Where no one has gone before

Abstract

We thank Rudolph et al. (2021) for their important piece regarding a historic world event. The COVID-19 pandemic affects every facet of industrial-organizational (I-O) psychology, challenging us as we guide clients, students, and research through an uncertain future (Toaddy, 2020). Although Rudolph et al. described research and practice opportunities, they did not broach the superordinate direction of I-O psychology in light of many deeming we have lost our way (Ones et al., 2017). I-O psychology views itself as a values-free science (Lefkowitz, 2008(Lefkowitz, , 2013, but no science is free of values (Riger, 2002). Minor improvements to efficiency, validity, and theory are deemed adequate accomplishments (Ones et al., 2017), and past criticisms (Gordon et al., 1978) have highlighted our narrow focus (Islam & Schmidt, 2019). Without a clear vision of what our discipline hopes to accomplish, our scope and effectiveness is limited.The present paper proposes a lens through which I-O psychology can rechart its future course while respecting its position as the premier field of organizational science by driving meaningful change. Values frameworks are linked to effective strategic planning (Williams, 2002), and we advocate for a comprehensive values framework for I-O psychology given recent events. The United States is in a historical civil rights shift with the Black Lives Matter (BLM) movement (Buchanan et al., 2020), and organizations have consequently adopted diversity, equity, and inclusion (DEI) initiatives (Duarte, 2020). This widespread DEI conversation was notably absent from Rudolph et al.'s (2021) piece, a surprise given COVID-19 and BLM protests are inexorably linked to the same pandemic: racism. DEI is a necessary component not just of social justice but also organizational justice. I-O psychology must address DEI without and within; the Society for Industrial and Organizational Psychology (SIOP) has taken steps by creating a D&I officer and establishing an antiracism grant. We argue more needs to be done to address DEI within I-O psychology, beginning with a strong values framework. Our compass is centered around this essential element missing from Rudolph et al.'s article. The big pictureThe COVID-19 pandemic and BLM movement cast a renewed light on an undeniable fact: structural inequality is pervasive. Rudolph et al. (2021) hint at this in their discussions on work-family issues, precarious work, and blue-collar workers in human resources (HR) policies but never fully

Colorful candy, teen vibes and cool memes: prevalence and content of Instagram posts featuring ultra-processed products targeted at adolescents

“…In so doing, we investigate the frequency and style of such posts among a vulnerable consumer segment in a country that cannot be classified as WEIRD; that is, Western, educated, industrialized, rich and democratic (Henrich et al , 2010; Muthukrishna et al , 2020). This is important due to the substantial WEIRD bias in the marketing literature (Otterbring, 2021a; Saad, 2021; Woo et al , 2021), with the vast majority of published findings based on Western samples comprising convenience samples of university students or participants from crowdsourced online platforms (e.g. MTurk, CrowdFlower and Prolific).…”

Pandemics and precarious work: Translating research to practice for marginalized workers.

“…Similarly, replication should involve recruitment from alternative methods such as online groups or within underrepresented communities (Bergman & Jean, 2016). As most methodologies rely on what have been called WEIRD (Western, Educated, Industrialized, Rich, and Democratic) samples historically, greater effort should be made to include individuals outside of these demographics within research (Woo et al, 2021) and future reviews should be made to capture the realities of individuals in other contexts. Even in examining these demographics, an emphasis on intersectionality is a major step forward as overlapping systems of oppression can create unique forms of disadvantage that are meaningful realities for many individuals (Collins, 2015).…”