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GLOW Initiative – Global Living Organizational Wage

The following information was graciously provided by Professor Stuart Carr about steps that have been undertaken by Project G.L.O.W. Read on!

Step 1: We grouped together with like-minded colleagues from outside Psychology who work in key areas, notably Employment/Industrial Relations and in the wider community. The shared networks of contacts across industry, labour unions and community groups was/is vital, keeping us and the work grounded, and co-owned; a stakeholder approach. This enabled us to secure seed money from our University, and paid living wages to all research assistants. We’ve since enjoined with other key Universities in NZ & South Africa, who have used (& refined!) this process. It works!!

Step 2: e.g., of working, We co-liaised on method. Learning: (a) be flexible, go to your sample, in our case we moved away from online forms to on-paper, inner city community café venues through a partnership with a leading social enterprise; (b) tailor measures to local conditions, e.g., less=more on survey length and scale points. ‘Money’ was difficult to measure/gauge, e.g., only some money items worked (e.g., Annual household income, in brackets, but not too wide, and hourly not annual, for personal wages). We are working with our valued local community partners, e.g., RAs from the community were on-hand to explain if needed, offered free, fair-traded coffees to say Thank you, plus will ‘pay it forward’ with seminar in the cafes (and will be included on papers); (c) We put a-c, Alignment-Ownership-Accountability, into prior Ethics proposal(s), before starting.

Step 3: Analyses addressed the core question in glow invitation letters. Some items flopped, e.g., fairness compared to supervisors when some workers who had none (lots of DK responses). Found reliable factors, e.g., pay justice – which linked closely, non-linearly, to money. Exploratory curve estimation & LOESS curves (both in SPSS) probed the shape of the relationships (for poverty traps vs. steady upward curvatures) . Across hubs, we have learned the importance of keeping measures as alike as possible, whilst allowing for diversity, e.g., hourly pay was apt at one hub, monthly at another. After all, we can still test the shape, and later convert currencies into one metric – the World Bank’s ‘Purchasing Power Parity’.

Step 4: We’ve been very careful not to release anything to the public or to any particular stakeholder group until fully blind peer review has been completed. Some so far:

Carr, S. C., Parker, J., Arrowsmith, J., & Watters, P. A. (2016). The Living Wage: Theoretical integration and an applied research agenda. International Labour Review, 155(1), 1-24.
Carr, S. C., Parker, J., Arrowsmith, J., Watters, P. A., & Jones, H. (2016). Can a ‘living wage’ springboard human capability? An exploratory study from New Zealand. Labour & Industry, 26, 24-39.

The question mark in the latter title (I think) is key: We really need GLOW to take us to the next level and answer the core question with confidence context and new diplomacy policy advocacy in mind!

Step 5: Overall reflections: We will need all – every bit – of the expertise and connectivity across glow to share ideas about ‘how’ to best measure, sample, and put the two together in competent and respectful ways, including both ‘social’ and ‘business’ case variables; and to actually reach out to the lowest paid end of the income curves that have so far (as far as I can make out) been shamefully neglected, even by other fair wage groups (e.g., via online samples, when the bulk of really low income folks are offline, on the other side of the ‘digital divide.’).

Key point: research ‘studies’ are only one part of what we are aiming to do – e.g., we need supporting/ive teaching, voluntary service; and much more. i.e., There is space for everyone to contribute whatever they can, whenever they can, and whatever individuals and teams wish to contribute.

That’s it for now.

Psychology Graduate Programs with A Prosocial focus – US Edition

This month’s blog post features graduate programs with a prosocial focus. If you are thinking about getting your Master’s or doctoral degree and have an interest in humanitarian work psychology, check out the programs below!

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Florida Institute of Technology 

The I/O Psychology program at Florida Tech is the first program in the United States with an International I/O concentration. The program provides pro-bono selection, training, and assessment systems to partner organizations in Florida. In addition, the program’s affiliated research center, the Institute for Cross Cultural Management works with international non-profit organizations to adapt interventions to fit the cultural context in which they will be implemented. For more information about the program, click here.

