THE I/O PSYCHOLOGY AREA
LABORATORIES
Our students and faculty are often involved in a number of research projects, many of which involve collaboration with other students or professors. Outside of the independent work of each student and faculty member, a number of supervisors conduct research with their own labs. These labs consist of the graduate students the supervisor is advising, as well as honors thesis students or volunteers who may be interested in the research. Labs may conduct a number of smaller studies, or may be undergoing a long-term research program. These labs provide students with extra opportunities to develop their research skills and gain experience in collaborative research and writing. For more information about which faculty members have labs, and what research is being conducted in these labs, see below.
For more information on which labs are accepting graduate students, honours thesis students, and volunteers, click here.
If we understand the psychology of teams, we can promote effective and enjoyable teamwork. This understanding comes from a dynamic partnership between researchers, practitioners, and real teams in the workforce. The TeamWork Lab is a group of researchers that works with organizations in the workforce and members of the academic community to unravel the science of teamwork.
The Group Experiences Laboratory integrates a variety of theoretical and methodological approaches to better understand the conditions and processes that shape our experiences in work groups and teams. We are currently investigating (1) The conditions and psychological mechanisms through which work groups and teams contribute to our individual experiences, and (2) How individuals shape the work groups and teams to which they belong.
The Goffin lab's research focuses on the effective management and measurement of employee work performance, and the improvement of pre-employment testing approaches. One ongoing stream of research focuses on applying psychological theories and methodologies in order to improve work performance measurement and management, with the ultimate goal of contributing to large, sustained improvements in performance, and more satisfied employees. An additional stream of research that the Goffin lab actively pursues is the use of personality testing to help make decisions about who are the most promising employees to hire.
The Interdependence & Influence in Groups Lab explores why and how groups influence members’ health behaviors as well as member wellbeing. Dr. Evan's applies theories related to social interdependence, social identity, and social norms to understand peoples’ connections to groups in his research. Two key assumptions underpin the lab's focus on small groups like workplace teams, exercise classes, and student clubs:
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Small groups can be a vital context for social participation that is crucial for wellbeing
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Small groups have unique features that can strengthen members’ connection to one another, which makes the behaviors of other members more salient for each person
The Meyer lab is currently engaged in a multi-year program of research. This research program is based on further developing our understanding of personal growth and well-being, including creating a measure of growth and well-being, and investigating the variables this construct is associated with. While this research is currently being conducted with a sample of undergraduates, studying how personal growth and well-being influences academic performance, the intention of the program of research is to expand into testing how personal growth and well-being influences workplace factors, such as engagement and performance. In addition, current lab members are also engaged in research on organizational commitment, goals and motivation, burnout and engagement, and corporate social responsibility.
The Robertson lab is currently engaged in research exploring corporate social and environmental responsibility (CSER) from a micro-organizational lens. In her lab, Dr. Robertson draws upon various theoretical and methodological approaches from I/O psychology, organizational behavior, organizational theory, environmental psychology and consumer behavior to investigate employees’ responses to CSER activity. Previous research in the Robertson lab has explored how employees respond to expressions of environmental leadership, organizations’ boarder CSR policies and practices as well as varying forms of corporate environmental communication.