To prosper, organizational psychology should… expand the values of organizational psychology to match the quality of its ethics

Lefkowitz, Joel

doi:10.1002/job.527

Cited by 83 publications

(117 citation statements)

References 56 publications

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“…Thus, the humanistic values and ethics guiding industrial organizational psychology should be utilized for employee advocacy (Lefkowitz, 2008), potentially minimizing the devastating impact of involuntary job loss on the more vulnerable older population. Targeted resources could be developed for organizations, job loss support groups, and employment offices to aid older workers who have experienced layoffs.…”

Section: Discussionmentioning

confidence: 99%

Age Differences in Coping With Job Loss

Ermann¹,

Kraiger²

2012

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AGE DIFFERENCES IN COPING WITH JOB LOSSUsing a national sample of unemployed workers from a range of ages, this study investigated the experience of coping with the stressor of involuntary job loss from an aging perspective. Based on previous research, it was expected that the process of coping with involuntary job loss would differ across the life-span as older workers face unique additional stressors. This study tested:(1) whether older unemployed workers cognitively appraised the loss of their jobs more negatively than younger unemployed workers, (2) whether the use of action-oriented problemfocused job loss coping strategies was stable across age, while the use of distress-reducing emotion-focused job loss coping strategies increased with age, and (3) whether the higher use of emotion-focused job loss coping strategies was positively related to subjective well-being and life satisfaction for older adults. Results indicated that cognitive appraisal of involuntary job loss was perceived as more intense and less reversible as age increased, but age was not related to use of coping strategies and the outcomes of well-being and life satisfaction. This study reviewed and integrated job loss and aging literature. Findings are pertinent for the policies of downsizing organizations, the counseling provided by mental health professions, and the coping of unemployed workers of all ages.

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Section: Discussionmentioning

confidence: 99%

Age Differences in Coping With Job Loss

Ermann¹,

Kraiger²

2012

PsycEXTRA Dataset

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“…In the first paper, Lefkowitz (2008) criticizes the fundamental values of organizational psychology on five grounds: (1) they are overly economic and insufficiently humanistic in nature, (2) they present the field as being more value-free than it really is, (3) they ignore normative perspectives of what organizations ought to be like, (4) they reflect a decidely pro-management orientation, and (5) they define the field with respect to technical prowess instead of societal good. After illustrating these concerns, Lefkowitz argues that the field should adopt a more humanistic approach to research and practice that embraces these considerations.…”

Section: Discussionmentioning

confidence: 99%

“…..'' Because the speakers' platform time was, of necessity, brief and because their wisdom was absorbed only by attendees (albeit a sizeable number of them given the name recognition of the panelists), I regard the opportunity to assemble the collective insight of the speakers in this permanent archive to be invaluable. Indeed, I believe that readers will find the points made in these papers to be provocative, if not inspirational.In the first paper, Lefkowitz (2008) criticizes the fundamental values of organizational psychology on five grounds: (1) they are overly economic and insufficiently humanistic in nature, (2) they present the field as being more value-free than it really is, (3) they ignore normative perspectives of what organizations ought to be like, (4) they reflect a decidely pro-management orientation, and (5) they define the field with respect to technical prowess instead of societal good. After illustrating these concerns, Lefkowitz argues that the field should adopt a more humanistic approach to research and practice that embraces these considerations.…”

