Discovering I-O Psychology in Aotearoa-New Zealand
Lynda Zuges, with Stewart Forsyth
In this issue, we have the pleasure of welcoming Stewart Forsyth, Managing Director, FX Consultants to discuss I-O psychology in one of my favourite parts of the world: New Zealand! Want to know more about Kiwis and I-O psychology? Read on!
Discovering I-O Psychology in Aotearoa, New Zealand
By Stewart Forsyth, Managing Director, FX Consultants
The New Zealand population clock has just clicked over 4.6 million people, of whom 2.3m (69.6% of working-age Kiwis) participate in the labor force. It is a little problematic to estimate the number that are currently working as I-O psychologists. Of those belonging to The New Zealand Psychological Society (http://www. psychology. org. nz/), 199 indicated this year that they worked in the I-O field.
There are 580 people (mostly Kiwis) subscribed to the “ionet” Google Group for I-O discussion and information-sharing (ionet@googlegroups.com).
The economy in New Zealand is strongly weighted to commodity exports (dairy, but also meat, seafood, and timber) and—as might fit stereotypes based on the Lord of the Rings and Hobbit movies—a thriving tourism industry. There are many emerging and a few mature technology and services businesses increasingly contributing to the exports that are essential for New Zealand funding a first world lifestyle. These newer businesses, together with the outposts of multinationals, provide most of the opportunities for I-Os to contribute to high involvement and high productivity workplaces. Turn-of-the-century research by Dr. Jim Guthrie illustrated this two-speed approach to people management in New Zealand (http://0-www-jstor-org.library.alliant.edu/stable/3069345?seq=1#page_scan_tab_contents).
With small numbers overall, it’s important that local I-Os focus on making a positive impact. There are regular Industrial Organisational Special Interest Group (IO SIG) meetings in the major centers of Auckland, Wellington, and Christchurch, which attract HRM and other disciplines and are fitting with the goal of establishing New Zealand I-O psychology as “the authority” in promoting evidence-based approaches to work psychology.
During 2015, the Auckland IO SIG hosted the following sessions:
- Dr. Julian King: Evaluation: Thinking Beyond Measurement
- Sue Langley: Neuroscience Insights; Leadership, Change and Organisational Performance
- Brett Wood: Bringing Intelligence to HR: Using Data, Research and Insights to Help Solve People Issues Within Organisations
- Dr. Maria Thomson: Building Organisational Change Capability at the University of Auckland
- Dr. Rod Corban: Using Mindfulness Approaches in the Achievement of High Levels of Sports Performance
There are also close links with the HR Institute of New Zealand (HRINZ). The Auckland IO SIG frequently partners with HRINZ and, as a result, the majority of participants at IO SIG events are HR practitioners. This helps ensure the goal of reinforcing I-Os as “authorities.” I-O psychologists also contribute to the HRINZ professional development program. Recent examples Include:
- Keith McGregor: Enhanced Interviewing Skills
- Dr. Paul Wood: Goal Setting for Performance (a webinar)
Although some I-Os in New Zealand work in relatively specialist roles (academics, test developers, trainers), most are generalists, which reflects the smaller size of the economy and preponderance of smaller enterprises. They work in HRM roles for organizations, are self-employed, or work with small consulting firms.
An Institute of I-O psychologists is currently being established where membership will be reserved for those who are (a) qualified from a recognized school, and (b) are registered as psychologists in New Zealand.
What do Kiwi I-Os do? Reflecting our bicultural heritage, there is fascinating work being done on Maori leadership (Professor Jarrod Haar and Dr. Maree Rocheat Waikato University) and also research-based approaches to diversity training. The Auckland IO SIG recently hosted a cultural competence workshop facilitated by Dr. Belinda Borrell of Massey University. Our biculturalism is also reflected in the name “Aotearoa,” and in locals’ responsiveness to “kia ora,” meaning “hi” and “thanks.”
It might be a bit of a generalization, but there are only a few degrees of separation between Kiwis, and they are culturally inclined to a moderately collectivist approach. This can assist in collaboration. A recent example was between I-Os at three universities reviewing the prevalence and correlates of workplace bullying and coping strategies (http://researchcommons. waikato. ac. nz/handle/10289/5973)
A couple of recent HR-related start-ups demonstrate local technology-based approaches, such as fuel50 (http://fuel50. com/), which provides career management apps, and Talegent (http://talegent. co. nz/), which provides online simulations to support selection.
There are good links with Australian I-Os, particularly through the biannual Industrial and Organisational Psychology (IOP) Conference. The Australasian Journal of Organisational Psychology http://journals. cambridge. org/action/displayJournal?jid=ORPprovides another area for communication between Australian and New Zealand I-Os. Kiwi I-Os are also regular visitors to SIOP conferences. Check them out or enroll in “ionet”.
Last but certainly not least, there is a strong and growing tradition in New Zealand I-O psychology of prosocial action. For example, the consultancy houses mentioned above have been actively involved in promoting opportunities for talented, but sometimes disadvantaged, youth in areas such as leadership development. There are additional professional clusters of scholars and practitioners who are interested in prosocial contributions in humanitarian concerns such as poverty reduction, access to decent work, the organizational psychology of living wages, and the reduction of inequality (our equality ranking as a country has deteriorated significantly since the 1980s). I-O psychologists in New Zealand/Aotearoa have played and continue to play active parts in the development of global networks such as the Global Organization for Humanitarian Work Psychology (GoHWP; http://gohwp.org/). Students are tremendously interested in the way our profession and discipline has been expanding to meet the challenges and opportunities of the 21stcentury.
If you would like more information on I-O psychology in New Zealand/Aotearoa, reach out to Stewart at stewart@fxc.co.nz
A special thanks to Stuart C. Carr, Professor, Massey University, for contributing and including his thoughts on the state of I-O psychology in the New Zealand.
WE NEED YOU AND YOUR INPUT! We are calling upon you, the global I-O community, to reach out and submit topic ideas for future columns. Give us your insights from lessons learned in your practice. We are always looking for contributors, and we will be on the lookout!
To provide any feedback or insights on the International Practice Forum, please send an email to the following address: lynda.zugec@theworkforceconsultants.com