Applied industrial, organizational psychology:
Gespeichert in:
| 1. Verfasser: | |
|---|---|
| Format: | Buch |
| Sprache: | English |
| Veröffentlicht: |
Pacific Grove [u.a.]
Brooks/Cole-Wadsworth
1999
|
| Ausgabe: | 3. ed. |
| Schlagworte: | |
| Online-Zugang: | Inhaltsverzeichnis |
| Beschreibung: | XIX, 700 S. |
| ISBN: | 0534358810 |
Internformat
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| 245 | 1 | 0 | |a Applied industrial, organizational psychology |c Michael G. Aamodt |
| 250 | |a 3. ed. | ||
| 264 | 1 | |a Pacific Grove [u.a.] |b Brooks/Cole-Wadsworth |c 1999 | |
| 300 | |a XIX, 700 S. | ||
| 336 | |b txt |2 rdacontent | ||
| 337 | |b n |2 rdamedia | ||
| 338 | |b nc |2 rdacarrier | ||
| 650 | 4 | |a Psychology, Industrial | |
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Datensatz im Suchindex
| _version_ | 1804127778363146240 |
|---|---|
| adam_text | lology 1
Chapter Summary 21
Critical Thinking Questions 21
Appendix A: List of I/O Terminal
Master s Degree Programs 22
Appendix B: List of I/O Ph.D. Programs 24
Exercise 1 1: Research Designs 26
Exercise 1 2: Understanding Meta Analysis 30
Exercise 1 3: Designing a Study 32
Exercise 1 4: Reviewing Research Articles 34
iSelection 36
Does the Requirement Have Adverse Impact
on a Member of a Protected Class? 44
Was the Requirement Designed to Intentionally
Discriminate Against a Protected Class? 45
Can the Employer Prove That the
Requirement Is Job Related? 45
Did the Employer Look for Reasonable Alternatives
That Would Not Lead to Adverse Impact or
That Would Result in Lesser Adverse Impact? 46
Affirmative Action 46
Affirmative Action Strategies 46
Reasons for Affirmative Action Plans 47
vii
ality of Preferential Hiring
i Promotion Plans 48
nsequences of Affirmative Action Plans 50
ivacy Issues 51
ug Testing 51
fice and Locker Searches 51
vchological Tests 54
ictxonic Surveillance 54
arassment 54
imily Medical Leave Act (1993) 56
^^^^^fc job Analysis and Evalua
?b Analysis 68
gal Importance 68
actical Importance 68
biting a Good fob Description 70
onducting the Job Analysis 75
mployment Profile: Deborah L. Gebhardt,
Ph.D., President of Human Performance
Systems, Inc., Hyattsville, Maryland 76
valuation of Methods 90
b Evaluation 91
determining Internal Pay Equity 91
^^^^^^p Evaluating Selection Te
Zharacteristics of Effective
•election Techniques 121
leliability 121
Midity 124
:inding Reliability and Validity
nformation 129
Establishing the Usefulness of
a Selection Device 130
Taylor Russell Tables 130
Expectancy Charts 131
Chapter Summary 56
Critical Thinking Questions 57
Exercise 2 1: Federally Protected Classes 58 /*f
Exercise 2 2: Additional Protected Classes 59
Exercise 2 3: Determining Adverse Impact 60
Exercise 2 4: Responses to Adverse Impact 62
Exercise 2 5: Understanding Affirmative Action 63
Exercise 2 6: Employee Privacy Issues 64
Exercise 2 7: Sexual Harassment 65
Classroom Exercise 2 1 66 ,
tion 68
Determining External Pay Equity 93
Pay Equity for Protected Classes 95
Chapter Summary 97
Critical Thinking Questions 98
Exercise 3 1: Using DOT Codes 99
Exercise 3 2: Critiquing job Descriptions 100
Exercise 3 3: Writing a Job Description 103
Exercise 3 4: The Critical Incident Technique 104
Exercise 3 5: Designing a job
Evaluation System 113
Exercise 3 6: Determining Pay Equity 119
schniques and Decisions 121
Lawshe Tables 135
Brogden Cronbach Gleser Utility Formula 135
Determining the Fairness of a Text 137
Adverse Impact 137
Single Group Validity 138
Employment Profile: T. R. Lin, Ph.D.,
Supervisor of Recruitment and Selection,
Los Angeles Unified School District 140 ^
Differential Validity 140
Making the Hiring Decision 141
Linear Approaches 141
