News

Date:  November 9, 2017

ICAP 2018

The 2018 conference is gearing up, and will be a unique one. Specifically, CPA will be taking place as part of the International Congress of Applied Psychology (ICAP). As such, although the CPA convention will still be happening, it will now be a larger endeavour that integrates ICAP. This should draw a large international audience, and be a very unique opportunity! The conference will take place in the beautiful Montreal, Quebec from June 26-30. The call for submissions should open at the end of September, so look for that on our social media platforms and website. For more information about the submission system, the formats and types of submission, and the conference, you can go to http://www.icap2018.com/submissions. In short, there will be a number of different types of sessions, including pre-conference professional development workshops, posters, presentations, symposia, discussion forums, and the return of the GIMME-5 talks. We will still be hosting a student mentoring event, a social event joint with our military colleagues, and our annual business meeting. If you’d like to get updates about the conference as they come out, you can sign up for the email list at http://www.icap2018.com/. For CSIOP-specific information, make sure to follow us on Facebook and Twitter. In terms of information to date, as a teaser, we know that at least three prominent members of the Canadian I/O Psychology community will be giving talks: Dr. Julian Barling (Queen’s University), Dr. John Meyer (University of Western Ontario), and Dr. Robert Vallerand (Université du Quebec à Montreal).

                                                                                 

                                     Dr. Julian Barling (Queen`s University)                           Dr. John Meyer   (University of Western Ontario)                             Dr. Robert Vallerand (Université du Québec à Montréal)

We encourage you all to participate and take advantage of this unique opportunity to meet international members of the community. If you are willing to serve as a reviewer, please get in touch with us at program@csiop-scpio.ca.

 

 

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Date:  November 5, 2017

 

New Officers Appointed to the Alliance for Organizational Psychology

   Gudela Grote (President)

  Steven Rogelberg (Secretary General)

  Mark L. Poteet (Treasurer)

  Bonnie Cheng (Communications)

The new Officers will succeed current Officers Franco Fraccaroli, Rosalind Searle, and Donald Truxillo, who respectively serve as President, Secretary-General, and Treasurer, until the 2018 International Congress of Applied Psychology, to be held in Montreal, Canada.

The aim of the Alliance is to form an international alliance that would increase the visibility of I-O psychology in the public and private sectors, and be beneficial to each society member.

 

 

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Date:  October 31, 2017

 

 

IWP International Conference - 2018

 

The IWP International Conference is held every two years.  It’s a friendly event, attracting I/O psychologists from around 40 countries to discuss issues of the moment which are unconventional as well as conventional.  The next Conference will take place between 19 and 21 June 2018 in Sheffield, UK – ideally placed for part of a European holiday.

Previous North American participants have reported favorably about their experience, and 2018 keynote speakers include Tim Judge from USA and Kevin Kelloway from Canada.  You might like to consider joining them and other enthusiasts for a stimulating few days.

Details about the meeting and about how to submit a paper are at http://iwpconference.group.shef.ac.uk/.  It’s worth a look!


(For the IWP itself, see https://www.sheffield.ac.uk/management/research/iwp)

 

 

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Date:  August 16, 2017

 

Special Issue Call for Papers from Equality, Diversity and Inclusion

 

Advancing Research on Selective Incivility toward Devalued Groups in Organizations

Guest Editorial Team:

Dana Kabat-Farr, Dalhousie University
Lilia Cortina, University of Michigan
Isis Settles, University of Michigan

Deadline: May 1, 2018

Recent news headlines and political discourse underscore the relevance and salience of incivility in our everyday lives and workplaces. Incivility seems to permeate our work lives, manifesting in experiences such as being ignored or disregarded, being excluded from professional opportunities, or having your judgement unfairly questioned over a matter for which you are responsible (Andersson & Pearson, 1999). Research over the past 20 or so years has started to document the prevalence, costs, and correlates of incivility, finding that targets suffer personally and professionally and that organizations face financial and productivity loses (for recent reviews see Cortina, Kabat-Farr, Magley & Nelson, 2017 and Schilpzand, De Pater, & Erez, 2016).

While we have made great strides in understanding general experiences of incivility, less attention has been paid to how these experiences affect those with stigmatized identities. In 2008, Cortina introduced the concept of selective incivility to describe how subtle, ambiguous acts of rudeness may function as a covert manifestation of bias against devalued, stigmatized, or marginalized people in organizations.  Such biases may be based on one, or multiple, identity groups such as gender, race, ethnicity, minority sexual orientation, minority religion identification, immigrant status, transgender identity, disability status, language, or accent. 

