Guidelines for Education and Training at the Doctoral and Postdoctoral Levels in Consulting Psychology/Organizational Consulting Psychology: Executive summary of the 2017 revision.

This article provides an executive summary of the American Psychological Association (APA)-approved 2017 revision of the Guidelines for Education and Training at the Doctoral and Postdoctoral Levels in Consulting Psychology/Organizational Consulting Psychology. The guidelines were developed by the Society of Consulting Psychology (SCP), Division 13 of the American Psychological Association, to provide updated guidance and recommendations for education and training of doctoral-level consulting psychologists. This article provides an overview of the complete guidelines, reviews the process by which the guidelines were generated, and identifies some of the important contextual factors involved in this work, including overarching principles; the concept of individual, group, and organizational levels; and specific consulting psychology competencies. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Emotional labor in American professors.

An online survey was conducted on a national sample of United States professors to examine emotional labor and its relationship to work outcomes. Participants were queried on genuine, faking, and suppressing emotional expression facets of emotional labor, as well as emotional exhaustion, job satisfaction, and affective commitment. The sample of 598 included 71 instructors, 177 assistant professors, 168 associate professors, and 182 professors. A path analysis was conducted testing two models of emotional labor. Results supported a model indicating significant direct relationships between emotional labor, emotional exhaustion, and job satisfaction. Additionally, the relationship between emotional labor and affective commitment was mediated by emotional exhaustion and job satisfaction. Genuine positive expression was the only emotional labor variable to have significant direct relationships with all outcomes. For U.S. faculty, the experience of emotional labor was related to several work attitudes.

The use of person-organization fit in employment decision making: an assessment of its criterion-related validity.

Because measures of person-organization (P-O) fit are accountable to the same psychometric and legal standards used for other employment tests when they are used for personnel decision making, the authors assessed the criterion-related validity of P-O fit as a predictor of job performance and turnover. Meta-analyses resulted in estimated true criterion-related validities of .15 (k = 36, N = 5,377) for P-O fit as a predictor of job performance and .24 (k = 8, N = 2,476) as a predictor of turnover, compared with a stronger effect of .31 (k = 109, N = 108,328) for the more commonly studied relation between P-O fit and work attitudes. In contrast to the relations between P-O fit and work attitudes, the lower 95% credibility values for the job performance and turnover relations included zero. In addition, P-O fit's relations with job performance and turnover were partially mediated by work attitudes. Potential concerns pertaining to the use of P-O fit in employment decision making are discussed in light of these results.

Sexual harassment in online communications: effects of gender and discourse medium.

Differences in the perception of sexual harassment depending on discourse medium (traditional classroom setting versus online) and gender were examined via survey with 270 undergraduate participants. It was hypothesized that (1) participants would differ in their evaluations of similar behaviors when they were described as occurring in a traditional classroom setting as opposed to an online environment, and (2) males and females would differ in their evaluations of online behaviors. Eight potentially harassing acts were examined--including sexually explicit pictures, content, jokes, misogyny, the use of nicknames, requests for company, sexual favors, and comments about dress. Misogynist comments were seen as more harassing online than in traditional settings, as well as using nicknames and comments about dress. In a traditional setting, only requests for company were seen as more harassing. In terms of gender differences, women rated online pictures and jokes as significantly more harassing than men.