Brief TOC: I. THE PRACTICE OF INDUSTRIAL-ORGANIZATIONAL PSYCHOLOGY. 1. Principles, Practices, and Problems. 2. Techniques, Tools, and Tactics. II. THE DEVELOPMENT OF HUMAN RESOURCES.

3. Employee Selection Principles and Techniques. 4. Psychological Testing. 5. Performance Appraisal. 6. Training and Development.

III. ORGANIZATIONAL PSYCHOLOGY. 7. Leadership. 8. Motivation, Job Satisfaction, and Job Involvement. 9. The Organization of the Organization.

IV. CHARACTERISTICS OF THE WORKPLACE. 10. Working Conditions. 11. Safety, Violence, and Health in the Workplace. 12. Stress in the Workplace.

V. ENGINEERING PSYCHOLOGY. 13. Engineering Psychology. VI. CONSUMER PSYCHOLOGY. 14. Consumer Psychology.

References. Glossary. Photo Credits. Index. ____________________________________________________________ Schultz & Schultz: PSYCHOLOGY AND WORK TODAY, 10TH EDITION CONTENTS PREFACE PART ONE: The Practice of Industrial-Organizational Psychology Chapter 1: Principles, Practices, and Problems Would You Work If You Didn''t Have To? Newsbreak I-O Psychology on the Job I-O Psychology in Everyday Life Newsbreak What I-O Psychology Means to Your Employer 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 Issues Newsbreak World War II and Engineering Psychology Later Developments in I-O Psychology Challenges for I-O Psychology The Virtual Workplace Virtual Employees Newsbreak Worker Involvement New Technology Requires New Skills The Global Workplace Newsbreak Ethnic Diversity in the Workplace Different Generations? Different Values Newsbreak Careers in I-O Psychology Newsbreak Practical Problems for I-O Psychologists Fraudulent Practitioners 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 Chapter 2: Techniques, Tools, and Tactics Why Study Psychological Research Methods? Requirements of Psychological Research Limitations of Psychological Research Newsbreak The Experimental Method Designing an Experiment Selecting the Subjects A Sample Experiment: The Effects of Training Conditions on Turnover and Productivity The Naturalistic Observation Method A Sample Controlled Observation: The Friendly Behaviors of Convenience Store Clerks Surveys and Public Opinion Polls Newsbreak Interviews Paper-and-Pencil Questionnaires Newsbreak Web-Based Surveys Telephone Surveys Newsbreak Survey Questions Sampling Methods Employees Attitudes toward Surveys Virtual Laboratories: Web-Based Research Analyzing Research Data Descriptive Statistics Inferential Statistics Summary Key Terms Review Questions Additional Reading PART TWO: The Development of Human Resources Chapter 3: Employee Selection Principles and Techniques What''s Your Ideal Job? The Recruitment Process Sources for Recruiting Recruiter Characteristics On-Campus Recruiting Newsbreak: If the Job Sounds Too Good to be True . Realistic Job Previews An Overview of the Selection Process Job and Worker Analyses Recruitment Decisions Selection Techniques Fair Employment Practices Adverse Impact Reverse Discrimination Increasing Diversity at Work Newsbreak: Are We Still at the Back of the Bus? Other Targets of Discrimination Job and Work Analysis Biographical Information Application Blanks Newsbreak: How Not to Get Hired, Part 3: Prooof-read Your Resume. Biodata Inventories Interviews Making a Good Impression Newsbreak: How Not to Get Hired, Part 4: Are You Having Fun Yet? Unstructured Interviews Structured Interviews Situational Interviews Puzzle Interviews Online Interviews The Interviewer''s Judgments References and Letters of Recommendation Newsbreak: Recommendation Letters: What if the Employee is a Nutcase? Assessment Centers The In-Basket Technique Leaderless Group Discussions Predictive Validity of Assessment Centers Attitudes toward Assessment Centers Summary Key Terms Review Questions Additional Reading Chapter 4: Psychological Testing Characteristics of Psychological Tests Standardization Objectivity Test Norms Newsbreak Reliability Validity Newsbreak Fair Employment Practices Overview of a Testing Program Newsbreak Types of Psychological Tests Individual and Group Tests Computerized Adaptive Tests Speed and Power Tests What Do Tests Measure? Cognitive Abilities Newsbreak Interests Aptitudes Personality Honesty Situational Judgment Problems with Using Psychological Tests Ethical and Privacy Issues Newsbreak Summary Key Terms Review Questions Additional Reading Chapter 5: Performance Appraisal Fair Employment Practices Performance Appraisal: Why Do It? Opposition to Performance Appraisal Newsbreak Objective Performance Appraisal Techniques Output Measures Computerized Performance Monitoring Newsbreak Job-Related Personal Data Subjective, or Judgmental, Performance Appraisal Techniques Written Narratives Merit Rating Techniques Management by Objectives (MBO) Performance Appraisal Methods for Managers Evaluation Techniques Newsbreak 360-Degree Feedback Sources of Bias in Performance Appraisal The Halo Effect Other Sources of Error Newsbreak Ways to Improve Performance Appraisals The Post-Appraisal Interview Performance Appraisal: A Poor Rating? Summary Key Terms Review Questions Additional Reading Chapter 6: Training and Development The Scope of Organizational Training Newsbreak Goals of Organizational Training Staffing for Organizational Training The Pre-Training Environment How People Learn: Psychological Issues Newsbreak Types of Training Programs On-the-Job Training Vestibule Training Apprenticeship Computer-Assisted Instruction Net-Based Training Newsbreak Behavior Modification Job Rotation Case Studies Business Games In-Basket Training Role Playing Behavior Modeling Newsbreak Executive Coaching Diversity Training Career Development and Planning Career Self-Management Newsbreak Evaluating Organizational Training Programs Summary Key Terms Discussion Questions Additional Reading PART THREE: Organizational Psychology Chapter 7: Leadership The Quality of Modern Leadership Newsbreak Scientific Management The Human Relations Approach to Leadership Theory X and Theory Y Leadership Theories Contingency Theory Path-Goal Theory The Leader-Member Exchange Newsbreak Implicit Leadership Theory Leadership Styles Authoritarian and Democratic Leaders Transactional and Transformational Leaders Charismatic Leaders The Role of Power Types of Power Uses of Power The Role of Expectations Leadership Functions The Consideration Dimension The Initiating Structure Dimension Newsbreak Characteristics of Successful Leaders First-Line Supervisors Managers and Executives Pressures and Problems of Leaders First-Line Supervisors Managers and Executives Diversity Issues in Management: Challenges for Women, Blacks, and Other Groups Newsbreak Summary Key Terms Review Questions Additional Reading Chapter 8: Motivation, Job Satisfaction, and Job Involvement Content Theories of Motivation Achievement Motivation Theory Needs Hierarchy Theory Motivator-Hygiene (Two-Factor) Theory Job-Characteristics Theory Process Theories of Motivation Newsbreak Valence-Instrumentality-Expectancy (VIE) Theory Equity Theory Goal-Setting Theory Job Satisfaction: The Quality of Life at Work Measuring Job Satisfaction Job Satisfaction Polling Data Personal Characteristics and Job Satisfaction The Impact of Unemployment Newsbreak Job Satisfaction and On-the-Job Behavior The Relationship between Job Satisfaction and Pay Perceived Pay Equity Merit Pay Newsbreak Wage-Incentive Pay Systems Job Involvement and Organizational Commitment Personal Factors Organizational Factors Types of Commitment Organizational Citizenship Behavior Summary Key Terms Review Questions Add.