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PSYC 5754 Personnel Psychology in the Workplace: Welcome & Course Readings

Welcome to your course guide

Please find your required library readings below. If you have problems with the links below, please contact the Library. If you have APA questions about these materials, please contact the Writing Center.

PSYC 5754 Required Course Readings

The links are for required readings found in the Walden databases ONLY. For all other readings, see your course resources.

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Andersson, B.-E., & Nilsson, S.G. (1964). Studies in the reliability and validity of the critical incident technique. Journal of Applied Psychology, 48(6), 398-403.

Arthur, W., Bennett, W., Edens, P. S. & Bell, S.T. (2003), Effectiveness of training in organizations: A meta-analysis of design and evaluation features. Journal of Applied Psychology, 88, 234–245.

Arthur, W., Jr., & Villado, A. J. (2008). The importance of distinguishing between constructs and methods when comparing predictors in personnel selection and research and practice. Journal of Applied Psychology, 93(2), 435–442.

Barrett, G., Miguel, R., Hurd, J., Lueke, S., & Tan, J. (2003). Practical issues in the use of personality tests in police selection. Public Personnel Management, 32(4), 497-517.

Barrick, M., & Mount, M. (1991). The big five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44(1), 1-26.

Barrick, M.R., & Mount, M.K. (2005). Yes, personality matters: Moving on to more important matters. Human Performance, 18(4), 359-372.

Bartram D. (2005). The great eight competencies: A criterion-centric approach to validation. Journal of Applied Psychology, 90, 1185-1203.

Berry, J. B., & Cable, D. (2010). The humble position description -- still a valuable resource. Human Resources Magazine, 15(2), 16-17.

Blume, B. D., Ford, J. K., Baldwin, T. T., & Huang, J. L. (2009). Transfer of Training: A Meta-Analytic Review. Journal of Management, 36, 1065-1105.

Bobko, P., Roth, P., & Potosky, D. (1999). Derivation and implications of a meta-analytic matrix incorporating cognitive ability, alternative predictors, and job performance. Personnel Psychology, 52(3), 561–588.

Boehm, V. (1980). Research in the “real world”--a conceptual model. Personnel Psychology, 33(3), 495-503.

Boyd, E. R. (2008). Applying for Your Own Job: A Preliminary Study. Australian Journal Of Career Development, 17(1), 20-28.

Bridges, W. (1994). The end of the job. Fortune, 130(6), 62-67.

Caddy, I. (2007). Identifying Knowledge Workers: Using Direct versus Indirect Approaches. Employment Relations Record, 7(2), 47-62.

Campbell, J. P. (1990). An overview of the army selection and classification project (Project A). Personnel Psychology, 43, 231-239.

Carter, R. C., & Biersner, R. J. (1987). Job requirements derived from the Position Analysis Questionnaire and validated using military aptitude test scores. Journal of Occupational Psychology, 60(4), 311-321.

Conley, P. R., & Sackett, P. R. (1987). Effects of using high- versus low-performing job incumbents as sources of job-analysis information. Journal of Applied Psychology, 72(3), 434-437.

Cronshaw, F. (1998). Job analysis: Changing nature of work. Canadian Psychology, 39(1), 5-13.

De Corte, W., Lievens, F., & Sackett, P. R. (2007). Combining predictors to achieve optimal trade-offs between selection quality and adverse impact. Journal of Applied Psychology, 92(5), 1380–1393.

Dierdorff, E. C., & Morgeson, F. P. (2007). Consensus in work role requirements: The influence of discrete occupational context on role expectations. Journal of Applied Psychology, 92(5), 1228-1241.

Dierdorff, E. C., & Wilson, M. A. (2003). A meta-analysis of job analysis reliability. Journal of Applied Psychology, 88(4), 635-646.

Edwards, B. D., & Arthur, W., Jr. (2007). An examination of factors contributing to a reduction in race-based subgroup differences on a constructed response paper-and-pencil test of scholastic achievement. Journal of Applied Psychology, 92(3), 794–801.

Equal Employment Opportunity Commission et al. (1978). Uniform guidelines on employee selection procedures, 29 C.F.R. § 6A pt. 1607 (1978). Federal Register 43(166), 38290–38313.

Finch, D. M., Edwards, B. D., & Wallace, J. C. (2009). Multistage selection strategies: simulating the effects on adverse impact and expected performance for various predictor combinations. Journal of Applied Psychology, 94(2), 318-340.

Friedman, L., & Harvey, R. J. (1986). Can raters with reduced job descriptive information provide accurate Position Analysis Questionnaire (PAQ) ratings? Personnel Psychology, 39(4), 779-789.

Guion, R. M. (1980). On Trinitarian doctrines of validity. Professional Psychology, 11(3), 385-398.

Guzzo, R. A., Jette, R. D. & Katzell, R. A. (1985) The effects of psychologically based intervention programs on worker productivity: A meta-analysis. Personnel Psychology, 38 (2), 275–292.

Haccoun, R, R, & Saks, A. M. (1998) Training in the 21st Century: Some lessons from the last one. Canadian Psychology, 39( 1–2), 33–51.

Haccoun, R. R., & Hamtiaux, T. (1994). Optimizing knowledge tests for inferring learning acquisition levels in single group training evaluation designs: the internal referencing strategy. Personnel Psychology, 47(3), 593-604.

Hoffman, C., & Thornton, G. (1997). Examining selection utility where competing predictors differ in adverse impact. Personnel Psychology, 50(2), 455–470.

Jeanneret, P. R., & Strong, M. H. (2003). Linking O*NET job analysis information to job requirement predictors: an O*NET application. Personnel Psychology, 56(2), 465-492.

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.

