Foundations and themes & theories i/o_wk2_responses

Week2.DiscussionOne_Responses.docx

INSTRUCTIONS: Respond to the two colleagues' discussion posts.

Madeline M.

Article Topics

After reflecting on the article topics to search for, I decided to stay general in regard to evidence based coaching. I do have an interest in non-profit organizations within this specialization, which one article reflects, however; I am still open to niche focuses within evidenced based coaching and organizational development. To find the two articles, I entered evidenced-based coaching AND organizational development into APA PsychInfo database and Google search engine with the addition of the word articles.

Walden Library Article

Boysen, Arya, and Page (2021) wrote Organizational and executive coaching: Creating a coaching culture in a non-profit, published in the peer-reviewed International Journal of Evidence Based Coaching and Mentoring by Oxford Brookes University; found utilizing the Walden Library resource APA PsycInfo (Walden University, 2015b). The authors, affiliated with Lewis University and Christian Brothers Services, use a case study approach and employee survey data to examine how coaching strategies contribute to a positive organizational culture in a nonprofit setting.

Google Article

Bond and Seneque (2013) authored an article titled Conceptualizing coaching as an approach to management and organizational development, published in the peer-reviewed Journal of Management Development; found utilizing Google search engine and located with through this URL - https://www.emerald.com/insight/content/doi/10.1108/02621711311287026/full/htmlLinks to an external site. . The authors—Christopher Bond from Roehampton University and Megan Seneque from Catholic Earthcare Australia—develop a theoretical framework to distinguish coaching from other management practices using cognitive mapping and grounded theory.

Comparison

While both articles focus on coaching within organizations, their approaches differ significantly. Bond and Seneque (2013) take a conceptual stance, offering a theoretical comparison between coaching and other common management practices such as: consulting, mentoring, and facilitation. In contrast, Boysen et al. (2021) present a practical, real-world example of coaching implementation, emphasizing how coaching fosters leadership development, open communication, and employee engagement. Together, the articles provide complementary insights into both the theoretical underpinnings and applied value of coaching in organizational development.

Peer Reviewed Articles

Using peer-reviewed sources strengthens the quality and credibility of scholarly writing by ensuring the evidence presented has been critically evaluated by experts in the field. Walden University (2015) reports peer-reviewed articles undergo a rigorous editorial process assessing the validity of their research methods, the reliability of their findings, and their contributions to academic discipline. As a result, citing these sources demonstrates arguments are based on well-supported, trustworthy scholarship rather than opinion or unverified claims.

In the mentioned research articles, both Bond and Seneque (2013) and Boysen et al. (2021) are peer-reviewed articles, lending academic rigor and authority to the discussion of coaching as a method for organizational development.

Evidence for Supporting Ideas and Improvements to Scholarly Writing

Both articles, Bond and Seneque (2013) and Boysen et al. (2021), are peer reviewed resources for someone wanting to strengthen the quality and credibility of their scholarly writing. As a professional in the field of psychology, I would use the article by Boysen et al. (2021) as evidence to support my ideas, particularly when discussing the real-world application and outcomes of coaching in organizational settings. Boysen et al. (2021) article offers empirical insight through employee surveys and organizational feedback, making it highly relevant to evidence-based coaching in I/O psychology. Its emphasis on fostering a coaching culture, enhancing communication, and promoting leadership development aligns with psychological principles of motivation, self-efficacy, and workplace well-being (Boysen et al., 2021). Using this peer-reviewed article strengthens my scholarly writing by grounding my arguments in research that has undergone rigorous academic review, ensuring the information is credible, methodologically sound, and reflective of current professional standards. By integrating peer-reviewed evidence, I can present more persuasive and academically defensible claims that contribute meaningfully to the larger conversation within the field of I/O psychology.

References:

APA PsychInfo. (2025). Research databases: EBSCO. EBSCO Information Services, Inc. | www.ebsco.comLinks to an external site. . https://www.ebsco.com/products/research-databasesLinks to an external site.

Bond, C., & Seneque, M. (2012). Conceptualizing coaching as an approach to management and organizational development. Journal of Management Development, 32(1), 57–72. https://doi.org/10.1108/02621711311287026Links to an external site.

Boysen, S. M., Arya, T., & Page, L. (2021). Organizational and executive coaching: Creating a coaching culture in a non-profit. International Journal of Evidence Based Coaching and Mentoring, 19(2), 115–132.

OASIS. (2020, June 29). Reading a research article assigned as coursework. Walden University. https://waldenacademicskills.wordpress.com/2020/06/29/reading-a-research-article-assigned-as-courseworkLinks to an external site.

Walden University. (2015a). Foundations – library resources: Identifying & evaluating online resources. http://academicguides.waldenu.edu/IdentifyingEvaluatingLinks to an external site.

Walden University. (2015b). Foundations – library resources: Introduction to the Walden University library. https://academicguides.waldenu.edu/foundationscoursedocs/waldenlibraryLinks to an external site.

Walden University. (2015c). Peer review: General information. http://academicguides.waldenu.edu/peer-reviewLinks to an external site.

