The RCIO 2022 conference will take place Friday and Saturday, October 14 and 15, 2022. If you have questions, contact our conference chair, Dr. Chris Cunningham, at [email protected] or 423-425-4264. Note the schedule information below will continue to be updated until approximately the week before the conference.
Friday (afternoon sessions only - no registration required)
2:30 - 4:30 Strategies for getting a job and/or getting into graduate school with an undergraduate degree in Psychology
Evening student social event (details to be announced closer to conference time)
Saturday (full-day sessions - registration required)
8:15 - 8:25 AM, Welcoming remarks (Dr. Chris Cunningham)
8:30 - 9:30 AM, Opening Plenary
- Dr. Shawn Bergman
What happened in the past: How experience does not mean squat when it comes to adapting to the changing nature of work
The magnitude and pace of workplace change mean that individuals also need to adapt and change their approach to solving modern business problems. The fact that analysis, creativity, and adaptability skills are continually listed as some of the most in-demand employee skills indicate that the workforce has not kept up. Instead, people rely on experience and intuition to solve novel problems. This reliance is concerning because neither have ever been listed as in-demand employee attributes and because experience often has a negative relationship with job performance. The session will introduce a decision-making framework and problem-solving approach, which first involves understanding the difference between experience and expertise. Relevant information from research findings, data and analytics, and stakeholder input is then incorporated with this professional expertise to create a more complete problem-solving process, enhance decision-making, and improve results. The session will use an interactive series of activities to illustrate how changing the nature of how people solve problems will help individuals and organizations successfully adapt to the changing nature of work.
Session Learning Objectives
- Appreciate why experience, intuition, and past performance are insufficient to successfully adapt to the changing work environment
- Understand the difference between experience and expertise and how to turn experience into expertise
- Discover how using a more complete approach to problem-solving and decision-making can improve business outcomes
- Learn how to incorporate the phases of an evidence-based framework into the decision-making process
Speaker bio: Dr. Shawn Bergman’s work reflects his dedication to use science, psychology, data, and technology to solve organizational problems, help individuals make positive changes, and improve peoples’ lives. He is the Kulynych/Cline Distinguished Professor of Psychology, the founder and co-director of the HR Science Research Team, and the co-founder the Center for Analytics Research and Education at Appalachian State University. Shawn is also the co-founder and Research Director at the Vela Institute, a non-profit organization dedicated to using evaluation and data to increase educational outcomes. Dr. Bergman has published 40 academic articles, co-authored over 90 professional and technical reports, and given over 100 keynote addresses, invited talks, workshops, and conference presentations and has consulted a number of public and private sector organizations to address pressing issues using data, analytics, and evidence-based practices.
9:45 - 10:45 AM, Presentations 1
- (a) Dr. Lisa Kath
Effects of Patient Physical Aggression on Healthcare Workers in Children’s Hospitals
Healthcare workers experience injuries on the job more frequently than construction workers, and the source of these injuries is varied. One source of injuries is physical aggression from patients. And although one might think that healthcare workers in children’s hospitals would experience many fewer incidents of serious patient aggression, it is important to remember that teenagers can have the size and strength of adults, without the impulse control that many adults have developed already. We wanted to see whether experiences of patient physical aggression (called “patient behavioral events” or “PBEs”) were associated with psychological outcomes, such as lower job satisfaction and higher burnout, and whether the associations were higher if you were targeted by the behavior or whether you witnessed/heard about the behavior.
Our study examined survey responses from over 400 healthcare workers across three children’s hospitals in the U.S. We have found that increased frequency of experiencing PBEs was associated with increased negative outcomes, both stress-related outcomes (i.e., emotional demands, work pressure, burnout) and job attitudes (i.e., job satisfaction, organizational attachment, employee engagement). Importantly, these associations held whether the PBEs were personally experienced or whether they were witnessed/heard about.
