Skip to main content Accessibility help
×
×
Home

Putting an End to Bad Talent Management: A Call to Action for the Field of Industrial and Organizational Psychology

  • Christopher T. Rotolo (a1), Allan H. Church (a1), Seymour Adler (a2), James W. Smither (a3), Alan L. Colquitt (a4), Amanda C. Shull (a5), Karen B. Paul (a6) and Garett Foster (a7)...

Abstract

Organizations are undergoing unprecedented transformation in the area of talent management (TM). Companies are rapidly adopting new tools and approaches in a variety of what has traditionally been core areas of industrial and organizational (I-O) psychology such as performance management, employee attitudes, recruiting, testing and assessment, and career development. Increasingly, however, these new approaches have little to no research backing behind them, and they do not tend to be the focus of I-O psychology theory and research. We call this trend anti-industrial and organizational psychology (AIO), as we believe these forces to do not advance the field for long-term strategic impact. We present a framework that describes how AIO practices are adopted by organizations, and how I-O psychologists often gravitate away from these practices rather than actively help to separate the wheat from the chaff. We found support for our hypothesis through a brief analysis of Industrial and Organizational Psychology: Perspectives on Science and Practice, the peer-reviewed journal of the Society of Industrial and Organizational Psychology (SIOP). In this analysis, we found that only 10% of the focal articles from 2008 to 2016 represented topics that we call frontier—emerging areas in organizations but where there is no research support for them. We propose a set of recommendations for the field of I-O psychology and call for a more strategic approach to identifying and vetting new TM trends in order to increase the relevancy and impact of I-O psychology for our key stakeholders.

  • View HTML
    • Send article to Kindle

      To send this article to your Kindle, first ensure no-reply@cambridge.org is added to your Approved Personal Document E-mail List under your Personal Document Settings on the Manage Your Content and Devices page of your Amazon account. Then enter the ‘name’ part of your Kindle email address below. Find out more about sending to your Kindle. Find out more about sending to your Kindle.

      Note you can select to send to either the @free.kindle.com or @kindle.com variations. ‘@free.kindle.com’ emails are free but can only be sent to your device when it is connected to wi-fi. ‘@kindle.com’ emails can be delivered even when you are not connected to wi-fi, but note that service fees apply.

      Find out more about the Kindle Personal Document Service.

      Putting an End to Bad Talent Management: A Call to Action for the Field of Industrial and Organizational Psychology
      Available formats
      ×

      Send article to Dropbox

      To send this article to your Dropbox account, please select one or more formats and confirm that you agree to abide by our usage policies. If this is the first time you use this feature, you will be asked to authorise Cambridge Core to connect with your <service> account. Find out more about sending content to Dropbox.

      Putting an End to Bad Talent Management: A Call to Action for the Field of Industrial and Organizational Psychology
      Available formats
      ×

      Send article to Google Drive

      To send this article to your Google Drive account, please select one or more formats and confirm that you agree to abide by our usage policies. If this is the first time you use this feature, you will be asked to authorise Cambridge Core to connect with your <service> account. Find out more about sending content to Google Drive.

      Putting an End to Bad Talent Management: A Call to Action for the Field of Industrial and Organizational Psychology
      Available formats
      ×

Copyright

Corresponding author

Correspondence concerning this article should be addressed to Christopher T. Rotolo, PepsiCo, Inc., 700 Anderson Hill Rd., Purchase, NY 10577. E-mail: christopher.rotolo@pepsico.com

Footnotes

Hide All

This article is based in part on a panel session delivered at the 30th Annual Conference of the Society for Industrial and Organizational Psychology in Philadelphia, Pennsylvania, titled “Anti-Talent Management: Radical Solutions for Changing Times” by A. H. Church, S. Arad, A. Colquitt, D. De Vries, J. Fuller, A. Kamin, and J. Saltz, April 24, 2015.

