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Industrial/Organizational Psychology
Sixth Edition ©2020 Paul Levy Formats: E-book, Print
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Authors
-
Paul Levy
Paul E. Levy was born and raised in Baltimore, Maryland, the youngest of his family's five children. He received his BA in psychology and economics from Washington and Lee University and earned his MA and PhD in industrial/organizational (I/O) psychology from Virginia Tech. A faculty member at the University of Akron since 1989 and chair of the Department of Psychology for 18 years, Paul has been very involved in the development and training of hundreds of graduate students there. During his tenure, he has also provided many undergraduates with their first exposure to the field of I/O psychology through his Introduction to Industrial/Organizational Psychology course. Paul's consulting and research interests include performance management, feedback, coaching and development, and leadership. He has published his scholarly work in many of the top psychology and management journals, including the Journal of Applied Psychology, Journal of Personality and Social Psychology, Organizational Behavior and Human Decision Processes, Personnel Psychology, and Academy of Management Journal. In 2022 Dr. Levy was invited to join the Office of the President at The University of Akron as the VP and Chief of Staff (COS) to President Gary Miller. He brings much of his I/O background to inform his work as the COS and is loving his recent career change. Paul is married to Sylvia Chinn-Levy and has three sons — Christopher, Sean, and Jared — who have always managed to keep things interesting and never cease making him proud. Paul is an avid reader of fiction and nonfiction, a huge sports baseball and basketball fan, a runner, and a lifelong fan of the Baltimore Orioles.
Table of Contents
Part I History and Research Methods of I/O
Chapter 1 I/O Psychology: Then and Now
What Is I/O Psychology?
How Are I/O Psychologists Trained?
I/O Today: The Scientist-Practitioner Gap
What Do I/O Psychologists Do?
Over a Century of History
Pre–World War I
World War I Through the 1920s
The 1930s to Pre–World War II
World War II to the Mid-1960s
The Mid-1960s to the Mid-1980s
The Mid-1980s to 2000
2000 to Today
Where does I/O Psychology Go from Here?
What Does I/O Psychology Mean to You?
Chapter 2 Research Methods in I/O Psychology
What Is Science?
Goals of Science
Assumptions of Science
Theories
Basic Terminology and Research Concepts
Independent and Dependent Variables
Control
Internal and External Validity
Practitioner Forum: Douglas Klein
A Model of the Research Process
Types of Research Designs
Experimental Methods
Observational Methods
Data Collection Techniques
Naturalistic Observation
Case Studies
Archival Research
Surveys
Online Survey Methods
Measurement
Reliability
Validity of Tests, Measures, and Scales
Ethics
Statistics
Measures of Central Tendency
Measures of Dispersion
Shapes of Distributions
Correlation and Regression
Meta-Analysis
I/O Today: Big Data
Part II Industrial Psychology
Chapter 3 Job Analysis
Some Terminology
Approaches to Job Analysis
Task-Oriented Techniques
Worker-Oriented Techniques
Practitioner Forum: John F. Binning
Advances and Issues in Job Analysis Practice and Research
Defining the Job: Descriptions and Specifications
Competency Modeling
I/O Today: The Future of Job Analysis
The Many Purposes of Job Analysis
Job Classification
Criterion Development and Performance Appraisal
Selection and Placement
Job Design and Redesign
Training
Job Evaluation
Point System
Comparable Worth
Chapter 4 Criterion Measurement
Defining Criteria and Their Properties
Ultimate Criterion
Actual Criterion
Criteria for the Criteria
The Criterion Problem
Multiple Versus Composite Criteria
Practitioner Forum: Deirdre J. Knapp
Dynamic Criteria
Distinctions Among Performance Criteria
Objective Criteria
Subjective Criteria
Contextual Performance
I/O Today: Diversity and Performance
Chapter 5 Performance Management
The Role of I/O Psychology in Performance Management
Uses of Performance Appraisal
Sources of Performance Ratings
Rating Formats
Practitioner Forum: Laura Finfer
Rating Errors
I/O Today: Should we Eliminate Performance Ratings?
