Introduction

Traditionally, I-O psychology has been defined as the application of research that “improves the well-being and performance of people and the organizations that employ them” (www.siop.org). Accordingly, I-O psychology research has almost exclusively focused on outcome measures indicative of organizational effectiveness (e.g., turnover, absences, bottom-line measures) and/or individual well-being (e.g., job satisfaction, employee health), and little, if any, attention has been given to outcome measures associated with societal well-being.