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Alliance for Organizational Psychology

Whether working in consulting, academia, industry, or government, the niche field of Industrial- Organizational (IO) psychology is growing. The Bureau of Labor Statistics projects an 8.4% increase between 2016 and 2026. Despite this growth, many students remain unaware of careers available within I-O psychology and gravitate toward less science-practitioner fields.

In an effort to educate students, the team at Psychology.org has created a series of comprehensive guides that explore I-O psychology degrees, licensure, and careers.

You can read the guides here:

Guide to Industrial-Organizational Psychology Degrees: //www.psychology.org/online-degrees/industrial-organizational-psychology/

Guide to Psychology State Licensure: //www.psychology.org/online-degrees/

Guide to Industrial-Organizational Psychology Careers: //www.psychology.org/careers/industrial-organizational-psychologist/

It’s time to vote in the 2018 GOHWP Elections!

Voting is now open!

To vote, please click on the link below, or copy and paste it into your browser. If you are a full member, you’ll be asked to vote for the chair, vice chair, and 3 board members at large. If you are a student member, you will vote for the aforementioned positions, as well as a student representative

//xavier.co1.qualtrics.com/jfe/form/SV_3WS1IeOkXbNKpdH

Or, the short form:

//tinyurl.com/2018ElectionGOHWP

The election will be open until Saturday, October 27th. We will announce the new GOHWP Executive Board shortly thereafter.

Thank you for your participation in this important process!

Sincerely,

Morrie Mullins, on behalf of the GOHWP Leadership Team

Organizational Democracy

From GOHWP Member Matt Grabowski, IUPUI Doctoral Candidate, USA

 

Democracy is a cornerstone in western society. Many major governments operate utilizing the principles of democracy such that their citizens are encouraged to participate in their government and that the voice of the people can be heard. Though it has its flaws, we consider democracy to be superior to any other form of governance, yet organizations often do not operate by these principles.

 

Even organizations that employ thousands of people are usually governed by just a handful who use their resources as they see fit, even if their actions are not in the best interests of the majority. It seems counterintuitive to believe that people collectively should have control over how they are governed in greater society but not in the businesses they spend nearly one third of their life working. The concept of organizational democracy differs entirely from the typical hierarchical power structure by bringing many of the same principles we use in a democratic society into the organization.

 

Organizational democracy is exactly what it sounds like. It is employing the principle of “one person, one vote” into the workplace to ensure a voice is given to all workers. Organizational democracy is not as simple as just giving everyone a chance to vote on certain topics, this is a system that is built into the structure of the organization that guarantees the power of the majority. Specifically, employees in democratic organizations are tasked to participate in all levels of decision making with equal weight, and this is considered part of their responsibilities to the organization. These decisions range from simple proximal things (e.g. employee PTO or the purchasing new equipment for their department) to large scale decisions (e.g. what products/services will the company offer and how the profits are distributed).

 

A few companies exist using this type of model. The most notable example, Mondragon is worker cooperative federation which is made up of 261 companies and co-operatives (including a university) which collectively employ 74,335 people. The company was founded in Spain over 60 years ago and now operates internationally. As a democratic system, members of the co-operative federation participate in decision making collectively by form of a congress in which the members are elected to their positions to represent their respective co-operative members. While some members of the organization may hold a higher elected position, even lower member still get to participate with their vote being equally weighted.

 

The bulk of the research on organizational democracy is theoretical and comes from outside the field of psychology. Research in sociology and economics seems to focus on the larger impact of democratic organizations within society, but research at the organizational level and the individual level seems limited. Research from applied psychology fields have addressed the effects of culture and structure on democracy in the workplace, attitude and motivational differences of employees in democratic organizations versus non-democratic organizations, and even the effects of democracy on a few behaviors like organizational citizenship behaviors. This leaves ample opportunity for continuing research for I-O, especially on the “I” side such as considerations for hiring, performance appraisal, and training just to name a few topics. Plus, given the broader implications of organizational democracy increasing equality and the general welfare of people, this should be a topic to further explore in the HWP realm as well.

 

In summary, organizational democracy would mean bringing our societal form of governing down to the organizational level. Though this seems like an odd and unusual form of running an organization this organizational structuring exists and there is evidence that it is effective. We in the I-O and HWP fields have only begun to explore this topic and much more research still needs to be done! If democracy is the key to participation and equality, then organizational democracy is the next logical step in our society.

