Preface PART 1: FUNDAMENTALS Chapter 1: What Is Industrial and Organizational Psychology? Module 1.1 The Importance of I-O Psychology The Importance of Work in People''s Lives What Is I-O Psychology? How This Course Can Help You The Importance of Understanding the Younger Worker Module 1.2 The Past, Present, and Future of I-O Psychology The Past: A Brief History of I-O Psychology The Present: The Demographics of I-O Psychologists The Future: The Challenges to I-O Psychology in the 21st Century A Personal View of the Future: Preparing for a Career in I-O Psychology Module 1.3 Multicultural and Cross-Cultural Issues in I-O Psychology The Multicultural Nature of Life in the 21st Century Theories of Cultural Influence Module 1.4 The Organization of This Book Themes Parts Resources Chapter 2: Research Methods and Statistics in I-O Psychology Module 2.1 Science and Research What Is Science? The Role of Science in Society Why Do I-O Psychologists Engage in Research? Research Design Methods of Data Collection Generalizability and Control in Research Ethical Behavior in I-O Psychology Module 2.2 Data Analysis Descriptive and Inferential Statistics Correlation and Regression Correlation and Causation Big Data Meta-Analysis Micro-, Macro-, and Meso-Research Module 2.3 Interpretation through Reliability and Validity Reliability Validity PART 2: INDUSTRIAL PSYCHOLOGY Chapter 3: Individual Differences and Assessment Module 3.

1 An Introduction to Individual Differences Some Background Differential Psychology, Psychometrics, and I-O Psychology Identifying Individual Differences Varieties of Individual Differences Module 3.2 Human Attributes Abilities Cognitive Abilities Physical, Sensory, and Psychomotor Abilities Personality and Work Behavior Skills Knowledge Competencies Emotional Intelligence Module 3.3 Foundations of Assessment The Past and the Present of Testing What Is a Test? Administrative Test Categories Testing and Culture Module 3.4 Assessment Procedures Assessment Content versus Process Assessment Procedures: Content Tests of Physical Abilities Personality Emotional Intelligence Individual Assessment Interviews Assessment Centers Work Samples and Situational Judgment Tests Module 3.5 Special Topics in Assessment Incremental Validity Measuring Implicit Variables at Work Biographical Data Grades and Letters of Recommendation Minimum Qualifications Controversial Assessment Practices: Graphology and the Polygraph Drug and Alcohol Testing Computer-Based and Internet Assessment Chapter 4: Job Analysis and Performance Module 4.1 A Basic Model of Performance Campbell''s Model of Job Performance Criterion Deficiency and Contamination Module 4.2 Extensions of the Basic Performance Model Task Performance versus Organizational Citizenship Behavior The Dark Side of Performance: Counterproductive Work Behaviors Adaptive Performance A Brief Recap Expert Performance Types of Performance Measures Module 4.3 Job Analysis: Fundamental Properties and Practices The Uses of Job Analysis Information Types of Job Analysis How Job Analysis Is Done Work Analysis Module 4.

4 Job Analysis: Newer Developments Electronic Performance Monitoring as Part of a Job Analysis Cognitive Task Analysis Personality-Based Job Analysis A Summary of the Job Analysis Process Computer-Based Job Analysis O*NET Competency Modeling Module 4.5 Job Evaluation and the Law Job Evaluation The Concept of Comparable Worth Job Analysis and Employment Litigation Chapter 5: Performance Measurement Module 5.1 Basic Concepts in Performance Measurement Uses for Performance Information Module 5.2 Performance Rating--Substance Theories of Performance Rating Focus on Performance Ratings Rating Formats Employee Comparison Methods Module 5.3 Performance Rating--Process Rating Sources Rating Distortions Rater Training Reliability and Validity of Performance Ratings Module 5.4 The Social and Legal Context of Performance Evaluation The Motivation to Rate Goal Conflict Performance Feedback Performance Evaluation and Culture Performance Evaluation and the Law Chapter 6: Staffing Decisions Module 6.1 Conceptual Issues in Staffing An Introduction to the Staffing Process The Impact of Staffing Practices on Firm Performance Stakeholders in the Staffing Process Staffing from the International Perspective Module 6.2 Evaluation of Staffing Outcomes Validity Utility Fairness Module 6.

3 Practical Issues in Staffing A Staffing Model Combining Information Deselection Number of Decisions to Be Made 21st-Century Staffing Module 6.4 Legal Issues in Staffing Decisions Charges of Employment Discrimination Employment Discrimination outside of the United States Theories of Discrimination Chapter 7: Training and Development Module 7.1 Foundations of Training and Learning Training, Learning, and Performance Training Needs Analysis The Learning Process in Training Learning Organizations Module 7.2 Content and Methods of Training Training Methods Training "Critical Thinking" Transfer of Training Module 7.3 Evaluating Training Programs Training Evaluation Training Criteria Utility Analysis Training Evaluation Designs Equal Employment Opportunity Issues in Training Module 7.4 Specialized Training Programs Management and Leadership Development Sexual Harassment Awareness Training Ethics Training Cross-Cultural Training PART 3: ORGANIZATIONAL PSYCHOLOGY Chapter 8: The Motivation to Work Module 8.1 An Introduction to Motivation The Central Position of Motivation in Psychology A Brief History of Motivation Theory in I-O Psychology Metaphors for Motivation The Meaning and Importance of Motivation in the Workplace Module 8.2 Classic Approaches to Motivational Theories Person-as-Machine Theories Person-as-Scientist Theories Module 8.

3 Modern Approaches to Work Motivation Person-as-Intentional Approaches The Concept of Self-Efficacy in Modern Motivation Theory Common Themes in Modern Motivation Approaches A New Motivational Topic: The Entrepreneur Module 8.4 Practical Issues in Motivation Can Motivation Be Measured? Cross-Cultural Issues in Motivation Generational Differences and Work Motivation Motivational Interventions Chapter 9: Attitudes, Emotions, and Work Module 9.1 Work Attitudes The Experience of Emotion at Work Job Satisfaction: Some History The Measurement of Job Satisfaction The Concept of Commitment Organizational Identification Employee Engagement Module 9.2 Moods, Emotions, Attitudes, and Behavior Is Everybody Happy? Does It Matter If They Are? Satisfaction versus Mood versus Emotion Withdrawal Behaviors Module 9.3 Special Topics Related to Attitudes and Emotions Job Loss Telecommuting Work-Family Balance Psychological Contracts Job Embeddedness Job Crafting Work-Related Attitudes and Emotions from a Cross-Cultural Perspective Chapter 10: Stress and Worker Well-Being Module 10.1 The Problem of Stress Studying Workplace Stress What Is a Stressor? Common Stressors at Work Consequences of Stress Work Schedules Module 10.2 Theories of Stress Demand-Control Model Person-Environment Fit Model Individual Differences in Resistance to Stress Module 10.3 Reducing and Managing Stress Primary Prevention Strategies Secondary Prevention Strategies Tertiary Prevention Strategies Summary of Stress Intervention Strategies Module 10.

4 Violence at Work Stress and Workplace Violence The "Typical" Violent Worker Theories of Workplace Violence A Special Type of Violence: Bullying What Can We Conclude about Workplace Violence? Chapter 11: Fairness, Justice, and Diversity in the Workplace Module 11.1 Justice and Fairness The Concept of Justice Justice, Fairness, and Trust Approaches to Organizational Justice Module 11.2 The Practical Implications of Justice Pe.