Side effects associated with organizational interventions: A perspective

Watts, Logan L.; Gray, Bradley E.; Medeiros, Kelsey E.

doi:10.1017/iop.2021.93

Cited by 21 publications

(10 citation statements)

References 93 publications

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“…The label COI is used here in a broad sense, reflecting its frequent use as “an umbrella term for a wide range of behaviors and circumstances” (Macrina, 2014, p. 233) 9 . With this inclusive meaning, COIs are akin to what Watts et al (2021) call the problem of divided loyalties, or “the condition of being responsible for serving two or more stakeholders who may or may not have conflicting interests.” For example, a consulting IOP may be presented with a demand from a senior manager of a client organization that conflicts with ethical standards and/or with the interests of other organization members (or the organization as a whole).…”

Section: Discussionmentioning

confidence: 99%

Ethical incidents reported by industrial-organizational psychologists: A ten-year follow-up.

Lefkowitz¹,

Watts²

2022

Journal of Applied Psychology

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This article reports the results of an ethics survey of professional members of the Society for Industrial and Organizational Psychology (SIOP/APA-Div. 14) conducted in 2019, and compares its findings with those of a similar survey conducted in 2009. In 2019, but not 2009, international members and associates were included. A total of 680 survey responses were received in 2019, with 157 of them describing a narrative incident of a recently experienced ethical situation. In 2009, 228 of 661 respondents described a total of 292 incidents. Respondents were asked to categorize and rate their incidents on a variety of attributes. Demographic subgroup analyses showed more similarities than differences in the nature and outcomes of ethical issues reported. However, differences were observed as a function of work domain (academe, internal practice, external practice), membership status (member/fellow/associate), career stage (years since highest degree), and field of highest degree (I-O psychology, other psychology area, and business), suggesting caution if generalizing to the entire field. Respondents who actually faced the ethical issue described viewed it as somewhat less serious than those who occupied some other (observer) role in the situation, and also reported more successful resolutions. Comparing 2019 with 2009 data revealed overall consistency in the relative incidence of different forms of ethical challenges and the work activity areas in which they arise. However, in 2019 there were more covert incidents (e.g., role conflicts, values conflicts, conflicts of interest) and fewer overt incidents (e.g., coercion, corruption). Implications for improving ethics education and training are discussed.

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Section: Discussionmentioning

confidence: 99%

Ethical incidents reported by industrial-organizational psychologists: A ten-year follow-up.

Lefkowitz¹,

Watts²

2022

Journal of Applied Psychology

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“…For I-O psychologists, multiple relationships often extend beyond individuals such as clients, employees, managers, or colleagues, to broader entities like organizations. Multiple relationships are sometimes unavoidable in these highly complex, yet entirely legitimate roles, creating potential conflicts of interest that may not be directly financial in nature (Watts et al, 2022). For example, imagine a junior consultant who is ostracized by their manager for failing to comply with QRPs that would demonstrate "positive results" to an important client.…”

Section: Professional Interactionsmentioning

confidence: 99%

How relevant is the APA ethics code to industrial-organizational psychology? Applicability, deficiencies, and recommendations

Watts

Lefkowitz

Gonzalez

et al. 2023

Ind. Organ. Psychol.

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Opinions have been divided regarding the relevance of the APA Ethics Code to non-mental health specialties and even whether the code should attempt to encompass all psychology specializations. However, these opinions have crystallized without the benefit of any appreciable empirical data, until now. This study investigates the applicability of the ethical principles and standards of the code to 398 first-person narratives of ethical incidents reported by industrial-organizational (I-O) psychologists. On average, 2.8 (of the 5) principles enumerated in the code were deemed applicable to each incident, and each principle was applicable to more than half the incidents provided. Of the code’s 89 ethical standards, 75 (84.3%) were applicable to at least one incident. Among the 10 categories of standards, resolving ethical issues and human relations were the most frequently applicable, whereas therapy standards were virtually never applicable. However, for 42.7% of the incidents, trained judges identified a substantive deficiency or ambiguity for I-O psychologists in the code. These deficiencies were subsequently grouped into seven higher order categories (assessments in organizations; research practices; data management; professional interactions; business practices; student ethics; and proactive ethical behavior). Recommendations are offered for improving those putative deficiencies, and implications are discussed for I-O psychologists, the APA’s Ethics Code Task Force (ECTF), and other nonclinical domains of psychology.

