MARC Record from marc_nuls

LEADER: 06520cam 22004094a 4500
001 9921408240001661
005 20150423134544.0
008 050815s2006 njua b 001 0 engs
010 $a 2005023426
015 $aGBA606221$2bnb
016 7 $a013360148$2Uk
020 $a0805855793 (casebound : alk. paper)
020 $a0805855807 (pbk. : alk. paper)
035 $a(CSdNU)u268533-01national_inst
035 $a(OCoLC)61295854
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042 $apcc
049 $aCNUM
050 00 $aHF5549.5.R44$bP56 2006
082 00 $a658.3/11$222
100 1 $aPloyhart, Robert E.,$d1970-
245 10 $aStaffing organizations :$bcontemporary practice and theory /$cRobert E. Ployhart, Benjamin Schneider, Neal Schmitt.
250 $a3rd ed.
260 $aMahwah, N.J. :$bLawrence Erlbaum Associates, Publishers,$c2006.
300 $axxi, 661 p. :$bill. ;$c23 cm.
500 $aPrevious edition: Glenview, Ill.: Scott, Foresman, 1986; lists Benjamin Schneider as first author.
504 $aIncludes bibliographical references and indexes.
505 0 $aSeries foreword / Jeanette N. Cleveland, Edwin A. Fleishman -- Preface -- Chap. 1. Introduction. Aims of the chapter -- Staffing organizations defined -- A focus on the changing nature of work -- A focus on individual differences -- A focus on the work and work environment -- A focus on how staffing contributes to organizational effectiveness -- A focus on the influence of federal employment legislation and court cases -- Summary -- Chap. 2. Measurement concepts and data analytic tools. Background -- Aims of the chapter -- Nature of measurement -- Manifest and latent variables -- Summarizing measurements of individual differences -- Covariation -- The Pearson product-moment correlation coefficient (r) -- Predictions based on correlation -- Predictions using multiple predictors -- Reliability -- Validity -- Moderated regression -- Structural equation modeling -- Hierarchical linear modeling -- Item response theory -- Summary -- Chap. 3. Job analysis. Aims of the chapter -- Job analysis is the foundation of staffing -- The larger environment -- Historical perspectives on job analysis -- Modern perspectives on jobs and job specifications -- Current challenges for job analysis -- Summary -- Chap. 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 -- Objective criterion measures -- Judgmental criterion measures -- A comparison of objective and judgmental criteria -- Criterion measurement considerations -- Current challenges for performance and criterion development -- Summary -- Chap. 5. Recruitment : retention and attraction. Aims of the chapter -- Internal recruitment -- External recruitment -- Current challenges for internal and external recruitment -- Summary -- Chap. 6. Validation strategies and utility. Aims of the chapter -- Approaches to validation -- Validity based on test content -- Validity based on the theoretical meaningfulness of tests -- Validity based on the consequences of testing -- Test utility -- Summary -- Chap. 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 -- Evaluating the adequacy of predictors -- Use of predictors in staffing practice -- Current issues in predictor development -- Summary -- Chap. 8. Hiring procedures I : cognitive ability and certification exams. Aims of the chapter -- Paper-and-pencil tests of general ability -- Racial subgroup differences and cognitive ability -- Licensure and certification exams -- Summary -- Chap. 9. Hiring procedures II : personality tests, affective measures, interests, and biodata. Aims of the chapter -- Personality and personality tests -- Interests and interest testing -- Biographical data -- Summary -- Chap.10. Hiring procedures III : interviews, performance-based tests, simulations, and physical ability. Aims of the chapter -- Interviews -- Performance-based and simulation testing -- Physical ability testing -- Summary -- Chap. 11. The practice of staffing : legal, professional, and ethical concerns. Aims of the chapter -- A tripartite view of staffing practice -- Legal issues -- Professional standards -- Ethical considerations -- Current issues in staffing practice -- Summary -- Chap. 12. Staffing organizations : review and implications. Aims of the chapter -- Effective staffing: emphasizing some key points -- Recommendations for practical staffing problems -- Speculation on the future innovations in staffing -- Implications for the job seeker -- Summary -- Author index -- Subject index.
520 $aThis new third edition, shows how organizations of all sizes can use effective staffing procedures as a source of sustained competitive advantage. 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. 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.
650 0 $aEmployees$xRecruiting.
700 1 $aSchneider, Benjamin,$d1938-
700 1 $aSchmitt, Neal.
938 $aBaker & Taylor$bBKTY$c55.00$d59.95$i0805855807$n0006572170$sactive
938 $aBaker & Taylor$bBKTY$c145.00$d145.00$i0805855793$n0006572169$sactive
949 $aHF 5549.5.R44 P56 2006$i31786102065189
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