Nonlinear Approaches 143
A Chapter Summary 144
Critical Thinking Questions 144
Exercise 4 1: Locating Test Information 145
Exercise 4 2: Using the Utility
Formula and Tables 147
^^^^^^^^^^^^k Employee Selection: R
Job Analysis 156
Recruitment 156
Recruitment and Job Hunting Methods 158
Evaluating the Effectiveness of
Recruitment Strategies 167
Employment Profile: Deborah Rowles, M.S.,
Job Trainer, Job Assistance Center,
Warsaw, Virginia 170
Realistic Job Previews 170
W The Employment Interview 171
Reasons for Lack of Interview Validity 171
Improving Interview Reliability and Validity 173
Successfully Surviving the Interview Process 178
Cover Letters 179
Salutation 179
Paragraphs 179
^^^^^^^^^^^^p Employee Selection: F
References and Letters of
Recommendation 218
Reasons for Using References and
Recommendations 218
Problems in Using References to
Predict Future Performance 220
At Improving the Validity of References 225
Psychological Testing 230
Factors to Consider When Choosing Tests 230
j
Exercise 4 3: Determining the Portion
of Correct Decisions 149
Exercise 4 4: Estimating Future
Adverse Impact 150
Exercise 4 5: Using Banding to
Reduce Adverse Impact 152
Exercise 4 6: Making Selection Decisions 154
Recruiting and Interviewing 156
Signature 180
Resumes 182
Writing Resumes 182
Chapter Summary 187
Critical Thinking Questions 187
Exercise 5 1: Reading Help Wanted Ads 188
Exercise 5 2: Writing Help Wanted Ads 189
Exercise 5 3: Situation Wanted Advertisements 190
Exercise 5 4: Employee Recruitment 192
Exercise 5 5: Situational Interviews 194
Exercise 5 6: Finding Career Resources 202
Exercise 5 7: Surviving the
Employment Interview 204
Exercise 5 8: Resume Writing 209
Classroom Exercise 5 1: Scoring
a Structured Interview 213
References and Testing 218
Employment Profile: Mark Foster, Ph.D.,
Consultant, Carl Vinson Institute of
Government, University of Georgia 231
Types of Psychological Tests 232
Physical Agility Tests 239
lob Relatedness 240
Passing Scores 240
When the Ability Must Be Present 241
Contents i
Biodata 241
Development 241
Criticisms 243
Assessment Centers 244
Development and Components 244
Evaluation of Assessment Centers 245
Drug Testing 245
Handwriting Analysis 246
Comparison of Techniques 247
Rejection Letters 247
Chapter Summary 249
^^^^^^« Evaluating Employee Pei
Reasons for Evaluating Employee
Performance 300
Compensation 300
Promotions 300
Employee Training and Feedback 300
Personnel Research 300
The Performance Appraisal Process 300
Deciding Who Will Evaluate Performance 300
Developing a Method to Evaluate Performance 300
Using the Appraisal System to
Evaluate Performance 314
Communicating Appraisal Results to Employees 322
Terminating Employees 324
Employment at Will Doctrine 324
^^^^^^^m Designing and Evaluatii
Determining Training Needs 342
Organizational Analysis 343
Task Analysis 343
Personal Analysis 344
Critical Thinking Questions 250
Exercise 6 1: Letters of Recommendation 251
Exercise 6 2: Trait Approach 252 ^
Exercise 6 3: Personality Tests 254
Exercise 6 4: Interest Inventories 261
Exercise 6 5: Cognitive Ability 267
Exercise 6 6: Integrity Testing 269
Exercise 6 7: Biodata 271
Exercise 6 8: Leaderless Group Discussions 287
Exercise 6 9: Developing a Selection Battery 291
Exercise 6 10: Writing Rejection Letters 295
Classroom Exercise 6 1: Considering
a Job Applicant 297
rformance 299
Legal Reasons for Terminating Employees 325
The Termination Meeting 326
Chapter Summary 327 x^
Critical Thinking Questions 327
Appendix 7A: Creating a Behaviorally
Anchored Rating Scale 328
Appendix 7B: Creating a Forced Choice Scale 329
Exercise 7 1: 360 Degree Feedback 330
Exercise 7 2: Behaviorally Anchored
Rating Scales 331
