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Statistical Power Analysis explains the key concepts in statistical
power analysis and illustrates their application in both tests of
traditional null hypotheses (that treatments or interventions have
no effect in the population) and in tests of the minimum-effect
hypotheses (that the population effects of treatments or
interventions are so small that they can be safely treated as
unimportant). It provides readers with the tools to understand and
perform power analyses for virtually all the statistical methods
used in the social and behavioral sciences. Brett Myors and Kevin
Murphy apply the latest approaches of power analysis to both null
hypothesis and minimum-effect testing using the same basic unified
model. This book starts with a review of the key concepts that
underly statistical power. It goes on to show how to perform and
interpret power analyses, and the ways to use them to diagnose and
plan research. We discuss the uses of power analysis in correlation
and regression, in the analysis of experimental data, and in
multilevel studies. This edition includes new material and new
power software. The programs used for power analysis in this book
have been re-written in R, a language that is widely used and
freely available. The authors include R codes for all programs, and
we have also provided a web-based app that allows users who are not
comfortable with R to perform a wide range of analyses using any
computer or device that provides access to the web. Statistical
Power Analysis helps readers design studies, diagnose existing
studies, and understand why hypothesis tests come out the way they
do. The fifth edition includes updates to all chapters to
accommodate the most current scholarship, as well as recalculations
of all examples. This book is intended for graduate students and
faculty in the behavioral and social sciences; researchers in other
fields will find the concepts and methods laid out here valuable
and applicable to studies in many domains.
This volume brings together the latest thinking from experts in a
wide range of fields on the evolving relationships between data,
methods and theory.
This book analyzes important criticisms of the current research on
Emotional Intelligence (EI), a topic of growing interest in the
behavioral and social sciences. It looks at emotional intelligence
research and EI interventions from a scientific and measurement
perspective and identifies ways of improving the often shaky
foundations of our current conceptions of emotional intelligence.
With a balanced viewpoint, "A Critique of Emotional Intelligence"
includes contributions from leading critics of EI research and
practice (e.g., Frank Landy, Mark Schmit, Chockalingam
Viswesvaran), proponents of EI (e.g., Neal Ashkanasy, Catherine
Daus), as well as a broad range of well-informed authors.
Proponents claim that EI is more important in life than academic
intelligence, while opponents claim that there is no such thing as
emotional intelligence. Three key criticisms that have been leveled
at emotional intelligence include: (1) EI is poorly defined and
poorly measured; (2) EI is a new name for familiar constructs that
have been studied for decades; and (3) claims about EI are
overblown. While the book presents these criticisms, the final
section proposes ways of improving EI research and practice with EI
theories, tests, and applications.
This book deals with two key questions. First, is there a firm
scientific basis for the major applications of psychology in
organizations? Second, does the practice of psychology in
organizations contribute in any meaningful way to psychological
research? This text attempts to answer these questions by
describing some of the unique ways in which
Industrial/Organizational (I/O) psychologists integrate science and
practice in applying psychology in organizations. The editors of
this volume believe that there is great potential for the effective
interplay of science and practice in I/O psychology. Aware,
however, that much work must still be done before a truly effective
integration can be achieved and maintained, they have created a
text that offers specific suggestions for improvement as well as
many examples of successful integration. Psychology in
Organizations explores the unique relationship between science and
practice within industrial/organizational psychology. The
contributors seek to answer two main questions:
* Is there a firm scientific basis for the major applications of
psychology in organizations?
* Does the practice of psychology in organizations contribute in
any meaningful way to psychological research?
After an initial examination of the industrial/organizational
psychologist as a scientist and practitioner, "Psychology in
Organizations" looks at specific roles played in such issues as job
performance and productivity, sexual harassment, drug abuse, and
drug testing. A final chapter looks at both the past and future of
the field and suggests future applications.