UNC

University of North Carolina  

UNC’s program in Organizational Science is an interdisciplinary degree focusing on employee and organizational health, well-being, and effectiveness. Their Volunteer Program Assessment is a free volunteer assessment system designed to promote nonprofit organizational effectiveness. It was developed in 2009 by students and faculty in the Organizational Science doctoral program. For more information about their graduate program, click here

NC State

North Carolina State 

At the doctoral program at North Carolina state, one can earn an I/O psychology degree or one in Applied Social and Community Psychology. Dr. Lori Foster Thompson is a Professor of Psychology who also she leads the IOTech4D lab. The IOTech4D lab is a research group devoted to combining industrial-organizational psychology and information technology to improve work that is carried out for the purpose of global development. This includes work performed in service of the Millennium Development Goals, which focus on areas such as poverty reduction, universal education, gender equality, and environmental sustainability. Find more information on the program at NC State, click here

Portland State

Portland State University

Their department mission states that the purpose of their Applied Psychology programs is to “create understanding and solutions to enhance lives and address societal problems.” One can earn an I/O psychology degree or one in Applied Social and Community studies. Additionally, several students published this article about prosocial I/O in TIP. For more information, click here

Do you know of other graduate programs with a prosocial, CSR, or humanitarian focus? Post it in the comments below!

Book Review: Humanitarian Work Psychology and the Global Development Agenda

By Ashley Hoffman, North Carolina State University & GOHWP Chair & Drew B. Mallory, Purdue University & GOHWP Vice-Chair

As with any growing subfield, we humanitarian work psychologists are always quite excited to see any new research coming to print. Starting with the 2012 book, Humanitarian Work Psychology (Carr, MacLachlan & Furnham, eds.), and continuing with books dedicated to the intersection of I-O and vulnerable populations (Reichman, 2014) and I-O Psychology and the greater good (Olson-Buchanan, J. B., Koppes Bryan, L. L., & Thompson, L. F., Eds., 2013) the number of publications devoted to highlighting the work being conducted in the HWP realm has been rapidly proliferating. Yet, despite greater publicity and increased research and interest in the role of I-O psychologists in contributing to the greater good, the appetite for even more information and research is strong. The latest publication to add to this body of literature is a book edited by former GOHWP Chair, Ishbel McWha-Hermann, as well as former Vice-Chair Doug Maynard, and current board member Mary O’Neill Berry. My colleague, Drew B. Mallory, and I would like to use this month’s column to introduce you to the book, provide a short review of the content, and share with you an interview with the editors, who discuss their vision of both the book and the larger area of HWP.
This book, Humanitarian Work Psychology and the Global Development Agenda (2016), is among a handful of other books that have taken a step to fill the relative dearth of literature addressing HWP concerns, and does an admirable job at tackling the task at hand. The book seeks to address the way that work and organizations can impact global development, both in small- and large-scale operations. It is a collection of research studies and theoretical articles targeted to researchers and practitioners in the I/O field, and—especially—professionals involved with the United Nations Millennium Development Goals (MDGs) and their successors, the UN Sustainable Development Goals (SDGs).
HWP and the Global Development Agenda (2016) seeks to address the organizations and individuals that have contributed to the research and practice of humanitarian work psychology, and how these specific contributions have furthered both the field of I/O psychology and the United Nation’s goals related to poverty reduction, social justice, and equality. The book makes a compelling case, not only for the practical applications of research and work that has already been conducted, but also about the processes aid and development workers use during the implementation of initiatives. The final section of the book also showcases some thoughtful reflections on the state of the field, the responsibility of I/O psychology in contributing to the greater good, and how the progress in implementing the Millennium Development Goals (MDGs) will dovetail into the accomplishment of the Sustainable Development Goals (SDGs).
The introduction of the book by the editors provides an overview of the Millennium Development Goals and introduces unfamiliar readers to HWP. The book separates author contributions into thirds: articles addressing practical applications; specific processes; and reflections and projections, each related to the MDGs. As this book is a collection of research and practice from a variety of professions and interests, the contributors come from different backgrounds, including traditional I/O psychology scientists, as well as aid and development workers and practitioners. Additionally, the authors come from a variety of scholastic and professional backgrounds and represent very diverse countries and communities. The work of many important figures in HWP is represented, as is the work of many interesting and well-known organizations. The work that the IBM has done in Nigeria (Osicki), the more mainstream processes employed in corporate sustainability and the United Nations Global Compact partnerships (Cruse), and the variety of “calls to action” (e.g., Viale; Lefkowitz), in particular, are highlights of the informative and compelling vision of the state of HWP, the gaps in research and practice, and the roles that need to be created or filled moving forward. Not only do these chapters serve as a broad overview of the kinds of work that humanitarian work psychologists do, they also aim to continue the discussion surrounding I-O psychologists’ ethical responsibility to improving the lives of people both locally and globally, and to focus on such outcomes as much as or more than we have traditionally focused on improving the bottom line of the corporations in which we work. To that end, the volume concludes with a poignant piece leaving the reader feeling a renewed sense of responsibility and urgency to contribute to the MDGs and the SDGs moving forward.

