Author Profile

Michele Gelfand is a leading workplace behavioral expert who bridges the gap between psychological science and business management. His work translates complex organizational dynamics into actionable leadership strategies, providing professionals with a definitive, evidence-based roadmap for optimizing employee performance and organizational health. Michele Gelfand holds a Ph.D. in Industrial and Organizational Psychology from the University of Michigan. With over 15 years of consulting experience for Fortune 500 companies, he specializes in designing fair employment tests, improving workplace diversity, and advancing management practices. He is an active contributor to the Society for Industrial and Organizational Psychology (SIOP), where he focuses on bringing empirical research directly to HR executives and corporate leaders. His research centers on human factors in the workplace, employee motivation, and the impact of leadership styles on overall organizational culture.

About The Book

Industrial and organizational psychology (I-O psychology) "focuses the lens of psychological science on a key aspect of human life, namely, their work lives. In general, the goals of I-O psychology are to better understand and optimize the effectiveness, health, and well-being of both individuals and organizations." It is an applied discipline within psychology and is an international profession. I-O psychology is also known as occupational psychology in the United Kingdom, organizational psychology in Australia, South Africa and New Zealand, and work and organizational (WO) psychology throughout Europe and Brazil. Industrial, work, and organizational (IWO) psychology is the broader, more global term for the science and profession. Industrial Psychology and Organizational Behavior bridges the gap between human psychology and corporate success. This field applies rigorous scientific research directly to the workplace, transforming how businesses recruit, manage, and inspire their workforce. Why do some teams innovate effortlessly while others stall? What truly motivates an employee when bonuses fail? Industrial Psychology and Organizational Behavior bridges the gap between human psychology and corporate success, offering a definitive roadmap to modern workplace dynamics. This text is designed for undergraduate and graduate students in psychology, business management, and human resources, as well as practitioners striving to become effective leaders. By adhering to the scientist-practitioner model, the text bridges the gap between complex research methodologies and everyday managerial challenges. Whether you are a student, a seasoned executive, or a human resources professional, this book provides the foundational tools you need to build better workplaces. By understanding the core principles of Organizational Behavior, you will be empowered to navigate complex human dynamics, improve employee satisfaction, and drive overall business performance.

Table of Contents

Preface
1. Introduction: Definitions and History
What Is Industrial/Organizational Psychology?
The Science and Practice of Industrial/Organizational Psychology
The Roots and Early History of Industrial/Organizational Psychology
World War I and the 1920s
The Great Depression Years and World War II
The Postwar Years and the Modern Era
Industrial/Organizational Psychology Today and in the Future
First Trend: The Changing Nature of Work
Second Trend: Expanding Focus on Human Resources
Third Trend: Increasing Diversity and Globalization of the Workforce
Fourth Trend: Increasing Relevance of I/O Psychology in Policy and Practice
Summary
2. Industrial/Organizational Psychology
Social Science Research Methods
Major Research Designs
The Correlational Method
Complex Correlational Designs
The Case Study Method
Self-Report Techniques
Measuring Work Outcomes: The Bottom Line
Interpreting and Using Research Results
Ethical Issues in Research and Practice in I/O Psychology
Summary
3. Job Analysis: Understanding Work and Work Tasks
Job Analysis
Job Analysis Methods
Specific Job Analysis Techniques
Job Analysis and the ADA
Summary
4. Employee Recruitment, Selection, and Placement
Human Resource Planning
Employee Screening
Employee Placement
Summary
5. Methods for Assessing and Selecting Employees
Employee Screening and Assessment
References and Letters of Recommendation
Summary
6. Evaluating Employee Performance
Job Performance and Performance Appraisals
The Measurement of Job Performance
Sources of Performance Ratings
Methods of Rating Performance
Problems and Pitfalls in Performance Appraisals
The Dynamic Nature of Performance Today
The Performance Appraisal Process
Legal Concerns in Performance Appraisals
Summary
7. Employee Training and Development
Areas of Employee Training
New Employee Orientation and Training
Training Workers for International Assignments
Fundamental Issues in Employee Training
A Model for Successful Training Programs
Establishing Training Objectives
Implementation of the Training Program
Equal Employment Opportunity Issues in Employee Training
Summary
8. Motivation
Defining Motivation
Need Theories of Motivation
Behavior-Based Theories of Motivation
Job Design Theories of Motivation
Cognitive Theories of Motivation
Comparing, Contrasting, and Combining the Different Motivation Theories
The Relationship Between Motivation and Performance
Summary
9. The Analysis of Work in the 20th and 21st Centuries
Is The Definition Of Job Analysis Changing?
Classification Of Occupations And Jobs
The Building Blocks Of Job Analysis
Inferential Leaps Informed By Job Analysis
Legal Relevance Of Job Analysis
Job Analysis Outputs
Job Analysis Methodologies
Choosing Among Job Analysis Methodologies
Doing Work Analysis In A Changing Environment
Competency Modeling
Analyzing Work In The Global Economy
Evaluating Work Analysis Data
Summary
10. Work Design: Learning From The Past And Mapping A New Terrain
Early Work Design: Job Simplification
Designing Work: Established Theory And Practice
Beyond Established Work Design Theory
Complementary Approaches In Work Design Research
Work Design In The Future
Conclusion: The Challenges For Practice And Theory
11. Assessment Of Individual Job Performance
Methods Of Assessment
Explicating The Construct Domain Of Individual Job Performance
Criteria For Assessing The Quality Of Individual Job Performance Assessments
Causal Models For Job Performance Dimensions
Conclusions
12. Performance Appraisal And Feedback
Current Performance Appraisal Research
A Cross-Cultural Perspective
Implications For The Generalizability Of Us And Western Based Pa Research And Practice
The Future Of Performance Appraisal
Directions For Future Research And The Contribution Of Work And Organizational Psychology
Bibliography
Index