Statistical Power Analysis explains the key concepts in statistical
power analysis and illustrates their application in both tests of
traditional null hypotheses (that treatments or interventions have
no effect in the population) and in tests of the minimum-effect
hypotheses (that the population effects of treatments or
interventions are so small that they can be safely treated as
unimportant). It provides readers with the tools to understand and
perform power analyses for virtually all the statistical methods
used in the social and behavioral sciences. Brett Myors and Kevin
Murphy apply the latest approaches of power analysis to both null
hypothesis and minimum-effect testing using the same basic unified
model. This book starts with a review of the key concepts that
underly statistical power. It goes on to show how to perform and
interpret power analyses, and the ways to use them to diagnose and
plan research. We discuss the uses of power analysis in correlation
and regression, in the analysis of experimental data, and in
multilevel studies. This edition includes new material and new
power software. The programs used for power analysis in this book
have been re-written in R, a language that is widely used and
freely available. The authors include R codes for all programs, and
we have also provided a web-based app that allows users who are not
comfortable with R to perform a wide range of analyses using any
computer or device that provides access to the web. Statistical
Power Analysis helps readers design studies, diagnose existing
studies, and understand why hypothesis tests come out the way they
do. The fifth edition includes updates to all chapters to
accommodate the most current scholarship, as well as recalculations
of all examples. This book is intended for graduate students and
faculty in the behavioral and social sciences; researchers in other
fields will find the concepts and methods laid out here valuable
and applicable to studies in many domains.
This volume brings together the latest thinking from experts in a
wide range of fields on the evolving relationships between data,
methods and theory.
This book deals with two key questions. First, is there a firm
scientific basis for the major applications of psychology in
organizations? Second, does the practice of psychology in
organizations contribute in any meaningful way to psychological
research? This text attempts to answer these questions by
describing some of the unique ways in which
Industrial/Organizational (I/O) psychologists integrate science and
practice in applying psychology in organizations. The editors of
this volume believe that there is great potential for the effective
interplay of science and practice in I/O psychology. Aware,
however, that much work must still be done before a truly effective
integration can be achieved and maintained, they have created a
text that offers specific suggestions for improvement as well as
many examples of successful integration. Psychology in
Organizations explores the unique relationship between science and
practice within industrial/organizational psychology. The
contributors seek to answer two main questions: * Is there a firm
scientific basis for the major applications of psychology in
organizations? * Does the practice of psychology in organizations
contribute in any meaningful way to psychological research? After
an initial examination of the industrial/organizational
psychologist as a scientist and practitioner, Psychology in
Organizations looks at specific roles played in such issues as job
performance and productivity, sexual harassment, drug abuse, and
drug testing. A final chapter looks at both the past and future of
the field and suggests future applications.
This volume presents the first wide-ranging critical review of
validity generalization (VG)--a method that has dominated the field
since the publication of Schmidt and Hunter's (1977) paper
"Development of a General Solution to the Problem of Validity
Generalization." This paper and the work that followed had a
profound impact on the science and practice of applied psychology.
The research suggests that fundamental relationships among tests
and criteria, and the constructs they represent are simpler and
more regular than they appear. Looking at the history of the VG
model and its impact on personnel psychology, top scholars and
leading researchers of the field review the accomplishments of the
model, as well as the continuing controversies. Several chapters
significantly extend the maximum likelihood estimation with
existing models for meta analysis and VG. Reviewing 25 years of
progress in the field, this volume shows how the model can be
extended and applied to new problems and domains. This book will be
important to researchers and graduate students in the areas of
industrial organizational psychology and statistics.
This volume presents the first wide-ranging critical review of
validity generalization (VG)--a method that has dominated the field
since the publication of Schmidt and Hunter's (1977) paper
"Development of a General Solution to the Problem of Validity
Generalization." This paper and the work that followed had a
profound impact on the science and practice of applied psychology.
The research suggests that fundamental relationships among tests
and criteria, and the constructs they represent are simpler and
more regular than they appear.
Looking at the history of the VG model and its impact on personnel
psychology, top scholars and leading researchers of the field
review the accomplishments of the model, as well as the continuing
controversies. Several chapters significantly extend the maximum
likelihood estimation with existing models for meta analysis and
VG. Reviewing 25 years of progress in the field, this volume shows
how the model can be extended and applied to new problems and
domains. This book will be important to researchers and graduate
students in the areas of industrial organizational psychology and
statistics.
The gender and racial composition of the American workforce is
rapidly changing. As more women in particular enter the workforce
and as they enter jobs that have traditionally been dominated by
men, issues related to sex and gender in work settings have become
increasingly important and complex. Research addressing sex and
gender in the workplace is conducted in several distinct
disciplines, ranging from psychology and sociology to management
and economics. Further, books on gender at work often reflect
either a more traditional management perspective or a more recent
feminist perspective; rarely however, are these two orientations on
women and work acknowledged within the same text. Thus, the
principle goal of the book is to communicate a variety of social
psychological literatures and research on gender issues that affect
work behaviors to upper-level undergraduate and graduate students
in applied psychology and business.
