Employee Selection and Performance Management

Hardcover (Print)
Used and New from Other Sellers
Used and New from Other Sellers
from $687.19
Usually ships in 1-2 business days
(Save 4%)
Other sellers (Hardcover)
  • All (2) from $687.19   
  • New (2) from $687.19   
Close
Sort by
Page 1 of 1
Showing All
Note: Marketplace items are not eligible for any BN.com coupons and promotions
$687.19
Seller since 2008

Feedback rating:

(861)

Condition:

New — never opened or used in original packaging.

Like New — packaging may have been opened. A "Like New" item is suitable to give as a gift.

Very Good — may have minor signs of wear on packaging but item works perfectly and has no damage.

Good — item is in good condition but packaging may have signs of shelf wear/aging or torn packaging. All specific defects should be noted in the Comments section associated with each item.

Acceptable — item is in working order but may show signs of wear such as scratches or torn packaging. All specific defects should be noted in the Comments section associated with each item.

Used — An item that has been opened and may show signs of wear. All specific defects should be noted in the Comments section associated with each item.

Refurbished — A used item that has been renewed or updated and verified to be in proper working condition. Not necessarily completed by the original manufacturer.

New
1847870414 Brand New. Exact book as advertised. Delivery in 4-14 business days (not calendar days). We are not able to expedite delivery.

Ships from: Romulus, MI

Usually ships in 1-2 business days

  • Canadian
  • International
  • Standard, 48 States
  • Standard (AK, HI)
$785.18
Seller since 2010

Feedback rating:

(53)

Condition: New
"New, ships through UPS and DHL. Excellent customer service. Satisfaction guaranteed!! "

Ships from: STERLING HEIGHTS, MI

Usually ships in 1-2 business days

  • Canadian
  • International
  • Standard, 48 States
  • Standard (AK, HI)
Page 1 of 1
Showing All
Close
Sort by

Overview

Employee selection, assessment, and performance management/appraisal have grown immeasurably in importance in the last two decades, both as areas of scientific enquiry and as professional HR practice. Not surprisingly, ESPM literatures are highly disparate, international in orientation, multi-level in their foci ranging from the individual to the workgroup to the whole organization, and dual-focused in terms of their dominant attention to either more fundamental research issues or more pragmatic issues of best practice in ESPM. This major work brings together in four volumes the seminal papers in ESPM and creates a single collection of keynote papers spanning both research and practice. The four-volume set comprehensively covers the scope of ESPM as a discipline and reflects its historical development and spread from its roots in the USA.

Volume 1 - Key Theoretical Issues and Concerns in ESPM

Volume 2 - Selection Methods and predictors I

Volume 3 - Selection Methods and predictors II

Volume 4 - Key issues in Performance Management and the Future of Employee Selection

Read More Show Less

Product Details

Meet the Author

Neil Anderson is Professor of Human Resource Management and Director of Research of the HRM-OB research centre (WORC) at Brunel University. Having obtained his Ph D in Industrial/Organizational Psychology from Aston University in 1989, Professor Anderson has previously held chairs at the University of London (Goldsmiths College) and the University of Amsterdam (The Netherlands). He has published in several areas spanning HRM and organizational psychology over a number of years, and is now one of the top-five most cited Industrial-Organizational psychologists in Europe. Professor Anderson is Fellow of the British Psychological Society, a Chartered Occupational Psychologist, and Fellow of both the American Psychological Association and Division 14 of the APA (the Society for Industrial-Organizational Psychology)

