Ethics in industrial/organisational practice Ethics in industrial/organisational research Act on family and sick leave.
Reader’s Guide
In addition to serving as editor-in-chief of this two-part series, he edited the Handbook of Research Methods in Industrial and Organizational Psychology. He graduated from Tufts University in 1989 before receiving his PhD in Industrial/Organizational Psychology from the University of Connecticut in 1994.
About the Editor
Rogelberg, PhD, (Professor, Psychology and Organization Science) serves as Director of Organization Science and Director of Industrial and Organizational Psychology, as well as the Founder/Director of Organization Science Consulting and Research (Outreach and Consulting Center), all at the University of North Carolina Charlotte. He held three international guest professor appointments at the University of Sheffield, England; the University of Tel Aviv, Israel;.
Contributors
Kevin Ford
Douglas Pugh
Brent Smith Rice University
Craig Wallace Tulane University
Introduction
As mentioned earlier, the content of each entry is designed to be a concise summary of the main aspects of the topic. The senior editorial board includes editors of the best peer-reviewed journals, prolific researchers and other leaders in the field.
ABUSIVE SUPERVISION
In three studies, it was found that the harmful effects of abusive supervision on employees. That is, active coping buffered the stressful effects of abusive supervision, and avoidant coping exacerbated these effects.
ACADEMY OF MANAGEMENT
The Academy of Management also publishes a newsletter and a CD for best papers from its annual meeting. Furthermore, in recognition of contributions to the field, the Academy of Management sponsors a number of professional awards for notable achievement.
ACTION THEORY
New ideas about error handling and the function of errors in the learning and training process were also derived from action theory. As an integrative meta-theory, action theory illuminates the implications of specific cognitive and social psychological theories for industrial/organizational issues.
ADVERSE IMPACT/DISPARATE TREATMENT/DISCRIMINATION
The organization may argue that the claimant did not have the necessary job-related qualifications or demonstrate the expected level of performance. In a case of disability discrimination, the organization can claim that the requested accommodation was unreasonable.
AFFECTIVE EVENTS THEORY
As the terms themselves imply, affect-driven behavior is primarily influenced by immediate emotional reactions to an event and is generally considered to be a one-step process, while judgment-driven behavior is influenced by both emotion and cognition and is considered to be a one-step process. consists of two steps. Step-by-step process that involves a reinterpretation of the original event and the emotion associated with it. By definition, however, affect-driven behavior should be more impulsive and less controlled than judgment-driven behavior, taking more factors into account before pursuing a particular behavior.
AFFECTIVE TRAITS
AFFECTIVE CHARACTERISTICS AND JOB SATISFACTION Affective attitudes influence the degree to which people are satisfied with their work. Those correlations indicate a rather modest but nonetheless substantial relationship between trait affectivity and job satisfaction.
AFFIRMATIVE ACTION
Another line of research has assessed the economic impact of affirmative action on the targeted groups. Little or no research exists on the effects of affirmative action on employment of individuals with disabilities or veterans.
AGE DISCRIMINATION IN EMPLOYMENT ACT
If the employer can provide such a reason, the burden shifts back to the plaintiff to show that the reason given by the defendant is a pretext for discrimination. The RFOA defense, unique to the ADEA, requires the employer to demonstrate that there is a good or rational business rationale for the employer's policy or practice.
AMERICAN PSYCHOLOGICAL ASSOCIATION, ASSOCIATION
In January 2006, APS officially changed its name to the Association for Psychological Science to better reflect its core mission and values. The Association for Psychological Science is a national nonprofit membership organization governed by an 11-member board of directors representing various fields of psychology.
AMERICANS WITH DISABILITIES ACT
If the person is not considered disabled (with the added qualification that the disability substantially limits an important life activity) or does not have the necessary qualifications to perform essential functions of the job, the case will be dismissed. Plaintiffs have often argued that they could hold a job if some of the essential functions of American With Disabilities Act 23 were fulfilled.
APPLICANT/TEST-TAKER REACTIONS
Justice. The extent to which applicants perceive that the outcome of the selection process (whether they are hired or not) is based on competence or merit 2. It is thought that these racial differences in applicant reactions may contribute to racial differences in test performance.