This book analyzes important criticisms of the current research on
Emotional Intelligence (EI), a topic of growing interest in the
behavioral and social sciences. It looks at emotional intelligence
research and EI interventions from a scientific and measurement
perspective and identifies ways of improving the often shaky
foundations of our current conceptions of emotional intelligence.
With a balanced viewpoint, A Critique of Emotional Intelligence
includes contributions from leading critics of EI research and
practice (e.g., Frank Landy, Mark Schmit, Chockalingam
Viswesvaran), proponents of EI (e.g., Neal Ashkanasy, Catherine
Daus), as well as a broad range of well-informed authors.
Proponents claim that EI is more important in life than academic
intelligence, while opponents claim that there is no such thing as
emotional intelligence. Three key criticisms that have been leveled
at emotional intelligence include: (1) EI is poorly defined and
poorly measured; (2) EI is a new name for familiar constructs that
have been studied for decades; and (3) claims about EI are
overblown. While the book presents these criticisms, the final
section proposes ways of improving EI research and practice with EI
theories, tests, and applications.
The gender and racial composition of the American workforce is
rapidly changing. As more women in particular enter the workforce
and as they enter jobs that have traditionally been dominated by
men, issues related to sex and gender in work settings have become
increasingly important and complex. Research addressing sex and
gender in the workplace is conducted in several distinct
disciplines, ranging from psychology and sociology to management
and economics. Further, books on gender at work often reflect
either a more traditional management perspective or a more recent
feminist perspective; rarely however, are these two orientations on
women and work acknowledged within the same text. Thus, the
principle goal of the book is to communicate a variety of social
psychological literatures and research on gender issues that affect
work behaviors to upper-level undergraduate and graduate students
in applied psychology and business.
Organizations of all sizes face the challenge of accurately and
fairly evaluating performance in the workplace. Performance
Appraisal and Management distills the best available research and
translates those findings into practical, concrete strategies. This
text explores common obstacles and why certain performance
appraisal methods often fail. Using a strategic, evidence-based
approach, the authors outline best practices for avoiding common
pitfalls and help organizations achieve their maximum potential.
Cases, exercises, and spotlight boxes on timely issues like
cyberbullying in the workplace and appraising team performance
provides readers with opportunities to hone their critical thinking
and decision-making skills.
Once known as "hyperactivity" and thought to occur only in
children, Attention Deficit Disorder is now proving to be a serious
neurobiological condition, which affects millions of adults across
the country. In Out of the Fog, Dr. Kevin R. Murphy, Chief of the
Adult Attention Deficit Hyperactivity Disorder Clinic at the
University of Massachusetts Medical Center, and medical writer
Suzanne LeVert give adult ADD patients and their families
everything they need to understand and live with ADD, including
practical advice on how to cope with its symptoms and current
methods for treating this often debilitating condition. In this
lively, accessible guide you'll also find: the latest medical
information on drug therapy and other treatment
breakthroughspsychological insight into the emotional fallout from
ADD and how to handle ithelpful tips on how to tame the
"organizational devil" and improve communication skillsstrategies
for coping with ADD in the workplace and in relationships
Reassuring and authoritative, Out of the Fog is the definitive
handbook no one affected by ADD should be without.
Based on a previous book by the same authors, Understanding Performance Appraisal delineates a social-psychological model of the appraisal process that emphasizes the goals pursued by raters, ratees, and the various users of performance appraisal. The authors apply this goal-oriented perspective to developing, implementing, and evaluating performance appraisal systems. This perspective also emphasizes the context in which appraisal occurs and demonstrates that the shortcomings of performance appraisal are in fact sensible adaptations to its various requirements, pressures, and demands. Relevant research is summarized and recommendations are offered for future research and applications. Graduate-level students, organizational development consultants and trainers, human resource managers, faculty and scholars, and psychologists in human resource management as well as other professionals who conduct research on performance appraisal programs will find this book not only interesting but also a valuable resource.
Providing a new perspective on ADHD in adults, this compelling book
analyzes findings from two major studies directed by leading
authority Russell A. Barkley. Groundbreaking information is
presented on the significant impairments produced by the disorder
across major functional domains and life activities, including
educational outcomes, work, relationships, health behaviors, and
mental health. Thoughtfully considering the treatment implications
of these findings, the book also demonstrates that existing
diagnostic criteria do not accurately reflect the way ADHD is
experienced by adults, and points the way toward developing better
criteria that center on executive function defecits. Accessible
tables, figures, and sidebars encapsulate the study results and
offer detailed descriptions of the methods used.
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