Industrial & Organizational Psychology

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Industrial & Organizational Psychology
Topic: Effective Employee Feedback

Analysis of Research II


In this course, we began to move toward the concept of the literature review, an important element of the dissertation process. As you have learned, synthesis is the process of creating a new idea by analyzing multiple disparate concepts or notions to discern the common thematic or connecting principles among them. Synthesis of research is a process learned through time and practice. In this assignment, you will continue to analyze research. Instead of approaching the research articles as individual entities, you should compare, analyze, evaluate, and synthesize the information you are reading.

General Requirements:

Use the following information to ensure successful completion of the assignment:

· Review five journal articles found in Topics 4-6 of this course.

· Doctoral learners are required to use APA style for their writing assignments. The APA Style Guide is located in the Student Success Center.

· Refer to the resource, “Preparing Annotated Bibliographies,” located in the Student Success Center, for additional guidance on completing this assignment in the appropriate style.

· Refer to the sample annotated bibliography attached to this assignment.


Provide an evaluation (750-1,000 words total) of at least five journal articles from Topics 4-6 of this course. Include the following for each article:

1. The article citation, which is not included in the total word count.

2. A written summary of the key concept(s) of the articles. Consider the following questions: Why were the studies done? What were the populations studied? What did the researcher(s) conclude? How are the research questions or findings similar/different? What other information about these studies do you believe is unique or important to recall? Are there specific statements made by the authors that you wish to retain? How might these articles compare with others you read? What new ideas can come out of the articles you are evaluating?




1. Industrial/Organizational Psychology: Understanding the Workplace

Read Chapter 6.

e-Library Resource

1. A Meta-Analysis of the Relationship Between Individual Assessments and Job Performance.


Morris, S. B., Daisley, R. L., Wheeler, M., & Boyer, P. (2015). A Meta-Analysis of the Relationship Between Individual Assessments and Job Performance. Journal of Applied Psychology, 100(1), 5-20. doi: 10.1037/a0036938.

2. In Support of Personality Assessment in Organizational Settings


Ones, D. S., Dilchert, S., Viswesvaran, C., & Judge, T. A. (2007). In Support of Personality Assessment in Organizational Settings. Personnel Psychology, 60, 995-1027.

3. Standards for Organizational Consultation Assessment and Evaluation Instruments


Cooper, S. E., & O’Connor, R. M., Jr. (1993). Standards for Organizational Consultation Assessment and Evaluation Instruments. Journal of Counseling & Development, 71(6), 651–660.


e-Library Resource

1. Do you understand why stars twinkle? Would you rather read than watch TV? Do you trust data more than your instincts?


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.

2. Employability and Career Success: Bridging the Gap Between Theory and Reality.


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.

3. The Importance of Ability and Effort in Recruiters’ Hirability Decisions: An Empirical Examination of Attribution Theory


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.

4. The Structured Employment Interview: Narrative and Quantitative Review of the Research Literature.


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.12052

5. The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings


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.


e-Library Resource

1. Increasing Performance Appraisal Effectiveness: Matching Task Types, Appraisal Process, and Rater Training.


Lee, C. (1985). Increasing performance appraisal effectiveness: Matching task types, appraisal process, and rater training. Academy of Management Review, 10, 322-331.

2. Overlooking Overkill? Beyond the 1-to-5 Rating Scale.


Kaiser, R. B., & Kaplan, R. (2005). Overlooking overkill? Beyond the 1-to-5 rating scale. Human Resource Planning, 28(3), 7-11.

3. Performance Appraisal: Verisimilitude Trumps Veracity.


Bowman, J. S. (1999). Performance appraisal: Verisimilitude trumps veracity. Public Personnel Management, 28, 557-576.

4. The Relative Importance of Task and Contextual Performance Dimensions to Supervisor Judgments of Overall Performance.


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.


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