This book showcases the work that has been done to this point. It also serves as a subtle reminder that we, as members of the field of psychology (and particularly the area of Humanitarian Work Psychology), have a great deal of research and work to do in order to both understand and contribute to the aid and development field.
Having sufficiently introduced you to the book concept and format, as well as its relevance and timeliness to the area of HWP, we would like to take this opportunity to have the book editors speak a little more about some of the “behind the scenes” process of compiling the book, as well as addressing some specific questions about their perceptions of the book’s strengths, purpose, and the future of HWP.
———
Hi Ishbel, Doug, and Mary! Thanks so much for contributing to this edition of the HWP TIP column. Let’s jump right in!

Ashley: I’d love to know your process for compiling the book? How did you come up with people and projects to include?
MB: Many of the authors are known to the editors since the early days of HWP; many are members of GOHWP, or closely networked with our group. We looked for broad geographical representation and a wide range of projects to include, with the intent of demonstrating the scope of HWP and the many and varied ways in which it can be of assistance in furthering the global development agenda, in particular, its application to the implementation of the MDGs, and, by extension, the SDGs.
IMH: We wanted to spread the net as wide as possible, and try to hear from people who were doing as broad a range of interesting and innovative work as possible. To do this, and ensure we reached people we might not have already known, we put together a call for proposals and circulated it to as many networks as we could find. We were really excited about the number of high quality submissions we received from around the globe. Once we had reviewed the submissions we looked for a broad geographical representation, as well as a range of projects which covered all of the MDGs in some way.

Ashley: Yes, it is evident that the projects covered are representative of the truly global nature of HWP, and the reach of the MDGs. I know Drew and I are really excited about this book and the contributions it provides. What do you all believe are the biggest strengths of the book?
IMH: The book was conceived and written at a really exciting time in the global development agenda, as the MDGs evolved into the SDGs. We felt that as the world put the development agenda under the microscope it was critical for I-O psychology and HWP to step up and highlight the contributions we have made to the MDGs and put forward our thoughts and aspirations for where this can go in the future. At the same time we recognized the opportunity for the fledgling HWP movement to shift from conceptual discussion of why I-O psychology can and should contribute to this agenda, to a practical demonstration of the excellent progress that work psychologists have already made. We hoped that providing practical case studies would help, encourage, and inspire others to undertake these kinds of projects, by showing that such work can be done and IS being done.
MB: We feel that the finished product does indeed demonstrate the breadth and depth of HWP application in a variety of types of case studies and geographical parts of the world. By making explicit the connection to MDG implementation, we think that the book serves as a blueprint or roadmap for how HWP can serve to also implement the SDGs, which define the global development agenda for the next 15 years. In addition, the book includes some “thought pieces” from leaders in the field, commenting on the progress made to date by HWP and their hopes for the future of HWP.

Drew: We absolutely saw that breadth, as well as the practical implications of the publication as we were reading. As a researcher starting out in this area myself, I’d like to hear you speak to what is missing in the HWP literature that another book could address?
DM: Using the MDGs as a framework for organizing and viewing the content of the book, it becomes clear that there is a greater focus on some areas of global development than others. This is not surprising given that the psychology of work is a more natural fit with some initiatives (e.g., eradicate extreme poverty, promote gender equality) than others. But we believe that HWP has much to contribute to all of these areas and look forward to seeing how practitioners find creative ways to apply our science across the broad spectrum of social, health, and environmental issues.
IMH: This book focused specifically on the global development agenda, because of the timing of the development goals. However, this reflects only one half of HWP work, as defined by GOHWP. Another book could provide a balanced illustration of both aspects of HWP (one being a focus on humane and decent work, the other on humanitarian aid and development work), and in addition to work in the humanitarian sector could include for example, projects that help marginalized and vulnerable workers in higher income settings. Additionally, as HWP grows in momentum we learn about more and more projects which are being done in the area, for example through AOM’s humanistic management network, and organizations like the Social Impact Research Lab. I’d like to see future work collaborating with scholars in these areas, and others, to learn across the disciplines.
MB: Yes, we would have liked to include more case studies illustrating the broader definition of HWP, namely, studies of work psychology applied in a humanitarian way, regardless of the sector or type of workplace. We look forward to covering this more completely on a future occasion!

