Staffing Organizations Contemporary Practice and Theory 3rd Edition by Robert Ployhart, Benjamin Schneider, Neal Schmitt ISBN 0805855807 978-0805855807

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ISBN 10: 0805855807
ISBN 13: 978-0805855807
Author: Robert Ployhart, Benjamin Schneider, Neal Schmitt 

Staffing Organizations: Contemporary Practice and Theory, the new third edition of a classic in the field, shows how organizations of all sizes can use effective staffing procedures as a source of sustained competitive advantage. Practically, the book shows how to choose, develop, and administer effective staffing procedures, including conducting job analyses, defining and measuring job performance, identifying predictors of performance that are both valid and legally defensible, and using this information to make sound hiring decisions. All three authors are active practitioners and recommendations based on their experiences are interwoven throughout the chapters. The authors are also grounded in a scientific, conceptual perspective that informs what they say and do in the staffing area. They review cutting-edge theory and research in diverse areas of importance to the practice of staffing, and identify scientific advances as well as areas that should be informed by additional research.

Examples of such cutting-edge issues include:
*multilevel staffing models linking individual, group, and organizational levels;
*comprehensive consideration of diversity and cross-cultural challenges;
*the opportunities and challenges of the use of information technology in staffing;
*the legal, professional, and ethical challenges facing staffing practitioners;
*modern statistical approaches (e.g., structural equation modeling, item response theory, hierarchical linear modeling); and
*integrated models of staffing predictors and frameworks for understanding predictor and criterion spaces.

Each chapter contains real-world examples and illustrations, a discussion of best practices, practical recommendations, and directions for future research. In doing so, Staffing Organizations: Contemporary Practice and Theory is a modern version of a genuine classic.

Staffing Organizations Contemporary Practice and Theory 3rd Table of contents:

Chapter 1 Introduction

Aims Of The Chapter

Staffing Organizations Defined

A Focus On The Changing Nature Of Work

Individual Attributes

Job Characteristics

Organizational Practices and Procedures

The Larger Environment

A Focus On Individual Differences

Darwin

The Correlation Coefficient

Mental Tests

A Focus On The Work And Work Environment

Lewin

Vroom

McGregor

Summary

A Focus On How Staffing Contributes To Organizational Effectiveness

A Focus On The Influence Of Federal Employment Legislation And Court Cases

Summary

References

Chapter 2 Measurement Concepts and Data Analytic Tools

Background

Aims Of The Chapter

Nature Of Measurement

Manifest And Latent Variables

Summarizing Measurements Of Individual Differences

Central Tendency Measures

Variability Measures

Standard Deviations and Standard Scores

Covariation

Two Scores on the Predictor

Multiple Scores on the Predictor

The Pearson Product-Moment Correlation Coefficient (r)

