“Project GLOW is a unique global network of research service and teaching hubs (SIOP, 2017). GLOW began in 2016, prompted by the prior work on poverty eradication by Stuart C. Carr at Massey University, Auckland, New Zealand. As pointed out in a superb summary of the project’s aims and ambit, and links to the United Nations SDGs (Scott, 2017), in 2016, half of all people classified in the world as “extremely poor” were not unemployed but working, in jobs. Dealing with “working poverty” has become a strategic objective for poverty reduction. The road to achieving this is by establishing true living sustainable wages that enable people (and organizations) to not only survive but, more importantly, to flourish and thrive. This emphasis on shared prosperity is emphasized in SDGs 9 and 10, for example.” – SIOP (2017)
Interested in joining a GOHWP Task Force?
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.
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/
Were you unable to attend SIOP 2015? Check out this recap of some of the HWP-focused sessions this year in Philadelphia!
UN Initiatives for Women: How Can I-O Help?
In early 2015, the United Nations is launching important initiatives related to women globally, including women and work. These initiatives are a revitalization of initiatives started at the defining World Conference on Women in Beijing in 1995. The field of industrial/organizational psychology has, for decades, been at the forefront of research and evidence-based practice on understanding and addressing issues related to women and work. This session provided information on these re-vitalized UN initiatives and engage an expert I/O psychology panel and the audience on how the profession of I/O psychology can help. One way is for researchers to include the gender wage gap in their research regarding a living wage. Another is keeping in mind that while many problems are global, solutions are local. Finally, panelists stressed the importance of partnering with economists in this work.
I-O for the Greater Good: Prosocial Applications of Our Expertise
This community of interest was a discussion forum for potential applications of our expertise in prosocial arenas as well as a debate about IO Psychology’s responsibility in this area. One major point of discussion was whether, as a field, we should separate prosocial applications as a sub-area of IOP or incorporate it as a basis for all that we do. While some argued that it should be developed as a specialty area for IOPs. Others believed it should be foundational to all research and practice. Another interesting point of discussion pertained to how to measure business performance in non-profits and other organizations which do not use ROI as a metric. This is a major gap in our current understanding of operational effectiveness in non for profit organizations.
Industrial Organizational Psychology and the United Nations Sustainable Development Goals
The United Nations Sustainable Development Goals (SDGs), launched in 2015, set global priorities for everything from improving working conditions and enhancing gender equality to reducing poverty. Human work-related behavior is central to meeting all of the SDGs, therefore I-O psychologists have much to contribute to these goals. As a non-governmental organization with official consultative status to the UN, SIOP prepared a list of I-O psychology topics that pertain to each goal. Attendees broke into groups to discuss specifically how their skills could contribute to the SDGs. As an IOP, you are encouraged to visit www.tinyurl.com/SIOPUN to contribute your thoughts and use this tool to contribute what you know about IOP as it pertains to the SDGs. Check out this video for more information:
Decent Work, Sustainable Development Goals, and Humanitarian Work Psychology
Promotion of locally sustainable decent work in inclusive business economies has been the focus of recent efforts by the United Nations and ILO. This symposium explored the role of I/O and HWP in promoting decent work and influencing positive psychological outcomes for the global working poor, including an examination of missing competencies for the business of inclusion, the UN Global Compact’s Local Networks Initiatives for sustainable organizational practices, a report on the recent advocacy efforts by the psychology coalition for UN for the upcoming sustainable development goals, and two South-Asian case-studies on fair-trade by humanitarian work psychologists.
Prosocial IOP and HWP Posters
There were a number for great posters this year! Lots of great research about burnout, distributive justice, and commitment. There was also some interesting work regarding employee reactions to organizational sponsored volunteer programs. Check out the full list below!
Testing the Relationship between Volunteerism and Commitment Using Organizational Surveys
Shawn Del Duco
This paper explored the relationship between volunteerism and organizational commitment. We also tested the effect of survey instrument type on organizational commitment. Results from our field study indicate that volunteerism is strongly related to organizational commitment, but survey instrument type did not impact organizational commitment after controlling for employee characteristics.
Employee Reactions to a Volunteering Program: Mediated and Moderated Effects
Hypotheses were tested to explain changes in employees’ beliefs about their company’s identity after introducing a volunteering program. Beliefs about the company’s identity were linked to feeling proud about its community involvement. Employee pride predicted their organizational identification, moderated by prosocial identity, in turn predicting several job attitudes and behaviors.