 

Further readings

 

Weber, W. G., Unterrainer, C., & Hoge, T. (2008). Socio-moral atmosphere and prosocial and   democratic value orientations in enterprises with different levels of structurally anchored participation. German Journal of Research in Human Resource Management, 22, 171-194. doi:10.1177/239700220802200205

 

Wegge, J., Jeppesen, H., Weber, W., Pearce, C., Silva, S., Pundt, A., … Piecha, A. (2010). Promoting work motivation in organizations: Should employee involvement in organizational leadership become a new tool in the organizational psychologist’s kit? Journal of Personnel Psychology, 9, 154-171. doi:10.1027/1866-5888/a000025

 

The Sociological Quarterly Volume 57, Issue 1 (the whole issue is on democracy at work)

 

A link to Mondragon’s website

 

GOHWP-relevant Grant Opportunities!

The following were shared with GOHWP by Professor Stuart Carr, and we wanted to share them with you!

Future of work

Russell Sage Foundation, US

This supports innovative research on the causes and consequences of changes in the quality of jobs for less- and moderately-skilled workers and their families. Awards are worth up to USD 150,000 each over two years.

Maximum award: USD 150,000

Closing date: 20 Aug 18 (recurring)

 

Non-standard employment grant

Russell Sage Foundation, US

This supports innovative social science research on the causes and consequences of the increased incidence of alternative work arrangements in the US. Awards are worth up to USD 150,000 each over two years.

Maximum award: USD 150,000

Closing date: 20 Aug 18 (recurring)

 

Social inequality

Russell Sage Foundation, US

This supports research on the effects of economic inequality on social, political and economic institutions, and on equality of opportunity, social mobility and the intergenerational transmission of advantage. Grants are worth up to USD 150,000 per project, for a maximum of two years.

Maximum award: USD 150,000

Closing date: 20 Aug 18 (recurring)

Geospatial Research Scientist, The Center For Policing Equity

The Center For Policing Equity
Geospatial Research Scientist

New York, NY

About The Center For Policing Equity

The Center for Policing Equity is a research and action think tank that, through evidence-based approaches to social justice, conducts research and uses data to create levers for social, cultural and policy change.

Position Description

The Center for Policing Equity is looking for a skilled quantitative researcher with a focus on geospatial data and science as well as a passion for research on race and policing. The Geospatial Research Scientist will focus primarily on producing high-level scholarship and public reports that leverage aggregated data from the uniquely robust and ever-growing National Justice Database. The National Justice Database is the first and largest database on police behavior in the country (e.g., vehicle stops, pedestrian stops, use of force, complaints against officers).

Key Responsibilities

  • Conduct advanced quantitative analyses on policing data, and contribute to reports and academic research articles relevant to the intersection of law enforcement and issues of racial and gender equity, with a focus on the spatial distribution of police behaviors and racial disparities.
  • Help to develop, maintain, and maximize the utility of the nation’s first and largest database of police behavior data.

Qualifications 

  • PhD/ABD, (exceptional candidates with M.A. or M.S. will also be considered) in a relevant field (e.g., Geography, Criminology, Demography, Political Science, Sociology, Epidemiology, Psychology, Data Science), with an interest in social science and law regarding policing and social justice
  • Published research articles focused on policing and/or race
  • Experiences in geospatial research—using shape files; matching overlapping geo-coded data; using data from the U.S. Census and related agencies; analyzing spatial clustering, spatial lags and autocorrelation measures; creating maps using ArcGIS or other GIS software.
  • Superior research skills; strong quantitative and analytic skills

Experience with geocoded data and multi-level modeling (using Stata, SAS, SPSS, R and/or Python)

See more at: //leaderfit.catsone.com/careers/index.php?m=portal&a=details&jobOrderID=9583480

UN Women: HR Recruitment Consultant

New York, NY

Company Location

Job description

BackgroundUN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, works for the elimination of discrimination against women and girls; the empowerment of women; and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace and security.Duties and ResponsibilitiesHR Consultant Will Be Providing The Following Services

  • Provision of support to the review of job descriptions and post establishment process;
  • Provision of support to the recruitment and selection processes including preparation of vacancy announcements, screening candidates, coordination and chairing of panel interviews;
  • Provision of guidance to hiring managers on recruitment processes;
  • Preparation of interview panel summary reports and documentation for submission to review bodies;
  • Conduct reference checks and other assessment tools to assist in the selection of candidates;
  • Preparation of necessary statistics and/or analysis and other briefs for senior management;
  • Coordination and collaboration with HR Specialists on recruitment activities;
  • Maintenance of recruitment related data for management planning;
  • Contribute to the review of recruitment and staffing policies, procedures, methods, tools and associated systems to ensure its applicability and efficacy in operational management.

Competencies

Core Values

  • Respect for Diversity;
  • Integrity;
  • Professionalism.

