Neoliberal ideology in work and organizational psychology

Psychological capital and social class: A capital approach to understanding positive psychological states and their role in explaining social inequalities

Psychological capital (PsyCap) is a multidimensional concept entailing hope, self-efficacy, optimism, and resilience. This paper argues that it can be considered a form of "capital" explaining social inequality. We test whether PsyCap can be integrated into the Bourdieusian capital framework by assessing its relationship with social, economic, and cultural capital. We also identify different types of social positions based on the volume and composition of psychological, economic, cultural, and social capital. We use cross-sectional data from the European Social Survey of 2012 (N = 35,313 respondents; 29 countries). To test the associations with the Bourdieusian capital types, we calculated multilevel spearman rank correlations and performed confirmatory factor analyses (CFA). Latent Class Analysis identified different types of social positions. We found positive weak correlations between PsyCap and the indicators of cultural capital (r ≤ .14) and positive moderate correlations with the indicators of economic and social capital (r ≤ .24). The results of the CFA showed that the fit of the 4-capital model was superior to that of the 3-capital model. We identified six types of social positions: two deprived types (with overall low capital levels); two well-off types (with overall high capital levels) and two types with high psychological and social capital in combination with varying levels of cultural and economic capital. Including PsyCap in the Bourdieusian capital framework acknowledges the power of positive psychological states regarding processes of social mobility and social inequality on the one hand and calls for understanding PsyCap as a social and group-level phenomenon on the other hand. As such, integrating PsyCap into the Bourdieusian framework can help to address the longstanding issue of understanding the relationship between social and individual differences in the study of social inequalities.

Challenging NHS Corporate Mentality: Hospital-Management and Bureaucracy in London's Pandemic

Whilst NHS Health Service management is usually characterized by hierarchized bureaucracy and profit-driven competitiveness, the COVID-19 pandemic drastically disrupted these ways of working and allowed London-based non-clinical management to experience their roles otherwise. This paper is based on 35 interviews with senior non-clinical management at a London-based NHS Trust during 'Alpha phase' of Britain's pandemic response (May-August 2020), an oft-overlooked group in the literature. I will draw upon Graeber's theory of "total bureaucratization" to argue that though the increasing neo-liberalization of the health-services has hitherto contributed toward a corporate mentality, the pandemic gave managers a chance to experience more collaboration and freedom than usual, which ultimately led to more effective realization of decision-making and change. The pandemic has shown NHS managers that there are alternatives to neoliberal logics of competition and hierarchy, and that those alternatives actually result in happier and effectively, more capable staff.

Organizational Culture, Justice, Dehumanization and Affective Commitment in French Employees: A Serial Mediation Model

The instrumentality of employees can be considered a common feature of the modern workplace. To investigate the influence of this instrumentalizing culture on organizational performance on the individual level, we tested whether perceived clan values (according to the Competing Values Framework) could explain affective commitment directly and indirectly through perceptions of organizational justice and organizational dehumanization in employees. Using the PROCESS macro, we tested a corresponding serial mediation model in a convenience sample of 306 French employees. Although employees who perceived a lack of clan values were less committed, the observed indirect effect was greater. Our findings highlight the role of perceived organizational culture in influencing affective commitment and how perceived justice and dehumanization may explain part of this relationship. This research also contradicts widespread beliefs stating dehumanizing strategies are universally beneficial in terms of organizational efficiency. Limitations and directions for future research are discussed.

In Search of the Social in Psychological Capital: Integrating Psychological Capital into a Broader Capital Framework

During the past decade, a rich literature emerged focusing on “psychological capital,” a multidimensional concept encompassing self-efficacy, hope, optimism, and resilience. So far psychological capital has been predominantly studied in the areas of work and organizational psychology, management, and organizational behavior. This paper argues that (1) the relevance of psychological capital is much broader than assumed so far and (2) that not only the outcomes but also the (social) origins and sources of psychological capital need to be studied. More specifically, the key questions that we address in this paper concern (1) how the notion of psychological capital can be integrated into a broader capital framework that allows studying (the reproduction of) social inequalities, (2) what such integration adds to disciplines such as psychology and sociology, (3) and which avenues for further research can be derived from such framework? Informed by the work of Pierre Bourdieu, we argue that psychological capital is the missing link to develop a comprehensive framework for studying (the reproduction of) social inequalities. Based on our theory building, we develop an interdisciplinary research agenda.

