Syllabus

 

Course Outline, Reading List, and References

REQUIRED TEXT:

Cascio, W. F., & Aguinis, H. (2011).  Applied psychology in human resource management (7th ed.).  Upper Saddle River, NJ: Prentice Hall.  [ISBN-13: 978-0-13-609095-3]

Note.  There is an 8th (2018) edition this book—Applied psychology in talent management, Sage Publishing, ISBN: 9781506375915.  If you get this edition, make sure you read the correction sections since the corresponding page number listed for the specified topics will be differentou do.

GENERAL REFERENCES:
These are sources that you will need and use throughout both your graduate and professional careers so it is a good idea to get them or at least ensure that you have ready access to them until you do.

American Educational Research Association, American Psychological Association, & National Council on Measurement in Education (AERA, APA, & NCME). (2014).  Standards for educational and psychological testing.  Washington, DC: American Educational Research Association.

American Psychological Association. (2009).  Publication manual for the American Psychological Association (6th ed.).  Washington, DC: Author.

American Psychological Association. (2002).  Ethical principles of psychologists and code of conduct.  American Psychologist, 57, 1060-1073.

Department of Labor.  O*NET.  http://online.onetcenter.org/

Dictionary of Occupational Titles.  http://www.occupationalinfo.org/

Equal Employment Opportunity Commission, Civil Service Commission, Department of Labor, Department of Justice (1978).  Adoption by four agencies of uniform guidelines on employee selection procedures.  Federal Register, 43, 38290-38315.

Equal Employment Opportunity Commission, Civil Service Commission, Department of Labor, Department of Justice (1979).  Interpretation and clarification of the Uniform Employee Selection Guidelines.  Federal Register, 44, 11996-12009.

Equal Employment Opportunity Commission, Civil Service Commission, Department of Labor, Department of Justice (1980).  Adoption of additional questions and answers to clarify and provide a common interpretation of the Uniform Guidelines on employee Selection Procedures.  Federal Register, 45, 29529-29531.

Gatewood, R. D., Feild, H. S., & Barrick, M. (2011).  Human resource selection (7^th ed.).  Mason, OH: South-Western College Publishing.

Guion, R. M. (2011).  Assessment, measurement, and prediction for personnel decisions (2^nd ed.).  New York: Routledge.

Highouse, S., Doverspike, D., & Guion, R. M. (2016).  Essentials of personnel assessment and selection (2nd ed.).  New York: Routledge.

Muchinsky, P. M., & Culbertson, S. S. (2015).  Psychology applied to work (11^th ed.). Summerfield, NC: Hypergraphics Press.

Society for Industrial and Organizational Psychology, Inc (2003).  Principles for the validation and use of personnel selection procedures (4^th Ed.).   Bowling Green, OH: Author.

The Civil Rights Act of 1964.

The Civil Rights Act of 1991.

 

1.  What is I/O Psychology, What do I/O Psychologists do, And Licensure and Ethical issues IN I/O Psychology

Cascio & Aguinis, Chapters 1 and 3; and Chapter 18.

Highouse, S. (2007). Where did this name come from anyway? A brief history of the I-O label. The Industrial-Organizational Psychologist, 45(1), 53-56. 

Lefkowitz, J. (2005).  The values of industrial-organizational psychology: Who are we?  The Industrial- Organizational Psychologist, 43(2), 13-20.

Ryan, A. M. (2003).  Defining ourselves: I-O psychology's identity quest.  The Industrial Organizational-Psychologist, 41(1), 21-33.

Ryan, A. M., & Ployhart, R. E. (2014).  A century of selection.  Annual Review of Psychology, 65, 693-717.  [Since this article is a review of personnel psychology in general, treat this as a general reference and source for all sibsequent sections in this syllabus.  However, I am not repeating it after each section.]

Society for Industrial and Organizational Psychology (2017).  Income & employment report: 2016.  Bowling Green, OH: Author.

Vinchur, A. J., & Koppes, L. L. (2011).  A historical survey of research and practice in Industrial and Organizational Psychology.  In S. Zedeck (Ed.), APA handbook of industrial and organizational psychology: Volume 1, Building and developing the organization (pp. 3-36).  Washington, DC: APA.

2.  Job Analysis

Cascio & Aguinis,  Chapter 9.

