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So you want to be an Industrial-Organizational (I-O) Psychologist?
You may have heard that it is one of the fields of the future,
fast-growing, and a highly sought-after profession. But what is
Industrial-Organizational Psychology? What does an
Industrial-Organizational Psychologist do? Answering these
questions and many more, Becoming an Industrial-Organizational
Psychologist is the perfect introduction, providing an expert
overview of careers in Industrial-Organizational Psychology, the
study of human behavior in the workplace. Part 1 of the book
discusses what I-O Psychology is and what I-O Psychologists do,
including the history of the field, research areas, and job types
and titles. Part 2 discusses the undergraduate years, including how
to make oneself competitive for graduate school, and going through
the process of identifying graduate programs, applying, and
deciding on the right program. Part 3 focuses on the graduate
years, including advice on success in a graduate program and in
internships, as well as additional issues like licensure and
transitioning from other careers. Finally, Part 4 discusses how to
find a job and begin a career in the various sectors of I-O
Psychology: academic, consulting, industry, and government.
This second edition provides managers and students the nuts and
bolts of assessment processes and selection techniques. With this
knowledge, managers learn to make informed personnel decisions
based on the results of tests and assessments. The book emphasizes
that employee performance predictions require well-formed
hypotheses about personal characteristics that may be related to
valued behavior at work. It also stresses the need for developing a
theory of the attribute one hypothesizes as a predictor-a thought
process too often missing from work on selection procedures. Topics
such as team-member selection, situational judgment tests,
nontraditional tests, individual assessment, and testing for
diversity are explored. The book covers both basic and advanced
concepts in personnel selection in a straightforward, readable
style intended to be used in both undergraduate and graduate
courses in Personnel Selection and Assessment.
This second edition provides managers and students the nuts and
bolts of assessment processes and selection techniques. With this
knowledge, managers learn to make informed personnel decisions
based on the results of tests and assessments. The book emphasizes
that employee performance predictions require well-formed
hypotheses about personal characteristics that may be related to
valued behavior at work. It also stresses the need for developing a
theory of the attribute one hypothesizes as a predictor-a thought
process too often missing from work on selection procedures. Topics
such as team-member selection, situational judgment tests,
nontraditional tests, individual assessment, and testing for
diversity are explored. The book covers both basic and advanced
concepts in personnel selection in a straightforward, readable
style intended to be used in both undergraduate and graduate
courses in Personnel Selection and Assessment.
So you want to be an Industrial-Organizational (I-O) Psychologist?
You may have heard that it is one of the fields of the future,
fast-growing, and a highly sought-after profession. But what is
Industrial-Organizational Psychology? What does an
Industrial-Organizational Psychologist do? Answering these
questions and many more, Becoming an Industrial-Organizational
Psychologist is the perfect introduction, providing an expert
overview of careers in Industrial-Organizational Psychology, the
study of human behavior in the workplace. Part 1 of the book
discusses what I-O Psychology is and what I-O Psychologists do,
including the history of the field, research areas, and job types
and titles. Part 2 discusses the undergraduate years, including how
to make oneself competitive for graduate school, and going through
the process of identifying graduate programs, applying, and
deciding on the right program. Part 3 focuses on the graduate
years, including advice on success in a graduate program and in
internships, as well as additional issues like licensure and
transitioning from other careers. Finally, Part 4 discusses how to
find a job and begin a career in the various sectors of I-O
Psychology: academic, consulting, industry, and government.
What does psychology have to do with affirmative action? In the
author's opinion, questioning the relevance of psychology to an
issue such as affirmative action is, unfortunately, not an uncommon
query, even among many people within the field of psychology. When
most people, both within and outside the field, make an association
between psychology and affirmative action, it is in terms of the
debate over racial differences in performance on intelligence
tests. Thus, the decision to write this book was based upon what
was seen as a need to demonstrate and highlight the substantive
contribution that psychology can make in terms of improving our
understanding of why it is that people respond to affirmative
action with a variety of reactions and emotions. The primary goal
of this book is to discuss empirical research and theoretical work
on affirmative action from a psychological perspective. The
intended audience is academics, including undergraduate and
graduate students, and social science researchers.
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