Applied psychology in human resource management:
Gespeichert in:
| Vorheriger Titel: | Applied psychology in personnel management |
|---|---|
| Hauptverfasser: | , |
| Format: | Buch |
| Sprache: | English |
| Veröffentlicht: |
Upper Saddle River [u.a.]
Pearson Prentice-Hall
2005
|
| Ausgabe: | 6. ed. |
| Schlagworte: | |
| Online-Zugang: | Inhaltsverzeichnis Inhaltsverzeichnis |
| Beschreibung: | XX, 588 S. graph. Darst. |
| ISBN: | 0131484109 |
Internformat
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| 245 | 1 | 0 | |a Applied psychology in human resource management |c Wayne F. Cascio and Herman Aguinis |
| 250 | |a 6. ed. | ||
| 264 | 1 | |a Upper Saddle River [u.a.] |b Pearson Prentice-Hall |c 2005 | |
| 300 | |a XX, 588 S. |b graph. Darst. | ||
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| 650 | 4 | |a Psychology, Industrial | |
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Datensatz im Suchindex
| _version_ | 1804133315876225024 |
|---|---|
| adam_text | Contente
CHAPTER
At a Glance
The Pervasiveness of Organizations
Differences in Jobs
Differences in Performance
A Utopian Ideal
Point of View
Personnel Psychology in Perspective
The Changing Nature of Product and Service Markets
Effects of Technology on Organizations and People
Changes in the Structure and Design of Organizations
The Changing Role of the Manager
The Empowered Worker—No Passing Fad
Implications for Organizations and Their People
Plan of the Book
Discussion Questions
CHAPTER
At a Glance
The Legal System
Unfair Discrimination: What Is It?
Legal Framework for Civil Rights Requirements
The U.S. Constitution—Thirteenth and Fourteenth Amendments
The Civil Rights Acts of
Equal Pay for Equal Work Regardless of Sex
Equal Pay Act of
Equal Pay for Jobs of Comparable Worth
Equal Employment Opportunity
The Civil Rights Act of
Nondiscrimination on the Basis of Race, Color, Religion,
Sex, or National Origin
Apprenticeship Programs, Retaliation, and Employment Advertising
Suspension of Government Contracts and Back-Pay Awards
Bona Fide
Seniority Systems
Pre-employment Inquiries
Testing
Preferential Treatment
Veterans Preference Rights
National Security
vi
Age Discrimination in Employment Act of
The Immigration Reform and Control Act of
The Americans with Disabilities Act (ADA) of
The Civil Rights Act of
The Family and Medical Leave Act
Executive Orders
The Rehabilitation Act of
Uniformed Services Employment and Reemployment Rights Act (USERRA)
ofl994
Enforcement of the Laws
State Fair Employment Practices Commissions
Equal Employment Opportunity Commission (EEOC)
Office of Federal Contract Compliance Programs (OFCCP)
Judicial Interpretation—General Principles
Testing
Personal History
Sex Discrimination
Age Discrimination
English Only Rules—National Origin Discrimination?
Seniority
Preferential Selection
Discussion Questions
CHAPTER
At a Glance
Utility Theory
Organizations as Systems
A Systems View of the Employment Process
Job Analysis and Job Evaluation
Workforce Planning
Recruitment
Initial Screening
Selection
Training and Development
Performance Management
Organizational Exit
Discussion Questions
Chapter
Evaluation
At a Glance
Definition
Job Performance as a Criterion
Dimensionality of Criteria
Static Dimensionality
Dynamic or Temporal Dimensionality
Individual Dimensionality
Contents ?M
Challenges in Criterion
Challenge
Challenge
Challenge
Performance and Situational Characteristics
Environmental and Organizational Characteristics
Environmental Safety
Lifespace
Job and Location
Extraindividual Differences and Sales Performance
Leadership
Steps in Criterion Development
Evaluating Criteria
Relevance
Sensitivity or Discriminability
Practicality
Criterion Deficiency
Criterion Contamination
Bias Due to Knowledge of Predictor Information
Bias Due to Group Membership
Bias in Ratings
Criterion Equivalence
Composite Criterion Versus Multiple Criteria
Composite Criterion
Multiple Criteria
Differing Assumptions
Resolving the Dilemma
Research Design and Criterion Theory
Summary
Discussion Questions
Chapter
At a Glance
Purposes Served
Realities of Performance Management Systems
Barriers to Implementing Effective Performance
Management Systems
Organizational Barriers
Political Barriers
Interpersonal Barriers
Fundamental Requirements of Successful Performance
Management Systems
Behavioral Basis for Performance Appraisal
Who Shall Rate?
