Home Home | About Us | Sitemap | Contact  
  • Info For
  • Professionals
  • Students
  • Educators
  • Media
  • Search
    Powered By Google

IOP Journal Commentary Deadline Approaching




Submission Deadline December 17!

Two focal articles have recently been accepted for Volume 6, Issue 2 of SIOP’s journal, Industrial and Organizational Psychology: Perspectives on Science and Practice. They are now available for comment on the SIOP Website.

The deadline for commentary submissions is December 17, 2012.

The first focal article for this issue is by Clayton P. Alderfer and is titled “Not Just Football: An Intergroup Perspective on the Sandusky Scandal at Penn State.” When the Penn State football scandal exploded in 2012, observers tended to frame events in terms of individuals behaving badly or irresponsibly. The perpetrator of child abuse was convicted and sent to prison, the head football coach was fired, the president of the university and several senior administrators were terminated, and the former head of the Board of Trustees was forced to resign. Certainly these actions were understandable under the circumstances, Alderfer argues. Terrible crimes had been committed and covered up for over a decade. Nevertheless, an exclusively individual focus overlooks the roles of nine groups whose collective behavior first allowed the criminal acts to occur and then put an end to them. The groups included the children’s families and high school coaches, the Penn State football coaching staff, the Penn State senior administration, the Penn State Board of Trustees, the Second Mile charitable organization, the Centre County Pennsylvania criminal justice system, Penn State students, the Big Ten athletic conference, and the National Collegiate Athletic Association. In his article, Alderfer employs a group and intergroup perspective to analyze key events and to explain both the dysfunctional systemic behavior and the corrective actions.

The second focal article is by Craig J. Russell and is titled “It Is Time to Voluntarily Turnover Theories of Voluntary Turnover.” The current research literature on voluntary employee turnover exhibits at least four shortcomings, according to Russell: low predictive validity, excessive exuberance with predictors, low rigor, and little relevance. Existing theories of voluntary employee turnover research are underspecified, as none contains the full range of variables originally hypothesized by March and Simon as contributing to individual employees’ decisions to quit their jobs. March and Simon (1958) contributed to the current state of affairs by making at least one assumption that subsequent results do not support. Subsequent efforts to expand theory and to detect and integrate new explanatory constructs have led to a much deeper understanding of the same small portion of turnover variance explained in employee decisions to quit. Deficiencies in current approaches and what a non-deficient model of voluntary employee turnover might look like are described by the author. Directions for future voluntary turnover research are identified, as are past trends that need to be discontinued.

Industrial and Organizational Psychology: Perspectives on Science and Practice takes a focal article – peer commentary – response format, and commentaries are peer-reviewed. We invite interested SIOP members to submit a commentary on either of these articles for consideration for publication. We hope to receive commentaries from a broad range of perspectives, including the science and practice communities, and U.S. and international perspectives.

The focal articles can be downloaded by clicking on the Industrial and Organizational Psychology: Perspectives on Science and Practice link in the publications dropdown menu of the SIOP Web site, www.siop.org. The journal page also contains details on the process of preparing and submitting a commentary. Please contact incoming Editor Kevin Murphy at krm10@me.com with any questions about the commentary process.

We look forward to your submissions!