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Innovation in government succession planning: A case study 政府继任计划的创新:一个案例研究
IF 15.8 3区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2022-12-01 DOI: 10.1017/iop.2022.63
Anne F. Marrelli
Formal succession planning is rare in the federal government compared to private sector organizations because there are multiple unique challenges in government. The Federal Merit System Principles and the Prohibited Personnel Practices established in Title 5 of the U.S. Code substantially limit flexibility in employee development and promotions, both key aspects of succession planning. For example, the merit system principle, “Recruit, select, and advance on merit after fair and open competition” prohibits the common succession planning practice of senior leaders personally identifying promising employees, providing them with special opportunities for development, and then promoting them into critical positions. This approach does not allow for fair and open competition and is thus seen as providing unfair advantages to some employees.
与私营部门组织相比,联邦政府很少有正式的继任计划,因为政府面临着多种独特的挑战。《美国法典》第5条中规定的联邦功绩制度原则和禁止人员行为大大限制了员工发展和晋升的灵活性,这两个方面都是继任计划的关键方面。例如,“公平公开竞争后择优录用、择优晋升”的绩效制度原则禁止高级领导亲自物色有前途的员工,为他们提供特殊的发展机会,然后提拔他们担任关键职位的常见继任计划做法。这种做法不允许公平和公开的竞争,因此被视为给一些员工提供了不公平的优势。
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引用次数: 0
The critical role of team processes and team reflexivity in the emergence and prevention of racialized police violence 团队流程和团队反思在警察种族化暴力的出现和预防中的关键作用
IF 15.8 3区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2022-12-01 DOI: 10.1017/iop.2022.77
Mona Weiss
In this commentary, my objective is to expand the perspective presented by Dhanani et al. (2022) by highlighting a key challenge associated with law enforcement and police patrols: Police officers have to adapt to unexpected, complex, and highly dynamic contexts not just individually but also as a team. I therefore believe that it is essential to invoke theoretical perspectives that consider the so-called action team context in policing and its implications for racial bias and resulting police violence. Additionally, interventions designed to prevent racialized police violence must take into account specific team processes potentially affecting unwanted and dangerous on-the-job behavior. In the following, I first define action teams in complex environments and point to relevant team processes (i.e., communication and decision making) in this context. Second, I propose simulation-based training and team reflexivity (TR) as useful team-based interventions that target communication and team decision making, and thus may present useful evidence-based and practical tools to address and reduce racialized police violence.
在这篇评论中,我的目标是通过强调与执法和警察巡逻相关的关键挑战来扩展Dhanani等人(2022)提出的观点:警察不仅要个人适应,而且要作为一个团队适应意想不到的、复杂的、高度动态的环境。因此,我认为有必要援引理论观点,考虑警务中所谓的行动小组背景及其对种族偏见和由此产生的警察暴力的影响。此外,旨在防止种族警察暴力的干预措施必须考虑到可能影响不必要和危险的在职行为的具体团队过程。在下文中,我首先定义了复杂环境中的行动团队,并指出了在这种情况下相关的团队过程(即,沟通和决策制定)。其次,我提出基于模拟的培训和团队反身性(TR)是针对沟通和团队决策的有用的基于团队的干预措施,因此可能提供有用的基于证据和实用的工具来解决和减少种族化的警察暴力。
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引用次数: 1
Investigating the dark side of personality: A case for derailer assessment in police 调查人格的阴暗面:警察出轨者评估案例
IF 15.8 3区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2022-12-01 DOI: 10.1017/iop.2022.76
Chase A. Winterberg, P. Harms
Dhanani et al. (2022) highlight limitations with the personality measures typically used for police selection, but they overlooked aspects of personality that may be critical for police officer selection and training. As Dhanani et al. noted, law enforcement agencies rely too heavily on personality measures that are not optimized to predict behaviors critical to effective policework. For example, clinical measures target chronic, extreme disorders and have a limited ability to reflect additional problematic behaviors that occur infrequently or only under some circumstances. Further, organizational psychologists have emphasized potential legal constraints associated with assessing clinical