Footnotes

References

Hide All
Adler, S., Campion, M., Colquitt, A., & Grubb, A. (2016). Getting rid of performance ratings: Genius or folly? A debate. Industrial and Organizational Psychology: Perspectives on Science and Practice, 9 (2), 219252.
Adler, S., & Stomski, L. (2010). Ropes to skip and the ropes to know. In Silzer, R. & Dowell, B. E. (Eds.), Strategy-driven talent management: A leadership imperative (pp. 159211). San Francisco, CA: Jossey-Bass.
Aguinis, H. (2013). Performance management (3rd ed.). Essex, UK: Pearson Education, Ltd.
Alderfer, C. P. (1972). Existence, relatedness, and growth: Human needs in organizational settings. New York, NY: Free Press.
Alvero, A. M., Bucklin, B. R., & Austin, J. (2001). An objective review of the effectiveness and essential characteristics of performance feedback in organizational settings (1985–1998). Journal of Organizational Behavior Management, 21 (1), 329.
Anderson, N., Herriot, P., & Hodgkinson, G. P. (2001). The practitioner-researcher divide in industrial, work and organizational (IWO) psychology: Where are we now, and where do we go from here? Journal of Occupational and Organizational Psychology, 74, 391411.
Aon-Hewitt. (2013). Building the right high potential pool: How organizations define, assess and calibrate their critical talent. Consulting performance, rewards and talent paper: Aon plc: http://www.aon.com/attachments/human-capital-consulting/2013_Building_the_Right_High_Potential_Pool_white_paper.pdf.
Arun, N., Coyle, P. T., & Hauenstein, N. (2012). Learning agility: Still searching for clarity on a confounded construct. Industrial and Organizational Psychology: Perspectives on Science and Practice, 5, 219252.
Barrick, M. R., & Mount, M. K. (2012). Nature and use of personality in selection. In Schmitt, N. (Ed.), The Oxford handbook of personnel assessment & selection (pp. 225251). New York, NY: Oxford University Press.
Bauer, T. N., McCarthy, J., Anderson, N., Truxillo, D. M, & Salgado, J. F. (2012). What we know about applicant reactions on attitudes and behavior: Research summary and best practices. SIOP/SHRM White Paper Series. Retrieved from http://www.siop.org/SIOP-SHRM/SIOP-Applicant_Reactions_to_Selection_final.pdf.
Becker, B. E., Huselid, M. A., & Ulrich, D. (2001). The HR scorecard: Linking people, strategy, and performance. Boston, MA: Harvard Business Press.
Bersin, J. (2013). Big data in human resources: A world of haves and have-nots. Forbes. Retrieved from http://www.forbes.com/sites/joshbersin/2013/10/07/big-data-in-human-resources-a-world-of-haves-and-have-nots/.
Bersin, J. (2014). It's time to rethink the “employee engagement” issue. Forbes. Retrieved from http://www.forbes.com/sites/joshbersin/2014/04/10/its-time-to-rethink-the-employee-engagement-issue.
Bion, W. R. (1959). Experiences in groups. New York, NY: Basic Books.
Boudreau, J. W., & Ramstad, P. M. (2007). Beyond HR: The new science of human capital. Boston, MA: Harvard Business School Press.
Bracken, D. W. (1994). Straight talk about multirater feedback. Training and Development, (Sept.), 4451.
Bracken, D. W., Rose, D. S., & Church, A. H. (2016). The evolution and devolution of 360-degree feedback. Industrial and Organizational Psychology: Perspectives on Science and Practice, 9 (4), 761794.
Bracken, D. W., Timmreck, C. W., & Church, A. H. (Eds.). (2001), The handbook of multisource feedback: The comprehensive resource for designing and implementing MSF processes. San Francisco, CA: Jossey-Bass.
Burke, W. W., & Litwin, G. H. (1992). A causal model of organizational performance and change. Journal of Management, 18, 523545.
Campion, M. A., Palmer, D. K., & Campion, J. E. (1997). A review of structure in the selection interview. Personnel Psychology, 50, 655702.
