Preface xv PART 1 FUNDAMENTALS 1 What Is Industrial and Organizational Psychology? 1 Module 1.1 The Importance of I-O Psychology 2 The Importance of Work in People''s Lives 2 The Concept of "Good Work" 2 Authenticity: A Trend of Interest to I-O Psychologists 4 What Is I-O Psychology? 4 I-O Psychology''s Contributions to Society 7 Evidence-Based I-O Psychology 8 SIOP as a Resource 9 How This Course Can Help You 10 The Importance of Understanding the Younger Worker 12 Module 1.2 The Past, Present, and Future of I-O Psychology 15 The Past: A Brief History of I-O Psychology 15 1876-1930 16 1930-1964 19 The Present: The Demographics of I-O Psychologists 22 Pathways to a Career in I-O Psychology: A Curious Mixture 23 What We Call Ourselves 23 The Future: The Challenges to I-O Psychology in the 21st Century 24 A Personal View of the Future: Preparing for a Career in I-O Psychology 25 Education and Training 25 Getting into a Graduate Program 26 Module 1.3 Multicultural and Cross-Cultural Issues in I-O Psychology 28 The Multicultural Nature of Life in the 21st Century 28 Cross-National Issues in the Workplace 30 Why Should Multiculturalism Be Important to You? 32 Why Is Multiculturalism Important for I-O Psychology? 33 Theories of Cultural Influence 34 Hofstede''s Theory 34 Other Theories of Cultural Influence 37 Module 1.4 The Organization of This Book 39 Themes 39 Parts 40 Resources 40 2 Methods and Statistics in I-O Psychology 47 Module 2.1 Science and Research 48 What Is Science? 48 The Role of Science in Society 49 Why Do I-O Psychologists Engage in Research? 50 Research Design 51 Methods of Data Collection 53 Qualitative and Quantitative Research 53 The Importance of Context in Interpreting Research 54 Generalizability and Control in Research 54 Generalizability 54 Control 56 Ethical Behavior in I-O Psychology 57 Module 2.2 Data Analysis 59 Descriptive and Inferential Statistics 59 Descriptive Statistics 59 Inferential Statistics 60 Statistical Significance 61 The Concept of Statistical Power 62 Correlation and Regression 62 The Concept of Correlation 63 The Correlation Coefficient 63 Multiple Correlation 65 Correlation and Causation 65 Big Data 66 Meta-Analysis 67 Micro-, Macro-, and Meso-Research 69 Module 2.3 Interpretation 71 Reliability 71 Test-Retest Reliability 72 Equivalent Forms Reliability 72 Internal Consistency 73 Inter-Rater Reliability 73 Validity 74 Criterion-Related Validity 75 Content-Related Validity 77 Construct-Related Validity 78 PART 2 INDUSTRIAL PSYCHOLOGY 3 Individual Differences and Assessment 81 Module 3.

1 An Introduction to Individual Differences 82 Some Background 82 Differential Psychology, Psychometrics, and I-O Psychology 83 Identifying Individual Differences 84 Varieties of Individual Differences 85 Module 3.2 Human Attributes 87 Abilities 87 Cognitive Abilities 87 Intelligence as "g" 87 Is "g" Important at Work? 88 Is "g" as Important in Other Countries as It Is in the United States? 89 Specific Cognitive Abilities Beyond "g" 89 Physical, Sensory, and Psychomotor Abilities 92 Physical Abilities 92 Sensory Abilities 93 Psychomotor Abilities 94 Personality and Work Behavior 94 The Big Five and Other Models of Personality 95 Implications of Broad Personality Models 97 Skills 99 Knowledge 99 Competencies 100 Emotional Intelligence 101 Module 3.3 Foundations of Assessment 104 The Past and the Present of Testing 104 What Is a Test? 106 What Is the Meaning of a Test Score? 106 What Is a Test Battery? 