disorders in selection (Melson-Silimon et al., 2019). Other frequently used personality assessments targeted at the normal range of behavior, such as measures based on the five factor model, may predict some components of police performance (e.g., Black, 2000; Detrick & Chibnall, 2006; Forero et al., 2009; Hogan, 1971; Hogan & Kurtines, 1975; Winterberg et al., in press) better than clinical personality measures (Varela et al., 2004), but still fall short in the prediction of behaviors and decisions in less frequent, high-threat situations. Although rarer, these situations are of greater concern when evaluating police performance and outcomes as they potentially have life-threatening consequences for both officers and civilians, and have been identified as critical instances when adverse effects on minorities are most likely to occur. However, going unmentioned in Dhanani et al. are subclinical dark personality measures, often referred to as derailers in work settings, that are specifically designed to address deficiencies in both clinical and normal-range personality measures (Guenole, 2014; Spain et al., 2014). Subclinical traits are personality tendencies that are frequently interpersonally aversive but are not necessarily dysfunctional at a level that would require clinical interventions. Rather, these tendencies represent potentially toxic strategies for dealing with frustrations and advancing one’s own agenda (Hogan et al., 2021). Consequently, derailers frequently manifest as important predictors of behavior in high-stress situations or when individuals feel little need to self-monitor their behaviors (Spain et al., 2016; Harms, 2022). Derailers are thus relevant to law enforcement work because it is characterized by regular exposure to high-stress environments, ambiguous situations requiring quick decisions, and primary and secondary trauma. Indeed, both police subject matter experts and samples of the US public agree that many subclinical traits are important for successful police performance (Winterberg et al., in press). Many applied personality researchers are familiar with the dark triad (i.e., narcissism, Machiavellianism, and psychopathy). However, measures of subclinical traits used in selection settings, such as the Hogan Development Survey (Hog
Dhanani等人(2022)强调了通常用于警察选拔的人格测量的局限性,但他们忽视了可能对警察选拔和培训至关重要的人格方面。正如Dhanani等人所指出的那样,执法机构过于依赖人格测量,而这些人格测量并未优化,无法预测对有效警务工作至关重要的行为。例如,临床措施针对的是慢性、极端障碍,反映不经常发生或仅在某些情况下发生的其他问题行为的能力有限。此外,组织心理学家强调了与评估临床选择障碍相关的潜在法律约束(Melson-Silimon et al., 2019)。其他经常使用的针对正常行为范围的人格评估,如基于五因素模型的测量,可以预测警察表现的某些组成部分(例如,Black, 2000;Detrick & Chibnall, 2006;foreo et al., 2009;霍根,1971;Hogan & Kurtines, 1975;Winterberg et al., in press)比临床人格测量(Varela et al., 2004)更好,但在预测不太频繁、高威胁情况下的行为和决策方面仍然不足。虽然这种情况比较罕见,但在评估警察的表现和结果时,这些情况更值得关注,因为它们可能对警察和平民造成危及生命的后果,并且已被确定为最可能发生对少数民族不利影响的关键情况。然而,Dhanani等人没有提到的是亚临床黑暗人格测量,通常被称为工作环境中的脱轨者,专门用于解决临床和正常范围人格测量中的缺陷(Guenole, 2014;西班牙等人,2014)。亚临床特征是人格倾向,经常是人际厌恶,但不一定是功能失调的水平,需要临床干预。相反,这些倾向代表了处理挫折和推进自己议程的潜在有毒策略(Hogan等人,2021)。因此,在高压力情况下,或者当个体觉得不需要自我监控自己的行为时,脱轨者经常表现为重要的行为预测因素(西班牙等人,2016;伤害,2022)。因此,脱轨者与执法工作相关,因为它的特点是经常暴露于高压力环境,需要快速决策的模糊情况,以及原发性和继发性创伤。事实上,警察主题专家和美国公众样本都同意,许多亚临床特征对成功的警察表现很重要(Winterberg等人,出版中)。许多应用人格研究者都熟悉黑暗三位一体(即自恋、马基雅维利主义和精神病)。然而,在选择设置中使用的亚临床特征的测量,如Hogan发展调查(Hogan & Hogan, 2009),包括更广泛的亚临床特征,这些特征与DSM-IV轴-2人格障碍密切相关,并捕捉到偏执狂、情绪爆发、不诚实的顺从和被动攻击行为的亚临床倾向。亚临床黑暗特征评估对执法人员的选择具有重要的优势。现有证据表明,脱轨倾向的基本比率相对较高
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引用次数: 1
Officer-involved domestic violence: A call for action among I-O psychologists 警察参与的家庭暴力:I-O心理学家的行动呼吁
IF 15.8 3区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2022-12-01 DOI: 10.1017/iop.2022.74
Kimberly A. French, Keaton A. Fletcher
Dhanani et al. (2022) review a compelling and sobering body of evidence regarding police-initiated violence, with a focus on racism and disparate impact on the Black community. We agree with the authors that racialized police-initiated violence is a major systemic issue that can
Dhanani等人(2022)审查了一系列关于警察发起暴力的令人信服和清醒的证据,重点关注种族主义和对黑人社区的不同影响。我们同意作者的观点,即种族化的警察引发的暴力是一个重大的系统性问题