Cannon, M. D., & Edmondson, A. C. (2001). Confronting failure: Antecedents and consequences of shared beliefs about failure in organizational work groups. Journal of Organizational Behavior, 22 (2), 161177.
Cappelli, P. (2008). Talent on demand: Managing talent in an age of uncertainty. Boston, MA: Harvard Business Press.
Cappelli, P., & Tavis, A. (2016). The performance management revolution. Harvard Business Review, 94 (10), 5867.
Carey, D. C., & Ogden, D. (2004). CEO succession planning: Ensuring leadership at the top. In Berger, L. A. & Berger, D. R. (Eds.), The talent management handbook: Creating organizational excellence by identifying, developing, and promoting your best people (pp. 243252). New York, NY: McGraw-Hill.
Carey, R. (1995). Coming around to 360-degree feedback. Performance, (March), 5660.
Carroll, J. B. (1993). Human cognitive abilities: A survey of factor-analytic studies. New York, NY: Cambridge University Press.
Chamorro-Premuzic, T., Winsborough, D., Sherman, R. A., & Hogan, R. (2016). New talent signals: Shiny new objects or a brave new world? Industrial and Organizational Psychology: Perspectives on Science and Practice, 9 (3), 621640.
Charan, R., Carey, D., & Useem, M., (2014). Boards that lead: When to take charge, when to partner, and when to stay out of the way. Boston, MA: Harvard Business School Publishing.
Charan, R., Drotter, S., & Noel, J. (2001). The leadership pipeline: How to build the leadership powered company. San Francisco, CA: Jossey-Bass.
Church, A. H. (2006). Talent management. The Industrial-Organizational Psychologist, 44 (1), 3336.
Church, A. H. (2011). Bridging the gap between the science and practice of psychology in organizations: State of the practice reflections. Journal of Business and Psychology, 26, 125128.
Church, A. H. (2013). Engagement is in the eye of the beholder: Understanding differences in the OD vs. talent management mindset. OD Practitioner, 45 (2), 4248.
Church, A. H. (2014). What do we know about developing leadership potential? The role of OD in strategic talent management. OD Practitioner, 46 (3), 5261.
Church, A. H. (2015). The pursuit of potential: Six things you need to know about defining potential in your organization. Talent Quarterly, 6, 2935.
Church, A. H. (2016). Is engagement overrated? Five questions to consider before doing your next engagement survey. Talent Quarterly, 9, 17.
Church, A. H. (2017). The art and science of evaluating organization development interventions. OD Practitioner, 49 (2), 2635.
Church, A. H., & Levine, R. (2017). Benchmarking the management of talent management functions in top companies. Presentation delivered at the 32nd Annual Conference of the Society for Industrial and Organizational Psychology (SIOP), April 27th, Orlando, FL.
Church, A. H., & Rotolo, C. T. (2013). How are top companies assessing their high-potentials and senior executives? A talent management benchmark study. Consulting Psychology Journal: Practice and Research, 65, 199223.
Church, A. H., Rotolo, C. T., Ginther, N. M., & Levine, R. (2015). How are top companies designing and managing their high potential programs? A follow-up talent management benchmark study. Consulting Psychology Journal: Practice and Research, 67, 1747.
Church, A. H., & Silzer, R. (2014). Going behind the corporate curtain with a Blueprint for Leadership Potential: An integrated framework for identifying high-potential talent. People & Strategy, 36 (4), 5158.
Church, A. H., & Silzer, R. (2016). Are we on the same wavelength? Four steps for moving from talent signals to valid talent management applications. Industrial and Organizational Psychology: Perspectives on Science and Practice, 9 (3), 645654.