Initial research in a test of this theory found disproportionate uncivil treatment may provide an explanatory mechanism for the lower rates of women and racial minorities found in the upper echelons of organizations (Cortina, Kabat-Farr, Leskinen, Huerta, & Magley, 2013). Additionally, negative interpersonal experiences, such as greater experiences of incivility for women may shape how they view the larger organizational climate, including perceptions of a sexist climate (Settles & O’Connor, 2014). However, not all research finds increased risk of incivility for stigmatized groups (see Welbourne, Gangadharan, & Sariol, 2015; Kern & Grandey, 2009), leading to important questions regarding contextual and individual moderating factors. 

The purpose of this special issue is to foster constructive insights into the selective incivility phenomenon. We welcome papers of an empirical or theoretical nature that investigate questions such as (but certainly not limited to): 
•    What are the ways in which selective incivility may act as vehicle to communicate larger organizational and social values and ethical norms?
•    What kinds of cultural considerations should be taken into account when conducting selective incivility research internationally? How do we meaningfully include cultural norms into our work?
•    How do intersections of multiple social identities affect risk of experiencing mistreatment? Do certain identities act as a mitigating factor? 
•    What are group and organizational-level factors that might predict experiences of selective incivility?
•    What are individual differences that may explain how targets respond to selective incivility? Incivility, by definition, is ambiguous: Does labeling the experience as discriminatory matter for target outcomes?
•    What factors predict instigation of selective incivility? 
•    How might organizations address the issue of interpersonal slights being experienced by some employees more than others? 

Please upload your submissions to the Equality, Diversity and Inclusion ScholarOne Manuscripts website http://mc.manuscriptcentral.com/edi - select ‘Special Issue’ and submit to the issue listed with the title: Advancing Research on Selective Incivility. Paper submissions accepted March 1, 2018 – May 1, 2018. 

If you have any questions, please contact the guest co-editor: Dana Kabat-Farr (kabatfarr@dal.ca).
Papers must follow the journal submission guidelines:
http://emeraldgrouppublishing.com/products/journals/author_guidelines.htm?id=edi

Guest Editors

Dana Kabat-Farr is an Assistant Professor of Management at Dalhousie University.  Her research focuses on workplace social experiences – both negative (incivility, harassment) and positive (citizenship). She has examined (1) relationships between workgroup "tokenism" and gender harassment, (2) incivility as covert discrimination against women and people of colour, and (3) positive and negative experiences that influence employees' ability to thrive.

Lilia Cortina's is a Professor of Psychology and Women’s Studies at the University of Michigan.  Her research centers around the victimization of individuals (especially women) in the social context of work. She focuses in particular on the process by which sexual harassment unfolds, investigating women’s experiences of gender disparagement, unwanted sexual overtures, and sexual coercion in organizations. L. Cortina also studies non-sexual abuses in the workplace, particularly incivility – i.e., low-level injustices that can accumulate over time to have a significant negative impact on victims.

Isis Settles is a Professor of Psychology and Afroamerican and African Studies at the University of Michigan. Using an interdisciplinary, intersectional framework, her research focuses on two related processes: 1) the experiences, perceptions, and consequences of unfair treatment directed at devalued social group members, especially Black people and women; and 2) protective factors and coping strategies used by members of devalued social groups to counteract experiences of mistreatment, especially those protective factors related to group identity (e.g., racial identity). Two major research projects she is currently working on are an examination of the experiences of faculty of color in academia and the role of diversity in interdisciplinary team dynamics.

