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Most cited

This page lists all time most cited articles for this title. Please use the publication date filters on the left if you would like to restrict this list to recently published content, for example to articles published in the last three years. The number of times each article was cited is displayed to the right of its title and can be clicked to access a list of all titles this article has been cited by.

Contents

Page 56 of 63

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  • Minimizing the POSH Bias Through Education: Necessity of the “How-To” Component

  • Justina M. Oliveira
  • Published online by Cambridge University Press:
    30 August 2017, pp. 392-395

  • Gloss, Carr, Reichman, Abdul-Nasiru, and Oestereich (2017) neglected the “how-to” component of their proposal for increasing humanitarian efforts in the field of industrial and organizational (I-O) psychology. Implementing change at an earlier point in the education process, through social justice awareness and applied service learning, is likely to lead to a more robust and fruitful shift away from a POSH bias compared to an attempt at persuading those currently in the field to adopt this change after their training (although I would never argue that the latter is utterly irrelevant). I hold an unwavering conviction that a natural route toward change would be to ensure that I-O psychology educators are explicitly focusing on the humanitarian workplace movement within our courses and that I-O professionals in organizations aid this cause by encouraging a humanitarian perspective as they train their newly hired, fresh-faced I-O graduates. The purposeful threading of humanitarian goals into I-O psychology education, in large part through service learning or civic education, is the key to our effectiveness. Without such a focus in the beginning stratum of I-O psychologists’ training, our other well-intentioned attempts at shifting the field's focus toward humanitarian concerns may be in vain. Below, I offer suggestions to reach this goal.

  • Cited by 1

  • Validity Generalization as a Continuum

  • Ernest H. O'Boyle
  • Published online by Cambridge University Press:
    30 August 2017, pp. 485-488

  • Tett, Hundley, and Christiansen (2017) make a compelling case against meta-analyses that focus on mean effect sizes (e.g., rxy and ρ) while largely disregarding the precision of the estimate and true score variance. This is a reasonable point, but meta-analyses that myopically focus on mean effects at the expense of variance are not examples of validity generalization (VG)—they are examples of bad meta-analyses. VG and situational specificity (SS) fall along a continuum, and claims about generalization are confined to the research question and the type of generalization one is seeking (e.g., directional generalization, magnitude generalization). What Tett et al. (2017) successfully debunk is an extreme position along the generalization continuum significantly beyond the tenets of VG that few, if any, in the research community hold. The position they argue against is essentially a fixed-effects assumption, which runs counter to VG. Describing VG in this way is akin to describing SS as a position that completely ignores sampling error and treats every between-sample difference in effect size as true score variance. Both are strawmen that were knocked down decades ago (Schmidt et al., 1985). There is great value in debating whether a researcher should or can argue for generalization, but this debate must start with (a) an accurate portrayal of VG, (b) a discussion of different forms of generalization, and (c) the costs of trying to establish universal thresholds for VG.

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  • Casting a Wider Net: Recommendations for the Study of Broad Discrimination Experiences

  • Dana L. Joseph, Gregory J. Rousis
  • Published online by Cambridge University Press:
    07 January 2015, pp. 88-92

  • In the end, antiblack, antifemale, and all forms of discrimination are equivalent to the same thing—antihumanism.

    –Shirley Chisholm (The first African American woman elected to Congress)

    Ruggs et al. (2013) have provided an indispensable wake-up call to the organizational sciences as they argue that the field's previous research on employee discrimination experiences has failed to capture the full spectrum of discriminatory behaviors in the workplace. They posit that industrial and organizational psychologists have “gone fishing” in the field of discrimination research, a reference to our scholarly ignorance of the discrimination experienced by seven groups of marginalized employees (i.e., non-Black racial minorities, LGBT individuals, older workers, disabled individuals, overweight employees, religious minorities, and workers at risk of marital status discrimination). In doing so, Ruggs et al. have taken what we believe is a critical first step in advancing the field by assembling a discussion of (arguably) all discrimination experiences into a consolidated treatise on discrimination research.

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  • Seek and Ye Shall Find

  • Charles E. Lance, Duncan J. R. Jackson
  • Published online by Cambridge University Press:
    02 October 2015, pp. 452-463

  • Being familiar with their earlier work investigating the factor structures of the Armed Services Vocational Aptitude Battery and the Air Force Officer Qualifying Test, we read with interest Ree, Carretta, and Teachout's (2015) proposal to extend the idea of a dominant general factor (DGF) beyond the realm of cognitive abilities to other areas of research and practice in industrial–organizational (I-O) psychology. We found their ideas intriguing and their arguments compelling, but we stumbled on a reference to an article of one of the present authors (Lance, Teachout, & Donnelly, 1992) and Ree et al.’s claim that Lance et al. (1992) had found a DGF that accounted for 59% of the variance in job performance ratings in a military job. They did not. Rather, Lance et al. reported a hierarchical confirmatory factor analysis (CFA) model that explained parsimoniously the correlations among 15 job performance first-order factors in terms of four Job Proficiency and four other Measurement Source second-order factors. We reasoned that Ree et al. must have conducted some secondary analysis on the results presented by Lance et al., and indeed we replicated their claim by finding that the first unrotated principal component accounted for 59% of the variance in correlations among the four Proficiency second-order factors reported in Lance et al.’s Table 6.

  • Cited by 1

  • Identified Employee Surveys: Where Do We Go From Here?

  • Charles A. Scherbaum, Lise M. Saari
  • Published online by Cambridge University Press:
    07 January 2015, pp. 487-493

  • The goal of our focal article was to open up a discussion within our profession on a new trend called identified surveys. We feel that we have achieved this goal with the varied and interesting commentaries. At the same time, we do not feel discussion is enough. We as a profession need to better understand the implications and use of identified surveys. We have an obligation to inform others and to have a point of view on how they should be used, taking into account not just an organizational perspective but the point of view of employees as well.

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  • What's in a Name? Just the Essence of One's Professional Identity

  • Jonathan Pinto, Patrick Stacey
  • Published online by Cambridge University Press:
    07 January 2015, pp. 277-280

  • We address the issue of organizational psychology and the tipping point of professional identity by framing our comments around the recent failed attempt to change the name from the current Society for Industrial and Organizational Psychology (SIOP). From the discussions on the SIOP Web site, it is clear that the professional identity and name change issues are intertwined. By applying an identity lens to the recent name change process, we develop a fifth identity scenario, identity refinement. Furthermore, we propose that because the name change is a vital aspect of the identity crystallization, rather than being merely a matter to be voted on, it should be framed as a major change initiative, and adopting a structuration theory approach (Giddens, 1984; Hotho, 2008) in this regard would be most beneficial.

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  • Integrating Trustworthiness for a More Nuanced Understanding of Nepotism and Cronyism

  • David K. Palmer, Michelle M. Fleig-Palmer
  • Published online by Cambridge University Press:
    21 April 2015, pp. 22-27

  • Jones and Stout (2015) have recommended that industrial and organizational (I-O) researchers and practitioners take a more nuanced perspective with respect to nepotism and cronyism—recast as social connection preference (SCP)—when relevant I-O decisions (e.g., hiring) are made on the basis of kin or affiliation considerations. Jones and Stout's (2015) arguments have challenged the reflexive view that SCP is always negative and thus the prudent approach is to restrict and, if possible, prohibit it. They call for further research to flesh out our understanding of SCP in organizations, and we suggest that one way to do that is to explicitly incorporate trust theory, that is, the components of trustworthiness, which represent antecedents of trust.

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Page 56 of 63