Date: October 11, 2018
President: Barbara Kozusznik (Poland)
Professor Barbara Kozusznik is the Chair of Work and Organizational Psychology and the Director of the School of Management at the University of Silesia in Poland. She is the past Vice-Rector for International Cooperation and Students Affairs at the University of Silesia 2005-2009 and 2009-2013. She is the author of more than 100 publications on leadership behaviour, social influences in organizations and teamwork, the editor of Management and Information Technologies, and serves on the editorial board of the Polish Journal of Applied Psychology. She is a member of the European Network of Organizational Psychologists (ENOP), President of the Polish Association of Organizational Psychology (PSPO) and a member of the Institute Research Board, Instytutu Naukowego IDOCAL (Institute for Research in Psychology of Human Resources, Organizational Development and Work Quality of Life), University of Valencia. As a consultant for Polish organizations, she is experienced in Human Resource Management projects, managers’ training, and psychological diagnosis and assessment in institutional settings.
Past President: Gary Latham (Canada)
Dr. Gary Latham is a Professor at the Rotman School of Management, University of Toronto. He is the Secretary of State Professor of Organizational Effectiveness and former President of the Canadian Psychological Association (CPA), the Society for Industrial and Organizational Psychology (SIOP), and the International Association of Applied Psychology (IAAP) – Division 1 (Organizational Psychology). He is a fellow of the American Psychological Association, the Association of Psychological Science, the Academy of Management, the National Academy of Human Resources, the Society for Industrial and Organizational Psychology, and the Royal Society of Canada. Professor Gary Latham is the only recipient of both the distinguished contributions to science and to practice awards from SIOP. Along with Professor Edwin Locke, Professor Gary Latham is the author of the well-known Goal Setting Theory, which maintains that setting specific goals generates higher levels of performance.
Secretary: Vicente Martinez-Tur (Spain)
Vicente Martínez-Tur is a Doctor in Social and Organizational Psychology and a full Professor in Organizational Psychology at the University of Valencia, Spain. He has published numerous research studies in books and in more than 80 scholarly articles and chapters. One of his main research contexts is the sector of services for individuals with intellectual disability, investigating the processes and interventions to improve the quality of life of service users. He coordinates several research projects about the impact of organizational and work processes (justice, climate, emotional labor) on the external reactions of customers (satisfaction, quality of life). In addition, Vicente has offered consulting services in different companies and sectors such as banking, energy, tourism, and services for mentally disabled persons. These consulting activities are related to professional areas such as: improvement of service quality and quality of life, redesign of compensation systems, design of performance evaluation tools, and evaluation of training programmes.
Communications Officer: Lynda Zugec (Canada)
Lynda Zugec is the Managing Director at The Workforce Consultants, an international Human Resource Consulting firm. She has extensive experience consulting throughout North America, Europe, and the Middle East. Lynda is the Past-Chair of the Canadian Society for Industrial and Organizational Psychology (CSIOP), the Industrial-Organizational Psychology Section of the Canadian Psychological Association. In 2015, Lynda was invited by Right Honourable Stephen Harper, Prime Minister of Canada, to view the tabling of the Canada-Europe Free Trade Agreement-in-Principle in the House of Commons, Parliament Hill. Lynda is a past recipient of the Entrepreneur of the Year Award from the Canadian-Croatian Chamber of Commerce and also a recipient of the Society for Industrial and Organizational Psychology's International Research and Collaboration Grant (IRC) for research entitled "Multiple Intelligences, Leadership, and Androgyny: An International Study". Lynda has established herself as a notable figure in the Human Resources and business community and has been featured on Forbes, CNN Money, FOX Business, MSN Careers, Fortune, and CBS Money Watch.
Membership Chair: Virginia Whelan (USA)
Dr. Virginia “Ginger” Whelanleads Whelan and Associates, a human resources consulting firm. She has been an active member of SIOP Local I-O Group Relations Ad Hoc committee since its inception. She has organized two SIOP and one international (EAWOP) local I-O information booths. She is a cofounder of the Memphis I-O Psychologists (MIOP), a local group established in 2009. Ginger served as an internal consultant for 20 years in a large hospitality and entertainment company, where she led selection, performance management, leader development, employee engagement surveys and exit interviews. She earned her doctorate of philosophy in Experimental Psychology with a specialty in I-O Psychology from the University of Memphis. Ginger’s consulting firm specializes in developing employee selection, leader development, and engagement systems.
Coordinator: Katarzyna Wiecek-Jakubek (Poland)
Katarzyna Wiecek-Jakubek has been engaged as a Work and Organizational Psychologist, Human Resources Specialist, and Human Resources Business Partner for over 8 years. Her professional experience includes participating in the development and delivery of strategic Human Resources programs and projects including employer branding, recruitment, professional adaptation, assessment, talent management, training and career development. She works with the University of Silesia as a lecturer of Master’s Degree and Post-Graduate Studies in Human Resources. Katarzyna is a member of the Polish Association of Organizational Psychology and the International Association of Applied Psychology.
Date: June 18, 2018
To see the full I/O Psychology program, please click here.
Don't miss out the following events:
- CSIOP/IAAP Social (Tuesday @ 5:00 PM)
- CSIOP Student Mentor Event - registration is open until June 22nd, Friday (Tuesday @ 4:00 PM)
- CSIOP Military Social (Thursday @ 6:00 PM)
- Ramona Bobocel CSIOP Invited Speaker (Forgiveness in the Workplace, Thursday, 3:00PM - 4:00PM)
- Mental Health in the Workplace Symposium, featuring Gary Latham. CSIOP Invited Symposium (Wednesday, 11:15 AM)
- CSIOP AGM and Awards Presentation (Thursday, 4:00 PM)
- CSIOP Student Symposium (Thursday, 1:15 PM)
- CSIOP Poster Sessio (Tuesday, 12:15 PM)
Date: November 9, 2017
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 firstname.lastname@example.org.
Date: November 5, 2017
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.
Date: October 31, 2017
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)
Date: August 16, 2017
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 (email@example.com).
Papers must follow the journal submission guidelines:
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.
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.
Canadian Psychological Association Annual Conference 2017 - CSIOP photos are online now. You can view them here.
Date: May 27, 2017
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.
Date: April 12, 2017
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).
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:
Date: Jan 27, 2017
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).
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.
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.
© CSIOP 2019.