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Industrial/organizational psychology textbook. Industrial and organizational psychology pdf. Industrial and organisational psychology pdf.Lofquist, and G. That is, the higher the symptoms the higher the stressors the higher the symptoms. Personnel Psychology, 56 , 465–492. An integrated control theory model of work motivation. Predictor: A variable that is used to forecast a criterion. J., 329 Kacmar, K., 289 Kahn, J. It is also possible to combine data from two or more predictorvariables in order to predict a criterion variable. The two most important are far visual acuity and simple reaction time. Applied Psychology: An International Review , 52 , 486–495. In other words, a group of two people should produce double the output of a single person, and a group of four people should produce four times the output of a singleperson. Content validity means that a multiple-item measure of a variable does an adequate job of covering the entire domain of the variable. W., 347 Dormann, C., 228, 287–288 Dorsey, D., 69 Douglas, C., 329 Doveh, E., 293 Drach-Zahavy, A., 209 Drasgow, F., 86, 131, 238, 330–331 Driskell, J. Towards an understanding of integrity test similaritiesand differences: An item-level analysis of seven tests. Explaining U.S. courts of appeals decisions involving performance appraisal: Accuracy, fairness, and validation. Both meta-analysis studies concluded that personality is associated with job performance, with conscientiousness being the best predictor. People are not always cooperative, and manythings can and do go wrong. Journal of Applied Psychology, 90 , 523–535. The team decided to use the Big Five theory to provide the underlying dimensions that would be measured. Process loss can have a lot to do with the inefficiency that sometimes occurs in groups. In an office, employees who use word processors should be able to solve all butthe most difficult problems they encounter. Chong, 1997, Journal of Occupational and Organizational Psychology, 70, 357– 374. The interview, former employer reference check, and application form were most popular and were used universally. H., 344 Fine, S. 䉴 RESEARCH QUESTIONS Every study begins with a research question. Aguinis, Nesler,Quigley, Suk-Jae-Lee, and Tedeschi showed that the expert, referent, and reward bases of power are associated with good relationships between college professors and their students. Having to work nights and sleep days can isolate a person from family and friends. D., 261 Elovainio, M., 61, 260 Emans, B., 307 England, G. Journal of OrganizationalBehavior, 14 , 269–287. E., & Joshi, A. This system tied together annual performance reviews with goal setting, employee development, and supervisor coaching. M., & Allen, T. The purpose of employee selection is to hire people who are likely to be successful on the job, as organizational performance is dependent on having employees who performtheir jobs well. The JCI has been used in school settings for both curriculum development and vocational guidance. Research on computer training has suggested ways in which it can enhance performance. B., Taneja, A., & Vinekar, V. A variety of things might have occurred that have nothing to do with the OD program, and some of those might havebeen the real cause of differences. Finally, each student was asked to set a goal for the number of words per minute he or she would be able to type by the end of the course. For example, a meta-analysis by Joseph and Newman (2010) found that on average EI trait tests correlate .32 and EI ability tests correlate .16 with job performance. Carless, S.Methods of Job Analysis 䉳 69 TABLE 3.9 PAQ KSAOs and Task Elements for a Police Officer KSAOs Task Elements Far visual acuity Simple reaction time Movement detection Rate control Auditory acuity Interpreting what is sensed Being aware of environmental conditions Controlling machines and/or processes Engaging in general personal contactWearing specified versus optional apparel Source: Job Profile, PAQ Number 003 127, used by permission of PAQ Services. (2000, Spring). Yukl (1989) concluded that a reciprocal relationship probably exists between supervisor style and subordinate 336 䉴 Chapter 13. Another event in the United States that helped shape the field of I/O psychologywas the passage of the Civil Rights Act of 1964. There can be large differences in the content of jobs with the same title in the same organization. For most occupations, fatal assaults are extremely rare, with employees being safer at work than almost anywhere else they can be. Smith (Eds.), Machine pacing 398 䉴 References and occupational stress(pp. E., Palmieri, P. A., 127–128, 308 Dayan, K., 127 De Dreu, C. Feedback is provided by grades, and if you find your GPA is not high enough, you might change your goal and decide to settle for a lower-paying job, change your plan and choose a different major, or change your actions and study harder. They can also characterize