Rater Considerations
Contemporary Performance Appraisal Research
The Importance of the Social-Psychological Context
Providing Performance Feedback
Legal Issues in Performance Appraisal
Chapter 6 Predictors
Testing Formats
Computer Adaptive Testing
Speed Versus Power Tests
Individual Versus Group Tests
Paper-and-Pencil Versus Performance Tests
Predictors
Cognitive Ability
Psychomotor Tests
Personality Tests
Integrity Tests
Work Samples
Assessment Centers
Practitioner Forum: Matthew O’Connell
I/O Today: Using Remote Assessment for Selection
Biographical Information
Interviews
Chapter 7 Selection Decisions and Personnel Law
A Brief Review
Recruitment
The Selection Decision
The Process of Test Validation
Validity Generalization
Practical Approaches to Selection
Usefulness of Selection Processes
Legal Issues in Industrial Psychology
Employment At-Will
Adverse Impact
Affirmative Action
Practitioner Forum: Katey E. Foster
Equal Pay Act
Civil Rights Act
Executive Order 11246
Age Discrimination in Employment Act
Americans with Disabilities Act
I/O Today: Performance and Disability
Family and Medical Leave Act
Chapter 8 Training and Development
Assessing Training Needs
Organizational Analysis
Task Analysis
Person Analysis
Demographic Analysis
Practitioner Forum: Brodie Gregory Riordan
Learning Context
Instructional Design
Principles of Learning
Individual Differences in Trainees
Characteristics of the Trainer
Transfer of Training
Training Delivery
General Approaches
I/O Today: Gamified Microlearning in Job Training
Employee Development-Based Approaches
Training Evaluation
Training Criteria
Evaluation Designs
Training and Issues Related to Diversity
Sexual Harassment Training
Workplace Diversity Management and Training
Part III Organizational Psychology
Chapter 9 Motivation
Theoretical Perspectives
Need–Motive–Value Theories
I/O Today: Results-Only Work Environments
Cognitive Choice Theories
Self-Regulation Theories
Applications of Motivational Theories to Organizational Problems
Organizational Behavior Management
Goal Setting and Management by Objectives
Job Enrichment
Job Crafting
Practitioner Forum: Anne Herman
Chapter 10 Job Attitudes: Antecedents and Consequences
Attitudes, Intentions, and Behaviors
Why Study Job Attitudes?
A Useful Model
Job Satisfaction
Antecedents
Measurement and Dimensions
Practitioner Forum: Brian Welle
Consequences
Organizational Commitment
Components
Antecedents
I/O Today: The Relationship Between Unions and Job Satisfaction
Consequences
Organizational Commitment Profiles
Additional Job Attitudes
Job Involvement and Work Centrality
Perceived Organizational Support
Emotions in the Workplace
Chapter 11 Stress and Worker Well-Being
Stress and Strains
Stress
Strains
I/O Today: PTSD and STSD
Coping with Stress
Environmental Determinants of Well-Being
Work–Family Conflict
Theoretical Models
Organizational Support and Interventions
Practitioner Forum: E. Jeffrey Hill
Family-Leave Policies
Child-Care Benefits
Elder-Care Assistance
Dual-Earner Couples
Psychological Effects of Job Loss
The Hard Facts
Environmental Determinants—Revisited
Workplace Violence
Chapter 12 Group Processes and Work Teams
Groups Versus Teams
Social Influence in Groups
Norms
Roles
Conflict
Cohesion
Group Development
Social Loafing and Other Group Phenomena
Group Decision Making
Decision-Making Processes
Ineffective Decision Making
Work Teams of the 21st Century
Mental Models
Practitioner Forum: Tom Ruddy
Types of Work Teams
Work-Team Effectiveness
I/O Today: Age Diversity in Teams
Current Trends
Virtual Teams
Team Member Selection
Multiteam Systems
Chapter 13 Leadership
What Is Leadership?
