Industrial/Organizational Psychology: An Applied Approach PDF

 An Applied Approach...

 An Applied Approach MICHAEL G. AAMODT DCI Consulting and Radford University Australia Brazil Mexico Singapore United Kingdom United States Copyright 2016 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s). Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it. This is an electronic version of the print textbook. Due to electronic rights restrictions, some third party content may be suppressed. Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. The publisher reserves the right to remove content from this title at any time if subsequent rights restrictions require it. For valuable information on pricing, previous editions, changes to current editions, and alternate formats, please visit www.cengage.com/highered to search by ISBN#, author, title, or keyword for materials in your areas of interest. Important Notice: Media content referenced within the product description or the product text may not be available in the eBook version. Copyright 2016 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s). Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it.  Industrial/Organizational Psychology: An © 2016, 2013 Cengage Learning Applied Approach, Eighth Edition WCN: 02-200-203 Michael G. Aamodt ALL RIGHTS RESERVED. 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Printed in the United States of America Print Number: 02 Print Year: 2015 Copyright 2016 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s). Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it.  This edition is dedicated to my good friend Larry Amy, who put up a valiant fight against throat cancer. His caring manner, great sense of humor, and crazy personality will be missed—as will the dollars he lost every other week with the Charlton Lane poker group. Copyright 2016 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s). Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it. BRIEF CONTENTS Introduction to I/O Psychology 1 Job Analysis and Evaluation 35 Legal Issues in Employee Selection 77 Employee Selection: Recruiting and Interviewing 117 Employee Selection: References and Testing 159 Evaluating Selection Techniques and Decisions 201 Evaluating Employee Performance 233 Designing and Evaluating Training Systems 283 Employee Motivation 321 Employee Satisfaction and Commitment 357 Organizational Communication 395 Leadership 429 Group Behavior, Teams, and Conflict 463 iv Copyright 2016 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s). Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it.  Organization Development 503 Stress Management: Dealing with the Demands of Life and Work 541 Working Conditions and Human Factors 583 Glossary 590 References 609 Name Index 651 Subject Index 662 BRIEF CONTENTS v Copyright 2016 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s). Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it. CONTENTS Preface xv Chapter 1 Introduction to I/O Psychology 1 The Field of I/O Psychology 2 Considerations in Conducting Research 14 Differences Between I/O and Business Programs 2 Ethics in Industrial/Organizational Major Fields of I/O Psychology 4 Psychology 31 Brief History of I/O Psychology 5 On the Job: Applied Case Study: Conducting Employment of I/O Psychologists 9 Research at the Vancouver (British Columbia) Educational Requirements and Types of Programs 11 International Airport Authority, Canada 32 Chapter Summary 32 Career Workshop: Getting into Graduate School 12 Research in I/O Psychology 13 Questions for Review 33 Why Conduct Research? 13 Media Resources and Learning Tools 33 Chapter 2 Job Analysis and Evaluation 35 Job Analysis 36 Determining External Pay Equity 69 Importance of Job Analysis 36 Determining Sex and Race Equity 71 Writing a Good Job Description 38 Career Workshop: Negotiating Salary 73 Employment Profile 39 On the Job: Applied Case Study: National Board of Preparing for a Job Analysis 44 Veterinary Medical Examiners 74 Conducting a Job Analysis 48 Focus on Ethics: Compensating CEOs and Using Other Job Analysis Methods 56 Executives 74 Evaluation of Methods 64 Chapter Summary 75 Job Evaluation 66 Questions for Review 76 Determining Internal Pay Equity 67 Media Resources and Learning Tools 76 Chapter 3 Legal Issues in Employee Selection 77 The Legal Process 78 Outcomes of an EEOC Investigation 80 Resolving the Complaint Internally 78 Determining Whether an Employment Career Workshop: What to Do If You Feel You Are Decision Is Legal 82 Being Discriminated Against at Work 79 Does the Employment Practice Directly Refer to a Filing a Discrimination Charge 79 Member of a Federally Protected Class? 