Core Competencies

  • Awareness and Sensitivity Regarding Gender Issues;
  • Accountability;
  • Creative Problem Solving;
  • Effective Communication;
  • Inclusive Collaboration;
  • Stakeholder Engagement;
  • Leading by Example.

Please visit this link for more information on UN Women’s Core Values and Competencies: //www.unwomen.org/-/media/headquarters/attachments/sections/about%20us/employment/un-women-employment-values-and-competencies-definitions-en.pdfEducationRequired Skills and Experience

  • Masters degree or equivalent in social sciences, psychology, business, human resources management, or related field.

Experience

  • At least 5 years of experience in the area of human resources, including experience in the area of recruitment for international organizations;
  • Knowledge of the United Nations policies, procedures and practices, particularly those related to human resources and operations;
  • Ability to work in a multi-ethnic environment with sensitivity and respect for diversity, including gender balance;
  • A high sense of confidentiality, diplomacy and urgency is required.

Languages

  • Excellent oral and written communication skills in English are required;
  • Knowledge of another UN language would be an asset.

Application

  • All applications must include (as an attachment) the completed UN Women Personal History form (P-11) which can be downloaded from //www.unwomen.org/about-us/employmen;.
  • Kindly note that the system will only allow one attachment. Applications without the completed UN Women P-11 form will be treated as incomplete and will not be considered for further assessment.

NoteIn July 2010, the United Nations General Assembly created UN Women, the United Nations Entity for Gender Equality and the Empowerment of Women. The creation of UN Women came about as part of the UN reform agenda, bringing together resources and mandates for greater impact. It merges and builds on the important work of four previously distinct parts of the UN system (DAW, OSAGI, INSTRAW and UNIFEM), which focused exclusively on gender equality and women’s empowerment.

Seniority Level

Associate

Industry

  • Nonprofit Organization Management
  • Government Administration
  • Financial Services

Employment Type

Full-time

Job Functions

  • Human Resources

Chief Research & Policy Office

Innovations for Poverty Action – New York, NY

IPA seeks an outstanding applicant for the position of Chief Research and Policy Officer (CRPO). The ideal candidates will have notable accomplishments in either international development research or promoting evidence-informed policy and programs. The CRPO position is an exciting new leadership role at IPA that reports to the Executive Director and serves as a member of IPA’s Senior Management Team. S/he will be responsible for developing and leading IPA’s strategy to ensure relevant evidence is developed for and used by decision-makers and that IPA’s voice continues to lead the fields of both rigorous impact evaluation and informing policy to improve opportunities for the world’s poor.

The CRPO will oversee a team of senior research and policy staff leading IPA’s policy outreach and communications, Sector Programs, the development of policy relevant research agendas and replications, and new activities that further IPA’s goals to promote evidence. S/he will also work with IPA’s regional and country leadership to develop policy-relevant research agendas and strategies to influence practice and policy at the country level. As part of the Senior Management Team, the CRPO will participate in setting overall directions for the organization, and work to continuously build internal and external understanding of and support for IPA’s mission.

Responsibilities
Lead the development and implementation of IPA’s strategy to translate evidence into practice and policy 

  • Lead the development and communication of IPA’s global strategy to ensure that evidence is sought and applied at scale by decision-makers (including practitioners, policymakers and funders).
  • Advise IPA Sector and Country Programs on the development of consistent research-to-policy and practice strategies, and support them as needed in developing high level partnerships with governments and other organizations that have the potential to adopt and scale effective ideas.
  • Work cross-functionally to develop organizational practices, staffing structures and systems that facilitate the delivery of research to policy initiatives and lessons sharing across the organization.
  • Oversee and provide leadership to policy outreach & communications functions at the global, sector and country level to ensure a consistent approach to the dissemination of evidence and that IPA’s voice and brand continues to lead the field of rigorous evaluation and policy translation.
  • Work with IPA’s large network of leading researchers to leverage their expertise and research studies to inform global policy conversations on international development and aid.
  • Work with Sector and Country programs and IPA’s research network to identify and prioritize demonstrated solutions for IPA to promote at a global level, and to develop strategies and partnerships to get these ideas disseminated, adopted and scaled.

