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Industrial and Organizational Psychology Help the Vulnerable documents a new direction for industrial and organizational psychology. The chapters are written by psychologists who have used the methods, procedures and theories of industrial and organizational psychology to help the vulnerable people of the world, Industrial and Organizational Psychology Help the Vulnerable documents a new direction for industrial and organizational psychology. The chapters are written by psychologists who have used the methods, procedures and theories of industrial and organizational psychology to help the vulnerable people of the world. They are personal stories of psychologists using their expertise in some of the most dangerous and complex parts of the world in order to help those more vulnerable in society. The authors describe their motivation for undertaking such activities, their application of the disciplines methods and procedures, their successes and failures, what they personally gained from their experiences and how their experiences impacted their discipline. They described their work in Afghanistan at a time when war lords were battling each other for dominance, poverty stricken parts of South Africa, Haiti after the earthquakes, New Orleans after the hurricane and Lesotho Africa where girls learned confidence and entrepreneurship skills to avoid risky behavior. Authors describe how they persuade governments to include the principles of 'decent work' into their poverty reducing program that was to be supported by the World Bank. A graduate student describes how his emotions at discovering a dual salary system for local and foreign college teachers motivated his research agenda and life's work. Psychologists teach entrepreneurship and turn job seekers into job providers. As a result of their experiences the boundaries of industrial and organizational psychology have been expanded. Young people entering the field will have choices of venues in which to work. And no longer will this branch of psychology be perceived as a servant of powerful organizations with the only goal of making them more successful and more powerful. Industrial and organizational psychology will have a humanitarian side as well that will serve the needs of the vulnerable

Industrial and Organizational Psychology Help the Vulnerable documents a new direction for industrial and organizational psychology. The chapters are written by psychologists who have used the methods, procedures and theories of industrial and organizational psychology to help the vulnerable people of the world. They are personal stories of psychologists using their expertise in some of the most dangerous and complex parts of the world in order to help those more vulnerable in society. The authors describe their motivation for undertaking such activities, their application of the disciplines methods and procedures, their successes and failures, what they personally gained from their experiences and how their experiences impacted their discipline. They described their work in Afghanistan at a time when war lords were battling each other for dominance, poverty stricken parts of South Africa, Haiti after the earthquakes, New Orleans after the hurricane and Lesotho Africa where girls learned confidence and entrepreneurship skills to avoid risky behavior. Authors describe how they persuade governments to include the principles of 'decent work' into their poverty reducing program that was to be supported by the World Bank. A graduate student describes how his emotions at discovering a dual salary system for local and foreign college teachers motivated his research agenda and life's work. Psychologists teach entrepreneurship and turn job seekers into job providers. As a result of their experiences the boundaries of industrial and organizational psychology have been expanded. Young people entering the field will have choices of venues in which to work. And no longer will this branch of psychology be perceived as a servant of powerful organizations with the only goal of making them more successful and more powerful. Industrial and organizational psychology will have a humanitarian side as well that will serve the needs of the vulnerable.

The implementation of the employee assistance program in the New Jersey State Police was studied over a three-year period. Quesionnaires were sent to a stratified random sample of sworn members once each year for three years. The questionnaire contained items to measure the degree of diffusion, receptivity, and the use of the program. The initial hypothesis was that the implementation of the program would follow the three-phase process of diffusion receptivity and use. The result of the first survey indicated the program was in the diffusion stage with more than 69% of the troopers having heard of the employee assistance program. Response to the receptivity items revealed there was an awareness and sensitivity to the need for the program and its potential benefits. The results of the second survey showed that the diffusion stage was strengthened with 78% of the response having heard of the program. Receptivity to the program had not increased significantly and use was minimal. On the basis of these results, recommendations were made to enlarge and enhance certain program elements. The results of the third survey were quite similar to those of the second. The program was largely in the diffusion stage and was little into receptivity and utilization. Innovative procedures were recommended to move the program into an integral part of the Division.

PurposeThis paper aims to reflect on the work of Virginia E. Schein and her paper "The functions of work‐related group participation for poor women in developing countries: an exploratory look."Design/methodology/approachProfessor Schein traveled to Nicaragua, to lower‐income settings, where she observed and recorded the experiences of women working in self‐organized groups, and used those observations to argue to the profession generally that self‐organized groups of women, however marginal the work itself, can be instrumental in developing the key sense of agency, and self‐efficacy. These are basic capabilities; the stuff of the Millennium Development Goals.FindingsFor this special issue, therefore, the authors have made Schein's 2003 study a focal point. To set the context they asked Dr Schein to reiterate the rationale for the research, and provide a brief overview of the original observations. To help expand the debate on gender, work and poverty reduction, the authors have asked noted colleagues to provide a series of Commentaries on the original article.Originality/valueWomen, especially those raising children alone, are among the poorest of the poor in developing and more developed economies. Research that is applicable and relevant to their work‐related concerns can and should be a larger part of worldwide efforts to reduce poverty. Organizational psychology has much to contribute to those long‐overdue efforts.