Ashley: There is so much good work being done, and we are only beginning to scratch the surface of connecting as a global network. Are there any other projects you would have liked to highlight but didn’t have the space to include?
MB: Additional work being done on wage inequality/living wage issues, such as the GLOW initiative (Global Living Organizational Wage) – this is increasingly becoming a topic which is front and center of economic and social debate and media coverage.
IMH: To be honest, I think we packed as much into the book as we could! With 19 chapters I don’t think the publisher would have allowed us to include any more!

Drew: Anything else readers should know before beginning to peruse their copy?
MB: We encourage readers to read the initial chapter, which sets the stage and summarizes the various case studies, then to pick and choose other chapters at will; each chapter stands on its own merits, it is not necessary to read them in sequence. The reflective essays in Part lll and the final chapter we think bear reading together, as the foundation for the future direction of HWP. We hope that the book will encourage, if not inspire, readers to consider how they can practice and/or research HWP in their own careers.
——-
It was such fun speaking with Ishbel, Doug, and Mary about this new book, and get a little more insight into how it contributes to the HWP literature at large. Humanitarian Work Psychology and the Global Development Agenda is hopefully the first of a large number of books devoted to highlighting and promoting the work that professionals in the psychology field are doing to further the accomplishment of the United Nations MDGs and SDGs. As we continue to move forward in our pursuit of these global goals in tandem with the United Nations, it is imperative that we also continue to publish empirical and theoretical research that speaks to the importance and relevance of the social sciences in solving local and global issues, and improving human welfare. This book is a wonderful launching point for any psychologists, new or seasoned, to improve their understanding of the interaction of the psychological profession and the world, and how psychologists can maximize their positive impact around the globe.

Leveraging Psychology to Reduce Racial Bias

A recent paper by Ruggs and Colleagues (2016) brings attention to different paradigms of racial tension throughout the United States, especially those involving law enforcement. The article also highlights some ways I-O and Humanitarian Work Psychologists can help. Below are some key pointers from the article. Be sure to check it out!

  1. Organizations should consider diversity training to reduce explicit and implicit racial biases.
  2. Performance evaluations can be used to assess candidates likely to exhibit biases toward others.
  3. Conducting climate studies to assess how accepting employees are of bias in their work environment could ultimately facilitate a more positive workplace.
  4. Psychologists can advocate for the integration of sensitivity training for management and leaders within organizations.
  5. Psychologists can work with police departments to assess the trust community members have for police officers, and potentially develop programs to address any issues.

Where to find the article: http://my.siop.org/Publications/IOPFocalArticles

Citation: Ruggs, Hebl, Rabelo, Weaver, Kovacs, & Kem (2016). Baltimore is burning: Can I-O psychologists help extinguish the flames?. SIOP IOP Focal Articles.

New Book on HWP and the Global Development Agenda

On 26 January 2016, a Book Launch was held as part of the Library Talks Series at the United Nations Office at Geneva (UNOG), Switzerland, for the recently-published “Humanitarian Work Psychology and the Global Development Agenda: Case Studies and Interventions,” edited by Drs. Ishbel McWha-Hermann, Douglas C. Maynard, and Mary O’Neill Berry.
http://www.routledge.com/books/details/9781848723689/

Attendees were welcomed by Mr. Francesco Pisano, Chief, UNOG Library, and Introductory Remarks were delivered on behalf of Mr. Michael Moller, Under-Secretary-General, Director-General, UNOG, by Mr. David A. Chikvaidze, Chef de Cabinet.

The meeting was moderated by Ms. Telma Viale, Director, Organizational Development, SRI. Presenters were Mr. Chakib Belhassan, Senior Officer, UNOPS Europe and Central Asia Regional Office, Geneva; Dr. Lichia Yiu, President, Centre for Socio-Eco-Nomic Development (CSEND), Geneva; and Dr. Raymond Saner, Professor em. in International Relations & International Management, University of Basel, and Co-Founder of CSEND. Ms. Viale, Dr. Yiu, and Dr. Saner are all authors of chapters in the book.

The text of the Director-General’s Opening Remarks may be read here.