Church, A. H., & Waclawski, J. (2010). Take the Pepsi challenge: Talent development at PepsiCo. In Silzer, R. & Dowell, B. E. (Eds.), Strategy-driven talent management: A leadership imperative (SIOP Professional Practice Series, pp. 617640). San Francisco, CA: Jossey-Bass.
Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O., & Ng, K. Y. (2001). Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86 (3), 425445.
Colquitt, J. A., Scott, B. A., Rodell, J. B., Long, D. M., Zapata, C. P., Conlon, D. E., & Wesson, M. J. (2013). Justice at the millennium, a decade later: A meta-analytic test of social exchange and affect-based perspectives. Journal of Applied Psychology, 98 (2),199236. doi: 10.1037/a0031757
Connolly, J. A., & Viswesvaran, C. (2002). Assessing the construct validity of a measure of learning agility. Presented at the 17th Annual Conference of the Society for Industrial and Organizational Psychology, Toronto, Canada.
Costanza, D. P., Badger, J. M., Fraser, R. L., Severt, J. B., & Gade, P. A. (2012). Generational differences in work-related attitudes: A meta-analysis. Journal of Business and Psychology, 27 (4), 375394.
Costanza, D. P., & Finkelstein, L. M. (2015). Generationally based differences in the workplace: Is there a there there? Industrial and Organizational Psychology: Perspectives on Science and Practice, 8 (3), 308323.
Cucina, J. M., Walmsley, P. T., Gast, I. F., Martin, N. R., & Curtin, P. (2017). Survey key driver analysis: Are we driving down the right road? Industrial and Organizational Psychology: Perspectives on Science and Practice, 10 (2), 234257.
De Meuse, K. P., Guangrong, D., & Hallenbeck, G. S. (2010). Learning agility: A construct whose time has come. Consulting Psychology Journal: Practice and Research, 62 (2), 119130.
DeRue, D. S., Ashford, S. J., & Myers, C. G. (2012). Learning agility: In search of conceptual clarity and theoretical grounding. Industrial and Organizational Psychology: Perspectives on Science and Practice, 5 (2), 258279.
DeTuncq, T. H., & Schmidt, L. (Eds.). (2013). Integrated talent management scorecards: Insights from world-class organizations on demonstrating value. Alexandria, VA: ASTD Press.
Dries, N., Vantilborgh, T., & Pepermans, R. (2012). The role of learning agility and career variety in the identification and development of high potential employees. Personnel Review, 41 (3), 340358.
Edmondson, A. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44 (2), 350383.
Edwards, J. E., Scott, J. C., & Raju, N. S. (Eds.). (2003). The human resources program-evaluation handbook. Thousand Oaks, CA: Sage.
Effron, M., & Ort, M. (2010). One page talent management: Eliminating complexity, adding value. Boston, MA: Harvard Business School Publishing.
Equal Employment Opportunity Commission, Civil Service Commission, Department of Labor, and Department of Justice. (1978). Uniform guidelines on employee selection procedures. Retrieved from http://www.uniformguidelines.com/uniformguidelines.html.
Espinoza, C., Ukleja, M., & Rusch, C. (2010). Managing the millennials. Hoboken, NJ: Wiley.
Farnham, A. (2014). 20 fastest growing occupations. ABC News. Retrieved from http://abcnews.go.com/Business/americas-20-fastest-growing-jobs-surprise/story?id=22364716 .
Freud, S. (1922). Mourning and melancholia. The Journal of Nervous and Mental Disease, 56 (5), 543545.
Gerstner, C. R., & Day, D. V. (1997). Meta-analytic review of leader–member exchange theory: Correlates and construct issues. Journal of Applied Psychology, 82 (6), 827844.
Ghorpade, J. (2000). Managing five paradoxes of 360-degree feedback. Academy of Management Review, 14 (1), 140150.
Goffman, E. (1961). Encounters: Two studies in the sociology of interaction. Oxford, UK: Bobbs-Merrill.
Goldsmith, M. (2007). What got you here won't get you there: How successful people become even more successful. New York, NY: Hyperion.
