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Richard David Arvey | |
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| Born | United States |
| Alma mater | Occidental College (BA) University of Minnesota (MA, PhD) |
| Scientific career | |
| Institutions | National University of Singapore |
Richard D. Arvey is an American psychology professor.
|
Richard David Arvey | |
|---|---|
| Born | United States |
| Alma mater | Occidental College (BA) University of Minnesota (MA, PhD) |
| Scientific career | |
| Institutions | National University of Singapore |
Richard D. Arvey is an American psychology professor.
Arvey received a Bachelor of Arts degree in psychology in 1966 from Occidental College. He then attended University of Minnesota to study industrial psychology, earning a master's degree in 1968 and a doctorate in 1970.
Arvey has studied and consulted on issues involving employee selection, which helped him develop physical ability tests for selecting police and firefighter recruits for the City of Minneapolis. He also investigates the genetic influences of work behavior, such as job satisfaction and leadership, based on data from the Minnesota Twin Registry. In one study, Arvey et al. found that approximately 30% of the variance in leadership is genetically influenced while environmental factors contribute to the remaining differences. [1]
He has researched factors determining work continuance in lottery winners and found that people who won more money and people who thought work was more important in a person's life were more likely to continue working. [2]
In 1995, he was a signatory of a collective statement in response to The Bell Curve titled Mainstream Science on Intelligence , written by Intelligence editor Linda Gottfredson and published in the Wall Street Journal . [3]
He currently teaches MBA Students and guides Research Candidates at the National University of Singapore (NUS) Business School in Singapore. [4]
Industrial and organizational psychology is the science of human behavior in the workplace and work-life interface. It is an applied discipline within psychology. Depending on the country or region of the world, I-O psychology is also known as occupational psychology in the United Kingdom, organisational psychology in Australia and New Zealand, and work and organizational (WO) psychology throughout Europe and Brazil. Industrial, work, and organizational (IWO) psychology is the broader, more global term for the science and profession.
Psychology is the study of mind and behavior in humans and non-humans. Psychology includes the study of conscious and unconscious phenomena, including feelings and thoughts. It is an academic discipline of immense scope, crossing the boundaries between the natural and social sciences. Psychologists seek an understanding of the emergent properties of brains, linking the discipline to neuroscience. As social scientists, psychologists aim to understand the behavior of individuals and groups.
Emotional intelligence (EI) is most often defined as the ability to perceive, use, understand, manage, and handle emotions. People with high emotional intelligence can recognize their own emotions and those of others, use emotional information to guide thinking and behavior, discern between different feelings and label them appropriately, and adjust emotions to adapt to environments.
Applied psychology is the use of psychological methods and findings of scientific psychology to solve practical problems of human and animal behavior and experience. Educational and organizational psychology, business management, law, health, product design, ergonomics, behavioural psychology, psychology of motivation, psychoanalysis, neuropsychology, psychiatry and mental health are just a few of the areas that have been influenced by the application of psychological principles and scientific findings. Some of the areas of applied psychology include counseling psychology, industrial and organizational psychology, engineering psychology, occupational health psychology, legal psychology, school psychology, sports psychology, community psychology, neuropsychology, medical psychology and clinical psychology, evolutionary psychology, human factors, forensic psychology and traffic psychology. In addition, a number of specialized areas in the general area of psychology have applied branches. However, the lines between sub-branch specializations and major applied psychology categories are often mixed or in some cases blurred. For example, a human factors psychologist might use a cognitive psychology theory. This could be described as human factor psychology or as applied cognitive psychology. When applied psychology is used in the treatment of behavioral disorders there are many experimental approaches to try and treat an individual. This type of psychology can be found in many of the subbranches in other fields of psychology.
Job satisfaction, employee satisfaction or work satisfaction is a measure of workers' contentment with their job, whether they like the job or individual aspects or facets of jobs, such as nature of work or supervision. Job satisfaction can be measured in cognitive (evaluative), affective, and behavioral components. Researchers have also noted that job satisfaction measures vary in the extent to which they measure feelings about the job. or cognitions about the job.
Health psychology is the study of psychological and behavioral processes in health, illness, and healthcare. The discipline is concerned with understanding how psychological, behavioral, and cultural factors contribute to physical health and illness. Psychological factors can affect health directly. For example, chronically occurring environmental stressors affecting the hypothalamic–pituitary–adrenal axis, cumulatively, can harm health. Behavioral factors can also affect a person's health. For example, certain behaviors can, over time, harm or enhance health. Health psychologists take a biopsychosocial approach. In other words, health psychologists understand health to be the product not only of biological processes but also of psychological, behavioral, and social processes.
Linda Susanne Gottfredson is an American psychologist and writer. She is professor emeritus of educational psychology at the University of Delaware and co-director of the Delaware-Johns Hopkins Project for the Study of Intelligence and Society. She is best known for writing the 1994 letter "Mainstream Science on Intelligence", which was published in the Wall Street Journal in defense of Richard Herrnstein and Charles Murray's controversial book The Bell Curve (1994).
