|Dear GOHWP members, |
Please consider nominating yourself, or someone you know for one of the SIOP Awards outlined below.
The three awards are particularly well aligned with HWP and the work you are all doing.
1. SIOP Humanitarian Award
“This award is given for sustained, significant, and outstanding humanitarian contributions related to I-O psychology.”
2. Joel Lefkowitz Early Career Award for Humanistic I-O Psychology (*NEW* award this year)
“A fundamental objective of research and practice in I-O Psychology ought to be to assure that organizations are safe, just, healthy, challenging and fulfilling places in which to work. An appropriate award nominee will have published work that is concerned with advancing those objectives and/or protecting or enhancing worker rights or well-being.”
3. Raymond A. Katzell Award in I-O Psychology
“This award is designed to recognize a SIOP member who, in a major way, has shown to the general public the importance of work done by I-O psychology for addressing social issues, that is, research that makes a difference for people.”
There are a range of other awards too, see here for an interactive poster with more information.
If you would like support from the GOHWP board please let us know!
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 email@example.com
Hello, GOHWP members!
SIOP has a call out for nominations for their Humanitarian Award. The GOHWP Executive Board wanted to make sure our members were aware of this, because the June 30 deadline is fast approaching.
SIOP’s Humanitarian Award is designed to recognize humanitarian contributions made by individuals who practice industrial-organizational/work psychology. From the SIOP website, the award can go to individuals for any of the following, or for other humanitarian-related applications of I-O/work psychology.
- Applying the practice and science of I-O psychology towards significant and sustained humanitarian initiatives, including the development of policy.
- Promoting prosocial I-O psychology through work with international non-governmental organizations and multilateral agencies, including the development of internal capacity in these organizations.
- Notable and sustained contributions to theory and/or practice in the area of humanitarian work psychology (deliberate and organized efforts to enhance human welfare and development).
- Significant impact on the field of I-O psychology through a focus on social responsibility and reduction of human suffering through organizational actions.
- Contributing to the United Nations Sustainable Development Goals through I-O Psychology (e.g., poverty reduction, food security, health and well-being, equitable quality education, gender equality, sustainable energy, decent work, sustainable industrialization/innovation, inclusivity and justice within society, sustainable consumption/production, fighting climate change, creation of global partnerships for sustainable development).
The award does come with a cash prize, though in the spirit of the award, SIOP will instead make a donation of $1500 USD to the charity or foundation of the recipient’s choice, if the recipient so chooses.
Full details can be found on the SIOP web page, and we encourage our members to apply!
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.