OXFORD UNIVERSITY PRESS

The Oxford Handbook of Personnel Assessment and Selection

ISBN : 9780199732579

Price(incl.tax): 
¥31,570
Author: 
Neal Schmitt
Pages
992 Pages
Format
Hardcover
Size
187 x 256 mm
Pub date
Apr 2012
Series
Oxford Library of Psychology
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Employee selection remains an integral role of industrial/organizational psychology. Modern demands on organizations have required adaptations on the part of those responsible for selection programs, and researchers in evaluating the impact of these adaptations as well as their implications for how we view human potential. Many of these developments (web-based assessments, social networking, globalization of organizations, for example) determine in great part the content and focus of many of the chapters in this book. The Oxford Handbook of Personnel Assessment and Selection is organized into seven parts: (1) historical and social context of the field of assessment and selection; (2) research strategies; (3) individual difference constructs that underlie effective performance; (4) measures of predictor constructs; (5) employee performance and outcome assessment; (6) societal and organizational constraints on selection practice; and (7) implementation and sustainability of selection systems. While providing a comprehensive review of current research and practice, the purpose of the volume is to provide an up-to-date profile of each of the areas addressed and highlight current questions that deserve additional attention from researchers and practitioners. This compendium is essential reading for industrial/organizational psychologists and human resource managers.

Index: 

Part One: Introduction and Overview
Conceptual Outline of the Handbook of Assessment and Selection
Neal Schmitt

Part Two: Historical and Social Context of Selection and the Nature of Individual Differences
A History of Personnel Selection and Assessment
Andrew J. Vinchur and Laura L. Koppes Bryan
Individual Differences
Kevin R. Murphy
The Social and Organizational Context of Personnel Selection
Robert E. Ployhart and Benjamin Schneider
Employee Recruitment: Current Knowledge and Suggestions for Future Research
James A. Breaugh

Part Three: Research Strategies
The Concept of Validity and the Process of Validation
Paul R. Sackett, Dan J. Putka, and Rodney A. McCloy
Job Analysis for KSAOs, Predictor Measures, and Performance Outcomes
Michael T. Brannick, Adrienne Cadle, and Edward L. Levine
Organizational Strategy and Staffing
John P. Hausknecht and Patrick M. Wright
Meta-Analysis as a Validity Summary Tool
George C. Banks and Michael A. McDaniel

Part Four: Individual Difference Construct
Cognitive Abilities
Deniz S. Ones, Stephan Dilchert, and Chockalingam Viswesvaran
Nature and Use of Personality in Selection
Murray R. Barrick and Michael K. Mount
Person-Environment Fit in the Selection Process
Cheri Ostroff and Yujie Zhan
The Assessment of Physical Capabilities in the Workplace
Todd A. Baker and Deborah L. Gebhardt
Using Composite Predictors in Personnel Selection
Kate Hattrup

Part Five: Measures of Predictor Construct
The Selection Interview from the Interviewer and Applicant Perspectives:
Can't Have One without the Other
Robert L. Dipboye, Therese Macan, and Comila Shahani-Denning
Background data: Use of experiential knowledge in personnel selection
Michael D. Mumford, Jamie D. Barrett, and Kimberly S. Hester
Simulations
Filip Lievens and Britt De Soete
Individual Psychological Assessment
S. Morton McPhail and P. Richard Jeanneret
Self-Reports For Employee Selection
Paul E. Spector
Predictive Bias in Work and Educational Settings
Nathan R. Kuncel and David M. Klieger
Web-Based Assessments
John C. Scott and Daniel V. Lezotte

Part Six: Performance and Outcomes Assessment
Supervisory Performance Ratings
David J. Woehr and Sylvia Roch
The Use of Objective Measures as Criteria in I/O Psychology
Walter C. Borman and Tiffany N. Smith
A Review of Citizenship and Counterproductive Behaviors in Organizational Decision-Making
Brian J. Hoffman and Stephan Dilchert
Assessment of Voluntary Turnover in Organizations: Answering the Questions of Why, Who, and How Much
Sang Eun Woo and Carl P. Maertz, Jr.
Adaptive Performance and Trainability as Criteria in Selection Research
Elaine D. Pulakos, Rose A. Mueller-Hanson, and Johnathan K. Nelson
Occupational Safety
J. Craig Wallace, Jeffrey B. Paul, Ronald S. Landis, and Stephen J. Vodanovich

Part Seven: Societal and Organizational Constraints on Selection
Applicant Reactions to Testing and Selection
Stephen W. Gilliland and Dirk D. Steiner
Multilevel Selection and the Paradox of Sustained Competitive Advantage
Robert E. Ployhart
Legal Constraints on Personnel Selection Decisions
Arthur Gutman
Time in Personnel Selection
Margaret E. Beier and Phillip L. Ackerman
Personnel Selection across the Globe
Dirk D. Steiner
Employee Value: Combining Utility Analysis with Strategic Human Resource Management Research to Yield Strong Theory
Michael C. Sturman
"Retooling" Evidence-Based Staffing: Extending the Validation Paradigm Using Management Mental Models
John W. Boudreau
Workplace Diversity
Ann Marie Ryan and Charlotte Powers
Team Selection
Frederick P. Morgeson, Stephen E. Humphrey, and Matthew C. Reeder
Selection Out: How Firms Choose Workers to Lay Off
Daniel C. Feldman and Thomas W.H. Ng
Contingent Workers: Who Are They and How Can We Select Them for Success?
Talya N. Bauer, Donald M. Truxillo, Layla R. Mansfield, and Berrin Erdogan

Part Eight: Implementation and Sustainability of Selection Systems
Implementation Issues in Employee Selection Testing
Nancy T. Tippins
The Life Cycle of Successful Selection Programs
Jerard Kehoe, Steven Brown, and Calvin Hoffman
Part Nine: Conclusion and Future Directions
Theoretical and Practical Issues: Research Needs
Neal Schmitt and Catherine Ott-Holland

About the author: 

Neal Schmitt, Ph.D., is University Distinguished Professor of Psychology and Management at Michigan State University.

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