Bad Luck Reduces Perceived Psychological Distance and Increases Prosocial Behavior
Four studies explored the relationship between luck and prosocial behavior. Using archival, laboratory, and field data, we found that individuals who recall or experience bad luck are more likely to behave prosocially. This effect is mediated by reduced psychological distance. Good luck, however, did not consistently predict prosocial behavior.
Distributive Justice for Volunteers: Extrinsic Outcomes Matter
Drawing on the employee justice literature, the role of distributive justice on volunteer intention to quit was examined. The indirect relationship between distributive justice and intention to quit through satisfaction was stronger for volunteers who placed lower rather than higher importance on extrinsic outcomes.
Moderating Effects of Volunteers’ Motives on Satisfaction and Burnout
Kamila Gabka Ashley McCarthy
F. Andrew Eichler
Volunteers may not have the same motives as paid employees for working and remaining in an organization. This paper examined volunteer motives as moderators of the relationship between organizational constraints and work satisfaction, work engagement, and burnout. Results suggest motives moderate these relationships, particularly helping motives.
Influence of Individual Differences on Sustainable Behavior Commitment and Engagement
Climate change knowledge, belief in science, green-self-efficacy, commitment to environmental sustainability and self-reported sustainable behaviors were examined. Green-self-efficacy scale was developed to assess individual beliefs. A hierarchical regression indicated green self-efficacy and commitment to environmental sustainability mediate the relationship between climate change knowledge and sustainable behavior relationship.
Stepping Up or Stepping By: Bystander Intervention in Sexual Assault
This paper tested a psychological process in which command intolerance of sexual harassment/assault has direct and indirect effects on bystander intervention. Results revealed that low-conscientiousness personnel paid attention to proximal cues (i.e., their coworkers) rather than distal cues (i.e., their leaders) in determining to what extent to intervene.
Climate for Environmental Management and Environmental Management Effectiveness
Integrating organizational climate and environmental management theories, we examine climate for environmental management (CEM) and its relation to corporate environmental management effectiveness. Results suggest that CEM relates positively to environmental management effectiveness through ecological behavior at the individual level. We discuss implications and limitations.
Ecological Transcendence and Ecological Behavior
Based on 176 responses of employees from 46 organizations we find that ecological transcendence has a sigmoidal relationship with ecological behavior suggesting deficiency, goading, and lulling effects. We discuss implications for theory and practice
Volunteer Program Assessment: Lessons Learned and Opportunities from I-O Outreach
Mark Poteet Lisa Finkelstein
Jessie Olien Lisa Scherer
This session provides information about the Volunteer Program Assessment (VPA), an innovative initiative that expands I-O to nontraditional audiences. Using student consultants, the VPA provides nonprofits with information about the perceptions and concerns of its volunteer workforce. Topics will include strategic start-up issues, lessons-learned, operational concerns, and future opportunities.
On behalf of the Executive Committee of the Global Organisation for Humanitarian Work Psychology (GOHWP), welcome to our new website! Over the past several years Massey University and Dr. Stuart Carr have generously hosted our website and we thank them for all of their help. With the launching of this new website we take another exciting step forward in being able to better develop, support, and promote the field of humanitarian work psychology and its participants.
Our new website has a number of additional features including this blog – from which we will we will be making regular updates about interesting goings-on in our field. We encourage everyone to respond and engage with these posts. As throughout our entire network, please ensure that your communications are respectful and are not used for private solicitation.
In addition to the blog, we will also be launching a public forum and a private forum for our members. These forums will be a great way for our members and everyone interested in HWP to communicate and collaborate on a number of issues. More to come on this soon!
Finally, our new website also features a growing list of HWP-related resources – currently including organisations and publications related to the field. Please let us know if you think we should add something to this list – you can do so by e-mailing our Programmatic Coordinator at firstname.lastname@example.org. In the future, we plan to feature HWP-related conferences and events, and career, research, and scholastic opportunities.
We welcome and encourage your feedback on how to improve this site and your ideas about how we can best support the field of HWP and those engaged in deliberate and organised efforts to enhance human welfare! For general feedback on the site, please e-mail our Communications Coordinator at email@example.com.
Global Organisation for Humanitarian Work Psychology