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Reflection and reflexivity in I-O psychology: A graduate student’s perspective I-O心理学中的反思与反身性:一个研究生的视角
IF 15.8 3区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2023-03-01 DOI: 10.1017/iop.2022.103
Meghan Kane, Hannah A. Crandell, Boram Kim
Introduction In the focal article, Hyland (2023) writes, “my hope is that this article will spark a collective conversation about the role that reflection and reflexivity can play in our field” (pp. 5–6). As three current graduate students in an I-O psychology PhD program, we want to extend this discussion of reflection and reflexivity into a call to action for ourselves and our fellow I-O graduate students to play an active role in generating this necessary change. According to SIOP’s Income and Employment report (2020), 45% of I-O graduates pursue a career in academia, whereas 56% of I-O graduates pursue an applied career. Therefore, graduate school is the ideal time to foster the relationship between academic and applied scholars, and integrate the ideal reflection and reflexivity skills that all I-O scholars should possess in order to best address the identity crisis of I-O Psychology. In this commentary, we highlight the personal, epistemological, and disciplinary questions Hyland asks I-O psychologists to consider from the lens of a graduate student so that reflection and reflexivity occurs from the beginning of where an I-O psychologist’s career begins.
在焦点文章中,Hyland(2023)写道,“我希望这篇文章能够引发一场关于反思和反思性在我们的领域中所扮演的角色的集体对话”(第5-6页)。作为目前io心理学博士课程的三名研究生,我们希望将这种关于反思和反身性的讨论扩展为一种行动呼吁,呼吁我们自己和我们的io研究生同学在产生这种必要的变化中发挥积极作用。根据SIOP的收入和就业报告(2020年),45%的I-O毕业生在学术界从事职业,而56%的I-O毕业生从事应用型职业。因此,研究生院是培养学术学者和应用学者之间关系的理想时期,是整合所有I-O学者都应该具备的理想反思和反身性技能的理想时期,以便最好地解决I-O心理学的认同危机。在这篇评论中,我们强调了个人的、认识论的和学科的问题,海兰要求I-O心理学家从研究生的角度来考虑,这样反思和反身性就发生在I-O心理学家职业生涯开始的地方。
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引用次数: 1
From environmental niches to unique contributions: Reconsidering fit to foster inclusion across neurotypes 从环境生态位到独特贡献:重新考虑适合性以促进跨神经类型的包容
IF 15.8 3区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2023-03-01 DOI: 10.1017/iop.2022.98
Maira E. Ezerins, Timothy J. Vogus, Allison S. Gabriel, Lauren S. Simon, Charles Calderwood, Christopher C. Rosen
Much research has focused on the challenge of fit between people and organizations (Kristof, 1996). Given the prevalence of unemployment and underemployment, the challenge of both finding fit between oneself and one’s organization, and being seen as fitting in, is especially acute for neurodivergent job candidates and employees. Building on LeFevre-Levy and colleagues (2023), in the current commentary, we emphasize how despite the growing acceptance of the social model of disability and increasingly positive views of neurodivergent strengths (e.g., den Houting, 2019), research and practice need to move beyond finding niches within neurotypical systems where neurodivergent people can exist and thrive to systems that are collaboratively constructed across neurotypes. This means extending opportunities beyond well-publicized, specialized neurodiversity hiring initiatives that in total employ fewer than 1,500 globally (Bernick, 2021). Doing so requires better understanding the underpinnings of “misfit” for neurodivergent individuals and identifying what makes for the right workplace conditions to redress it. To advance this discussion, we articulate how the “double empathy problem” (Milton, 2012) and the heterogeneity of neurodivergent populations (Bury et al., 2019) requires rethinking traditional—and, most frequently, neurotypical—approaches to fit in research and practice.