Oversee the development of sector expertise at IPA and of policy-relevant research agendas aimed at developing ideas along the path-to-scale 

  • Oversee and grow a team of internal IPA Researchers with the goal of moving evidence along the path to scale by developing studies that replicate and expand on demonstrated and promising ideas.
  • Oversee IPA’s existing Sector Programs (Financial Inclusion, SME, Social Protection) and grow IPA’s expertise in other Sectors through the coordination and leveraging of IPA’s research network and Sector Working Groups (Agriculture, Education, Governance and Health) and by building relationships with subject matter experts as needed.
  • Work with Sector Programs, IPA Researchers and IPA research network to identify and develop strategies to address policy relevant research gaps at the global level, and advise country leadership on the development of research focuses and agendas at the country level.
  • Expand and represent IPA’s role in raising the standards of evidence and in translating evidence into policy & implementation
  • Provide leadership to position IPA in our next phase of growth and represent IPA externally, ensuring that we are leaders in the experimental research methods field and evidence-to-policy conversation.
  • Working with the lead IPA Researcher, promote IPA’s data transparency and data publication initiatives.
  • In close collaboration with the Global Programs team, identify and lead the development of potential new initiatives that further IPA’s mission to promote the use of evidence for decision making, such as the Goldilocks Initiative to build right-fit M&E systems or the Progress out of Poverty Initiative (PPI).
  • Support or lead the fundraising for expanding IPA’s leadership role in the experimental research field, for policy outreach or Sector program grants, including identifying and liaising with donors and contributing to proposal development, as needed.

Leadership and Management 

  • Oversee and mentor three Sector Program Directors (Financial Inclusion, SME, Social Protection), one IPA Researcher, the Associate Director for Policy Outreach and Communications, and the PPI Director, and recruit new staff as needed to expand IPA’s strategic goals.
  • Support direct reports and their teams with strategy development, goal setting, fund raising, policy engagement activities, partner and researcher relationships.
  • Contribute to setting the overall direction for the organization as a member of the Senior Management Team.
  • Ensure close coordination with the Global Programs team to ensure organizational sharing and learning, the development of consistent strategies and messages.
  • Prepare materials for and participate in Board meetings as necessary.

Qualifications

  • 15+ years of work experience in the field(s) of international research and policy
  • Masters in economics, public policy, or related field required
  • Noted contributions in social science research and/or international practice and policy required
  • Strong understanding of randomized trials and experience in multiple sectors is strongly preferred
  • Exceptional ability to present complex information in clear simple language to a range of audiences and to effectively translate academic research into clear policy lessons
  • Experience in and comfort interacting with very high-level contacts in public policy, for example senior functionaries in developing country governments, NGOs, foundations, and multilateral aid agencies
  • Experience working directly for a government or implementing large scale, complex programs preferred.
  • Flexible, self-motivated, able to manage multiple tasks efficiently, collaborative team player
  • Experience, comfort and expertise in public speaking to a variety of stakeholders, at various conferences and other public commitments
  • Strong organizational and interpersonal skills
  • Demonstrated management experience and leadership skills. Experience working in a Senior Leadership Team is a plus.
  • Experience working in one or more of the developing countries where IPA has country offices would be a plus
  • Experience in securing large grants and fund raising preferred
  • Travel 25% of time

Application Instructions
To apply click here .

Senior Manager, Human Rights Foundation for the Global Compact – New York, NY

Posting Title: Senior Manager, Human Rights

Department/Office: Foundation for the Global Compact

Duty Station: New York, NY


POSITION SUMMARY

The Foundation for the Global Compact is looking for a highly motivated professional with concrete experience working in the area of business and human rights to serve the Foundation and support the United Nations (UN) Global Compact. As the world’s largest corporate sustainability initiative, the UN Global Compact is mobilizing the business community to commit to and implement the Global Compact’s 10 Principles, which are derived from universal declarations and conventions, and to take action in support of the Sustainable Development Goals (SDGs).

The Senior Manager, Human Rights, reporting to the Chief of Programmes, will manage the Global Compact’s human rights portfolio, including development and management of programmatic opportunities for Global Compact participants in the area of human rights and support for and engagement with Global Compact Local Networks. S/he will provide business and human rights knowledge to Global Compact projects and initiatives, including expertise on the UN Guiding Principles on Business and Human Rights.

This is an exceptional opportunity for a business and human rights professional to contribute to the growth and impact of the Global Compact’s human rights work.