New Year, New Board!

The results are in. Welcome to our Executive Board members for the 2014/2015 term!

Congratulations to Ashley Hoffman, our incoming Chair, as well as our other re-elected board members – Doug Maynard (Vice-Chair), Stu Carr and Mary O’Neill Berry, and Tara Behrend.

We also welcome two new members – Peter Baguma and Laura Sywulak, as well as our new student representative, Drew Mallory.

To learn more about each of our Board Members, check out the Leadership page on the GOHWP website:

The Board has already been working hard to promote HWP, increase membership and member involvement in GOHWP, and add even more value for our current members.  With SIOP members voting the growth of corporate social responsibility as one of the Top 10 Workplace Trends for 2015, it’s looking to be a big year for GOHWP! We have a number of goals this year, including but not limited to:

  • Linking members with each other, with organizations, internships, job opportunities, and relevant research to encourage strategic partnerships
  • Expanding GOHWP’s outreach to organizations and institutions, especially in Latin America, the Middle East, and Eastern Europe
  • Developing and distributing resources like papers, teaching materials, and guides to increase knowledge-sharing and awareness of humanitarian work psychology

We look forward to a productive year!

*Interested in contributing something to the GOHWP newsletter or blog? We’d love to hear from you! Email lsywulak@gc.cuny.edu for more information.

Member Spotlight: Tom Diamante

In this installment of Member Spotlight, we feature Tom Diamante–teacher, consultant, researcher, and public servant extraordinaire. Read Tom’s interview below!

 

Q: Introduce yourself to the group.
I am in I/O psychologist with 25 years of cross-industry, cross-cultural, c-level experience.  I am formerly of Merrill Lynch, KPMG Consulting (BearingPoint) and Altria. Along with my corporate career, I managed to teach, at times full-time, and have taught for Cornell ILR corporate extension, Columbia University, Adelphi and Stony Brook University.  Often I converted consulting engagements into research and so have published for a number of peer-reviewed journals and pedigree book publishers.
My work is rooted in accelerating business transformations (that are stuck), and/or overcoming roadblocks to business-critical, initiatives.  Of course, my focus is on the cultural, organizational and leadership (people) side of activating change.  In addition, I provide individual management consultations to leaders (i.e., executive coaching) and build leadership development and succession planning programs. Earlier in my career I managed all aspects of HR (Fortune 10 environment), engaged in employment discrimination litigation consulting and developed a consulting practice advising high net worth investors. I am now the Practice Director for a global, boutique human capital consulting practice, cca, inc.
Q: How did you become interested in HWP?
I learned of HWP via Dr. Walter Reichman and Dr. Kristen Kirkland.  The former was my professor (and a mentor) during my graduate school days (and now dear friend) and the latter, I am delighted to report, I met as a result of our mutual interest in the non-profit community.  Specifically, my work, serving as Board Chair for ENACT.org, an educational innovator serving over 10,000 NYC schoolchildren in 90 schools and Dr.Kirkland’s commitment to Every Mother Counts.org
Q: What are some research and professional projects you’re currently excited about?
I am working with a team of colleagues from Stony Brook University and Universita degli Studi Gabriele D’annunzio Chieti-Pescara.   We are identifying non-financial indicators of financial success to refine an analytic model useful for evaluating investment risk.  Our european colleague accessed critical financial data from over 300 companies and conducted organizational diagnostics that will enable us to look at the value of High Performance Work Systems and decipher the elements comprising what has been termed the “black box” of human resources strategy. These elements will be regressed against financial data.
In addition, a literature review, that became a Book Chapter, attracted attention in both academic and practitioner circles and so I have a foot in both boats – helping to design/audit leadership programs and conduct follow-up (outcomes) research.
Assessment is of course, a large part of most of our work in applied psychology.  I recently completed a few years of work assessing Peacekeepers for placement in conflict-laden territories around the world.   It was terrific learning experience and while some basics were adhered to, there were a few new things I learned along the way.  I was invited to combine “the old and the new” in text and so this book recently came in print and has been well received both by academics and practitioners:
Q: What sort of collaboration or connection with HWP members might you be interested in?
As Board Chair at ENACT, we are looking to enhance our advisory board.  ENACT Team Players will be invaluable to our fund raising, friend raising and brand awareness efforts.
Q: Can you recommend an article or book?
– Baruch Lev – Intangibles – publisher Brookings, 2001
– London, M. – How to create boards, task forces.  Wiley, 2007
– National Council of Nonprofits

 

An Interview with an Eminent Psychologist, Dr. Adrian Furnham

The American Psychological Association* recently published a list of the 200 most eminent psychologists of the modern era. GOHWP member and original Global Task Force member Prof. Adrian Furnham was included in this list, as one of very few organizational scholars. We asked Prof. Furnham a few questions in the hope that some of his success will rub off on the rest of us!

