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Journal articles on the topic 'Organizational psychology'

To see the other types of publications on this topic, follow the link: Organizational psychology.

Author: Grafiati

Published: 4 June 2021

Last updated: 20 February 2023

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1

Banks, George C., and Ernest H. O’Boyle. "Why We Need Industrial–Organizational Psychology to Fix Industrial–Organizational Psychology." Industrial and Organizational Psychology 6, no. 3 (September 2013): 284–87. http://dx.doi.org/10.1111/iops.12050.

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2

Bucklin, Barbara R., Alicia M. Alvero, Alyce M. Dickinson, John Austin, and Austin K. Jackson. "Industrial-Organizational Psychology and Organizational Behavior Management." Journal of Organizational Behavior Management 20, no. 2 (September 15, 2000): 27–75. http://dx.doi.org/10.1300/j075v20n02_03.

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3

Geller, E. Scott. "Organizational Behavior Management and Industrial/Organizational Psychology." Journal of Organizational Behavior Management 22, no. 2 (July 17, 2003): 111–30. http://dx.doi.org/10.1300/j075v22n02_10.

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4

Hartley, Jean, and Kate MacKenzie Davey. "I. Organizational Psychology: Theory." Feminism & Psychology 7, no. 2 (May 1997): 214–23. http://dx.doi.org/10.1177/0959353597072005.

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5

Searle, Rosalind. "Alliance for Organizational Psychology." OP Matters 1, no. 28 (December 2015): 16–17. http://dx.doi.org/10.53841/bpsopm.2015.1.28.16.

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6

Castiello D'Antonio, Andrea. "Coaching psychology and positive psychology in work and organizational psychology." Psychologist-Manager Journal 21, no. 2 (May 2018): 130–50. http://dx.doi.org/10.1037/mgr0000070.

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7

Wagstaff, Christopher Robert David, David Fletcher, and Sheldon Hanton. "Positive organizational psychology in sport." International Review of Sport and Exercise Psychology 5, no. 2 (September 2012): 87–103. http://dx.doi.org/10.1080/1750984x.2011.634920.

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8

Burt, Christopher D. B., and Stuart C. Carr. "Organizational psychology and poverty reduction." Journal of Managerial Psychology 26, no. 6 (August 16, 2011): 444–52. http://dx.doi.org/10.1108/02683941111154329.

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9

Cassell, Catherine, and Sue Walsh. "II. Organizational Psychology: Research/Practice." Feminism & Psychology 7, no. 2 (May 1997): 224–30. http://dx.doi.org/10.1177/0959353597072006.

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10

van Knippenberg, Daan. "Advancing theory in organizational psychology." Organizational Psychology Review 1, no. 1 (February 2011): 3–8. http://dx.doi.org/10.1177/2041386610386427.

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11

Ashton, Michael C., and Kibeom Lee. "Personality Meets Industrial/ Organizational Psychology." Contemporary Psychology 48, no. 5 (October 2003): 663–65. http://dx.doi.org/10.1037/000930.

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12

Costanza, David P., and Jaclyn M. Jensen. "The Fifth Scenario: Identity Expansion in Organizational Psychology." Industrial and Organizational Psychology 3, no. 3 (September 2010): 281–85. http://dx.doi.org/10.1017/s175494260000242x.

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Ryan and Ford (2010) have argued that organizational psychology is at a tipping point in terms of its distinctiveness from other fields. Although the four scenarios they propose for organizational psychology's future cover a wide range of potential outcomes, we propose that there is another, more expansive, more optimistic scenario for our field: our identity needs to continue to evolve, expand, and extend itself to accommodate the evolving and expanding nature of the modern organizations we study. We suggest that the way forward for organizational psychology is to continue what we have done in the past: integrate theories from multiple disciplines, adopt multiple perspectives to the questions we face, and embrace the ambiguity inherent in the organizations we study. This additional scenario, which we term identity expansion, follows both from the history of the field and from research on professional identity. Below, we argue that both historically and theoretically such a future for our professional identity makes the most sense. Furthermore, we believe that organizational psychologists are in an excellent position to both shape and benefit from this expansion in identity.

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13

Rousseau, Denise M. "Becoming an Organizational Scholar." Annual Review of Organizational Psychology and Organizational Behavior 7, no. 1 (January 21, 2020): 1–23. http://dx.doi.org/10.1146/annurev-orgpsych-012119-045314.

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This article provides an overview of my career in industrial/organizational (I/O) psychology and organizational behavior (OB). I describe critical experiences shaping my development as a scholar, in particular, the contribution learning to think organizationally has made to my scholarship. I map my career experiences onto Boyer's scholarship framework, from an emphasis on basic and applied research, to practice and teaching.

