
Institute of Organisational Psychology (IOP)
Welcome to the Institute of Organisational Psychology New Zealand
Organisational psychologists are experts in human behaviour in the workplace, having extensively studied the brain, performance, learning, group behaviour, and the processes determining how people think, feel, behave and react, and the impact of these on organisational outcomes. Working with the Science-Practitioner model, we apply our expertise using reliable and scientifically supported methods to assist organisations achieve their business goals. Effective practice often also impacts positively on employee wellness and health.
The aim of the Professional Issues section is to assist practitioners to deliver high quality services. We currently have some best practice guidelines in key areas and are working on reviews of commonly used tests and questionnaires. Key learning points from complaints to the Society and Board are also being drawn up.
‘Chartered’ members have completed an honours or Masters degree specialising in Organisational Psychology, and have been supervised in their practice to ensure they are applying their knowledge effectively. Chartered members are also required to undergo ongoing professional development, and comply with the ethics involved in this practice.
Join the Institute
There are four categories of membership of the Institute. Click here for the rules.
- Chartered Members have Masters or Honours degrees and will have been supervised in their practice of Organisational Psychology (a University through a Post Graduate Diploma in Organisational Psychology or a supervisor under the Psychologist Board scheme, prior to 31 August 2015).
- Academic Members are permanent staff members of a university and will have a PhD in an Organisational Psychology area, or have published in that area.
- Members have post graduate qualifications or interest in the area but have not been supervised in their practice or are not practicing any more.
- Student members will be completing post graduate studies in organisational psychology.
All applications will be reviewed two members of the committee to assess whether an applicant meets the criteria set out in the rules for the category of membership they have applied for. Typically this will take less than one week. Membership is free (included in your annual NZPsS subscription).
How to Join
If you are not a member of the New Zealand Psychological Society (NZPsS) you will need to register before joining The Institute of Organisational Psychology. NZPsS membership gives you access to the on-line journals database, the New Zealand Journal of Psychology, and discounted professional indemnity insurance to name just a few of the benefits. You can use the ‘find a chartered member button’ to find members you know, to nominate you. You can apply for membership of the NZPsS here
If you are already a member of the Society click here to apply for membership of the Institute of Organisational Psychology (IOP)
Both applications can be completed at the same time if you are not a member of the Society and would like to join the Institute.
The IOP committee
John Eatwell - Chair, Email John
Sanna Malinnen - Promotion, Email Sanna
Nikki Harkress - Secretary, Email Nikki
Katharina Naswall, Email Katharina
Karen Tonkin - Professional Development, Email Karen
Jonathan Black - Services to Members, Email Jonathan
Megan Jenkins - Membership, Email Megan
Lucas Hill - Student Rep, Email Lucas
Stewart Forsyth - Student Rep, Email Stewart
Joel Majer - Treasurer, Email Joel
This section outlines the core skill areas of Organisational Psychologists, and how to gain the core skill and practical skills.
Typically entry to the career is through completion of a Bachelors Degree majoring in Psychology (or sometimes Human Resource Management) and then a Honours or Masters Degree in Organisational Psychology.
To become a Chartered Member of the Institute and Registered Psychologist you would then complete a Post Graduate Diploma in Organisational Psychology. This is completed whilst working and involves submitting projects for review, supervision and an oral exam.
Human – machine interaction and work place design
Job analysis and competency design
Coaching, Counselling and career development
The design and evaluation of work environments, and work equipment, according to principles of human psychology, and physiology to maximize performance of the individual and organisation.
Key Tasks
- Occupational Safety and Health evaluation and review
- Design of human-machine systems
- Display, e.g. VDU, evaluation and design
- Fostering health and well-being among employees, including stress and stress management.
NZ Research
Cognition
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- Taylor, J., and Paki, D. (2008). Wanna Drive? Driving Anxiety and Fear in a New Zealand Community Sample. New Zealand Journal of Psychology, 37 (2).
