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Division of Industrial‐Organizational Psychology The Hong Kong Psychological Society  Room 705, United Building, 17‐19 Jubilee Street, Central, Hong Kong 

DIOP Newsletter

From the Editor Welcome to our 2nd edition of the DIOP newsletter. As we approach the end of the year and embracing 2013, I would like to take this opportunity to say a big thank you to all the EXCO members of the DIOP who have worked hard and Austin Tay, Editor have pitched together to come out with more events for the members in the coming new year. We will also continue to bring you more ongoings in the world of work psychology. In October, DIOP took part in the WLB week and our representatives, Henry Chamberlain and Dr. Clara To were there when Community Business shared their findings. An evening sharing talk for our members on 22 October gave the members an opportunity to discuss about the findings. Please see below a write up on the evening event under Area of Interest. On November 6, Dr. Paul van Katwyk, in a dinner presentation shared with us ‘How to Make Sense of Leadership Potential’ which saw a good turnout and that most of the members found the event interesting and insightful. Please see the write up on the event below under What’s Trending. On our 1st newsletter, we mentioned that we will be organizing our first ever DIOP conference. As part of the EXCO, I am very proud to say that we have finalized the program and registration is now open. If you would like to have more details on the conference, please visit this link http://www.hccglobal.net/diop/ Under Upcoming Events, we will provide you a snippet of what to expect in the conference. Under What Are Other Societies doing, we will continue to bring you what other societies are doing to share them with you.

(Winter Issue 2012)

Upcoming Events DIOP 1st Conference We are very excited to let all our members know that on 11 January 2013, we will launch our 1st ever DIOP Conference in Hong Kong. There are 2 things to be proud of here. 1) This has never been done before since we first started this division; 2) we have a program that will promise to evoke discussions and learning from our speakers. We are going to have 9 distinguished speakers who will share with us topics that are interesting and relevant in this present time. Seizing the Future: Development of Global HR Standards by Dr. Wayne F. Cascio Distinguished University  Professor and Robert H.  Reynolds Chair in Global  Leadership, The Business  School University of  Colorado Denver  Senior Editor, Journal of  World Business  

Dr. Wayne F. Casio

Leadership Trends among High Potential Leaders in Asia by Mr. Neil Cowieson Director of Human Scope Ltd  The Five Paradoxes to unlocking Leadership Development in Asia by Dr. Mano Ramakrsihnan Head of Research, Human Capital Leadership  Institute  

Lastly, I would like to take this opportunity to all the contributors who have made this issue possible. Enjoy this issue of the newsletter and should you have any enquiries and comments, please contact the Editor at diop_gensec@hkps.org.hk You can also contact us and know what the DIOP is up to on LinkedIn.

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Mr. Neil Cowieson

Dr. Mano Ramakrsihnan

DIOP Newsletter | Winter Issue 2012


Division of Industrial‐Organizational Psychology The Hong Kong Psychological Society  Room 705, United Building, 17‐19 Jubilee Street, Central, Hong Kong 

The New Way of Working: Corporate-Based Mindfulness Training by Dr. Peta McAuley & Ms. Angela Spaxman The Potential Project  

Dr. Peta McAuley

Ms. Angela Spaxman

Talent Management in Family and Non-family owned firms by      

Dr. Richard D. Arvey Head of the Department   of Management and   Organization, National   University of Singapore 

Dr. Richard D. Arvey

Leaders Forum: Future Challenges in Leadership by Dr. Mano Ramakrsihnan Dr. Richard D. Arvey Dr. Kwok Leung Chair Professor of Management, City University of  Hong Kong  Ms. Vivien Hau Director, Global Talent Management, Global  Payments  

