The rapid pace at which technology changes creates a challenge for industrial-organizational (I-O) psychologists, who often conduct hypothetico-deductive research. In this article, we examine technology research in the I-O psychology community by asking three questions: Why should I-O psychologists study new technologies? How timely is I-O psychologists’ technology research? How can I-O psychologists produce timelier technology research? Using archival data from 23 years of SIOP conferences and a historical timeline of technology innovations, we find that I-O psychologists study technology milestones an average of 6.10 years after they first enter widespread awareness and adoption. We discuss the implications of this lag and conclude by urging I-O psychologists to study technology with an eye toward action, exploration, collaboration, dissemination, and creation.

Formal succession planning is rare in the federal government compared to private sector organizations because there are multiple unique challenges in government. The Federal Merit System Principles and the Prohibited Personnel Practices established in Title 5 of the U.S. Code substantially limit flexibility in employee development and promotions, both key aspects of succession planning. For example, the merit system principle, “Recruit, select, and advance on merit after fair and open competition” prohibits the common succession planning practice of senior leaders personally identifying promising employees, providing them with special opportunities for development, and then promoting them into critical positions. This approach does not allow for fair and open competition and is thus seen as providing unfair advantages to some employees.