82 vi Copyright 2016 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s). Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it.  Employment Profile 88 Affirmative Action Strategies 103 Is the Requirement a BFOQ? 92 Legality of Preferential Hiring and Promotion Has Case Law, State Law, or Local Law Expanded the Plans 105 Definition of Any of the Protected Classes? 93 Unintended Consequences of Affirmative Action Does the Requirement Have Adverse Impact on Plans 108 Members of a Protected Class? 94 Privacy Issues 109 Was the Requirement Designed to Intentionally Drug Testing 109 Discriminate Against a Protected Class? 95 Office and Locker Searches 110 Can the Employer Prove That the Requirement Is Job Related? 96 Psychological Tests 110 Did the Employer Look for Reasonable Alternatives Electronic Surveillance 111 That Would Result in Lesser Adverse Impact? 97 On the Job: Applied Case Study: Keystone RV Harassment 98 Company, Goshen, Indiana 112 Types of Harassment 98 Focus on Ethics: The Ethics Behind Workplace Privacy 113 Organizational Liability for Sexual Harassment 100 Chapter Summary 114 Family Medical Leave Act 101 Questions for Review 114 Affirmative Action 102 Media Resources and Learning Tools 115 Reasons for Affirmative Action Plans 102 Chapter 4 Employee Selection: Recruiting and Interviewing 117 Employee Recruitment 118 Employment Interviews 136 Media Advertisements 119 Types of Interviews 136 Point-of-Purchase Methods 122 Advantages of Structured Interviews 137 Career Workshop: How to Respond to Newspaper Problems with Unstructured Interviews 138 Advertisements 123 Creating a Structured Interview 141 Recruiters 123 Conducting the Structured Interview 145 Employment Agencies and Search Firms 124 Job Search Skills 145 Employee Referrals 125 Successfully Surviving the Interview Employment Profile 127 Process 146 Direct Mail 128 Writing Cover Letters 147 Internet 129 Writing a Résumé 150 Social Media 130 On the Job: Applied Case Study: Job Fairs 130 Recruitment at the Borgata Hotel Special Recruit Populations 131 Casino and Spa 155 Nontraditional Populations 132 Focus on Ethics: The Ethics of Recruiting and Recruiting “Passive” Applicants 132 Hiring Based on Physical Appearance 155 Evaluating the Effectiveness of Recruitment Chapter Summary 156 Strategies 133 Questions for Review 156 Realistic Job Previews 134 Media Resources and Learning Tools 157 Effective Employee Selection Techniques 135 CONTENTS vii Copyright 2016 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s). Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it. Chapter 5 Employee Selection: References and Testing 159 Predicting Performance Using References and Predicting Performance Using Personality, Letters of Recommendation 160 Interest, and Character 185 Reasons for Using References and Personality Inventories 185 Recommendations 160 Interest Inventories 188 Career Workshop: Asking for Letters of Integrity Tests 188 Recommendation 161 Conditional Reasoning Tests 190 Ethical Issues 167 Credit History 191 Predicting Performance Using Applicant Graphology 191 Training and Education 168 Predicting Performance Limitations Due to Predicting Performance Using Applicant Medical and Psychological Problems 191 Knowledge 169 Drug Testing 191 Predicting Performance Using Applicant Psychological Exams 193 Ability 169 Medical Exams 193 Cognitive Ability 169 Comparison of Techniques 193 Perceptual Ability 171 Validity 193 Psychomotor Ability 174 Legal Issues 196 Physical Ability 174 Rejecting Applicants 197 Predicting Performance Using Applicant Skill 177 On the Job: Applied Case Study: City of New London, Connecticut, and Police Employment Profile 177 Department 198 Work Samples 178 Focus on Ethics: The Ethics of Tests of Normal Assessment Centers 178 Personality in Employee Selection 199 Predicting Performance Using Prior Chapter Summary 200 Experience 180 Questions for Review 200 Experience Ratings 181 Biodata 181 Media Resources and Learning Tools 200 Chapter 6 Evaluating Selection Techniques and Decisions 201 Characteristics of Effective Selection Lawshe Tables 219 Techniques 202 Brogden-Cronbach-Gleser Utility Formula 219 Reliability 202 Determining the Fairness of a Test 223 Validity 206 Measurement Bias 223 Career Workshop: Evaluating Tests 208 Predictive Bias 223 Cost-efficiency 213 Employment Profile 225 Establishing the Usefulness of a Selection Making the Hiring Decision 225 Device 214 Unadjusted Top-Down Selection 225 Taylor-Russell Tables 214 Rule of Three 227 Proportion of Correct Decisions 218 viii CONTENTS Copyright 2016 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s). Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it.  Passing Scores 227 Chapter Summary 232 Banding 229 Questions for Review 232 On the Job: Applied Case Study: Thomas A. Media Resources and Learning Tools 232 Edison’s Employment Test 230 Focus on Ethics: Diversity Efforts 231 Chapter 7 Evaluating Employee Performance 233 Step 1: Determine the Reason for Evaluating Employment Profile 260 Employee Performance 235 Step 8: Communicate Appraisal Results to Providing Employee Training and Feedback 235 Employees 266 Determining Salary Increases 235 Prior to the Interview 266 Making Promotion Decisions 235 During the Interview 267 Making Termination Decisions 236 Career Workshop: Getting Good Performance Conducting Personnel Research 236 Ratings 268 Step 2: Identify Environmental and Cultural Step 9: Terminate Employees 269 Limitations 236 Employment-at-Will Doctrine 269 Step 3: Determine Who Will Evaluate Legal Reasons for Terminating Employees 270 Performance 237 The Termination Meeting 272 Supervisors 238 Step 10: Monitor the Legality and Fairness of Peers 238 the Appraisal System 273 Subordinates 239 On the Job: Applied Case Study: Firing an Customers 239 Employee at Kohl’s Department Store 274 Self-Appraisal 239 Focus on Ethics: The Ethics of the At-Will Doctrine 275 Step 4: Select the Best Appraisal Methods to Accomplish Your Goals 241 Chapter Summary 275 Decision 1: Focus of the Appraisal Dimensions 241 Questions for Review 276 Decision 2: Should Dimensions Be Weighted? 243 Media Resources and Learning Tools 276 Decision 3: Use of Employee Comparisons, Objective Appendix: Additional Types of Rating Measures, or Ratings 243 Scales 277 Evaluation of Performance Appraisal Methods 251 Behaviorally Anchored Rating Scales 277 Step 5: Train Raters 254 Creating BARS 277 Step 6: Observe and Document Using BARS 278 Performance 255 Forced-Choice Rating Scales 278 Step 7: Evaluate Performance 257 Creating a Forced-Choice Scale 279 Obtaining and Reviewing Objective Data 257 Mixed-Standard Scales 279 Reading Critical-Incident Logs 258 Behavioral Observation Scales 280 Completing the Rating Form 259 CONTENTS ix Copyright 2016 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s). Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it. Chapter 8 Designing and Evaluating Training Systems 283 Determining Training Needs 284 Providing Incentives for Learning 308 Organizational Analysis 285 Ensuring Transfer of Training 310 Task Analysis 286 Use Realistic Training Programs 310 Person Analysis 286 Have Opportunities to Practice Work-Related Behavior Establishing Goals and Objectives 289 During the Training 310 Provide Employees with the Opportunity to Apply Choosing the Best Training Method 289 Their Training 311 Using Lectures to Provide Knowledge 290 Ensure Management Is Supportive of the Training 311 Using Case Studies to Apply Knowledge 291 Have Employees Set Goals 312 Using Simulation Exercises to Practice New Skills 292 Putting It All Together 312 Practicing Interpersonal Skills Through Role-Play 292 Increasing Interpersonal Skills Through Behavior Evaluation of Training Results 314 Modeling 293 Research Designs for Evaluation 314 Delivering the Training Program 295 Evaluation Criteria 315 Conducting Classroom Training 295 On the Job: Applied Case Study: Training at Pal’s Sudden Service 318 Employment Profile 298 Focus on Ethics: The Ethics of Using Role-Play in Career Workshop: Audience Etiquette 300 Employee Trainings 319 Conducting Training Through Distance Learning 301 Chapter Summary 320 Conducting On-the-Job Training 304 Questions for Review 320 Motivating Employees to Learn During Training 308 Media Resources and Learning Tools 320 Chapter 9 Employee Motivation 321 Is an Employee Predisposed to Being Specific 334 Motivated? 