- Williams, T., Blampied, N., and Carr, S.(2007). Psychological Intervention in Major Emergencies: An Asia-Pacific Perspective. New Zealand Journal of Psychology, 36 (3).
- Burt, C., and Forsyth, D. (2001). Relationships Between Supervisor Behavior, Family Support and Perceived Time Management Ability. New Zealand Journal of Psychology, 30 (1).
- Pernice, R., Trelin, A., Henderson, A., and North, N.(2000). Employment and Mental Health of Three Groups of Immigrants to New Zealand. New Zealand Journal of Psychology, 27 (1).
- Taylor, A.J.W. and Duncum, K. (1987). Some Cognitive effects of wintering-over in the Antartic. New Zealand Journal of Psychology, 16 (2).
Health and Safety
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- Burt, C.D.B (2017). New Employee Safety: Risk Factors and Mitigating Strategies.
- Horvath-Hallett, E. and Guerin, B. (2006). Health and Safety Problems as Perceived Female Caregivers of Persons with Intellectual Disabilites: Finding a Diversity of Interventions. New Zealand Journal of Psychology, 35 (1).
- Charlton, S.G., and Bass, P.H. (2001). Fatigue, Work-Rest Cycles, and Psychomotor Performance of New Zealand Truck Drivers. New Zealand Journal of Psychology, 30 (1).
- Henderson, N., and Burt, C.(1998).An Evaluation of the Effectiveness of Shift Work Preparation Strategies. New Zealand Journal of Psychology, 29 (1).
- Glendon, I. (2002). Managing Risk. Key Note Address, IO Symposium, New Zealand Psychological Society Conference.
- Matthews, G., Davies D.R., Westerman, S.J. & Stammers, R.B (2000) in Human Performance: Cognition, Stress and Individual Differences. Hove: Psychology Press. Chapter 8, Human Error. pp. 141-160
- McCormick, I. and Allen, K. (1988). The Evaluation of Single Centrally Mounted Auximilary Stop-Lights: A New Zealand Field Test. New Zealand Journal of Psychology, 17 (1).
- O’Hare, D. (1986). The Human Factor in New Zealand Aviation Accidents and Incidents. New Zealand Journal of Psychology, 15 (1).
Safety Culture
Wellness
- Mackay, L., Egli, V., Booker, L., Prendergast, K. (2019). New Zealand’s engagement with the Five Ways to Wellbeing: evidence from a large cross-sectional survey. NZ Journal of Social Sciences. April
- Berkahn, V. (2004). Mediating Effects of Health Behaviour Participation on Self-Efficacy and Outcome Expectancy and Performance at Work. Honours Project. Massey University.
NZ Research Networks
Other Activities
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- Ask a peer to critically review your work
- Prepare or review a best practice guideline in the area
- Aim to read an article regularly and review it for the practical implications for your work
- Canvas a post graduate University Course to refresh your approach and be exposed to the latest literature
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The use of job analysis techniques to gather a thorough understanding of jobs for use in selection, job evaluation, job design and workforce planning.
Key Tasks
- Competency design
- Job evaluation
- Time and motion studies
NZ Research
NZ Research Networks
- American Productivity and Quality Centre
- Conferences
- Institute for Job and Occupational Analysis
- Job Analysis and Personality Research
- Regional IO Psych Chat Groups
Other Activities
- Ask a peer to critically review your work
- Prepare or review a best practice guideline in the area
- Aim to read an article regularly and review it for the practical implications for your work
- Canvas a post graduate University Course to refresh your approach and be exposed to the latest literature
The selection and appraisal of employees according to valid and reliable analysis of jobs and sound psychometric principles.
Key Tasks
- Conducting, understanding and evaluating job analysis and descriptions.
- Identifying and developing appropriate selection tools.
- Proficient in various selection techniques such as personality and cognitive ability testing, work sample design, and structured interviewing.
- Proficiency in various appraisal techniques such as rating scales qualitative and quantitative appraisal methods.