References

Andersson, L. M., & Pearson, C. M. (1999). Tit for tat? The spiraling effect of incivility in the workplace. Academy of Management Review, 24(3), 452-471.
Cortina, L. M. (2008). Unseen injustice: Incivility as modern discrimination in organizations. Academy of Management Review, 33(1), 55-75.
Cortina, L. M., Kabat-Farr, D., Leskinen, E. A., Huerta, M., & Magley, V. J. (2013). Selective incivility as modern discrimination in organizations: Evidence and impact. Journal of Management, 39(6), 1579-1605.
Kern, J. H., & Grandey, A. A. (2009). Customer incivility as a social stressor: The role of race and racial identity for service employees. Journal of Occupational Health Psychology, 14(1), 46-57.
Schilpzand, P., De Pater, I. E., & Erez, A. (2016). Workplace incivility: A review of the literature and agenda for future research. Journal of Organizational Behavior, 37(S1), S57-S88. 
Settles, I. H., & O’Connor, R. C. (2014). Incivility at academic conferences: Gender differences and the mediating role of climate. Sex Roles, 71(1), 71-82. doi: 10.1007/s11199-014-0355-y
Welbourne, J. L., Gangadharan, A., & Sariol, A. M. (2015). Ethnicity and cultural values as predictors of the occurrence and impact of experienced workplace incivility. Journal of Occupational Health Psychology, 20(2), 205-217.

 

 

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Canadian Psychological Association Annual Conference 2017 CSIOP Photos

 

Canadian Psychological Association Annual Conference 2017 - CSIOP photos are online now. You can view them here.

 

 

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Date:  May 27, 2017

Canadian Psychological Association Annual Conference 2017 CSIOP Program

Each year for the last 4 decades, practitioners, academics and students from the I-O community gather to share knowledge and best practices. You can find all the details of full program by visiting the CPA website. For your convenience, we have extracted I-O-specific and other relevant elements of the program.

You can find the full program here.

 

 

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Date:  April 12, 2017

 

CSIOP Joins the Alliance for Organizational Psychology!  

 

CSIOP has formally joined the Alliance for Organizational Psychology (AOP) under current CSIOP Chair and CSIOP delegate to the Alliance, Lynda Zugec. The Alliance, initiated by then SIOP President, past CSIOP Chair, and ongoing CSIOP member Gary Latham, was established in 2009 by the Work and Organizational Psychology Division of the International Association for Applied Psychology (Division 1), the European Association for Work and Organizational Psychology (EAWOP), and the Society for Industrial and Organizational Psychology (SIOP).

 

 

alliance

 

 

Franco Fraccaroli, Rosalind Searle, and Donald Truxillo are the current Officers, serving as President, Secretary-General, and Treasurer respectively. Each serve until the 2018 International Congress of Applied Psychology, to be held in Montreal, Canada.

 

The aim of the Alliance is to form an international alliance that would increase the visibility of I-O psychology in the public and private sectors, and be mutually beneficial to each society.

 

The Alliance does not seek to duplicate functions that are already done by other existing I-O psychology Associations, but instead intends to enhance, extend and facilitate exchanges among Associations and their members.

 

The specific purposes of the Alliance are as follows:

 

a)            Influence policies and practices related to the quality of work life and the effectiveness of individuals and organizations,

b)            Advocate internationally for the science and practice of organizational, industrial and work psychology,

c)            Enhance communication and collaboration among its member societies and the individuals who are members of these societies, and

d)            To do any and all acts and things necessary and expedient to accomplish any of the foregoing.

 

You can visit the AOP website here:

http://www.allianceorgpsych.org/

 

 

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Date:  Jan 27, 2017

Karen Korabik Receives ILA Award

Congratulations to CSIOP member Dr. Karen Korabik on receiving the Outstanding Scholarship for Established Scholars award from theWomen and Leadership Affinity Group (WLAG) of the International Leadership Association (ILA).

 

korabik ila 

The Outstanding Scholarship for Established Scholars award recognizes excellence in the scholarship of a seasoned scholar whose published work (theoretical, empirical, or applied) has advanced the understanding of women in leadership in a significant way. The Outstanding Scholarship for Established Scholars award may acknowledge a body of research or a single piece of research. Nominees typically will have been involved in scholarship for at least 5 years.

 

Through her extensive body of work carried out over the past 40 years, Dr. Korabik has made outstanding theoretical, empirical, and applied contributions that have advanced our understanding of women and leadershipin innumerable ways and that make her particularly suited to receive this award.

 

The Women and Leadership Affinity Group (WLAG) is an ILA community for those focused in advancing women in leadership including researchers, coaches, educators, and practitioners interested in generation resources, disseminating research, and fostering the development of female leaders.

 

ila

 

The International Leadership Association (ILA) is the global network for all those who practice, study, and teach leadership. The ILA promotes a deeper understanding of leadership knowledge and practices for the greater good of individuals and communities worldwide.