people into types,which are combinations of different traits. Sinclair explained the results as reflecting the better information-processing ability of people when they are in depressed moods. His RHR responsibilities were to work on projects for client organizations, which are some of the largest corporations in the world. Academy of Management Journal , 34 , 425–435. A meta-analytic investigation of conscientiousness in the prediction of job performance: Examining the intercorrelations and 390 䉴 References the incremental validity of narrow traits. T., Poteet, M. In a surgical team, each person’s job title—surgeon, nurse, or anesthesiologist—defines the role in a formal way. A., 99 Ganzach, Y., 150 Garcia, J. Ameta-analytic review of relationships between team design features and team performance. Productive and Counterproductive Employee Behavior it is vital for the landing gear on an airplane. Job satisfaction has been posited as a cause of important employee and organizational outcomes ranging from job performance to health and longevity. Dr.White’s role was to organize the companywide activity and instruct managers in how to conduct sessions. H., 196–197 Mason, C., 274 Mastrangelo, P. A., 258 Blanz, F., 89, 91 Blass, F. McNeely and Meglino (1994) divided OCB into acts that help other employees (OCBI) and acts that benefit the organization (OCBO). The Social type likes social jobssuch as teacher, religious worker, counselor, clinical psychologist, psychiatric case worker, or speech therapist. D., 307 Scott, Walter Dill, 10–11 Scotti, J. The nature of some jobs requires that quality be the major focus, whereas for others quantity may take priority. This suggests that forced change can lead to dissatisfaction and intention of quitting,which can lead to subsequent turnover. With our selection of organizational psychology books in PDF format, you will discover how a professional in this discipline can contribute to the achievement of the organization’s objectives.Learn more about how companies work by checking out our organizational psychology books. The theory underscoresseveral factors that are important determinants of how well goal setting can improve job performance. Perhaps the biggest problem in conducting a survey is assuring a sufficiently high response rate. Even though other research designs may have levels of independent variables, to be a true experiment there must be random assignment. I/Opsychologists in the United States follow an ethical code that has been developed over the years by the APA. Many fine graduate programs can also be found throughout the rest of the world. State-Trait Anger Expression Inventory, research edition: Professional manual . M., Richard, E. Figure 8.4 illustrates this sequence. 䉴 CHAPTER SUMMARY Wetook an organizational perspective in this chapter, briefly reviewing two areas—organizational development and organizational theory. T., 232, 251 Lord, R. One of the tasks involved in enforcing the law is: Arrest suspects who violate the law Each task can be divided into activities, which are the individual parts that make up the task. In manyfactories, the work is paced by machine. C., Peterson, N. The LPC consists of 18 bipolar adjective items, and for each item the leader indicates which of the two words with opposite meanings best describes someone, such as pleasant versus unpleasant or friendly versus unfriendly. The intent of an affirmative action program is to remedy thewidespread problem of discrimination. Personnel Psychology, 56 , 607–631. We will discuss five that have been given significant research attention as possible causes of employee strains, and each has been linked to at least some strains. Meglino, B. People are likely to forget instances of behavior that do not fit their view of the person they areevaluating. C., 99 Singer, A. D., 72 Haldeman, J., 369 Hall, H., 65 Hall, R. H., Hackett, E. These two forms of justice have been linked to both global and facet job satisfaction in the Cohen-Charash and Spector (2001) meta-analysis. Dr. Evans did this work mainly in North America, but his firm works with executives throughout the world. There is acommon goal of successfully completing the surgery without losing the patient. Work-family conflict concerns incompatible demands between the workplace and the home. Organizational violence and aggression: Development of the three-factor Violence Climate Survey. The few studies that have investigated quality circle benefits have yieldedsomewhat mixed results (Bettenhausen, 1991). L. I/O psychology is a science because the methods used to expand knowledge of organizational phenomena are scientific methods. Methodological issues in the study of work stress: Objective vs subjective measurement of work stress and the question of longitudinal studies. It is one of the two moststudied variables in I/O psychology (the other one is job performance). The authors noted that it might be tempting to conclude that their results suggest effective