NZ Research
- Jackson, D. (2016). The Internal Structure of Situational Judgement Tests Reflect Candidate Main Effects: Not Dimensions or Situations. Journal of Occupational and Organisational Psychology, January.
- Sibley, C.G. & Pirie, D.J. (2013). Personality in New Zealand: Scale Norms and Demographic Differences in the Mini-IPIP6. New Zealand Journal of Psychology, Vol 42, 1.
- Chris G. Sibley (2012). The Mini-IPIP6: Item Response Theory analysis on a short measure of the big-six factors of personality in New Zealand. New Zealand Journal of Psychology, Vol 41, 3.
- Chris G. Sibley, Nils Luyten, Missy Purnomo, Annelise Mobberley, Liz W. Wootton, Matthew D. Hammond, Nikhil Sengupta, Ryan Perry, Tim West-Newman, Marc Stewart Wilson, Lianne McLellan, William James Hoverd & Andrew Robertson (2011). The Mini-IPIP6: Validation and Extension of a Short Measure of the Big-Six Factors of Personality in New Zealand. New Zealand Journal of Psychology, Vol 40, 3.
- Duncan J.R. Jackson & Paul Englert (2011). Task-Based Assessment Centre Scores and their Relationship with Work Outcomes. New Zealand Journal of Psychology, Vol 40, 3.
- Jackson, B., & Fischer, R. (2007) Biculturalism in Employee Selection or ‘Who Should Get the Job’? Perceptions of Maori and Pakeha Job Applicants in a NZ European Student Sample. New Zealand Journal of Psychology, Vol 36, 2.
- Jackson, D.J.R., Stillman, J.A. Burke, S., & Englert, P. (2007). Self versus Assessor Ratings and their Classification in Assessment Centres: Profiling the Self-Rater. New Zealand Journal of Psychology, Vol 36, 2.
- Wright, S.L., Burt, C.D.B. & Strongman, K.T. (2006). Loneliness in the Workplace: Construct Definition and Scale Development. New Zealand Journal of Psychology, Vol 35, 2.
- Johnson, L. (2006). Reducing Stereotype-based Judgments: The Impact of Habitual Stereotype Use. New Zealand Journal of Psychology, Vol 35, 1.
- Ding, D.J. and Stillman, J.A. (2005). An Empirical Investigation of Discrimination Against Overweight Female Job Applicants in New Zealand. New Zealand Journal of Psychology, Vol 34, 3.
- Guenole, N. & Chernyshenko, O.S. (2005). The Suitability of Goldberg’s Big Five IPIP Personality Markers in New Zealand: A Dimensionality, Bias, and Criterion Validity Evaluation. New Zealand Journal of Psychology, Vol 34, 2.
- Palmer, S. (2005). Psychometrics: An Ancient Construct for Maori. New Zealand Journal of Psychology, Vol 34, 1.
- Panckhurst, S. (2003). Selector PA: Criterion-Related Predictive Validation Study. University of Canterbury Masters Thesis.
- Sisarich, H. (2003). Internet-Based Assessment Testing. Registration Project
- Guenole, N., Englert, P., & Taylor, P. J. (2003). Ethnic group differences in cognitive ability test scores within a New Zealand applicant sample. New Zealand Journal of Psychology, 32(1), 49-54.
- Taylor, P, Keelty, Y., McDonnell, B. (2002). Evolving Personnel Selection Practices in New Zealand Organisations and Recruitment Firms. New Zealand Journal of Psychology, 31, 8 – 18
- Black, J. (2000). Personality Testing and Police Selection: Utility of the ‘Big Five’: New Zealand Journal of Psychology, 29, (1): 2 – 9
- Hambleton, A., Kalliath, T., and Taylor, P. (2000). Criterion-related Validity of a Measure of Person-Job and Person-Organisation Fit. New Zealand Journal of Psychology, 29, (2): 80 – 85.