Needs-based off-job crafting across different life domains and contexts: Testing a novel conceptual and measurement approach

Shaping off-job life is becoming increasingly important for workers to increase and maintain their optimal functioning (i.e., feeling and performing well). Proactively shaping the job domain (referred to as job crafting) has been extensively studied, but crafting in the off-job domain has received markedly less research attention. Based on the Integrative Needs Model of Crafting, needs-based off-job crafting is defined as workers’ proactive and self-initiated changes in their off-job lives, which target psychological needs satisfaction. Off-job crafting is posited as a possible means for workers to fulfill their needs and enhance well-being and performance over time. We developed a new scale to measure off-job crafting and examined its relationships to optimal functioning in different work contexts in different regions around the world (the United States, Germany, Austria, Switzerland, Finland, Japan, and the United Kingdom). Furthermore, we examined the criterion, convergent, incremental, discriminant, and structural validity evidence of the Needs-based Off-job Crafting Scale using multiple methods (longitudinal and cross-sectional survey studies, an “example generation”-task). The results showed that off-job crafting was related to optimal functioning over time, especially in the off-job domain but also in the job domain. Moreover, the novel off-job crafting scale had good convergent and discriminant validity, internal consistency, and test–retest reliability. To conclude, our series of studies in various countries show that off-job crafting can enhance optimal functioning in different life domains and support people in performing their duties sustainably. Therefore, shaping off-job life may be beneficial in an intensified and continually changing and challenging working life.

Bringing Excitement to Empirical Business Ethics Research: Thoughts on the Future of Business Ethics

To commemorate 40 years since the founding of the Journal of Business Ethics, the editors-in-chief of the journal have invited the editors to provide commentaries on the future of business ethics. This essay comprises a selection of commentaries aimed at creating dialog around the theme Bringing Excitement to Empirical Business Ethics Research (inspired by the title of the commentary by Babalola and van Gils). These editors, considering the diversity of empirical approaches in business ethics, envisage a future in which quantitative business ethics research is more bold and innovative, as well as reflexive about its techniques, and dialog between quantitative and qualitative research nourishes the enrichment of both. In their commentary, Babalola and van Gils argue that leadership research has stagnated with the use of too narrow a range of perspectives and methods and too many overlapping concepts. They propose that novel insights could be achieved by investigating the lived experience of leadership (through interviews, document analysis, archival data); by focusing on topics of concern to society; by employing different personal, philosophical, or cultural perspectives; and by turning the lens on the heroic leader (through "dark-side" and follower studies). Taking a provocative stance, Bal and Garcia-Lorenzo argue that we need radical voices in current times to enable a better understanding of the psychology underlying ethical transformations. Psychology can support business ethics by not shying away from grander ideas, going beyond the margins of "unethical behaviors harming the organization" and expanding the range of lenses used to studying behavior in context. In the arena of finance and business ethics, Guedhami, Liang, and Shailer emphasize novel data sets and innovative methods. Significantly, they stress that an understanding the intersection of finance and ethics is central to business ethics; financial equality and inclusion are persistent socio-economic and political concerns that are not always framed as ethics issues, yet relevant business policies and practices manifest ethical values. Finally, Charles Cho offers his opinion on the blurry line between the "ethical" versus "social" or "critical" aspects of accounting papers. The Journal of Business Ethics provides fertile ground for innovative, even radical, approaches to quantitative methods (see Zyphur and Pierides in J Bus Ethics 143(1):1-16, 10.1007/s10551-017-3549-8, 2017), as part of a broad goal of ethically reflecting on empirical research.