Exercise 7 3: Paired Comparison Technique 336
Exercise 7 4: Evaluating Employee Performance 337
Exercise 7 5: Rating Errors 339
Exercise 7 6: Performance Appraisal Interviews 340
ig Training Systems 342
Developing a Training Program 346
Classroom Instruction 346 ^e ~
Employment Profile: Mark Kremen, M.S.,
Internal Consultant 350
Sample fob Performance 351
Informal On the fob Training 354
A Conducting the Training Program 356
Transfer of Training 356
Massed Practice Versus Distributed Practice 357
Encouraging the Use of Training
Material 357
Goal Setting 357
Feedback 357
Incentives for Learning 358
Putting It All Together 359
1 ^^^^^^^^^^^^m Employee Satisfaction
Why Should We Care About
Job Satisfaction? 374
What Causes Employees to Be
Satisfied With Their Jobs? 375
1^ Individual Differences 375
Discrepancy Theories 377
Employment Profile: Heather King, M.A.,
Consultant, Hay Group 384
Integration of Theories 387
Measuring Job Satisfaction 389
Commonly Used Standard Inventories 389
Custom Designed Inventories 389
Absenteeism 392
. ^^^^^Hra^^^Q Employee Motivation
What Motivates Employees? 406
Individual Differences 406
Presence of Goals 408
01 Providing Feedback 409
Rewarding Excellent Performance 409
Evaluation of Training Results 359
Research Designs for Evaluation 359
Evaluation Criteria 362
Chapter Summary 363
Critical Thinking Questions 363
Exercise 8 1: Needs Assessment: Task Analysis 364
Exercise 8 2: Needs Assessment: Person Analysis
366
Exercise 8 3: Designing a Training Program 368
Exercise 8 4: Evaluating Training Programs: 1 370
Exercise 8 5: Evaluating Training Programs: 2 372
374
No Consequences for Attending or Missing Work 392
Illness and Personal Problems 394
Individual Differences 394
Unique Events 395
Chapter Summary 395
Critical Thinking Questions 395
Exercise 9 1: Focused Free Write 396
Exercise 9 2: Stability of job Satisfaction 397
Exercise 9 3: Core Self Evaluation 398
Exercise 9 4: Your Level of Life Satisfaction 400
Exercise 9 5: Vocational Interest 402
Exercise 9 6: Case Study 403
Exercise 9 7: Absenteeism 404
406
Employment Profile: Armand Spoto, M.S.,
Organizational Development and
Training Associate, TV Guide 416
Treating Employees Fairly 418
The Motivation Level of Other Employees 419
Integration of Motivation Theories 419
Contents xi
Chapter Summary 420
Critical Thinking Questions 420
Exercise 10 1: Focused Free Write 421
Exercise 10 2: Self Esteem 423
Exercise 10 3: Intrinsic Versus
Extrinsic Motivation 425
^^^^^^^p Communication 434
Types of Organizational
Communication 434
Upward Communication 434
Downward Communication 436
Horizontal Communication 437
Interpersonal Communication 439
Problem Area 1: Intended Message
Versus Message Sent 439
Problem Area 2: Message Sent Versus
Message Received 440
Problem Area 3: Message Received Versus
Message Interpreted 446
Employment Profile: Ge Ge Beall, M.S., PHR
(Professional in Human Resources),
Human Resource Director, Columbia
Montgomery Regional Hospital 449
^^^^^^A Leadership 473
An Introduction to Leadership 473
Personal Characteristics Associated
With Leadership 473
Leadership Emergence 473
Leader Performance 47S
Interaction Between the Leader
and the Situation 478
Situational Favorability 478
Organizational Climate 479
Subordinate Ability 481
Relationships With Subordinates 482
Exercise 10 4: Goal Setting 429
Exercise 10 5: Reinforcement Hierarchy 430
Exercise 10 6: Expectancy and Equity Theories 431 c^
Exercise 10 7: Motivation Case Study 432
Exercise 10 8: Your Own Motivation Theory 433
Improving Employee
Communication Skills 451
Interpersonal Communication Skills 451
Written Communication Skills 453
Chapter Summary 454
Critical Thinking Skills 454
