Applied Psychology in Talent Management
Eighth Edition
- Wayne F. Cascio - University of Colorado, Denver, USA
- Herman Aguinis - George Washington University, USA
July 2018 | 616 pages | SAGE Publications, Inc
Now with SAGE Publishing!
In Applied Psychology in Talent Management, world-renowned authors Wayne F. Cascio and Herman Aguinis provide the most comprehensive, future-oriented overview of psychological theories and how those theories impact people decisions in today’s ever-changing workplace. Taking a rigorous, evidence-based approach, the new Eighth Edition includes more than 1,000 new citations from more than 20 top-tier journal articles. The authors emphasize the latest developments in the field—all in the context of historical perspectives. Integrated coverage of technology, strategy, globalization, and social responsibility throughout the text provides students with a holistic view of the field and equips them with the practical tools to create productive, enjoyable work environments.
In Applied Psychology in Talent Management, world-renowned authors Wayne F. Cascio and Herman Aguinis provide the most comprehensive, future-oriented overview of psychological theories and how those theories impact people decisions in today’s ever-changing workplace. Taking a rigorous, evidence-based approach, the new Eighth Edition includes more than 1,000 new citations from more than 20 top-tier journal articles. The authors emphasize the latest developments in the field—all in the context of historical perspectives. Integrated coverage of technology, strategy, globalization, and social responsibility throughout the text provides students with a holistic view of the field and equips them with the practical tools to create productive, enjoyable work environments.
Chapter 1. Organizations, Work, and Applied Psychology
| The Pervasiveness of Organizations |
| Personnel Psychology and Talent Management |
| Plan of the Book |
Chapter 2. The Law and Talent Management
| The United States Legal System |
| Unfair Discrimination: What Is It? |
| Legal Framework for Civil Rights Requirements |
| The US Constitution—Thirteenth and Fourteenth Amendments |
| The Civil Rights Acts of 1866 and 1871 |
| Equal Pay for Equal Work Regardless of Sex |
| Equal Employment Opportunity |
| Age Discrimination in Employment Act of 1967 (As Amended in 1986) |
| The Immigration Reform and Control Act of 1986 |
| The Americans with Disabilities Act (ADA) of 1990, As Amended in 2008 |
| Enforcement of the Laws—Regulatory Agencies |
| Employment Case Law—General Principles |
Chapter 3. People, Decisions, and the Systems Approach
| Costs and Consequences of Decisions—A Way of Thinking |
| A Systems View of the Staffing Process |
Chapter 4. Criteria: Definitions, Measures, and Evaluation
| Definition |
| Job Performance as Criterion |
| Dimensionality of Criteria |
| Challenges in Criterion Development |
| Performance and Situational Characteristics |
| Steps in Criterion Development |
| Evaluating Criteria |
| Criterion Deficiency |
| Criterion Contamination |
| Composite Criterion Versus Multiple Criteria |
| Research Design and Criterion Theory |
| Distribution of Performance and Star Performers |
Chapter 5. Performance Appraisal and Management
| Purposes Served |
| Realities and Challenges of Performance Management Systems |
| Fundamental Requirements of Successful Performance Management Systems |
| Benefits of State-of-the-Science Performance Management Systems |
| Who Shall Rate? |
| Judgmental Biases in Rating |
| Types of Performance Measures |
| Rating Systems: Relative and Absolute |
| Factors Affecting Subjective Appraisals |
| Evaluating the Performance of Teams |
| Rater Training |
| The Social, Emotional, and Interpersonal Context of Performance Management Systems |
| Performance Feedback: Appraisal and Goal-Setting Interviews |
Chapter 6. Measuring and Interpreting Individual Differences
| What is Measurement? |
| Scales of Measurement |
| Scales Used in Applied Psychological Measurement |
| Selecting and Creating the Right Measure |
| Reliability as Consistency |
| Estimation of Reliability |
| Interpretation of Reliablity |
| Scale Coarseness |
| Generalizability Theory |
| Interpreting the Results of Measurement Procedures |
| Looking to the Future: Anticipated Innovations in Applied Psychological Measurement |
Chapter 7. Validation and Use of Individual-Differences Measures
| Relationship Between Reliability and Validity |
| Evidence of Validity |
| Content-Related Evidence |
| Criterion-Related Evidence |
| Factors Affecting the Size of Obtained Validity Coefficients |
| Construct-Related Evidence |
| Cross-Validation |
| Gathering Validity Evidence When Local Validation is Not Feasible |
Chapter 8. Fairness in Employment Decisions
| Assessing Differential Validity |
| Assessing Differential Prediction and Moderator Variables |
| Further Considerations Regarding Adverse Impact, Differential Validity, and Differential Prediction |
| Fairness and the Interpersonal Context of Employment Testing |
| Fair Employment and Public Policy |
Chapter 9. Analyzing Jobs and Work
| Definition, Professional Standards |
| Terminology |
| Defining the Job |
| Job Specifications |
| Reliability and Validity of Work Analysis Information |