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14

Pond III, Samuel B. "Industrial-Organizational Psychology: The Psychology of People Working Together." Eye on Psi Chi Magazine 3, no. 3 (1999): 34–37. http://dx.doi.org/10.24839/1092-0803.eye3.3.34.

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15

Ones, Deniz S., and Chockalingam Viswesvaran. "Industrial-Organizational (I/O) Psychology to Organizational Behavior Management (OBM)." Journal of Organizational Behavior Management 22, no. 2 (July 17, 2003): 41–57. http://dx.doi.org/10.1300/j075v22n02_05.

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16

Latham, Gary P. "Perspectives of a Practitioner-Scientist on Organizational Psychology/Organizational Behavior." Annual Review of Organizational Psychology and Organizational Behavior 6, no. 1 (January 21, 2019): 1–16. http://dx.doi.org/10.1146/annurev-orgpsych-012218-015323.

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In this article I comment on areas where I agree/disagree with the five previous perspectives on organizational psychology/organizational behavior (OP/OB). This is followed by a dire prediction of the future for OP doctoral programs, criticisms of the journal editorial processes and the overemphasis on deductive theory building, the value of qualitative analyses and enumerative reviews, the importance of mentors for advancing one's career, and the strengths and weaknesses of our scholarly societies. The article ends with a call for improving the balance currently in favor of scientists at the expense of practitioners.

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17

Solnet, David, Mahesh Subramony, Maria Golubovskaya, Hannah Snyder, Whitney Gray, Olga Liberman, and Rohit Verma. "Employee wellness on the frontline: an interactional psychology perspective." Journal of Service Management 31, no. 5 (May 6, 2020): 939–52. http://dx.doi.org/10.1108/josm-12-2019-0377.

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PurposeEmployee wellness is vital to creating high-quality employee–customer interactions, yet frontline service workers (FLSWs) do not typically engage in, or benefit from, wellness initiatives. This paper aims to conceptually model the interactive influences of organizational and employee factors in influencing FLSW involvement in wellness programs and provides suggestions on how service organizations can enhance wellness behaviors and outcomes.Design/methodology/approachThis paper builds upon classical and contemporary management theories to identify important gaps in knowledge about how employees and firms engage with wellness. Interactive psychology, emphasizing multidirectional interaction between person (employee) and situation (organization) wellness orientation, is introduced.FindingsThe paper develops a model that can be used to assess organizational wellness program effectiveness by emphasizing the interaction of employee and organizational wellness orientation. The model illustrates that wellness effectiveness relies equally on employee agency through an active wellness orientation matched with the organizational wellness orientation.Originality/valueThis paper questions the dominant approaches to assessing the effectiveness of workplace wellness initiatives, arguing for a more humanistic and agentic perspective rather than traditional organizationally centered fiscal measures.

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18

Northcraft, Gregory B., and John S. Carroll. "Applied Social Psychology and Organizational Settings." Administrative Science Quarterly 36, no. 1 (March 1991): 133. http://dx.doi.org/10.2307/2393435.

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19

Budworth, Marie-Hélène, and Gary P. Latham. "New directions in industrial-organizational psychology." Canadian Journal of Behavioural Science/Revue canadienne des sciences du comportement 41, no. 4 (2009): 193–94. http://dx.doi.org/10.1037/a0015585.

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20

Mayo, Margarita, Juan-Carlos Pastor, and Seymour Wapner. "Linking Organizational Behavior and Environmental Psychology." Environment and Behavior 27, no. 1 (January 1995): 73–89. http://dx.doi.org/10.1177/001391659502700106.

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21

Büssing, André, Tom Cox, Amanda Griffiths, José María Peiró, Wilmar Schaufeli, and Charles de Wolff. "Work and organizational psychology in hospitals." Work & Stress 10, no. 3 (July 1996): 193–94. http://dx.doi.org/10.1080/02678379608256799.

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22

Roberts, Brent W. "Organizational Behavior Management and Personality Psychology." Journal of Organizational Behavior Management 22, no. 2 (July 17, 2003): 59–70. http://dx.doi.org/10.1300/j075v22n02_06.

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23

Bond, Michael Harris, and Peter B. Smith. "CROSS-CULTURAL SOCIAL AND ORGANIZATIONAL PSYCHOLOGY." Annual Review of Psychology 47, no. 1 (February 1996): 205–35. http://dx.doi.org/10.1146/annurev.psych.47.1.205.

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24

Klumb, Petra, Achim Elfering, and Christiane Herre. "Ambulatory Assessment in Industrial/Organizational Psychology." European Psychologist 14, no. 2 (January 2009): 120–31. http://dx.doi.org/10.1027/1016-9040.14.2.120.