Immediate Supervisor
Peers
Contents
Subordinates
Self
Clients Served
Appraising Performance: Individual Versus Group Tasks
Agreement and Equivalence of Ratings Across Sources
Judgmental Biases in Rating
Leniency and Severity
Central Tendency
Halo
Types of Performance Measures
Objective Measures
Subjective Measures
Rating Systems: Relative and Absolute
Relative Rating Systems (Employee Comparisons)
Absolute Rating Systems
Summary Comments on Rating Formats and Rating Process
Factors Affecting Subjective Appraisals
Evaluating the Performance of Teams
Rater Training
The Social and Interpersonal Context of Performance
Management Systems
Performance Feedback: Appraisal and Goal-Setting Interviews
Communicate Frequently
Get Training in Appraisal
Judge Your Own Performance First
Encourage Subordinate Preparation
Use Priming Information
Warm Up and Encourage Participation
Judge Performance, Not Personality or Self-Concept
Be Specific
Be an Active Listener
Avoid Destructive Criticism and Threats to the Employee s Ego
Set Mutually Agreeable and Formal Goals
Continue to Communicate and Access Progress Toward Goals Regularly
Make Organizational Rewards Contingent on Performance
Summary
Discussion Questions
CHAPTER
Differences
At a Glance
What Is Measurement?
Scales of Measurement
Nominal Scales
Ordinal Scales
Interval Scales
Ratio Scales
Contents ix
Scales Used in Psychological Measurement
Consideration of Social Utility in the Evaluation of Psychological
Measurement
Selecting and Creating the Right Measure
Steps for Selecting and Creating Tests
Selecting an Appropriate Test: Test Classification Methods
Further Considerations in Selecting a Test
Reliability as Consistency
Estimation of Reliability
Test-Retest
Parallel (or Alternate) Forms
Internal Consistency
Stability and Equivalence
Interrater
Summary
Interpretation of Reliability
Range of Individual Differences
Difficulty of the Measurement Procedure
Size and Representativeness of Sample
Standard Error of Measurement
Generalizability Theory
Interpreting the Results of Measurement Procedures
Discussion Questions
CHAPTER
Measures
At a Glance
Relationship between Reliability and Validity
Evidence of Validity
Content-Related Evidence
Criterion-Related Evidence
Predictive Studies
Concurrent Studies
Requirements of Criterion Measures in Predictive and Concurrent
Studies
Factors Affecting the Size of Obtained Validity
Range Enhancement
Range Restriction
Position in the Employment Process
Form of the Predictor-Criterion Relationship
Construct-Related Evidence
Illustration
Cross-Validation
Gathering Validity Evidence When Local Validation Is Not Feasible
Synthetic Validity
Test Transportability
Contents
Validity Generalization
Application of Alternative Validation Strategies: Illustration
Discussion Questions
CHAPTER
At a Glance
Assessing Differential Validity
Differential Validity and Adverse Impact
Differential Validity: The Evidence
Assessing Differential Prediction and
Moderator Variables
Differential Prediction: The Evidence
Problems in Testing for Differential Prediction
Suggestions for Improving the Accuracy of Differential-Prediction
Assessment
Further Considerations Regarding Adverse Impact,
Differential Validity, and Differential Prediction
Minimizing Adverse Impact Through Test-Score Banding
Fairness and the Interpersonal Context of Employment Testing
Fair Employment and Public Policy
Discussion Questions
CHAPTER
At a Glance
Terminology
Aligning Method with Purpose
Choices
Defining the Job
Job Specifications
Establishing Minimum Qualifications
Reliability and Validity of Job Analysis Information
Obtaining Job Information
Direct Observation and Job Performance
Interview
SME Panels
Questionnaires
The Position Analysis Questionnaire (PAQ)
Fleishman Job Analysis Survey (F-JAS)
Critical incidents
Other Sources of Job Information and
Job Analysis Methods
The Job Analysis Wizard
Incorporating Personality Dimensions into Job Analysis
Strategic or Future-Oriented Job Analyses
Competency Modeling
Interrelationships among Jobs, Occupational Groups,
and Business Segments
Contents
Occupational
Occupational Titles to the O*Net
Discussion Questions
CHAPTER
At a Glance
What Is Workforce Planning (WP)?