Exercise 11 1: Focused Free Write 455
Exercise 11 2: Horizontal Communication 456
Exercise 11 3: Nonverbal Communication 458
Exercise 11 4: Communication Overload 462 ^T*
Exercise 11 5: Listening Styles 463
Exercise 11 6: Your Listening Style 467
Exercise 11 7: Listening Quiz 468
Exercise 11 8: Readability 471
Exercise 11 9: Communication Case Study 472
Specific Leader Skills 483
Leadership Through Decision Making 484
Leadership Through Contact:
Management by Walking Around 484
Employment Profile: Temea Simmons, M.S.,
Human Resource Specialist, Federal
Labor Relations Authority 485
Leadership Through Power 485
Leadership Through Vision: ^
Transformational Leadership 486
Leadership Through Persuasion 487
Leadership: Where Are We Today? 489
Chapter Summary 491
A Critical Thinking Questions 491
Exercise 12 1: Thinking About Leadership 492
^^^^RQ^^n Group Behavior and Co
Definition of Group 503
Multiple Members 503
Group Rewards 503
Corresponding Effects 503
Common Goals 504
Reasons for Joining Croups 504
Affiliation 504
Identification 504
Emotional Support 505
Assistance or Help 505
Common Goals 505
a Physical Proximity 505
Assignment 505
Factors Affecting Group
Performance 506
Group Cohesiveness 506
Communication Structure 509
Group Roles 510
Presence of Others 510
^^^^^^^^^^^A Organization Developn
Managing Change 534
Sacred Cow Hunts 534
Employee Acceptance of Change 535
Implementing Change 537
Organizational Culture 538
I * Employment Profile: Susan Worrell, B.S.,
I Human Resources Manager, New River
Valley Community Services Board 539
Exercise 12 2: Understanding
Your Leadership Style 494
Exercise 12 3: Your Own
Leadership Theory 502
?nflict 503
Employment Profile: Bobbie Raynes, M.S.,
Director of Training and Development,
Personnel Research Associates, Inc. 512
Individual Dominance 513
Groupthink 513
Individual Versus Group
Performance 514
Group Conflict 515
Types of Conflict 515
Causes of Conflict 516
Reactions to Conflict 518
Chapter Summary 521
Critical Thinking Questions 521
Exercise 13 1: Focused Free Write 522
Exercise 13 2: Increasing Croup Membership 523
Exercise 13 3: Croup Performance 524
Exercise 13 4: Competition and Conflict 525
Exercise 13 5: Reactions to Conflict 527
Exercise 13 6: Reacting to Conflicts 529
Exercise 13 7: Case Study 533
lent 534
Coping With Change 542
Empowerment 542
Making the Decision to Empower 542
Levels of Employee Input 545
Empowerment Charts 547
Consequences to Empowerment 548
Teams 548
Contents xiii
What Is a Team? 549
Types of Teams 551
How Teams Develop 552
Why Teams Don t Always Work 552
Downsizing 553
Reducing the Impact of Downsizing 554
Effects of Downsizing 556
Chapter Summary 557
Critical Thinking Questions 557
¦HHIHIBk Stress Management: De
¦¦¦¦HP the Demands of Life ant
Stress Defined 569
Eustress 569
Distress 569
Predisposition to Stress 570
Stress Personalities 570
Gender, Ethnicity, and Race 571
Stress Sensitization 571
Sources of Stress 571
Personal Stressors 571
Occupational Stressors 573
Other Sources 574
Consequences of Stress 575
Personal Consequences 575
Organizational Consequences 576
Managing Stress 577
^^^^^^Q Working Conditions an
Work Schedules 594
Compressed Work Weeks 594
Flexible Work Hours 595
Peak Time Pay 596
fob Sharing 597
Work at Home 598
Exercise 14 1: Sacred Cow Hunts 558
Exercise 14 2: Acceptance of Change 560
Exercise 14 3: Organizational Culture 561 ^
Exercise 14 4: Vroom Yetton
Decision Making Model 562
Exercise 14 5: Employee Empowerment
Charts 564
Exercise 14 6: Teams 566
Exercise 14 7: Downsizing 568
:aling With
dWork 569
Planning for Stress 577
During and After Stress 580
Employment Profile: Linda Ketchmark, M.S.,
Prevention/Education Coordinator, U.S.