Department of Labor.  O*NET.  http://online.onetcenter.org/

Dictionary of Occupational Titles.  http://www.occupationalinfo.org/

Doverspike, D., & Arthur, W., Jr. (2012).  The role of job analysis in test selection and development.  In M. A. Wilson, W. Bennett, Jr., S. G. Gibson, & G. M. Alliger (Eds.), The handbook of work analysis in organizations: The methods, systems, applications, and science of work measurement in organizations (pp. 381-399).  New York: Routledge/Psychology Press.

Morgeson, F. P., & Dierdorff, E. C. (2011).  Work analysis: From technique to theory.  In S. Zedeck (Ed.), APA handbook of industrial and organizational psychology: Volume 2, Selecting and developing members for the organization (pp. 3-41).  Washington, DC: APA.

3.  MEASUREMENT (TEST SCORE RELIABILITY AND VALIDITY), Testing, and Making selection decisions

Cascio & Aguinis, Chapters 6, 7, 8, and 14 (pp. 315-332).

Arthur, W., Jr. (2014).  Research methods.  Presentation at the Texas A&M University I/O Psychology Colloquium Series.

Binning, J. F., & Barrett, G. V. (1989).  Validity of personnel decisions: A conceptual analysis of the inferential and evidential bases.  Journal of Applied Psychology, 74, 478-494.

Guion, R. M. (2002).  Validity and reliability. In S. G. Rogelberg (Ed.), Handbook of research methods in industrial and organizational psychology (pp. 58-76).  Malden, MA: Blackwell Publishers Ltd.

Johnson, J. W., Steel, P., Scherbaum, C. A., Hoffman, C.C., Jeanneret, P. R., & Foster, J. (2010).  Validation is like motor oil: Synthetic is better.  Industrial and Organizational Psychology, 3, 305-328.

Messick, S. (1995).  Validity of psychological assessment: Validation of inferences from persons' responses and performances as scientific inquiry into score meaning.  American Psychologist, 50, 741-749.

Pedhazer, E. J., & Schmelkin, L. P. (1991).  Measurement, design, and analysis: An integrated approach.  Hillsdale, NJ: LEA.  (Validity, pp. 223-233.) 

Schmitt, N., & Sinha, R. (2011). Validation support for selection procedures.  In S. Zedeck (Ed.), APA handbook of industrial and organizational psychology: Volume 2, Selecting and developing members for the organization (pp. 399-420).  Washington, DC: APA.

4.  PREDICTOR ConstructS AND PREDICTOR Methods

Arthur, W., Jr., Atoba, O. A., Keiser, N. L., Cho, I, & Edwards, B. D. (2018).  An examination of the effectiveness of the predictor method-change approach to reducing subgroup differences.  Manuscript submitted for publication.

Arthur, W., Jr., & Villado, A. J. (2008).  The importance of distinguishing between constructs and methods when comparing predictors in personnel selection research and practice.  Journal of Applied Psychology, 93, 435-442.

Lievens, F., & Sackett, P. R. (2017).  The effects of predictor method factors on selection outcomes: A modular approach to personnel selection procedures.  Journal of Applied Psychology, 102, 43-66.

Schmidt, F. L., & Hunter, J. E. (1998).  The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings.  Psychological Bulletin, 124, 262-274.

Schmitt, N. (2014).  Personality and cognitive ability as predictors of effective performance of work.  Annual Review of Organizational Psychology and Organizational Behavior, 1, 45-65.

5.  Criteria (WORK PerformancE), AND PERFORANCE APPRAISAL

Cascio & Aguinis, Chapters 4 and 5.

Campbell, J. P., & Wiernik, B. M. (2015). The modeling and assessment of work performance.  Annual Review of Organizational Psychology and Organizational Behavior, 2, 47-74.

Carpenter, N. C., & Arthur, W., Jr. (2013).  The conceptual versus empirical distinctiveness of work performance constructs: The impact of work performance items.  In D. Svyantek, & K. Mahoney (Eds.), Received wisdom, kernels of truth, and boundary conditions in organizational studies (pp. 39-53).  Charlotte, NC: Information Age Publishing.

DeNisi, A. S., & Murphy, K. R. (2017).  Performance appraisal and performance management: 100 years of progress?  Journal of Applied Psychology, 102, 421-433.

DeNisi, A. S., & Sonesh, S. (2011).  The appraisal and management of performance at work.  In S. Zedeck (Ed.), APA handbook of industrial and organizational psychology: Volume 2, Selecting and developing members for the organization (pp. 255-279).  Washington, DC: APA.

Roch, S. G., Woehr, D. J., Mishra, V., & Kieszczynaska, U. (2012).  Rater training revisited: An updated meta-analytic review of frame-of-reference training.  Journal of Occupational and Organizational Psychology, 85, 370-395.