ARMY ALPHA/ARMY BETA
Psychologists involved in the development of Army Alpha and Army Beta played a prominent role in supporting legislation after World War I that greatly restricted immigration. Army Alpha and Army Beta were a tremendous administrative success - they allowed the Army to quickly process large numbers of recruits.
ASSESSMENT CENTER
Since the introduction of the assessment center concept in business in the 1950s, the methodology has been used by thousands of organizations. The lack of construct validity has also been identified as a criticism of the assessment center methodology.
ASSESSMENT CENTER METHODS
Unfacilitated group discussion is also a well-known classic feature of assessment center methodology. A key methodological question centers on the level of fidelity of the simulations in the assessment center.
ATTITUDES AND BELIEFS
Such truncated methods can be built to have good criterion-related validity, even if they do not fully conform to the guidelines of the International Task Force on Assessment Centres. Therefore, in the 1960s there was a call from many researchers to abandon the study of the attitude.
ATTRACTION–SELECTION–
It states that persuasiveness is influenced by characteristics related to the source of the message, the nature of the audience (or recipients of the message), and the qualities of the message itself. These models suggest that persuasion can result from two kinds of message processing: thoughtful processing of the arguments in a message, or less laborious processing of cues or heuristics related to the message.
ATTRITION MODEL
At the core of the ASA model are the goals of the organization that were originally (implicitly or explicitly) articulated by the founder. As a result of the ASA model, Schneider and his colleagues hypothesized that organizations would become increasingly homogeneous over time.
AUTOMATION/ADVANCED MANUFACTURING
TECHNOLOGY/COMPUTER-BASED INTEGRATED TECHNOLOGY
Senior users in the business need to have some ownership and influence over the nature of the changes they need. At the same time, training is needed on the operational and more detailed aspects of the changes.
AUTONOMY
Senior managers must ensure that changes in all these areas are an intrinsic part of the project—. This should be all the way from designing the new way of working through to evaluating the effectiveness of the changes.
BALANCED SCORECARD
It also enables employees at all levels of the organization to focus on key business drivers. The bottom line is that the Balanced Scorecard requires sustained, long-term commitment at all levels in the organization to be effective.
BANDING
The difference with sliding bands, however, is that when the top score is selected, a new band is formed based on the second highest existing score in the band. That is, when a top score in a band is selected, the band slides down and is established with the second highest score as its anchor point.
BEHAVIORAL APPROACH TO LEADERSHIP
The results showed that different leader behaviors clustered into one of two factors or categories: structure initiation and compliance. Task-oriented behavior by leaders tends to focus on getting the work done by the work group and is similar to the introduction of structural behavior.
BENCHMARKING
This notion influenced the development of the Leadership Grid, a leadership intervention program designed to promote both task- and relationship-focused leadership behaviors. The main contribution of the behavioral approach to leadership is the explanation of two very different types of leadership behavior: those that focus on the work task and those that focus on the follower.
BIG FIVE TAXONOMY OF PERSONALITY
There also remains some debate about the names and definitions of some of the Big Five properties. Autonomy as a moderator of the relationship between the Big Five personality dimensions and job performance.
BIOGRAPHICAL DATA
Second, item scoring methods developed on one sample should be cross-validated on an independent sample, such as a retained sample from the original data set or an entirely different sample. Other racial differences are likely when measures of biological data are aligned with constructs where racial differences are known to exist, such as general cognitive ability or certain personality traits.
BONA FIDE OCCUPATIONAL QUALIFICATIONS
Essence of the Business Requirement It is not enough to show a direct connection between the relevant protected characteristic and a job function that is only incidentally or marginally related to the employer's business operations. Cases considering whether safety concerns support the BFOQ defense illustrate how the essence of the business requirement affects whether the BFOQ defense is available to employers.
BOREDOM AT WORK
If the task does not require full attention, these strategies can reduce boredom without compromising performance. Allowing social contact between workers and allowing other forms of simultaneous self-entertainment can help reduce boredom in simple repetitive tasks.
CAREER DEVELOPMENT
Career development in SLTCDM, then, is a continuous learning process that shapes one's generalizations of self-observation and task-approach skills. Therefore, SCCT emphasizes the individual's cognitive process of choosing a career based on environmental and social factors, 64——— Career Development.