Taking stock and moving forward: A textual statistics approach to synthesizing four decades of job insecurity research

We collected the abstracts of manuscripts examining job insecurity published between 1984 and 2019 and carried out a textual analysis to investigate the defining clusters, their development over time, and whether there was evidence of siloed knowledge. Results suggested that job insecurity research seems to be fragmented into disciplinary foci (organizational psychology, public health, economics, and sociology). Further analyses on the organizational psychology corpus, revealed 25 topics with distinct temporal trajectories: some were increasing (analytical advances and differentiation between cognitive and affective job insecurity) while other were decreasing (scale development). The remaining abstracts revealed 15 topics with more stable trajectories. Based on these results, we identified five areas for future organizational research on job insecurity: the changing labor market, the need to better understand the experiences of marginalized workers and non-work outcomes of job insecurity, the added-value of qualitative research, and the need to critically evaluate our assumptions as researchers. Plain Language Summary Since the paper by Greenhalgh and Rosenblatt, research on job insecurity has burgeoned. Taking an interdisciplinary perspective, we collected the abstracts of all peer-reviewed manuscripts examining job insecurity published between 1984 and 2019 and carried out a textual analysis using the Latent Dirichlet Allocation and the Reinert method to investigate (a) the defining clusters of job insecurity research, (b) the development of such clusters over time, and (c) whether there was any evidence of siloed knowledge. Results suggested that indeed job insecurity research seems to be fragmented into four main disciplinary foci (organizational psychology, public health, economics, and sociology) with relatively little cross-fertilization. We conducted further analyses of the abstracts stemming from organizational research on job insecurity, revealing 25 topics with distinct temporal trajectories (e.g., “hot” topics including the increasing use of advanced analytic techniques and differentiation between cognitive and affective job insecurity) and “cold” topics including the development of job insecurity measures). The remaining abstracts revealed 15 topics with more stable research interests over time (e.g., a continued reliance on appraisal theories). Based on these results, we identified five areas for future organizational research on job insecurity based on: the changing labor market, the need to better understand the experiences of marginalized workers and non-work outcomes of job insecurity, the added-value of qualitative research, and finally the need to critically evaluate our assumptions as researchers.

Holding Up a Democratic Facade: How ‘New Work Organizations’ Avoid Resistance and Litigation When Dismissing Their Managers

New work is used as a general term to summarize professional developments in contemporary work style, structure and modus of organizations and society—this means collaborative work and flexible working hours on individual levels, and flat hierarchies and participatory decision-making on organizational levels. Contemporary corporations strive to orient toward the concept of new work to keep up with stakeholder demands, for instance in their branding strategies as an employer. However, studies on organizational practices indicate that alongside explicit values and agendas, organizations tend to slyly exert power to secure their (economic) interests. Constructive dismissal is one such instance where contractually protected employees are made to resign their positions because the work environment is altered to become increasingly unbearable. This research analyzes two case studies to explicate routine dismissal procedures at the managerial level in two internationally operating German corporations. Both corporations explicitly profile as new work environments and are structured according to democratic principles including flat hierarchies, feature institutionalized diversity management including control committees for equal opportunities, and emphasize values such as workplace dignity, employee agency, and equality. The data contain long-term participatory observation collected over a 6-month period from two managers of 5 and 8 years of experience in managerial duties. The content analysis of data reveals characteristics of everyday processes in these organizations especially in terminating managers. The findings are presented as the ‘model of the silent dismissal,’ containing seven types of managerial termination carried out by implicit power and symbolic conventions that circumvent subject participation and litigation in an effortless manner. After exposing the model’s mechanisms, we turn to discuss its meaning for both terminated and surviving subjects against a critical theoretical framework of neoliberalism, democracy, and power.

How Sustainable Is Human Resource Management Really? An Argument for Radical Sustainability

Sustainability has become an increasingly popular concept in relation to contemporary organizational life. The current paper reviews the concept of sustainability in relation to Human Resource Management [HRM] and poses the question whether HRM can become truly sustainable. Analyzing the notion of sustainability as an empty concept, this paper searches for new and radical meanings for sustainable HRM. Anchored in a radical understanding of sustainability as the protection and promotion of the dignity of people and the planet, this paper reviews the state of the art of contemporary HR systems and practices. It also positions sustainable HRM in the context of planetary survival and the role organizations may play in the transformation to sustainable economies. To conceptualize sustainable HRM, it is necessary to integrate new meanings through postulating appealing narratives around non-capitalist sustainable living.