Wildman, J. L., Bedwell, W. L., Salas, E., & Smith-Jenstch, K. A. (2011). Performance measurement at work: A multilevel perspective. In S. Zedeck (Ed.), APA handbook of industrial and organizational psychology: Volume 1, Building and developing the organization (pp. 303-341). Washington, DC: APA.

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6.  SUBGROUP DIFFERENCES, ADVERSE IMPACT, AND EEO AND LEGAL ISSUEs

Cascio & Aguinis, Chapter 2.

Arthur, W., Jr., Doverspike, D., Barrett, G. V., & Miguel, R. (2013).  Chasing the Title VII Holy Grail: The pitfalls of guaranteeing adverse impact elimination.  Journal of Business and Psychology, 28, 473-485.

Arthur, W., Jr., Woehr, D. J. (2013).  No steps forward, two steps back: The fallacy of trying to "eradicate" adverse impact?  Industrial and Organizational Psychology: Perspectives on Science and Practice, 6, 438-442.

Berry, C. M. (2015).  Differential validity and differential prediction of cognitive ability tests: Understanding test bias in the employment context.  Annual Review of Organizational Psychology and Organizational Behavior, 2, 435-463.

Johns, M., Schmader, T., & Martens, A. (2005).  Knowing is half the battle: Teaching stereotype threat as a means of improving women's math performance.  Psychological Science, 16, 175-179.

Krendl, A. C., Richeson, J. A., Kelley, W. M., & Heatherton, T. F. (2008).  The negative consequences of threat: A functional magnetic resonance imaging investigation of the neural mechanisms underlying women's underperformance in math.  Psychological Science, 19, 168-175.

Landy, F. (2008).  Stereotypes, bias, and personnel decisions: Strange and stranger.  Industrial and Organizational Psychology: Perspectives on Science and Practice, 1, 379-392   [plus commentaries and response, pp.  393-453].

Oswald, F. L., Mitchell, G., Blanton, H., Jacard, J., & Tetlock, P. E. (2013).  Predicting ethnic and racial discrimination: A meta-analysis of IAT criterion studies.  Journal of Applied and Social Psychology, 105, 171-192.

Ployhart, R. E., & Holtz, B. C. (2008).  The diversity-validity dilemma: Strategies for reducing racioethnic and sex subgroup differences and adverse impact in selection.  Personnel Psychology, 61, 153-172.

 
7.  Meta-analysis and Validity Generalization

Cascio & Aguinis, Chapter 7 ( pp. 158-165).

Aguinis, H., Pierce, C. A., Bosco, F. A., Dalton, D. R., & Dalton, C. M. (2011).  Debunking myths and urban legends in meta-analysis.  Organizational Research Methods, 14, 306-331.

Arthur, W., Jr., Bennett, W., Jr., & Huffcutt, A. I. (2001).  The theory of meta-analysis—Sampling error and the law of small numbers.  In W. Arthur, Jr., W. Bennett, Jr., & A. I. Huffcutt.  Conducting meta-analysis using SAS (pp. 5-20).  Mahwah, NJ: LEA.

Glass, G. V. (1999, July 15).  Meta-analysis at 25.  Paper presented to Office of Special Education Programs Research Project Directors' Conference, U.S. Department of Education.  Washington D.C.

Huffcutt, A. I. (2002).  Research perspectives on meta-analysis.  In S. G. Rogelberg (Ed.), Handbook of research methods in industrial and organizational psychology (pp. 198-215).  Malden, MA: Blackwell Publishers Ltd.

8.  Utility analysis

Cascio & Aguinis, Chapter 14 (pp. 332-342).

Cascio, W. F., & Boudreau, J. W. (2011).  Utility of selection systems: Supply-chain analysis applied to staffing decisions.  In S. Zedeck (Ed.), APA handbook of industrial and organizational psychology: Volume 2, Selecting and developing members for the organization (pp. 303-341).  Washington, DC: APA.

Highhouse, S. (2008).  Stubborn reliance on intuition and subjectivity in employee selection.  Industrial and Organizational Psychology: Perspectives on Science and Practice, 1, 333-342.

Kim, Y., & Ployhart, R. E. (2013).  The effects of staffing and traiing on firm productivity and profit growth before, during, and after the great recession.  Journal of Applied Psychology, 99, 361-389.

9. Recruitment and Initial Screening

Cascio & Aguinis, Chapter 11.

Breaugh, J. A. (2013).  Employee recruitment.  Annual Review of Psychology, 64, 389-416.

