Work in the 21st Century: An Introduction to Industrial and Organizational Psychology

Work in the 21st Century: An Introduction to Industrial and Organizational Psychology

Frank J. Landy, Jeffrey M. Conte

Language: English

Pages: 816

ISBN: 1405190256

Format: PDF / Kindle (mobi) / ePub


Now in its third edition, Work in the 21st Century is the most current, engaging, and highly regarded text for the industrial and organizational psychology course.

  • Cutting-edge topics and research coverage: includes the Five Factor Theory of Personality, the Big Eight theory of competencies, emotional intelligence, culture and emotions, genetics and job satisfaction, achieving balance between work and non-work, stress and violence, measuring motivation, integrity testing, entrepreneurship, computer-based assessment, male vs. female leaders, cross-cultural teams, bullying, and more
  • New! Increased emphasis on computer and web-based training and use of MP3 players and iPODs for training delivery
  • Updated research on stress management interventions and sexual harassment by clients and customers
  • New! Additional U.S. and international coverage of bullying at work, diversity awareness training, and innovative and creative performance in multi-disciplinary teams
  • Ancillaries: Instructor’s Manual, Test Bank, Study Guide, PowerPoint slides, and more at www.wiley.com/college/landy/

 

 

 

 

 

 

 

 

 

 

 

 

 

knowledge (the candidate is familiar with computer operations), or cognitive ability (the candidate is able to solve the problem presented by the task through trial and error). When work sample tests make unique contributions to test performance (e.g., above and beyond what might be predicted by a simple test of cognitive ability), it is likely due to general or specific knowlWork sample tests work well for customer service and call center positions. edge. As Guion (1998) pointed out, the value

of your personality. The behavior of your instructors is not just the result of their knowledge or attitudes or of the culture in which they were raised. These behaviors are influenced by all of those things, and to consider only one variable as the explanatory variable is an endeavor doomed to failure. We will remind you frequently that you must look at the person as a whole entity, not as a single variable. Human behavior in real-world situations is like a stew. We may know every ingredient

integrity achievement dependability skills people skills Occupational Information Network (O*NET) tacit knowledge procedural knowledge declarative knowledge competencies job analysis emotional intelligence (EI) construct MODULE 3.3 Foundations of Assessment The Past and the Present of Testing Yvonne felt as if she had been preparing for this day forever. There had been similar days, sure: the SAT exam to get into college and the civil service test she took to get her summer job in the State

personality tests, applicants are seldom informed of their scores or the results of an integrity test. This is particularly disturbing to a candidate who has been rejected for a position and can’t find out why. 3. Often, integrity test scores are reported in a pass–fail or, more commonly, a recommended–not recommended format. As we will see in Chapter 6, the setting of pass–fail scores is very technical, and it is not clear that the test publishers take these 129 130 Chapter 3 Individual

concerted efforts to assess emotional intelligence will be required. The previously mentioned focal article on EI (Cherniss, 2010) and numerous commentaries about EI in the same journal issue indicate that I-O psychologists remain actively interested in understanding the meaning, measurement, and predictive validity of EI. Individual Assessment By their design, most paper-and-pencil tests are intended to be administered to large groups. In an individual assessment, however, only one candidate

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