Verfügbarkeit: Applied psychology in human resource management

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Titel:	Applied psychology in human resource management
Von:	Wayne F. Cascio and Herman Aguinis
Person:	Cascio, Wayne F. 1946- Verfasser aut Aguinis, Herman
Vorheriger Titel:	Applied psychology in personnel management
Hauptverfassende:	Cascio, Wayne F. 1946- (VerfasserIn), Aguinis, Herman (VerfasserIn)
Format:	Buch
Sprache:	Englisch
Veröffentlicht:	Upper Saddle River [u.a.] Pearson Prentice-Hall 2005
Ausgabe:	6. ed.
Schlagworte:	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
Online-Zugang:	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
Beschreibung:	XX, 588 S. graph. Darst.
ISBN:	0131484109

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Datensatz im Suchindex

DE-BY-UBR_call_number	420/QV 578 C336(6)
DE-BY-UBR_katkey	3721567
DE-BY-UBR_location	UB Handapparat Recht/Wirtschaft Prof. Steger
DE-BY-UBR_media_number	TEMP11955727
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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
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author	Cascio, Wayne F. 1946- Aguinis, Herman
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geographic	USA
geographic_facet	USA
id	DE-604.BV019815567
illustrated	Illustrated
indexdate	2024-12-20T12:06:28Z
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
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physical	XX, 588 S. graph. Darst.
publishDate	2005
publishDateSearch	2005
publishDateSort	2005
publisher	Pearson Prentice-Hall
record_format	marc
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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