Navy Family Advocacy Program 581
Workplace Violence 582
Perpetrators of Workplace Violence 582 ^
Reducing Workplace Violence 583
Chapter Summary 584
Critical Thinking Questions 584
Exercise 15 1: Focused Free Write 585
Exercise 15 2: Type A Behavior 586
Exercise 15 3: Optimism 588
Exercise 15 4: Lifestyle Questionnaire 590
Exercise 15 5: Empowering Yourself:
Gaining Control Over Your Life 592
d Human Factors 594
Shiftwork 598
Issues Related to Work Schedules 601
Work Environment 602
Noise 602 ^
Music 605
Temperature 60S
Employment Profile: Russ Branaghan, Ph.D.,
Industrial Psychologist, Fitch, Inc. 608
^^ Computers 610
^P Office Design 611
Ergonomics and Human Factors 614
Product Design 614
System Efficiency 615
Transportation 616
Glossary 627
References 647
Name Index 685
i
Chapter Summary 618
Critical Thinking Questions 618
Exercise 16 1: Work Schedules 619
Exercise 16 2: The Work Environment 620
Exercise 16 3: Office Environments 621
Exercise 16 4: Ergonomics and Human Factors 625
Subject Index 695
Photo Credits 700
Contents xv
|
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| isbn | 0534358810 |
| language | English |
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| spelling | Aamodt, Michael G. Verfasser aut Applied industrial, organizational psychology Michael G. Aamodt 3. ed. Pacific Grove [u.a.] Brooks/Cole-Wadsworth 1999 XIX, 700 S. txt rdacontent n rdamedia nc rdacarrier Psychology, Industrial Organisationspsychologie (DE-588)4043786-3 gnd rswk-swf Betriebspsychologie (DE-588)4135098-4 gnd rswk-swf Betriebspsychologie (DE-588)4135098-4 s Organisationspsychologie (DE-588)4043786-3 s DE-604 HBZ Datenaustausch application/pdf http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=008911708&sequence=000002&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA Inhaltsverzeichnis |
| spellingShingle | Aamodt, Michael G. Applied industrial, organizational psychology Psychology, Industrial Organisationspsychologie (DE-588)4043786-3 gnd Betriebspsychologie (DE-588)4135098-4 gnd |
| subject_GND | (DE-588)4043786-3 (DE-588)4135098-4 |
| title | Applied industrial, organizational psychology |
| title_auth | Applied industrial, organizational psychology |
| title_exact_search | Applied industrial, organizational psychology |
| title_full | Applied industrial, organizational psychology Michael G. Aamodt |
| title_fullStr | Applied industrial, organizational psychology Michael G. Aamodt |
| title_full_unstemmed | Applied industrial, organizational psychology Michael G. Aamodt |
| title_short | Applied industrial, organizational psychology |
| title_sort | applied industrial organizational psychology |
| topic | Psychology, Industrial Organisationspsychologie (DE-588)4043786-3 gnd Betriebspsychologie (DE-588)4135098-4 gnd |
| topic_facet | Psychology, Industrial Organisationspsychologie Betriebspsychologie |
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