323 Measurable 334 Personality 323 Difficult but Attainable 334 Self-Esteem 323 Relevant 335 Intrinsic Motivation 326 Time-Bound 335 Needs for Achievement and Power 327 Employee Participation 335 Are Employees Effectively Involved in Self- Employment Profile 336 Regulating Behavior? 327 Are Employees Receiving Feedback on Their Have the Employee’s Values and Expectations Goal Progress? 337 Been Met? 328 Career Workshop: Providing Feedback 337 Job Expectations 328 Are Employees Rewarded for Achieving Job Characteristics 329 Goals? 338 Needs, Values, and Wants 330 Timing of the Incentive 339 Do Employees Have Achievable Goals? 334 Contingency of Consequences 339 x CONTENTS Copyright 2016 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s). Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it.  Type of Incentive Used 339 On the Job: Applied Case Study: Faster Service at Individual Versus Group Incentives 343 Taco Bueno Restaurants 353 Expectancy Theory 347 Focus on Ethics: Ethics of Motivation Strategies 354 Reward Versus Punishment 349 Chapter Summary 355 Are Rewards and Resources Given Equitably? 350 Questions for Review 355 Are Other Employees Motivated? 351 Media Resources and Learning Tools 355 Integration of Motivation Theories 352 Chapter 10 Employee Satisfaction and Commitment 357 Why Should We Care About Employee Measuring Job Satisfaction and Attitudes? 358 Commitment 375 What Causes Employees to Be Satisfied with Commonly Used Standard Inventories 375 and Committed to Their Jobs? 360 Employment Profile 379 What Individual Differences Affect Job Satisfaction? Custom-Designed Inventories 380 361 Consequences of Dissatisfaction and Other Are Employees Satisfied with Other Aspects of Their Negative Work Attitudes 380 Lives? 363 Absenteeism 380 Are Employees’ Job Expectations Being Met? 365 Turnover 387 Is the Employee a Good Fit with the Job and the Counterproductive Behaviors 389 Organization? 366 Lack of Organizational Citizenship Behaviors 390 Are the Tasks Enjoyable? 367 Do Employees Enjoy Working with Supervisors and On the Job: Applied Case Study: Reducing Coworkers? 367 Turnover at Bubba Gump Shrimp Co. 391 Are Coworkers Outwardly Unhappy? 367 Focus on Ethics: Ethics and Organizational Commitment 391 Are Rewards and Resources Given Equitably? 368 Chapter Summary 392 Is There a Chance for Growth and Challenge? 371 Integration of Theories 372 Questions for Review 392 Career Workshop: What to Do If You Are Unhappy Media Resources and Learning Tools 393 with Your Job 375 Chapter 11 Organizational Communication 395 Types of Organizational Career Workshop: Phone Etiquette 403 Communication 396 Informal Communication 405 Upward Communication 396 Interpersonal Communication 408 Employment Profile 399 Problem Area 1: Intended Message Versus Message Sent 408 Downward Communication 400 Problem Area 2: Message Sent Versus Message Business Communication 402 Received 409 CONTENTS xi Copyright 2016 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s). Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it.  Problem Area 3: Message Received Versus Message On the Job: Applied Case Study: Reducing Order Interpreted 418 Errors at Hardee’s and McDonald’s 426 Improving Employee Communication Focus on Ethics: Ethical Communication 427 Skills 422 Chapter Summary 428 Interpersonal Communication Skills 423 Questions for Review 428 Written Communication Skills 423 Media Resources and Learning Tools 428 Chapter 12 Leadership 429 An Introduction to Leadership 430 Employment Profile 449 Leadership Through Vision: Transformational Personal Characteristics Associated with Leadership 450 Leadership 430 Leadership Through Authenticity 452 Leader Emergence 430 Leader Performance 433 Cultural Differences in Leadership: Project Globe 453 Interaction Between the Leader and the Situation 438 Leadership: Where Are We Today? 455 Situational Favorability 439 Career Workshop: Obtaining Leadership Organizational Climate 440 Skills 458 Subordinate Ability 442 On the Job: Applied Case Study: Developing Leaders at Claim Jumper Restaurants 459 Relationships with Subordinates 444 Focus on Ethics: Ethics and Leadership 460 Specific Leader Skills 445 Chapter Summary 461 Leadership Through Decision Making 447 Questions for Review 461 Leadership Through Contact: Management by Walking Around 447 Media Resources and Learning Tools 461 Leadership Through Power 448 Chapter 13 Group Behavior, Teams, and Conflict 463 Group Dynamics 464 Individual Versus Group Performance 479 Definition of a Group 464 Teams 481 Reasons for Joining Groups 465 What Is a Work Team? 481 Factors Affecting Group Performance 468 Types of Teams 483 Group Cohesiveness 468 How Teams Develop 485 Group Ability and Confidence 473 Why Teams Don’t Always Work 486 Personality of the Group Members 473 Group Conflict 488 Communication Structure 473 Types of Conflict 489 Group Roles 474 Causes of Conflict 489 Presence of Others: Social Facilitation and Inhibition 474 Conflict Styles 492 Individual Dominance 478 Career Workshop: Tips for Being a Good Group Groupthink 478 Member 493 xii CONTENTS Copyright 2016 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s). Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it.  Employment Profile 495 Chapter Summary 500 Resolving Conflict 497 Questions for Review 501 On the Job: Applied Case Study: Conflict at Work 499 Media Resources and Learning Tools 501 Focus on Ethics: Group Hazing 500 Chapter 14 Organization Development 503 Managing Change 504 Strategy 2: Compressed Workweeks 527 Sacred Cow Hunts 504 Strategy 3: Reducing Work Hours 528 Employee Acceptance of Change 506 Strategy 4: Working from Home 529 Implementing Change 509 Downsizing 531 Organizational Culture 510 Reducing the Impact of Downsizing 531 Career Workshop: Coping with Change 511 Effects of Downsizing 535 Employment Profile 513 On the Job: Applied Case Study: Managing Change Empowerment 516 at Carlson Restaurants 536 Making the Decision to Empower 516 Focus on Ethics: Change Management 537 Levels of Employee Input 519 Chapter Summary 538 Empowerment Charts 523 Questions for Review 538 Consequences of Empowerment 524 Media Resources and Learning Tools 539 Flexible Work Arrangements 524 Strategy 1: Full-Time Work, Flexible Hours 525 Chapter 15 Stress Management: Dealing with the Demands of Life and Work 541 Stress Defined 542 Organizational Consequences 563 Predisposition to Stress 543 Managing Stress 565 Stress Personalities 543 Planning for Stress 565 Gender, Ethnicity, and Race 544 Stress Reduction Interventions Related to Stress Sensitization 544 Life/Work Issues 568 Sources of Stress 545 Easing the Child-Care Burden 569 Personal Stressors 545 Career Workshop: Dealing with Stress 570 Occupational Stressors 546 Easing the Elder-Care Burden 572 Organizational Stressors 548 Easing the Daily-Chore Burden 573 Stressors in the Physical Work Environment 550 Providing Rest Through Paid Time Off 573 Stress Caused by Work Schedules 557 Employment Profile 574 Other Sources of Stress 560 Measuring Stress 574 Consequences of Stress 561 Workplace Violence 575 Personal Consequences 561 Perpetrators of Workplace Violence 577 CONTENTS xiii Copyright 2016 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s). Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it.  Reducing Workplace Violence 577 Chapter Summary 581 On the Job: Applied Case Study: Reducing Stress at Questions for Review 581 a Manufacturing Company 579 Media Resources and Learning Tools 581 Focus on Ethics: The Obligation to Reduce Stress 580 Appendix Working Conditions and Human Factors 583 Glossary 590 References 609 Name Index 651 Subject Index 662 xiv CONTENTS Copyright 2016 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s). Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it.  PREFACE I can’t imagine a career better than industrial/organizational psychology; it has some- thing for everyone. You can be a scientist, a detective, a lawyer, an adviser, a statisti- cian, an inventor, a writer, a teacher, a mentor, a trainer, a high-stakes gambler, a motivator, a humanitarian, and an engineer—all at the same time. In no other field can you experience such challenging opportunities, earn an excellent salary, and derive the satisfaction of bettering the lives of others. I wrote this book because there was a strong need for a text that would appeal directly to undergraduates without sacrificing scholarship. Our field is so exciting, yet the existing texts do not reflect that excitement. This book contains many real-world examples that illustrate important points; employment profiles that demonstrate the wide variety of I/O career paths; humor to make your reading more enjoyable; and charts and tables that integrate and simplify such complicated issues as employment law, job satisfaction, work motivation, and leadership. In writing this book, I tried to strike a balance between