Industrial/Organizational Psychology PSYC0063 (First Semester, )

Transcription

1 Industrial/Organizational Psychology PSYC0063 (First Semester, ) Teaching Team C. Harry Hui K607, , Ka Wai Ng K716, , Office hours: hours (Wed); other times by appointment Office hours: hours (Fri); other times by appointment Learning Objectives and Outcomes To become knowledgeable of major theories and some research findings in industrial/organizational psychology To acquire specific skills in industrial/organizational psychology to solve human resources problems Reading Materials Aguinis, H., & Kraiger, K. (2010). Benefits of training and development for individuals and teams, organizations, and society. Annual Review of Psychology, 60, Berry, M.O., Reichman, W., Klobas, J., MacLachlan, M., Hui, C.H., & Carr, S.C. (2011). Humanitarian work psychology: The contributions of organizational psychology to poverty reduction. Journal of Economic Psychology, 32, Ghorpade, J. (2000). Managing five paradoxes of 360-degree feedback. Academy of Management Executive, 14, Holtom, B.C., Mitchell, T.R., Lee, T.W., & Eberly, M.B. (2008). Turnover and retention research: A glance at the past, a closer review of the present, and a venture into the future. Academy of Management Annals, 2, Latham, G..P., & Pinder, C.C. (2005). Work motivation theory and research at the dawn of the twenty-first century. Annual Review of Psychology, 56, Levy, P.E. (2010). Industrial organizational psychology: Understanding the workplace (3 rd edition). Madison, NH: Worth. Nelson, D.B., & Burke, R.J. (2000). Women executives: Health, stress, and success. Academy of Management Executive, 14, Sackett, P.R., & Lievens, F. (2008). Personnel selection. Annual Review of Psychology, 59,

2 Some course materials are put on WebCT. Students without a university account may access this website through our guest account: Login ID: PSYC0063_guest ; Password: guest ; both are case sensitive. The teaching team will not answer questions left on the Discussion Board. Contact us via or by appointment. Coursework Assessment 1. Quizzes (65 marks). Each quiz will consist of short-answer and multiple-choice questions, and will be cumulative in coverage. Duration and weight of the three quizzes are as follows: Quiz Duration Marks 1 20 mins mins mins Tutorial assignments and participation (20 marks). Taking part in tutorial discussion is an important component of learning. This will require preparation before attending a tutorial. For some tutorials, you will have to submit a short admission ticket. The admission ticket should be 300 words or shorter, unless stated otherwise. You may write beyond that word limit, and your tutor will still make comments on them. However, for the sake of fairness, marks for the admission ticket will be based on the first 300 words only. Deadlines for admission tickets are 11:59 pm on the calendar day before your tutorial. Please bring to the tutorial a hard copy of the admission ticket, or else you will lose all participation mark for that tutorial. 3. Group project on structured interview (15 marks). Details to be announced. Group members do not have to be from the same tutorial, although it will be more convenient if they are. To ensure that every student will benefit from this learning experience, there should only be 2-4 persons per group. If you want the teaching team to help you form a group, your interest to kawaing@hku.hk before Sept 30. Late requests will not be entertained. Give your group a name. Submit group members names (as well as the group s name) to the teaching team by Oct 4. Students whose names are not in one of the groups 2

3 submitted to us by this deadline will lose one mark. Marks will be reduced by 10% (of the total marks earned) if this project is not done by a group of the prescribed size. A project longer than the prescribed length will not be penalized. However, in fairness to other students, your grade will be based on the text within the word limit. Other materials that you write will still be commented upon. Peer rating. Within one week after submitting your work, you will rate, in strict confidence, your group member(s) on the significance and amount of contribution. This is done by distributing 100 percentage points among the other group members. Your own score is the product of the score given to your group s work and the total percentage points (adjusted to be within the range of 80% to 120%) your group members give you. If we receive no peer rating from you, we shall assume that you prefer equal distribution of marks among your group members. 4. Bonus points. We may offer bonus points occasionally for classroom activities well performed. Marks appeal. Any dispute on marks you receive on a written assignment/quiz must be made within one week after receipt of the feedback. Another member of the teaching team will re-grade the material (without seeing the comments and marks given by the original grader). The average of the two marks will be final. Codes of Conduct By taking this course you agree to abide by the following codes of conduct: Absence. Students who are 10 or more minutes late to a tutorial will be recorded as absent, and will consequently lose all marks from tutorial participation. Students who do not submit an admission ticket in advance will also be regarded as absent. An exception will be made only if a medical certificate is provided. Seek prior approval from your tutor if you need to attend tutorial at another timeslot. (Strong justification must be provided.) No make-up will be given for any quiz missed. You will automatically receive the equivalent of half of what the worst-performing student in the whole course gets for that activity. However, if a medical certificate is produced for the absence, we shall estimate your mark for that quiz, 3

4 using an empirically derived formula, from marks you obtain in other parts of your coursework. Submission of assignments. Your assignments must be submitted at turnitin.com. Late submissions (for whatever reasons) will be marked down by 0.1% (of the total marks earned) for each minute late. As the group project is to be done by a group, any single member s medical condition does not warrant an extension of the deadline. Marks appeal. Any dispute on marks you receive on a written assignment/quiz must be made within one week after receipt of the feedback. Another member of the teaching team will re-grade the material (without seeing the comments and marks assigned by the original grader). The average of the two marks will be final. You will contribute $50 towards a snack fund to buy snacks for your classmates, if your pager or mobile phone rings in class, or if you talk on any electronic device. We cherish academic honesty. The availability of large amounts of materials on the internet may be tempting. However, use the materials only with proper acknowledgement and referencing. Plagiarism will not be tolerated. (To learn how to avoid this, visit Neither may you use materials submitted for another course without proper acknowledgement. (This is called self-plagiarism.) Follow the APA Publication Manual for formats of citation and references. You take individual and collective responsibility for your group s submission. If you suspect that your Group Project contains plagiarized materials, consult in confidence any one of us in the teaching team for advice, BEFORE THE MISBEHAVIOR IS DISCOVERED by us. Silent group members who do not whistle-blow will receive the same penalty as that imposed on the primary transgressor. 4

5 Date Lecture Topic Reading Tutorial Sept 6 Introduction; Work in Hong Kong L1, 2 and the role of I/O psychology Sept 13 [no class] Sept 20 Conceptualization and measurement L3, 4 (KKLG1 09, 5-6:30 pm) of work performance: Task and skills analysis Sept 27 Monitoring and management of work L5; Ghorpade Using O*NET to analyze Sept 27 (CYPP4, performance Improvement of work performance: Training and development L8; Aguinis & Kraiger the job of a human resources officer / event planner 5-7 pm) Oct 4 Quiz 1; Prediction of future work performance (1) L6, 7; Sackett & Lievens Oct 11 Prediction of future work performance (2) A performance appraisal form for human resources officer / event planner Oct 18 [Reading Week] Oct 25 Quiz 2; Team L12 Training evaluation Nov 1 [no class] Nov 8 Work motivation L9; Latham & Pinder Nov 15 Working conditions and stress L11; Nelson & Burke Your own work motivation theory Nov 22 Job satisfaction L10; Holtom et al. Nov 29 Leadership and organizational development L13, 14 Does I/O psychology serve only the employers interests? (Berry et al., 2011) Dec 6 Quiz 3 5