strategies for stockbrokers to adopt for good sales performance. T., 367 Chapman, D. The widespread practice can be seen in the prominently displayed notice that an employer is an“Affirmative Action” employer, common on the stationery of many organizations and most universities. Sprigg, C. For example, if the program wants four new students, 10 might be accepted, but only the first four are offered support. E., 99 Diamond, J. T., & Radhakrishnan, P. Larsman, P., & Hanse, J. Although the supervisor data supported theVroom-Yetton model, the subordinate data did not. Results showed that there were two important components to assess. Finally, some focus on the interaction of the interpersonal and technical sides of organizations: In other words, how do people affect the technology of the organization, and how does the technology affect people? If the two arerelated, we assume that scores on the predictor at the time of application for a job will predict later performance on the job. There are also personality characteristics that relate to OCB. By the time he was in his mid-30s, Gates had amassed a fortune of several billion dollars, and he became one of the richest people in the world. Training objectivesshould be based on the results of the needs assessment. D., 122, 234, 241 Stevens, M. I/O researchers, most of whom are college professors, submit articles for possible publication to these journals. De Dreu, C. Ability is the capability to learn something, such as the ability to learn to play a musical instrument or to speak a foreign language. Journal ofOccupational and Organizational Psychology, 65 , 51–60. Delegation of authority: From bureaucracy theory, the principle that each manager should assign the responsibility for portions of work to subordinates. L., Near, J. The purpose of 360-degree systems is to enhance performance, especially for those individuals who are the most in need ofperformance improvement. The impact of videoconference technology, interview structure, and interviewer gender on interviewer evaluations in the employment interview: A field experiment. The field of I/O is a large and diverse one. Human Factors and Ergonomics Society (HFES): Contains information about the association and its publications.Content of Subordinate Effectiveness If schemata affect job performance ratings, it is important that we understand the schemata of people who appraise performance. Managers could log onto the company website and find self-paced materials, as well as resources for them to manage their own development. In a survey of 703 SIOP members,Murphy, Cronin, and Tam (2003) found consensus among I/O psychologists that such tests are fair and useful for selection. A., Harvey, R. W. Neininger, A., Lehmann-Willenbrock, N., Kauffeld, S., & Henschel, A. Journal of Occupational Health Psychology, 6 , 182–195. For example, Robinson, Wahlstrom, and Mecham (1974) used the PAQ to conduct ajob evaluation. Often this helps us to understand why two variables, such as performance and satisfaction, are related. The coping strategies used by the drivers often involved the use of stimulants to stay awake and depressants and alcohol to sleep. Taylor developed what he called Scientific Management as an approach to handling productionworkers in factories. Vinchur, A. In this factory, employees assembled pajamas and could work at their own pace. The resulting number is an estimate of the person’s future monthly sales. Taylor, P. E., Brannick, M. G., 238 Winterton, J., 367 Wisher, R., 180 Witt, L., 120, 229, 256 Witzki, A. Figure 7.2 is a model of transfer developed by Baldwin andFord (1988). Choose predictors. As noted earlier, job analysis techniques can be used to collect information that is job oriented or person oriented, depending on the purpose of the job analysis. Spector, 1986, Human Relations, 11, 1005– 1016. Harris, M. Such systems are common with salespeople who receive commissions and with factory workerswho are on piece-rate systems that pay them for each unit of production. With this approach, the person hired is the person who can best do the job. 6. A good descriptive theory will provide an accurate picture of how organizations are structured and how they operate. Groupthink is a phenomenon that can occur when groups make decisions thatindividual members know are poor ones (Janis, 1972). Electronic brainstorming has been shown to enhance performance in an ideageneration task with the use of computers (Dennis & Valacich, 1993). Effective soldiers were seen as having the following characteristics: Working hard Being responsible Being organized Knowing the technical parts ofthe job Being in control of subordinates Displaying concern for subordinates Borman concluded that these dimensions represent the characteristics that officers use to judge soldiers’ performance. M., Ones, D. Computer-supported cooperative work (CSCW): Work involving two or more people that is done through the use of computers and othersimilar technologies, often