Strategic Business and Workforce Plans
An Alternative Approach
Payoffs from Strategic Planning
Relationship of HR Strategy to Business Strategy
Talent Inventory
Information Type
Obtaining and Updating Information
Uses
Forecasting Workforce Supply and Demand
External Workforce Supply
Internal Workforce Supply
Management Succession Planning
Chief Executive Officer (CEO) Succession
Workforce Demand
Predictor Selection
The Historical and Projected Relationships
Productivity Ratios
Projecting Workforce Requirements
How Accurate Must Demand Forecasts Be?
Integrating Supply and Demand Forecasts
Matching Forecast Results to Action Plans
Control and Evaluation
Monitoring Performance
Taking Corrective Action
Summary of the Evaluation Process
Control and Evaluation of Workforce Planning at IBM
Time Horizon
Responsibility for Workforce Planning
Discussion Questions
CHAPTER
At a Glance
Recruitment Planning
Staffing Requirements and Cost Analyses
Source Analysis
Operations
External Sources for Recruiting Applicants
Managing Recruiting Operations
Measurement, Evaluation, and Control
xiî Contents
Job Search from the Applicant s Perspective
Realistic Job Previews
Discussion Questions
CHAPTER
At a Glance
Recommendations and Reference Checks
Personal History Data
Weighted Application Blanks (WABs)
Biographical Information Blanks (BIBs)
Response Distortion in Application Blank and Biographical Data
Validity of Application Blank and Biographical Data
Bias and Adverse Impact
What Do
Honesty Tests
Evaluation of Training and Experience
Computer-Based Screening
Drug Screening
Polygraph Tests
Employment Interviews
Response Distortion in the Interview
Reliability and Validity
Factors Affecting the Decision-Making Process
Social/Interpersonal Factors
Cognitive Factors
Individual Differences
Effects of Structure
Use of Alternative Media
Needed Improvements
Toward the Future: Virtual Reality Screening
Discussion Questions
CHAPTER
At a Glance
Personnel Selection in Perspective
Classical Approach to Personnel Selection
Efficiency of Linear Models in Job-Success Prediction
Unit Weighting
Suppressor Variables
Data-Combination Strategies
Effectiveness of Alternative Data-Combination Strategies
Alternative Prediction Models
Multiple-Regression Approach
Multiple-Cutoff Approach
Multiple-Hurdle Approach
Contents xül
Extending the Classical Validity Approach to Selection Decisions:
Decision-Theory Approach
The Selection Ratio
The Base Rate
Utility Considerations
Evaluation of the Decision-Theory Approach
Speaking the Language of Business: Utility Analysis
The Naylor-Shine Model
The Brogden-Cronbach-Gleser Model
Further Developments of the Brogden-Cronbach-Gleser Model
Application of the Brogden-Cronbach-Gleser Model and the Need to
Scrutinize Utility Estimates
The Strategic Context of Personnel Selection
Summary
Discussion Questions
CHAPTER
At a Glance
Criteria of Managerial Success
The Importance of Context
Instruments of Prediction
Cognitive Ability Tests
Objective Personality Inventories
Leadership-Ability Tests
Projective Techniques
Motivation to Manage
Personal History Data
Peer Assessment
Combining Instruments of Prediction Clinically: Individual Assessment
Work Samples of Managerial Performance
Leaderless Group Discussion (LGD)
The In-Basket Test
The Business Game
Situational Judgment Tests (SJTs)
Assessment Centers
Assessment Center: The Beginnings
Level and Purpose of Assessment
Duration and Size
Assessors and Their Training
Performance Feedback
