Welcome to GAIOP

Behavior-Based Interviewing:  Where We Are, and Where We Are Going

June 14, 2018

Dr. Paul Green facilitated a workshop covering the research and training behind behavior-based interviewing. By the end of this workshop, attendees learned how to identify and navigate structure resistance, to effectively evaluate answers to interview questions, and to define and apply innovative interview techniques. Dr. Green provided suggestions to maximize interview reliability/validity: utilizing high-structure interviewing, prompting interview questions for appropriate candidate responses, and recording descriptive responses in a consistent manner. To apply this learning, workshop participants practiced asking, answering, and scoring interview questions through role-playing activities and group discussion.    (Chanice Alexander)

The Best of SIOP 2018

May 17, 2018

Randy Lucius facilitated a very interesting and informative CE workshop that highlighted several notable programs from SIOP's 33rd annual conference recently held in Chicago. The thirty attendees actively participated in discussions, and asked many questions.  The attendees enthusiastically expressed their appreciation for the hard work of Randy and the presenters, and complimented them on the  quality of the presentations.



Sarah Carr Evans made some insightful observations about the conference, including: the unexpectedly large attendance (n=5,533); sessions related to the future of work were some of the most highly attended; and "methods mania" (e.g., machine learning, training in R, and natural language processing) is a new theme track. Sarah also reported on several programs:

    • Gender Equity in I/O Practice: The Known and Unknown - This was a discussion-oriented session in which questions were posed to the panelist, including: What actions could/should be taken by SIOP? How have you seen gender inequities in I-O practice? How can evidence-based practices related to gender equity be applied to our own profession? It was noted that 81% of SIOP award winners (1977-2016) were men and all Journal of Applied Psychology editors-in-chief were male (1917-2017).
    • Becoming a More Inclusive Coach: Bringing Out the Best in a Diverse Workforce -  The importance of leveraging our access to and influence of leadership to help organizations to be more inclusive was stressed.  Research recommendations for inclusive behavior should extend to coaching include: context of the coaching participant; coach's internal perceptions; coach's understanding of diversity and inclusions; and the coaching participant's perspective. 
    • Going Beyond the IDP: Measuring the Velocity of Leadership Learning Over Time - The presentation was focused on identifying practical approaches that organizations are using to measure and report leadership learning. Two assumptions were offered: (1) leadership development processes must support learning at or above the rate of change and (2) velocity of learning will be greater for those who are most naturally learning agile.

Amber Fritsch provided an overview of three conference sessions related to employee feedback:

    • Engagement Mythbusters: Challenging the Credibility of Five Common Claims - According to the session panelists four common myths about employee engagement are not supported by research: (1) most employees are disengaged; (2) the "net promoter score" is as effective as percent favorable; (3) managers are the strongest driver of engagement; and (4) engagement varies by generation.
    • Finding the Needle in the Haystack: Finding and Acting on Quality Comments - This symposium focused on the quality of "comment" data in surveys and performance appraisals. One of the notable research findings presented is that a structured format for open-ended comments increased the number of comments to 90% from 30%.
    • Are Exit Interviews of Value? Learn Different Ways to Optimize Their Effectiveness - Experienced representatives from 4 companies across industries presented their diverse views on the value of exit interviews along with the when, how, who, and what of implementation. It was reported that most organizations conduct exit interviews before the person leaves, exit surveys are typically conducted online, and HR and a 3rd party usually administer the process.

James Illingworth reported on several conference programs related to the assessment and technology landscape.  James concluded that it is too early to recommend text analytics for operational use but we should keep trying.  James discussed three studies presented at the conference and noted the conclusions of each:

    • Validation of Text Analytics - Conclusions: (1) minimal convergent validity between text-based and traditional personality assessments and (2) no criterion-related validity for the text-based personality assessment.
    • Developing LIWC-Based Models of Hogan Personality Scales - Conclusions: (1) text-based personality assessment predicts personality traits measured by a commercial personality assessment and (2) closed and open NLP methods are similar in their prediction of personality.
    • Automating Job Analysis with Natural Language Processing - Two conclusions were made: (1) minimal overlap between content domains identified with traditional and NLP job analysis and (2) content domains from NLP analyses varied by organization of text data (by chapter vs. entire book) and analysis methods.

Michele Ingram Mobley reported on a conference workshop, Individual leadership assessment, module 1: An overview for experienced assessors and module 2: Interviewing Skills for Leadership Assessment. Trends in individual psychological assessment (IPA) include: more I-Os are conducting IPA; some graduate programs include IPA; more IPA research is being conducted; and there is greater IPA coverage at conferences. Best practices include: use IPA for higher level, complex jobs only; use valid, quality assessment tools; use multiple assessors; and use a semi-structured interview to limit assessor bias and unreliability.


CE Workshop

February 1, 2018


The first GAIOP CE workshop of 2018 was informative and enjoyable. Thirty-seven attendees participated in Dr. Linda Hoopes' lively and comprehensive program: Organizational Change Fundamentals for I-O Psychologists. Dr. Hoopes started by describing organizational change from the perspectives of I-O psychology, organizational development, and change management. 

