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Podsakoff ; and 11 Organizational Exit Peter W. Truxillo and Talya N. Cascio and John W. Bindl and Sharon K. Diefendorff and Megan M. Schleicher, S. Duane Hansen and Kevin E. Forgot your login information? Deniz S. The first volume in The SAGE Handbook of Industrial, Organizational and Work Psychology introduces key concepts in personnel and employee performance from cognitive ability and the psychological predictors used in assessments to employee and team values.
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The editor and contributors present a clear overview of key research in the areas of behaviour change and how to assess individual job performance - making Volume I indispensable for anyone working in or studying Human Resource Management. Ones, D. Ones, Deniz S. Ones, Deniz S, et al.. SAGE Knowledge. Have you created a personal profile?
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Please log in from an authenticated institution or log into your member profile to access the email feature. Truxillo, Talya N. Bauer, Julie M. Ahmed Apart from any fair dealing for the purposes of research or private study, or criticism or review, as permitted under the Copyright, Designs and Patents Act, , this publication may be reproduced, stored or transmitted in any form, or by any means, only with the prior permission in writing of the publishers, or in the case of reprographic reproduction, in accordance with the terms of licences issued by the Copyright Licensing Agency.
Enquiries concerning reproduction outside those terms should be sent to the publishers. She also holds the prestigious title of Distinguished University Teaching Professor, based on her doctoral student mentoring and training of world-class industrial-organizational psychologists. Several of her students have won best dissertation and early career contributions awards. Her research, published in more than articles and book chapters, focuses on assessment of individual differences for employee selection and measurement of personality, integrity, and cognitive ability constructs for the prediction of job performance, especially counterproductive work behaviors.
Handbook Of Industrial, Work And Organizational Psychology: Personnel Psychology (Vol - CiteHR
Her research has been cited over 15, times in the scientific literature. Her current H -index is 60 H -index is the largest number H such that H publications have at least H citations. She has studied and served on research projects and blue ribbon panels focusing on assessment and job performance of law enforcement personnel, engineers, managers including C-suite executives , astronauts, nurses, politicians, and research and development teams, among many others.
She is ranked in the top most influential management scholars in the past three decades Aguinis et al. She is ranked in the top ten most-cited authors in popular Industrial-Organizational I-O psychology textbooks highest ranked woman. Neil is also Director of the Leverhulme Trust funded international centre for research into workplace creativity and innovation research. He conducts research into innovation and well-being, personnel selection, applicant reactions, and the science—practice divide in industrial, work, and organizational psychology.
ISBN 13: 9780863775253
His research focuses on personnel selection, job performance assessments, and personality testing. He was an associate editor of the International [Page xi] Journal of Selection and Assessment from to and served as its Editor for ten years — He has received the best dissertation award and the early career distinguished scientific contributions award from the Society for Industrial and Organizational Psychology SIOP. He has co-edited a special issue of the International Journal of Selection and Assessment on the role of technology on staffing, and a special issue of the journal Human Performance on the use of cognitive ability tests.
He has published over journal articles and has made conference presentations besides six edited volumes.
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Dr Sinangil's international and national publications exceed 70 as book chapters and conference papers. Her ongoing research projects, either with international collaboration or alone include expatriate management, organizational culture and change, and performance appraisal and selection. Sara M. She has a keen interest in organizational justice in the context of personnel selection and promotion, new technology in personnel selection e. Her research has been published in refereed international journals such as Journal of Management and International Journal of Selection and Assessment.
Talya N. She conducts research about relationships at work. She is the former Editor of the Journal of Management. She has worked with dozens of government, Fortune , and start-up organizations and has been a Visiting Scholar in France, Spain, and at Google Headquarters in Mountain View, California.
Margaret E. Margaret's research examines the influence of individual differences in age, gender, abilities, and motivation as related to success in educational and organizational environments. He has research interests in the areas of micro political processes in organizations, leadership, mentoring, personality, and job performance.
John P. From — he was the principal scientist for a series of studies sponsored by the US Army Research Institute directed at the development of selection and classification systems aka Project A. Dunnette, E. Lawler, and K. Weick , a citation classic; as well as a recent chapter with B. Numeric literacy suggests the developmental span was 45 years. His research interests include group processes, work design, and positive workplace behaviors including prosociality, proactivity, and creativity. Brian S. His research examines how organizations can best use personality measures to solve workplace challenges, particularly in employee selection and development.
In current and ongoing research, he has used personality ratings from others e. His research focuses on the role of personality, intelligence, and other human capital variables in determining creativity, performance, and counterproductive behaviors among employees. He frequently publishes in leading peer-reviewed journals in psychology and management and has received numerous awards from the Society for Industrial and Organizational Psychology, the Human Resources Research Organization, the Eastern Academy of Management, and the International Personnel Assessment Council, among others.
