دانلود کتاب Oxford Handbook of Personnel Assessment and Selection

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