Reliability of the Assessment Process
Validity
Fairness and Adverse Impact
Assessment Center Utility
Potential Problems
Combining Predictors
Summary
Discussion Questions
xiv Contents
CHAPTER
Considerations in Design
At a Glance
Training Design
Organizational Characteristics Related to Effective Training
Additional Determinants of Effective Training
Fundamental Requirements of Sound Training Practice
Defining What Is to Be Learned
The Training and Development Subsystem
Determining Training Needs
Organization Analysis
Demographic Analysis
Operations Analysis
Person Analysis
Training Objectives
Creating an Optimal Environment for Training and Learning
Team Training
Theoretical Models to Guide Training and Development Efforts
Trainability and Individual Differences
Principles that Enhance Learning
Knowledge of Results (Feedback)
Transfer of Training
Self-Management to Maintain Changes in Behavior
Adaptive Guidance
Reinforcement
Practice
Motivation
Goal-Setting
Behavior Modeling
Summary
Discussion Questions
CHAPTER
the Measurement of Outcomes
At a Glance
Computer-Based Training
Selection of Technique
Measuring Training and Development Outcomes
Why Measure Training Outcomes
Essential Elements for Measuring Training Outcomes
Criteria
Additional Considerations in Measuring the Outcomes of Training
Strategies for Measuring the Outcomes of Training in Terms of Financial
Impact
Influencing Managerial Decisions with Program Evaluation Data
Classical Experimental Design
Design A
Design B
Contents XY
Design C 423
Design D 424
Limitations of Experimental
Quasi-Experimental
Design
Design
Design
Statistical, Practical, and Theoretical Significance
Logical Analysis
Discussion Questions
CHAPTER
At a Glance
Globalization, Culture, and Psychological Measurement
Globalization and Culture
Country-Level Cultural Differences
The Globalization of Psychological Measurement
Transporting Psychological Measures across Cultures
Terminology
Identification of Potential for International Management
Selection for International Assigments
General Mental Ability
Personality
Other Characteristics Related to Success in
International Assignments
Cross-cultural Training
Performance Management
Performance Criteria
Who Should Do Appraisals?
Performance Feedback
Repatriation
Planning
Career Management
Compensation
Discussion Questions
CHAPTER
Management
At a Glance
Employee Privacy
Safeguarding Employee Privacy
Fair Information Practice in the information Age
Employee Searches and Other Workplace Investigations
Testing and Evaluation
Obligations to One s Profession
Obligations to Those Who Are Evaluated
Obligations to Employers
xvi Contents
Obligations of Employers and the Implementation of Corporate Ethics
Programs
Individual Differences Serving as Antecedents of Ethical Behavior
Ethical Issues in Organizational Research
Ethical issues at the Research-Planning Stage
Ethical Issues in Recruiting and Selecting Research Participants
Ethical Issues in Conducting Research: Protecting Research Participants
Rights
Ethical Issues in Reporting Research Results
Strategies for Addressing Ethical Issues in Organizational Research
Science, Advocacy, and Values in Organizational Research
Discussion Questions
APPENDIX A—Scientific and Legal Guidelines on Employee Selection
Procedures
Scientific Guidelines—Summary Checklist
Sources of Validity Evidence
Generalizing Validity Evidence
Fairness and Bias
Operational Considerations
Legal Guidelines on Employee Selection Procedures
1.
2.
3.
4.
5.
6.
7.
