Comments for I/O At Work: Bridging the gap between science (io psychology) and practice (human resource management, leadership development, organizational management).

Comment on Jobs: What Makes the Difference for Moms After Childbirth? (IO Psychology) by [url=http://www.supersait.biz/podolsk.html]создание сайтов в подольске[/url]

[url=http://www.supersait.biz/podolsk.html]создание сайтов в подольске[/url] — Sun, 12 Feb 2012 22:36:25 +0000

There’s a wealth of information here. I’ll be back again.

Comment on A Remedy for the “5 O’Clock Feeling” by Chelsea Rowe

Chelsea Rowe — Fri, 10 Feb 2012 16:57:24 +0000

Fatigue has a serious impact that follows us home from the office as you’ve keenly pointed out, Jaden

Comment on Tips for Getting Tips (IO Psychology) by Edith

Edith — Mon, 30 Jan 2012 16:05:52 +0000

The blog is cool

Comment on A Remedy for the “5 O’Clock Feeling” by Jaden Thorndike morona

Jaden Thorndike morona — Sun, 29 Jan 2012 22:29:27 +0000

In fact, the NTSB has investigated over 180 accidents were the cause was determined to be driver fatigue.

Comment on Why LMX Works: Some Reasons Why High-Quality Relationships Are So Important by Jesus Fisher pokeda

Jesus Fisher pokeda — Sun, 29 Jan 2012 19:39:03 +0000

Incompetence can also drive the toxic leaderâ

Comment on You have an IQ of 120. Think that makes you smart? (IO Psychology) by Ben Granger

Ben Granger — Wed, 25 Jan 2012 19:48:14 +0000

Given that measures of cognitive ability are consistent predictors of job performance and motivation is certainly relevant to job performance and something that any recruiter or hiring manager would say is important to a job, I am not sure why one would conclude that employers should de-emphasize the results of these kinds of measure…

Comment on You have an IQ of 120. Think that makes you smart? (IO Psychology) by Richard N. Landers

Richard N. Landers — Wed, 25 Jan 2012 15:37:20 +0000

I’m a bit curious about your rationale for this statement:
“In applying the results to business setting, employers may want to de-emphasize the result of IQ and other intelligence tests as the results of these measures measure more than intelligence and include confounds, such as levels of motivation and interest.”

Intelligence tests are only really used in a selection/promotion context (or at the least, I’d question the wisdom of using an intelligence test “developmentally”), and even then, they are fairly uncommon. But when they are being used for selection/promotion, why would you not want to capture motivation and interest? And wouldn’t this effect be present for ANY selection/promotion test? While this study focuses on intelligence, this effect is unlikely to be limited to intelligence. Your argument seems a pretty short step away from “don’t use testing.”

Comment on IO Psychology:Organizational Culture: If the Shoe Fits by Xavier Carroll Olaferdaso

Xavier Carroll Olaferdaso — Fri, 20 Jan 2012 19:44:03 +0000

The information provided on the tables at the end of the article give a better understanding of the alarming situation.

Comment on Leadership by Jason Cook Carsuteldo

Jason Cook Carsuteldo — Thu, 19 Jan 2012 13:15:33 +0000

An industrial engineer is focused on human factors, operations research, engineering management, manufacturing engineering, and quality.

Comment on Telling More than You Can Say: The Relationship Between Résumé Characteristics and Hiring Recommendations (Human Resources) by Ashley Walvoord

Ashley Walvoord — Wed, 18 Jan 2012 16:09:58 +0000

Question about the sentence “In terms of the perceptions that recruiters held about applicants, interpersonal skills were more strongly related to hiring recommendations than job-related knowledge or interpersonal skills, though these perceptions appear to be important as well.”

Interpersonal skills were more strongly related to hiring than interpersonal skills? Could the author of the summary please clarify?

Thanks!