course material

1. Principles of Industrial Psychology
Assignment # 5Q AWhat types of psychometric assessments (e.g.,
personality inventories, cognitive assessments, and integrity tests) are best to identify
applicants with the strongest job and organizational fit? Why?Q BWhen should interviews
be used in a multi-hurdle selection process? Are structured interviews best? Why or why
not? Do multiple interviewers add validity to the hiring decision?
Explain. RESOURCES1. Do you understand why stars
twinkle? Would you rather read than watch TV? Do you trust data more than your
instincts?Read:Gray, E., & Nathan, G. (2015, June 22). Do you understand why stars twinkle?
Would you rather read than watch TV? Do you trust data more than your instincts? Time,
185(23), 40-
46.https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=tru
e&db=ulh&AN=103175128&site=ehost-live&scope=site2. Employability and Career
Success: Bridging the Gap Between Theory and Reality.Read:Hogan, R., Chamorro-Premuzic,
T., & Kaiser, R. B. (2013). Employability and career success: Bridging the gap between
theory and reality. Industrial & Organizational Psychology, 6(1), 3-16. doi:
10.1111/iops.12001.http://www.drtomascp.com/uploads/PIOP_final_employability.pdf3.
The Importance of Ability and Effort in Recruiters’ Hirability Decisions: An Empirical
Examination of Attribution TheoryRead:Carless, S., & Waterworth, R. (2012). The
importance of ability and effort in recruiters’ hirability decisions: An empirical examination
of attribution theory. Australian Psychologist, 47, 232-
237.https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=tr
ue&db=ehh&AN=83512570&site=ehost-live&scope=site4. The Structured Employment
Interview: Narrative and Quantitative Review of the Research Literature.Read:Levashina, J.,
Hartwell, C., Morgeson, F., & Campion, M. (2014). The structured employment interview:
Narrative and quantitative review of the research literature. Personnel Psychology, 67, 241-
293. doi:
10.1111/peps.12052https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/log
in.aspx?direct=true&db=ehh&AN=94280024&site=ehost-live&scope=site5. The Validity
and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical
Implications of 85 Years of Research FindingsRead:Schmidt, F. L., & Hunter, J. E. (1998). The
validity and utility of selection methods in personnel psychology: Practical and theoretical
implications of 85 years of research findings. Psychological Bulletin, 124, 262–
274.https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=tr

2. ue&db=pdh&AN=1998-10661-006&site=ehost-
live&scope=site Assignment # 6Q AWhat are the
primary reasons to use job descriptions in the creation of performance appraisal processes
and rating forms? Support your position.Q BWhat are the advantages of supervisor training
for employee appraisals? Should employees self-rate prior to the feedback meeting? Why or
why not? RESOURCES1. Increasing Performance
Appraisal Effectiveness: Matching Task Types, Appraisal Process, and Rater
Training.Read:Lee, C. (1985). Increasing performance appraisal effectiveness: Matching task
types, appraisal process, and rater training. Academy of Management Review, 10, 322-
331.https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=tr
ue&db=bth&AN=4278235&site=ehost-live&scope=site2. Overlooking Overkill? Beyond the
1-to-5 Rating Scale.Read:Kaiser, R. B., & Kaplan, R. (2005). Overlooking overkill? Beyond the
1-to-5 rating scale. Human Resource Planning, 28(3), 7-
11.https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=tru
e&db=bth&AN=18585626&site=ehost-live&scope=site3. Performance Appraisal:
Verisimilitude Trumps Veracity.Read:Bowman, J. S. (1999). Performance appraisal:
Verisimilitude trumps veracity. Public Personnel Management, 28, 557-
576.https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=tr
ue&db=ccm&AN=2000028403&site=ehost-live&scope=site4. The Relative Importance of
Task and Contextual Performance Dimensions to Supervisor Judgments of Overall
Performance.Read:Johnson, J. W. (2001).The relative importance of task and contextual
performance dimensions to supervisor judgments of overall performance. Journal of
Applied Psychology, 86, 984-
996.https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=tr
ue&db=bth&AN=12128489&site=ehost-
live&scope=site Assignment # 7Q AWhat are two of the
most important reasons for using theory-based information to develop employee training
and development? What are two of the most relevant theories involved in this process?
Explain.Q BWhy is transfer of training important? Explain. How is this transfer measured?
Explain. RESOURCESElectronic Resource1. DC
NetworkUse the 10 Key Strategic Points template found under the Research/Dissertation
tab.http://dc.gcu.edue-Library Resource1. Advances in Leader and Leadership
Development: A Review of 25 Years of Research and Theory.Read:Day, D. V., Fleenor, J. W.,
Atwater, L. E., Sturm, R. E., & McKee, R. A. (2014). Advances in leader and leadership
development: A review of 25 years of research and theory. The Leadership Quarterly, 25,
63–
82.https://lopes.idm.oclc.org/login?url=http://dx.doi.org.lopes.idm.oclc.org/10.1016/j.leaq
ua.2013.11.0042. Application of Cognitive, Skill-Based, and Affective Theories of Learning
Outcomes to New Methods of Training Evaluation.Read:Kraiger, K., Ford, J. K., & Salas, E.
(1993). Application of cognitive, skill-based, and affective theories of learning outcomes to
new methods of training evaluation.Journal of Applied Psychology, 78(2), 311-
328.https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=tr
ue&db=bth&AN=12351708&site=ehost-live&scope=site3. SAGE Research MethodsUse Sage