APPENDIX B—An Overview of Correlation and Linear
Regression
The Concept of Correlation
The Concept of Regression
Making Predictions Based on Multiple Predictors
Predictive Accuracy of Multiple Regression
APPENDIX C
References
Subject Index
Name Index
|
| any_adam_object | 1 |
| author | Cascio, Wayne F. 1946- Aguinis, Herman |
| author_GND | (DE-588)131570870 |
| author_facet | Cascio, Wayne F. 1946- Aguinis, Herman |
| author_role | aut aut |
| author_sort | Cascio, Wayne F. 1946- |
| author_variant | w f c wf wfc h a ha |
| building | Verbundindex |
| bvnumber | BV019815567 |
| callnumber-first | H - Social Science |
| callnumber-label | HF5549 |
| callnumber-raw | HF5549 |
| callnumber-search | HF5549 |
| callnumber-sort | HF 45549 |
| callnumber-subject | HF - Commerce |
| classification_rvk | CW 4700 QV 570 |
| ctrlnum | (OCoLC)55679296 (DE-599)BVBBV019815567 |
| dewey-full | 658.3/001/9 |
| dewey-hundreds | 600 - Technology (Applied sciences) |
| dewey-ones | 658 - General management |
| dewey-raw | 658.3/001/9 |
| dewey-search | 658.3/001/9 |
| dewey-sort | 3658.3 11 19 |
| dewey-tens | 650 - Management and auxiliary services |
| discipline | Psychologie Wirtschaftswissenschaften |
| edition | 6. ed. |
| format | Book |
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| geographic | USA |
| geographic_facet | USA |
| id | DE-604.BV019815567 |
| illustrated | Illustrated |
| indexdate | 2024-07-09T20:06:46Z |
| institution | BVB |
| isbn | 0131484109 |
| language | English |
| oai_aleph_id | oai:aleph.bib-bvb.de:BVB01-013140912 |
| oclc_num | 55679296 |
| open_access_boolean | |
| owner | DE-N2 DE-473 DE-BY-UBG DE-355 DE-BY-UBR DE-Aug4 DE-19 DE-BY-UBM DE-1051 DE-634 DE-1049 DE-2070s |
| owner_facet | DE-N2 DE-473 DE-BY-UBG DE-355 DE-BY-UBR DE-Aug4 DE-19 DE-BY-UBM DE-1051 DE-634 DE-1049 DE-2070s |
| physical | XX, 588 S. graph. Darst. |
| publishDate | 2005 |
| publishDateSearch | 2005 |
| publishDateSort | 2005 |
| publisher | Pearson Prentice-Hall |
| record_format | marc |
| spelling | Cascio, Wayne F. 1946- Verfasser (DE-588)131570870 aut Applied psychology in human resource management Wayne F. Cascio and Herman Aguinis 6. ed. Upper Saddle River [u.a.] Pearson Prentice-Hall 2005 XX, 588 S. graph. Darst. txt rdacontent n rdamedia nc rdacarrier Arbeids- en organisatiepsychologie gtt Personeelsmanagement gtt Personnel - Direction - Aspect psychologique Personnel - Direction - États-Unis Psychologie du travail Psychologie du travail - États-Unis Psychologie Personnel management Psychological aspects Personnel management United States Psychology, Industrial Psychology, Industrial United States Personalpolitik (DE-588)4045269-4 gnd rswk-swf Psychologie (DE-588)4047704-6 gnd rswk-swf Angewandte Psychologie (DE-588)4002028-9 gnd rswk-swf Betriebspsychologie (DE-588)4135098-4 gnd rswk-swf Personalpsychologie (DE-588)4784219-2 gnd rswk-swf Führungspsychologie (DE-588)4155575-2 gnd rswk-swf Personalwesen (DE-588)4076000-5 gnd rswk-swf Personalentwicklung (DE-588)4121465-1 gnd rswk-swf Humanvermögen (DE-588)4240300-5 gnd rswk-swf USA Humanvermögen (DE-588)4240300-5 s Personalentwicklung (DE-588)4121465-1 s Psychologie (DE-588)4047704-6 s DE-604 Angewandte Psychologie (DE-588)4002028-9 s 1\p DE-604 Personalwesen (DE-588)4076000-5 s 2\p DE-604 Personalpolitik (DE-588)4045269-4 s 3\p DE-604 Führungspsychologie (DE-588)4155575-2 s 4\p DE-604 Betriebspsychologie (DE-588)4135098-4 s 5\p DE-604 Personalpsychologie (DE-588)4784219-2 s 6\p DE-604 Aguinis, Herman Verfasser aut Früher u.d.T. Applied psychology in personnel management http://catdir.loc.gov/catdir/toc/ecip0418/2004014002.html Inhaltsverzeichnis Digitalisierung UBRegensburg application/pdf http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=013140912&sequence=000001&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA Inhaltsverzeichnis 1\p cgwrk 20201028 DE-101 https://d-nb.info/provenance/plan#cgwrk 2\p cgwrk 20201028 DE-101 https://d-nb.info/provenance/plan#cgwrk 3\p cgwrk 20201028 DE-101 https://d-nb.info/provenance/plan#cgwrk 4\p cgwrk 20201028 DE-101 https://d-nb.info/provenance/plan#cgwrk 5\p cgwrk 20201028 DE-101 https://d-nb.info/provenance/plan#cgwrk 6\p cgwrk 20201028 DE-101 https://d-nb.info/provenance/plan#cgwrk |