CAREERS
Thus, technological progress makes it difficult for individuals to maintain boundaries between work and home. Two perspectives, scarcity and expansionism, attempt to explain the interaction between work and family.
CASE STUDY METHOD
STRENGTHS OF THE CASE STUDY METHOD The main advantage of case study research is the depth of information provided about a single unit (person, organization or issue) within context. Proponents of the case study method argue that researchers should instead focus on analytical generalization, whereby findings are generalized to a broader theory.
CHARISMATIC LEADERSHIP THEORY
These devoted followers work diligently to gain the approval of their charismatic leader and tend to imitate their leader's behavior. Followers are likely to refrain from pursuing the leader's unrealistic goals and presumably reject goals that violate their principles.
CIVIL RIGHTS ACT OF 1964, CIVIL RIGHTS ACT OF 1991
The effect of the 1991 CRA on employment for women and minorities was less dramatic. Critics of the 1991 CRA argued that the threat of recruitment-based lawsuits of varying consequences would force employers to hire on a quota basis.
CLASSICAL TEST THEORY
Reliability reflects the strength of the association between the observed outcome and the true outcome, while validity indexes the association between the observed outcome and the construct of interest. His assumption of the linearity of the regression line of the observed result with respect to the true result has also been questioned on theoretical and empirical grounds.
CLASSIFICATION
If these conditions apply, it can be shown that the correlation between two parallel tests provides an estimate of the reliability of the tests. Item response theory postulates a non-linear regression of a person's responses to a test item on his or her latent ability (a concept similar to true score in CTT).
COGNITIVE ABILITIES
General verbal ability: the ability to recognize and decode words or disguised words; the capacity to. It is the ability to benefit from experience that matters, and g essentially reflects the ability to learn from experience.
COGNITIVE ABILITY TESTS
It appears that cognitive ability tests (predictive validity of 0.51) should be used when only a single screening instrument is available for screening candidates. Additionally, the industry remains concerned about legal challenges to the use of cognitive ability tests in employment screening, as the tests are perceived to be plagued by measurement bias against protected groups.
COMPARABLE WORTH
In the first half of the study, a job evaluation is conducted for the relevant positions to determine their main tasks, responsibilities and working conditions. This salary information and the results of the job evaluation are then used to develop a mathematical formula.
COMPENSATION
Benefits are important in increasing overall satisfaction with benefits, but the total value of benefits tends to vary depending on the extent to which workers need benefits. Executive compensation in the United States has become a controversial topic due to the wide disparity between employee and executive compensation and the apparent discrepancy between company performance and executive compensation.
COMPETENCY MODELING
The reason for developing a competency model is often determined by the way in which it is organized and presented. The Broad Competency Model approach can assist in organization-wide succession planning and employee development efforts because the competencies required at all levels of the organization and in all positions are transferable.
COMPRESSED WORKWEEK
Thus, job satisfaction and satisfaction with one's schedule should be positively affected by the introduction of a busy workweek schedule. Performance either improves or remains the same after implementing a compressed workweek schedule.
COMPUTER ADAPTIVE TESTING
Flexible and compressed workweek schedules: A meta-analysis of their effects on work-related criteria. Implementing compressed work schedules: Participation and job redesign as critical factors for employee acceptance.
COMPUTER ASSESSMENT
Conventional tests typically consist of a set number of items to which all test takers are exposed. An obvious consequence of CAT is that all test takers do not receive the same items.
CONFIDENCE
Caution is needed when computing noncommunicative assessments because the measurement equivalence of noncommunicative batteries remains relatively unknown. Finally, because the technologically sophisticated assessment procedures are very different from the traditional procedures to which candidates are accustomed, it is necessary to consider the test takers' reactions to the procedures.
INTERVALS/HYPOTHESIS TESTING/EFFECT SIZES
Using the previous example, assume that the correlation (ρ) between test scores and grades in the population is 0.35. In the scenario involving cars, ES means that the trained group sold at level 1. Confidence Intervals/Hypothesis Testing/Effect Sizes———93.
CONFIRMATORY FACTOR ANALYSIS
Similarly, in the scenario involving mainframe computers, ES is what indicates that the trained group performed 1.5 SD above the comparison group. Most statistics can be converted to ES using the formulas found in the papers given in the Further Reading section.