Theories
Trait Theories
Behavior Theories
Contingency Theories
Contemporary Theories
Practitioner Forum: Scott Erker
New Directions in Leadership Research
Gender and Leadership
Culture and Leadership
I/O Today: Romance of Leadership: How much do leaders really matter?
Emotions and Leadership
Chapter 14 Organizational Theory and Development
Organizational Theory
Classical Organizational Theory
I/O Today: Holacracy: Managing Work without Managers
Humanistic Theory
Open-System Theory
Organizational Development
Why Organizations Need Organizational Development
Models of Organizational Change
Organizational Development Interventions
Practitioner Forum: Steven Walker
Product Updates
1. Chapter 5 has been retitled Performance Management (formerly Performance Appraisal), signifying the broad topic under which Performance Appraisal falls
2. Several new Practitioner Forums have been added to the text, covering topics such as the I/O psychologists role in litigation settlements, innovations in leadership development programs, and Verbal 360 performance appraisals.
3. Several new I/O Today articles have been added, covering topics such as diversity and performance, the debate about eliminating performance ratings, and gamified microlearning.
Authors
-
Paul Levy
Paul E. Levy was born and raised in Baltimore, Maryland, the youngest of his family's five children. He received his BA in psychology and economics from Washington and Lee University and earned his MA and PhD in industrial/organizational (I/O) psychology from Virginia Tech. A faculty member at the University of Akron since 1989 and chair of the Department of Psychology for 18 years, Paul has been very involved in the development and training of hundreds of graduate students there. During his tenure, he has also provided many undergraduates with their first exposure to the field of I/O psychology through his Introduction to Industrial/Organizational Psychology course. Paul's consulting and research interests include performance management, feedback, coaching and development, and leadership. He has published his scholarly work in many of the top psychology and management journals, including the Journal of Applied Psychology, Journal of Personality and Social Psychology, Organizational Behavior and Human Decision Processes, Personnel Psychology, and Academy of Management Journal. In 2022 Dr. Levy was invited to join the Office of the President at The University of Akron as the VP and Chief of Staff (COS) to President Gary Miller. He brings much of his I/O background to inform his work as the COS and is loving his recent career change. Paul is married to Sylvia Chinn-Levy and has three sons — Christopher, Sean, and Jared — who have always managed to keep things interesting and never cease making him proud. Paul is an avid reader of fiction and nonfiction, a huge sports baseball and basketball fan, a runner, and a lifelong fan of the Baltimore Orioles.
Table of Contents
Part I History and Research Methods of I/O
Chapter 1 I/O Psychology: Then and Now
What Is I/O Psychology?
How Are I/O Psychologists Trained?
I/O Today: The Scientist-Practitioner Gap
What Do I/O Psychologists Do?
Over a Century of History
Pre–World War I
World War I Through the 1920s
The 1930s to Pre–World War II
World War II to the Mid-1960s
The Mid-1960s to the Mid-1980s
The Mid-1980s to 2000
2000 to Today
Where does I/O Psychology Go from Here?
What Does I/O Psychology Mean to You?
Chapter 2 Research Methods in I/O Psychology
What Is Science?
