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Why Do We Appraise Employees? Administrative Decisions. Employee Development and Feedback.

Industrial and organizational psychology

Criteria for Research. Performance Criteria. Characteristics of Criteria. Criterion Complexity. Dynamic Criteria. Contextual Performance. Methods for Assessing Job Performance. Objective Measures of Job Performance.

Industrial and Organizational Psychology: Research and Practice by Paul E. Spector

Subjective Measures of Job Performance. The Impact of Technology on Performance Appraisal. Legal Issues in Performance Appraisal. Chapter 5: Assessment Methods for Selection and Placement. Job-Related Characteristics. Psychological Tests. Characteristics of Tests. Ability Tests. Knowledge and Skill Tests. Personality Tests. Emotional Intelligence Tests. Integrity Tests. Vocational Interest Tests.

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Drug Testing. Biographical Information. Work Samples. Assessment Centers.

Electronic Assessment. Electronic Administration of Psychological Tests. Computer Adaptive Testing. Chapter 6: Selecting Employees. The Planning of Human Resource Needs. Recruiting Applicants. Selecting Employees.

What Is Industrial and Organizational Psychology?

How Do Organizations Select Employees? Conducting a Validation Study. Validity Generalization. The Utility of Scientific Selection. How Valid Selection Devices Work. Computing the Utility of Scientific Selection. International Differences in Selection Practices. Legal Selection in the United States. Legal Selection outside the United States.

Chapter 7: Training. Needs Assessment. Training Design. Trainee Characteristics. Work Environment. Training Methods. Delivery of a Training Program.

Industrial and Organizational Psychology Research and Practice

Evaluation of a Training Program. Set Criteria. Choose Design. Choose Measures of the Criteria.

What does an Industrial Organizational Psychologist do?

Collect Data. Analyze and Interpret Data. Chapter 8: Theories of Employee Motivation. What Is Motivation? Work Motivation Theories. Need Theories. Need Hierarchy Theory. Two-Factor Theory. Reinforcement Theory. Expectancy Theory. Self-Efficacy Theory. But what can you do with a psychology degree after graduation? Individuals with specialized degrees, such as industrial and organizational psychology, are more employable.

The specialty of industrial and organizational psychology is popular, growing quickly and lucrative. Many organizations seek industrial and organizational psychologists to increase productivity, improve hiring and implement training.

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However, it remains a small specialty. BLS projections show that 2, of the , total psychologists in the United States will be industrial and organizational psychologists. Problems in the workplace can often be traced back to training, employee morale, communication issues or gaps in training. Open Preview See a Problem? Details if other :.

Thanks for telling us about the problem. Return to Book Page. Creating a more productive and healthier workforce is a balancing act.

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A balance between cutting-edge topics and core material Creating a more productive and healthier workforce is a balancing act. A balance between cutting-edge topics and core material This Fourth Edition covers both the core material as well as newly emerging topics and cutting-edge findings. Inside, you'll find new references, as well as the latest thinking on team job analysis, drug testing, group problem solving, group diversity, cross-cultural issues in leadership, and more. A balance between research and practice The text's balanced presentation of research and practice equips you with an understanding of the whole field.

You'll find detailed summaries of current research, including international studies. This Fourth Edition provides more balance between these two over-arching areas of the field. Connect to online resources from the author's classroom. Go to www. Get A Copy. Hardcover , pages. Published March 11th by Wiley first published September 28th More Details Original Title. Other Editions Friend Reviews.

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