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Kevin D.

Hi All, I hope all is progressing well.

Brief Description The peer-reviewed articles assess parameters of I/O Psychology in connection with legal parameters involving situations of an employment environment internal and external from the environment. More so, the articles discuss the extent of which such parameters receive publication attention as well as address how significantly applying research of I/O Psychology enhances validity to better estimate any occurrences as well as outcomes. The entwining of I/O Psychology in connection with legal parameters proves extremely substantial to ensuring more equitable parameters regarding employment in line with evidentially supporting safer, more harmless, environments, lawfully. Even more so, the articles assess how I/O Psychology makes evidential sense through legal parameters in connection with employment, how perceptions of I/O Psychology are somewhat favorable legally, and how I/O Psychology is applicable across industries, beneficially.

Differences The differences between the forms of representation for I/O Psychology through the resources I uncover are most easily recognizable context wise, purpose wise. If one is to engage with deciding which audience may benefit from a particular form of information then one may recognize differing possibilities with each form of representation of I/O Psychology. As one may gather from Walden's Oasis about scholarly journals, "Their purpose is to advance scholarship in that field by publishing in-depth research studies" (Walden, 2025), and about trade publications, "The intent is to share industry news, trends, and advances" (Walden, 2025). Even as one may be able to find particular information within an informational source as evidentially supportive of what one may be seeking to further explore, acknowledging one's audience as well as one's intent with the information is extremely important.

1. Even the scholarly journals have different approaches to informing the field though both side on integrating parameters of I/O Psychologically legally on the basis of evidence robust research.

2. The trade publication is very informative as well as entertaining visually, seemingly operating like a popular magazine except does not fit the criteria of which a description of what a popular magazine is via Walden's Oasis, "written by journalists to inform or entertain the general public…current events, celebrities, sports, fashion, etc." (Walden, 2025).

3. Not all of them are presentable in their current formats as easily as the other, though much may rely on the presenter, likely due to each serving different purposes, especially considering authorial intent(s).

(Scholarly Journal—APA Database) "Industrial/Organizational Psychology and the Federal Judiciary: Expert Witness Testimony and the Daubert Standards" by Peter H. Wingate and George C. Thornton III in Law and Human Behavior, Vol. 28, No. 1 February 2004

(Scholarly Journal—APA Database) "Psychology, Law, and the Workplace: An Overview and Introduction to the Special Issue" by Margaret Bull Kovera in Law and Human Behavior, Vol. 28, No. 1, February 2004

(Trade Publication—Ask Jeeves) EYE ON PSI CHI; https://www.psichi.org/page/153EyeSpr11cZinn

(Presentation—Ask Jeeves) Using I-O Psychology to Challenge Criminal Record Barriers; https://clsphila.org/national-record-clearing-project/using-i-o-psychology-to-challenge-criminal-record-barriers/Links to an external site.

(Other Notable Differences; writing style—between scholarly, technical, and conversational; language—between assuming a scholarly background, technical, industry jargon, easily accessible; authorship—between experts, scholars, specialists, professionals; audience—between students, researchers, scholars, professionals, practitioners, and the general public)

Argument Improving I think assessing articles of peer reviews allows for being in tune with language progressing the field, so as to further better communicate with individuals engaging with such contexts of the field. Evidence of language awareness may be extremely helpful to navigate areas of a field, beyond seemingly distant observation, even considering one may know all there is to ever know of a field. Communicating with language of a field may more easily assist with bolstering a field as well as with necessarily expanding language of a field.

As a professional in the field of psychology, I will likely acknowledge all parameters of publications. There are different audiences that necessitate different forms of representation of information to better comprehend what is necessary to comprehend. What may make sense to present in a court room, may prove vastly different from what may be seemingly necessary to present to the field for furthering progress of the field, which may prove vastly different presentation-wise for what may seemingly be necessary for a group of individuals of the legal industry within physical legal parameters, outside of a courtroom. More so, attending to the future of a field well means acknowledgement of a necessity for recruiting well, so presenting information of I/O Psychology in connection with legal parameters to students, individuals, deciding between career paths may necessitate a different approach. Additionally, as a professional in the field of psychology, I find being aware of the parameters of publishing extremely necessary, so as to better proactively engage parameters of psychology, communicatively. Onward and Upward, Kevin Dufresne

References Walden University. (2015d). Evaluating resources: Resource typesLinks to an external site.Links to an external site. . Retrieved from http://academicguides.waldenu.edu/library/evaluatingLinks to an external site. Walden University. (2015d). JournalsLinks to an external site. . Retrieved from https://academicguides.waldenu.edu/library/evaluating/resource-types/journalsLinks to an external site.

Week2.Discussion.Response.IndividualDifferences.Assessment.JobAnalysis.Selection.andStaffing.docx

INSTRUCTIONS: Respond to the colleague's discussion posts below.

Cassandra P.

