Introduction: What's What in Industrial/Organizational Psychology.

Career and personality development in the context of organizational dynamics, development, and change are discussed, and the search for the individual's quality of life, as well as quality of work life, is emphasized in this section on industrial organizational (I/O) psychology. The five articles augment the special issue of Professional Psychology, "Industrial/Organizational Psychology: 1980 Overview" (Meltzer & Stagner, 1980), and we hope that the contributions will be helpful in reviewing the rapidly growing I/O field; projecting goals for I/O psychology; and in accord with the current trend, linking the quality of work life with the quality of life. The task of organizing this section was not without difficulty. Because the entire June 1980 issue of Professional Psychology was devoted to providing "snapshots" of a changing field, the present section of this issue had to cover omissions and changes in directions, integrate the field as a whole, or become a vehicle for propagating a particular cause. The last purpose was manifestly avoided. Contributions were sought that provided an integrated overview or covered omissions and changes in direction. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

4. Organizational Development and Change.

Introduces the articles in this section, which focus on the issue of power. The authors in this section address such issues as the analysis of the industrial power structure and its relevance for organizational development interventions, approaches to organizational interventions, the sociotechnical framework for organizational change, and the blind spots industrial/organizational psychologists might have about power and about the distribution of rewards in their efforts at organizational restructuring. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A Meta-Analysis of the Relationship Between Organizational Citizenship Behavior and Counterproductive Work Behavior.

Job performance is increasingly being seen to encompass constructs such as organizational citizenship behavior (OCB) and counterproductive work behavior (CWB). To clarify the OCB-CWB relationship, a meta-analysis was conducted. Results indicate a modest negative relationship (p=-0.32). The relationship strength did not increase appreciably when the target of the behavior (the organization vs. other employees) was the same. Moreover, OCB and CWB exhibited somewhat distinct patterns of relationships with antecedents. The OCB-CWB relationship was moderated by the source of the ratings, the presence of antithetical items, and the type of response options. An employee-centric perspective is proposed whereby both OCB and CWB are perceived as adaptive behavior. Implications for organizations are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Industrial/Organizational Psychology in Poland.

The author discusses his impressions of industrial psychology in Poland. The purpose of the article is to inform others who have stereotyped notions of the psychology situation in Poland and invite them to change their stereotypes into knowledge and discover facts about industrial and organizational psychology there. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Organizational Citizenship Behavior in Work Groups: A Group Norms Approach.

Although the relationship between unit-level organizational citizenship behavior (OCB) and unit outcomes has been well established in recent years, the conceptual development of OCB at the unit level of analysis has not been adequately addressed. In an effort to fill this conceptual gap and to spur future research, the authors apply the literature on group norms to the concept of OCB. The resulting framework suggests a cyclical relationship between individual- and group-level processes and ultimately offers an explanation for how OCB norms are established and maintained in work groups. The authors demonstrate how this framework incorporates past research on the relationship between unit-level OCB and unit outcomes and how it extends previous research by suggesting multiple directions for future efforts related to unit-level OCB. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Review of Psychology of industrial relations.

Reviews the book, "Psychology of industrial relations," by C. H. Lawshe (see record 1954-03380-000). In the reviewer's opinion, the authors have done a creditable job in presenting a large body of facts and principles, backed up with sufficient references to research literature. However, certain areas to which psychologists have devoted considerable thinking and research are inexplicably omitted or merely mentioned in passing, viz., industrial safety, democracy in management, executive development, employee rating methods, characteristics of the learning curve, transfer of training. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

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.

This article is written on behalf of the Society for Industrial and Organizational Psychology (SIOP) to present its reactions to the "Principles for Education and Training at the Doctoral and Postdoctoral Level in Consulting Psychology/Organizational" (R. L. Lowman et al, Education and Training Committee, see record 2003-04049-003). An overview of the history and practice of industrial-organizational psychology is provided. The Consulting Principles are then compared with SIOP Education and Training Guidelines (SIOP Guidelines, 1985 and 1999), and recommendations are made for enhancements to the Consulting Principles. The primary recommendation is for the addition of a second tier of competencies focusing on the knowledge, skill, and abilities that underlie the types of work described in the Individual-, Group-, and Organizational-Level Competencies. As an alternative, the Consulting Principles could focus on consulting skills and refer to the appropriate APA divisions regarding specialty areas. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Toward an Understanding of the Relationships Among Organizational Change, Individual Differences, and Changes in Person-Environment Fit: A Cross-Level Study.

Organizational behavior literature has not typically viewed person-environment (P-E) fit as an outcome of change. Whereas the study of antecedents to employees' fit with their work environment has largely been restricted to the selection and socialization of newcomers, this study examines individuals' perceptions of changes in P-E fit in relation to organizational changes occurring in 34 different organizational work units. Results suggest that the relationships between organizational change and perceived changes in fit are best understood as interactions between the characteristics of the change process, the extent of change, and individual differences. Both age and mastery orientation related to perceived changes in P-E fit through interactions with aspects of the change process. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

1. Contemporary Personnel Psychology.

Introduces the upcoming articles in the first section of the journal, which will in part address the response of industrial/organizational psychologists to the new social issues raised by the Equal Employment Opportunity Commission (EEOC) guidelines and the demands for fair treatment by female applicants and various minorities. The editors highlight the core arguments put forth by each of the contributing authors' articles. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Epilogue.