| spellingShingle | Cascio, Wayne F. 1946- Aguinis, Herman Applied psychology in human resource management Arbeids- en organisatiepsychologie gtt Personeelsmanagement gtt Personnel - Direction - Aspect psychologique Personnel - Direction - États-Unis Psychologie du travail Psychologie du travail - États-Unis Psychologie Personnel management Psychological aspects Personnel management United States Psychology, Industrial Psychology, Industrial United States Personalpolitik (DE-588)4045269-4 gnd Psychologie (DE-588)4047704-6 gnd Angewandte Psychologie (DE-588)4002028-9 gnd Betriebspsychologie (DE-588)4135098-4 gnd Personalpsychologie (DE-588)4784219-2 gnd Führungspsychologie (DE-588)4155575-2 gnd Personalwesen (DE-588)4076000-5 gnd Personalentwicklung (DE-588)4121465-1 gnd Humanvermögen (DE-588)4240300-5 gnd |
| subject_GND | (DE-588)4045269-4 (DE-588)4047704-6 (DE-588)4002028-9 (DE-588)4135098-4 (DE-588)4784219-2 (DE-588)4155575-2 (DE-588)4076000-5 (DE-588)4121465-1 (DE-588)4240300-5 |
| title | Applied psychology in human resource management |
| title_auth | Applied psychology in human resource management |
| title_exact_search | Applied psychology in human resource management |
| title_full | Applied psychology in human resource management Wayne F. Cascio and Herman Aguinis |
| title_fullStr | Applied psychology in human resource management Wayne F. Cascio and Herman Aguinis |
| title_full_unstemmed | Applied psychology in human resource management Wayne F. Cascio and Herman Aguinis |
| title_old | Applied psychology in personnel management |
| title_short | Applied psychology in human resource management |
| title_sort | applied psychology in human resource management |
| topic | Arbeids- en organisatiepsychologie gtt Personeelsmanagement gtt Personnel - Direction - Aspect psychologique Personnel - Direction - États-Unis Psychologie du travail Psychologie du travail - États-Unis Psychologie Personnel management Psychological aspects Personnel management United States Psychology, Industrial Psychology, Industrial United States Personalpolitik (DE-588)4045269-4 gnd Psychologie (DE-588)4047704-6 gnd Angewandte Psychologie (DE-588)4002028-9 gnd Betriebspsychologie (DE-588)4135098-4 gnd Personalpsychologie (DE-588)4784219-2 gnd Führungspsychologie (DE-588)4155575-2 gnd Personalwesen (DE-588)4076000-5 gnd Personalentwicklung (DE-588)4121465-1 gnd Humanvermögen (DE-588)4240300-5 gnd |
| topic_facet | Arbeids- en organisatiepsychologie Personeelsmanagement Personnel - Direction - Aspect psychologique Personnel - Direction - États-Unis Psychologie du travail Psychologie du travail - États-Unis Psychologie Personnel management Psychological aspects Personnel management United States Psychology, Industrial Psychology, Industrial United States Personalpolitik Angewandte Psychologie Betriebspsychologie Personalpsychologie Führungspsychologie Personalwesen Personalentwicklung Humanvermögen USA |
| url | http://catdir.loc.gov/catdir/toc/ecip0418/2004014002.html http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=013140912&sequence=000001&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA |
| work_keys_str_mv | AT casciowaynef appliedpsychologyinhumanresourcemanagement AT aguinisherman appliedpsychologyinhumanresourcemanagement |
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