By Ian A. Glendon, Briony M. Thompson, Brett Myors

Advances in Organisational Psychology provides a powerful array of latest issues in commercial and organisational psychology from the Asia-Pacific region.

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These analyses have led to a substantial reassessment of the validity of these tests, and seem to provide solid support for the conclusion that these tests are valid for virtually all jobs. Meta-analyses of measures of most other constructs that are important to I/O psychologists have not yielded the same obvious benefits. Perhaps this is a function of setting the bar too high; meta-analysis virtually revolutionised thinking about the validity and value of cognitive ability tests (Murphy, 2003).

M. (1978). ‘Content validity’ in moderation. Personnel Psychology, 31, 205–213. Harris, M. , & Schaubroeck, J. (1988). A meta-analysis of self-supervisory, self-peer, and peer-supervisory ratings. Personnel Psychology, 41, 43–62. Hogan, R. J. (1994). Trouble at the top: Causes and consequences of managerial incompetence. Consulting Psychology Journal: Practice and Research. Special Issue: Issues in the assessment of managerial and executive leadership, 46, 9–15. 32 Organisational Psychology's Hits and Misses Howard, R.

Similarly, workers are likely to have some range of views about the amount of support, longevity and help that their organisations will provide, again with some people ending up happy and others ending up bitterly disappointed by what they perceive to be an organisation’s violations of their implicit contracts. Misbehaviour in Organisations The main concerns of I/O psychology have often revolved around issues such as performance and productivity, which can be thought of as an analysis of why people do what they are supposed to do in the workplace well or poorly.

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