Industrial-Organizational Psychology's Recurring Identity Crises: It's a Values Issue!

Lefkowitz, Joel

doi:10.1111/j.1754-9434.2010.01243.x

Cited by 11 publications

(4 citation statements)

References 18 publications

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“…The symbolic attributes most relevant to organizational consultants are beliefs about the values that guide their professional practice (Lefkowitz, 2010). Humanistic values were more strongly associated with I-O psychology than business administration or HR management.…”

Section: Discussionmentioning

confidence: 99%

“…The symbolic meanings most relevant to organizational consultants are beliefs about the values that guide professional practice (Lefkowitz, 2008(Lefkowitz, , 2010. Professional values provide purpose, inform decisions in times of uncertainty, and act as points of personal reflection and self-evaluation This document is copyrighted by the American Psychological Association or one of its allied publishers.…”

Section: Brand Imagementioning

confidence: 99%

“…According to the Bureau of Labor Statistics (2014a), I-O psychology is the fastest growing profession in the United States. However, it is also a profession in the midst of an identity crisis, struggling to distinguish itself from its business school counterparts (Gasser et al, 2004; Lefkowitz, 2005, 2010; Ryan, 2003; Ryan & Ford, 2010a). Leaders in the field of I-O psychology have commented, “We need to define and advertise what really distinguishes our society and service from the throng of MBAs,” and have expressed concerns that “I-O psychology is .…”

Section: Brandingmentioning

confidence: 99%

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The influence of vocational training on the brand images of organizational consultants.

Nolan

Islam

Quartarone

2014

The Psychologist-Manager Journal

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Organizational consultants with vocational education and training in business administration, human resource management, and industrialorganizational psychology often provide similar products and services. Nevertheless, a key step in the development of any profession is the ability to differentiate itself from other professions in ways that are meaningful. Using the tenets of consumer-based brand equity, an audit of the brand images associated with these professions was conducted. Results suggest that people were less aware of industrial-organizational psychology than business administration or human resource management; differences were perceived to exist among the professions with regard to both their abilities to provide services and the values that guide their professional practice; and consultants' likelihoods of being hired varied according to the organizational issues needing to be addressed.

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Section: Discussionmentioning

confidence: 99%

Section: Brand Imagementioning

confidence: 99%

Section: Brandingmentioning

confidence: 99%

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The influence of vocational training on the brand images of organizational consultants.

Nolan

Islam

Quartarone

2014

The Psychologist-Manager Journal

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“…For example, when Ann Marie Ryan delivered her 2003 presidential address at the Annual Conference of the Society for Industrial-Organizational Psychology (SIOP), she opened her speech by stating: "I-O psychology is involved in a continuing identity quest" (2003, p. 21). Some, like Lefkowitz (2010), have argued that the field is experiencing an identity crisis because "our central professional value system : : : is inadequate" (p. 294). Others point to a lack of scientific rigor and training.…”

Section: Introductionmentioning

confidence: 99%

All we like sheep: The need for reflection and reflexivity in I-O psychology

Hyland¹

2023

Ind. Organ. Psychol.

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In recent years, various I-O psychologists have raised concerns about the state of the field, with some arguing that we are experiencing a collective identity crisis and have lost our way. In this article, I explore why these concerns have emerged by reviewing the development of our field from a philosophy of science perspective. Then I discuss how the concepts of reflection and reflexivity can help us clarify our professional worldviews and find a way forward. I conclude by suggesting ways to incorporate reflection and reflexivity into I-O research and practice. My hope is to spark a conversation about the role that reflection and reflexivity could play in our field.

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A Snapshot in Time: Industrial–Organizational Psychology Today

Highhouse

Schmitt

2012

Handbook of Psychology, Second Edition

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I" VERSUS "O" TENSION 3 PSYCHOLOGY VERSUS BUSINESS TENSION 4 SCIENCE VERSUS PRACTICE TENSION 5 CONCLUSION 12 REFERENCES 12As we write this chapter, the field of industrialorganizational psychology in the United States has survived its third attempt at a name change. To provide a little perspective, the moniker industrial psychology became popular after World War I, and described a field that was characterized by ability testing and vocational assessment (Koppes, 2003). The current label, industrialorganizational (I-O) psychology, was made official in 1973. The addition of organizational reflected the growing influence of social psychologists and organizational development consultants, as well as the intellectual and social milieu of the period (see Highhouse, 2007). The change to I-O psychology was more of a compromise than a solution-which may have succeeded only to the extent that everyone was equally dissatisfied. The first attempt to change this clunky label, therefore, occurred in 1976. Popular alternatives at the time were personnel psychology, business psychology, and psychology of work . The leading contender, however, was organizational psychology because, according to then-future APA Division 14 president Arthur MacKinney, "all of the Division's work is grounded in organizational contexts" (MacKinney 1976, p. 2). The issue stalled before ever making it Author Note: We are very grateful to the following people who took the time to provide their thoughtful contributions to this chapter:

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Industrial-Organizational Psychology's Recurring Identity Crises: It's a Values Issue!

Cited by 11 publications

References 18 publications

The influence of vocational training on the brand images of organizational consultants.

The influence of vocational training on the brand images of organizational consultants.

All we like sheep: The need for reflection and reflexivity in I-O psychology

A Snapshot in Time: Industrial–Organizational Psychology Today

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