research, theory, and ap- plication. In addition to the fundamental theories and research in I/O psychology, you will find such practical applications as how to write a résumé, survive an employment interview, write a job description, create a performance appraisal instrument, and motivate employees. Student Friendly! To make your reading easier, humor, stories, and real-world examples are used. The text is written at a level designed to help you understand the material rather than at a level designed to show off the author’s vocabulary. The feedback I have received indi- cates that students actually enjoy reading this text! To help you learn, innovative charts such as those found in Chapters 3, 8, 9, 10, and 13 integrate the main points of the chapter. At the beginning of each chapter, a list of learning objectives helps organize your thinking for what you are about to read. On each page, key terms are defined in the margins. At the end of each chapter, a chapter summary reminds you of the important points you learned, and critical think- ing questions test the depth of your new knowledge. To help you apply the material to whatever career you choose, each chapter contains an employment profile and some advice from a professional, a Career Workshop Box that provides tips on how to use the chapter information to help your career, a case study of an actual situation experienced by a real organization, and a Focus on Ethics Box that presents an ethical dilemma related to the chapter material. Two Books in One! At the request of your instructor, a workbook (ISBN 978-1-305-50076-1) or a statis- tics primer (ISBN 978-1-305-50078-5) will accompany each new textbook at no addi- tional cost. Each chapter comes with exercises to help you apply what you have learned. Thus, not only will you read about I/O psychology, you will get the xv Copyright 2016 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s). Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it.  opportunity to experience it as well. You will take psychological tests, conduct the critical incident technique, solve case studies, analyze situations, write a résumé, prepare for an interview, and create a structured interview. Accompanying This Text Online Instructor’s Manual The instructor’s manual contains a variety of resources to aid instructors in preparing and presenting text material in a manner that meets their personal preferences and course needs. It presents chapter-by-chapter suggestions and resources to enhance and facilitate learning. Online PowerPoint® Slides These vibrant Microsoft PowerPoint® lecture slides for each chapter assist you with your lecture by providing concept coverage using content directly from the textbook. Cengage Learning Testing, powered by Cognero Cognero is a flexible online system that allows you to author, edit, and manage test bank content as well as create multiple test versions in an instant. You can deliver tests from your school’s learning management system, your classroom, or wherever you want! New to This Edition More examples of diversity efforts spread throughout the text Updates on changes in employment law Updated discussion on employee recruitment Enhanced discussion of the “dark side” of personality Increased discussion of personality spread throughout the text Updated use of technology examples Updated references and examples in every chapter Acknowledgments I am grateful to the excellent staff at Cengage Learning, including Product Manager Tim Matray and product assistant Nicole Richards. I am especially grateful to Wendy Langerud of S4Carlisle for working so diligently and patiently in getting the text through production. The quality of this edition was greatly enhanced by the thought- ful responses of reviewers, including: Jim Diefendorff, University of Akron; Elizabeth Boyd, Indiana University-Purdue University Indianapolis; Evan Finer, College of Lake County; and Alexandra Luong, University of Minnesota. xvi PREFACE Copyright 2016 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s). Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it.  