Dineen, B. R., & Soltis, S. M. (2011).  Recruitment: A review of research and emerging issues.  In S. Zedeck (Ed.), APA handbook of industrial and organizational psychology: Volume 2, Selecting and developing members for the organization (pp. 43-66).  Washington, DC: APA.

10. FIT: person-organization fit AND INDIVIDUAL ASSESSMENT

Kristof-Brown, A., & Guay, R. P. (2011).  Person-environment fit.  In S. Zedeck (Ed.), APA handbook of industrial and organizational psychology: Volume 3, Maintaining, expanding, and contracting the organization (pp. 3-50). Washington, DC: APA.

Silzer, R., Jeanneret, R. (2011).  Individual psychological assessment: A practice and science in search of common ground.  Industrial and Organizational Psychology, 4, 270-296.  [See commentaries as well.]

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 11. PREDICTORS BASED ON PERSONAL AND HISTORICAL INFORMATION
(e.g., Biodata, Background and Credit Checks, References, and Letters of Recommendation)

Cascio & Aguinis, Chapter 12 (pp. 253-260).

Henle, C. A., Dineen, B. R., & Duffy, M. K. (2017).  Assessing intentional resume deception: Development and nomological network of a resume fraud measure.  Journal of Business and Psychology.  doi.org/10.1007/s10869-017-9527-4

Stokes, G. S., & Cooper, L. A. (2004).  Biodata.  In M. Hersen, & J. C. Thomas (Eds.), Comprehensive handbook of psychological assessment: Volume 4, Industrial and organizational assessment (pp. 243-268).  NY: John Wiley & Sons, Inc.

Waung, M., McAuslan, P., DiMambro, J. M., Miegoc, N. (2017).  Impression management use in resumes and cover letters.  Journal of Business and Psychology, 32, 727-747.

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12. Training and Experience

Cascio & Aguinis, Chapter 12 (pp. 263-264).

Levine, E. L., Ash, R. A., & Levine, J. D. (2004).  Judgmental assessment of job-related experience, training, and education for use in human resource staffing.  In M. Hersen, & J. C. Thomas (Eds.), Comprehensive handbook of psychological assessment: Volume 4, Industrial and organizational assessment (pp. 269-296).  NY: John Wiley & Sons, Inc.

U. S. Merit Systems Protection Board. (2014).  Evaluating job applicants: The role of training and experience.  Washington, DC: Author.

13. Employment Interviews

Cascio & Aguinis, Chapter 12 (pp. 268-279).

Huffcutt, A. I., & Culbertson, S. S. (2011).  Interviews. In S. Zedeck (Ed.), APA handbook of industrial and organizational psychology: Volume 2, Selecting and developing members for the organization (pp. 185-203).   Washington, DC: APA.

Levashina, J., Hartwell, C. J., Morgeson, F. P., & Campion, M. A. (2014).  The structured employment interview: Narrative and quantitative review of the research literature.  Personnel Psychology, 67, 241-293.

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14. Assessment Centers

Cascio & Aguinis, Chapter 13 (pp. 303-311).

Arthur, W., Jr., & Day, E. A. (2011).  Assessment centers.  In S. Zedeck (Ed.), APA handbook of industrial and organizational psychology: Volume 2, Selecting and developing members for the organization (pp. 205-235). Washington, DC: APA.

Meriac, J. P., Hoffman, B. J., & Woehr, D. J. (2014).  A conceptual and empirical review of the struture of assessment center dimensions.  Journal of Management, 40, 1269-1296.

Sackett, P. R., Shewach, O. R., & Keiser, H. N. (2017).  Assessment center versus cognitive ability: Challenging the conventional wisdom on criterion-related validity.  Journal of Applied Psychology, 102, 1435-1447.

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15. Personality, Honesty, and Integrity Testing

Cascio & Aguinis, Chapter 13 (pp. 267-268, 287-291).

Hough, L. M., Oswald, F. L., & Ock, J. (2015).  Beyond the Big Five: New directions for personality research and practice in organizations.  Annual Review of Organizational Psychology and Organizational Behavior, 2, 183-209.

Oswald, F. L. & Hough, L. M. (2011).  Personality and its assessment in organizations: Theoretical and empirical developments.  In S. Zedeck (Ed.), APA handbook of industrial and organizational psychology: Volume 2, Selecting and developing members for the organization (pp. 153-184).  Washington, DC: APA.\

Sackett, P. R., & Walmsley, P. T. (2014).  Which personality attributes are most important in the workplace?  Psychological Science, 9, 538-551.

