Hostname: page-component-586b7cd67f-dlnhk Total loading time: 0 Render date: 2024-11-23T01:43:53.740Z Has data issue: false hasContentIssue false
  • English
  • Français

Organizational outcomes: It’s not (only) a levels issue

Published online by Cambridge University Press:  09 September 2022

Joel Lefkowitz Open the ORCID record for Joel Lefkowitz [Opens in a new window]
Joel Lefkowitz*
Affiliation:
Bernard M. Baruch College and The Graduate Center, City University of New York
*
Email: [email protected]
Get access Rights & Permissions [Opens in a new window]

Abstract

An abstract is not available for this content so a preview has been provided. Please use the Get access link above for information on how to access this content.
Image of the first page of this content. For PDF version, please use the ‘Save PDF’ preceeding this image.'
Type
Commentaries
Information
Industrial and Organizational Psychology , Volume 15 , Issue 3 , September 2022 , pp. 432 - 435
Copyright
© The Author(s), 2022. Published by Cambridge University Press on behalf of the Society for Industrial and Organizational Psychology

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

References

Baritz, L. (1960). The servants of power: Ahistory of social science in American industry. Greenwood.CrossRefGoogle Scholar
Bergman, M. A. & Jean, V. A. (2016). Where have all the “workers” gone? Acritical analysis of the unrepresentativeness of our samples relative to the Labor market in the industrial-organizational psychology literature. Industrial and Organizational Psychology: Perspectives on Science and Practice, 9(1), 84–113.CrossRefGoogle Scholar
Byrne, Z. S., Hayes, T. L., McPhail, S. M., Hakel, M. D., Cortina, J. M., & McHenry, J. J. (2014). Educating industrial-organizational psychologists for science and practice: Where do we go from here? Industrial and Organizational Psychology, 7(1), 2–14.CrossRefGoogle Scholar
Greenberg, J. (2009). Everybody talks about organizational justice but nobody does anything about it. Industrial-Organizational Psychology: Perspectives on Science and Practice, 2(2), 181–195.CrossRefGoogle Scholar
Katzell, R. A., & Austin, J. T. (1992). From then to now: The development of industrial-organizational psychology in the United States. Journal of Applied Psychology, 77(6), 803–835.Google Scholar
Kimble, G. A. (1984). Psychology’s two cultures. American Psychologist, 39(8), 833–839.CrossRefGoogle Scholar
Kornhauser, A. (1947). Industrial psychology as management technique and as social science. American Psychologist, 2(7), 224–229.CrossRefGoogle ScholarPubMed
Lefkowitz, J. (1990). The scientist-practitioner model is not enough. The Industrial-Organizational Psychologist, 28(1), 47–52.Google Scholar
Lefkowitz, J. (2008). To prosper, organizational psychology should … expand its values to match the quality of its ethics. Journal of Organizational Behavior, 29(4), 439–453.CrossRefGoogle Scholar
Lefkowitz, J. (2009). Promoting employee justice: It’s even worse than that! Industrial and Organizational Psychology: Perspectives on Science and Practice, 2(2), 220–224.CrossRefGoogle Scholar
Lefkowitz, J. (2010). Industrial-organizational psychology’s recurring identity crises: It’s a values issue! Industrial and Organizational Psychology: Perspectives on Science and Practice, 3(3), 293–299.CrossRefGoogle Scholar
Lefkowitz, J. (2011). The science, practice and morality of work psychology. Industrial and Organizational Psychology: Perspectives on Science and Practice, 4(1), 112–115.CrossRefGoogle Scholar
Lefkowitz, J. (2012). The impact of practice values on our science. The Industrial-Organizational Psychologist, 50(2), 16–22.Google Scholar
Lefkowitz, J. (2013). Values of I-O psychology: Another example: What and whom we don’t study and what it all suggests about the profession. The Industrial-Organizational Psychologist, 51(2), 46–56.Google Scholar
Lefkowitz, J. (2014). Educating I-O psychologists for science, practice, and social responsibility. Industrial and Organizational Psychology: Perspectives on Science and Practice, 7(1), 41–46.CrossRefGoogle Scholar
Lefkowitz, J. (2017). Ethics and values in industrial-organizational psychology (2nd ed.) New York: Routlege/Taylor & Francis.Google Scholar
Lefkowitz, J. (2019). The conundrum of industrial-organizational psychology. Industrial and Organizational Psychology: Perspectives on Science and Practice, 12(4), 473–478.CrossRefGoogle Scholar
Lefkowitz, J. & Lowman, R. L. (2017). “Ethics of employee selection.”    In Farr, J. L. & Tippins, N. T. (Eds.). Handbook of employee selection (2nd ed., Chap. 26). New York: Routledge/Taylor & Francis Group, pp. 575–598.Google Scholar
Mumby, D. K. (2019). Work: What is it good for? (Absolutely nothing)—A critical theorist’s perspective. Industrial and Organizational Psychology: Perspectives on Science and Practice, 12(4), 429–443.CrossRefGoogle Scholar
Munsterberg, H. (1913). Psychology and industrial efficiency. Houghton-Mifflin.CrossRefGoogle Scholar
Roback, A. A. (1917). The moral issues involved in applied psychology. Journal of Applied Psychology, 1(3), 232–243.CrossRefGoogle Scholar
Ruggs, E. N., Law, C., Cox, C. B., Roehling, M. V., Wiener, R. L., Hebl, M. R. & Barron, L. (2012). Gone fishing: I-O psychologists’ missed opportunities to understand marginalized employees’ experiences with discrimination. Industrial and Organizational Psychology: Perspectives on Science and Practice, 6(1), 39–60.CrossRefGoogle Scholar
Ryan, A. M. (2003). Defining ourselves: I-O psychology’s identity quest. The Industrial-Organizational Psychologist. 41(1), 21–33.Google Scholar
Ryan, A. M. & Ford, K. J. (2010). Organizational psychology and the tipping point of professional identity. Industrial and Organizational Psychology: Perspectives on Science and Practice. 3(3), 241–258.Google Scholar
Scherbaum, C. A., Goldstein, H. W., Yusko, K. P., Ryan, R., & Hanges, P. J. (2012). Intelligence 2.0: reestablishing a research program on g in I-O psychology. Industrial-Organizational Psychology: Perspectives on Science and Practice, 5(2), 128–148.CrossRefGoogle Scholar
Schneider, B., & Pulakos, E. D. (2022). Expanding the I-O psychology mindset to organizational success. Industrial and Organizational Psychology: Perspectives on Science and Practice, 15(3), 385–402.CrossRefGoogle Scholar
Stagner, R. (1981). Training and experiences of some distinguished industrial psychologists. American Psychologist, 36(5), 497–505.CrossRefGoogle Scholar
Tiffin, J. (1956). How psychologists serve industry. Personnel Journal, 36(10), 372–376.Google Scholar
Weiss, H. W. & Rupp, D. E (2011). Experiencing work: An essay on a person-centric work psychology. Industrial-Organizational Psychology: Perspectives on Science and Practice, 4(1), 83–97.CrossRefGoogle Scholar
Zickar, M., & Gibby, R. E. (2007). Four persistent themes throughout the history of I-O psychology in the United States. In Koppes, L. (Ed.), Historical perspectives in industrial and organizational psychology (pp. 61–80). Erlbaum.Google Scholar
Zickar, M. J. (2001). Using personality inventories to identify thugs and agitators: Applied psychology’s contribution to the war against labor. Journal of Vocational Behavior, 59(1), 149–164.CrossRefGoogle Scholar