- Taylor, P, Mills, A., O’Driscoll, (1993). Personnel Selection Methods Used New Zealand Organisations and Personnel Consulting Firms. New Zealand Journal of Psychology, 22 (1)
- Singer, M. (1993). Diversity-based hiring: an introduction from legal, ethical and psychological perspectives. Aldershot: Avebury.
- Singer, M. (1993). The Application of Organisational Justice Theories to Selection Fairness Research. The New Zealand Journal of Psychology, 22, (1).
- Shouksmith, G.(1989). A Construct Validation of a Scale for Measuring Work Motivation. The New Zealand Journal of Psychology, 18, (2).
- Elkin, G.R. and Sneyd, C.(1989). The relationship between performance on the graduate management adminissions test (GMAT) and academic results for Grduate Management Studies. The New Zealand Journal of Psychology, 18, (2).
- Thomas, D.R.(1988). The Development of a Maori Knowledge test. The New Zealand Journal of Psychology, 17, (2).
Networks
- Assessment Centre Study Group
- Job Analysis and Personality Research
- Regional IO Psych Chat Groups
- Conferences
Other Activities
- Ask a peer to critically review your work
- Prepare or review a best practice guideline in the area
- Aim to read an article regularly and review it for the practical implications for your work
- Canvas a post graduate University Course to refresh your approach and be exposed to the latest literature
Providing assistance or guidance to clients regarding organisational and work performance issues, career development and improved inter-personal relationships at work.
Key Tasks
- Career counseling.
- CV writing
- Conflict resolution
- Workshops
- Outplacement counseling
- Coaching
NZ Research
- Bimler, D., Batra,P & Kirkland, J. (2009). Mapping Occupations into Vocational Interests: Two Case Studies. New Zealand Journal of Psychology, Vol 38, 3.
- Nauda, S., O’Driscoll, M.P. & Kalliath, T.J. (2009). Predicting Employees Retirement Intentions in New Zealand: The Contribution of Personal, Job-Related and Non-Work Factors. New Zealand Journal of Psychology, Vol 38, 2
- Bimler, D., & Kirkland, J. (2006). Testing a ‘Trilemma’ Instrument for Vocational-interest Assessment. New Zealand Journal of Psychology, Vol 35, 3.
International Coaching Psychology Review
- Volume 14, Number 1, Spring 2019
- Volume 13 No 2 Autumn 2018
- Volume 13 No 1 Spring 2018
- Volume 12 No 2 September 2017
- Volume 12 No 1 March 2017
- Volume 11 No 2 September 2016
- Volume 11 No 1 March 2016
- Volume 10 No 2 September 2015
- Volume 10 No 1 March 2015
- Volume 9, Number 2, September 2014
- Volume 9 No 1 March 2014
- Volume 8 No 2 September 2013
- Volume 8 No 1 March 2013
- Volume 7 No 2 September 2012
- Volume 7 No 1 March 2012
- Volume 6 No 1 March 2011
- Volume 5 No 2 September 2010
- Volume 5 No 1 March 2010
- Volume 4 No 2 September 2009
- Volume 4 No 1 March 2009
- Volume 3 No 2 July 2008
- Volume 3 No 1 March 2008
- Volume 2 No 3 November 2007
- Volume 2, Number 1, March 2007
- Volume 1, Number 2, November 2006
- Volume 1, Number 1, April 2006
Networks
- Regional IO Psych Chat Groups
- Conferences
- New Zealand Association for Psychological Type
- Society for Coaching Psychology
Other Activities
- Ask a peer to critically review your work
- Prepare or review a best practice guideline in the area
- Aim to read an article regularly and review it for the practical implications for your work
- Canvas a post graduate University Course to refresh your approach and be exposed to the latest literature
Identification of needs, training design, and evaluation. Designing, implementing and evaluating teaching programs aimed at enhancing the skills and abilities of workers.
Key Tasks
- Training needs Analysis
- Designing a range of training materials
- Delivering training
- Evaluation of training
- Developing Induction programmes
- Worker mentoring such as for management positions.
