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|Pt. 1||The Practice of Industrial/Organizational Psychology||1|
|1||Principles, Practices, and Problems||3|
|2||Techniques, Tools, and Tactics||28|
|Pt. 2||The Development of Human Resources||55|
|3||Employee Selection Principles and Techniques||57|
|6||Training and Development||165|
|Pt. 3||Organizational Psychology||199|
|8||Motivation, Job Satisfaction, and Job Involvement||236|
|9||The Organization of the Organization||275|
|Pt. 4||Characteristics of the Workplace||307|
|11||Safety, Violence, and Health in the Workplace||338|
|12||Stress in the Workplace||371|
|Pt. 5||Engineering Psychology||405|
|Pt. 6||Consumer Psychology||441|
Our focus is on the practical and the applied rather than the scientific ideal. For example, we believe that students must be introduced to topics such as training needs analysis, but they also should know that, in the reality of the workplace, training needs analyses are rarely conducted because companies are reluctant to spend money on them.
It is important that students learn about the major theories, models, research techniques, and findings of the science of I-O psychology, so that they can develop an understanding of the aims and goals of the field. However, students must also be aware that I-O psychology in practice is tempered by the conditions and demands of organizational life. Therefore, we have chosen to discuss theories, methods, and research results within the framework of actual work situations and job-related problems rather than as academic exercises.
Most of the research we cite deals with employees on the job, not college students performing simulated work tasks in the psychology department laboratory. We describe I-O psychology programs in action, showing how they are developed and implemented in a variety of organizational settings, using diverse groups of workers from many countries throughout the world.
Thus, the eighth editionof Psychology and Work Today continues to present I-O psychology within the context in which work actually takes place. We recognize the growing ethnic diversity of the workforce, the impact of changing economic conditions, and the effects of twenty-first-century technology.
We have written this text primarily for students who are not psychology majors and who have little background in the field. These students make up the majority of the enrollment in courses in I-O psychology, business psychology, personnel psychology, and applied psychology in psychology departments and business schools at the community college, college, and university levels.
The changes in this edition mirror the dynamic nature of the field. Chapters have been rewritten and reorganized to incorporate current research studies and management techniques. We acknowledge the importance of computer technology in several new sections on virtual reality—such as virtual workplaces, research laboratories, meetings, and self-managing work teams. Related to this phenomenon is the use of online technology for recruiting, employee selection, interviewing, polling, and psychological testing. Internet-based training and electronic monitoring for performance appraisal are covered, along with problems of Internet addiction and social isolation.
Other topics new to this edition include the failures of fair employment (anti-discrimination) legislation, discrimination based on genetic testing, ethnic harassment, executive coaching, career self-management, organizational justice, occupational health psychology, safety issues for home offices, and management hoteling (private offices on demand).
Some topics from the previous editions given expanded coverage are the Big Five personality factors as predictors of job success, electronic performance monitoring, 360-degree feedback, women in management, gender and sexual harassment, and telecommuting.
The chapters include outlines, summaries, annotated reading lists, and key terms in boldface type. Definitions for the key terms are presented in the margins and are cumulated in a glossary at the back of the book. Chapters 3 through 14 contain case problems (Case in Point), which are descriptions of current on-the-job research to illustrate specific topics and research approaches. Think About It questions challenge students to analyze material from the chapter in evaluating the cases. The questions are also suitable for class discussion and written assignments. The popular Newsbreak feature has been expanded. These brief sections offer informal discussions of real-world job issues, such as casual dress in the office, how not to interview, power napping, workplace violence, and anonymity in rating one's boss. Web-based resources are provided throughout the book in a feature called Online! All addresses are current as of the time of publication. An instructor's manual and test bank to accompany the text has been prepared by Tom Meriwether of the Virginia Military Institute.
We would like to thank the many students and colleagues who wrote to us about the book and who offered valuable suggestions for the new edition. In addition, several reviewers provided perceptive feedback on the manuscript, and we are appreciative of their efforts. They include Jessica M. Sterling, State University of New York-Albany; Ken Gray, College of Dupage; and Lori Rosenthal, Emerson College.
Duane P. Schultz
Sydney Ellen Schultz