at Is Industrial and Organizationl Psychology? purposes (e.g..cost savings and process efficiency)but can in turn yield environmental ben- efits,which are also known as eco-benefits(Klein,Sanders,Huffman,2011).For example, organizational policies involving online testing and assessment(Chapter 3),telecommuting (Chapter 9).and compressed workweeks(Chapter 9)have all been linked with environmen- tal sustainability.Klein and colleagues(2011)note that I-O psychologists can guide organi- zations in identifying and measuring their eco-benefits and in promoting these benefits as another important outcome that can be considered along with more traditional outcomes such as individual,team,and organizational performance.The electronics company Panasonic (2011)announced major new eco-sustainability goals (e.g.double the number of drop-off locations in its electronics recycling program from 800 to 1,600 sites,reduce greenhouse gas emissions at its headquarters by half)that are likely to be adopted by other organizations.I-O psychologists can help lead the way in documenting both intended and unintended eco-benefits in organizations.Huffman and Klein(2013)edited a book entitled Green organizations:Driving change with I-O psychology that provides a number of excellent examples of interventions that encourage sustainable and socially responsible behaviors. In one of the broadest and most ambitious extensions of I-O psychology,Stuart Carr,a New Zealand I-O psychologist,has suggested ways in which I-O psychologists can bring their expertise to bear on humanitarian issues(Carr,2007).Along with other I-O psycholo- gists such as Lori Foster Thompson and Adrian Furnham,Carr has been working to pro- mote prosocial applications of psychology called humanitarian work psychology:the application of I-O psychology to the humanitarian arena,especially poverty reduction and the promotion of decent work,aligned with local stakeholders'needs,and in partnership with global aid/development groups(Carr,2013;Carr,MacLachlan,Furnham,2012). Carr suggests that our expertise in areas such as team building and training,stereotypes, organizational justice,and mental models is exactly the type of knowledge and skill neces- sary for bringing together the essential coalition of governments,aid organizations,and private industry.Carr and colleagues have formed a global network of fellow I-O psycholo- gists interested in addressing the I-O contributions to reducing world poverty (search for gohwp"on the web). In a recent symposium,Carr and other I-O psychologists discussed projects as broad as a U.N.resolution addressing psychological issues in poverty and as narrow as a micro-credit project directed by an 1-0 psychologist for desperately poor women in rural Nicaragua (Schein,2008).Interestingly,many in the audience for that symposium were psychology stu- dents who expressed great appreciation for examples of how I-O psychologists could make a difference in some of the major global problems of the 21st century.Carr's work,and the examples in the previous paragraphs,demonstrate how far-reaching I-O psychology can be. A related trend in I-O psychology is a focus on corporate social responsibility (CSR) which is defined as organizational actions and policies that take into account stakeholders' expectations as well as economic,social,and environmental performance (Aguinis Glavas,2012).CSR activities can include employee volunteering.donating a portion of sales to a charity,donating a portion of profits to school products for needy children,and having a portion of proceeds from sales go to vitamins and clean water for new mothers and their children.CSR activities can be good for the company (in terms of enhanced reputation)and good for the community.I-O psychology research will continue to investigate these CSR activities and how they relate to a variety of employee and customer attitudes and behaviors (Bauman Skitka,2012). Evidence-Based 1-0 Psychology 1-O psychologists have become increasingly focused on making evidence-based decisions in their work in organizations.Cascio and Aguinis(2011)have updated their well-known Applied Psychology in HRM textbook with"Evidence-Based Implications for Practice"in Scanned by CamScannerScanned by CamScanner