Q: How did you feel upon learning of this list, and your inclusion on the list?

A: Surprised, delighted, honoured.

Q: How do you operationalize “influence”?  

A: Difficult…The extent to which your ideas shape those of others in many areas of life.

Q: Is there a piece of work, or a particular contribution, that you are especially proud of? One that you’d like others to know about?

A: Again difficult…My book on culture shock was very well received but that was 30 years ago.

Q: Looking back, can you think of a memorable event that contributed to your success?

A: My PhD supervisor gave me both confidence and wise advice. Also I recall the very true mantra “publish or perish.”

Q: Why do you think there are relatively few organizational psychologists represented on this list?

A: First, there are few of them; second, applied work is often light on theory and derivative with respect to methodology.

Q: What advice can you offer to GOHWP members about how to be influential in their work?

A: SPREAD IT ABOUT. I can never predict whether a paper will be published or quoted. Some of my best work has “disappeared” while other, rather “thin” papers have succeeded. Don’t be obsessed with journal impact factor. The top journals are conservative and often methodologically fetishistic. Do what you enjoy doing, scribble a lot 🙂

 

*Diener, E., Oishi, S., & Park, J. (2014). An incomplete list of eminent psychologists of the modern era. Archives of Scientific Psychology, 2(1), 20-31. doi:10.1037/arc0000006

Meet an Executive Board Member

Elections for the 2014-2015 executive board are coming up soon! Please take a look at the call for nominations in the forum and consider nominating yourself or a colleague. In this post, we introduce you to an outgoing board member, Kristen Kirkland. Read Kristen’s interview below!

 

How did you first become involved with GOHWP?
I learned of GOHWP through Walter Reichmann in the spring of 2012. I’d begun working as an I/O psychologist in a non-profit organization, and I was searching for colleagues doing the same. I ran across a TIP article that Walter had co-authored about his work with the UN. Walter is a former faculty member at Baruch College, CUNY, where I obtained my PhD, so we knew one another. I put it on my to-do list to email him soon. But I didn’t end up having to email him, because 2 days later, serendipitously, I ran into Walter at a wedding. He told me all about HWP, that there was a task force, that the group was planning to become a formal organization, and that I should get involved immediately in this exciting movement. And I immediately got involved. I contacted Alex Gloss and Jeff Godbout to see what I could do. They gave me all of the information about becoming a formal member of the group. I was elected to the interim executive board a few months later, and I owe it all to Walter.
What are some things you have worked on for the past year as an Exec Board member?
Most of my time in the last year has been focused on the development of a curriculum for HWP. I’ve been collaborating with my fellow GOHWP executive board member, Ashley Hoffman, and our working group of 14 GOHWP members to create a suggested syllabus and to begin to collect resources and content to support that syllabus. Our group has developed a three-phased approach to the continued development of this curriculum, and we hope to build a great database of resources for our members who are interested in teaching HWP courses in the future. I presented the progress and details of this work at ICAP in Paris earlier this summer, and we will continue to work on growing this database of resources. The syllabus and several samples of other professors’ teaching approaches is posted on the “Resources” section of the GOHWP website. Please take a look and let me know if you have any additional resources to share or if you have any questions about this work.
What do you enjoy about the position?
It is wonderful to develop relationships with the other members of the board. I’ve been “seeing” them once a month on our calls for the past 2 years, and despite our different locations around the globe, it feels like a tight-nit group. It’s fun to virtually get together, to share some of what is going on in our personal lives and then dive into the business of GOHWP. Each of the board members is inspiring and passionate about HWP, everyone has a different perspective and expertise to lend to the growth and development of this organization, and it has truly been an honor for me to have the opportunity to work with them.
What kinds of skills and experiences are most helpful for a board position?
I think the most important characteristic one needs to join this board is a passion for the humanitarian work psychology movement. Bring your passion to the table. Bring your own creative ideas about how we can further grow this field and how we can educate more and more individuals and organizations about the value that we bring. Our organization needs individuals who can help identify where the work is already being done and how to create more of it.
What advice would you give to someone who is considering a post on the board?
Just do it! The commitment is very manageable, you will work with an incredible team of individuals, you will have the opportunity to be a part of this exciting movement in a time during which there is so much momentum and enthusiasm. It is a wonderful time in this field, and you can help to shape the future of GOHWP with your leadership. Don’t miss the chance!

