Preconference workshops at EAWOP 2019
Wednesday 29th May 2019
The EAWOP 2019 pre-congress Workshops offer two different methodological tracks across the day focused on Multi Level research and longitudinal research.
The pre-congress Workshops registration fee is € 100,00 each one.
|Time slot 1 – (9:00 am -12:00 pm)||Time slot 2 – (1:00 pm – 4:00 pm)|
|INTRODUCTION TO MULTILEVEL MODELING
(MULTILEVEL RESEARCH TRACK-WORKSHOP 1)Guido Alessandri (University of Rome)This course offers an applied introduction to multilevel modeling aimed to give you a deep understanding of the standard model. As such, it is a beginners’ course in multi-level modeling designed for people who face the challenge of working with multi-level data sets and want to be able to analyze them in the most powerful and accurate way.
On completion of the course, participants will be able to recognize a multilevel structure, specify a multilevel model with complex variation at a number of levels, and fit and interpret a range of multilevel models using the standard statistical package SPSS.
In detail the course will cover:
The course will alternate short lectures on the basic theory behind multilevel models with related examples carried out in real data set and exercises to practice the skills just learned. Participants will receive a copy of all notes syntaxes, dataset, and of all worked examples offered during the course. Important: participants are required to bring their own laptop with a recent version of SPSS (i.e., from version 15-on).
Pre-Requisites: Any prior knowledge in multilevel modeling it is not required. However, participants with a basic understanding of multiple regression analysis will be highly facilitated. Previous experience of using SPSS to perform statistical analysis is expected.
Maximum N: 25
(MULTILEVEL RESEARCH TRACK- WORKSHOP 2)
Zhen Zhang (Arizona State University)
Structural equation modeling (SEM) helps researchers to test substantive theories using data that have multiple indicators per variable. This workshop focuses on challenges facing applied psychology researchers when they switch from a single-level SEM mindset to a multilevel one. We discuss methods for more accurately examining relationships in multilevel SEM settings. Mplus is used for illustrative examples.
Maximum N: 50
|MINDFULNESS AT WORK/IN ORGANIZATIONS
Ute Hülsheger & Annika Nübold (Maastricht University)
Interest in the potential benefits of mindfulness in the context of work has increased exponentially over the last years. Seeking to improve workplace functioning, organizations such as Google, IBM, SAP, AETNA or General Mills have started offering mindfulness programs and hiring Chief Mindfulness Officers. This development has been accompanied by a steep surge in scholarly interest in mindfulness in the context of work.
This interactive workshop is open for both researchers and practitioners who wish to explore the role of mindfulness in the context of work and in organizations. It will provide a platform to learn about recent scientific developments in the field, exchange ideas about future research, and to discuss practical issues related to the implementation of mindfulness programs in organizations.
Goals of the workshop are:
Maximum N: 45
Ishbel McWha (Edinburgh University)
This workshop will introduce the sub-field of humanitarian work psychology (HWP), highlighting how it aligns with and is distinct from other areas of work and organisational psychology (WOP), such as corporate social responsibility and prosocial psychology. We will discuss the important role WOP can play in helping to address broad global issues, such as poverty reduction, decent work, informal work and the gig economy, and the United Nations Sustainable Development Goals (SDGs). Throughout the workshop case study examples of HWP projects in practice will be examined, and their connections to the SDGs. We will look at the core competencies needed by work and organisational psychologists to engage with work in the humanitarian sector and to incorporate humanitarian goals into all WOP work, and outline some tools which can be particularly useful for translating WOP research into practice, such as policy briefs.
The goals of the session are threefold: first to provide a clear understanding of HWP and the state of existing research, second to provide practical insights into how HWP can be applied to challenges within a European context (and beyond), and third to develop a research agenda and local network for HWP researchers and practitioners in Europe. This will be an interactive workshop with ample opportunity for discussion and sharing of ideas.
Maximum N: 50
(LONGITUDINAL RESEARCH TRACK-WORKSHOP 1)
Ana Hernández (University of Valencia)
Longitudinal data can help researchers and practitioners to understand dynamic process and phenomena in organizations, helping them to ascertain the nature of change over time and identify key factors that promote that change. To appropriately deal with these dynamic phenomena, longitudinal data has to be analyzed using appropriate models and statistical techniques, such as Growth Curve Models (GCM), which is the focus of this workshop. Individual trajectories over time often vary from person to person. When this is the case, GCM can be applied to estimate the existing inter-individual variability in intra-individual patterns of change over time and assess what variables contribute to predicting that variability. In this workshop we will provide an introduction to GCM. The main goal is to help researchers to understand the logic behind GCM, to identify which is the most suitable growth model considering the organizational variables of interests and their hypotheses, and to understand the meaning of the estimates that are obtained by means of GCM. Caution notes related to design issues will be provided. Finally, empirical examples of studies carried out by using programs such as SPSS and Mplus will be provided in order to illustrate how growth models can be fitted within the multilevel modeling framework and the structural equation modeling framework. A basic knowledge of multiple regression is required.