许多研究都集中在人与组织之间适应的挑战上(Kristof,1996)。考虑到失业和就业不足的普遍性,对于神经分化的求职者和员工来说,既要在自己和组织之间找到合适的人选,又要被视为合适的人选的挑战尤其严峻。在LeFevre-Levy及其同事(2023)的基础上,在当前的评论中,我们强调,尽管残疾的社会模式越来越被接受,并且对神经分化力量的看法越来越积极(例如,den Houting,2019),研究和实践需要超越在神经典型系统中寻找神经分化的人可以存在和发展的利基,转向跨神经类型合作构建的系统。这意味着将机会扩展到广为宣传的、专门的神经多样性招聘计划之外,这些计划在全球总共雇佣了不到1500人(Bernick,2021)。要做到这一点,需要更好地理解神经分化个体“不适应”的基础,并确定是什么造就了正确的工作条件来纠正它。为了推进这一讨论,我们阐明了“双重同理心问题”(Milton,2012)和神经分化人群的异质性(Bury et al.,2019)需要重新思考传统的——以及,最常见的是神经典型——适合研究和实践的方法。
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引用次数: 1
IOP volume 16 issue 1 Cover and Front matter IOP第16卷第1期封面和封面问题
IF 15.8 3区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2023-03-01 DOI: 10.1017/iop.2023.21
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引用次数: 0
Examining personality testing in selection for neurodiverse individuals 检验人格测试在神经多样性个体选择中的作用
IF 15.8 3区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2023-03-01 DOI: 10.1017/iop.2022.102
Lauren J. Wegmeyer, Andrew B. Speer
Examining personality testing
检查人格测试
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引用次数: 0
Neurodiversity and talent measurement: Revisiting the basics 神经多样性和天赋测量:重新审视基础
IF 15.8 3区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2023-03-01 DOI: 10.1017/iop.2022.96
Jeremiah T. McMillan, Benjamin S Listyg, Jeh Cooper
LeFevre-Levy et al. (2023) lay out a compelling argument in support of furthering research for navigating neurodiversity in organizational settings. We contend that one notable gap in this area is the development of evidenced-based practices for the effective identification, measurement, and use of job-relevant psychological constructs for staffing decisions. This gap is significant considering organizations currently bemoan a talent shortage or “ talent war
LeFevre-Levy等人(2023)提出了一个令人信服的论点,支持进一步研究在组织环境中导航神经多样性。我们认为,这一领域的一个显著差距是基于证据的实践的发展,这些实践是为了有效地识别、测量和使用与工作相关的心理结构来进行人员配置决策。考虑到企业目前正在哀叹人才短缺或“人才战争”,这一差距是显著的
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引用次数: 0
How can work from home support neurodiversity and inclusion? 在家工作如何支持神经多样性和包容性?
IF 15.8 3区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2023-03-01 DOI: 10.1017/iop.2022.93
Hanna Kalmanovich-Cohen, Steven J. Stanton
be a potential pathway forward that confers a
是一条潜在的前进道路,赋予
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引用次数: 1
The importance of reflective practices for decision makers: A possible part of the solution for helping the field 反思性做法对决策者的重要性:帮助实地的解决方案的一个可能部分
IF 15.8 3区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2023-03-01 DOI: 10.1017/iop.2022.107
Andres Käosaar, K. Szabó, Alexandra Kandah, Wei-Cheng Chang
This commentary expands on the focal article ’ s (Hyland, 2023) notion about the importance of reflective and reflexive practice in the field of industrial-organizational (I-O) psychology. Hyland states that reflective practices could be beneficial to everyone, bringing out that it could have benefits across all types of stakeholders in the field of I-O. Nevertheless, with the aim of developing the field, we feel that there is a specific group of I-O professionals that should be targeted first, rather than simultaneously getting everyone on board with reflective and reflexive practices. We argue that reflective practices within the field will be most effective when exhibited by stakeholders with decision-making rights and responsibilities. Although we agree that teaching reflective practices as part of official education would improve the professional (and personal) capacities of I-O psychologists and thus further develop the field, a focus on junior I-Os seems to omit key decision makers (e.g., executives, journal editors, and those in similar leadership positions) who actively shape the field now. We introduce the importance of reflectivity across generations of I-O professionals and discuss the benefits of extending the emphasis of reflective practices to key stakeholders, decision makers, and practitioners in addition to trainees.