He has served on several editorial boards of scientific journals and is the current Editor-in-Chief of the International Journal of Selection and Assessment. In addition to research, Stephan consults for US and international multinational corporations to develop cutting-edge recruitment and talent management systems. He has served as an expert for establishing guidelines on background checks, cybervetting, and integrity assessment for various law enforcement and government entities in the US and Europe, as well as public companies in Latin America, Asia, and Africa.
He has research interests in the areas of social influence processes in human resources systems. He has been the recipient of a number of distinctions and honors: In , he was the recipient of the Heneman Career Achievement Award, and in , he received the Thomas A. Rachel E. Her primary research interests involve how individuals get ahead at work with an emphasis on topics such as organizational politics, social influence processes, constructive and destructive forms of leadership, and relational dynamics.
Casey Giordano is a doctoral student in the Industrial-Organizational Psychology program at the University of Minnesota. He studies counterproductive work behaviors, individual differences, and psychometrics. He has presented his research at national and international conferences and applied his work to non-profit and municipal organizations.
Jessica Grazi , head of the Personnel Development Division at Justus-Liebig-University Giessen Germany , is concerned with the conception, implementation, and evaluation of strategic personnel development measures for various groups of employees within the university. She has studied Psychology in Germany, the Netherlands, and Israel and has held a teaching position in research methods at the University Bielefeld Germany. Past research has been published in Human Performance.
Jo-Ida C. Her research focuses on vocational psychology and career development and more specifically on the assessment of vocational and leisure interests. Michael B. His research focuses on job performance, individual differences in personality, personnel selection, and motivation and has been published in outlets including the Journal of Occupational and Organizational Psychology , Human Resource Management Review , European Journal of Work and Organizational Psychology , and Journal of Public Administration Research and Theory.
Scott is currently interested in better understanding employer and professional resistance to decision aids for improving hiring decisions. Jason L. More specific areas of interest include personality's influence on adaptive performance at work, training processes and subsequent transfer of training to novel contexts and tasks, and cultural influences on individual-level work phenomena.
He also conducts methodological research on insufficient effort responding. Ute R. She is interested in how individuals can address the daily demands of work effectively, while remaining healthy [Page xv] and satisfied with their work. She studies occupational health-related topics including emotional labor, recovery from work, and the role of mindfulness for employee health and well-being. She currently serves on various editorial boards, including the Journal of Applied Psychology and Journal of Business and Psychology. His research examines numerous areas related to human resources and organizational behavior, such as personality, leadership, motivation, job attitudes, moods and emotions, and citizenship behaviors.
Dustin K. His research interests include individual and team adaptive performance, self-regulation, and team effectiveness. Her research addresses personnel selection and performance as well as career self-management in the face of career transitions. Jack W. His research interests focus on talent management, including the acquisition, development, and retention of human capital.
Nathan R. Kuncel is the Marvin D. Prior to returning to the University of Minnesota he was faculty at the University of Illinois. Nathan's research generally focuses on how individual characteristics intelligence, personality, interests influence subsequent work, academic, and life success as well as efforts to model and measure success. Recently his research has examined the meaning and measurement of critical thinking, effective measurement of inter and intrapersonal characteristics, and the effects of judgment and decision making on the utility of admissions and hiring decisions.
He has research interests in leadership and job recruitment. Rodney L. He is the author or editor of 13 books, has published over peer-reviewed articles and chapters, and has made hundreds of professional presentations all over the world. Julie M. Her PhD is in Industrial-Organizational Psychology and her primary area of research is in the realm of personnel selection, with a focus on job applicant reactions to standardized selection tests.
She also investigates the broader construct of employee well-being, concentrating on the reduction of workplace anxiety and the enhancement of work recovery. She currently sits on the editorial boards of the Journal of Applied Psychology and the Journal of Business and Psychology.
In the corporate sector, Julie has developed performance management systems, personnel selection tools, and training programs. Brittany K. Her research focuses on predicting and conceptualizing counterproductive work behaviors. She also has a strong interest in measurement issues and bias in employment decisions. Her most recent projects focus on the assessment and reduction of employee counterproductivity involving information and communications technology cyber-CWB. Her research has been published in peer-reviewed journals, and she is a frequent presenter at international conferences, including the Society for Industrial and Organizational Psychology and Academy of Management.
Mindy K. Her research focuses on work stress, counterproductive work behavior, job insecurity, adaptability, and interpersonal interactions at work. She is also interested in the impact of economic conditions and the changing nature of work on employee well-being and behavior.
Recent projects sponsored by UK central and local government, political parties, and the Economic and Social Research Council include studies investigating the impact of party selection procedures on candidate diversity, psychological and behavioral predictors of electoral success, and the socialization of newly elected Members of Parliament in the UK, New Zealand and Iceland. He has research expertise on topics such as behavior genetics, job search and re-employment, leadership, work—family balance, and emotion.