Keeping a Foot in the Door: Neoliberal Ideology in Subjects Who Opt Out of a Corporate Career

It is well researched that ideals of freedom and self-fulfillment through work are perpetuated by the neoliberal ideology that permeates subjective reasoning, meaning-making, and everyday practices. While these ideals may seem attractive and enticing to the subject, their pursuit usually leads to less secure working contracts and conditions. Thus, organizations can continue to enforce economic principles and increase pressure on workers while, at the same time, the mechanisms of liberalization and individualization make subjects — not organizations — responsible for their own success and existential survival, and for creating meaningful and happy lives. Striving to design and optimize their own personal and professional trajectories, subjects perpetuate these ideals and thus adopt the socially-validated view that opting out of a salaried job in favor of self-employment is the zenith of self-actualization. Existing research on the phenomenon of opting out emphasizes gender differences around this issue, i.e., women opt out to stay home, whereas men — if their role is even considered — do so to enhance their careers. However, this research is sparse and lacks a contextualized understanding of the phenomenon, such that we still know very little about who opts out and why. Following an explorative approach, this study looks at 20 single-case stories of subjects who opted out from corporate career tracks. We find that the decision to opt out worked out well for diligent subjects with high self-esteem, who already had successful career trajectories and who — independently of gender — viewed it as an act to free oneself from, and a fundamental critique of, corporate working conditions and values. We analyze this finding through the theoretical lens of critical psychology in order to shed light on the phenomenon of opting out and the extent to which individuals can pursue meaningfulness in life and work within the scope of neoliberal conditions, i.e., in contexts where liberal principles remain applicable to the living and working conditions achieved by subjects after they have left the corporate world.

The basic income: Initiating the needed discussion in industrial, work, and organizational psychology

The basic income (BI) involves regular and unconditional cash payments to all members of a political community, without the requirement or expectation to work in return. Whereas the BI is increasingly discussed by political parties, organizational practitioners, and in other academic disciplines, the field of industrial, work, and organizational (IWO) psychology has so far remained silent on the concept. In this article, we first explain why there is a growing interest in the BI and outline potential reasons why the BI, despite its topical relevance, has not been discussed by IWO psychologists. Next, to initiate the needed discussion on the BI, we outline the most important background information on the concept, including its definition, history, financial aspects, main criticisms, and potential advantages. We further provide first answers to common questions about the BI from an IWO psychology perspective, such as “(Why) would people still work if they received a BI?” We conclude with a discussion of potential positive and negative consequences of the BI as well implications for future theory development, empirical research, and practical applications.

Not a token! A discussion on racial capitalism and its impact on academic librarians and libraries

Purpose

The purpose of this article is to introduce the concept of racial capitalism in the context of academic libraries.

Design/methodology/approach

This paper draws on Leong's (2013) extended theory of racial capitalism and identifies how neoliberalism and racial capitalism are tied as well as how it is manifested in academic libraries through tokenism, racialized tasks, consuming racial trauma, cultural performance demands, workload demands and pay inequity.

Findings

The article ends with some suggestions in how to address these problematic practices though dismantling meritocratic systems, critical race theory in LIS education and training, and funding EDI work.

Originality/value

The article explores a concept in the academic library context and points to practices and structures that may commodify racialized identities.

Bridging Troubled Times

Abstract. The current labor market has produced manifold crises with high unemployment rates and increasing worklife dynamics. Adaptability and identity are metaskills that enable the learning process necessary to overcome obstacles on the career path. The contribution of this review lies in its focus on the question of whether the metaskills of career adaptability and identity can serve to bridge troubled times for everyone in the working population. This review provides a conceptual model of a “decent career” that acknowledges challenging circumstances based on demographic differences (e. g., age, ethnicity, sex) or structural conditions (e. g., economic crisis) and the antecedents necessary to foster individual skills that serve various beneficial outcomes.