Maximum N: 40
|DYNAMIC SEM FOR INTENSIVE LONGITUDINAL DATA
(LONGITUDINAL RESEARCH TRACK-WORKSHOP 2)
Noémi Schuurman (Tilburg University)
In this workshop we will start by covering what intensive longitudinal data is, and why these data and the single subject and multilevel dynamic models for analyzing them are of interest. The N=1 analyses can be used to model the dynamics within a particular individual over time, such as the reciprocal effects of positive affect and worrying may have on each other. The multilevel extensions of these models can be used to model the individual within-person dynamics at level 1, but also the differences in these dynamics between persons at level 2. For example, we could investigate the reciprocal effects of positive affect and worrying within particular individuals over time, but also if and how these effects differ from person to person. These n=1 and multilevel models also form the basis of dynamic network models used in Psychology. We will discuss the basics of univariate and multivariate single subject autoregressive models, and the multilevel extensions of this model. We will use empirical data to illustrate the models and their interpretation, and discuss various software options to fit the models with a live demonstration. We end with discussing potential caveats and pitfalls, recent developments, and what developments to expect for these models and data in the future.
Maximum N: 50
|INTEGRATING MEDIATION AND MODERATION IN WOP RESEARCH
Jeffrey Edwards (University of North Carolina)
Studies that combine moderation and mediation are prevalent in work and organizational psychology research. Typically, these studies are framed in terms of moderated mediation or mediated moderation, both of which involve similar analytical approaches. Unfortunately, these approaches have shortcomings that conceal the nature of the effects under investigation. This session presents a general analytical framework for combining moderation and mediation that integrates moderated regression analysis and path analysis. This framework clarifies how moderator variables influence the paths that constitute the direct, indirect, and total effects of mediated models. Step-by-step instructions for applying the framework are provided, and an empirical example is given.
Maximum N: 40
|QUALITATIVE METHODS IN WOP RESEARCH
Annika Wilhelmy (University of Zurich)
Recent editorials of high-ranking journals highlight the importance of qualitative research methods to advance work and organizational psychology (WOP). An important question, however, is: How can qualitative methods be applied in a way that makes a contribution to the literature and leads to top-tier publications? In this workshop, participants will learn the steps needed and the pitfalls to be avoided to successfully conduct and publish qualitative research in WOP. Specifically, this workshop offers an introduction to grounded theory – a research approach that is particularly versatile, internationally well-known, and helpful to study new or under-researched phenomena. Participants will learn how to apply the principles of the grounded theory approach and how to most effectively report the method and results of qualitative research. Finally, participants will receive recommendations on how to increase the publishability of qualitative research in top-tier journals. There will be several interactive exercises in which participants will be able to apply their acquired knowledge. For example, participants will reflect on current or planned research projects and evaluate how they can use the grounded theory approach in their own research to gain important insights. No prior knowledge on qualitative research methods is needed to participate in the workshop.
Maximum N: 30
|MODERN PERSONNEL SELECTION
Ioannis Nikolaou (Athens University of Economics & Business)
Employee recruitment and selection has been one of the most active research and practice fields in work/organizational psychology and human resources management. New recruitment and selection methods appear, although traditional or “settled” research questions still remain and attract increased attention (Ryan & Ployhart, 2014). Many of these new methods are largely affected by or merely exist due to changes in technology, which has had a major impact on employee recruitment and selection practices, although research has not followed at the same speed (Nikolaou, Georgiou, Bauer & Truxillo, in press).
The current workshop will introduce participants to a number of new technology-oriented recruitment and selection methods, such as the digital interview, social networking websites, video-based situational judgement tests and gamification/games-based assessment. We will focus on the most recent research on these topics and also explore with the workshop’s participants potential avenues for future research. Registered participants will also have the chance for a hands-on experience on a number of these selection methods, before the workshop, with no additional cost for them.
Maximum N: 25
|MANAGING AGE DIVERSITY IN ORGANIZATIONS (FOR A MORE INCLUSIVE SOCIETY)
Donald P. Truxillo (University of Limerick)
This interactive session will provide an overview of workplace age diversity issues for organizations, individuals, and societies. Topics will include the age-related physical, cognitive, and motivational changes within the individual; age-related changes in job attitudes and performance; theories of lifespan development; research on age stereotyping and age diversity climate; and key retirement issues. We will also discuss ways in which organizations can maintain the wellbeing, health, workability, engagement, and productivity of workers across the work lifespan. In this context, we will explore implications for leadership and management and research-based work psychology interventions and best practices. Finally, we will discuss a number of pressing research questions that need to be addressed to better support workers of all ages. The session will encourage audience participation and include exercises to illustrate the application of key concepts.
