In writing this book, I tried to strike a balance between research, theory, and. I/O Psychology, and Human An Introduction to Industrial and Organizational. How has I/O psychology evolved from the early s to the present day? • What is human . workplace. Figure Specialties within industrial/organizational psychology. tion and stress (Aamodt, ; Saal and Knight, ). Training . Industrial/Organizational Psychology: An Applied Approach, Seventh Edition. Michael G. Aamodt. Publisher: Jon-David Hague. Senior Acquisitions Editor.

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Industrial/Organizational Psychology: An Applied Approach | 8th Edition. Michael G. Aamodt. View as Instructor. Product cover for Industrial/Organizational. Find all the study resources for Industrial/Organizational Psychology: an Applied Approach by Michael G. Aamodt. Glossary. References. Name Index. Subject Index. Michael G. Aamodt. Industrial/organizational psychology. An applied approach.

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Industrial/Organizational Psychology: An Applied Approach

Community Reviews. Showing Rating details. Sort order. Sep 05, Ernest rated it liked it Shelves: Read up to chapter A lot of stuff you can't apply in the Philippine setting e.

The role of the I/O psychologist in police psychology

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Cyr rated it it was amazing Jul 24, Signature use words such as cordially 6. Interviewer-interviewee Similarity AVOID sounding so desperate and dont beg Interviewee will receive higher score if he or she is similar to the interviewer in terms of personality, attitude, AVOID grammar and spelling errors gender, race.

AVOID officious words or phrases 7. Clarifiers clarify information in the resume, cover letter application etc. Must be attractive and easy to read 2.

Disqualifiers questions must be answered a particular way or the applicant is disqualified 2. Cannot contain typing, spelling, grammatical, or factual mistakes 3. Skill-level determiners tan an interviewees level of expertise 3. Should make the applicant look as qualified as possible 4.

Future-focused questions situational questions , ask an applicant what she would do in a particular situation Types of Resume 5. Past-focused questions patterned behavior description interviews focus on previews behavior rather than future intended 1.

Chronological resume list previous jobs in order from the most to the least recent behavior 2. Functional resume organizes jobs based on the skills required to perform them rather than the order in which they were Creating a Scoring Key for an Interview Answers worked 1.

Psychological resume contains the strengths of both the chronological and functional styles and based on sound 2. Typical Answer Approach to creat a list of all possible answers to each questions, and have SMEs rate the favorableness of psychological theory and research each answer then use these ratings to serve as benchmarks Impression-formation principles of priming Primacy Short-term memory Should also contain information about either education or experience.

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Includes role plays, work samples, place an REFERENCE the expression of an opinion, either orally or through a written checklist, regarding an applicants ability, applicant in a situation that is similar as possible to one that will be encountered on the job previous performance, work habits etc. Good predictor of job performance and best predictor of future employee tenure.

MMPI Hogan a.

Leniency most of the recommendations are positive Openness bright, inquisitive c. Negligent reference if a company fails to divulge a fact to other company Conscientiousness reliable, dependable d. Knowledge of the applicant the person writing the letter often does not know the applicant well Extraversion outgoing, friendly e.

Reliability involves lack of agreement between two people who provide references for the same person. Letters of Agreeableness works well with others, team player recommendation may say more about the person writing the letter than about the person for whom it is being Emotional Stability not anxious, tense written o For psychopathology determine whether individuals have serious psychological problems f.

Industrial/Organizational Psychology

Extraneous factors the method used by the letter writer is often more important than the actual content. Thus Projective tests letters of recommendations often are not great predictors of performance.Plus, we regularly update and improve textbook solutions based on student ratings and feedback, so you can be sure you're getting the latest information available. And that's all done. Other Editions Strictness error - a rater consistently gives all employees low ratings, regardless of their actual levels Supervisors most common type of performance appraisal.

Over , specific notes are at your disposal. Commonly used because they are excellent predictor of employee performance.

Nurul Husna rated it it was amazing Oct 27, Functional resume organizes jobs based on the skills required to perform them rather than the order in which they were Creating a Scoring Key for an Interview Answers worked 1.

Feedback is obtained from multiple sources of performance. So, you won't be bored anymore to choose guide.