CONFLICT AT WORK
Studies that do not distinguish between the two sources of conflict (task and relationship) consistently report negative outcomes associated with the experience of interpersonal conflict in the workplace. Interestingly, self-reports and cross-source data support a positive correlation between frequency of work conflict and counterproductive work behaviors.
CONFLICT MANAGEMENT
Dominance: A dominant style is one in which the individual shows a high degree of concern for self and low concern for others. This style is also the best solution in situations where one party cannot resolve the conflict alone.
CONSTRUCT
The conflict management process begins with a thorough assessment of the amount of conflict and conflict handling styles used by members of the organization. Gravity is a label for the hypothetical cause of the pencil and keys falling, but they are not observable events.
CONTENT CODING
Due to the large size of some qualitative data sets, the task of reading through open-ended comments can be overwhelming. Employers can gain insight into the workplace climate by using open data 102———Content Coding.
CONTEXTUAL PERFORMANCE/
Regardless of the methods used and the questions asked, it is essential to the integrity of the survey process that it is clear whether the survey is anonymous, who will see the results, and how the results will be used. Regarding open comments, it should be clear who will see the comments and whether they will be edited (eg, to remove proper names or bad language).
PROSOCIAL BEHAVIOR/
Another simple method to keep typed comments at a manageable level is to limit the length allowed (for example to 10 or 20 lines of text). Practitioner Forum conducted at the 20th Annual Meeting of the Society for Industrial and Organizational Psychology, Los Angeles, CA.
ORGANIZATIONAL CITIZENSHIP BEHAVIOR
In a sense, the definitions of organizational citizenship behavior and counterproductive work behavior set them up to be opposites. This assumption is so centrally held that it is part of the very definition of organizational citizenship behavior.
CONTROL THEORY
Usually this is called a supply process; it is control theory's conceptualization of human thought. However, control theory's most prominent presence in industrial and organizational psychology relates to motivation and goal-seeking behavior within organizations.
CORE SELF-EVALUATIONS
Third, individuals with high self-evaluations report setting job goals that are important to them. Individuals with high core self-evaluations report setting goals that are more intrinsically interesting and important to them.
CORPORATE ETHICS
In social science research, business ethics is defined in terms of the formal and informal expectations regarding the behavior of stakeholders in the organization. However, top management's commitment to ethics controls is predictive of the integration of formal codes of ethics into organizational culture.
CORPORATE SOCIAL RESPONSIBILITY
One of the important differences between a profession and a profession is that a profession has a supposed sense of care and responsibility, not corporate social responsibility. Although it is characterized by some definitional and theoretical problems, the stakeholder theory is probably the most well-known version of the corporate social responsibility model.
COUNTERPRODUCTIVE WORK BEHAVIORS
In summary, CWB can be used as an umbrella term that encompasses most of the negative acts committed by organizational members, however it does not reflect all the features of the related constructs, and thus its use as an overarching construct is still debated. ANTECEDENTS AND CONSEQUENCES OF COUNTERPRODUCTIVE WORK BEHAVIORS Empirical research on CWB and related constructs (i.e., CWB as an umbrella term) has examined two distinct issues: (a) predictors of CWB and (b) objective outcomes. of CWB-I.
COUNTERPRODUCTIVE WORK BEHAVIORS,
Finally, behavioral outcomes include engaging in further CWBs, experiencing work-family conflict, and alcohol or substance abuse. In summary, this research demonstrates that both individual and situational predictors are important in the performance of CWB and that experiencing CWB-I is associated with a range of negative psychological, health, and behavioral outcomes.
INTERPERSONAL DEVIANCE
Justice theories of CWB state that employees who are not treated fairly are likely to engage in CWB. Although it seems intuitive that unfairness would predict CWB-O—employees who feel they have been.
ORGANIZATIONAL DEVIANCE
Both role stressors are related to stress and anxiety and increase the likelihood of CWB-O (eg, sabotage and theft). Any violation of the psychological contract by the organization is detrimental to the relationship between the employee and the organization and increases the likelihood of CWB-O.