Schmitt, N. (2014).  Personality and cognitive ability as predictors of effective performance of work.  Annual Review of Organizational Psychology and Organizational Behavior, 1, 45-65.

Van Iddekinge, C. H., Roth, P. L., Raymark, P. H., & Odle-Dusseau, H. N. (2012).  The criterion-related validity of integrty tests: An updated meta-analysis.  Journal of Applied Psychology, 97, 499-530.

 

16. Drug Testing

Cascio & Aguinis, Chapter 12 (pp. 265-267).

Arthur, W., Jr., & Doverspike, D. (1997).  Employment-related drug testing: Idiosyncratic characteristics and issues. Public Personnel Management, 26, 77-87.

Frone, M. R. (2006).  Prevalence and distribution of illicit drug use in the workforce and in the workplace: Findings and implications from a U. S. national survey.  Journal of Applied Psychology, 91, 856-869.

17. SITUATIONAL JUDGMENT TESTS

Arthur, W., Jr., Glaze, R. M., Jarrett, S. M., White, C. D., & Taylor, J. E. (2014).  Coparative evaluation of three situational judgment test response formats in terms of construct-related validity, subgroup differences, and susceptibility to response distortion.  Journal of Applied Psychology, 99, 335-345.

Motwidlo, S. J., Ghosh, K., Mendoza, A. M., Buchanan, A. E., & Lerma, M. N. (2016).  A content-independent situational judgment test to measure prosocial implicit trait policy.  Human Performance, 29, 331-346.

Weekly, J., Hawkes, B., Guenole, N., & Ployhart, R. E. (2015).  Low fidelity simulations.  Annual Review of Organizational Psychology and Organizational Behvior, 2, 295-322.

 

18. USE OF TECHNOLOGY-MEDIATED/ENHANCED ASSESSMENTS AND SOCIAL MEDIA IN EMPLOYMENT-RELATED TESTING AND ASSESSMENT

Arthur, W., Jr., Doverspike, D., Munoz, G. J., Taylor, J. E., & Carr, A. E. (2014).  The use of mobile devices in high-stakes remotely delivered assessments and testing.  International Journal of Selection and Assessment, 22, 113-123.

Arthur, W., Jr., & Glaze, R. M. (2011).  Cheating and response distortion on remotely delivered assessments.  In N. Tippins, & S. Adler (Eds.), Technology-enhanced assessment of talent (pp. 99-152).  San Francisco, CA: Jossey-Bass.

Arthur, W., Jr.,  Keiser, N., & Doverspike, D. (2017).  An information processing-based conceptual framework of the effects of unproctored internet-based testing devices on scores on employment-related assessment and tests.  Human Performance.  doi:10.1080/08959285.2017.1403441

Arthur, W., Jr.,  & Traylor, Z. (in press).  Mobile assessment in personnel testing: Theoretical and practical implications.  In R. N. Landers (Ed), The Cambridge handbook of technology and employee behavior.  Cambridge, UK: Cambridge University Press.

Chambers, R., & Winter, J. (2017).  Social media and selection: A brief history and practical recommendations.  Bowling Green, OH: SIOP.

Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015).  The influence of technology on the future of human resource management.  Human Resource Management Review, 25, 216-231.

Stoughton, J. W., Thompson, L. F., & Meade, A. W. (2015).  Examining applicant reactions to the use of social networking websites in pre-employment screening.  Journal of Business and Psychology, 30, 73-88.

Van Iddekinge, C. H., Lanivich, S. E., Roth, P. L., & Junco, E. (2016).  Social media for selection?  Validity and adverse impact potential of a Facebook-based assessment.  Journal of Management, 42, 1811-1835.

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19. TRAINING AND DEVELOPMENT IN ORGANIZATIONS

Cascio & Aguinis, Chapters 15 and 16.

Bradford S. Dell, Tannenbaum, S. I., Ford, J. K., Noe, R. A., & Kraiger, K. (2017).  100 years of training and development research: What we know and where we should go.  Journal of Applied Psychology, 102, 305-323.

Brown, K. G., & Sitzman, T. (2011).  Training and employee development for improved performance.  In S. Zedeck (Ed.), APA handbook of industrial and organizational psychology: Volume 2, Selecting and developing members for the organization (pp. 469-503).  Washington, DC: APA.

Noe, R. A., Clarke, A. D. M., $ Klein, H. J. (2014).  Learning in the twenty-first-century workplace.  Annual Review of Organizational Psychology and Organizational Behavior, 1, 245-275.