Graham, S., Wedman, J. F., & Garvin-Kester, B. (1993). Manager coaching skills: Development and application. Performance Improvement Quarterly, 6 (1), 213.
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), 442.
Grubs, L. (2004). Achieving organizational excellence through talent planning and development. In Berger, L. A. & Berger, D. R. (Eds.), The talent management handbook: Creating organizational excellence by identifying, developing, and promoting your best people (pp. 185198). New York, NY: McGraw-Hill.
Guzzo, R., Fink, A., King, E., Tonidandel, S., & Landis, R. (2015). Big data recommendations for industrial-organizational psychology. Industrial and Organizational Psychology: Perspectives on Science and Practice, 8 (4), 491508.
Hackman, J. R., & Wageman, R. (2005). A theory of team coaching. Academy of Management Review, 30 (2), 269287.
Hanson, R. A., & Pulakos, E. D. (2015). Putting the “performance” back in performance management. SHRM-SIOP Science of HR White Paper Series. Retrieved from http://www.siop.org/SIOP-SHRM/SHRM_SIOP_Performance_Management.pdf.
Heslin, P. A., Vandewalle, D., & Latham, G. P. (2006). Keen to help? Managers’ implicit person theories and their subsequent employee coaching. Personnel Psychology, 59 (4), 871902.
Hewitt Associates. (2003). Managing high potentials. Lincolnshire, IL: Author.
Hogan, R., & Kaiser, R. B. (2010). Personality. In Scott, J. C. & Reynolds, D. H. (Eds.), The handbook of workplace assessment: Evidenced based practices for selecting and developing organizational talent (pp. 81108). San Francisco, CA: Jossey-Bass.
Hollenbeck, G. P. (2009). Executive selection—What's right . . . and what's wrong. Industrial and Organizational Psychology: Perspectives on Science and Practice, 2 (2), 130143.
Ilgen, D., & Davis, C. (2000). Bearing bad news: Reactions to negative performance feedback. Applied Psychology, 49 (3), 550565.
Jeanneret, R., & Silzer, R. (1998). An overview of individual psychological assessment. In Jeanneret, R. & Silzer, R. (Eds.), Individual psychological assessment: Predicting behavior in organizational settings (pp. 326). San Francisco, CA: Jossey-Bass.
Johnson, R. H. (1996). Life in the consortium: The Mayflower Group. In Kraut, A. I. (Ed.), Organizational surveys: Tools for assessment and change (pp. 285309). San Francisco, CA: Jossey-Bass.
Judge, T. A., Bono, J. E., Ilies, R., & Gerhardt, M. W. (2002). Personality and leadership: A qualitative and quantitative review. Journal of Applied Psychology, 87 (4), 765780.
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33 (4), 692724.
Kirkpatrick, D. L. (1959). Techniques for evaluating training programs. Journal of ASTD, 13, 39.
Kirkpatrick, D. L. (1994). Evaluating training programs: The four levels. San Francisco, CA: Berrett-Koehler.
Kluger, A. N., & DeNisi, A. (1996). The effects of feedback intervention on performance: A historical review, a meta-analysis, and a preliminary feedback intervention theory. Psychological Bulletin, 119, 254284.
Lawler, E. E. (1971). Thoughts about the future. Professional Psychology, 2, 2122.
Lepsinger, R., & Lucia, A. D. (1997). The art and science of 360-degree feedback. San Francisco, CA: Pfeiffer.
Levashina, J., Hartwell, C. J., Morgeson, F. P., & Campion, M. A. (2014). The structured employment interview: Narrative and quantitative review of the research literature. Personnel Psychology, 67 (1), 241293.
Lievens, F., & Motowidlo, S. J. (2015). Situational judgment tests: From measures of situational judgment to measures of general domain knowledge. Industrial and Organizational Psychology: Perspectives on Science and Practice, 9 (1), 322.
Lohr, S. (2013, February 1). The origins of “big data”: An etymological detective story. New York Times, p. 1.