Rethinking Why We Do What We Do: Individual Placement and Support

Individual placement and support (IPS) is known to improve short-term outcomes for competitive employment. Questions remain, however, about the relationship between IPS and more robust forms of socioeconomic mobility and empowerment. This Open Forum questions the motivation and logic underlying IPS and suggests that it may be time to consider alternative approaches to improving the socioeconomic conditions of people who have serious mental illness.

Critical positions: Situating critical perspectives in work and organizational psychology

This paper argues that critical perspectives have constituted a marginal yet continued presence in work and organizational (W-O) psychology and calls for a reflexive taking stock of these perspectives to ground a critical research agenda. We argue that critical W-O psychology has been positioned between a psychology literature with limited development of critical perspectives, and an emergent critical management literature that has allowed their selective development. This in-between position has allowed critical W-O psychology to persist, albeit in a fragmented form, while limiting its potential for theoretical and applied impact. We use this diagnosis to reflect on how critical perspectives can best develop from within W-O psychology. We end with a call for developing a critical movement unique to the current historical moment, drawing upon without repeating the experiences of its home disciplines, in a future oriented and reflexive psychology research agenda.

Moderating effects of national culture on the psychological contract breach and outcome relationship: a meta-analysis

Purpose

This paper contains a meta-analysis of the psychological contract literature published in the last two decades. The aim of this paper was to investigate the moderating role of national culture in the individual-level relationships between psychological contract breach (PCB) and two important work outcomes, namely job performance (in-role and organizational citizenship behaviors) and turnover (actual and intended).

Design/methodology/approach

After an extensive literature search, 134 studies were found which matched the authors’ aim. The authors then incorporated national cultural scores based on the GLOBE study to include country-level scores to identify how the PCB relationships with these four outcomes vary across cultures.

Findings

The findings indicate that national cultural practices moderated the associations between PCB and the four outcomes, yet, no significant moderations for uncertainty avoidance practices.

Originality/value

While existing research has examined the impact of the breach on work outcomes such as job performance and turnover, there are few empirical studies that examine how national cultural practices influence the relationships between psychological contract breach and job performance and turnover. The authors address this need by investigating and creating a deeper insight into how cultural practices such as institutional collectivism, performance-orientation, power-distance, future orientation and gender egalitarianism moderate the relationships between PCB and job performance and turnover.

Investigating the effect of idiosyncratic deals in Asian countries: A cross cultural analysis in Singapore, Thailand and Japan

The purpose of this study is to empirically compare and contrast the relationship between several dimensions of idiosyncratic deals (i-deals) and employee affective commitment among Asian countries. Data were collected from 909 employees in Singapore, Thailand and Japan. Results of the study show that there is a positive relationship between several i-deals and affective commitment. However, the effect size of i-deals on each dimension varies across the three countries. In particular, the effect size of task and work responsibilities i-deals on the affective commitment of Japanese employees is stronger than that of Thai employees. Simultaneously, the effect size of the i-deals on affective commitment of Singaporean employees is weaker than that of Thai employees. On the contrary, for the dimensions of schedule and location flexibility and financial incentives, the effect size of i-deals on affective commitment is weaker for Singaporean than for Japanese and Thai, and the effect sizes for Japanese and Thai are the same. The results of this study question the traditionally and universally naive conclusion that i-deals are effective. Although i-deals result in, to some extent, some positive consequences, the results of the study suggest that not in all cases do they increase employee affective commitment. Empirical evidence of the study also demonstrate that the effects i-deals had on employee affective commitment are inconsistent even across cultures with close cultural origin.

COVID-19 and the future of work and organisational psychology

Orientation

The coronavirus disease 2019 (COVID-19) pandemic has caused a ‘coronafication’ of research and academia, including the instrumentalisation of academic research towards the demands of society and governments. Whilst an enormous number of special issues and articles are devoted on the topic, there are few fundamental reflections on how the current pandemic will affect science and work and organisational psychology in the long run.

Research purpose

The current overview, written by a group of members of the Future of Work and Organisational Psychology (FOWOP) Movement, focuses on the central issues relating to work and organisational psychology that have emerged as a result of the COVID-19 crisis.