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“…For organisations, either approach can better inform them of which "side effects" (Watts, et al, 2022;Beckel, et al, 2022) to consider, when implementing interventions that may fall through the fault lines due to lessconsidered aspects stemming from the absences of context and depth.…”

Section: Qualitative and Mixed Methods Studiesmentioning

confidence: 99%

“…To start, Watts, Gray, and Medeiros (2022) drew attention to how "side effects" are often not considered, when putting organisational interventions in place, signifying how "accountability", within this context, can easily become murky, in practice.…”

Section: Interventions For Rehumanisation In Mie Work Environmentsmentioning

confidence: 99%

“…To work towards these aims and objectives, invested groups, should, consider, possible "side effects" (Beckel, et al, 2022;Watts, et al, 2022) of organisational interventions, needed, to prevent "cycles of progression and regression" (Black Music Action Coalition, 2021) from persisting; which may mean they need to constantly assess and reassess their workforce design practices, business dealings, and organisational cultures, more frequently.…”

Section: Stakeholdersmentioning

confidence: 99%

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Forget me not: demarginalising trailblazing and leading Black women’s WEIRD industrial, organisational, and societal career experiences with “power” in the world’s top music industry ecosystems

Blackwell¹

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Governments in the UK and US passed a slew of acts and laws, from 1960s onward, to prohibit discriminatory practices aimed at marginalised groups, across business and society. Despite these landmark rulings, it is still the case that ideological, institutional, interpersonal, and internalised acts of dehumanisation continue to permeate WEIRD (Western, Educated, Industrialized [sic], Rich, and Democratic) consciousness, perceived-to-be justifiable behaviours, as well as (dysfunctional) ways of relating within cultural paradigms, as (nonaccountability) being ascribed to “social norms”. By framing this groundbreaking IO psychological research project, within multiple wider social contexts, while also centring the implications of “human (business) practices” in the music industry, I sought to cross-culturally examine trailblazing and leading UK and US Black women’s industrial, organisational, and societal career experiences, in this “equality” era. Accordingly, I developed this project from the specific lenses of Black women navigating “power”, “identity politics”, the “politics of identity” and the implications of social constructs, in the, purported-to-be, egalitarian, top- performing music industry ecosystems of the world. In commissioning both intersectionality theory (IT) and, what I will name, an “intrasectional” conceptual framework – a hybrid critical realist ontology and Black feminist epistemology (BFE), where reflexivity would be valued, were ultimately chosen to guide the methodological choices. Also, as narrative research is critical to understanding “lived experiences”, (a criterion in BFE), this thesis leaned towards a Big Q qualitative model, incorporating a multimethod design, featuring two reflexive thematic analyses, using archival data, for Study 1 (n=9 industry trailblazers), to inform the approach for in- depth semi-structured interviews, for Study 2 (n=12 industry leaders). Based on the findings, the themes I generated from Study 1 and Study 2, strongly indicate that Black women’s systemic WEIRD MIE career experiences, are an alarming cause for concern, as the negative workplace issues they tend to encounter fit the criteria of a “humanitarian crisis”, by the UN’s standards, which deserves macro-contexts, urgent attention, and a call- to-action for stakeholder and organisational interventions, as Black women spoke to themes of workplace abuse and incivility, prolonged poor mental and physical health outcomes, other forms of multidimensional exploitation, as well as experiences with disconnection, and barriers at every level in their careers, in the relationship-driven music industry. As these outcomes adversely impacted the pace and progression, as well as trajectories, of their careers across the multisectoral and occupational spectrums in the MIEs, this thesis sought to explore how and why, adding an original contribution to knowledge in psychology through this niche exploration.

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Side effects associated with organizational interventions: A perspective

Cited by 21 publications

References 93 publications

Ethical incidents reported by industrial-organizational psychologists: A ten-year follow-up.

Ethical incidents reported by industrial-organizational psychologists: A ten-year follow-up.

How relevant is the APA ethics code to industrial-organizational psychology? Applicability, deficiencies, and recommendations

Forget me not: demarginalising trailblazing and leading Black women’s WEIRD industrial, organisational, and societal career experiences with “power” in the world’s top music industry ecosystems

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