- Individual development planning
- Succession planning
- Coaching
Internet Links
- American Society for Training and Development
- Training Portals
- The Training Registry
- Simulation Training Systems
- Australasian Evaluation Society (AES)
- International Society for Coaching Psychology
NZ Research
- Donald A.J. Cable (2013). The Career Experiences of Industrial and Organisational Psychology. The New Zealand Journal of Psychology, 42 (1).
- Waitoki, W. (2012). The Development and Evaluation of a Cultural Competency Training Programme for Psychologists Working with Maori: A Training Needs Analysis. (Thesis, Doctor of Philosophy (PhD)). University of Waikato, Hamilton, New Zealand.
- Bryson, J. and Hosken, C. (2005). What Does it Mean to be a Culturally Competent I/O Psychologist in New Zealand?. The New Zealand Journal of Psychology, 34 (2).
- Jackson, D.J.R., Carr, S.C., Edwards, M., Thorn, K., Allfree, N., Hooks, J., and Inkson, K. (2005). Exploring the Dynamics of New Zealand’s Talent Flow. The New Zealand Journal of Psychology, 34 (2).
- Singer, M. (1989). Gender differences in leadership aspirations. The New Zealand Journal of Psychology, 17 (2).
- Electronic Journal of Radical Organization TheoryGeneral Training
Networks
- Academy of Management Online
- Center for Quality of Management
- Conferences
- Evaluation Aotearoa
- Peter F. Drucker Foundation for Nonprofit Management
- Regional IO Psych Chat Groups
- The Management Library (has hundreds of management journals)
Other Activities
- Ask a peer to critically review your work
- Prepare or review a best practice guideline in the area
- Aim to read an article regularly and review it for the practical implications for your work
- Canvas a post graduate University Course to refresh your approach and be exposed to the latest literature
Application of techniques to improve interpersonal relationships between workers and enhance individual and organisational performance through increased willingness to act in a certain manner.
Key Tasks
- Employee assistance programmes
- Conflict resolution
- Performance incentive systems, i.e. remuneration.
- Performance management programmes
- Fostering health and well-being among employees, including stress and stress management.
NZ Research
Bullying and Conflict
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- Counterproductive Workplace Behaviours
- Dianne Gardner, Tim Bentley, Bevan Catley, Helena Cooper-Thomas, Michael O’Driscoll & Linda Trenberth (2013).Ethnicity, workplace bullying, social support and psychological strain in Aotearoa/New Zealand. New Zealand Journal of Psychology, 42 (2).
- Balmforth, K and Gardner, D. (2006). Conflict and Facilitation between Work and Family: Realizing the Outcomes for Organizations. New Zealand Journal of Psychology, 35 (2).
Engagement, Motivation and Satisfaction
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- Capon, J., Chernyshenko, O.S., Stark, S. (2007). Applicability of Retention Theory in the New Zealand Military. New Zealand Journal of Psychology, 36, (1).
- Rundle-Gardiner, A. C. & Carr, S. C. (2005). Quitting a workplace that discourages achievement motivation: Do individual differences matter? New Zealand Journal of Psychology, 34, 3, 149-154.
- Mace, K.A., Atkins, S., Fletcher, R., and Carr, S.C. (2005). Immigrant Job Hunting, Labour Market Experiences, and Feelings about Occupational Satisfaction in New Zealand: An Exploratory Study. New Zealand Journal of Psychology, 34, (2).
- Brough, P. (2005). A Comparative Investigation of the Predictors of Work-related Psychological Well-being within Police, Fire and Ambulance Workers. New Zealand Journal of Psychology, 34, (2).
- Brough, P. and Frame, R. (2004). Predicting Police Job Satisfaction and Turnover Intentions: The role of social support and police organisational variables. New Zealand Journal of Psychology, 33, (1).
