industrial organizational psychology
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Forced choice (FC) is one of the most used forms measurement for non-cognitive assessments, which can effectively resist faking and some other response biases compared to the Likert-types scales, and has been a popular topic in the field of industrial organizational psychology in recent years. Inspired by Lee et al., (2019) study, the present study proposed a 2PL-RANK model as a variant of the GGUM-RANK for fitting dominance RANK items. To improve the efficiency of parameter estimation, the authors apply the stEM algorithm to the 2PL-RANK model, which greatly improves the efficiency of parameter estimation in joint estimation. What’s more, we derived information functions for this model based on the logic of Joo et al., (2018). Then, simulation studies were conducted to examined the recovery of model's parameters with RANK triplet responses, which manipulated four factors, with sample size, the number of dimensions, the number of blocks measured in each dimension, and the correlation between dimensions. Results show that the 2PL-RANK model performed well in estimating item and trait parameters. Finally, the utility of 2PL-RANK and Thurstonian IRT model (TIRT) in a 24-dimensional FC personality test was compared. An empirical study was then conducted based on a 24-dimensional FC personality test to illustrate the practical use of the model.

PurposeThis article outlines the development of the Refugee Job Search Process Framework (RJSPF), which was created to help identify barriers that refugees face when trying to find employment. The framework incorporates an interdisciplinary, multi-level approach to the job search, delving into research from migration studies and Industrial/Organizational psychology to outline factors that exist on both the side of the refugee applicant and the organization at each stage of the RJSPF. The authors also tested the RJSPF with Syrian refugees and service providers in Canada to examine the validity of each component of the model.Design/methodology/approachThe authors used a semi-structured format to interview refugees and service providers on their experiences in either trying to find employment or helping their refugee clients with the job search process. After transcribing the interviews, the data were independently coded, quantified, and analysed using Nvivo software to validate the RJSPF.FindingsThe majority of the RJSPF either had high or moderate support from the interviews. The authors also identified 6 broader themes using thematic analysis, which include language fluency, credential recognition, Canadian experience “catch 22”, cultural incongruencies, employer exploitation, and mental health for successful employment.Originality/valueThe RJSPF is a new integration of disparate theories of job search experiences in a literature that lacks an organizing framework and perspective on the unique challenges refugees face in this area compared to other newcomers. In doing so, the authors use an interdisciplinary, multi-level approach that extends the nomological network of barriers facing refugees, therefore informing future research and practice.

In light of the proposals to examine psychology beyond its disciplinary limits, this article considers the relationship psychology establishes with the world ofwork. First of all, this article describes some central elements of these ways of conducting critical analysis. Common objections that are formulated to industrial/organizational psychology are put into perspective. Additionally, proposals that are constituted in counter-psychologies are analyzed. Finally, some alternatives are suggested that should continue to be developed as possibilities that psychological criticism allows for when academic issues are framed internationally and countries assumed as producers and consumers of psychological objects.