Role of Assessments in I/O Psychology

In the world of industrial and organizational (I/O) psychology, assessments play a major role in helping companies make smarter hiring decisions. Instead of relying on gut instincts or surface-level impressions, employers can use assessments, like cognitive ability tests, personality inventories, and structured interviews, to get a clearer, evidence-based understanding of what each candidate brings to the table (Beier, Young, & Villado, 2018; Viswesvaran & Ones, 2018). These tools are especially useful because they're designed to measure job-relevant characteristics, not just resume fluff.

A key focus of many assessments is evaluating knowledge, skills, and abilities, what we call KSAs. These are essentially the core ingredients that help someone succeed in a given role. When employers use assessments to measure KSAs, they're more likely to find people who not only meet the requirements but are also ready to thrive in the position. That's especially true for demanding jobs where getting the wrong person can have big consequences.

KSA's for The Role: Catastrophe Claims Manager

Let's look at a real-world example, my role as a catastrophe claims manager in the insurance industry. This job kicks into gear after major disasters like hurricanes, wildfires, or earthquakes. The person in this role has to investigate large property losses, coordinate teams, and communicate with customers who are often going through one of the worst experiences of their lives. It's a fast-paced, high-pressure job that requires more than just technical knowledge.

Three critical KSAs stand out for this role. First, cognitive ability and problem-solving are key because these managers need to quickly evaluate complex situations and make fair, informed decisions. Schmidt (2014) points out that cognitive ability is one of the best predictors of job performance across industries. Second, emotional resilience and strong interpersonal communication are essential, especially when dealing with distressed customers and leading teams in chaotic environments. And third, a deep understanding of insurance policies and state regulations is necessary to handle claims accurately and stay compliant.

Assessing Candidates for These KSAs

If I were hiring for this position, I wouldn't rely on just one test, I'd go with a combination of assessments to get a full picture of each candidate's strengths. I'd start with a cognitive ability test to measure how well someone can think critically, solve problems, and learn new information. These tests have a strong track record of predicting job success, although they should be used carefully to avoid disadvantaging candidates unfamiliar with formal testing (Schmidt, 2014).

Next, I'd use a personality inventory, like the HEXACO or Hogan Personality Inventory. These tools help evaluate traits like emotional stability, conscientiousness, and honesty, traits that are incredibly important in high-stress roles like catastrophe claims. As Lee and Ashton (2018) note, personality assessments can offer insight into how someone might behave under pressure, and Hogan and Holland (2003) highlight their value in predicting leadership and team fit.

To round things out, I'd use structured behavioral interviews. These interviews ask candidates to describe how they've handled real-life situations, like managing a difficult customer or responding to an emergency. Campion, Palmer, and Campion (2018) explain that structured interviews are more reliable and legally defensible than casual ones, making them a solid choice for hiring. I'd also include a short job knowledge test to confirm that the candidate understands insurance policies, claim processes, and relevant regulations (Beier et al., 2018).

Putting It All Together

The best approach isn't to rely on just one assessment, it's to use several that complement each other. This multimethod strategy gives a more complete and balanced view of each candidate. Cognitive ability tests help identify analytical thinkers. Personality inventories shine a light on emotional resilience and teamwork. Structured interviews show how someone has handled tough situations in the past, and job knowledge tests confirm that they understand the technical side of the role.

Using these tools together increases the odds of hiring someone who's not just qualified on paper, but ready to thrive in a demanding, high-pressure job. As Schmidt (2014) explains, the combination of cognitive ability and personality traits leads to more consistent, effective performance. In a role like catastrophe claims manager, that's exactly what organizations need, someone who can think fast, stay calm, and lead others through chaos. Assessments take the guesswork out of hiring and create a fairer, more effective process for both the company and the candidates.

References

Beier, M. E., Young, C. S., & Villado, A. J. (2018). Job knowledge: Its definition, development, and measurement. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.), The SAGE handbook of industrial, work, and organizational psychology (2nd ed., Vol. 1, pp. 279–298). SAGE Publications, Ltd.

Campion, M. A., Palmer, D. K., & Campion, J. E. (2018). A review of structure in the selection interview. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.), The SAGE handbook of industrial, work, and organizational psychology (2nd ed., Vol. 1, pp. 235–254). SAGE Publications, Ltd.

Hogan, J., & Holland, B. (2003). Using theory to evaluate personality and job-performance relations: A socioanalytic perspective. Journal of Applied Psychology, 88(1), 100–112. https://doi.org/10.1037/0021-9010.88.1.100Links to an external site.

Lee, K., & Ashton, M. C. (2018). The HEXACO personality inventory: Development, validity, and practical applications. European Journal of Psychological Assessment, 34(3), 140–151. https://doi.org/10.1027/1015-5759/a000364Links to an external site.

Schmidt, F. L. (2014). Personality and cognitive ability as predictors of effective performance at work. Annual Review of Organizational Psychology and Organizational Behavior, 1(1), 45–65. https://doi.org/10.1146/annurev-orgpsych-031413-091255Links to an external site.

Viswesvaran, C., & Ones, D. S. (2018). Non-test methods and techniques used in employee selection. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.), The SAGE handbook of industrial, work, and organizational psychology (2nd ed., Vol. 1, pp. 451–473). SAGE Publications, Ltd.