| Obtaining Information about Jobs and Work |
| Other Sources of Job Information and Job Analysis Methods |
| Occupational Information—from the Dictionary of Occupational Titles to the O*Net |
Chapter 10. Strategic Workforce Planning
| What is a Strategic Workforce Planning? |
| Talent Inventory |
| Forecasting Workforce Supply and Demand |
| Workforce Demand |
| Control and Evaluation |
Chapter 11. Recruitment
| Recruitment Planning |
| Operations |
| Measurement, Evaluation, and Control |
| Job Search from the Applicant’s Perspective |
Chapter 12: Selection Methods
| Personal History Data |
| Recommendations and Reference Checks |
| Polygraph Tests |
Chapter 13. Managerial Selection Methods
| Criteria of Managerial Success |
| Instruments of Prediction |
| Work Samples of Managerial Performance |
| Assessment Centers |
| Combining Predictors |
Chapter 14. Decision Making for Selection
| Personnel Selection in Perspective |
| Classical Approach to Personnel Selection |
| Efficiency of Linear Models in Job-Success Prediction |
| Data-Combination Strategies |
| Alternative Prediction Models |
| Extending the Classical Validity Approach to Selection Decisions: Decision-Theory Approach |
| Understanding Outcomes of Selection Decisions: Utility Analysis |
| The Strategic Context of Personnel Selection Decision |
Chapter 15: Training and Development: Considerations in Design
| Factors Driving the Increasing Demand for Workplace Training |
| Training Design |
| Learning and Individual Differences |
| Principles that Enhance Learning |
Chapter 16: Training and Development: Implementation and the Measurement of Outcomes
| Technology-Based Training |
| Measuring Training and Development Outcomes |
| Essential Elements for Measuring Training Outcomes |
| Classical Experimental Design |
| Quasi-Experimental Designs |
| Statistical, Practical, and Theoretical Significance |
Chapter 17: International Dimensions of Talent Management
| Identification of Potential for International Management and Cultural Competence |
| Twenty-First Century Capitalism |
| Selection for International Assignments |
| Cross-Cultural Training |
| Repatriation |
Chapter 18. Organizational Responsibility and Ethical Issues in Talent Management
| Organizational Responsibility: Definition and General Framework |
| Organizational Responsibility: Benefits |
| Organizational Responsibility: Implementation and the Role of Human Resources Management Research and Practice |
| Employee Privacy |
| Testing and Evaluation |
| Ethical issues in Organizational Research |
Appendix A: Scientific and Legal Guidelines on Employee Selection Procedures – Checklists for Compliance
| Scientific Guidelines - Summary Checklist |
| Legal Guidelines on Employee Selection Procedures |
Appendix B: An Overview of Correlation and Linear Regression
| The Concept of Correlation |
| The Concept of Regression |
| Making Predictions Based on Multiple Predictors |
| Predictive Accuracy of Multiple Regression |
Appendix C: Decision Trees for Statistical Methods
Supplements
Instructor Teaching Site
Password-protected Instructor Resources include the following:
- Test banks with a diverse range of prewritten options and the opportunity to edit any question and/or insert your own personalized questions to effectively assess students’ progress and understanding.
- Instructor Manual linking chapter objectives to key concepts and suggested teaching strategies, as well as suggested exercises and projects.
- Editable, chapter-specific PowerPoint® slides that offer complete flexibility for creating a multimedia presentation for your course.
- Multimedia content that includes videos and audio files.
“Applied Psychology in Talent Management contains a great breadth of really solid coverage of fundamental concepts and great examples.”
Louisiana Tech University
“This book has always been the most substantive coverage of applied psychology on the market.”
Illinois State University
“I think the book’s biggest strength is its comprehensive integration and review of HR processes, psychological theory, and applied examples. It is a great resource for both individuals new to the field and individuals interested in refreshing on topics they have studied for years. This text is a reliable source of information, in that researchers and practitioners alike feel secure in turning to this source for detailed information on a number of topics. It is a good multipurpose resource that holds up well over time.”
University of Baltimore
“Cascio and Aguinis’s text is the gold standard for applied psychology in HRM and industrial psychology. It provides extensive research support and covers topics with a detailed empirical analysis unparalleled in rival texts. It is a MUST-read for graduate students in I/O psychology.”
Emporia State University
“Theory based but practical, this book provides a useful resource for researchers and practitioners alike with concrete examples and illustrations.”
Rice University
HEOA Compliance
Available formats
| ISBN: 9781506375915 | Hardcover | Suggested Retail Price: $150.00 | Bookstore Price: $120.00 |
| ISBN: 9781506375939 | Electronic Version | Suggested Retail Price: $120.00 | Bookstore Price: $96.00 |
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