I would also like to thank the reviewers of the previous edition, whose comments and suggestions continue to make the text stronger: Sheree Barron, Georgia College and State University; Jay Brand, Haworth Inc.; Robert Bubb, Auburn University; Linda Butzin, Owens Community College; Maureen Conard, Sacred Heart University; George Cook, University of Rochester; Daniel DeNeui, University of Southern Oregon; Elizabeth Erffmeyer, Western Kentucky University; Armando Estrada, Washington State University; Donald Fisher, Southwest Missouri State; Mary Fox, University of Maryland; Mark Frame, University of Texas at Arlington; Alisha Francis, Northwest Missouri State University; Dean Frost, Portland State University; William Gaeddert, SUNY-Plattsburgh; David Gilmore, University of North Carolina at Charlotte; Matthew Grawitch, St. Louis University; George Hampton, University of Houston; Paul Hanges, University of Maryland; Kathy Hanish, Iowa State University; Donald Hantula, Temple University; Steven Hurwitz, Tiffin University; Brian Johnson, Univer- sity of Tennessee at Martin; Scott Johnson, John Wood Community College; Harold Kiess, Framingham State College; Jean Powell Kirnan, The College of New Jersey; Janet Kottke, California State University at San Bernardino; Charles Lance, University of Georgia; Laurie Lankin, Mercer University; Paul Lloyd, Southwest Missouri State University; Janine Miller Lund, Tarrant County College; James Mitchel, LIMRA International; Paul Nail, Southwestern Oklahoma State University; Christopher Nave, Rutgers University; Craig Parks, Washington State University; Charles Pierce, University of Memphis; Marc Pratarelli, Colorado State University-Pueblo; Juan Sanchez, Florida International University; Steven Scher, Eastern Illinois University; Eugene Sheehan, University of Northern Colorado; Ken Schultz, California State University, San Bernardino; Ross Steinman, Widener University; William Siegfried, University of North Carolina at Charlotte; Sharmin Spencer, University of Illinois; Keith Syrja, Owens Community College; Todd Thorsteinson, University of Idaho; and Tiffani Tribble, College of Mount Union. I would also like to thank my family, friends, and students for accommodating my time spent writing and for all their ideas and support. I appreciate my colleagues Eric Dunleavy, Mark Nagy, Kayo Sady, Michael Surrette, and David Cohen, who patiently allowed me to bounce ideas off them, vent, and ask dumb questions. Thanks also to my SIOP, IPMA, IPAC, and SHRM colleagues for their insight and stories. There is no way I can properly express my gratitude to my mentor, Dr. Wilson W. Kimbrough, who taught me much more than facts and theories, and to Dr. Al Harris and Dr. Daniel Johnson, who have been so supportive throughout my career. Finally, I thank my wife, Bobbie, and son, Josh, for their love and emotional support. Most of the time, writing a book is an enjoyable process. However, during the times I was stressed or confused (an increasingly common occurrence), my family was always patient and understanding. I could not have done this, or much of any- thing, without them. I would also like to thank Bobbie for her contributions in helping write the stress chapter, the section on organizational culture, several of the Career Workshop Boxes, and all of the Focus on Ethics Boxes. Michael G. Aamodt PREFACE xvii Copyright 2016 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s). Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it. ABOUT THE AUTHOR Mike is a professor emeritus of industrial/organizational psychology at Radford University in Radford, Virginia. In 2009, after 26 years of teaching at RU, Mike took advantage of an early retirement option and joined DCI Consulting Group as a principal consultant. He continues to teach a course each semester to fulfill his love of teaching. Mike received his B.A. in psychology from Pepperdine University in Malibu, California, and both his M.A. and Ph.D. from the University of Arkansas. Over the years, Mike has taught courses in employee selection, job analysis, compensation, employee training and development, organizational psychology, organizational influence, organizational politics, and forensic psychology. Mike has received teaching awards as a graduate student at the University of Arkansas and as a professor at Radford University. As a researcher, Mike has published over 50 articles in professional journals and presented many papers at professional conferences. He is the author of Applied Indus- trial/Organizational Psychology, now in its eighth edition, Research in Law Enforcement Selection, I/O Psychology in Action, Understanding Statistics in I/O Psychology, and