Motivation for the study

The study discusses the inability of dominant theories in work and organisational psychology to understand contemporary problems and the need to advance the theoretical realm of work psychology. We also discuss the need for pluralism in methodologies to understand the post-COVID-19 workplace, the urgency of attending to neglected voices and populations during the COVID-19 crisis and teaching during COVID-19.

Research approach/design and method

This article uses conceptual argumentation.

Main findings

The COVID-19 crisis forces work psychology to address at least its theorising, methods, unheard voices and teaching in the COVID-19 crisis.

Practical/managerial implications

On the basis of this article, researchers and practitioners may be better aware of the neglected perspectives in the current pandemic.

Contribution/value-add

This article adds to the understanding of the future directions for a sustainable Work and Organisational Psychology as an applied scientific discipline during and beyond the COVID-19 crisis.

Policies, politics and pandemics: course delivery method for US higher educational institutions amid COVID-19

Purpose

This paper aims to consider decisions by administrators about how to open US campuses for the 2020–2021 academic year during the COVID-19 pandemic. Proposed course delivery method is considered in relation to the political environment of the respective university/college’s state.

Design/methodology/approach

Data were collected on 451 public institutions. H1 and H3 were tested using multinomial logistic regressions. H2 and H4 were tested using moderated binary logistic regressions with Hayes’s PROCESS model.

Findings

Results suggest that states with liberal governments were more likely to promote online openings for fall 2020, with the strength of the voting electorate moderating the relationship. Further, state appropriations moderated the relationship between the political party in control of the state legislature and method of opening.

Research limitations/implications

This paper advances work on the relationship between politics and administration by considering political pressures exerted on decision makers.

Practical implications

Results suggest that political forces may influence university administrators’ decisions for how higher education institutions may open for the fall 2020 semester.

Originality/value

This paper addresses one of the numerous social changes caused by COVID-19. It considers the short-term practical implications as well as the long-term theoretical ramifications of the COVID-19 pandemic on decision-making in higher education.

Escaping the Fantasy Land of Freedom in Organizations: The Contribution of Hannah Arendt

This article examines why and how workers adhere and contribute to the perpetuation of the freedom fantasy induced by neoliberal ideology. We turn to Hannah Arendt's analysis of the human condition, which offers invaluable insights into the mechanisms that foster the erosion of human freedom in the workplace. Embracing an Arendtian lens, we demonstrate that individuals become entrapped in a libertarian fantasy-a condition enacted by the replacement of the freedom to act by the freedom to perform. The latter embodies the survivalist modus operandi of animal laborans (1) who renounces singularity, by focusing on the function of supervised labor, (2) who renounces solidarity, by focusing on individualist and competitive labor, and (3) who is deprived of spontaneity, by focusing on the measured productivity of labor. Therefore, we propose a new corporate governance perspective based on the rehabilitation of political action in organizations as the best way to preserve human capacity for singularity, solidarity, and spontaneity.

An ideological analysis of sustainable careers: identifying the role of fantasy and a way forward

Purpose

Scholarly and general interest in sustainable careers is flourishing. Sustainable careers are focused on the long-term opportunities and experiences of workers across dynamic employment situations, and are characterized by flexibility, meaning and individual agency. The current paper analyzes and challenges the underlying ideological assumptions of how sustainable careers are conceptualized and advocates the inclusion of the ecological meaning of sustainability and the notion of dignity into the sustainable careers concept.

Design/methodology/approach

Using Slavoj Žižek's (1989, 2001) conceptualization of ideology as fantasy-construction, the authors explore how the use of sustainable careers is influenced by fantasies about the contemporary workplace and the role of the individual in the workplace. This is a conceptual method.

Findings

The authors argue that the concept of sustainable careers is grounded in the neoliberal fantasy of the individual. The paper concludes by presenting an alternative concept of sustainable careers grounded in a dignity-perspective on sustainability, which offers an alternative theoretical understanding of sustainable careers in the contemporary workplace, sharpening its contours and usefulness in theorizing careers.

Originality/value

This paper is the first to systematically analyze the use and conceptualization of sustainable careers in the literate and to expose the ideological underpinnings of the concept. Propositions are developed to be explored by future research.