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引用次数: 1
Moving from opposition to taking ownership of open science to make discoveries that matter 从反对走向拥有开放科学以做出重要发现
IF 15.8 3区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2022-12-01 DOI: 10.1017/iop.2022.66
Oliver Weigelt, Kimberly A. French, J. de Bloom, Carolin Dietz, Michael D. Knoll, Jana Kühnel, Laurenz L. Meier, Roman Prem, Shani Pindek, Antje Schmitt, Christine J. Syrek, F. Rink
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引用次数: 2
Defunding is refunding: Community investments, not policing, create safety 撤资就是再融资:社区投资,而不是警察,创造安全
IF 15.8 3区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2022-12-01 DOI: 10.1017/iop.2022.83
Christopher J. Waterbury, N. A. Smith
white group of laborers, while they received a low wage, were compensated in part by a sort of public and psychological wage. They were given public deference and titles of courtesy because they were white. They were admitted freely with all classes of white people to public functions, public parks
白人劳工群体虽然工资很低,但在一定程度上得到了公共和心理工资的补偿。他们因为是白人而受到公众的尊重和礼遇。他们和所有阶层的白人一起自由进入公共活动、公园
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引用次数: 1
Is open science rewarding A while hoping for B? 开放科学是在奖励A的同时希望得到B吗?
IF 15.8 3区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2022-12-01 DOI: 10.1017/iop.2022.64
Paul E. Spector
Reading Guzzo, Schneider, and Nalbantian’s (2022) paper on the unintended consequences of open science policies reminds me of the classic Steven Kerr (1995) paper “On the Folly of Rewarding A, While Hoping for B” in which he makes the point that often we fail to consider the reward systems when we attempt to influence behavior. Such is the case, it seems to me, with the open science movement. Its solution to questionable research practices is to create a system of journal policies that focuses on individual researcher behavior rather than the reward systems that produce it. It is based on an implicit assumption that open science policies prevent questionable research practices and even outright research fraud. Without reforming the reward structure, however, such an outcome is highly unlikely. There are two classes of behavior that open science approaches are designed to reduce: research fraud and questionable research practices. Both arise under a system in which career outcomes are determined by publication in a limited number of exclusive academic outlets. Many departments, particularly in business schools, require publication in a small list of elite “A” journals. Those journals have very narrow requirements that include, as Guzzo et al. note, theory and hypotheses that are confirmed by data. Failure to confirm hypotheses in a paper makes it difficult if not impossible to publish in the places that make one competitive on the academic job market, earn tenure, and reap other rewards (e.g., financial bonuses and reduced teaching loads). Researcher career rewards are based on publishing in the “right” places. Publication rewards (acceptance in top journals) are dependent on not only having theory, hypothesis, and confirmation, but also in convincing reviewers that a given submitted article makes a significant contribution. This means not only filling some perceived gap in the literature but being seen as novel in some way. Finding results that seem counterintuitive can be a good novelty strategy, but they are hard to realize without using a few research tricks. This reward structure—what it takes for career and publication success—puts researchers under tremendous pressure to survive professionally in a cut-throat and hypercompetitive environment where journal acceptance rates in top outlets are about 5%, and authors must fight reviewers over trivial issues through multiple rounds of review. Should we be surprised that so many researchers, facing the dilemma of either gaming the system or finding a different line of work, choose the questionable route? I find myself skeptical that a new set of requirements on researchers will produce a different result.