Words from DIOP Chair As the current DIOP Chair, I have the wonderful privilege of welcoming all of you to the first ever DIOP conference in Asia. This conference reflects our growth as a professional community within this part of world as we work to provide more opportunities for exchange between our Dr. Paul Van Katwyk members, experts in our DIOP Chair profession and those who share our passion in the interaction between people and the workplace. The focus of this conference is on the topic of Leadership in Asia. We chose this focus given that leaders in this part of the world are one of the most pivotal talent pools for organizations as they respond to the dynamic, exciting and challenging opportunities that are arising as Asia steps onto the global stage. The conference begins on Friday January 11th with an evening dinner and opening speech by one of the leading figures in our profession, Dr. Wayne Cascio. He will be sharing his latest experiences as he supports efforts to establish global standards in HR. The next day is devoted to a series of workshops, presentations and a panel around topics related to leaders in Asia. We have the privilege to have leading presenters and speakers who will share insights around topics including leadership assessment, development, mindfulness, family businesses as well as other issues that face many of us. We look forward to the opportunity to have you join us on this historic event! Dr. Paul Van Katwyk DIOP Chair

Forum Moderator: Mr. U Kin Chong Managing Director, Boyden Management  Consulting 

This conference will be held over 2 days (1st night being the Dinner to kick off the conference) Day 1: 11 January 2013, Friday from 6:30pm to 10pm Day 2: 12 January 2013, Saturday from 9am to 6pm Venue: Empire Hotel at 33 Hennessy Road, Wanchai For more details and reservation, please visit: http://www.hccglobal.net/diop

Dr. Kwok Leung

Ms. Vivien Hau

Mr. U Kin Chong

DIOP Newsletter | Winter Issue 2012

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Division of Industrial‐Organizational Psychology The Hong Kong Psychological Society  Room 705, United Building, 17‐19 Jubilee Street, Central, Hong Kong 

Area of Interests Work-Life Balance (WLB)

personal leave/part-paid personal leave/sabbaticals (25.8%), job sharing/sharing workload among colleagues on an ad hoc basis (20.8%), work support service (20.5%) and option to work remotely or at home (16.8%)

 While there were 58.2% of employees use at least one type of work-life initiative, 3 reasons identified as to why employees do not engage in work-life initiatives were: work-life initiatives not provided by employer (24.6%); work-life initiatives not taken up by the employees (8.5%) and employees are oblivious as to whether work-life initiatives exist in their organization (7.4%) The above just further supported what Community Business found in terms of the work life culture in Hong Kong. An evening talk was held to share findings around WLB

On 22 October, Mr. Chamberlain and Dr. Clara To gave the members an insight on what the work life balance in Hong Kong looks like. The survey was conducted by the Community Business which is done yearly. This survey was conducted by the Public Opinion Programme at the University of Hong Kong. More than 1000 random telephone interviews were conducted with workers of all levels in Hong Kong. The purpose of this research is to assess the overall state of work-life balance in Hong Kong by examining:

 Hong Kong’s work life culture and the key factors that shape it

 Availability and uptake of work life initiatives  The business case for work- life balance Some of the findings shared during the evening talk were:

 Though slight decrease in rating by employees who believed they have achieved work life balance (6 out of 10), work life balance in Hong Kong has not shown any improvement

 While there were some form of work-life initiatives offered by employers to their employees, e.g. career breaks/sabbatical/unpaid personal leave/part paid personal leave (35%). There were 24% of employees surveyed said their employers did not offer any form of work life balance initiatives.

 Employees’ view on the most effective work-life initiatives included: flexible working time (36%), extra paid leave (34.1%), career breaks/unpaid

 Work life balance still a sensitive issue in Hong Kong Workplace

 There is still a culture of ‘face time’ in Hong Kong All these findings did evoke discussion through the session where there is a belief that as industrial organizational psychologist, what else can we do with these findings? For sure, there are further research can still be done to build on what Community Business has found out. For example, is this a phenomenon that just prevails in Hong Kong or in Asia? With a strong theme of culture “face time”, how would that compared to our western counterpart? All these, of course, also spark off another area where industrial organizational psychologists could start to propagate to organizations - well being in workplace. If you are interested in reading the full report, please visit the website of Work-Life Balance Week 2012 by Community Business: http://www.communitybusiness.org/focus_areas/WLB. htm#key_initiatives