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In this review, we demonstrate the contribution of ambulatory assessment (AA) research to I/O psychology by reference to four dynamic phenomena, the investigation of which we judge to benefit most from the application of AA techniques: (a) work strain and coping with work stressors, (b) the work/nonwork interface, (c) social interactions at the workplace, and (d) job attitudes and work-related emotions. As we see it, the greatest potential of these studies lies in the analysis of how interindividual differences modulate intraindividual processes. After demonstrating the value of the method, we outline and discuss ways of tackling a number of methodological issues raised in the studies reviewed: selective participation and attrition, altered reporting behavior and reactivity, noncompliance with study instructions, low acceptance, and development of reduced scales or single-item measures. Future studies can pave the way for the broad acceptance and utilization of AA methods by contributing to the resolution of these issues.

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25

Lefkowitz, Joel. "The conundrum of industrial-organizational psychology." Industrial and Organizational Psychology 12, no. 4 (December 2019): 473–78. http://dx.doi.org/10.1017/iop.2019.114.

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26

Aycan, Zeynep. "Cross-Cultural Industrial and Organizational Psychology." Journal of Cross-Cultural Psychology 31, no. 1 (January 2000): 110–28. http://dx.doi.org/10.1177/0022022100031001009.

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27

Campbell, Wanda J. "Consideration of Consulting Psychology/Organizational Educational Principles as they relate to the practice of industrial-organizational psychology and the Society for Industrial and Organizational Psychology's Education and Training Guidelines." Consulting Psychology Journal: Practice and Research 54, no. 4 (2002): 261–74. http://dx.doi.org/10.1037/1061-4087.54.4.261.

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28

Yusof, Muhammad SuhaimiMohd, and Abd Rahim Romle. "Exploring the Elements of Organizational Inertia and Impactson Organization." International Journal of Psychosocial Rehabilitation 24, no. 03 (February 18, 2020): 1536–42. http://dx.doi.org/10.37200/ijpr/v24i3/pr200903.

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29

Wynkoop, Timothy E., and David N. Dixon. "Organizational and Political Issues in Counseling Psychology." Counseling Psychologist 22, no. 2 (April 1994): 342–56. http://dx.doi.org/10.1177/0011000094222008.

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This article examines organizational and political issues of Division 17 (the division of counseling psychology) of the American Psychological Association. The methodology was derived from the recommendations of the Organizational and Political Issues Group (OPIG) of the Third National Conference for Counseling Psychology. The activity of Division 17 governance was traced over a 9-year period (1984-1992) and then compared against the OPIG recommendations. The goal was to assess the division's compliance with these recommendations. The results were mixed.

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30

Markham, William T., Bernard M. Bass, and Pieter J. D. Drenth. "Advances in Organizational Psychology: An International Review." Contemporary Sociology 18, no. 5 (September 1989): 718. http://dx.doi.org/10.2307/2073312.

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31

Strongman, Luke. "The Magic Jacket: Recognition and Organizational Psychology." International Journal of Psychological Studies 9, no. 1 (December 14, 2016): 33. http://dx.doi.org/10.5539/ijps.v9n1p33.

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Recognition is essential in human social life. It is also critical in the workplace as one of the central communication activities that provides social cohesion, meaning and direction amongst colleagues and clients. Without expressions of recognition to others-formal and informal, high-context and low-context, social and structural, from a simple greeting to an affirmation for competent achievement, the workplace and the human behavior in it may become less than optimal and even dysfunctional. Expressions of recognition promote social cohesion. Based on a literature review and qualitative analysis, this article will provide an understanding of recognition in the workplace from a variety of viewpoints. It will explain recognition as central to the rationale of productivity, identify characteristics of its use and prevalence, discuss recognition as forms of behavioral guidance and social capital and exchange, before concluding to emphasize the role of recognition in the social and regulative functions of the modern workplace.

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32

Murry, Adam T., and Keith James. "Reconciliation and industrial–organizational psychology in Canada." Canadian Journal of Behavioural Science / Revue canadienne des sciences du comportement 53, no. 2 (April 2021): 114–24. http://dx.doi.org/10.1037/cbs0000237.

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33

Wagstaff, Christopher R. D. "Taking Stock of Organizational Psychology in Sport." Journal of Applied Sport Psychology 31, no. 1 (November 26, 2018): 1–6. http://dx.doi.org/10.1080/10413200.2018.1539785.

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34

Brammer, Lawrence, John Alcorn, Janice Birk, George Gazda, James Hurst, Teresa LaFromboise, Russell Newman, et al. "Organizational and Political Issues in Counseling Psychology." Counseling Psychologist 16, no. 3 (July 1988): 407–22. http://dx.doi.org/10.1177/0011000088163007.