阅读Guzzo, Schneider和Nalbantian(2022)关于开放科学政策的意外后果的论文让我想起了Steven Kerr(1995)的经典论文《论奖励A的愚蠢,同时希望B》,他在文中指出,当我们试图影响行为时,我们往往没有考虑奖励系统。在我看来,这就是开放科学运动的情况。它对有问题的研究实践的解决方案是创建一个期刊政策系统,该系统关注的是研究人员的个人行为,而不是产生这种行为的奖励系统。它基于一个隐含的假设,即开放科学政策可以防止有问题的研究实践,甚至是彻头彻尾的研究欺诈。然而,如果不改革奖励结构,这样的结果是极不可能的。开放科学方法旨在减少两类行为:研究欺诈和有问题的研究实践。两者都是在一种制度下产生的,在这种制度下,职业成果是由在数量有限的独家学术机构发表的论文决定的。许多院系,尤其是商学院的院系,要求在一小部分精英“a”期刊上发表文章。正如Guzzo等人所指出的那样,这些期刊的要求非常狭窄,包括被数据证实的理论和假设。如果一篇论文的假设没有得到证实,那么它就很难(如果不是不可能的话)在学术就业市场上有竞争力,获得终身职位,并获得其他奖励(例如,经济奖金和减轻教学负担)。研究人员的职业奖励是基于在“正确”的地方发表论文。发表奖励(在顶级期刊上发表)不仅取决于理论、假设和证实,还取决于让审稿人相信所提交的文章做出了重大贡献。这不仅意味着填补了文学中的一些空白,而且在某种程度上被视为新颖。寻找看似违反直觉的结果可能是一个很好的新奇策略,但如果不使用一些研究技巧,它们很难实现。这种奖励结构——职业和出版成功所需要的——让研究人员承受着巨大的压力,要在一个残酷和竞争激烈的环境中生存下去,在这个环境中,顶级媒体的期刊接受率约为5%,作者必须在琐碎的问题上与审稿人进行多轮审查。那么多研究人员面临着要么玩弄体制,要么另辟蹊径的两难选择,我们应该感到惊讶吗?我发现自己怀疑对研究人员的一套新要求是否会产生不同的结果。
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引用次数: 1
Micro-cost analysis of single-use vs. reusable cystoscopy in a single-payer healthcare system. 单一付费医疗系统中一次性与可重复使用膀胱镜检查的微观成本分析。
3区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2022-10-01 DOI: 10.5489/cuaj.7828
Jaehoon Kim, Bruce Gao, Naeem Bhojani, Kevin C Zorn, Bilal Chughtai, Dean S Elterman

Introduction: Single-use flexible diagnostic cystoscopy has recently been developed with comparable functionality to reusable cystoscopes. Prior studies have demonstrated considerable upfront costs of reusable cystoscopy. The objective of this study was to compare costs of reusable cystoscopy to single-use cystoscopy in a single-payer, socialized healthcare system.

Methods: A retrospective micro-cost analysis of reusable cystoscopy in a combined inpatient and outpatient setting at a single institution was performed. The cost analysis was divided into capital, maintenance, reprocessing, and labor. Annual costs were averaged over two fiscal years. Costs were amortized over five- and 10-year bases as appropriate. The results were compared to theoretical costs of single-use cystoscopes.

Results: There were 3415 annual average cystoscopy cases with 171 cases per reusable cystoscope. The capital, maintenance, reprocessing, and labor costs of reusable cystoscopy were $96 000, $99 867, $247 855, and $65 317, respectively. The total annual costs per case for reusable and single-use cystoscopy were $149.06 and $245.57, respectively. The costs of reusable cystoscopy decreased with the number of procedures per year and intersected the costs of single-use cystoscopes at 1265 procedures per year. All costs were calculated in Canadian dollars ($CAD).

Conclusions: The cost-effectiveness of reusable cystoscopes is dependent on cystoscopy volume due to considerable upfront costs. Single-use cystoscopes are more cost-effective if the total number of cases performed is less than 1265 per year. Additional investigation into the cost-effectiveness of single-use cystoscopes as supplements in the outpatient setting or primary endoscopes in inpatient/emergency settings should be performed.