She explained the differences between "installation" and "realization" in change management and then engaged the participants in a group exercise that demonstrated the differences.  In a similar manner, Dr. Hoopes differentiated two levels of organizational change: "transition" (moving to a new place) and "transformation" (shifting to a new shape). She then conducted a group exercise that generated examples of I-O initiatives representing each of the two categories and explored how success was measured.


Dr. Hoopes talked about the key roles in change management (i.e., participant, sponsor, agent, advocate) and the importance of each.  The comprehensive program covered many topics, including: power and influence, implications for change, stages of change resistance, and managing reactions to change.  For more information about Dr. Hoopes, visit:  Resilience Alliance

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Announcement

GAIOP is pleased to let you know about the new Work Science Center at GA Tech. We are both interested in sharing ideas and information about the application of our science to the world of work and have begun exploring ways to support each other’s efforts.  We look forward to working with the Center and exchanging information on current research between Georgia Tech I-O graduate students and our members. In addition, we’ll share information about each other’s programs and events that may be of interest to our individual audiences.

The Center includes a large scientist network as well as articles, podcasts and events related to the study of working. To keep up-to-date with the Center’s new projects and initiatives, sign up as a network scientist. For more information about the Work Science Center, please visit www.worksciencecenter.gatech.edu

The Work Science Center promotes the psychological study of people and work in the 21st century. The Center focuses on issues in three areas:

  • Workers & Technology– identifying how technological innovations transform what people do, how work is performed and worker experiences
  • Work Across the Lifespan– work transitions across the lifespan, including school-to-work and later adulthood work-to-retirement transitions
  • The Modern Workforce– human resource management practices that promote worker engagement, health, and well-being

For more information about the Work Science Center, please visit www.worksciencecenter.gatech.edu

CE Workshop

November 2, 2017

The final GAIOP workshop of 2017 was held on November 2nd. The membership was privileged to have Ruth Kanfer, Ph. D., Director of The Work Science Center at the Georgia Institute of Technology, address the group. Dr. Kanfer is recognized as one of our field’s leading experts in the area of workplace motivation. 

Dr. Kanfer began by sharing the state of the research in work motivation. This included a novel way of looking at the history of motivation research. It was an historical look where she discussed how work has evolved over the last century. What was particularly interesting is how she related her experiences—from packing cheese slices to now—and how it shaped her view of motivation. Throughout her talk, she kept linking theory to the real world of work. This helped the practitioners in the room make easy connections. One of the themes consistent throughout her talk was the importance of the context of the situation on motivation.

This point became most obvious in the second half of the program when participants broke into three groups for a small group activity. During this activity, each group was presented with a real world problem and asked to come up with solutions based on the previous conversation.

It was interesting to discuss what seemed obvious at times and find that they were serious business problems and how they could be solved through the application of motivation interventions. (Seth Zimmer, Ph.D.)




The 2018 Society of Psychologists in Management conference (SPIM) brings together psychologist managers and leaders in both the not-for-profit and for profit / commercial arenas, as well as in privately held companies, government, public policy, academia, and a wide variety of other industries. We will be engaging in various discussions about leaders and organizations navigating transitions -- for themselves, with their teams and in their organizations. Leaders, and consultants / coaches who work with leaders, need a robust appreciation for and clear understanding of the many challenges and dynamics in how individuals and organizational entities evolve over time.

Some of the exciting topics for the SPIM 2018 conference include:
  • Addressing radical uncertainty: wresting with scenarios in a large, multi-national corporation
  • Driving cultural change in a highly volatile and demanding marketplace
  • Stimulating Innovation and growth through specific leadership behaviors
  • The developmental challenges and imperatives in higher education
  • Maturing a new organization while transforming the existing culture and operating practices
  • Developing talent and discouraging misbehavior in a context of a resource poor environment
  • Serving as an executive coach / trusted leadership advisor in the C-suite

For psychologists interested in additional continuing education credits, please consider the Institutes occurring before and after the main conference. Institute topics include:

  • Transitioning from Psychologist to Psychologist-Manager: Leadership and Management Skills for Success
  • Encouraging and Coaching your Dream
  • Developing and Demonstrating Competence in Times of Transition - To Leader, Consultant or Coach
  • APA Ethical Principles and Standards and the Development of Executive Conscience


The 2018 SPIM conference, located at One Ocean Resort and Spa in Atlantic Beach, Florida provides opportunities to listen and participate in lively discussions with leaders and practitioners on several important issues related to various changes and transitions experienced by leaders and in organizations.

We are a diverse group of psychologists from all career phases. A welcoming culture with stimulating and supportive colleagues, we appreciate meeting new psychologist mangers and those who consultant with / coach them, as well as connecting with our long-standing SPIM members, all of whom enjoy and benefit from a stellar conference with an engaging community of like-minded professionals

Visit http://www.spim.org for more information on the organization or to register. If you have any questions, please call the conference coordinator, Liz at 773-331-0457 or email liz@wplanning.com.

The Georgia Association for Industrial and Organizational Psychology, Inc. (GAIOP) is a 501 (c) 6 non-profit professional association.
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