Skip to main content

Stuart C. Carr, First Humanitarian Work Psychologist

What is your current job/role and how is it related to HWP?

My current job/role is to occupy a personal Chair as Professor of Psychology in the Industrial and Organisational Psychology Programme at Massey University in New Zealand/Aotearoa.  The job/role is related to HWP because most of what I now teach, research, and practice today is firmly, squarely and overtly focused on what enables Sustainable Livelihood, under Sustainable Development Goal (SDG) 8 – Decent Work and Economic Growth, of the United Nations SDGs (2015-30).  Sustainable livelihoods span more than one job, one person, and one point in time. They enable people and their whanau/families and communities to withstand future shocks and to have and realise their aspirations for the future, for themselves and their offspring.

What inspired you to work in the HWP arena in the first place?

My first job was at the University of Malawi in Southern East Africa, and I am still trying to pay back, or rather pay forward, all the lessons Malawi kindly taught me. These were mainly about the importance of having access to a Sustainable Livelihood for the “eradication of poverty, in all its forms, everywhere” (SDG-1 – Poverty Eradication).  Poverties of opportunity in the work domain, or “working poverty,” is at the heart of poverty eradication, whether in Malawi or in New Zealand/Aotearoa. Unfortunately working poverty knows no borders.  But more recently, what keeps me going in HWP is you guys – especially students and early career Psychologists, who have tons of energy and vision, professional commitment, and aspiration for the future of work. You inspire me to work in the HWP arena, then and now, and in the future – your future, and ours, across the whole of humanity.

What other HWP activities (if any) have you been engaged in during the recent past (e.g., volunteer work, committees, etc.)? 

Recently, I have Chaired SIOP’s International Affairs Committee, Edited Division 52’s flagship journal, International Relations in Psychology (IPP), and co-Chaired the APA’s Committee on International Relations in Psychology (CIRP). I guess you could say that this shows my professional commitment to international collaboration and to the international SDGs!

What publications are you currently or recently working on?

My main research focus these days and for the foreseeable future is on the role of living wages in sustaining decent work and a sustainable livelihood. All these publications are team-based, in this case mainly within Project GLOW (Global Living Organisational Wage). With crucial support from SIOP, and more recently EAWOP, GLOW is committed to publishing responsive research that informs the global debate about the role of living wages in decent work and economic development, in all its forms, everywhere.  Our current papers in the Auckland hub of GLOW are focused on how personal wages combine with household income and numbers of household dependents to enable decent qualities of life and work life. This research is enabled by the Royal Society of New Zealand Marsden Fund, and draws heavily from, and hopefully contributes to, the wider network of expertise and capability to inform policy, contained within GLOW.

Which associations/organizations are you a member of/active in?

Apart from GLOW, I am a member and Fellow of SIOP, the Royal Society of New Zealand, and the New Zealand Psychological Society. I am also closely linked with Division 52 – International Psychology, through the Editorial role with IPP. At Massey University, I work in the End Poverty and Inequality Cluster (EPIC), which sits within the School of Psychology. Professionally, I normally identify first and foremost as a Humanitarian Work Psychologist.

What’s something that would surprise people about your day-to-day?

I love being out on the water, mucking about on boats, even when they are moored in the harbour. Currently, in a berth is a safer place to be than out on the water, as my apprenticeship in boat-craft is only just beginning. A former bagpipe player, I love the skirl of the pipes, and very much would like to play them again – one day, perhaps!

*What advice would you give to those new to HWP?

Hold the vision, stay the course, this is a long-term commitment and the times are on (y)our side to see it through to the end. The world is at many crossroads, environmental, societal and occupational, and everything – everything – is still in play. Without access to decent work, and decent work conditions, humanity will not sustain. Extinction rebellion is right. We need an IO equivalent, we need to move from support group to movement, without losing sight of all the good work – amazing in so many ways – that IO has already done, and achieved. Finding our way into the policy arena is where the future of the planet and the species will be decided. I am counting on you being there.

