Department 12: An I-o Psychology Podcast

Dr. Adrian Walton wants to work in organizational psychology, but his co-workers are telling him not to mention his PhD on his resume or LinkedIn profile because he'll be written off as overqualified. What do you think? Vote in the Twitter poll here and respond on social media.

Steve Alexander is going back to school! He starts an IO Psych Master's program in IO Psych at UNC Charlotte in the fall and he's got questions. I took a stab at some answers, but I hope you will, too. Post your advice to Twitter with the hashtag #IOBack2School.

If you're a fan of mispronounced last names, you're going to love this episode. More importantly, we'll talk about the IO Psych brand with Michael Vodianoi. Show Links:Michael on LinkedInMichael's Article: Industrial-Organizational Psychology – Getting a Foothold in Canadian BusinessThe Hemingway Editor

In this episode, you'll hear me continually confuse "reproduce" and "replication" and listen to my bird scream in the background. Also, Jeff Dahlke talks about some smart researchy stuff while I smack myself in forehead, realizing all the many, many mistakes I've made with my data.Contact Jeff on:LinkedInTwitterResearchGateEmail

Be sure to follow Aaron Kraus on Twitter (@Aaron_Kraus). You'll be glad you did.5 tips for success:1. Know the business. Do some research on the audience, current state, and history. Don’t waste time asking questions you could have found out the answer to on your own. #SIOP18 #IOPsych— Aaron Kraus (@Aaron_Kraus) April 22, 2018 2. Don’t insult your audience’s intelligence. If you use terms they don’t know, they won’t like or trust you. Remember, they didn’t go to school for years to learn about reliability/validity, just like you haven’t sept the last decade running an organization. #SIOP18 #IOPsych— Aaron Kraus (@Aaron_Kraus) April 22, 2018 3. Make the audience comfortable. Awkward social interactions lead to mistrust. Make eye contact, find common ground, be articulate. 4. Ensure your content is easily digestible. Pictures are more impactful than words; numbers can be misinterpreted or misleading.#SIOP18 #IOPsych— Aaron Kraus (@Aaron_Kraus) April 22, 2018 5. Avoid telling people they are wrong, particularly

In this episode, Vanessa Newton talks about her background in IO psych and how it led her to the brave new world of data analysis. Show LinksVanessa on LinkedInVanessa on TwitterVanessa's Tableau ProfileTableau's WebsiteTabeleau on Twitter

Hey, it's every #IOPsychologist's favorite topic! This show is really about science communication, so give it a listen. If you liked this episode, you'll love You Are Not So Smart.

In this episode, we talk to Ryan Jacobson and Asia Eaton about an experimental study they recently published about the effects of different kinds of organizational policies on employees' willingness to report sexual harassment as a bystander. Apologies for the audio quality--Skype is a fickle friend.Show Links:How Organizational Policies Influence Bystander Likelihood of Reporting Moderate and Severe Sexual Harassment at WorkFaculty Profile: Asia EatonRyan Jacobson on LinkedInSIOP's Top 10 Workplace Trends for 2018

I recently interviewed Dr. Asia Eaton and Ryan Jacobson about a study they conducted on sexual harassment policies. That full episode is in production now, but I wanted to release this mini-sode on Dr. Eaton's perspectives on IO as she joined the fold from another specialty.Episode Links:Dr. Asia Eaton's Faculty Page

Aminata Ware is working on her Master's in Psych at Capella University. Her assignment: interview someone working in the field she's interested in. She's interested in IO psych and I have this podcast thing, so...I answered Aminata's questions, butchered her name, and shared several, rambling, uninformed opinions. Enjoy! Show links:Aminata on LinkedIn

Links to today's sweet treats:Interview: Dr. Mike Urick on Managing Intergenerational Conflict in the WorkplaceSurvey Tool: TypeformSHRM-SIOP Science of HR Series: Promoting Evidence Based HRAnd, as always, knock on my Twitter door or throw eggs at my LinkedIn with your feedback and ideas for the show.

In this episode, we talk to Sy Islam and Mike Chetta about how they use text analytics in their consulting practice. Lots of great links to share this time around.Episode LinksTalent Metrics: Website, Twitter, LinkedInSy Islam on TwitterSy Islam on LinkedInMike Chetta on TwitterMike Chetta on LinkedInTools: Text Analysis with R, Basic Text Mining in R, TropesFarmingdale State College Department of PsychologyFarmingdale State College Expert CenterTouro College and University System

Gabriel Pappalardo, Ph.D. went from mindfulness skeptic to living on a yoga ashram. How did that happen? Find out in this episode, along with Gabe's thoughts on graduate school stress and mindfulness in the workplace. Gabriel is currently planning Mindful Activism workshops and is available for secular mindfulness consulting for companies.Episode Links:Gabe on LinkedInStudy: A Wandering Mind is an Unhappy MindYogavilleMindfulness App: Headspace

Mike Zickar, Chair of the Psychology Department at Bowling Green State University, joins us to talk about the advantages of the academic life, moonlighting, the future of IO, and crashing weddings.Episode Links:Mike on TwitterMike on LinkedInMike's Faculty Page BGSU Psych Department

In this episode, I talk to Rich Mendelson about diversity, performance management, education, research, and the halo effect. Episode Links:Rich on TwitterRich on LinkedInKeiser UniversityTake an Implicit Association Test from Harvard

Katie and Mike Sliter are an IO supercouple. In this episode, they talk about the differences between the classroom and the real world, working from home, and the joys of cajun food. Episode Links:Katie Sliter (Email)Mike Sliter (Email)FurstPersonYats

Here are the links to the scoops in today's episode.An Instructor’s Guide for Introducing Industrial-Organizational PsychologyThe IO Psychology SubredditHas Industrial-Organizational Psychology Lost Its Way?Connect with me on Twitter or LinkedIn and subscribe on iTunes, Stitcher, or RSS.

We all know that long assessments cause job applicants to drop out of the selection process. Wait...do we know that? In this episode, we talk to Alison Carr, a consultant for Shaker, and Dr. Jay Hardy, Assistant Professor in the College of Business at Oregon State University. Alison and Jay talk about the research behind their new article, Are Applicants More Likely to Quit Longer Assessments? Examining the Effect of Assessment Length on Applicant Attrition Behavior.Special thanks to Matt Sloan, another of the study's co-authors, for suggesting this article.

Nathan Thompson, Chief Product Officer for Assessment Systems Corporation (ASC), defends computerized adaptive testing from a hostile cross-examination. You can read Dr. Thompson's blog here, or connect with him on LinkedIn, Twitter, or email. Click here for Dr. Thompson's recommended introduction to CAT. He also recommended the book Item Response Theory for Psychologists and the Concerto package for developing adaptive tests.

We love to talk about bridging the gap between research and practice, but Tiffany Poeppelman is doing it. Tiffany, a Senior Sales Performance Consultant and Speaker at LinkedIn, shares her experiences conducting an experiment in the workplace. Along the way, we get some advice on choosing research questions, dealing with ethical issues, and presenting findings to business leaders. You can connect with TIffany on Twitter (@TRPoeppelman) and LinkedIn. You can also read her column, The Modern App, in The Industrial-Organizational Psychologist, which she co-authors with Evan Sinar (@EvanSinar).