DUTIES AND RESPONSIBILITIES

  • Provide expertise on business and human rights. This may include briefings, analysis and input to flagship projects, including Action Platforms.
  • Support the development and implementation of the Global Compact’s human rights and labour strategy at the global level with emphasis on Global Compact Principles 1 to 6, including workplan and budget development.
  • Engage with businesses, governments, civil society, Local Networks and the UN system to promote the Global Compact’s human rights and labour Principles and support the implementation and uptake of the UN Guiding Principles on Business and Human Rights with a view to ensure coherence on business and human rights at the global and local level.
  • Manage the Human Rights and Labour Working Group (HRLWG) and its activities.
  • Manage the day to day engagement with key UN agencies and partners focused on human rights including OHCHR and the UN Working Group on Business and Human Rights.
  • Support Global Compact Local Network efforts to advance human rights at the country-level, including by developing tailored resources and materials.
  • Oversee all human rights related tools, resources, activities and grants, including the Business and Human Rights E-Learning Tool and Human Rights and Business Dilemmas Forum.
  • Lead the organization of human rights focused sessions at flagship GC events, including content development, speaker outreach and logistical arrangements.
  • Manage the Global Compact’s contribution to and participation at the Annual Forum on Business and Human Rights including preparation of session proposals, organization of sessions and communications and outreach to Global Compact participants.
  • Represent the UN Global Compact on webinars and at external meetings and events as requested.

SKILLS and COMPETENCIES

  • Communication : Speaks and writes clearly and effectively; listens to others, correctly interprets messages from others and responds appropriately; asks questions to clarify, and exhibits interest in having two-way communication; tailors language, tone, style and format to match audience; and demonstrates openness in sharing information and keeping people informed.
  • Teamwork : Works collaboratively with colleagues to achieve organizational goals; solicits input by genuinely valuing others’ ideas and expertise; is willing to learn from others; places team agenda before personal agenda; supports and acts in accordance with final group decision, even when such decisions may not entirely reflect own position; and shares credit for team accomplishments and accepts joint responsibility for team shortcomings.
  • Planning & Organizing : Develops clear goals that are consistent with agreed strategies; identifies priority activities and assignments; adjusts priorities as required; allocates appropriate amount of time and resources for completing work; foresees risks and allows for contingencies when planning; monitors and adjusts plans and actions as necessary; and uses time efficiently.
  • Commitment to Continuous Learning: Keeps abreast of new developments in own occupation/profession; actively seeks to develop oneself professionally and personally; contributes to the learning of colleagues and subordinates; shows willingness to learn from others; and seeks feedback to learn and improve.

EDUCATIONAL AND EXPERIENCE REQUIREMENTS

  • Bachelor’s degree required, Masters or equivalent degree strongly preferred
  • Minimum of five (5) years of relevant experience
  • Experience and expertise in the field of business and human rights
  • Experience in project management
  • Experience in stakeholder engagement and management, including with business, the United Nations, civil society
  • Understanding and experience of corporate sustainability and the role corporates must play in delivering on the Sustainable Development Goals of the United Nations

RECRUITMENT PROCESS

  • Please send your e-mail submision with the subject heading “Senior Manager Human Rights” and include the follwing materials:
  • Cover Letter
  • Resume/CV
  • One-page response to one of the following prompts:
  • What is the unique value proposition of the UN Global Compact relative to other players in the business and human rights landscape?
  • How does business respect and support for human rights contribute to the achievement of the Sustainable Development Goals?

Given the anticipated volume of submissions, only highly qualified candidates will be contacted.

Job Type: Full-time

Required education:

  • Bachelor’s

Required experience:

  • relevant: 5 years

Senior Policy Associate with CUNY, NY, USA

Please see the attached flyer for Senior Policy Associate with CUNY Institute for State and Local Governance (ISLG): Download here: Senior Policy Associate FYD DANY

ISLG is hiring a Senior Policy Associate to manage a portfolio of family- and youth-focused investments within the Manhattan District Attorney Office’s (DANY) Criminal Justice Investment Initiative (CJII). One of CJII’s goals is to prevent interaction with the criminal justice system by improving services and opportunities for young people and families in high-poverty communities. As the technical assistance consultant on this project, ISLG is providing guidance to DANY and grantees throughout the lifetime of the initiative, and performing oversight and performance measurement for each of the investments. For more information about CJII, visit www.cjii.org.

Internship Opportunity with the United Nations University Institute on Comparative Regional Integration Studies (UNU-CRIS)*

The United Nations University Institute on Comparative Regional Integration Studies (UNU-CRIS) offers students with a demonstrated interest and background in regional integration studies the opportunity to take part in the activities of the Institute. Traineeships and Internships are respectively intended for undergraduate and graduate students.

The next deadline for applications is 15 May 2017.

Bachelor students and holders of a Bachelor degree shall apply to the Traineeship Programme.
Master students and holders of a Master degree shall apply to the Internship Programme.

Want to know more? Click here to read some testimonials of former interns.

*taken from: //cris.unu.edu/internships-traineeships?utm_content=buffer7b308&utm_medium=social&utm_source=unutwitter&utm_campaign=buffer