知道的魔鬼：工作场所的揭露与掩盖

IF 15.8 3区心理学

Industrial and Organizational Psychology-Perspectives on Science and Practice Pub Date : 2023-03-01 DOI: 10.1017/iop.2022.101

Kate E. Kidwell, R. Clancy, Gwenith G Fisher

引用次数: 2

Planned missingness: An underused but practical approach to reducing survey and test length 计划失踪：减少调查和测试长度的一种未充分利用但实用的方法

IF 15.8 3区心理学

Industrial and Organizational Psychology-Perspectives on Science and Practice Pub Date : 2023-03-01 DOI: 10.1017/iop.2022.113

Charlene Zhang, P. Sackett

{"title":"Planned missingness: An underused but practical approach to reducing survey and test length","authors":"Charlene Zhang, P. Sackett","doi":"10.1017/iop.2022.113","DOIUrl":"https://doi.org/10.1017/iop.2022.113","url":null,"abstract":"Abstract I-O psychologists often face the need to reduce the length of a data collection effort due to logistical constraints or data quality concerns. Standard practice in the field has been either to drop some measures from the planned data collection or to use short forms of instruments rather than full measures. Dropping measures is unappealing given the loss of potential information, and short forms often do not exist and have to be developed, which can be a time-consuming and expensive process. We advocate for an alternative approach to reduce the length of a survey or a test, namely to implement a planned missingness (PM) design in which each participant completes a random subset of items. We begin with a short introduction of PM designs, then summarize recent empirical findings that directly compare PM and short form approaches and suggest that they perform equivalently across a large number of conditions. We surveyed a sample of researchers and practitioners to investigate why PM has not been commonly used in I-O work and found that the underusage stems primarily from a lack of knowledge and understanding. Therefore, we provide a simple walkthrough of the implementation of PM designs and analysis of data with PM, as well as point to various resources and statistical software that are equipped for its use. Last, we prescribe a set of four conditions that would characterize a good opportunity to implement a PM design.","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":null,"pages":null},"PeriodicalIF":15.8,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45787377","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}

引用次数: 0

Reflection and reflexivity in I-O psychology: A graduate student’s perspective I-O心理学中的反思与反身性:一个研究生的视角

IF 15.8 3区心理学

Industrial and Organizational Psychology-Perspectives on Science and Practice Pub Date : 2023-03-01 DOI: 10.1017/iop.2022.103

Meghan Kane, Hannah A. Crandell, Boram Kim

{"title":"Reflection and reflexivity in I-O psychology: A graduate student’s perspective","authors":"Meghan Kane, Hannah A. Crandell, Boram Kim","doi":"10.1017/iop.2022.103","DOIUrl":"https://doi.org/10.1017/iop.2022.103","url":null,"abstract":"Introduction In the focal article, Hyland (2023) writes, “my hope is that this article will spark a collective conversation about the role that reflection and reflexivity can play in our field” (pp. 5–6). As three current graduate students in an I-O psychology PhD program, we want to extend this discussion of reflection and reflexivity into a call to action for ourselves and our fellow I-O graduate students to play an active role in generating this necessary change. According to SIOP’s Income and Employment report (2020), 45% of I-O graduates pursue a career in academia, whereas 56% of I-O graduates pursue an applied career. Therefore, graduate school is the ideal time to foster the relationship between academic and applied scholars, and integrate the ideal reflection and reflexivity skills that all I-O scholars should possess in order to best address the identity crisis of I-O Psychology. In this commentary, we highlight the personal, epistemological, and disciplinary questions Hyland asks I-O psychologists to consider from the lens of a graduate student so that reflection and reflexivity occurs from the beginning of where an I-O psychologist’s career begins.","PeriodicalId":47771,"journal":{"name":"Industrial and Organizational Psychology-Perspectives on Science and Practice","volume":null,"pages":null},"PeriodicalIF":15.8,"publicationDate":"2023-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43073766","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}

引用次数: 1