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• Half Title
• Title Page
• Copyright Page
• Dedication
• Contents
• Series Foreword
• Preface
• Chapter 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
• 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
• 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
• Chapter 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
• 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
• Objective Criterion Measures
• Judgmental Criterion Measures
• A Comparison of Objective and Judgmental Criteria
• Criterion Measurement Considerations
• Current Challenges for Performance and Criterion Development
• Summary
• Chapter 5 Recruitment: Retention and Attraction
• Aims of the Chapter
• Internal Recruitment
• External Recruitment
• Current Challenges for Internal and External Recruitment
• Summary
• Chapter 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
• 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
• Evaluating the Adequacy of Predictors
• Use of Predictors in Staffing Practice
• Current Issues in Predictor Development
• Summary
• Chapter 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
• Chapter 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
• Chapter 10 Hiring Procedures III: Interviews, Performance-Based Tests, Simulations, and Physical Abi
• Aims of the Chapter
• Interviews
• Performance-Based and Simulation Testing
• Physical Ability Testing
• Summary
• Chapter 11 The Practice of Staffing: Legal, Professional, and Ethical Concerns
• Aims of the Chapter
• A Tripartite View of Staffing Practice
• I. Legal Issues
• II. Professional Standards
• III. Ethical Considerations
• Current Issues in Staffing Practice
• Summary
• Chapter 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