By Michael G. Aamodt
Notable a stability among study, concept, and alertness, the 6th variation of INDUSTRIAL/ORGANIZATIONAL PSYCHOLOGY: AN utilized procedure prepares readers for his or her destiny careers via a mix of scholarship, humor, case reviews, and sensible purposes. Readers will see the relevance of industrial/organizational psychology their daily lives via such useful purposes as the best way to write a resume, live to tell the tale an employment interview, write a task description, create a functionality appraisal software, and encourage staff. Charts and tables simplify such advanced concerns as employment legislation, activity delight, paintings motivation and management.
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Extra resources for Industrial Organizational Psychology: An Applied Approach
The leading journals in I/O psychology are the Journal of Applied Psychology, Personnel Psychology, Academy of Management Journal, Academy of Management Review, and Organizational Behavior and Human Decision Processes (Zickar & Highhouse, ). Fortunately, many journals are available online, making them much easier to obtain. Bridge publications are designed to “bridge the gap” between academia and the applied world. Articles in these publications are usually written by professors about a topic of interest to practitioners, but they are not as formal or statistically complex as articles in journals.
Another method of conducting research is to ask people their opinion on some topic. Surveys might ask employees about their attitudes toward the organization, HR directors about their opinions regarding the best recruitment method, or managers about the success of their child-care centers. Surveys can be conducted by mail, personal interviews, phone, fax, email, Internet, or magazines. The method chosen depends on such factors as sample size, budget, amount of time available to conduct the study, and need for a representative sample.
Surveys can be conducted by mail, personal interviews, phone, fax, email, Internet, or magazines. The method chosen depends on such factors as sample size, budget, amount of time available to conduct the study, and need for a representative sample. For example, mail surveys are less expensive and time-consuming than personal interviews but result in lower response rates and, at times, lower-quality answers. Email surveys are inexpensive but are limited to people who have email (not a representative sample), are more subject to size and format restrictions, and result in lower response rates than mail surveys (Czaja & Blair, ).