De hoyos murillo_topham_siop_2013_poster


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Miguel DeHoyos, Lulu Murillo, and Sean Topham Poster from the

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De hoyos murillo_topham_siop_2013_poster

  1. 1. What is JobNet•  The SIOP electronic job placement board for I-O psychologists•  JobNet is not industry specific and services a cross-section of I-O relatedemployment opportunitiesPurposeThe purpose of this study was to explore the current trends in the practice of I-Opsychology as reflected in the job postings and placement service offered toSIOP members through SIOPValue of Study•  The data provided a feedback loop driving the advancement of the scientist-practitioner model•  The data analyzed provided a snapshot of industry reaction to the dynamicsocial/political environment and advancing technologies in the form of thevalue-added requests on I-O psychologists•  The data collected informs the direction of the field during a time of change•  The analysis of current trends helps to identify the needs for educating futuregenerations of I-O psychologists024681012141618200-5 1-3 2+ 2-5 3-5 3-7 5+ 7+ 8+ 10+FrequencyExperience in YearsRequired Work ExperienceMethodsContent analysis was performed on 55 job postings taken fromJobNet during May of 2012. All JobNet postings present at thattime were included in the analysis. The cross-section of postingswere analyzed to identify emerging themes and categories.ResultsThis study identified common trends sought of prospective I-Opsychologists within jobs advertised using SIOP’s JobNet. Themajor characteristics include education, years of experience,and type of work experience.Major CharacteristicsBachelors degree/masters a plusFive years or more of work experienceExperience in management or senior positionsMost common categoriesBusiness consultation skills – frequency 122General business competence – frequency 116Organizational development – frequency 122Implications•  Potential job candidates can enhance and improve theirqualifications.•  Academia can enhance curriculum and resources to helpstudents gain the discussed characteristics.•  Organizations can make qualification adjustments based ontrends. In addition to this, organizations can use this as anopportunity to create positions graduate students can qualifyfor like internships.LimitationsThe study only looked at a cross-sectional sample of fifty-fivejob postings through the SIOP website. Future research shouldtake a broader cross-section of job postings by including otherjob databases that have I-O job postings. This will help expandthe sample and provide a better understanding on whatorganizations are looking for who are not posting in JobNet.Current Trends in I-O Psychology: A Qualitative Analysis of JobNetUniversity of PhoenixSchool of Advanced StudiesMiguel De Hoyos, MSLulu Murillo, MSSean Topham, MSThemes Categories Sub-categoriesGeneralized Business consultation skill •  Business acumenability •  Consultation with stakeholders•  Communication withstakeholdersGeneral business competence •  Project Management•  Software skill•  Leadership/management ability•  HR function knowledge•  Legal knowledgeContent areas Organizational development •  General•  Talent/performance management•  Change management•  Surveys•  Culture and climate•  InterventionsAssessment •  General•  Job analysis•  Testing•  Needs analysisResearch design and methodologyTraining development andadministrationLeadership Development •  360 feedback•  Succession planningSelection and RecruitmentIndustry-specific experienceCompetency modeling02468101214161820Bachelors orMastersMasters Masters or PhD PhD OpenFrequencyLevel of EducationDegree Requirement