Lombardo, M. M., & Eichinger, R. W. (2000). High potentials as high learners. Human Resource Management, 39, 321330.
London, M. (1997). Job feedback: Giving, seeking and using feedback for performance improvement. Mahwah, NJ: Lawrence Erlbaum.
Macey, W. H., & Schneider, B. (2008). The meaning of employee engagement. Industrial and Organizational Psychology: Perspectives on Science and Practice, 1 (1), 330.
MacRae, I., & Furnham, A. (2014). High potential: How to spot, manage and develop talent people at work. London, UK: Bloomsbury.
Maslach, C., & Leiter, M. P. (1997). The truth about burnout. San Francisco, CA: Jossey-Bass.
Maslow, A. H. (1954). The instinctoid nature of basic needs. Journal of Personality, 22 (3), 326347.
McAfee, A., & Brynjolfsson, E. (2012). Big data: The management revolution. Harvard Business Review, 60, 6066.
McCall, M. W. Jr. (1998). High flyers: Developing the next generation of leaders. Boston, MA: Harvard Business School Press.
McCall, M. W. Jr., Lombardo, M. M., & Morrison, A. M. (1988). The lessons of experience: How successful executives develop on the job. Lexington, MA: Lexington Books.
McCauley, C. D., & McCall, M. W. Jr. (Eds.). (2014). Using experience to develop leadership talent: How organizations leverage on-the-job development. San Francisco, CA: Jossey-Bass.
Meister, J. C., & Willyerd, K. (2010). The 2020 workplace: How innovative companies attract, develop, and keep tomorrow's employees today. New York, NY: HarperCollins.
Miller, D., and Hartwick, J. (2002). Spotting management fads. Harvard Business Review, 10(October), 26–27.
Morelli, N. A., Mahan, R. P., & Illingworth, A. J. (2014). Establishing the measurement equivalence of online selection assessments delivered on mobile versus nonmobile devices. International Journal of Selection and Assessment, 22 (2), 124138.
Morgan, H., & Jardin, D. (2010). HR + OD = integrated talent management. OD Practitioner, 42 (4), 2329.
Newman, D., & Harrison, D. A. (2008). Been there, bottled that: Are state and behavioral work engagement new and useful construct “wines”? Industrial and Organizational Psychology: Perspectives on Science and Practice, 1 (1), 3135.
Ones, D. S., Kaiser, R. B., Chamorro-Premuzic, T., & Svensson, C. (2017). Has industrial-organizational psychology lost its way? The Industrial-Organizational Psychologist, 55 (2). http://www.siop.org/tip/april17/lostio.aspx.
O'Reilly, B. (1994). 360° feedback can change your life. Fortune, 130 (8), 9394, 96, 100.
Paese, M. J., Smith, A. B., & Byham, W. C. (2016). Leaders ready now: Accelerating growth in a faster world. Bridgeville, PA: Development Dimensions International, Inc.
Payne, S. C., Youngcourt, S. S., & Beaubien, J. M. (2007). A meta-analytic examination of the goal orientation nomological net. Journal of Applied Psychology, 92 (1), 128150.
Pfeffer, J., & Sutton, R. I. (2006). Evidence based management. Harvard Business Review, 84 (1), 62.
Pietersen, H. J. (1989). An epistemological view of industrial/organizational psychology: Some perspectives and implications for future knowledge development. South African Journal of Psychology, 19 (2), 101108.
Pulakos, E., Hanson, R., Arad, S., & Moye, N. (2015). Performance management can be fixed: An on-the-job experiential learning approach for complex behavior change. Industrial and Organizational Psychology: Perspectives on Science and Practice, 8 (1), 5176.
Rock, D. (2007). Quiet leadership: Six steps to transforming performance at work. New York, NY: HarperCollins.
Rock, D. (2008). SCARF: A brain-based model for collaborating with and influencing others. NeuroLeadership Journal, 1, 19.