- Morrison, R. (2004). Informal Relationships in the Workplace: Associations with Job Satisfaction, Organisational Commitment and Turnover Intentions. New Zealand Journal of Psychology, 33, (3).
- Patterson, J M (1986). An assessment of the usefulness of Kanungo’s conceptualisation and measurement of job and work involvement. Masters Thesis. University of Waikato
- Paton, D., Jackson, D. & Johnston, P. (2003). Work attitudes and values. In M. O’Driscoll, P. Taylor, & T. Kalliath (Eds.). Organisational Psychology in Australia and New Zealand (pp. 127-149). Melbourne: Oxford University Press.
- Bond, T. and Kemp, S. (1991). Are women perceived as underpaid? Magnitude estimation of the value of male and female dominated occupations. New Zealand Journal of Psychology, 20, (2).
Stress and Stress Management
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- Joana R.C. Kuntz, Katharina Näswall, Sanna Malinen, Quyen Nguyen (2016). Employee resilience and leadership styles. New Zealand Journal of Psychology, 45 (2).
- Deborah L. Snell, Lois J. Surgenor, Martin J Dorahy, E. Jean C. Hay-Smith (2014).Coping and adjustment in New Zealand Police staff 12-18 months after the Canterbury earthquakes: A directed qualitative content analysis. New Zealand Journal of Psychology, 43 (3).
- Joana R.C. Kuntz, Katharina Näswall & Amanda Bockett (2013).Keep Calm and Carry On? An Investigation of Teacher Burnout in a Post-disaster Context. New Zealand Journal of Psychology, 42 (2).
- Aizzat Mohd. Nasurdin & Michael P. O’Driscoll (2012). Work Overload, Parental Demand, Perceived Organisational Support, and Work-Family Conflict among New Zealand and Malaysian Academics. New Zealand Journal of Psychology, 41, (1).
- Veronica Hopkins & Dianne Gardner (2012). The Mediating Role of Work Engagement and Burnout in the Relationship between Job Characteristics and Psychological Distress among Lawyers. New Zealand Journal of Psychology, 41, (1).
- The Earthquake’s Psychological Impact, Deak Helton
- John Fawcett (2011). Organisational and Cultural Factors that Promote Coping: With Reference to Haiti and Christchurch. New Zealand Journal of Psychology, 40, (4).
- Carston, M.C. & Gardner, D. (2009). Cognitive Hardiness in the New Zealand Military. New Zealand Journal of Psychology, 38, (3).
- Johnstone, A. and Johnston, L. (2007). The Relationship between Organisational Climate, Occupational Type and Workaholism. New Zealand Journal of Psychology, 34, (3).
- McGowan, J., Gardner, D., and Fletcher, R. (2006). Positive and Negative Affective Outcomes of Occupational Stress. New Zealand Journal of Psychology, 35 (2).
- Haar, J.M. (2004). Work-Family Conflict and Turnover Intention: Exploring the moderation effects of perceived work-family support. New Zealand Journal of Psychology, 33, (1).
- McGowan, J., and Gardner, D. (2006). Positive and Negative Affective Outcomes of Occupational Stress. New Zealand Journal of Psychology, 35 (2).
- Kalliath, T.J., and Beck, A. (2001). Is the Path to Burnout and Turnover Paved a Lack of Supervisory Support? A structural equations test. New Zealand Journal of Psychology, 30 (2).
- Geare, A.J. (1990). New Zealand Managers and Job Stress: Testing the Simulation-Strain Theory. New Zealand Journal of Psychology, 19, (1).
Wellbeing
- Aidan S. Tabor, Taciano L. Milfont, Colleen Ward (2015).Developing Mahi Oranga: A Culturally Responsive Measure of Maori Occupational Stress and Wellbeing. New Zealand Journal of Psychology, 44 (2).
- Mami Yamaguchi & Jamin Halberstadt (2012). Goals and Well Being in New Zealand. New Zealand Journal of Psychology, 41, (2).