3. Research Methods to research potential resources to develop the theoretical foundations
for your
paper.https://lopes.idm.oclc.org/login?url=http://srmo.sagepub.com.lopes.idm.oclc.org/ca
ses4. The Evaluation of Two Key Leadership Development Program Components:
Leadership Skills Assessment and Leadership MentoringRead:Solansky, S. T. (2010). The
evaluation of two key leadership development program components: Leadership skills
assessment and leadership mentoring. The Leadership Quarterly, 21(4), 675–
681.https://lopes.idm.oclc.org/login?url=http://www.sciencedirect.com.lopes.idm.oclc.org
/science/article/pii/S10489843100009505. Transfer of Leadership Skills: The Influence of
Motivation to Transfer and Organizational Support in Managerial Training.Read:Franke, F.,
& Felfe, J. (2012). Transfer of leadership skills: The influence of motivation to transfer and
organizational support in managerial training. Journal of Personnel Psychology, 11(4), 138–
147.https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=tr
ue&db=pdh&AN=2012-20199-004&site=ehost-live&scope=site6. Transfer of Training: A
Meta-Analytic Review.Read:Blume, B. D., Ford, J. K., Baldwin, T. T., & Huang, J. L. (2010).
Transfer of training: A meta-analytic review. Journal of Management, 36, 1065–
1105.https://lopes.idm.oclc.org/login?url=http://jom.sagepub.com.lopes.idm.oclc.org/cont
ent/36/4/1065.full.pdf+html Assignment # 8Q AWhat are
the most important requisite skills required of organizational leaders? Why? How do
effective and ineffective leadership behaviors affect employees both positively and
negatively? Explain.Q BFocus on Research:Reflect on three of the articles you have chosen
for the literature review assignment. How will these articles help you proceed from
here? RESOURCES1. Assessing Your Leadership Style to
Achieve Organizational Objectives.Read:Rubin, E. N. (2013). Assessing your leadership style
to achieve organizational objectives. Global Business & Organizational Excellence, 32(6), 55-
66.https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=tru
e&db=bth&AN=89989512&site=ehost-live&scope=site2. Personality, Leader Behavior and
Overdoing It.Read:Kaiser, R. B., & Hogan, J. (2011). Personality, leader behavior and
overdoing it. Consulting Psychology Journal: Practice and Research, 63, 219–242. doi:
10.1037/a0026795https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/logi
n.aspx?direct=true&db=pdh&AN=2011-30211-002&site=ehost-live&scope=site3. Using
360° Feedback to Predict PerformanceRead:Maylett, T. M., & Riboldi, J. (2007, September).
Using 360° feedback to predict performance. Training + Development, 61(9), 48-
52.https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=tru
e&db=a9h&AN=26595960&site=ehost-live&scope=site4. What We Know About
LeadershipRead:Hogan, R., & Kaiser, R. B. (2005). What we know about leadership. Review
of General Psychology, 9(2), 169-
180.https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=tr
ue&db=pdh&AN=2005-06355-007&site=ehost-live&scope=siteI need about 150 words for
each assignment and please provide references for each assignment