Industrial and organizational psychology (I-O psychology) "focuses the lens of psychological science on a key aspect of human life, namely, their work lives. In general, the goals of I-O psychology are to better understand and optimize the effectiveness, health, and well-being of both individuals and organizations." It is an applied discipline within psychology and is an international profession. I-O psychology is also known as occupational psychology in the United Kingdom, organizational psychology in Australia, South Africa and New Zealand, and work and organizational (WO) psychology throughout Europe and Brazil. Industrial, work, and organizational (IWO) psychology is the broader, more global term for the science and profession. Industrial Psychology and Organizational Behavior bridges the gap between human psychology and corporate success. This field applies rigorous scientific research directly to the workplace, transforming how businesses recruit, manage, and inspire their workforce. Why do some teams innovate effortlessly while others stall? What truly motivates an employee when bonuses fail? Industrial Psychology and Organizational Behavior bridges the gap between human psychology and corporate success, offering a definitive roadmap to modern workplace dynamics. This text is designed for undergraduate and graduate students in psychology, business management, and human resources, as well as practitioners striving to become effective leaders. By adhering to the scientist-practitioner model, the text bridges the gap between complex research methodologies and everyday managerial challenges. Whether you are a student, a seasoned executive, or a human resources professional, this book provides the foundational tools you need to build better workplaces. By understanding the core principles of Organizational Behavior, you will be empowered to navigate complex human dynamics, improve employee satisfaction, and drive overall business performance.
Michele Gelfand is a leading workplace behavioral expert who bridges the gap between psychological science and business management. His work translates complex organizational dynamics into actionable leadership strategies, providing professionals with a definitive, evidence-based roadmap for optimizing employee performance and organizational health. Michele Gelfand holds a Ph.D. in Industrial and Organizational Psychology from the University of Michigan. With over 15 years of consulting experience for Fortune 500 companies, he specializes in designing fair employment tests, improving workplace diversity, and advancing management practices. He is an active contributor to the Society for Industrial and Organizational Psychology (SIOP), where he focuses on bringing empirical research directly to HR executives and corporate leaders. His research centers on human factors in the workplace, employee motivation, and the impact of leadership styles on overall organizational culture.
Preface 1. Introduction: Definitions and History What Is Industrial/Organizational Psychology? The Science and Practice of Industrial/Organizational Psychology The Roots and Early History of Industrial/Organizational Psychology World War I and the 1920s The Great Depression Years and World War II The Postwar Years and the Modern Era Industrial/Organizational Psychology Today and in the Future First Trend: The Changing Nature of Work Second Trend: Expanding Focus on Human Resources Third Trend: Increasing Diversity and Globalization of the Workforce Fourth Trend: Increasing Relevance of I/O Psychology in Policy and Practice Summary 2. Industrial/Organizational Psychology Social Science Research Methods Major Research Designs The Correlational Method Complex Correlational Designs The Case Study Method Self-Report Techniques Measuring Work Outcomes: The Bottom Line Interpreting and Using Research Results Ethical Issues in Research and Practice in I/O Psychology Summary 3. Job Analysis: Understanding Work and Work Tasks Job Analysis Job Analysis Methods Specific Job Analysis Techniques Job Analysis and the ADA Summary 4. Employee Recruitment, Selection, and Placement Human Resource Planning Employee Screening Employee Placement Summary 5. Methods for Assessing and Selecting Employees Employee Screening and Assessment References and Letters of Recommendation Summary 6. Evaluating Employee Performance Job Performance and Performance Appraisals The Measurement of Job Performance Sources of Performance Ratings Methods of Rating Performance Problems and Pitfalls in Performance Appraisals The Dynamic Nature of Performance Today The Performance Appraisal Process Legal Concerns in Performance Appraisals Summary 7. Employee Training and Development Areas of Employee Training New Employee Orientation and Training Training Workers for International Assignments Fundamental Issues in Employee Training A Model for Successful Training Programs Establishing Training Objectives Implementation of the Training Program Equal Employment Opportunity Issues in Employee Training Summary 8. Motivation Defining Motivation Need Theories of Motivation Behavior-Based Theories of Motivation Job Design Theories of Motivation Cognitive Theories of Motivation Comparing, Contrasting, and Combining the Different Motivation Theories The Relationship Between Motivation and Performance Summary 9. The Analysis of Work in the 20th and 21st Centuries Is The Definition Of Job Analysis Changing? Classification Of Occupations And Jobs The Building Blocks Of Job Analysis Inferential Leaps Informed By Job Analysis Legal Relevance Of Job Analysis Job Analysis Outputs Job Analysis Methodologies Choosing Among Job Analysis Methodologies Doing Work Analysis In A Changing Environment Competency Modeling Analyzing Work In The Global Economy Evaluating Work Analysis Data Summary 10. Work Design: Learning From The Past And Mapping A New Terrain Early Work Design: Job Simplification Designing Work: Established Theory And Practice Beyond Established Work Design Theory Complementary Approaches In Work Design Research Work Design In The Future Conclusion: The Challenges For Practice And Theory 11. Assessment Of Individual Job Performance Methods Of Assessment Explicating The Construct Domain Of Individual Job Performance Criteria For Assessing The Quality Of Individual Job Performance Assessments Causal Models For Job Performance Dimensions Conclusions 12. Performance Appraisal And Feedback Current Performance Appraisal Research A Cross-Cultural Perspective Implications For The Generalizability Of Us And Western Based Pa Research And Practice The Future Of Performance Appraisal Directions For Future Research And The Contribution Of Work And Organizational Psychology Bibliography Index
$280.00