The Range of r

The Wonder of r

The Limitations of r

Alternative Ways of Describing the Correlation

Predictions Based On Correlation

Predictions Using Multiple Predictors

Calculating Weights

Cross-Validation of Multiple Regression

Reliability

Reliability

Test–Retest Reliability

Parallel Forms Reliability

Split-Half Reliability

Coefficient Alpha Reliability

Parallel Forms With Time Interval Reliability

Interrater Reliability

Consequences of Reliability

Validity

Moderated Regression

Structural Equation Modeling

Hierarchical Linear Modeling

Item Response Theory

Summary

References

Chapter 3 Job Analysis

Aims Of The Chapter

Job Analysis Is The Foundation Of Staffing

The Larger Environment

Historical Perspectives On Job Analysis

Functional Job Analysis

Position Analysis Questionnaire

Critical Incident Technique

Modern Perspectives On Jobs And Job Specifications

The Occupational Information Network

Homegrown Job Analysis Procedures

Campion

Competency Models

Summary

Current Challenges For Job Analysis

The Social Setting for Job Tasks

Job Analysis for Dispositional Constructs

Demographic Attributes of SMEs and Job Analysis Ratings

The Legal Necessity of Job Analysis

Accuracy and Job Analysis

Cognitive Task Analysis

Job Analysis for Jobs That Do Not Exist

Understanding Jobs From an Organizational Perspective

Summary

References

Chapter 4 Performance and Criterion Development

Aims Of The Chapter

The Importance Of Organizational Context And Goals

Criteria Defined

Models Of The Job Performance Domain

Desirable Aspects Of Criteria

Relevance

Discriminability

Reliability

Practicality

Summary

Objective Criterion Measures

Production of Output

Quality

Training Success and Work Samples

Withdrawal: Lateness, Tardiness, Absenteeism, and Turnover

Safety and Accidents

Other Counterproductive Work Behaviors

Rate of Advancement

Summary of Objective Criteria

Judgmental Criterion Measures

Methods Requiring Absolute Judgments

Graphic Rating Scales

Behaviorally Anchored Rating Scales

Behavioral Observation Scales

Mixed Standard Scales

“Errors” Associated With Absolute Ratings

Research Comparing Absolute Rating Formats

Methods Requiring Employee Comparisons

Methods of Rank Order

Method of Paired Comparisons

Forced Distribution Method

Methods Requiring Reports of Behavior

Checklists

The Forced Choice Technique

Rater Training

Appraisal Purpose

Summary of Judgmental Criteria

A Comparison Of Objective And Judgmental Criteria

Criterion Measurement Considerations

Specific Versus General Dimensions of Performance

Maintenance Versus Transition Stages of Performance: The Dynamic Criterion Issue

Typical Versus Maximum Measures of Performance

Summary and Integration of Criterion Measurement Issues: Mapping the Criterion Space

Current Challenges For Performance And Criterion Development

The Legal Context of Staff Appraisal

Potential Bias in Staff Appraisals

The Meaning of Interrater Unreliability

Staff Appraisal in Team Contexts

Staff Appraisal in Service Contexts

Performance Adaptability

Cross-Cultural Issues With Staff Appraisal

Staff Appraisal and Aggregate Effectiveness

Employee Development

Satisfaction, Well-Being, and Performance

The Criterion–Predictor Relationship

Summary

References

Chapter 5 Recruitment: Retention and Attraction

Aims Of The Chapter

Internal Recruitment

Employee Turnover, Job Satisfaction, and Commitment

What Is Job Satisfaction?

Summary

What Is Organizational Commitment?

Summary

The Benefits of Internal Recruitment

Models and Methods of Internal Recruitment

Models of Internal Recruitment

Methods of Internal Recruitment

Summary

External Recruitment

Career Development and Choice

External Recruitment Research

Outreach to Potential Applicants

Maintaining Applicant Interest

Closing the Deal

Methods of External Recruitment

Applicant Reactions to Recruiting Practices

Current Challenges For Internal And External Recruitment

The Meaning of Fit

Theories of Recruiting

Selection System Withdrawal

Targeted Recruiting

Recruitment as Competitive Advantage

Summary

References

Chapter 6 Validation Strategies and Utility

Aims Of The Chapter

Approaches To Validation

Test–Criterion Relationships

Concurrent and Predictive Validation Designs

Feasibility of Criterion-Related Validity Studies

Issues Requiring Attention in Conducting a Criterion-Related Validity Study

The Use of Consortia for Validity Studies

Why Are Predictors That Should Be Valid Not Valid?

Summary

Validity Based On Test Content

Validity Based On Theoretical Meaningfulness Of Tests

Evidence Based on Response Processes That Underlie Test Performance

Evidence Based on Internal Structure of the Test

Evidence Based on Relationships With Other Variables

Convergent and Discriminant Validation

Validity Generalization

The Bare Bones Approach to Validity Generalization

An Example of a Bare Bones Study With Extensions

Necessary Evidence When Relying on Validity Generalization Results

Summary

Validity Based On The Consequences Of Testing

Summary

Test Utility

History of the Development of Selection Utility Models

SDy Estimates Key to Utility Analyses

Direct Estimates of the Importance of Human Resources in Organizational Effectiveness