from remote locations. Determining program quality is not always easy. Installing a realistic job preview: Ten tough choices. L., 304 Martocchio, J. Power test: A test without a time limit. On the choice of scales for task analysis. It can serve as the foundation on which many other activities and functions are built.Performance Appraisal TABLE 4.4 Examples of Objective Productivity Measures for Several Jobs Job Assembly-line worker College professor Lawyer Salesperson Surgeon Measure Number Number Number Amount Number of of of of of units produced publications cases won sales operations performed incidents recorded is a function of the nature ofthe job and job environment. F., 246 Callahan, J. I/O psychology (along with clinical psychology) falls into the latter category of being concerned with both psychological science and its application. In a surgical team, for example, the training and credentials are such that little overlap in roles can occur among the surgeon, nurse, and anesthesiologist.C., 22 Hulin, C. You want to make a lot of money, so you set the goal of landing a well-paying job when you graduate college. The actions of individuals must be interdependent and coordinated. As we will see throughout the remainder of this book, being able to perform does not mean that the organizational conditions and constraints will allow it.They were also likely to be older—in this sample in their 30s rather than early 20s. C., Bryant, R. Whereas at least some of the observed relation between people’s self-efficacy and their performance can be attributed to motivational effects of self-efficacy, some of the relation might also be due to the effects of successful performance on self-efficacy.Criterion Complexity Because most jobs involve multiple tasks and most tasks can be evaluated from several perspectives, criteria can become quite complex. Bakker, A. Regression equation: A mathematical equation that allows the prediction of one variable from another. These in turn lead to physical problems such as stomach upset andpsychological problems such as anxiety. Job Analysis RESEARCH IN DETAIL Lack of agreement among raters of a task inventory is usually interpreted as lack of reliability. Job Analysis INTERNATIONAL RESEARCH Psychologists have long recognized that there are vast individual differences in what people find to be stressful—what one person findsunpleasant another finds enjoyable. Training that is found to be ineffective should not continue but should be modified if that would increase its effectiveness. The interpretation of scores from any measuring device represents its validity, which we discuss next. 396 䉴 References Hofstede, G. Support, commitment, and employee outcomes in a teamenvironment. Chapter 8 covers theories of motivation. They also explain other types of work behavior that do not involve job performance. Open system theory is descriptive in providing a framework to understand the characteristics of organizations. Because goals can be tied closely to particular behaviors relevant for performance, goal-settingtheory has been strongly tied to behavior. The dynamogenic factors in pacemaking competition. From one perspective, it has to do with the direction, intensity, and persistence of behavior over time. Wanek, Sackett, and Ones (2003) noted that there are two different types of integrity tests—overt and personality. Psychological test: A standardizedseries of problems or questions that measure characteristics of people. It is now being used for placement and selection in the company. Studies have shown that the results of different methods are often quite similar (e.g., Gomez-Mejia, Page, & Tornow, 1982). Occupational Health and Safety 䉳 273 education/health service and sales are the safest.2008 law enforcement officers killed & assaulted. Depersonalization is the development of a cynical and callous feeling toward others. Berry et al. Some are well established with large experienced faculties and large professional networks that help in getting internships and jobs after graduation. Skill: How well a person is able to do a task. Fritz, C.,& Sonnentag, S. Table 2.3 contains hypothetical data from the study. P., 93 Caldwell, D. If the observations had lined up from the upper left to the lower right, the magnitude of the correlation would have been the same, but it would have been negative in sign ( .50). Absence and job satisfaction are related, but research has found quite smallcorrelations between them. Washington DC: U.S. Government Printing Office. An employee can change inputs by either increasing or decreasing productivity, depending on whether the inequity is over- or underpayment. These outcomes were also associated with job dissatisfaction and poor health. Employment Statistics: Mostly selection-oriented