Lodato, M. A., Highhouse, S., & Brooks, M. E. (2011). Predicting professional preferences for intuition-based hiring. Journal of Managerial Psychology, 26(5), 352-365.

Landy, F. J. (1992). Hugo Münsterberg: Victim or visionary? Journal of Applied Psychology, 77(6), 787-802.

Landy, F. J., & Vasey, J. (1991). Job analysis: the composition of SME samples. Personnel Psychology, 44, 27-50.

Lang, J. W. B., Kersting, M., HüLsheger, U. R., & Lang, J. (2010). General mental ability, narrower cognitive abilities, and job performance: the perspective of the nested-factors model of cognitive abilities. Personnel Psychology, 63(3), 595-640.

Lerner, B. (1978). The Supreme Court and the APA, AERA, NCME test standards: Past references and future possibilities. American Psychologist, 33(10), 915-919.

McFarland, L. A., & Ryan, A. M. (2000). Variance in faking across noncognitive measures. Journal of Applied Psychology, 85(5), 812–821.

Moore, M. L., & Dutton, P. (1978). Training Needs Analysis: Review and Critique. Academy of Management Review, 3(3), 532-542.

Morgeson, F. P., Delaney-Klinger, K., Mayfield, M. S., Ferrara, P., & Campion, M. A. (2004). Self-Presentation Processes in Job Analysis: A Field Experiment Investigating Inflation in Abilities, Tasks, and Competencies. Journal of Applied Psychology, 89, 674-686.

Morris, S. B., & Lobsenz, R. E. (2000). Significance tests and confidence intervals for the adverse impact ratio. Personnel Psychology, 53(1), 89–111.

Muratbekova-Touron, M. (2009). Why a multinational company introduces a competency-based leadership model: a two-theory approach. The International Journal of Human Resource Management, 20, 606-632.

Ones, D. S., Dilchert, S., Viswesvaran, C., & Judge, T. A. (2007). In support of personality assessment in organizational settings. Personnel Psychology, 60(4), 995-1027.

Ones, D. S., Viswesvaran, C., & Schmidt, F. L. (1993). Comprehensive meta-analysis of integrity test validities: Findings and implications for personnel selection and theories of job performance. Journal of Applied Psychology, 78(4), 679–703.

Oswald, F. L., & Hough, L. M. (2010). Validity in a Jiffy: How Synthetic Validation Contributes to Personnel Selection. Industrial and Organizational Psychology, 3(3), 329-334.

Pearlman, K. (1980). Job families: A review and discussion of their implications for personnel selection. Psychological Bulletin, 87(1), 1-28.

Peterson, N. G., Mumford, M. D., Borman, W. C., Jeanneret, P. R., Fleishman, E. A., Levin, K. Y., Campion, M. A., et al. (2001). Understanding work using the occupational information network (O*NET): implications for practice and research. Personnel Psychology, 54(2), 451-492.

Raymark, P. H., Schmit, M. J., & Guion, R. M. (1997). Identifying potentially useful personality constructs for employee selection. Personnel Psychology, 50, 723-736.

Raymond, M. R. (2001). Job analysis and the specification of content for licensure and certification examinations. Applied Measurement in Education, 14(4), 369-415.

Reed, J., & Vakola, M. (2006). What role can a training needs analysis play in organisational change? Journal of Organizational Change Management, 19, 393-407.

Rodriguez, D., Patel, R., Bright, A., Gregory, D., & Gowing, M. K. (2002). Developing competency models to promote integrated human resource practices. Human Resource Management, 41(3), 309-324.

Roth, P., Bobko, P., Switzer, F., & Dean, M. (2001). Prior selection causes biased estimates of standardized ethnic group differences: Simulation and analysis. Personnel Psychology, 54(3), 591–617.

Sackett, P., Schmitt, N., Ellingson, J., & Kabin, M. (2001). High-stakes testing in employment, credentialing, and higher education: Prospects in a post-affirmative-action world. American Psychologist, 56(4), 302–318.

Sanchez, J. I., & Levine, E. L. (2000). Accuracy or consequential validity: which is the better standard for job analysis data? Journal of Organizational Behavior, 21, 809-818.

Schmidt FL, Hunter JE. (2004). General mental ability in the world of work: Occupational attainment and job performance. Journal of Personality and Social Psychology, 86(1), 162-173.

Schmidt, F. L., & Hunter, J. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124(2), 262–274.

Schmitt, N., & Fine, S. A. (1983). Inter-rater reliability of judgments of functional levels and skill requirements of jobs based on written task statements. Journal of Occupational Psychology, 56, 121-127.

Schippmann, J. S., Ash, R. A., Battista, M., Carr, L., Eyde, L. D., Hesketh, B., Kehoe, J., et al. (2000). The practice of competency modeling. Personnel Psychology, 53(3), 703-740.

Schneider, B., & Konz, A. M. (1989). Strategic job analysis. Human Resource Management, 28, 51-63.

Shrout, P. E., & Fleiss, J. L. 1979. Intraclass correlations: Uses in assessing reliability. Psychological Bulletin, 86(2), 420–428.

Tharenou, P., Saks, A., & Moore, C. (2007). A review and critique of research on training and organizational-level outcomes. Human Resource Management Review, 17(3), 251-273.

Thompson, D. E., & Thompson, T. A. (1982). Court standards for job analysis in test validation. Personnel Psychology, 35, 865-874.

Vazirani, N.. (2010). Competencies and Competency Model-A Brief overview of its Development and Application. SIES Journal of Management, 7(1), 121-131.

Von Mayrhauser, R. T. (1989). Making intelligence functional: Walter Dill Scott and applied psychological testing in World War I. Journal of the History of the Behavioral Sciences, 25, 60-72.

Other Readings

Optional or supplemental readings may or may not be available in the library. Find further information about optional readings here.

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