本书是一本从心理学出发,探究人力资源管理的跨学科教材。与前5版一样,探讨的主题依然是人事心理学,即把心理学的研究和理论应用到组织的人力资源管理(HRM)之中。在第6版中,我们加入了一些纯理论性的、统计学的和心理测量学方面的内容。作为心理学的一个应用领域,人事心理学寻求以有效途径提高组织的效率。如今,随着工业和组织心理学在多个方向上的迅速发展,人力资源管理已成为工业和组织心理学家们所关注的众多领域中的一个重要领域。

CHAPTER 1 Organizations, Work, and Applied Psychology
At a Glance
The Pervasiveness of Organizations
Differences in Jobs
Differences in Performance
A Utopian Ideal
Point of View
Personnel Psychology in Perspective
The Changing Nature of Product and Service Markets
Effects of Technology on Organizations and People
Changes in the Structure and Design of Organizations
The Changing Role of the Manager
The Empowered Worker--No Passing Fad
Implications for Organizations and Their People
Plan of the Book
Discussion Questions
CHAPTER 2 The Law and Human Resource Management
At a Glance
The Legal System
Unfair Discrimination: What Is It?
Legal Framework for Civil Rights Requirements
The U.S. Constitution--Thirteenth and Fourteenth Amendments
The Civil Rights Acts of 1866 and 1871
Equal Pay for Equal Work Regardless of Sex
Equal Pay Act of 1963
Equal Pay for Jobs of Comparable Worth
Equal Employment Opportunity
The Civil Rights Act of 1964
Nondiscrimination on the Basis of Race, Color, Religion,
Sex, or National Origin
Apprenticeship Programs, Retaliation, and Employment Advertising
Suspension of Government Contracts and Back-Pay Awards
Bona Fide Occupational Qualifications (BFOQs)
Seniority Systems
Pre-emplovment Inquiries
Testing
Preferential Treatment
Veterans' Preference Rights
National Security
Age Discrimination in Employment Act of 1967
The Immigration Reform and Control Act of 1986
The Americans with Disabilities Act (ADA) of 1990
The Civil Rights Act of 1991
The Family and Medical Leave Act (FMLA) of 1993
Executive Orders 11246, 11375, and 11478
The Rehabilitation Act of 1973
Uniformed Services Employment and Reemployment Rights Act (USERRA )of 1994
Enforcement of the Laws-- Regulatory Agencies
State Fair Employment Practices Commissions
Equal Employment Opportunity Commission (EEOC)
Office of Federal Contract Compliance Programs (OFCCP)
Judicial Interpretation--General Principles
Testing
Personal History
Sex Discrimination
Age Discrimination
"English Only" Rules--National Origin Discrimination?
Seniority
Preferential Selection
Discussion Questions
CHAPTER 3 People, Decisions, and the Systems Approach 44
At a Glance
Utility Theory-- A Way of Thinking
Organizations as Systems
A Systems View of the Employment Process
Job Analysis and Job Evaluation
Workforce Planning
Recruitment
Initial Screening
Selection
Training and Development
Performance Management
Organizational Exit
Discussion Questions
Chapter 4 Criteria: Concepts, Measurement, and Evaluation
At a Glance
Definition
Job Performance as a Criterion
Dimensionality of Criteria
Static Dimensionality
Dynamic or Temporal Dimensionality
Individual Dimensionality
……
Chapter 5 Performance Management
Chapter 6 Measuring and Interpreting Individual Differences
Chapter 7 Validation and Use of Individual Differences Measures
Chapter 8 Fairness in Employment Decisions
Chapter 9 Analyzing Jobs and Word
Chapter 10 Strategic Workforce Planning
Chapter 11 Recruitment
Chapter 12 Initial Screening
Chapter 13 Decision Making for Selection
Chapter 14 Managerial Selection
Chapter 15 Training and Development:Considerations in Design
Chapter 16 Training and Development:Implementation and the Measurement of Outcomes
Chapter 17 International Dimensions of Applied Psychology
Chapter 18 Ethical Issues in Human Resource Management
APPENDIX A—Scientific and Legal Guidelines on Employee Selection Procedures-Checklists for Compliance
APPENDIX B—An Overvoew of Correlation and Linear Regression
APPENDIX C—Decision Trees for Statistical Methods