- Nikhil K. Sengupta, Danny Osborne, Carla A. Houkamau, William J. Hoverd, Marc Stewart Wilson, Lara M. Greaves, Tim West-Newman, Fiona Kate Barlow, Gavin Armstrong, Andrew Robertson and Chris G. Sibley (2012). How much happiness does money buy? Income and subjective well-being in New Zealand Sibley . New Zealand Journal of Psychology, 41, (2).
- Smith, J. and Gardner, D. (2007). Factors Afflecting Employee Use of Work-Life Balance Initiative. New Zealand Journal of Psychology, 36, (1).
- Wright,S.L., Burt, C.D.B, and Strongman, K.T. (2006). Loneliness in the Workplace: Construct Definition and Scale Development. New Zealand Journal of Psychology, 35 (2).
- Palmer, S. D. (2004). Homai te Waiora ki Ahau: A tool for the measurement of wellbeing among Maori – the evidence of construct validity. New Zealand Journal of Psychology, 33 (2).
- Brough, P., and Kellig, A. (2002). Women, Work & Well-Being: The Influence of Work-Family and Family-Work Conflict. New Zealand Journal of Psychology, 31 (1).
- Oliver, J. and Brough, P. (2002). Cognitive Appraisal, Negative Affectivity and Psychological Well-being. New Zealand Journal of Psychology, 31 (1).
- Allpass, F., Neville, S., and Flett, R. (2000). Contribution of Retirement-related Variables to Well-being in an Older Male Sample. New Zealand Journal of Psychology, 29 (2).
Other Activities
- Ask a peer to critically review your work
- Prepare or review a best practice guideline in the area
- Aim to read an article regularly and review it for the practical implications for your work
- Canvas a post graduate University Course to refresh your approach and be exposed to the latest literature
The combination of a range of proficiencies, such as selection, appraisal, and training, to re-organise an organisation for continued profitability, growth, and change.
Key Tasks
- Organisational diagnoses for problem areas
- Business reengineering
- Change management
- Team building
- Surveying employees
- Exit Interviewing
- Organisational design
- Work place redesign
- Examining the impact of structural changes
NZ Research
- Kali McKay, Joana R.C. Kuntz & Katharina Näswall (2013). The Effect of Affective Commitment, Communication and Participation on Resistance to Change: The Role of Change Readiness, The New Zealand Journal of Psychology 42(2):857-861
- Kimbal Fraser & Simon Kemp (2012). Effects of Employee Governance and Operational Control on Psychological Ownership and Perceived Justice , The New Zealand Journal of Psychology 41(3):857-861
- Caroline Blackmore & J.R.C Kuntz (2011). Antecedents of Job Insecurity in Restructuring Organisations: An Empirical Investigation, The New Zealand Journal of Psychology 41(3):857-861
- Macky, K., Gardner, D., and Forsyth, S. (2008). Generational Differences at Work: Introduction and Overview, Journal of Managerial Psychology 23(8):857-861
- Ng, Sik Hung (1993). A Job Satisfaction Scale for Nurses, New Zealand Journal of Psychology,22,(1)
- Inkson, K. and Paterson, J. (1993). Organisational Behaviour in New Zealand. The New Zealand Journal of Psychology, 22, (1).
- O’Driscoll, M. and Thomas, D.(1987). Life Experiences and Job Satisfaction Amoung Mobile and Stable Personnel on Large Scale Construction projects. The New Zealand Journal of Psychology, 16, (2).
- Inkson, K. (1987). Organisational Behaviour: A Review of New Zealand Research. The New Zealand Journal of Psychology, 16, (1).
- Ng, S.H. and Cram, F. (1986). Complimentiary and Antagonistic Intergroup Differentiations New Zealand Nurses. The New Zealand Journal of Psychology, 15, (2).