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confidence: 99%

Introduction to the special issue: to prosper, organizational psychology should…

Greenberg

2008

J Organ Behavior

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SummaryThis special issue showcases papers by four sets of authors who share opinions about specific things that should be done for the field of organizational psychology to prosper. To begin, Lefkowitz argues that practitioners should embrace a more humanistic set of values. Second, Cascio suggests that the field's success requires integrating the contributions of scientists and practitioners. Third, Edwards identifies 10 key methodological limitations that must be overcome in organizational psychology research. Finally, Gelfand and her associates opine that to prosper, the field's theories and research must embrace a more global perspective. Concluding, Porter comments on what these papers suggest about the present status of the field and offers opinions on where the field appears to be-and should be-going. Assemble a group of top scientists in any field and chances are good that the conversation soon will turn to the strengths and limitations of their craft. Not reticent to share their ideas, they would likely opine about the trajectories that must be followed for their field to grow and develop successfully, and to achieve its objectives-in short, to prosper. And to the extent that these scientists have different specialties and unique perspectives, as may be expected in broad-based fields, their observations are likely to have diverse foci. The resulting dialogue may or may not be spirited (or even contentious), but one thing is certain: Hearing what these experts have to say is bound to be enlightening. Indeed, as occurred in the allied field of social psychology three decades ago (Israel & Tajfel, 1972), scholars' self-conscious reflections and critical self-assessments inspired scholars to improve their field by taking the risks required to promote change and movement in new directions (Uichol, 1999). The present set of papers is designed to offer this benefit to scholars in the field of organizational psychology (broadly defined here to include micro-oriented fields such as industrial psychology, organizational behavior, and human resources management). This exercise is inspired by a burgeoning trend toward self-reflection (e.g., see Greenberg, 2003), which suggests that we are reaching a state of maturity in which organizational psychologists are beginning to question the basic disciplinary issues upon which the field was founded (Rynes, 2007). We witness this, for example, in recent commentaries on the state of theory development appearing in the field's most prestigious journals (e.g., Colquitt & Zapata-Phelan, 2007;Klein & Zedeck, 2004). Although all organizational psychologists must be concerned about theory development, to be sure, there surely are other equally important disciplinary matters that beg to be examined. Top among these would have to be: (a) the field's ethics and underlying values, (b) the connection between scholarship and application, (c) the methodological limitations of empirical research, and (d) the need for a more global orientation to the field. Not coincidentally, these are...

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“…La crítica propone un horizonte ético por alcanzar, donde las intervenciones que prescribe la disciplina y las acciones mismas de los psicólogos estén libres de prejuicios relacionados con, por ejemplo, el género, la edad, la religión, la orientación sexual y la pertenencia a una clase social. Si alguno de estos prejuicios se hace presente, se está impidiendo que se lleven a cabo procesos laborales justos; por tanto, los valores antiliberales asociados a los prejuicios no permiten que se adelante a través de las acciones psicológicas en el mejoramiento de las personas, las organizaciones o el país (Buckley et al, 2001;Lefkowitz, 2008;Schumann, 2001).…”

Section: Instrumentounclassified

“…De igual forma, se ha considerado que la psicología debe ser más humanista, es decir que se deben revisar las estrategias usadas para intervenir en el mundo del trabajo, puesto que la racionalidad detrás de estas tácticas considera al trabajador como parte de la máquina, útil porque está ligado al proceso de producción. Se deja de lado entonces la complejidad del subjetividad humana, reduciéndola solamente a pocas dimensiones relacionadas con la administración (Carr, Maclachlan & Furnham, 2012;Lefkowitz, 2008).…”

Section: Instrumentounclassified

… Y entonces ¿esto de la critica que es? De la relaciones de la psicología con el mundo del trabajo

Pulido-Martínez

Sato²

2014

Univ Psychol

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r e S u m e n En este artículo se consideran diversas maneras en las cuales se han formulado objeciones a la relación que la psicología ha establecido con el mundo del trabajo. Se revisan las principales corrientes críticas, para establecer el foco de análisis de sus propuestas y los objetivos que persiguen al examinar dicha relación. La discusión aporta elementos para constituir una actitud de balance que difiera de aquellas posiciones catastróficas que ven en la psicología un saber que promueve el control y la subordinación y aquellas posiciones optimistas que encuentran en este conocimiento estrategias para el progreso, el bienestar y la emancipación. Palabras claves autoresPsicología crítica, psicología del trabajo, subjetividad, estudios sociales de la psicología, psicologizacion. Palabras clave descriptores Psicología social, trabajo, Colombia. a b S t r a C tThis article considers different ways in which have been formulated objections to the relationship established between psychology and the world of work. The main perspectives that propose critiques are revisited to establish the core analyses and their main objectives pursued. The discussion aims to contribute to the construction of an attitude of balance that differs from those catastrophic perspectives which evaluate psychology as a knowledge that promotes control and subordination and those optimistic positions which find in this knowledge some strategies for progress, wellbeing and emancipation.

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To prosper, organizational psychology should… expand the values of organizational psychology to match the quality of its ethics

Cited by 83 publications

References 56 publications

Age Differences in Coping With Job Loss

Age Differences in Coping With Job Loss

Introduction to the special issue: to prosper, organizational psychology should…

… Y entonces ¿esto de la critica que es? De la relaciones de la psicología con el mundo del trabajo

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