This book 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.
Content:
Front Matter
• Table of Contents
•Part I. Introduction and Overview 1. Conceptual Outline of the Handbook of Assessment and Selection
•Part II. Historical and Social Context of Selection and the Nature of Individual Differences 2. A History of Personnel Selection and Assessment
3. Individual Differences
4. The Social and Organizational Context of Personnel Selection
5. Employee Recruitment: Current Knowledge and Suggestions for Future Research
•Part III. Research Strategies 6. The Concept of Validity and the Process of Validation
7. Job Analysis for Knowledge, Skills, Abilities, and other Characteristics, Predictor Measures, and Performance Outcomes
8. Organizational Strategy and Staffing
9. Meta-Analysis as a Validity Summary Tool
•Part IV. Individual Difference Constructs 10. Cognitive Abilities
11. Nature and Use of Personality in Selection
12. Person-Environment Fit in the Selection Process
13. The Assessment of Physical Capabilities in the Workplace
14. Using Composite Predictors in Personnel Selection
•Part V. Measures of Predictor Constructs 15. The Selection Interview from the Interviewer and Applicant Perspectives: Can't Have One without the other
16. Background Data: Use of Experiential Knowledge in Personnel Selection
17. Simulations
18. Individual Psychological Assessment
19. Self-Reports for Employee Selection
20. Predictive Bias in Work and Educational Settings
21. Web-Based Assessments
•Part VI. Performance and Outcomes Assessment 22. Supervisory Performance Ratings
23. The Use of Objective Measures as Criteria in I/O Psychology
24. A Review of Citizenship and Counterproductive Behaviors in Organizational Decision-Making
25. Assessment of Voluntary Turnover in Organizations: Answering the Questions of Why, Who, and How Much
26. Adaptive Performance and Trainability as Criteria in Selection Research
27. Occupational Safety
•Part VII. Societal and Organizational Constraints on Selection 28. Applicant Reactions to Testing and Selection
29. Multilevel Selection and the Paradox of Sustained Competitive Advantage
30. Legal Constraints on Personnel Selection Decisions
31. Time in Personnel Selection
32. Personnel Selection across the Globe
33. Employee Value: Combining Utility Analysis with Strategic Human Resource Management Research to Yield Strong Theory
34. "Retooling" Evidence-Based Staffing: Extending the Validation Paradigm Using Management Mental Models
35. Workplace Diversity
36. Team Selection
37. Selection Out: How Firms Choose Workers to Lay Off
38. Contingent Workers: Who are They and How Can We Select Them for Success?
•Part VIII. Implementation and Sustainability of Selection Systems 39. Implementation Issues in Employee Selection Testing
40. The Life Cycle of Successful Selection Programs
•Part IX. Conclusions and Future Directions 41. Theoretical and Practical Issues: Research Needs
Index