Networks
Leadership
- National Clearinghouse for Leadership Programs
- Kravis Leadership Institute (Claremont McKenna College)
- Center for Leadership Studies (SUNY–Binghamton)
- Jepson School of Leadership Studies (University of Richmond)
- Center for Creative Leadership
Organisational Development
- OD Network
- The Organisation Development Institute
Learning Organisations
- Society for Organisational Learning
- Standford Learning Organisation Web
Team Development
- Center for the Study of Work Teams
General
- Conferences
- Regional IO Psych Chat Groups
Other Activities
- Ask a peer to critically review your work
- Prepare or review a best practice guideline in the area
- Aim to read an article regularly and review it for the practical implications for your work
- Canvas a post graduate University Course to refresh your approach and be exposed to the latest literature
RESOURCES FOR BUSINESSES DURING COVID 19
April 17, 2020
The Institute has formed a taskforce to bring together practical tools that are well researched and effective to support businesses during the pandemic. The first of these tools is now available – helping leaders manage through the disruption. Other resources will be available shortly on right-sizing your business in the new environment and resetting once the new normal is in place.
Members have also offered their time to provide initial consultations to businesses to support the resources offered.
Resources are available on the link below.
Be well and stay safe.
John Eatwell, Chair of the Institute on behalf of the Committee and Taskforce.
What are the challenges of leading businesses where people are working remotely, may be stressed and need to learn and work together effectively in a virtual way? These resources provide practical advice based on sound research. What are the challenges of right sizing your business virtually? How can it be done with the minimal impact on your people and your long term viability? These resources provide practical advice based on sound research. Material coming shortly How do reengage with the business once people are back? Material coming shortly Right-sizing your business
Resetting your business
Resources
Covid 19 - How can the field of IO Psychology practically support organisations to cope during this unprecedented time of turbulence and uncertainty?
A presentation by Mary Buckley followed by discussion.
Working virtually
- Psychologists advice for newly remote workers
- Instead of social-distancing practice distant socializing instead urges Stanford psychologist
- Six daily questions to ask yourself in quarantine
- Why taking care of your own well-being helps others
- Coronavirus: How to work from home, the right way
- Your Coronavirus Work-From-Home Wellness Plan
Going through change
Resources to follow
Getting back to work
Resources to follow
On the 11th of March 2020 the World Health Organisation officially declared the spread of Coronavirus a ‘Pandemic’. Apart from the rate of infection reported in South Africa between the 5th and 11th of March 2020, and the preceding health and economic disasters South Africans witnessed within the global community, this may have been the very sentence that enabled our government to activate the Disaster Management Act No 57 of 2002 (http://www.cogta.gov.za/cgta_2016/wp-content/uploads/2016/06/DISASTER-MANAGEMENT-ACT.pdf).
Business and people operating in disruption
Remote Work
- SIOP Feature: Teaming in the Age of COVID-19
- Video: Leading Virtual Meetings
- White Paper: Improving Communication in Virtual Teams
- White Paper: Telecommuting
- Member-Supplied Resource: Effective Virtual Management Skills for Covid-19 Teleworking
Employee Motivation and Engagement
- White Paper: Getting Engaged: Top Tips for an Engaged Workforce
Work-Life Balance
- SIOP Feature: Work-Family Balance Struggles in the Time of COVID-19
- SIOP Feature: Tips for balancing work and home during COVID-19
- White Paper: Work-Life Balance
- SIOP Feature: Finding Balance: Evidence-Based Strategies for Employers
Worker Well-Being
- Member-Supplied Resource: 4 key strategies to help supervisors support employee well-being during COVID-19
- Member-Supplied Resource: APS Backgrounder Series: Psychological Science and COVID-19: Working Remotely
Learning at home
Businesses going through change
Pushing the reset
Material to come
Other Sites
https://alliancefororganizationalpsychology.com/resources-during-covid-19
ALLIANCE FOR ORGANISATIONAL PSYCHOLOGY
We are very excited to announce that we have been invited to join the Alliance for Organisational Psychology, and have today formally accepted their invitation.
The Alliance aims to promote cooperation and information sharing amongst Organisational Psychology bodies across the world.