Rose, M., Drogan, O., Spencer, E., Rupprecht, E., Singla, N., McCune, E., & Rotolo, C. T. (2014). I-O psychology and SIOP brand awareness among business professionals, HR professionals, faculty members, and college students. The Industrial-Organizational Psychologist, 52 (1), 154162.
Rose, M., McCune, E., Spencer, E. L., Rupprecht, E. A., & Drogan, O. (2013). Increasing I-O and SIOP brand awareness among business and HR professionals: What's the baseline? The Industrial-Organizational Psychologist, 50 (4). http://www.siop.org/tip/Apr13/07_Rose.aspx
Rotolo, C. T. (2009). Making I-O psychology more visible: Mommy, I want to be an I-O psychologist when I grow up. The Industrial-Organizational Psychologist, 47 (1). http://www.siop.org/tip/july09/18rotolo.aspx
Rotolo, C. T., & Church, A. H. (2015). Big data recommendations for industrial-organizational psychology: Are we in whoville? Industrial and Organizational Psychology: Perspectives on Science and Practice, 8 (4), 515520.
Rousseau, D. M. (2006). Is there such a thing as evidence-based management? Academy of Management Review, 31 (2), 256269.
Rousseau, D. M., & Barends, E. G. R. (2011). Becoming an evidence-based HR practitioner. Human Resource Management Journal, 21 (3), 221235.
Rucci, A. J., Kirn, S. P., & Quinn, R. T. (1998). The employee-customer profit chain at Sears. Harvard Business Review, 76 (1), 8397.
Ruddy, T., & Anand, J. (2010). Managing talent in global organizations. In Silzer, R. & Dowell, B. E. (Eds.), Strategy-driven talent management: A leadership imperative (pp. 549593). San Francisco, CA: Jossey-Bass.
Ryan, A. M., & Ford, K. (2010). Organizational psychology and the tipping point of professional identity. Industrial and Organizational Psychology: Perspectives on Science and Practice, 3 (3), 241268.
Salas, E., Kozlowski, S. W. J., & Chen, G. (2017). A century of progress in industrial and organizational psychology: Discoveries and the next century. Journal of Applied Psychology, 102 (3), 589598.
Savitz, A. W., & Weber, K. (2013). Talent, transformation, and the triple bottom line: How companies can leverage human resources to achieve sustainable growth. San Francisco, CA: Jossey-Bass.
Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3 (1), 7192.
Schiemann, W. A., & Ulrich, D. (2017). Rise of HR—new mandates for I-O. Industrial and Organizational Psychology: Perspectives on Science and Practice, 10 (1), 325.
Schmidt, F. L., & Hunter, J. (2004). General mental ability in the world of work: Occupational attainment and job performance. Journal of Personality and Social Psychology, 86 (1), 162173.
Scott, J. C., & Reynolds, D. H. (2010). Handbook of workplace assessment (Vol. 32). San Francisco, CA: Jossey-Bass.
Scroggins, W.A., Thomas, S. L., & Morris, J. A. (2009). Psychological testing in personnel selection, Part III: The resurgence of personality testing. Public Personnel Management, 38, 6777.
Silzer, R., & Church, A. H. (2009). The pearls and perils of identifying potential. Industrial and Organizational Psychology: Perspectives on Science and Practice, 2, 377412.
Silzer, R., & Church, A. H. (2010). Identifying and assessing high-potential talent: Current organizational practices. In Silzer, R. & Dowell, B. E. (Eds.), Strategy-driven talent management: A leadership imperative (pp. 213279). San Francisco, CA: Jossey-Bass.
Silzer, R. Church, A. H, Rotolo, C. T., & Scott, J. C. (2016). I-O practice in action: Solving the leadership potential identification challenge in organizations. Industrial and Organizational Psychology: Perspectives on Science and Practice, 9 (4), 814830.
Silzer, R., & Cober, R. (2011). Practice perspectives: Shaping the future of industrial-organizational psychology practice. The Industrial-Organizational Psychologist, 49 (1), 8188.
