Table of Contents

Contents: E.A. Fleishman, Foreword. Preface. H. Schuler, J.L. Farr, M. Smith, The Individual and Organizational Sides of Personnel Selection and Assessment. Part I:Individual Perceptions of Personnel Procedures: Introductory Comments.H. Schuler, Social Validity of Selection Situations: A Concept and Some Empirical Results. S.L. Rynes, When Recruitment Fails to Attract: Individual Expectations Meet Organizational Realities in Recruitment. G.P. Latham, B.J. Finnegan, Perceived Practicality of Unstructured, Patterned, and Situational Interviews. G.C. Thornton, III, The Effect of Selection Practices on Applicants' Perceptions of Organizational Characteristics. Part II:Individual Reactions to Personnel Procedures: Introductory Comments.F. Landy, Job Analysis and Job Evaluation: The Respondent's Perspective. N. Seisdedos, Personnel Selection, Questionnaires, and Motivational Distortion: An Intelligent Attitude of Adaptation. H. Schuler, R. Fruhner, Effects of Assessment Center Participation on Self-Esteem and on Evaluation of the Selection Situation. J.P. Wanous, Newcomer Orientation Programs That Facilitate Organizational Entry. T.L. Dickinson, Attitudes About Performance Appraisal. J.L. Farr, Informal Performance Feedback: Seeking and Giving. Part III:Influence of the Social Context on Selection and Assessment: Introductory Comments.A.K. Wigdor, P.R. Sackett, Employment Testing and Public Policy: The Case of the General Aptitude Test Battery. M. Pearn, Fairness in Selection and Assessment: A European Perspective. J.M. Prieto, The Team Perspective in Selection and Assessment. D.R. Ilgen, Performance-Appraisal Accuracy: An Illusive or Sometimes Misguided Goal? C.J. de Wolff, The Prediction Paradigm. Part IV:Contemporary Approaches to Selection and Assessment--Some Examples: Introductory Comments.D. Bartram, Emerging Trends in Computer-Assisted Assessment. W. Putz-Osterloh, Complex Problem Solving as a Diagnostic Tool. G. Trost, T. Kirchenkamp, Predictive Validity of Cognitive and Noncognitive Variables With Respect to Choice of Occupation and Job Success. N. Schmitt, Group Composition, Gender, and Race Effects on Assessment Center Ratings. M. Smith, J.L. Farr, H. Schuler, Individual and Organizational Perspectives on Personnel Procedures: Conclusions and Horizons for Future Research.

About the Author

Heinz Schuler, James L. Farr, Mike Smith

Reviews

"Schuler, Farr, and Smith provide a much needed forum for addressing the psychological perspectives of employers, as well as employees and individuals who are looking for work....Readers of this book will find it well worth their time. It is excellently written and edited, and it is appropriate for managers, practicing psychologists, or graduate students....I strongly recommend this book for those who work in personnel psychology or related fields, or for university students who aspire to such positions. You will learn more about this subject in these few hundred pages than you ever did in graduate school."
—Personnel Psychology"...the most extensive treatment of the topic to date in a book that covers virtually all aspects of the intereraction between applicant and selection process."
—Annual Review of Psychology"...a good book that should stimulate thought, debate, and research....Schuler, Farr, and Smith offer refreshing breadth and a wealth of new ideas to a field badly in need of a wider set of perspectives."
—Contemporary Psychology