Read More Show Less

Table of Contents

Volume 1: Key Theoretical Issues and Concerns in ESPM
Editorial Introductory Chapter: Employee selection and performance management in overview.
Part 1: Fundamentals of Employee Selection and Performance Measurement - Ute R. H lsheger, Neil Anderson, Liselore Havermans, & Jesus F. Salgado.
Performance rating - Landy, F. J., & Farr, J. L.
When your top choice turns you down: The effect of rejected offers on the utility of selection tests - Murphy, K. M.
The people make the place - Schneider, B.
Part 2: Selection Practices and Links to Human Resource Management
The perceived fairness of selection systems: An organizational justice perspective - Gilliland, S. W.
Fairness reactions to personnel selection techniques in France and the United States - Steiner, D. D., & Gilliland, S. W.
An international look at selection practices: Nation and culture as explanations for variability in practice - Ryan, A. M., Mc Farland, L., Baron, H., & Page, R.
Part 3: Meta-analysis and Validity Generalization
Development of a general solution to the problem of validity generalization - Schmidt, F. L. & Hunter, J. E.
Validity and utility of alternative predictors of job performance - Hunter, J. E., & Hunter, R. F.
The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings - Schmidt, F. L., & Hunter, J. E.
Part 4: Models of Job Performance and Competence
Relations between measures of typical and maximum job performance - Sackett, P. R., Zedeck, S., & Fogli, L.
Modeling the performance prediction problem in Industrial and Organizational Psychology - Campbell, J. P.
Task performance and contextual performance: The meaning for personnel selection research - Bormann, W. C., & Motowidlo, S. J.
Volume 2: Selection Methods and Performance Outcomes I
Part 1: Recruitment and Pre-Screening Processes
A study of job characteristics and job dimensions based on the Position Analysis Questionnaire (PAQ) - Mc Cormick, E. J., Jeanneret, P. R., & Mecham, R. C.
The importance of recruitment in job choice: A different way of looking - Rynes, S. L., Bretz, R. D., & Gerhart, B.
Research on internet recruiting and testing: Current status and future directions - Lievens, F., & Harris, M. M.
Part 2: Cognitive Ability and General Mental Ability Tests
Predicting job performance: Not much more than g - Ree, M. J., Earles, J. A., & Teachout, M. S.
Where and why g matters: Not a mystery - Gottfredson, L. S.
International validity generalization of GMA and cognitive abilities: A European community meta-analysis - Salgado, J. F., Anderson, N. R., Moscoso, S., Bertua, C., & De Fruyt, F.
Part 3: Personality Tests
The Big Five personality dimensions and job performance: A meta-analysis - Barrick, M. R., & Mount, M. K.
Role of social desirability in personality testing for personnel selection: The red herring - Ones, D. S., Viswesvaran, C., & Reiss, A. D.
I/owes its advantage to personality - Hough, L. M.
Using theory to evaluate personality and job-performance relations: A socioanalytic perspective - Hogan, J. & Holland, B.
Part 4: Interviews
Social and situational determinants of interview decisions: Implications for the employment interview - Schmitt, N.
The employment interview: A summary and review of recent research - Arvey, R. D., & Campion, J. E.
Do people do what they say? Further studies on the situational interview - Latham, G. P., & Saari, L. M.
Volume 3: Selection Methods and Performance Outcomes II
Part 1: Integrity Tests, Situational Judgment Tests, and Other Predictor Methods
Comprehensive meta-analysis of integrity test validities: Findings and implications for personnel selection and theories of job performance - Ones, D. S., Viswesvaran, C., & Schmidt, F. L.
New developments in the use of measures of honesty, integrity, conscientiousness, dependability, trustworthiness, and reliability for personnel selection - Sackett, P. R., & Wanek, J. E.
Situational judgment tests - Chan, D. & Schmitt, N.
Part 2: Assessment Centers
Constructs and assessment center dimensions: Some troubling empirical findings - Sackett, P. R., & Dreher, G. F.
Understanding the assessment centre process: Where are we now? - Lievens, F., & Klimoski, R. J.
The construct-related validity of assessment center ratings: A review and meta-analysis of the role of methodological factors - Woehr, D. J. & Arthur, W., Jr.
Part 3: Adverse Impact
High-stakes testing in employment, credentialing, and higher education. Prospects in a post-affirmative-action world. - Sackett, P. R., Schmitt, N., Ellingson, J. E., & Kabin, M. B.
Determinants, detection, and amelioration of adverse impact in personnel selection procedures: Issues, evidence and lessons learned - Hough, L. M., Oswald, F. L., & Ployhart, R. E.
Part 4: Selection for Teamwork and Multi-level Selection
The knowledge, skill, and ability requirements for teamwork: Implications for human resource management - Stevens, M. J., & Campion, M. A.
Person-organization fit: An integrative review of its conceptualizations, measurements, and implications - Kristof, A. L.
Selecting individuals in team settings: The importance of social skills, personality characteristics, and teamwork knowledge - Morgeson, F. P, Reider, M. H., & Campion, M. A.

Read More Show Less

Customer Reviews

Be the first to write a review
( 0 )
Rating Distribution

5 Star

(0)

4 Star

(0)

3 Star

(0)

2 Star

(0)

1 Star

(0)

Your Rating:

Your Name: Create a Pen Name or

Barnes & Noble.com Review Rules

Our reader reviews allow you to share your comments on titles you liked, or didn't, with others. By submitting an online review, you are representing to Barnes & Noble.com that all information contained in your review is original and accurate in all respects, and that the submission of such content by you and the posting of such content by Barnes & Noble.com does not and will not violate the rights of any third party. Please follow the rules below to help ensure that your review can be posted.

Reviews by Our Customers Under the Age of 13

We highly value and respect everyone's opinion concerning the titles we offer. However, we cannot allow persons under the age of 13 to have accounts at BN.com or to post customer reviews. Please see our Terms of Use for more details.

What to exclude from your review:

Please do not write about reviews, commentary, or information posted on the product page. If you see any errors in the information on the product page, please send us an email.

Reviews should not contain any of the following:

  • - HTML tags, profanity, obscenities, vulgarities, or comments that defame anyone
  • - Time-sensitive information such as tour dates, signings, lectures, etc.
  • - Single-word reviews. Other people will read your review to discover why you liked or didn't like the title. Be descriptive.
  • - Comments focusing on the author or that may ruin the ending for others
  • - Phone numbers, addresses, URLs
  • - Pricing and availability information or alternative ordering information
  • - Advertisements or commercial solicitation

Reminder:

  • - By submitting a review, you grant to Barnes & Noble.com and its sublicensees the royalty-free, perpetual, irrevocable right and license to use the review in accordance with the Barnes & Noble.com Terms of Use.
  • - Barnes & Noble.com reserves the right not to post any review -- particularly those that do not follow the terms and conditions of these Rules. Barnes & Noble.com also reserves the right to remove any review at any time without notice.
  • - See Terms of Use for other conditions and disclaimers.
Search for Products You'd Like to Recommend

Recommend other products that relate to your review. Just search for them below and share!

Create a Pen Name

Your Pen Name is your unique identity on BN.com. It will appear on the reviews you write and other website activities. Your Pen Name cannot be edited, changed or deleted once submitted.

 
Your Pen Name can be any combination of alphanumeric characters (plus - and _), and must be at least two characters long.

Continue Anonymously

    If you find inappropriate content, please report it to Barnes & Noble
    Why is this product inappropriate?
    Comments (optional)