information and links. Of course, as with all training methods, it is suitable for some but not all training situations. A., & Stathatos, P. Some organizations that operate 24 hours per day have gone to two 12-hour shifts per day. In S. A., 171, 317 Colton, C. Such was the case in this study of productivity in a British factory by Wall, Jackson, and Davids(1992). Effects of race on organizational experiences, job performance evaluations, and career outcomes. If the point for a particular job is not on the straight line, the job is either overpaid (point is above the line) or underpaid (point is below the line). Personnel Psychology, 38 , 275–291. With a training evaluation, the type of criterion sets limits onthe designs that can be used. The company decided to expand the advertising services, which requires a higher level 166 䉴 Chapter 6. Just because a measuring device is consistent does not mean that it assesses the variable of interest. P., Chen, P. Graen, Novak, and Sommerkamp (1982) conducted a field experiment in which one group ofsupervisors was trained in leader-member exchange. Musculoskeletal disorder (MSD): An injury to the muscles, bones, and connective tissue caused by either an acute episode (e.g., lifting) or repetitive strain. When asked to rate performance, the supervisor must retrieve information about the employee from his or her memory. They suggested thatspacing training sessions over weeks and even months might be needed for optimal training design (Cepeda, Coburn, Rohrer, Wixted, Mozer, & Pashler, 2009; Cepeda, Vul, Rohrer, Wixted, & Pashler, 2008). During World War I, the U.S. Army became one of the first organizations to use large-scale testing of people to determine their job assignments(placement). In particular, they saw self-efficacy as an important ingredient in goal commitment. A willingness to work hard for the organization The desire to stay with the organization Subsequently a three-component commitment perspective was developed (Meyer, Allen, & Smith, 1993). Formal mentoring, versus supervisor and coworkerrelationships: Differences in perceptions and impact. Fourth, it shows how statistics are used to draw conclusions from the data of an investigation. 144 䉴 Chapter 6. Time availability: The amount of time available for doing job tasks. Performance orientation: A goal orientation that focuses attention on enhancing performance on specific job tasks.Thus looking at people’s performance over time will show that it is variable and that the best performers don’t necessarily remain the best performers in the long run. Employee resistance to organizational change: Managerial influence tactics and leader-member exchange. In order for this to happen, you must give faculty a reasonable amount of timeto write the letter. The first three characteristics focus mainly on job performance itself; the “other” characteristics relate to job adjustment and satisfaction, as well as performance. N., & Butterfield, D. Some managers would argue that employee safety is not their concern and that employees should be responsible for their own safety. Jago, A.Lavelle, J. Each exercise yields scores on several dimensions, and usually each dimension is assessed by several exercises. Journal of Vocational Behavior, 63 , 438–456. Peterson, and T. Source: From “Work Stress Among Long-Distance Coach Drivers: A Survey and Correlational Study,” by P. To further test the idea that values were responsible forthe results, participants were divided into those who strongly endorsed Chinese values and those who didn’t. Organizations must use rigorous validation procedures. The eight employees with the best poker hands won a prize of 20. All new lawnmowers sold in the United States must be designed with a handle release switch that turns off the engine(or blade) when the operator lets go of the handle. Many hands make light the work: The causes and consequences of social loafing. It is presumed that a high level of motivation to have money affects the behavior relevant to acquiring it. 䉴 Explain how job evaluation is used to set salary levels for jobs. Contamination is the part of the actual criterion(nonshaded area) that does not overlap the theoretical criterion. E-Learning at Your University Find a course at your university that uses some form of E-learning. Keep in mind that this doesn’t necessarily hold for other areas of psychology, such as clinical, where deadlines can be in December. The job-oriented job analysis focuses on the tasks thatare done on the job, whereas the person-oriented job analysis is concerned with the personal characteristics needed for a job. Journal of Applied Psychology, 82 , 539–545. The utility concept we have discussed so far has concerned identifying successful versus unsuccessful employees. Several researchers, however, have questioned how the itemshave been classified into the intrinsic and extrinsic groups (C. Moore in 1921. Give feedback Accept criticism by subordinates Create a climate for learning Develop a “shared mental model” or common understanding of the team’s functions 5. For example, a salesperson might have the goal of selling a certain amount of product in a given