SlOP Income and Employment: Income and Employment of SlOP Members in 2000

Katkowski, David A.; Medsker, Gina J.

doi:10.1037/e576902011-002

Cited by 3 publications

(5 citation statements)

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“…Respondents were overwhelmingly White (over 90%) and male (nearly 70%), and most (over 60%) worked in settings where their coworkers were mainly White. We compared the demographic characteristics of this sample with those of a recent salary survey of the SIOP membership (Kartowski & Medsker, 2001) and found strong similarities in the gender composition of the two samples (e.g., 66% of the doctoral-level respondents in the Kartowski & Medsker survey were male, whereas 69% of the respondents in the current sample were male) and in the primary employment areas reported in the two surveys (Kartowski & Medsker, 2001, reported that 23% of their respondents were employed in consulting and that 36% were employed in academics; comparable percentages in the current survey were 29% and 39%, respectively). Age distributions in our survey and the SIOP salary survey were also similar; in Kartowski and Medsker (2001), 35% of the respondents were 40 years old or younger, and 62% of the respondents were 50 years old or younger.…”

Section: Resultsmentioning

confidence: 99%

“…The gender breakdown of our sample is identical to that listed in the American Psychological Association Membership Roster (2001), which showed that 69% of the SIOP members were male. We were not able to obtain reliable information about the racial or ethnic composition of SIOP or about the racial or ethnic composition of the Kartowski and Medsker (2001) sample, nor were we able to obtain comparative data about the racial composition of the workplaces that employ I-O psychologists.…”

Section: Resultsmentioning

confidence: 99%

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Controversy and consensus regarding the use of cognitive ability testing in organizations.

Murphy¹,

Cronin²,

Tam³

2003

Journal of Applied Psychology

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Seven hundred three members of the Society for Industrial and Organizational Psychology indicated agreement or disagreement with 49 propositions regarding cognitive ability tests in organizations. There was consensus that cognitive ability tests are valid and fair, that they provide good but incomplete measures, that different abilities are necessary for different jobs, and that diversity is valuable. Items dealing with the unique status of cognitive ability were most likely to generate polarized opinions. A 2-factor model, classifying items as those reflecting societal concerns over the consequences of ability testing and those reflecting an emphasis on the unique status of "g," fit the data well, and these factors proved especially important for predicting responses to the more controversial items.

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Section: Resultsmentioning

confidence: 99%

Section: Resultsmentioning

confidence: 99%

Controversy and consensus regarding the use of cognitive ability testing in organizations.

Murphy¹,

Cronin²,

Tam³

2003

Journal of Applied Psychology

View full text Add to dashboard Cite

show abstract

“…People in the 45-49, or the 50-54 age groups (Katkowski and Medsker, 2001) reach the highest median income of their career. In the present study, there are no significant differences in students' age among the four money profiles (the average age ¼ 23.52).…”

Section: Discussionmentioning

confidence: 99%

“…It takes time for people to progress from deficiency needs (physiological needs) to growth needs (psychological needs). People in the 45‐49, or the 50‐54 age groups (Katkowski and Medsker, 2001) reach the highest median income of their career. In the present study, there are no significant differences in students' age among the four money profiles (the average age=23.52).…”

Section: Discussionmentioning

confidence: 99%

Money profiles: the love of money, attitudes, and needs

Tang

Luna‐Arocas

2005

Personnel Review

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If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. AbstractPurpose -To develop money profiles based on money attitudes and investigate differences in work-related attitudes across money profiles. Design/methodology/approach -Data from 564 university students in the USA were collected and four money profiles based on the Love of Money Scale (LOMS) were identified using cluster analysis. Findings -Achieving money worshipers (23.22 percent) have the highest scores on factors good, respect, achievement, and power. Careless money admirers (30.16 percent) have the lowest scores on factors budget and evil. Apathetic money managers (31.08 percent) have the lowest scores on factors respect and achievement and the highest on budget. Money repellent Individuals (15.54 percent) have the lowest scores on factors good and power and the highest on factor evil. Achieving money worshipers have the highest level of organization-based self-esteem (OBSE), the protestant work ethic (PWE), intrinsic and extrinsic job satisfaction, and satisfaction with social and self-actualization needs, whereas money repellent individuals have the lowest. Apathetic money managers have the highest level of satisfaction with physiological and safety needs. Research limitations/implications -This convenience sample does not represent the national population in general or student population in particular. Self-reported data from the same source at one time can inflate relationships between variables and do not provide the cause-and-effect relationship. Practical implications -Researchers and managers understand that people in different money profiles have different work-related attitudes and importance and satisfaction of human needs and that they may identify human resource strategies to predict and control behavior in organizations. Originality/value -The four money profiles, replicated in this study, are valid across several cultures.

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“…Finally, we expected to find differences in the extent to which academics and practitioners valued money. According to the most recent SIOP salary study, those in an applied setting had significantly higher median salaries than those in academic settings ($100,000 versus $73,000; Katkowski & Medsker, 2001). In addition, in his discussion of the "pure practitioner" in I-O psychology, McIntyre (1990) noted that the "pure practitioner" in I-O may have a stronger inclination to increase monetary wealth.…”

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confidence: 99%