CREATIVITY AT WORK
Openness to experience, a component of the five-factor model, was most consistently related to creative performance across domains. Because of the social and collaborative nature of creativity in organizations, group and leader effects have been the focus of creativity research in this area.
CREDENTIALING
Regardless of the vocational analysis technique used, the results should be used to develop the credential exam table of contents (also known as a test blueprint). Test developers traditionally use the results of the occupational analysis to identify the most appropriate format(s) for an exam.
CRITERION THEORY
First, the mean of the criterion can change because performers, as a group, can grow better or worse with time on the job. Because they are likely to persist across measures, biases may even increase statistical indications of the operational measure's reliability.
CRITICAL INCIDENT TECHNIQUE
- Establish Aims
- Specify Plans and Conditions The second stage in the process involves clearly
- Collecting Critical Incidents
- Analyzing the Data
- Interpreting and Reporting Findings
Most researchers who use the critical incident technique use some version of the five stages of the process formulated by Flanagan. In a case study, the researcher would develop categories of behavior that help or hinder problem management in a theater situation.
CROSS-CULTURAL RESEARCH METHODS AND THEORY
Later, we will provide illustrations of cross-cultural research questions that span these different levels of analysis. Cross-cultural research questions focus on how societal culture moderates relationships at lower levels of analysis.
CUSTOMER SATISFACTION WITH SERVICES
Service climate is the shared perception of policies, practices, procedures, and the behaviors that are rewarded, supported, and expected in terms of customer service and customer service quality. Early research on this phenomenon found strong, significant correlations between employees' experiences of service climate and customers' perceptions of service quality.
CYBERLOAFING AT WORK
Companies should also include a statement that they reserve the right to monitor Internet and e-mail use, which will eliminate employees' expectations of privacy and, in turn, reduce lawsuits for alleged invasion of privacy. Companies can choose from a number of different sanctions, including verbal or written warnings, documentation in performance reviews, withdrawal of Internet and email privileges, suspension, termination, or legal action.
DATA SAMPLING
DESCRIPTIVE STATISTICS
Positively skewed data are those in which most scores fall on the lower end of the test score scale, while negatively skewed data are characterized by high scores that occur more frequently. Platykurtic data are those in which the tails are shorter than you would expect if the data were normal, and leptokurtic data are those in which the tails are longer than you would expect from normally distributed data.
DICTIONARY OF
As with univariate data, descriptive statistics can be used to evaluate this question both graphically and quantitatively. Graphically, this relationship can be represented in a joint distribution table or via a scatter plot plotting the scores for both variables in two-dimensional space.
OCCUPATIONAL TITLES
DOT lists are useful for getting a quick thumbnail view of what a job typically entails. Also, many of the DOT job analyzes are based on the analysis of three or fewer jobs.
DIFFERENTIAL ITEM FUNCTIONING
However, the DOT summaries do not provide sufficient detail to function as job analyzes in their own right; their format is too generic and not adapted to specific jobs in the individual organization. However, DOT is best viewed as a starting point for a job analysis or one of many sources of job analysis information.
DIRTY WORK
One dimension on which dirty work can vary is the size of the contamination. This depends on (a) the part of the work that is dirty and/or (b) the central role of the dirt in the occupational identity. The taint of dirty work can be normalized over time in a variety of ways, freeing workers from the pervasive effects of stigma.
DISTANCE LEARNING
The result is that most distance learning methods ultimately prove to be more economical than traditional training methods. Recent studies suggest that distance learning approaches reduce the amount of time required for training.
DIVERSITY IN THE WORKPLACE
Additionally, the benefits of diversity are likely to emerge only after a diverse group has been together for some time. Instead of focusing on diversifying the composition of the workforce, some organizations are trying to incorporate employee perspectives into business processes to leverage the benefits of diversity for organizational effectiveness.
DIVERSITY TRAINING
See also Affirmative Action; Diversity trainings; Quality and performance of group decision-making; Group dynamics and processes; Stereotyping; Work-life balance. The strategies used in diversity training can be different and include conceptualization (lecture, readings, film), experimentation (role simulations, guest speakers), experience (immersion in another group), reflection (diary and diaries), applied activities (team projects), action learning (service activities) and action science (dialogue/discussion, case studies).
