28th Annual Conference. Society for Industrial and Organizational Psychology (SIOP).
På Torsdag börjar den kanske mest intressanta kongressen om året för oss som arbetar inom ämnet arbetspsykologi. SIOP detta år går av stapeln i Houston, Texas. Årets program är mycket intressant läsning. Efter en första genomgång har jag satt upp ett preliminärt schema att gå på. Det betyder att jag valt bort en hel del intressant som jag hoppas mina kollegor kan täcka upp för. Förväntar mig som vanligt att komma tillbaka från SIOP med den senaste informationen om senaste nytt inom forskning och praktik avseende bedömningstjänster i arbetslivet.
My Preliminary Program this year
Session Title |
Opening Plenary Session |
Of Course It Was! Emphasizing Intuition in Dual-Process Organizational Decision Making |
Dark Organizational Climates and Cultures |
A Model for Teaching Individual Assessment in Doctoral I-O Programs |
Scientist–Practitioner Divide: Try to Eliminate or Accept as Inevitable? |
The Science and Practice of Social Media Use in Organizations |
Normality of Job Performance: A Reply to O’Boyle and Aguinis |
Is Overprediction of Black Performance an Artifact of Observed Validity? |
A Meta-Analysis of the Criterion-Related Validity of Physical Ability Tests |
Institutional Versus Individual Decision Models for Assessing Test Utility |
Differences in Worldwide Selection Practices: The Impact of an International Standard on Assessment |
Genes and Jingle-Jangle: Embracing and Evaluating New Personality Research |
Individual Psychological Assessment: Integrating Science and Practice |
Big Data: A Big Opportunity for Industrial and Organizational Psychology |
The Topography of Performance: Maximum, Typical, and Dynamic Performance |
Creating Synergies: Competency Models to Develop and Integrate HR Systems |
Practical and Legal Considerations for Alternative Validation Processes in Organizations |
Steve Jobs’ Leadership Style: Good or Not? |
New Procedures for Measuring Correlation: Introducing MIC and MINE |
New Insights Into Personality Test Faking: Consequences and Detection |
Common Method Variance Biases: Evidence and Remedies |
Need for Autonomy and Resistance to Standardized Employee Selection Practices |
Destructive Leadership: A Holistic View for Minimizing its Toxic Influence |
OCB: Exploring New Directions in Multilevel, International Contexts |
Turn Skeptic Into Champion: Demonstrating Business Impact to HR |
Closing Plenary Session |