Hostname: page-component-cd9895bd7-dzt6s Total loading time: 0 Render date: 2024-12-25T08:10:48.448Z Has data issue: false hasContentIssue false
  • English
  • Français

If Robust Science Is Relevant Science, Then Make I-O Psychology Research More Relevant: Thoughts From a Practitioner Point of View

Published online by Cambridge University Press:  06 March 2018

Steven T. Hunt
Steven T. Hunt*
Affiliation:
SAP SuccessFactors
*
Correspondence concerning this article should be addressed to Steven T. Hunt, 16958 Richen Park Circle, Sherwood, OR 97140. E-mail: [email protected]
Get access Rights & Permissions [Opens in a new window]

Extract

As a practitioner with 25 years of experience applying industrial and organizational (I-O) psychology concepts to address business challenges, I want to expand upon the point that “robust science is relevant” (Grand et al., 2018, p. 10)—specifically, that making two changes in the field's research direction could greatly increase the impact, value, and credibility of I-O psychology in the broader world of work.

Type
Commentaries
Information
Industrial and Organizational Psychology , Volume 11 , Issue 1 , March 2018 , pp. 65 - 70
Copyright
Copyright © Society for Industrial and Organizational Psychology 2018 

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

References

Boudreau, J. W., & Ramstad, P. M. (2007). Beyond HR: The new science of human capital. Boston: Harvard Business School Press.Google Scholar
Fleming, J. H., & Asplund, J. (2007). Human sigma: Managing the employee–customer encounter. New York: Gallup Press.Google Scholar
Grand, J. A., Rogelberg, S. G., Allen, T. D., Landis, R. S., Reynolds, D. H., Scott, J. C., . . . Truxillo, D. M. (2018). A systems-based approach to fostering robust science in industrial-organizational psychology. Industrial and Organizational Psychology: Perspectives on Science and Practice, 11 (1), 4–42.Google Scholar
Hunt, S. T. (2014). Common sense talent management: Using strategic human resources to improve company performance. San Francisco, CA: Wiley Press.Google Scholar
Lawler, E. E. (2007). Talent: Making people your competitive advantage. San Francisco, CA: Jossey-Bass.Google Scholar
Sutton, R. I. (2007). The no asshole rule: Building a civilized workplace and surviving one that isn't. New York: Business Plus.Google Scholar