107 Where to Find Tests 107 Administrative Test Categories 108 Speed versus Power Tests 108 Group versus Individual Tests 108 Paper-and-Pencil versus Performance Tests 109 Testing and Culture 109 International Assessment Practices 111 Module 3.4 Assessment Procedures 113 Assessment Content versus Process 113 Assessment Procedures: Content 113 Cognitive Ability Tests 113 Knowledge Tests 115 Tests of Physical Abilities 115 Psychomotor Abilities 116 Personality 117 Practical Issues Associated with Personality Measures 117 Integrity Testing 120 Emotional Intelligence 122 Individual Assessment 122 Interviews 123 Assessment Centers 125 Work Samples and Situational Judgment Tests 128 Work Sample Tests 128 Situational Judgment Tests 129 Module 3.5 Special Topics in Assessment 132 Incremental Validity 132 Measuring Implicit Variables at Work 133 Biographical Data 133 Grades and Letters of Recommendation 135 Minimum Qualifications 136 Controversial Assessment Practices: Graphology and the Polygraph 137 Drug and Alcohol Testing 137 Computer-Based and Internet Assessment 138 Unproctored Internet Testing 140 Mobile Assessment 140 Computer Adaptive Testing 141 4 Job Analysis and Performance 143 Module 4.1 A Basic Model of Performance 144 Campbell''s Model of Job Performance 144 Typical versus Maximum Performance 148 Criterion Deficiency and Contamination 149 Module 4.2 Extensions of the Basic Performance Model 151 Task Performance versus Organizational Citizenship Behavior 151 Causes and Correlates of OCB 153 The Dark Side of Performance: Counterproductive Work Behaviors 154 Dishonesty 155 Absenteeism 155 Sabotage 155 Causes of and Treatments for CWB 156 OCB and CWB: Two Ends of the Same Continuum? 157 Adaptive Performance 157 A Brief Recap 159 Expert Performance 159 Types of Performance Measures 160 Module 4.3 Job Analysis: Fundamental Properties and Practices 162 The Uses of Job Analysis Information 162 Job Description 162 Recruiting 162 Selection 163 Training 163 Compensation 163 Promotion/Job Assignment 163 Job Design 164 Workforce Reduction/Restructuring 165 Criterion Development 165 Performance Evaluation 166 Litigation 166 Types of Job Analysis 166 How Job Analysis Is Done 167 Work Analysis 169 Module 4.

4 Job Analysis: Newer Developments 170 Electronic Performance Monitoring as Part of a Job Analysis 170 Cognitive Task Analysis 171 Personality-Based Job Analysis 172 A Summary of the Job Analysis Process 172 Computer-Based Job Analysis 173 O*NET 173 Competency Modeling 175 Module 4.5 Job Evaluation and the Law 178 Job Evaluation 178 The Concept of Comparable Worth 179 Job Analysis and Employment Litigation 180 5 Performance Measurement 183 Module 5.1 Basic Concepts in Performance Measurement 184 Uses for Performance Information 184 Relationships among Performance Measures 185 Hands-On Performance Measures 186 Electronic Performance Monitoring 187 Performance Management 189 Module 5.2 Performance Rating--Substance 192 Theories of Performance Rating 192 Focus on Performance Ratings 193 Overall Performance Ratings 193 Trait Ratings 193 Task-Based Ratings 194 Critical Incidents Methods 194 OCB and Adaptive Performance Ratings 194 Structural Characteristics of a Performance Rating Scale 195 Rating Formats 195 Graphic Ratings Scales 195 Checklists 197 Behavioral Ratings 198 Employee Comparison Methods 199 A New Variation on the Paired Comparison Method: CARS 200 Concluding Thoughts on Performance Rating Formats 201 Module 5.3 Performance Rating--Process 203 Rating Sources 203 Supervisors 203 Peers 205 Self-Ratings 205 Subordinate Ratings 206 Customer and Supplier Ratings 206 360-Degree Systems 206 Rating Distortions 207 Central Tendency Error 207 Leniency/Severity Error 207 Halo Error 207 Rater Training 208 Administrative Training 208 Psychometric Training 208 Frame-of-Reference Training 208 Reliability and Validity of Performance Ratings 209 Reliability 209 Validity 209 Module 5.4 The Social and Legal Context of Performance Evaluation 211 The Motivation to Rate 211 Goal Conflict 213 Performance Feedback 214 Destructive Criticism 214 360-Degree Feedback 215 Performance Evaluation and Culture 217 Performance Evaluation and the Law 218 Performance Evaluation and Protected Groups 221 6 Staffing Decisions 225 Module 6.1 Conceptual Issues in Staffing 226 An Introduction to the Staffing Process 226 The Impact of Staffing Practices on Firm Performance 227 Stakeholders in the Staffing Process 228 Line Managers 229 Co-Workers 229 Applicants 229 Staffing from the International Perspective 230 Module 6.2 Evaluation of Staffing Outcomes 233 Validity 233 Selection Ratios 234 Prediction Errors and Cut Scores 234 Establishing Cut Scores 236 Utility 237 <.