This implies that the harm done by PBEs has ripple effects beyond just the person who was targeted by the behavior, increasing the urgency for addressing PBEs and their effects. At a time when pediatric healthcare workers are already experiencing higher work demands from COVID-19 and increased psychological distress among children, it is imperative that we identify ways to both reduce the frequency of PBEs and the negative effects associated with PBEs.
Speaker bio: Dr. Lisa Kath is an Associate Professor at San Diego State University, where she enjoys doing research on worker well-being issues and teaching/mentoring both undergraduate and master's level students. She earned her Ph.D. in Industrial/Organizational Psychology from the University of Connecticut. Dr. Kath has served as President of the Society for Occupational Health Psychology, and she is an associate editor at Occupational Health Science. She also serves on the editorial board of the Journal of Business and Psychology. Other than these achievements, she is on track to win exactly zero awards or accolades in either research or teaching, but she has found a calling making memes for I/O psychologists worldwide, which will have to suffice as enough of a contribution to the field, at least for now.
- (b) Dr. Chris Cunningham
Helping manufacturing organizations adapt to Industry 4.0: Future-oriented I-O applications to workforce development
Manufacturing organizations and their employees are facing a challenging and exciting point of transition as the industry enters its next era of production, generally known as Industry 4.0. This era is characterized by major improvements to technologies and processes that collectively will result in the most advanced and sophisticated manufacturing work environments ever seen. Since mid-2021, Dr. Chris Cunningham and students from the UTC I-O psychology program have consulted with the Smart Factories Institute, to assist with workforce research, training and development needs assessment and development, and organizational management strategy development to help manufacturing organizations and workers through this critical transition period. This presentation will provide an overview of Industry 4.0 and its implications for manufacturing organizations, managers, and workers. Results of recently completed industry and workforce analyses will also be shared, along with highlights of upcoming initiatives of the Smart Factory Institute. This session is designed to highlight ways that I-O psychology can be applied to an industry that the field often ignores and to future work that is still being defined.
Speaker bio: Christopher J. L. Cunningham, PhD is a Guerry Professor and UC Foundation Professor of Psychology at The University of Tennessee at Chattanooga (UTC), where he is also the Industrial and Organizational Psychology Graduate Program Director and the director of the Healthy and Optimal Work lab. He holds an adjunct clinical assistant professor position for research and evaluation at the University of Tennessee College of Medicine-Chattanooga and is the Chief Science Officer for Logi-Serve (a provider of science-based talent assessments and talent management technologies). He teaches graduate-level seminars for organizational and occupational health psychology (OHP), consulting skills and ethics, and organizational development and change, and undergraduate courses for psychological research methods, statistics, assessment development, and professional ethics and career planning. His current research addresses multiple OHP topics, including: stress and recovery processes and practices; the influence of individual differences and environmental factors on cognitions and behaviors; and the challenges and realities associated with work and nonwork interrole dynamics. Chris was the 2020 and 2021 President for the Society for Occupational Health Psychology and is an editorial board member for seven high-impact journals in the applied psychology and occupational health domain.
11:00 - 12:00 PM, Poster presentations and discussions (poster details to be added just prior to conference time)
12:10 - 1:30 PM, Lunch & Discussion
- Moderator: TBA
Join us for an engaging lunchtime networking and discussion session facilitated by your RCIO presenters.
1:45 - 2:45 PM, Presentations 2
- (a) Dr. Allen Gorman
The Future of Performance Management in a Remote/Hybrid World of Work
With the many recognized benefits of remote/hybrid work, it is expected that many organizations will never go back to the traditional office model in the wake of the COVID-19 pandemic. With this in mind, many themes from the traditional performance management literature will need to be revisited with an eye toward the future. These themes include a) the increased importance of job analysis for identifying current and future requirements of remote/hybrid work, b) an integration of work-family dynamics into our models of job performance, c) a better understanding of optimal productivity windows and the timing of when work happens, d) implications for the opportunity to observe performance of hybrid/remote workers, e) a better understanding of contextual performance in hybrid/remote work environments, and f) implications of motivation to give and receive feedback in remote/hybrid work environments. In this talk, I will reflect on these themes and provide recommendations for organizations who are likely wrestling with these important considerations.