Maximum N: 40
|INFLUENCING POLICY MAKERS
(Workshop free of charge. Funded by the EAWOP Executive Committee)
Andrew Baldwin & Rosie Horne (British Psychological Society)
Discover how psychological evidence can make its way into the heart of government policy making. Policy Advisor Andrew Baldwin and Research Advisor Rosie Horne from the British Psychological Society’s Policy and Research Team will take participants through examples of where the BPS has made demonstrable impact on public policy by sharing evidence, experience and explaining theoretical approaches in a way that resonates with policy makers.
Drawing on UK parliamentary and legislative processes, the workshop will go through how best to influence various stages of the policy-making process. The BPS’s campaign for fundamental reform of the Work Capability Assessment, which is used by the Department for Work and Pensions to assess people for out of work benefit payments, will be used as an example.
The session will give advice for psychologists in how to translate research findings into impact, with examples of successful research and projects supported by the BPS Research Board.
Participants will leave with a deeper understanding of tools that can be used to create clear messages and recommendations, map stakeholders and understand power and influence. The session will help participants think about how to finding the right ‘levers’ that need to be pulled to make progress on policy change.
|INTRODUCING OPEN-SOURCE TEACHING MODULES ON BIG DATA: APPROACHES WITHIN WORK AND ORGANIZATIONAL PSYCHOLOGY
Cornelius König (Saarland University) & Marise Ph. Born (Erasmus University Rotterdam)
Organizations are discovering the power of big data and analytics to solve business challenges. For example, large organizations are using machine learning to assess and select applicants. The entrance of algorithms in the area of recruitment and selection has urgent implications for education in work and organizational psychology. In this workshop, we will demonstrate and work with several modules that we have developed within an Erasmus+ project called “Big Data in Psychological Assessment” (BDPA, see www.bdpa.eu) and that are intended to enable our students to enhance the quality of their knowledge and skills regarding new technological developments in our field. The modules are characterized by stimulating material that can be used instead of or as parts of traditional lectures, because they use a so-called Problem Based Learning approach. The workshop will introduce the topics and provide workshop participants some chances to experience some of the material. All teaching material (plus an introductory book chapter) will be open source and thus freely available.
Maximum N: 30
Wednesday 29th May 2019
On the 29th of May 2019 a doctorial consortium will be organized by pHResh for all PhD-students attending the EAWOP conference.
pHResh is a network of PhD-students in the field of Human Resource Management and Organizational Behavior in The Netherlands and Belgium, however this consortium is also aimed at PhD-students from other countries and/or universities. During this day you get the opportunity to explore and develop your research interests with established researchers and other young researchers. The day will start at 10:00 am and will last until 16:45 after which those who are interested will jointly go to the conference opening. During this consortium, a keynote speaker will give an introduction to the conference topic “Working for the greater good”. Afterwards two workshops on PhD-related topics will be offered. In the afternoon we will resume the program with a poster market on which every attendee will have the chance to present his or her research and receive feedback from the other attendees. Finally, we will discuss issues that we face during our PhD in small groups and provide each other with advice on common obstacles that we face. Overall, this consortium will provide you with the opportunity to extend your network and get to know some fellow PhD-students that you can bond with over the conference.
The consortium is free of charge, but please note that coffee, tea and lunch are not provided during this pre-conference consortium (plenty of restaurants and bars are available at the conference venue). We hope to see you at our doctoral consortium and if you have any questions, please feel free to contact us at: email@example.com
Future of Work and Organizational Psychology Day
Wednesday 29th May 2019
The Future of Work and Organizational Psychology Day is open to anyone who registers for the EAWOP conference. It takes place right before the congress starts, on Wednesday 29th May. During the day, we will discuss four main themes around the future of WOP: Critical Research in WOP, Promoting Substantive-methodological Synergies in WOP, Healthy Universities for Healthy Academics, and Equality in Academia. In highly interactive sessions, we will discuss practical ways of integrating these objectives into our daily work, building a better future for WOP as a scientific discipline. The FoWOP day is part of the movement for the Future of WOP, which in the past has organized successful panel debates at the EAWOP conference Dublin 2017, and the EAWOP Small Group Meeting on the Future of WOP in 2018, Breda, the Netherlands. For more information, see www.futureofwop.com