Industrial and Organizational Psychology: Research and Practice, 6th Edition

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  • Edition: 6th
  • Format: Hardcover
  • Copyright: 2011-09-01
  • Publisher: Wiley

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The field of industrial and organizational psychology continues to see attention and growth and has become one of the major applied specialties in the study of psychology. Since findings from research in this field are relevant to everyone who has held a job, and the field has developed proven methods that businesses and organizations need, industrial and organizational psychology is an excellent demonstration of how society can benefit from the study of psychology. The 6th Edition of Industrial and Organizational Psychology incorporates all new and updated literature that has been written on the topic since the 5th edition. Spector's goal is to provide an overview and comprehensive understanding of organizational psychology. Each of the major areas that comprise industrial and organizational psychology is covered in five parts: introduction to the discipli≠ assessment of jobs, performance, and peop≤ selecting and training employees; the individual and the organization; and the social context of work.

Table of Contents

Research Methods In I/O Psychology
Research Questions
Important Research Design Concepts
Research Setting
Random Assignment and Random Selection
Research Designs
The Experiment
Survey Designs
Observational Designs
Classical Measurement Theory
Descriptive Statistics
Inferential Statistics
Mediator and Moderator Variables
Ethics of Research
Chapter Summary
Learning by Doing
Assessment Of Jobs, Performance, And People
Job Analysis
What Is Job Analysis?
The Job-Oriented Approach
The Person-Oriented Approach
Purposes of Job Analysis
Career Development and Vocational Counseling
Legal Issues
Performance Appraisal
Vocational Counseling
How Job Analysis Information Is Collected
Who Provides the Information?
Approaches To Collecting Job Analysis Information
Methods of Job Analysis
Job Components Inventory
Functional Job Analysis
Position Analysis Questionnaire
Task Inventories
Choosing a Job Analysis Method
Job Analysis Methods For Work Teams
Reliability and Validity of Job Analysis Information
Job Evaluation
Comparable Worth
Chapter Summary
I/O Psychology in Practice
Learning by Doing
Performance Appraisal
Why Do We Appraise Employees?
Administrative Decisions
Employee Development and Feedback
Criteria for Research
Performance Criteria
Characteristics of Criteria
Criterion Complexity
Dynamic Criteria
Contextual Performance
Methods for Assessing Job Performance
Objective Measures of Job Performance
Subjective Measures of Job Performance
The Impact of Technology on Performance Appraisal
Legal Issues in Performance Appraisal
Chapter Summary
I/O Psychology in Practice
Assessment Methods For Selection And Placement
Job-Related Characteristics
Psychological Tests
Characteristics of Tests
Ability Tests
Knowledge and Skill Tests
Personality Tests
Emotional Intelligence Tests
Integrity Tests
Vocational Interest Tests
Drug Testing
Biographical Information
Work Samples
Assessment Centers
Electronic Assessment
Electronic Administration of Psychological Tests
Computer Adaptive Testing
Chapter Summary
I/O Psychology in Practice
Learning by Doing
selecting and training employees
Selecting Employees
The Planning of Human Resource Needs
Recruiting Applicants
Selecting Employees
How Do Organizations Select Employees?
Conducting a Validation Study
Validity Generalization
How Predictor Information Is Used for Selection
Getting Applicants to Accept and Keep Job Offers
The Utility of Scientific Selection
How Valid Selection Devices Work
Computing the Utility of Scientific Selection
International Differences in Selection Practices
Legal Issues
Legal Selection in the United States
Legal Selection Outside the United States
Chapter Summary
I/O Psychology in Practice
Learning by Doing
Needs Assessment
Training Design
Trainee Characteristics
Design Factors That Affect Transfer of Training
Work Environment
Training Methods
Delivery of a Training Program
Evaluation of a Training Program
Set Criteria
Choose Design
Choose Measures of the Criteria
Collect Data
Analyze and Interpret Data
Chapter Summary
I/O Psychology in Practice
Learning by Doing
The Individual And The Organization
Theories Of Employee Motivation
What Is Motivation?
Work Motivation Theories
Need Theories
Need Hierarchy Theory
Two-Factor Theory
Reinforcement Theory
Expectancy Theory
Self-Efficacy Theory
Justice Theories
Goal-Setting Theory
Control Theory
Action Theory
Chapter Summary
I/O Psychology in Practice
Learning by Doing
Feelings About Work: Job Attitudes And Emotions
The Nature of Job Satisfaction
How People Feel About Their Jobs
The Assessment of Job Satisfaction
Job Descriptive Index (JDI)
Minnesota Satisfaction Questionnaire (MSQ)
Job in General Scale (JIG)
Is Global Satisfaction the Sum of Facets?
Antecedents of Job Satisfaction
Environmental Antecedents of Job Satisfaction
Personal Antecedents of Job Satisfaction
Person-Job Fit
Potential Effects of Job Satisfaction
Organizational Commitment
Assessment of Organizational Commitment
Organizational Commitment and Other Variables
Emotions at Work
Chapter Summary
I/O Psychology in Practice
Learning by Doing
Productive And Counterproductive Employee Behavior
Productive Behavior: Task Performance
Ability and Performance
Motivation and Performance
Personal Characteristics and Performance
Environmental Conditions and Task Performance
Organizational Constraints
Organizational Citizenship Behavior (OCB)
Counterproductive Work Behavior: Withdrawal
Counterproductive Work Behavior: Aggression, Sabotage, and Theft
Labor Unrest and Strikes
Chapter Summary
I/O Psychology in Practice
Learning by Doing
Occupational Health Psychology
Occupational Health and Safety
Accidents and Safety
Infectious Disease
Loud Noise
Musculo-Skeletal Disorders (MSD)
Harmful Substance Exposure
Workplace Violence
Work Schedules
Night Shifts
Long Shifts
Flexible Work Schedules
Occupational Stress
The Occupational Stress Process
Job Stressors
Work-Family Conflict
Chapter Summary
I/O Psychology in Practice
Learning by Doing
The Social Context Of Work
Work Groups And Work Teams
Work Groups Versus Work Teams
Virtual Teams
Important Group Concepts
Group Cohesiveness
Process Loss
Team Commitment
Team Mental Model
Group and Team Performance
Performance in the Presence of Others
Group Versus Individual Performance on Additive Tasks
Group Problem Solving
Group Decision Making
Team Innovation
Team KSAOs
Group Diversity
Interventions with Work Groups in Organizations
Autonomous Work Groups
Quality Circles
Team Building
Chapter Summary
I/O Psychology in Practice
Leadership And Power In Organizations
What Is Leadership?
Sources of Influence and Power
French and Raven's (1959) Bases of Power
Yuk's (1989) Sources of Political Power
Political Skill
Abuse of Supervisory Power: Sexual and Ethnic Harassment
Approaches to the Understanding of Leadership
The Trait Approach
The Leader Behavior Approach
Fiedler's Contingency Theory
Path-Goal Theory
Leader-Member Exchange (LMX) Theory
Transformational Leadership Theory
Vroom-Yetton Model
Women in Leadership Positions
Gender and Leadership Style
Cross-Cultural Issues In Leadership
Chapter Summary
I/O Psychology in Practice
Learning by Doing
Organizational Development And Theory
Organizational Development
Employee Acceptance of Change
Management by Objectives
Survey Feedback
Team Building
Effectiveness of OD
Organizational Theories
Theory X/Theory Y
Open System Theory
Sociotechnical Systems Theory
Comparison of the Theories
Chapter Summary
I/O Psychology in Practice
Learning by Doing
Name Index
Subject Index
Table of Contents provided by Publisher. All Rights Reserved.

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