Speaker bio: C. Allen Gorman, PhD, is an Associate Professor of Management and Chair of the Department of Management, Information Systems & Quantitative Methods in the Collat School of Business at the University of Alabama at Birmingham, where he teaches classes in Leadership and Human Resource Management. His work has been published in the Journal of Applied Psychology, Personnel Psychology, the Journal of Business and Psychology, and the Journal of Vocational Behavior. He serves on the editorial boards of the Journal of Business and Psychology, Human Performance, and the Journal of Small Business and Enterprise Development, and he regularly consults with organizations in the areas of organizational development and human resource management.
- (b) Meredyth Ring, MS
Keeping up with unprecedented times: strategies for building resilience within your organization
In today’s world, we are constantly being inundated with news informing us of the latest local, national, or global crisis. As such, resilience is more important than ever to sustain us in both our personal and work lives. In this session, Meredyth Ring will guide you through the Center for Creative Leadership’s resilience framework for leaders. We will explore how to expand the resilience framework beyond the individual level and apply it to your organization. She will share tangible examples of what her organization is doing to create a more resilient workforce, with few additional resources. This session will offer opportunities to reflect and identify simple ways which you can implement resilience strategies in your own organization.
Speaker bio: Meredyth Ring is the Senior Talent Management and Development Advisor for Inovalon, where she utilizes a holistic approach to engage leaders at all levels and embed leadership development strategy within the culture. She enjoys finding ways to break down applied research into actionable steps to help leaders reach their full potential. In her first year in the role, she has successfully designed and implemented an Emerging Leaders Program, Leadership Book Club, and job-specific leadership development opportunities for associates, supervisors, and managers. Meredyth is an applied I-O Practitioner at heart, and designs each program to include opportunities for both learning and hands-on practice. Meredyth earned her Master’s degree in Industrial-Organizational Psychology from The University of Tennessee at Chattanooga in 2017.
3:00 - 4:00 PM, "Fresh Perspective" Presentations
- (a) Dr. Alice Brawley Newlin
Why, and So What? The Work Motivations of Rideshare Gig Workers
The growth of digital gigs – such as driving for apps like Uber, and completing brief tasks on websites like MTurk – has challenged much of what organizational psychologists think we know about work. In particular, emerging reports consistently suggest that financial dependence – that is, doing this type of work out of financial need – can define the type of experiences that digital gig workers have. For example, financially dependent gig workers are especially likely to face time‐, location, and customer-based
constraints on their work, while workers who are less financially dependent likely experience more true autonomy via gigs. After briefly introducing the gig economy (What is it? How big is it? And, why should we care what the IRS has to say?), I will highlight key, recent findings on work motivations among rideshare drivers. I will also discuss the implications of employment status for designing meaningful interventions and tools for gig workers. This talk will provide a basis for us to consider how we can ensure our science and practice remain relevant as work continually changes.
Speaker bio: Dr. Alice Brawley Newlin is an Assistant Professor in the department of Management at Gettysburg College. Her Ph.D. in I‐O Psychology is from Clemson University. Dr. Brawley Newlin’s research examines I‐O psychology as it applies to unique work populations, including gig workers and family-owned microbusinesses. Her research on gig workers has focused especially on work motivation and financial dependence, in addition to gig workers’ occupational health and self‐leadership, customer reactions to discriminatory behaviors, and research methodology. Dr. Brawley Newlin was recently named an Affordable Learning Champion by Affordable Learning Pennsylvania (ALPa) for her efforts in revising and using open educational resources for teaching.
- (b) TBA
4:15 - 5:00 PM, Conference wrap-up, poster awards, and networking (details forthcoming)
Please share any constructive feedback about this year's RCIO conference with the conference chair, by emailing it to [email protected].