Silzer, R. F., & Dowell, B. E. (Eds.). (2010). Strategy-driven talent management: A leadership imperative. San Francisco, CA: Jossey Bass.
Silzer, R., & Parsons, C. (2011). Practice perspectives: SIOP and representation. The Industrial-Organizational Psychologist, 49 (2), 8596.
Smither, J. W., & London, M. (Eds.). (2009). Performance management: Putting research into action (Vol. 21). San Francisco, CA: Jossey Bass.
Smither, J. W., & London, M. (2012). Performance management. In Kozlowski, S. (Ed.), The Oxford handbook of organizational psychology (Vol. 1, pp. 285329). Oxford, UK: Oxford University Press.
Society for Industrial and Organizational Psychology, Inc. (2003). Principles for the validation and use of personnel selection procedures (4th ed.). Bowling Green, OH: Author.
Sparrow, P., & Makram, H. (2015). What is the value of talent management? Building value-driven processes within a talent management architecture. Human Resource Management Review, 25 (3), 249263.
Stamoulis, D. (2009). Senior executive assessment: A key to responsible corporate governance. Chichester, UK: John Wiley & Sons, Ltd.
Steelman, L. A., Levy, P. E., & Snell, A. F. (2004). The feedback environment scale: Construct definition, measurement, and validation. Educational and Psychological Measurement, 64 (1), 165184.
Swailes, S. (2016). The cultural evolution of talent management: A memetic analysis. Human Resource Development Review, 15 (3), 340358.
Talent Quarterly. (2017). The bullsh*t issue, 14.
ThorntonG. C., III G. C., III, Hollenbeck, G. P., & Johnson, S. K. (2010). Selecting leaders: Executives and high-potentials. In Farr, J. L. & Tippins, N. T. (Eds.), Handbook of employee selection (pp. 823840). New York, NY: Routledge.
Tonidandel, S., King, E., & Cortina, J. (Eds.). (2015). Big data at work: The data science revolution and organizational psychology. SIOP Organizational Frontiers Series. New York, NY: Routledge.
Van Rooy, D. L., Whitman, D. S., Hart, D., & Caleo, S. (2011). Measuring employee engagement during a financial downturn: Business imperative or nuisance? Journal of Business and Psychology, 26 (2), 147152.
Wang, S., & Beier, M. E. (2012). Learning agility: Not much is new. Industrial and Organizational Psychology: Perspectives on Science and Practice, 5, 293296.
Whitaker, B. G., Dahling, J. J., & Levy, P. (2007). The development of a feedback environment and role clarity model of job performance. Journal of Management, 33 (4), 570591.
Whitman, D. S., Caleo, S., Carpenter, N. C., Horner, M. T., & Bernerth, J. B. (2012). Fairness at the collective level: A meta-analytic examination of the consequences and boundary conditions of organizational justice climate. Journal of Applied Psychology, 97 (4), 776791.
Zemke, R., Raines, C., and Filipczak, B. (2000). Generations at work: Managing the clash of veterans, boomers, Xers, and nexters in your workplace. New York, NY: American Management Association.
Zickar, M. J. (2012). A brief history of the tension between the science and applied sides of I-O psychology. The Industrial-Organizational Psychologist, 49 (3), 4851.
Recommend this journal

Email your librarian or administrator to recommend adding this journal to your organisation's collection.

Industrial and Organizational Psychology
  • ISSN: 1754-9426
  • EISSN: 1754-9434
  • URL: /core/journals/industrial-and-organizational-psychology
Please enter your name
Please enter a valid email address
Who would you like to send this to? *
×

Keywords

Metrics

Altmetric attention score

Full text views

Total number of HTML views: 0
Total number of PDF views: 0 *
Loading metrics...

Abstract views

Total abstract views: 0 *
Loading metrics...

* Views captured on Cambridge Core between <date>. This data will be updated every 24 hours.

Usage data cannot currently be displayed