We should also aim higher : I-O psychology applied to sustainable growth and development

[Extract] Schneider and Pulakos (2022) suggest that industrial-organizational (I-O) psychology is uniquely positioned to explain organizational effectiveness and argue that an organizational focus will enhance the relevance of the field. We applaud their efforts to raise the field’s attention to a level of analysis higher than individuals and teams. Building from this idea, we consider here the potential for I-O psychology to contribute to an understanding of sustainable growth and development at the societal level. The notion of sustainable growth and development captures the interconnectedness between work, well-being, and society. It considers work productivity as a contributing factor to economic growth; decent work as a mechanism underlying quality of life for individuals and communities; and the intricate and important connections among well-being, economic vitality, and the health of the planet in both short and long terms (International Labour Organization, nd; United Nations General Assembly, 2015). Paralleling Schneider and Pulakos, we argue that I-O psychology can make important contributions that go beyond its current level of analysis

The Congregation: Sha-ar Ha Kollel, The Gate For All People

The issue I intend to explore is the growing lack of identity, of place, for this generation\u27s Jewish youth

Are Robots/AI Viewed as More of a Workforce Threat in Unequal Societies? Evidence From the Eurobarometer Survey

Although advanced technologies (i.e., artificial intelligence [AI], robots) are often discussed as drivers of societal inequality, our research examines whether people living in more unequal societies tend to view technology as a greater threat to jobs in general. Building from research that societal inequality heightens concerns about status hierarchies and future resource attainment, we anticipated that workers in more unequal societies would tend to view AI/robots as greater threats (e.g., AI/robots as job destroyers). Utilizing the Eurobarometer 87.1 data set, we found that country inequality, as operationalized via the Gini index, was positively associated with perceptions that AI/robots pose threats of general job loss. These relationships occurred when controlling for people’s perceptions of technological threat to their own personal job, technology skills and interests, and demographics. Moreover, these findings are robust across alternative operationalizations of inequality including the Human Inequality Index and people's subjective perceptions of current and future inequality in their country. These findings advance theory on inequality and suggest that the broader context - both objective and perceived - may play a role in how people view disruption associated with AI/robots at work

From speculation to substantiation : Empirically-testing societal changes in impact of fit on job satisfaction from 1989, 1998, 2006, and 2016

Against the backdrop of large-scale changes in work over the past few decades, both business leaders and academics have speculated that employees’ job satisfaction is increasingly tied to the extent to which their jobs meet their desires for meaning and other reinforcers. However, empirical evidence has not yet been brought to bear on these arguments. In order to provide insights into potential socio-temporal changes in how employees derive job satisfaction from job characteristics, we analyzed repeated large-scale population surveys in the United States to examine the impact of fit between desiring and receiving job characteristics on job satisfaction across four time points (1989, 1998, 2006, and 2016). Moderated polynomial regression analyses indicated that employees in more recent years experience greater dissatisfaction by deficiencies in intrinsically-rewarding job characteristics. We interpret these findings against broader discussions of the changing employment narrative theorized to have occurred in the United States over the past several decades

FROM ORGANIZATIONAL WELFARE TO BUSINESS SUCCESS: HIGHER PERFORMANCE IN HEALTHY ORGANIZATIONAL ENVIRONMENTS

This e-book provides insight into the link between employee health and productivity/performance, with a focus on how individuals, groups, or organizations can intervene in this relationship to improve both well-being and performance-related outcomes. Given the continuous changes that organizations and employees face, such as the aging workforce and continued economic turbulence, it is not surprising that studies are increasingly finding that employee health is related to job conditions. The papers in this e-book emphasize that organizations make a critical difference when it comes to employees' health and well-being. In turn, healthy employees help their organizations to flourish. Such findings are in line with the recent emphasis by both the International Labour Organization (ILO) and the United Nations (UN) on the importance of work for individual well-being and the importance of individual well-being for productive and sustainable economic growth (see e.g., ILO, 1985; World Health Organisation, 2007; UN, 2015). Overall, the papers report findings from a cumulative sample of nearly 19,000 workers and perspectives from 68 authors. They suggest that performance cannot be successfully achieved at the cost of health and well-being, and provide various perspectives and tools to guide future research and practice

Going beyond workplace stressors: economic crisis and perceived employability in relation to psychological distress and job dissatisfaction

The macro-economic context and crisis management are now becoming salient issues among employees. Low levels of fear about the economic situation and the belief that one is capable of obtaining new employment may enable individuals to maintain mental health and job satisfaction in austere times. The aim of the present study is to investigate the relationship of fear of the economic crisis and non-employability with job satisfaction and psychological distress, while controlling for demographics factors, stress exposures, and high conflict perceptions. This cross-sectional study was conducted in three Italian organizations comprising 679 workers with a response rate over 60%. Hierarchical regression analysis showed that, after controlling for demographics, psychological demands, lack of job control, and workplace bullying, low perceived employability and fear of the economic crisis were positively associated with psychological distress and negatively associated with job satisfaction. As an emerging topic of study, it appears that economic stress is an important construct in the nomological network for studying organizational health. The present study complements existing stress theories by suggesting that features of the external environment are relevant and important determinants of psychological distress and job dissatisfaction.info:eu-repo/semantics/acceptedVersio

The interactive effect of leader-member exchange and perceived organizational support on employee adaptive performance

Examining the role of intra-organizational social exchanges in influencing adaptive performance, the authors hypothesized that leader-member exchange (LMX) quality and organizational support have an interactive effect on employee adaptive performance. We surveyed 175 private sector workers and found that subordinate perceptions of LMX were positively related to supervisor-rated adaptive performance among workers reporting average and high but not low levels of organizational support. Results add to the LMX literature by showing that the LMX-outcome relationship may depend on context, provide support for the divergent validity of POS and LMX, and raise important questions for future social exchange research

Emerging Issues in Occupational Health Psychology

The world of work is changing dramatically due to continuous technological advancements and globalization (the so-called industry 4 [...

Too many firms ignore their abusive boss problem

Some think that abuse and employee fear and silence are recipes for success, argue Christian Kiewitz, Simon Lloyd D. Restubog, Mindy Shoss, Patrick Raymund James M. Garcia and Robert L. Tan