本评论扩展了焦点文章(Hyland, 2023)关于反思和反思性实践在工业组织(I-O)心理学领域的重要性的概念。Hyland指出,反思实践可能对每个人都有益,并指出它可能对I-O领域的所有类型的利益相关者都有好处。然而,为了发展这一领域,我们认为应该首先针对特定的I-O专业人员群体,而不是同时让每个人都参与反思和反身性实践。我们认为,当具有决策权和责任的利益相关者展示时,该领域内的反思实践将是最有效的。虽然我们同意将反思实践作为官方教育的一部分将提高I-O心理学家的专业(和个人)能力,从而进一步发展这一领域,但对初级I-O的关注似乎忽略了目前积极塑造这一领域的关键决策者(例如,高管、期刊编辑和那些处于类似领导地位的人)。我们介绍了反思性在几代I-O专业人士中的重要性,并讨论了将反思性实践的重点扩展到关键利益相关者、决策者和从业者以及受训人员的好处。
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引用次数: 1
Conceptualizing neurodiversity as individual differences in self-regulation 将神经多样性概念化为自我调节的个体差异
IF 15.8 3区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2023-03-01 DOI: 10.1017/iop.2022.109
E. Richard
A core assumption of the neurodiversity movement is that neurological differences such as autism, ADHD, and dyslexia stem from naturally occurring variability in the brain and thought processes, rather than disease. This idea is quite in line with I-O psychology’s tendency to conceptualize individual differences as continuous and multidimensional. Although comparing the experiences of neurominority groups with those of other marginalized groups will undoubtedly prove informative in guiding diversity and inclusion efforts, there is also much to be gained by conceptualizing neurodiversity through an individual difference lens. In this commentary in response to LeFevre-Levy et al. (2023), I give examples of existing bodies of knowledge on work motivation and associated individual differences in self-regulation that show conceptual overlap with descriptions of neurodiversity. I then point to advantages of conceptualizing neurodiversity as a set of continuous individual differences as opposed to a limited number of discrete, diagnosis-based categories. Theory and research on self-regulation highlight the internal processes involved in managing one’s own attention, emotion, and volitional behavior—processes directly affected by neurodiversity. Further, research on work motivation has long recognized between-person differences in selfregulation and explored the interaction of these person-level variables with the situation or job context. Thus, the plethora of individual differences examined in the work motivation literature hold direct relevance to the work-related strengths and weaknesses attributed to different neurominority groups. Consider, for example, the following descriptions of one employee’s challenges with self-regulation:
神经多样性运动的一个核心假设是,自闭症、多动症和阅读障碍等神经差异源于大脑和思维过程中自然发生的变异,而不是疾病。这一观点非常符合I-O心理学将个体差异概念化为连续和多维的倾向。尽管将神经脆弱性群体的经历与其他边缘化群体的经历进行比较无疑将为指导多样性和包容性努力提供信息,但通过个体差异视角对神经多样性进行概念化也会有很多收获。在这篇回应LeFevre-Levy等人的评论中。(2023),我举了关于工作动机的现有知识体系和相关的自我调节个体差异的例子,这些知识与神经多样性的描述在概念上重叠。然后,我指出了将神经多样性概念化为一组连续的个体差异的优势,而不是有限数量的离散的、基于诊断的类别。自我调节的理论和研究强调了管理自己的注意力、情绪和意志行为的内部过程——这些过程直接受到神经多样性的影响。此外,对工作动机的研究长期以来一直认识到人与人之间在自我调节方面的差异,并探索了这些人层面的变量与情境或工作环境的相互作用。因此,在工作动机文献中研究的大量个体差异与不同神经性群体的工作优势和劣势直接相关。例如,考虑以下对一名员工自我监管挑战的描述:
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引用次数: 0
Reflection in I-O psychology: Herding sheep I-O心理学的反思:放羊
IF 15.8 3区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2023-03-01 DOI: 10.1017/iop.2022.92
B. Kennedy, Benita Stiles-Smith, S. Koreshi
