Psychology and Work Today / Duane Schultz

Cover; Half Title; Title Page; Copyright Page; Dedication; Brief Contents; Table of Contents; Preface; Part One: The Practice of Industrial-Organizational Psychology; 1 Principles, Practices, and Problems; Would You Work If You Didn't Have To?; I-O Psychology on the Job; Newsbreak: You've Got to Find What You Love; I-O Psychology in Everyday Life; Newsbreak: How Not to Get Hired, Part 1: What Not to Say in Your Interview; What I-O Psychology Means to Employers; An Overview of the Development of I-O Psychology; Pioneers in Personnel Selection; World War I and the Testing Movement. The Hawthorne Studies and Motivational IssuesNewsbreak: First Jobs: We All Have to Start Somewhere; World War II and Engineering Psychology; Later Developments in I-O Psychology; Challenges for I-O Psychology; The Virtual Workplace; Virtual Employees; Newsbreak: Temporarily Yours; Worker Involvement; New Technology Requires New Skills; The Global Workplace; Ethnic Diversity in the Workplace; Newsbreak: Will There Be Jobs for You? The Hottest Careers for College Graduates; Different Generations-Different Values; Careers in I-O Psychology; Newsbreak: But What Can I Do With a BA in Psychology? Practical Problems for I-O PsychologistsFraudulent Practitioners; Newsbreak: What I Did Last Summer; Credentials and Certification; Communicating with Management; Worker Resistance to New Ideas; Research or Application?; Areas of I-O Psychology; Summary; Key Terms; Review Questions; Additional Reading; 2 Techniques, Tools, and Tactics; Why Study Research Methods?; Requirements of Psychological Research; Limitations of Psychological Research; The Experimental Method; Designing an Experiment; Newsbreak: How Not to Get Hired, Part 2: It's Your E-mail, Dude!; Selecting the Subjects. A Sample Experiment: The Effects of Training Conditions on Turnover and ProductivityThe Naturalistic Observation Method; A Sample Controlled Observation: The Friendly Behaviors of Convenience Store Clerks; Surveys and Public Opinion Polls; Interviews; Newsbreak: The Guy Who Knew He Was Right; Paper-and-Pencil Questionnaires; Web-Based Surveys; Newsbreak: Push Polls: Truth, or Out-of-Context; Newsbreak: Call Me "Unresponsive"; Telephone Surveys; Survey Questions; Sampling Methods; Employee Attitudes Toward Surveys; Virtual Laboratories: Web-Based Research; Analyzing Research Data. Descriptive StatisticsInferential Statistics; Summary; Key Terms; Review Questions; Additional Reading; Part Two: The Development of Human Resources; 3 Employee Selection Principles and Techniques; What's Your Ideal Job?; The Recruitment Process; Sources for Recruiting; Recruiter Characteristics; On-Campus Recruiting; Realistic Job Previews; Newsbreak: If the Job Sounds Too Good to be True . . .; An Overview of the Selection Process; Job and Worker Analyses; Recruitment Decisions; Selection Techniques; Fair Employment Practices; Adverse Impact on Minority Groups; Reverse Discrimination