Do EAPs work? A complex answer to a simple question.

The main purpose of this paper is to stimulate debate about what effectiveness means in the context of EAPs by challenging some widespread and taken-for-granted assumptions about the benefits of counselling for individual and organizational performance. I also hope to stimulate debate by suggesting some possible costs and benefits of EAPs which it appears have not yet been systematically considered or assessed. I will argue that it is only by looking for more complex answers to the question of whether EAPs work that serious and significant progress can be made in the design and delivery of EAPs. This is not an attempt to argue that counselling does not 'work', but rather an attempt to unpack what 'work' means - particularly in relation to the wider claims of EAPs

Manifesto for the future of work and organizational psychology

This manifesto presents 10 recommendations for a sustainable future for the field of Work and Organizational Psychology. The manifesto is the result of an emerging movement around the Future of WOP (seewww.futureofwop.com), which aims to bring together WOP-scholars committed to actively contribute to building a better future for our field. Our recommendations are intended to support both individuals and collectives to become actively engaged in co-creating the future of WOP together with us. Therefore, this manifesto is openand never“finished.”It should continuously evolve, based on an ongoing debate around our professional values and behavior. This manifesto is meant, first of all, for ourselves as an academic community. Furthermore, it is also important for managers, decision makers, and other stakeholders and interested parties,such as students, governments and organizations, as we envision what the future of WOP could look like, and it is only through our collective efforts that we will be able to realize a sustainable future for all of us

Exploring Ethnicity in Organizations

Purpose – The purpose of this paper is to explore how ethnicity remains relevant to the workplaceexperience of minority ethnic graduate employees in contemporary British organizations.Design/methodology/approach – Qualitative interviews were conducted with 30 British BlackCaribbean graduate employees drawn from a range of public and private-sector organizations toexamine the ways in which they felt their ethnicity impacted on how they experienced their places ofwork. Template analysis was used to analyse the data.Findings – The paper finds that racial discrimination, social class and ethnic identity were keyelements of the way in which ethnicity was experienced by these minority ethnic graduate employees.The paper discusses the differing ways racial discrimination is experienced and conceptualized incontemporary British organizations; and highlights the ways in which social class may play a role inhow a group of (largely) working class minority ethnic graduates progress their careers in (largely)middle class organizational environments. Presented for the first time is a theory on the key facets ofthe ways ethnic identity might be experienced at work.Research limitations/implications – Further research would be required to see if the findings arereplicated with graduates from other minority ethnic groups.Practical implications – The paper provides insights into ways in which majority and minorityethnic employees may experience organizations differently.Originality/value – This paper provides some new insights into the role of ethnicity at work. It alsoattempts to address some of the issues with organizational psychological research on ethnicity atwork identified by Kenny and Briner

Fifty years of psychological contract research: what do we know and what are the main challenges

The 24th volume in this prestigious series of annual volumes, the International Review of Industrial and Organizational Psychology 2009 includes scholarly, thoroughly researched, and state–of–the–art overviews of developments across a wide range of topics in industrial and organizational psychology. An international team of highly respected contributors reviews the latest research and issues in the field with eight chapters supported by extensive bibliographies. This volume is ideal for organizational psychologists, MSc level students in organizational psychology, and researchers seeking literature on current practice in industrial and organizational psychology

Evidence-based I-O psychology: not there yet but now a little nearer?

Our focal article sought to promote discussion of evidence-based approaches to practice in industrial- organizational (I-O) psychology. It did so by describing the meanings and origins of evidence-based practice, evaluating the extent to which I-O psychology practice is currently evidence-based, and considering the role of systematic reviews in promoting evidence-based practice. The commentaries on our focal article raised many interesting and important points. In our response, we divide them into two broad categories. The first category consists of comments and objections that arise from what we believe to be misinterpretations of evidence-based practice and our focal article. The second category contains those comments that in various ways extend and elaborate the issues raised in our focal article. Although we are not there yet, we hope that these commentaries will take us a little nearer to an evidence-based approach to I-O psychology