Modelling a process of reflection and reflexivity, Hyland (2023) has demonstrated a means by which I-O psychology can better produce innovative solutions for complex, multicausal, adaptive problems. Reflection and reflexivity call for identification of biases, assumptions, evaluation of Outcome, and adjustment of action. We agree that philosophy of science provides a systematic framework and that the challenge to consider what future we envision is timely. Nearly 50 years ago, Kerr ’ s (1975) now classic article pointed out the folly of rewarding A while hoping for B. If, as a discipline and profession, we are to realize the potential of I-O psychology to address complex human issues then perhaps this is the time to do something other than more of A. We agree that reflection and reflexivity are fit for that purpose and need to be embedded in curricula. As edu-cators and practitioners, our experience is that it not only can be incorporated into academic and professional preparation, but that doing so pays dividends. A common theme in the literature on critical reflection and reflexivity is uncovering assumptions: both those upon which we act but of which we are unaware and assumptions to which we subscribe but have not critically examined and simply accepted as some “ given
Hyland(2023)对反思和反思性过程进行了建模,展示了一种方法,通过这种方法,I-O心理学可以更好地为复杂的、多因果的、适应性问题提供创新的解决方案。反思和反身性要求识别偏见、假设、评估结果和调整行动。我们一致认为,科学哲学提供了一个系统的框架,而思考我们设想的未来的挑战是及时的。大约50年前,Kerr(1975)的经典文章指出,在奖励A的同时希望得到b是愚蠢的。如果作为一门学科和专业,我们要意识到I-O心理学在解决复杂的人类问题方面的潜力,那么也许现在是时候做一些其他的事情了。我们同意反思和反思性适合这一目的,需要嵌入课程中。作为教育者和实践者,我们的经验是,它不仅可以被纳入学术和专业准备,而且这样做是有回报的。在批判性反思和反身性的文献中,一个共同的主题是揭示假设:既包括那些我们采取行动但我们不知道的假设,也包括那些我们赞同但没有经过批判性检验和简单接受的假设
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引用次数: 0
Contextualizing cases for neuroatypical inclusion in the workplace 工作场所神经非典型包容的背景案例
IF 15.8 3区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2023-03-01 DOI: 10.1017/iop.2022.108
Annika L. Benson, Kelsie Colley, Joshua J. Prasad, Colin M. G. Willis, Tracy E. Powell-Rudy
We believe that readers of the focal article by LeFevre-Levy et al. (2023) would benefit from aligning neurodiversity in the workplace and broader arguments for pursuing and researching organizational diversity in industrial-organizational (I-O) psychology. Often referred to as the “case for workplace diversity,” practitioners and scholars have offered various arguments in its defense. In this commentary, we adopt the labels from van Dijk et al. (2012) of (a) the business case, (b) the equality case, and (c) the values and virtues case to discuss the approaches for arguing why organizational diversity ought to be pursued. We briefly summarize each case and its consequences. The goal of this commentary is to connect the key points made by LeFevre-Levy et al. to each argument, clarify the values being promoted, and identify who may (and importantly may not) stand to benefit. We encourage the field to consider the implications of oversimplifying claims about neuroatypical individuals and their impact in organizations. In doing so, we hope to further contextualize the important points made by LeFevre-Levy et al.
我们相信,LeFevre-Levy等人(2023)的重点文章的读者将受益于将工作场所的神经多样性和更广泛的论据结合起来,在工业组织(I-O)心理学中追求和研究组织多样性。这通常被称为“工作场所多样性的案例”,从业者和学者们提出了各种各样的论点来为它辩护。在这篇评论中,我们采用van Dijk等人(2012)的标签(a)商业案例,(b)平等案例,(c)价值观和美德案例来讨论争论为什么应该追求组织多样性的方法。我们简要总结每个案例及其后果。这篇评论的目的是将LeFevre-Levy等人提出的关键点与每个论点联系起来,澄清正在推广的价值观,并确定谁可能(重要的是谁可能不会)受益。我们鼓励该领域考虑过度简化关于神经非典型个体及其在组织中的影响的主张的含义。在此过程中,我们希望进一步将LeFevre-Levy等人提出的重要观点置于背景中。
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引用次数: 1
期刊
Industrial and Organizational Psychology-Perspectives on Science and Practice
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