month.Scales to assess social stressors (animosity and conflict with others at work), social support (extent to which others at work provide assistance and emotional support), and depressive symptoms (feeling sad and a sense of worthlessness) were administered by interviewers. Although settings can be classified as either practice or research, there isconsiderable overlap in activities across the two. They are the true negatives. Journal of Applied Psychology, 70 , 533–539. M., 235 Stein, J. American female pioneers of industrial and organizational psychology during the early years. J., 176 Folger, R., 229 Folkard, S., 280–281 Ford, J. A., 227, 229, 234, 248, 259, 262, 287–288, 295 Bradley, J.Organizational citizenship behavior and workplace deviance: The role of affect and cognitions. Portions of some of these theories can be complementary, and efforts have been made to integrate features of some of them. L., 319 Cornelius, E. Extreme competition requires constant innovation for organizations to maintain their market share andsurvive. Boudreau, J. A shared mental model of teamwork facilitates team performance because members know how to coordinate efforts with one another. 䉴 PRODUCTIVE BEHAVIOR: TASK PERFORMANCE For an organization to achieve its purposes, individual employees must perform their jobs at some reasonable level of proficiency. The use ofcomputer-scannable answer sheets, however, allows for cheap computer scoring of large numbers of tests, thus eliminating one advantage of computer administration. With an on/off switch, the person might hear a click and feel a tactile sensation indicating that the switch has been activated or deactivated. Some groups have problems with normviolators and interpersonal conflicts that can consume a great deal of time and energy. One approach is to design better performance appraisal forms that will be resistant to these Methods for Assessing Job Performance 䉳 97 TABLE 4.8 Job Performance Ratings for Four Employees on Five Dimensions Illustrating a Leniency Error Pattern DimensionAttendance Communication Following directions Work quality Work quantity Employee 1 Employee 2 Employee 3 Employee 4 4 4 5 4 5 5 5 4 5 4 5 5 4 4 5 5 5 4 5 5 problems. Bass and Riggio (2006) argued that transformational leadership has four components. Otherwise, we run the risk of choosing employees who do not feel the same way abouttheir jobs as the majority of employees. Does performing such jobs have an adverse impact on firefighters’ health and well-being? If the performance scores in each group were equivalent and produced the same mean, it would be obvious that the training was ineffective. It can also involve social activities, such as meals or conversation, that enhancegroup cohesiveness, which can be important for efficient group functioning. Of course, there can also be drawbacks, as web availability can result in a company being swamped with too many unsuitable applicants and electronic recruitment can seem distant and impersonal (Parry & Wilson, 2009). A meta-analytic investigation of cognitive ability inemployment interview evaluations: Moderating characteristics and implications for incremental validity. Trainees can tell if they are staying on the road and if they are driving straight. The annual meeting of SIOP, for example, attracts close to 4,000 practitioners and researchers who share and discuss their research findings and ideas. B., 266 Kogan,N., 313 Kohler, S. It would not be a good idea to conduct a survey of a large organization and only get the views of top management. Most programs make their decisions between February and March for the following fall semester. W., Hochwarter, W. Conflicts can range from mild disagreements to heated and nasty exchanges that can becomephysical. He reasoned that a mistake of path-goal theory is assuming that all employees find lack of structure unpleasant. A turbulent and challenging environment is the case for high-tech companies that produce products in rapidly advancing fields. College professors have a high level of control because they decide what courses they teach, howthey will teach them, and often even when and where their classes will be held. Many organizations, however, have implemented longer shifts, and many employees have jobs that do not have fixed shifts but can require long workdays. Human Performance, 18 , 151–177. Better job performance by the trained group would serve as good evidence forthe effectiveness of the training program. Need hierarchy theory: A motivation theory that considers motivation to be based on a hierarchy of five basic human needs. The nature of the job determines in large part whether

Industrial/organizational psychology textbook. Industrial and organizational psychology pdf. Industrial and organisational psychology pdf. Lofquist, and G. That is, the higher the symptoms the higher the stressors the higher the symptoms. Personnel Psychology, 56 , 465-492. An integrated control theory model of work motivation.