Summary

References

Chapter 7 Hiring Procedures: An Overview

Aims Of The Chapter

Predictors: A General Definition

A Model Of The Predictor-Response Process

The Structure And Function Of The Predictor Domain

Constructs Versus Measurement Methods

Predictor Construct Domains

Predictor Measurement Methods

A Note on Measurement Methods as Predictors

Psychological and Physical Fidelity of the Method

Distal Versus Proximal Predictors

Evaluating The Adequacy Of Predictors

Criterion-Related Validity

Subgroup Differences

User Acceptability

Utility

Implications

Use Of Predictors In Staffing Practice

Use of Predictor Batteries

Methods for Combining Predictors

Multiple Hurdle Systems

“Compound” Predictors

Current Issues In Predictor Development

Predictors in Multilevel Contexts

Cultural Influences on Predictor Development and Use

Technological Advances and Predictors

Summary

References

Chapter 8 Hiring Procedures I: Cognitive Ability and Certification Exams

Aims Of The Chapter

Paper-And-Pencil Tests Of General Ability

Multidimensional Concepts of Cognitive Ability

Multidimensional Measures of Job-Related Aptitudes

The Importance of g

Racial Subgroup Differences And Cognitive Ability

Ways to Reduce Subgroup Differences When Using Cognitive Ability Tests

Use a Predictor Battery of Cognitive and Noncognitive Predictors

Reconceptualizing the Performance Criterion

Mode of Stimuli Presentation and Required Responses

Test-Taking Motivation

Banding

Licensure And Certification Exams

Summary

References

Chapter 9 Hiring Procedures II: Personality Tests, Affective Measures, Interests, and Biodata

Aims Of The Chapter

Personality And Personality Tests

The Five Factor Model of Personality: Historical Background1

Evidence for the Importance of Personality at Work

Task Performance and Organizational Citizenship Behavior

Job Satisfaction

Stress

Leadership

Team Performance

Organizational Culture

Summary

Personality Testing

Personality Inventories

Projective Tests: Pictures

Projective Tests: Incomplete Sentences

Conditional Reasoning: A New Approach to the Development of Personality Tests

Emotional Intelligence

Summary

Improving the Validity of Personality Testing

Fakability: A Persistent Issue in Personality Testing

Summary

Conceptual Issues in Understanding Personality at Work

Person–Situation Interaction

Person–Environment Fit

Interests And Interest Testing

Holland’s Theory of Vocational Choices

Interest Measurement

Why Are Interest Inventories Not Used as Often as the Data Suggest They Should Be?

Biographical Data

Application Blanks

Biographical Information Blanks

Criterion-Related Validity of Biographical Data

Faking Issues in Biographical Data

Summary

Summary

References

Chapter 10 Hiring Procedures III: Interviews, Performance-Based Tests, Simulations, and Physical Ability

Aims Of The Chapter

Interviews

Purposes of Interviews

Interview Structure

Types of Interview Questions

Interview Reliability and Validity

What Constructs Do Interviews Measure?

Subgroup Differences

Applicant Reactions

The Interviewer Judgment Process

Potential Contaminants of Interview Ratings

Legal Issues With the Use of Interviews

Technology and Interviews

Improving Interview Validity

Future Directions

Performance-Based And Simulation Testing

Situational Judgment Tests

Assessment Centers

Guidelines

Purpose

Exercises

Constructs Assessed (Dimensions)

Validity

Subgroup Differences

The Utility of Assessment Centers

Applicant Reactions

The Rating Process

Legal Issues

New Technologies

Summary and Future Directions

Work Samples

Physical Ability Testing

Psychomotor Abilities

Sensory Tests (Based on Aiken, 1982)

Dexterity Tests (based on Aiken, 1982)

Physical Ability Performance Testing

Types of Physical Abilities

Justifying Physical Abilities in Selections

Example of Construct Validation for Physical Abilities Tests

Summary

References

Chapter 11 The Practice of Staffing: Legal, Professional, and Ethical Concerns

Aims Of The Chapter

A Tripartite View Of Staffing Practice

I. Legal Issues

Civil Rights Acts of 1964 and 1991

Executive Order 11246 and Affirmative Action

Americans With Disabilities Act of 1990

Individual Court Cases

Summary

II. Professional Standards

Summary

III. Ethical Considerations

Current Issues In Staffing Practice

The Staffing Specialist as Practitioner

The Staffing Specialist as Scientist

The Staffing Specialist as Expert Witness

The Staffing Specialist as Political Advocate

Can (or Should) Staffing Experts Reach Consensus?

Summary

References

Chapter 12 Staffing Organizations: Review and Implications

Aims Of The Chapter

Effective Staffing: Emphasizing Some Key Points

Recommendations For Practical Staffing Problems

“We’re Too Small for This Stuff”

“We Need to Hire Someone Now”

“We Can’t Attract Enough Qualified Applicants”

“The Job Doesn’t Exist Yet”

Speculation On The Future Innovations In Staffing

Multilevel Staffing Models

The Role of Meta-Analysis and Primary Validity Studies

Subgroup Differences Must Be Understood Through Cognition

Increased Use of Technology

Global Concerns

Implications For The Job Seeker

Job and Organization Analysis

Recruitment

The Selection Process

Systematic Evaluation and Decision Making

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