Organizational Psychology1 and the Tipping Point of Professional Identity

Abstract

Using concepts from the literature on individual and collective identity, we argue that organizational psychologists are at a tipping point with regard to identity. Assertions regarding a lack of distinctiveness from other fields, ambiguity in individual identification with the field among new entrants, hyperadaptation to external forces, and a failure to manage within‐identity dynamics associated with science and practice are presented. These assertions are supported with descriptions of the nature of growth in the field, challenges in academic psychology departments, and calls for changing research agendas. With the aim of engaging others in collective sensemaking, alternative future scenarios for organizational psychology are presented.

Critical Reflection or Existential Trap: Are We Making Too Much of Scientific Rigor in a Dynamic Business World?

“…Doing so provides a better vantage point of the sources of “the bad” and allows us to step away from our “professional ego.” This is critical for individual and collective success in today's modern and global workforce in which societies trend away from professional structuralization toward a more self-organizing network of work roles and responsibilities (Susskind & Susskind, 2015). This new perspective also provides us with a broader view of what we can do for business, society, and our profession (Ryan & Ford, 2010). Such a perspective also better positions us for identifying how we train future I-O psychologists (and others) to perform such work.…”

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

“…The instrumental functions most relevant to organizational consultants are beliefs about the products and services they provide. Although consultants with VET in business administration, HR management, and I-O psychology often provide similar products and services (Ryan & Ford, 2010b), people are likely to perceive differences in the extent to which the consultants are able to effectively implement the interventions based on their experiences with the brands. Psychology is generally recognized as the science of behavior and mental processes (Huffman, 2008; Myers, 2010).…”

Assessment in industrial and organizational psychology: An overview.

“…The short answer is yes. Identity crises (Ryan & Ford, 2010) aside, it is an interesting and intense time in I/O psychology. It will become even more so in the future, and I/O psychologists have much to contribute to the future of both science and practice.…”