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35

Deciu, Valeriu. "Impact of Compliance Programs on Organizational Psychology." Psychology 11, no. 12 (2020): 1862–75. http://dx.doi.org/10.4236/psych.2020.1112118.

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36

Boudreau, John W. "Strategic Industrial–Organizational Psychology Lies Beyond HR." Industrial and Organizational Psychology 5, no. 1 (March 2012): 86–91. http://dx.doi.org/10.1111/j.1754-9434.2011.01409.x.

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37

Howard, George S., Scott E. Maxwell, Susan M. Berra, and Mary E. Sternitzke. "Institutional research productivity in industrial/organizational psychology." Journal of Applied Psychology 70, no. 1 (1985): 233–36. http://dx.doi.org/10.1037/0021-9010.70.1.233.

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38

Wiegand, Douglas M., and E. Scott Geller. "Connecting Positive Psychology and Organizational Behavior Management." Journal of Organizational Behavior Management 24, no. 1-2 (July 29, 2005): 3–25. http://dx.doi.org/10.1300/j075v24n01_02.

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39

Stewart, Ian, Dermot Barnes-Holmes, Yvonne Barnes-Holmes, Frank W. Bond, and Steven C. Hayes. "Relational Frame Theory and Industrial/Organizational Psychology." Journal of Organizational Behavior Management 26, no. 1-2 (November 7, 2006): 55–90. http://dx.doi.org/10.1300/j075v26n01_03.

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40

Kline, Theresa J. B. "Defining the field of industrial-organizational psychology." Canadian Psychology/Psychologie canadienne 37, no. 4 (1996): 205–9. http://dx.doi.org/10.1037/0708-5591.37.4.205.

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41

Bazarov, Tahir Y. "Social Psychology of Instability within Organizational Reality." Psychology in Russia: State of Art 5, no. 1 (2012): 271. http://dx.doi.org/10.11621/pir.2012.0016.

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42

Schein, Edgar H. "Organizational Psychology Then and Now: Some Observations." Annual Review of Organizational Psychology and Organizational Behavior 2, no. 1 (April 10, 2015): 1–19. http://dx.doi.org/10.1146/annurev-orgpsych-032414-111449.

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43

Massarik, Fred. "The humanistic core of industrial/organizational psychology." Humanistic Psychologist 20, no. 2-3 (1992): 389–96. http://dx.doi.org/10.1080/08873267.1992.9986804.

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44

Rose, Kastiro. "Adopting Industrial Organizational Psychology for Eco Sustainability." Procedia Environmental Sciences 20 (2014): 533–42. http://dx.doi.org/10.1016/j.proenv.2014.03.066.

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45

Guzzo, Richard A., Alexis A. Fink, Eden King, Scott Tonidandel, and Ronald S. Landis. "Big Data Recommendations for Industrial–Organizational Psychology." Industrial and Organizational Psychology 8, no. 4 (December 2015): 491–508. http://dx.doi.org/10.1017/iop.2015.40.

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The world is awash in data. Data is being created and stored at ever-increasing rates through a variety of new methods and technologies. Data is accumulating in all sorts of accessible places. Much of that data is of great interest to industrial–organizational (I-O) psychologists, often in ways never anticipated by those who develop technologies and processes that generate and store that data. I-O psychologists also generate data in the course of research and practice in ways that, especially if joined with data originating from other sources, create giant datasets. This abundance of data—variables, measurements, observations, facts—can be used to inform a vast number of issues in research and practice. This is the new “big data” world, and beyond opportunities, this new world also presents challenges and potential hazards.

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46

Lee, Wei-Tau, Hao Zhang, and Kenneth H. Funk. "The psychology of organizational and social sustainability." Frontiers of Engineering Management 6, no. 3 (May 14, 2019): 336–50. http://dx.doi.org/10.1007/s42524-019-0029-0.

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47

Bal, P. Matthijs, and Edina Dóci. "Neoliberal ideology in work and organizational psychology." European Journal of Work and Organizational Psychology 27, no. 5 (March 7, 2018): 536–48. http://dx.doi.org/10.1080/1359432x.2018.1449108.

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48

Symon, Gillian, and Catherine Cassell. "Neglected perspectives in work and organizational psychology." Journal of Occupational and Organizational Psychology 79, no. 3 (September 2006): 307–14. http://dx.doi.org/10.1348/096317906x109676.

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49

van Knippenberg, Daan. "What is good theory in organizational psychology?" Organizational Psychology Review 2, no. 1 (February 2012): 3–5. http://dx.doi.org/10.1177/2041386611434663.

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50

Weinhardt, Justin M., and Jeffrey B. Vancouver. "Computational models and organizational psychology: Opportunities abound." Organizational Psychology Review 2, no. 4 (October 3, 2012): 267–92. http://dx.doi.org/10.1177/2041386612450455.

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