ME-Work: Development and Validation of a Modular Meaning in Work Inventory

As research on meaning in work progresses, access to theoretically integrated, differentiated survey instruments becomes crucial. In response to this demand, the present article introduces ME-Work, a modular inventory to measure meaning in work. Derived from research findings on meaning in life, the ME-Work inventory offers three modules that can be used separately or jointly. Module 1 assesses four facets of meaning in work, i.e., coherence, significance, purpose and belonging; module 2 measures the subjective assessment of work as meaningful or meaningless, and module 3 records the extent to which work is perceived as a source of meaning. We report on the development of the instrument and the results of an exploratory factor analysis in a pilot study of 115 working adults. A further study with 278 working adults provided evidence for construct and incremental validity. Relationships with meaning in life, mental health, job satisfaction, socio-moral climate, burnout and work as meaning were investigated. Confirmatory factor analysis supported the factor structure. Gender-specific analyses of the four facets of meaning's differential predictive power provided additional insights. Practical implications and further research needs are discussed.

Process Evaluation of a Participative Organizational Intervention as a Stress Preventive Intervention for Employees in Swedish Primary Health Care

This study is a process evaluation of a trial examining the effects of an organizational intervention (Productivity Measurement and Enhancement System or ProMES) on employee stress. The aims were to explore the implementation process and fidelity to the intervention guidelines, examine the influence of contextual factors (hindrances and facilitators) and explore participants' experience of working with ProMES. We used the UK Medical Research Council (MRC) guidance to guide the process evaluation. The recruitment, reach and dose delivered were satisfactory and participation high. The employees felt ProMES clarified priorities, gave control and increased participation in decision-making. However, difficulty in obtaining statistical productivity data from the central administration office (a central feature of the intervention) hindered full implementation and regular feedback meetings. Staffing shortages interfered with the implementation process, while having seven design teams and one consultant prevented all occupational groups from working simultaneously. A detailed examination of access to necessary organizational data should be undertaken before implementing ProMES. We recommend a better introduction for new employees, more work on design and packaging and giving employees more training in how to use the software program. The study contributes to our understanding of process evaluations in research into organizational stress management interventions.

Leading or led? A critical exploration of youth leadership development

Leadership development for youth is an increasingly large global business that has to date lacked sustained critical scrutiny. Our inquiry is based on application, interview and reflection data from participants in a university-based leadership programme, capturing them at the point they transition to early work lives. We argue that leadership has become such a prevalent career and work discourse that the leadership development that happens in youth offers a unique window into new organisational workers, the leadership development industry and a complex leadership theoretical terrain. A set of five ‘leading’ discourses – separate, suspended, small, self and semi – were identified that invite critical inquiry. While youth leadership scholars have previously noted the suspended and separate discourses, we empirically refine those and offer the other three (small, self and semi) as important to current contestations between leaders, leadership and leadership development. In doing so, we question whether current leadership development for youth creates substantive leadership capacity in individuals, organisations or society.

Comfortably Numb? Researchers’ Satisfaction with the Publication System and a Proposal for Radical Change

In this preregistered study we evaluate current attitudes towards, and experiences with, publishing research and propose an alternative system of publishing. Our main hypothesis is that researchers tend to become institutionalized, such that they are generally discontent with the current publication system, but that this dissatisfaction fades over time as they become tenured. A survey was distributed to the first authors of papers published in four recent issues of top-15 Work and Organizational Psychology (WOP) journals. Even among this positively biased sample, we found that the time it takes to publish a manuscript is negatively associated with whether authors perceive this time to be justifiable and worthwhile relative to the amount their manuscript has changed. Review quality and tenure buffer the negative relationship with perceived justifiability, but not for perceived worth. The findings suggest that untenured (WOP) researchers are dissatisfied with the publishing times of academic journals, which adds to the pile of criticisms of the journal-based publication system. Since publishing times are inherent to the journal-based publication system, we suggest that incremental improvements may not sufficiently address the problems associated with publishing times. We therefore propose the adoption of a modular publication system to improve (WOP) publishing experiences.