简介:一次性使用的柔性膀胱诊断镜最近得到开发,其功能与可重复使用的膀胱镜相当。先前的研究表明,可重复使用膀胱镜的前期成本相当高。本研究的目的是比较可重复使用膀胱镜和一次性膀胱镜在单方付费的社会化医疗系统中的成本:方法:在一家医疗机构的住院和门诊环境中,对可重复使用的膀胱镜检查进行了回顾性微观成本分析。成本分析分为资本、维护、再处理和人工。年成本为两个财政年度的平均值。根据情况,成本按 5 年和 10 年摊销。结果与一次性膀胱镜的理论成本进行了比较:结果:平均每年有 3415 个膀胱镜检查病例,每个可重复使用膀胱镜检查 171 个病例。可重复使用膀胱镜的资本、维护、再处理和人工成本分别为 96 000 美元、99 867 美元、247 855 美元和 65 317 美元。可重复使用和一次性膀胱镜检查的每例年度总成本分别为 149.06 美元和 245.57 美元。可重复使用膀胱镜的成本随着每年手术次数的增加而降低,在每年进行 1265 次手术时与一次性膀胱镜的成本相交。所有成本均以加元计算:结论:可重复使用膀胱镜的成本效益取决于膀胱镜检查量,因为前期成本相当高。如果每年进行的病例总数少于 1265 例,则一次性使用膀胱镜更具成本效益。应进一步研究一次性膀胱镜在门诊环境中作为补充或在住院/急诊环境中作为主要内镜的成本效益。
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引用次数: 0
Practitioner-oriented recommendations for advancing I-O technological research 面向从业者的推进I-O技术研究的建议
IF 15.8 3区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2022-09-01 DOI: 10.1017/iop.2022.56
Matthew J. Borneman, Amie Mansfield
As industrial-organizational (I-O) practitioners, it is common to be asked questions from both internal and external stakeholders about the latest research in workplace behaviors. Unfortunately, when these questions broach topics related to technology, there is often frustratingly little substantive research we can share. Thus, we couldn’t be more thrilled with this urgent call for timelier, more productive research on the intersection of technology and the workplace. To this end, we extend the recommendations in White et al.’s (2022) focal article by providing a practitioner-oriented perspective on the dissemination of research findings and provide three additional recommendations to help facilitate the use of this research by practitioners in organizations of all types.
作为行业组织(I-O)从业者,经常会被内部和外部利益相关者问及工作场所行为的最新研究。不幸的是,当这些问题涉及到与技术相关的话题时,我们可以分享的实质性研究往往少得令人沮丧。因此,我们对这一关于技术和工作场所交叉点的更及时、更有成效的研究的迫切呼吁感到无比兴奋。为此,我们扩展了White等人(2022)焦点文章中的建议,对研究结果的传播提供了以从业者为导向的视角,并提供了三项额外的建议,以帮助所有类型的组织中的从业者使用这项研究。
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引用次数: 0
Drawing on attributional augmenting to unlock the potential of cybervetting to combat gender discrimination in hiring 利用归因扩增来释放网络审查的潜力,以打击招聘中的性别歧视
IF 15.8 3区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2022-09-01 DOI: 10.1017/iop.2022.40
Younsung Cho, M. Mills, Angela R. Grotto
Wilcox et al. (2022) astutely addressed the influence of current cybervetting practices with respect to three main stakeholders: job candidates, hiring managers, and organizations. In light of increased awareness of gender-related biases encumbering equitable organizational decision making (e.g., Gaddis, 2015), a particularly important and timely consideration raised by Wilcox et al. was the potential for cybervetting to have a discriminatory effect on job candidates. Yet, despite this (very legitimate) concern that cybervetting may risk exacerbating such inequities, we further consider the contrary possibility that in certain contexts it may harbor some potential to mitigate them. To this end, we consider attributional augmenting as a psychological process via which cybervetting has the potential to attenuate inequitable and discriminatory hiring decisions.
Wilcox等人(2022)敏锐地解决了当前网络审查做法对三个主要利益相关者的影响:求职者、招聘经理和组织。鉴于对妨碍公平组织决策的性别相关偏见的认识不断提高(例如,Gaddis,2015),Wilcox等人提出的一个特别重要和及时的考虑是,网络审查可能会对求职者产生歧视性影响。然而,尽管有这种(非常合理的)担忧,即网络审查可能会加剧这种不平等,但我们进一步考虑了相反的可能性,即在某些情况下,它可能具有缓解这种不平等的潜力。为此,我们认为归因增强是一个心理过程,通过这个过程,网络审查有可能削弱不公平和歧视性的招聘决定。
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引用次数: 0
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Industrial and Organizational Psychology-Perspectives on Science and Practice
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