Goals of Science
Assumptions of Science
Theories
Basic Terminology and Research Concepts
Independent and Dependent Variables
Control
Internal and External Validity
Practitioner Forum: Douglas Klein
A Model of the Research Process
Types of Research Designs
Experimental Methods
Observational Methods
Data Collection Techniques
Naturalistic Observation
Case Studies
Archival Research
Surveys
Online Survey Methods
Measurement
Reliability
Validity of Tests, Measures, and Scales
Ethics
Statistics
Measures of Central Tendency
Measures of Dispersion
Shapes of Distributions
Correlation and Regression
Meta-Analysis
I/O Today: Big Data
Part II Industrial Psychology
Chapter 3 Job Analysis
Some Terminology
Approaches to Job Analysis
Task-Oriented Techniques
Worker-Oriented Techniques
Practitioner Forum: John F. Binning
Advances and Issues in Job Analysis Practice and Research
Defining the Job: Descriptions and Specifications
Competency Modeling
I/O Today: The Future of Job Analysis
The Many Purposes of Job Analysis
Job Classification
Criterion Development and Performance Appraisal
Selection and Placement
Job Design and Redesign
Training
Job Evaluation
Point System
Comparable Worth
Chapter 4 Criterion Measurement
Defining Criteria and Their Properties
Ultimate Criterion
Actual Criterion
Criteria for the Criteria
The Criterion Problem
Multiple Versus Composite Criteria
Practitioner Forum: Deirdre J. Knapp
Dynamic Criteria
Distinctions Among Performance Criteria
Objective Criteria
Subjective Criteria
Contextual Performance
I/O Today: Diversity and Performance
Chapter 5 Performance Management
The Role of I/O Psychology in Performance Management
Uses of Performance Appraisal
Sources of Performance Ratings
Rating Formats
Practitioner Forum: Laura Finfer
Rating Errors
I/O Today: Should we Eliminate Performance Ratings?
Rater Considerations
Contemporary Performance Appraisal Research
The Importance of the Social-Psychological Context
Providing Performance Feedback
Legal Issues in Performance Appraisal
Chapter 6 Predictors
Testing Formats
Computer Adaptive Testing
Speed Versus Power Tests
Individual Versus Group Tests
Paper-and-Pencil Versus Performance Tests
Predictors
Cognitive Ability
Psychomotor Tests
Personality Tests
Integrity Tests
Work Samples
Assessment Centers
Practitioner Forum: Matthew O’Connell
I/O Today: Using Remote Assessment for Selection
Biographical Information
Interviews
Chapter 7 Selection Decisions and Personnel Law
A Brief Review
Recruitment
The Selection Decision
The Process of Test Validation
Validity Generalization
Practical Approaches to Selection
Usefulness of Selection Processes
Legal Issues in Industrial Psychology
Employment At-Will
Adverse Impact
Affirmative Action
Practitioner Forum: Katey E. Foster
Equal Pay Act
Civil Rights Act
Executive Order 11246
Age Discrimination in Employment Act
Americans with Disabilities Act
I/O Today: Performance and Disability
Family and Medical Leave Act
Chapter 8 Training and Development
Assessing Training Needs
Organizational Analysis
Task Analysis
Person Analysis
Demographic Analysis
Practitioner Forum: Brodie Gregory Riordan
Learning Context
Instructional Design
Principles of Learning
Individual Differences in Trainees
Characteristics of the Trainer
Transfer of Training
Training Delivery
General Approaches
I/O Today: Gamified Microlearning in Job Training
Employee Development-Based Approaches
Training Evaluation
Training Criteria
Evaluation Designs
Training and Issues Related to Diversity
Sexual Harassment Training
Workplace Diversity Management and Training
Part III Organizational Psychology
Chapter 9 Motivation
Theoretical Perspectives
Need–Motive–Value Theories
I/O Today: Results-Only Work Environments
Cognitive Choice Theories
Self-Regulation Theories
Applications of Motivational Theories to Organizational Problems
Organizational Behavior Management
Goal Setting and Management by Objectives
Job Enrichment
Job Crafting
Practitioner Forum: Anne Herman
Chapter 10 Job Attitudes: Antecedents and Consequences
Attitudes, Intentions, and Behaviors
Why Study Job Attitudes?