Thomas J. Bouchard Jr. is an American psychologist known for his behavioral genetics studies of twins raised apart. He is professor emeritus of psychology and director of the Minnesota Center for Twin and Adoption Research at the University of Minnesota. Bouchard received his PhD from the University of California, Berkeley in 1966.
John Clinton Loehlin was an American behavior geneticist, computer scientist, and psychologist. Loehlin served as president of the Behavior Genetics Association and of the Society of Multivariate Experimental Psychology. He was an ISIR lifetime achievement awardee.
David Thoreson Lykken was a behavioral geneticist and Professor Emeritus of Psychology and Psychiatry at the University of Minnesota. He is best known for his work on twin studies and lie detection.
Marvin D. Dunnette was an American psychology professor and one of the key figures in the history of industrial and organizational psychology.
"Mainstream Science on Intelligence" was a public statement issued by a group of researchers led by psychologist Linda Gottfredson. It was published originally in The Wall Street Journal on December 13, 1994, as a response to criticism of the book The Bell Curve by Richard Herrnstein and Charles Murray, which appeared earlier the same year. The statement defended Herrnstein and Murray's controversial claims about race and intelligence, including the claim that average intelligence quotient (IQ) differences between racial and ethnic groups may be at least partly genetic in origin. This view is now considered discredited by mainstream science.
Frank L. Schmidt was an American psychology professor at the University of Iowa known for his work in personnel selection and employment testing. Schmidt was a researcher in the area of industrial and organizational psychology with the most number of publications in the two major journals in the 1980s. In the 1990s he was the 4th most published researcher in Journal of Applied Psychology (JAP) and Personnel Psychology (PP), the two principal publications in the field of industrial-organizational psychology. He was also winner of the first Dunnette Prize, the most prestigious lifetime achievement award given by the Society for Industrial and Organizational Psychology "to honor living individuals whose work has significantly expanded knowledge of the causal significance of individual differences through advanced research, development, and/or application".
Affective events theory (AET) is an industrial and organizational psychology model developed by organizational psychologists Howard M. Weiss and Russell Cropanzano to explain how emotions and moods influence job performance and job satisfaction. The model explains the linkages between employees' internal influences and their reactions to incidents that occur in their work environment that affect their performance, organizational commitment, and job satisfaction. The theory proposes that affective work behaviors are explained by employee mood and emotions, while cognitive-based behaviors are the best predictors of job satisfaction. The theory proposes that positive-inducing as well as negative-inducing emotional incidents at work are distinguishable and have a significant psychological impact upon workers' job satisfaction. This results in lasting internal and external affective reactions exhibited through job performance, job satisfaction, and organizational commitment.
Job performance assesses whether a person performs a job well. Job performance, studied academically as part of industrial and organizational psychology, also forms a part of human resources management. Performance is an important criterion for organizational outcomes and success. John P. Campbell describes job performance as an individual-level variable, or something a single person does. This differentiates it from more encompassing constructs such as organizational performance or national performance, which are higher-level variables.
Despite a large body of positive psychological research into the relationship between happiness and productivity, happiness at work has traditionally been seen as a potential by-product of positive outcomes at work, rather than a pathway to business success. Happiness in the workplace is usually dependent on the work environment. During the past two decades, maintaining a level of happiness at work has become more significant and relevant due to the intensification of work caused by economic uncertainty and increase in competition. Nowadays, happiness is viewed by a growing number of scholars and senior executives as one of the major sources of positive outcomes in the workplace. In fact, companies with higher than average employee happiness exhibit better financial performance and customer satisfaction. It is thus beneficial for companies to create and maintain positive work environments and leadership that will contribute to the happiness of their employees.
Trait leadership is defined as integrated patterns of personal characteristics that reflect a range of individual differences and foster consistent leader effectiveness across a variety of group and organizational situations. The theory of trait leadership is developed from early leadership research which focused primarily on finding a group of heritable attributes that differentiate leaders from nonleaders. Leader effectiveness refers to the amount of influence a leader has on individual or group performance, followers’ satisfaction, and overall effectiveness. Many scholars have argued that leadership is unique to only a select number of individuals and that these individuals possess certain immutable traits that cannot be developed. Although this perspective has been criticized immensely over the past century, scholars still continue to study the effects of personality traits on leader effectiveness. Research has demonstrated that successful leaders differ from other people and possess certain core personality traits that significantly contribute to their success. Understanding the importance of these core personality traits that predict leader effectiveness can help organizations with their leader selection, training, and development practices.
A Bachelor in Organizational Psychology is a type of postgraduate academic bachelor's degree awarded by universities in many countries. This degree is typically studied for in industrial and organizational psychology.
Machiavellianism in the workplace is a concept studied by many organizational psychologists. Conceptualized originally by Richard Christie and Florence Geis, Machiavellianism refers to a psychological trait concept where individuals behave in a cold and duplicitous manner. It has in recent times been adapted and applied to the context of the workplace and organizations by many writers and academics.
Wendy Johnson is an American differential psychologist and professor of psychology at the University of Edinburgh. She holds the chair in Differential Development in the Department of Psychology and Centre for Cognitive Ageing and Cognitive Epidemiology at the University of Edinburgh.
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