Introduction

McWha‐Hermann, Ishbel; Maynard, Douglas C.; Berry, Mary O’Neill

doi:10.4324/9781315682419-1

Cited by 6 publications

(7 citation statements)

References 1 publication

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“…Stop rationalizing the WEIRD and POSH focus that has dominated VIO psychology, and alter the reward structures that perpetuate this narrow focus. Engage in research and practice with the people in greatest need of decent work around the globe, including those that are marginalized and vulnerable, and those in non-traditional work settings (e.g., humanitarian work psychology; McWha-Hermann et al, 2015). Prioritize the aims of those traditionally marginalized and disempowered.…”

Section: Powermentioning

confidence: 99%

Social justice and career development: Progress, problems, and possibilities

McWhirter

McWha‐Hermann

2021

Journal of Vocational Behavior

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Section: Powermentioning

confidence: 99%

Social justice and career development: Progress, problems, and possibilities

McWhirter

McWha‐Hermann

2021

Journal of Vocational Behavior

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“…In addition, an international organization of I-O psychologists has been established expressly for the purpose of devoting the discipline to humanistic and humanitarian endeavors ( McWha et al, 2013). Active I-O psychologists in that group have contributed to at least five edited volumes on the subject since 2010 (Carr, MacLachlan, & Furnham, 2012; MacLachlan, Carr, & McCauliffe, 2010; McWha-Hermann, Maynard, & O'Neill Berry, 2016; Olson-Buchanan, Koppes Bryan, & Foster Thompson, 2013; Reichman, 2014). Chapters in those books have covered a range of topics, including entrepreneurship training in lower-income countries (Bischoff, Gielnik, & Frese, 2014); the interrelationship of gender, work, and poverty (Schein, 2012); and the psychological health of humanitarian aid and development workers (Chuen Foo, 2016).…”

Section: From Handmaidens To Humanitarians?mentioning

confidence: 99%

From Handmaidens to POSH Humanitarians: The Case for Making Human Capabilities the Business of I-O Psychology

Gloss

Carr

Reichman³

et al. 2017

Ind. Organ. Psychol.

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Industrial-organizational (I-O) psychology has begun to shed its reputation as a handmaiden to corporate and managerial interests, in part, through its engagement with humanitarian concerns. However, as highlighted by recent commentary, I-O psychology still has a decidedly POSH perspective on the world; that is, it has focused on Professionals who hold Official jobs in a formal economy and who enjoy relative Safety from discrimination while also living in High-income countries. This POSH perspective reflects an underlying bias away from people living in multidimensional poverty. We empirically illustrate some of the connections between a POSH perspective and poverty by reviewing 100 years of research in I-O psychology, and then we make a case for why a neglect of people living in poverty undermines the discipline's science, its practice, and its humanist charge. As moral justification for greater engagement with humanitarian concerns and as a guide to navigate the difficult ethical quandaries involved in doing so, we suggest that I-O psychologists should consider the capability approach. We discuss the concept of human capabilities, relate it to I-O psychology, and demonstrate its utility in the form of three hypothetical scenarios. Perhaps our most controversial claim is that there is a moral imperative for I-O psychology to overrepresent people living in the deepest forms of poverty in both its science and practice.

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“…We need to recognize the limited contexts when making claims. Moreover, more resources need to be invested in research on job-related health and well-being in low-income countries (McWha-Hermann et al, 2015).…”

Section: Research Taking a More Contextualized And Global Perspectivementioning

confidence: 99%

A review on health and well‐being at work: More than stressors and strains

Sonnentag¹,

Tay²,

Shoshan

2023

Personnel Psychology

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Research in psychology and organizational behavior has made substantial progress in understanding what affects employee health and well-being. In this review article, we describe how characteristics of individual workplaces (job resources, job stressors), interpersonal and teamwork factors, leadership, and specific employee behaviors contribute to health and well-being. We summarize findings from intervention research and discuss how health and well-being, in turn, predict perceived work characteristics and behavior at work. We highlight emerging topics in the field (job-related health and well-being during the COVID-19 pandemic, technology-enabled connectivity to work, microinterventions, dynamism in health and well-being). We include a cross-cultural and international perspective and address issues related to diversity and inclusion in organizations. We provide suggestions on how research can proceed in the future and point to practical implications that can improve employee health and well-being.

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Introduction

Cited by 6 publications

References 1 publication

Social justice and career development: Progress, problems, and possibilities

Social justice and career development: Progress, problems, and possibilities

From Handmaidens to POSH Humanitarians: The Case for Making Human Capabilities the Business of I-O Psychology

A review on health and well‐being at work: More than stressors and strains

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