What’s Trending? Making Sense of the Leadership Potential On Tuesday November 6th, there was an evening talk at which nearly 25 members and colleagues joined to discuss the topic of high potential. Specifically, Dr. Paul Van Katwyk who is the current chair of DIOP, talked about “Realizing Potential: A Story of One’s Organization’s Search to Understand Potential”. DIOP Newsletter | Winter Issue 2012

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Division of Industrial‐Organizational Psychology The Hong Kong Psychological Society  Room 705, United Building, 17‐19 Jubilee Street, Central, Hong Kong 

was a great evening of sharing and discussion on the concept of potential and the challenges and opportunities it brings to I/O psychology in both academic and practical settings.

What are other Societies doing?

Dr. Paul Van Katwyk at evening talk on Leadership Potential

In this presentation, he shared the research that his employer, PDI Ninth House, has been conducting around the topic of potential. The research leveraged the assessment work done by PDI Ninth House globally that includes over 40,000 leaders each year. The presenting challenge that stimulated this research was that, while there are many measures or views on measuring potential, PDI Ninth House was finding that most measures of potential used by organizations today are no better than chance which is similar to findings of the Corporate Leadership Council’s survey findings1. Thus about five years ago, this organization began an in-depth search into leadership potential as defined by an individual’s capacity to develop the competencies and behaviors required for effective performance in a significantly more challenging leadership role. Looking at the empirically supported framework of leadership levels, the organization relied on a wide breadth of testing data that included measures of personality, cognitive ability, interests, experiences and other sources to confirm what factors differentiated success of leaders at progressively higher levels. Through this research four types of information were found as critical in evaluating future success as a leader. Specifically, these included interests, experience, foundational personality traits, cognitive ability, and derailers (which are specific personality traits that were associated with failure in leadership transitions). Paul dove into some of the more unique findings in this research. One of the more interesting topics was the important role that experience appears to play in equipping people to successfully make critical transitions. Paul highlighted how experience has been evaluated by this organization and the findings that the breadth and depth of one’s experience has far greater implications for success than simply tenure. Overall it 1

In this section, we will provide you links to the relevant occupational/industrial organizational digests from the divisions. Please click on the links to the individual websites. If you are interested in articles and are not able to obtain them, please write to the Editor and we will try our best to assist. BPS DOP UK - Conference

All you want to know about occupational psychology from the British perspective. http://www.bps.org.uk/publications/occupational-digest

Division of Occupational Conference 2013

Psychology

Annual

Organizer: BPS Conferences/Division of Occupational Psychology Dates: 9 – 11 January 2013 Venue: Crowne Plaza Hotel Chester Full information about this conference can be found on the official website: www.bps.org.uk/dop2013 Contact Information: BPS Conferences Tel: +44 (0) 116 252 9555 Email: dopconf@bps.org.uk

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Corporate Leadership Council. (2005). High-Potential Employee Management Survey. www.corporateleadershipcouncil.com/CLC/1,1283,0-0Public_Display-128859,00.html

DIOP Newsletter | Winter Issue 2012


Division of Industrial‐Organizational Psychology The Hong Kong Psychological Society  Room 705, United Building, 17‐19 Jubilee Street, Central, Hong Kong 

SIOP US

All you want to know about SIOP in byte size. http://www.siop.org/siop_newsbriefs/2012.aspx

International Affairs Committee One of the principle goals of the International Affairs Committee (IAC) in 2012-2013 was the publication of SIOP white papers on topics of interest to the international I-O community. http://www.siop.org/WhitePapers/default.aspx

APS

All you want to know about what our Australian counterparts are doing. http://www.groups.psychology.org.au/cop/

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DIOP Newsletter | Winter Issue 2012

Diop newsletter (winter 2012)  
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