Sustainable Development Goals (SDG)

Dear SDG actors,

What are the inspiring breakthroughs and success stories that illustrate SDG implementation? What are the good practices that can be replicated and scaled up? What are the gaps and constraints and how should we address them? Looking ahead, what steps should we take to accelerate progress?

To help answer these and other questions, UN DESA circulated a call for submissions of SDG-related good practices or success stories from Member States, the UN system and stakeholders – and received more than 600 suggestions! After a vetting from an interagency panel of experts, the first batch of good practices have been released on a searchable online database (//sustainabledevelopment.un.org/partnerships/goodpractices), featuring more than 400 submissions. More SDG good practices will be made available as the review is finalized. Our intention is to periodically issue a Call for Submissions of good practices, so if you missed this round, there will be another opportunity in the future.

To search the submissions including by sorting them by individual SDGs, click here and select the “SDG Good Practices” checkbox under the “Action Network & Databases” section in the left column. There is also a search bar for searching by country name or organization name.

We hope that this database will be useful in pointing out projects and initiatives being done to implement the SDGs around the world, and inspire others to take action.

Best regards,
UN DESA Division for Sustainable Development Goals

SIOP I-O Job Network: Make Your Summer Job Search Simple

If you find yourself looking for a new job, make your search a little easier with the SIOP I-O Job Network. The I-O Job Network provides two features that will simplify your job search:

1) Find jobs relevant to your field all in one place. The I-O Job Network offers jobs posted by employers specifically looking for candidates with I-O related skills.

2) The I-O Job Network allows you to post your resume. Give yourself a break and let potential employers reach out to you!

If you have questions, please e-mail siop@siop.org

United Nations Careers – Vacancies

Intern – Human Resources (unpaid, full-time)
Office of Coordination of Humanitarian Affairs
Requirements: Enrolled in graduate degree program, or be in final academic year at a university program, fluency in oral and written English
Due date: 29/June/2019
IO Keywords: workforce management and capacity gap identification, talent management and development, performance management, change management or recruitment strategies
//careers.un.org/lbw/jobdetail.aspx?id=100672&Lang=en-US

Intern – Humanitarian Affairs (unpaid, full-time)
Office for the Coordination of Humanitarian Affairs
Requirements: Enrolled in graduate degree program, or be in final academic year at a university program, fluency in oral and written English
Due date: 28/December/2019
IO Keywords: Researches, analyzes, and presents information gathered from diverse sources; assists in organization of meetings, seminars, workshops; assists in outreach and coordination with a wider set of partners
//careers.un.org/lbw/jobdetail.aspx?id=106089&Lang=en-US

Human Resources Officer
United Nations Logistic Base
Application Deadline: 11/May/2019
Job ID: 114663
Duty Station: Brindisi
//careers.un.org/lbw/jobdetail.aspx?id=114663&Lang=en-US

Evaluation Officer (Management and Programme Analyst)
Office of Internal Oversight Services
Application Deadline: 17/May/2019
Job ID: 114049
Duty Station: New York
//careers.un.org/lbw/jobdetail.aspx?id=114049&Lang=en-US

Programme Management Officer
Office of Counter-Terrorism
Application Deadline: 22/May/2019
Job ID: 113852
Duty Station: New York
//careers.un.org/lbw/jobdetail.aspx?id=113852&Lang=en-US

Programme Officer, Gender and Disability
Department of Management Strategy, Policy and Compliance Office of Human Resources
Application Deadline: 11/May/2019
Job ID: 113877
Duty Station: New York
//careers.un.org/lbw/jobdetail.aspx?id=113877&Lang=en-US

Programme Management Officer
Department of Peace Operations
Application Deadline: 8/June/2019
Job ID: 114933
Duty Station: New York
//careers.un.org/lbw/jobdetail.aspx?id=114933&Lang=en-US

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