Discusses the state of industrial/organizational psychology, particularly focusing on the interface between pure and applied psychology. For example, the editors argue that the basic theoretical understanding of human motivation has been advanced more by industrial psychologists than by laboratory studies. They seek to assert the unity of the science and the profession and the desirability of including training for both pure and applied aspects in graduate programs. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Organizational conditions and behavior in 234 industrial manufacturing organizations.

Attempts to explore some of the interrelationships among 84 variables pertaining to company and formal organization characteristics, management attributes, incentive conditions, worker characteristics, personnel performance, and organizational functions in a sample of 234 manufacturing firms. The data were obtained by an 84-item multiple-choice questionnaire sent to a representative sample of 2938 manufacturing firms located throughout the U.S. The correlations among the 84 variables were factor analyzed and the factors rotated to a simple structure. 14 dimensions of organizational attributes and behavior were isolated and interpreted. Among the significant findings was the relatively high independence of organizational attributes and behavior as evidenced by their being defined by separate sets of factors. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Understanding and predicting work performance in the Canadian military.

Six empirical studies involving the application of industrial-organizational psychology in the Canadian Forces (CF) are summarized and critiqued within the framework of the performance model provided by J. P. Campbell (1990) and his associates (Campbell et al, 1993). In their model, performance is multidimensional, consisting mainly of task performance, contextual performance, counterproductive behaviour and adaptability. It is concluded that a fuller appreciation of the multidimensionality of performance is critical if the CF wishes to improve personnel staffing decisions and organizational culture. In particular, it is recommended that the CF give greater attention to post-training performance criteria, contextual (non task-specific) performance, adaptability and counterproductive behaviour. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

La recherche en psychologie industrielle et organisationnelle dans les forces Canadiennes.

This special issue discusses various topics in industrial and organizational psychology. The focus is on the military, soldiers and applied psychology. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

2. The Individual in the Work Environment.

Introduces the upcoming articles in the next section, in which the authors attempt to bring together some important ideas regarding the functioning of the individual in his or her work environment. The topics include trends in worker motivation, emotion, and attitude in job behavior; employee socialization; job boredom; the aging worker; and work redesign. These articles offer alternatives to much of the technological impersonality that exists within industrial organizational psychology. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Creativity Through Applying Ideas From Fields Other Than One's Own: Transferring Knowledge From Social Psychology to Industrial/Organizational Psychology.

Subfields of psychology can be arguably characterized as islands of unconnected knowledge. The underlying theme of this paper is that these subfields have much to gain by looking at and studying each other's respective literature. This paper explains how the field of industrial/organizational (I/O) psychology has benefited from theory and research in social psychology, and suggests ways it can benefit even more so. Specifically, moral development, the group-serving bias, as well as inducing feelings of hypocrisy so as to foster subsequent behaviour change are discussed. Their potential for leading to further insight into existing problems, refining existing theories, and for raising new questions in I/O psychology is described. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Organizational crisis management: Overview and opportunities.

The field of modern organizational crisis management emerged largely in response to the 1982 cyanide tampering of Tylenol capsules (Mitroff, 2001). Since that time, a substantial body of scholarly research and practical wisdom has developed. Despite the use of psychological research by crisis management scholars, organizational crisis management has received substantially less attention within psychology itself. This article provides an overview of the field and highlights current frameworks for understanding the stages of organizational crisis/response. It extends previous theory by applying the "levels of prevention" framework often used in community and health psychology and by offering a new assessment tool based on the "4 factor" (4 P) framework used in clinical assessment. Areas for psychological consultation and research are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

New directions in industrial-organizational psychology.

This article introduces our motivation for producing a special section on new areas of research for I-O psychology. We briefly review presentations that sparked conversations around how I-O psychology could be applied to new contexts or related disciplines. We then introduce the articles that appear in this special section. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Psychological Contract and Organizational Citizenship Behavior in China: Investigating Generalizability and Instrumentality.

This study examined the generalizability of psychological contract forms observed in the West (D. M. Rousseau, 2000) to China. Using 2 independent samples, results confirmed the generalizability of 3 psychological contract forms: transactional, relational, and balanced. This study also examined the nature of relationships of psychological contracts with organizational citizenship behavior (OCB). In particular, this study explored the role of instrumentality as a mediating psychological process. The authors found evidence that instrumentality mediates the relationship of relational and balanced forms with OCB; however, the transactional contract form is directly related to OCB. The authors discuss the implications of these results for the meaning of psychological contracts and OCB in China and raise issues for future research. (PsycINFO Database Record (c) 2010 APA, all rights reserved)