A Useful Model
Job Satisfaction
Antecedents
Measurement and Dimensions
Practitioner Forum: Brian Welle
Consequences
Organizational Commitment
Components
Antecedents
I/O Today: The Relationship Between Unions and Job Satisfaction
Consequences
Organizational Commitment Profiles
Additional Job Attitudes
Job Involvement and Work Centrality
Perceived Organizational Support
Emotions in the Workplace
Chapter 11 Stress and Worker Well-Being
Stress and Strains
Stress
Strains
I/O Today: PTSD and STSD
Coping with Stress
Environmental Determinants of Well-Being
Work–Family Conflict
Theoretical Models
Organizational Support and Interventions
Practitioner Forum: E. Jeffrey Hill
Family-Leave Policies
Child-Care Benefits
Elder-Care Assistance
Dual-Earner Couples
Psychological Effects of Job Loss
The Hard Facts
Environmental Determinants—Revisited
Workplace Violence
Chapter 12 Group Processes and Work Teams
Groups Versus Teams
Social Influence in Groups
Norms
Roles
Conflict
Cohesion
Group Development
Social Loafing and Other Group Phenomena
Group Decision Making
Decision-Making Processes
Ineffective Decision Making
Work Teams of the 21st Century
Mental Models
Practitioner Forum: Tom Ruddy
Types of Work Teams
Work-Team Effectiveness
I/O Today: Age Diversity in Teams
Current Trends
Virtual Teams
Team Member Selection
Multiteam Systems
Chapter 13 Leadership
What Is Leadership?
Theories
Trait Theories
Behavior Theories
Contingency Theories
Contemporary Theories
Practitioner Forum: Scott Erker
New Directions in Leadership Research
Gender and Leadership
Culture and Leadership
I/O Today: Romance of Leadership: How much do leaders really matter?
Emotions and Leadership
Chapter 14 Organizational Theory and Development
Organizational Theory
Classical Organizational Theory
I/O Today: Holacracy: Managing Work without Managers
Humanistic Theory
Open-System Theory
Organizational Development
Why Organizations Need Organizational Development
Models of Organizational Change
Organizational Development Interventions
Practitioner Forum: Steven Walker
Product Updates
1. Chapter 5 has been retitled Performance Management (formerly Performance Appraisal), signifying the broad topic under which Performance Appraisal falls
2. Several new Practitioner Forums have been added to the text, covering topics such as the I/O psychologists role in litigation settlements, innovations in leadership development programs, and Verbal 360 performance appraisals.
3. Several new I/O Today articles have been added, covering topics such as diversity and performance, the debate about eliminating performance ratings, and gamified microlearning.
Where students can experience what the world of I/O psychology is really like
Written by a leading researcher in one of the nation’s top I/O programs, Paul Levy’s text has long been acclaimed for its concise, research-based approach and personable writing. With this thoroughly updated new edition, students have ample opportunities to explore what’s happening in I/O psychology today, through voices directly from the field (Practitioner Forum), brief takes on current events issues (I/O Today), applied practice (Taking it to the Field), and critical and applied exercises at the end of each chapter. Supplementary resources include a thorough Instructors Manual with additional practice activities as well as teaching tips, and a robust test bank.
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Paul Levy | Sixth Edition | ©2020 | ISBN:9781319270018
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Integrate Macmillan courses with Blackboard
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If you’re a verified instructor, you can request a free sample of our courseware, e-book, or print textbook to consider for use in your courses. Only registered and verified instructors can receive free print and digital samples, and they should not be sold to bookstores or book resellers. If you don't yet have an existing account with Macmillan Learning, it can take up to two business days to verify your status as an instructor. You can request a free sample from the right side of this product page by clicking on the "Request Instructor Sample" button or by contacting your rep. Learn more.
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Sometimes also referred to as a spiral-bound or binder-ready textbook, loose-leaf textbooks are available to purchase. This three-hole punched, unbound version of the book costs less than a hardcover or paperback book.
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Industrial/Organizational Psychology
Written by a leading researcher in one of the nation’s top I/O programs, Paul Levy’s text has long been acclaimed for its concise, research-based approach and personable writing. With this thoroughly updated new edition, students have ample opportunities to explore what’s happening in I/O psychology today, through voices directly from the field (Practitioner Forum), brief takes on current events issues (I/O Today), applied practice (Taking it to the Field), and critical and applied exercises at the end of each chapter. Supplementary resources include a thorough Instructors Manual with additional practice activities as well as teaching tips, and a robust test bank.
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