By Neil Anderson Olga Smit-voskuijl
The Blackwell guide of group of workers choice offers a state of the art evaluation of concept, learn, perform within the box of choice and evaluation. stories learn and functional advancements in the entire major choice equipment, together with interviews, psychometric assessments, review centres, and paintings pattern checks. Considers choice from the organization’s and the applicant’s viewpoint, and covers using new expertise in choice and adversarial influence concerns. every one part contains contributions from the world over eminent authors established in North the USA and Europe.
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The Blackwell guide of body of workers choice presents a cutting-edge assessment of idea, study, perform within the box of choice and evaluation. studies examine and functional advancements in the entire major choice tools, together with interviews, psychometric checks, evaluate centres, and paintings pattern checks.
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Additional info for The Blackwell Handbook of Personnel Selection (Blackwell Handbooks in Management)
R. (1994, April). The content and process of the research enterprise within industrial and organizational psychology. Presidential address to the Society for Industrial and Organizational Psychology conference, Nashville, TN. Salgado, J. F. (1997). The five factor model of personality and job performance in the European Community. Journal of Applied Psychology, 82, 30–43. Salgado, J. F. (2001). Some landmarks of 100 years of scientific personnel selection at the beginning of the new century. International Journal of Selection and Assessment, 9, 3–8.
It is therefore timely to call for 19 greater attention to be given to research–practice relations in selection psychology, the present chapter being one attempt to highlight the importance of these issues. Two directions for future research and major lines of enquiry seem particularly valuable at the present juncture – research into practitioner beliefs and strategies of persuasion, and validation research into the effectiveness of Continuing Professional Development (CPD) training interventions in IWO psychology internationally.
In fact, this example is particularly apt as utility analysis models are founded upon the notion that HR practitioners choose between different selection methods largely on rational-economic criteria (Boudreau, Sturman, & Judge, 17 1997). , in press; Latham & Whyte, 1994). In the Latham and Whyte (1994) study, 143 experienced HR and line managers evaluated the persuasiveness of utility analysis outputs (dollar savings) compared with more general, narrative information on the benefits of different selection methods.