Member spotlight: Michelle Renard, Nelson Mandela Metropolitan U.

The latest in our series of member profiles comes from Michelle Renard, Lecturer in IOP from Nelson Mandela Metropolitan University. Read about Michelle’s research and interests below!

 

1) Introduce yourself: background, place of work, etc.

My name is Michelle Renard, and I have held the position of lecturer for the past five years, within the Department of Industrial and Organisational Psychology (IOP) at Nelson Mandela Metropolitan University in Port Elizabeth, South Africa. I teach both undergraduate and postgraduate courses in Human Resource Management Staffing, Rewards Management, Research Methodology and Career Management.

I have lived in South Africa my entire life, but I am passionate about travel and exploring cultures worldwide. This has stemmed my interest in cross-cultural psychology. While I love sharing knowledge with my students through teaching, I have a great passion for research. I completed my Masters in IOP cum laude in 2012, focusing on the way in which university students in Botswana, Namibia and South Africa cope proactively with stress. Last year, I commenced with my PhD in Commerce (IOP), which I am aiming to complete by the beginning of 2015. I have presented research findings at two international and three local conferences, and will present at another international conference in July when I present my preliminary PhD findings at the 22nd Congress of the IACCP in Reims, France.

 

2) How did you first learn about HWP?

An IOP colleague within South Africa, Dr Ines Meyer, heard about my PhD research through our Departmental newsletter that was circulated to IOP academics throughout the country. Ines sent me the link to the GOHWP website, and encouraged me to join the organisation because my PhD focuses on motivating, engaging and retaining non-profit sector employees. Reading about the GOHWP was my first introduction to the field of HWP. My interest both in this field of study and in the organisation was immediately sparked.

 

3) In what ways is HWP relevant to your work?

I am examining paid non-profit employees for my PhD, by looking at the influence of intrinsic work rewards on their levels of intrinsic motivation, work engagement and intention to quit. My rationale behind focusing on non-profit employees is based on the fact that within South Africa, the majority of non-profit employees are paid less than those working within the private sector; yet, the work that they do is arguably more meaningful in terms of making a difference to society, compared to those working in the private sector. It is my hope to show that rewarding employees through the provision of work that is psychologically meaningful, will positively influence their motivation and engagement levels, and reduce their intention to leave the non-profit sector, despite their lower salaries earned.

My research began with 15 interviews being conducted with non-profit employees in South Africa, and 10 in Belgium, in order to gain data pertaining to the factors that motivate and reward employees in this sector. From this qualitative data, I have been able to develop an Intrinsic Work Motivation scale and an Intrinsic Work Rewards scale, which will soon be tested and validated on non-profit employees in South Africa, Belgium and Australia. These are the first such measuring instruments to be developed and tested on a non-profit employee sample globally.

 

4) In which area would you be interested in forming new collaborations?

I would love to connect with other academics researching non-profit employees worldwide. Upon completion of my PhD, I am interested in further validating the Intrinsic Work Motivation and Intrinsic Work Rewards scales globally, and to make comparisons amongst non-profit employees and those working in the private sector. The constructs that these scales measure also need to be correlated with other constructs of relevance, such as psychological capital, organisational citizenship behaviour, organisational commitment, and the like. I believe that much scope for research exists once these measuring instruments have been validated; and since my area of interest is cross-cultural psychology, I am always looking to form new research partnerships worldwide.

 

5) Do you have a favorite paper or idea you want to share with the group?

I strongly believe that the work that non-profit employees do is potentially more meaningful than the work of those working in the private sector, in jobs where it is more difficult to see the impact of one’s work on society at large. My preliminary research has shown that non-profit employees both in South Africa and Belgium are motivated and rewarded strongly by tangibly seeing that their work is making a difference – regardless of the type of non-profit in which they work. I am excited to gain the empirical results from the next phase of my PhD. I invite fellow GOHWP members to connect with me on LinkedIn athttp://www.linkedin.com/in/michellerenard.