Introduction to Industrial/Organizational Psychology (eighth ed.) by Riggio & Johnson

NOTE: I’m reviewing this I/O psychology textbook from a reader’s perspective (i.e., the coed’s/learner’s standpoint) and never from an teacher’s perspective.

In response to Routledge (writer of the e-book), the eighth version has been up to date to incorporate:

  • A highlight on range, fairness, and inclusion all through, together with protection of LGBTQIA+ inclusion and racial justice

  • Expanded protection of ethics in I/O psychology follow

  • Elevated emphasis on cross-cultural and worldwide points

  • Protection of the altering nature of labor, post-pandemic, together with distant working, employee stress, and burnout

  • A brand new give attention to applied sciences associated to I/O resembling digital actuality and pc adaptive testing

Introduction to Industrial/Organizational Psychology (eighth ed.) by Ronald E. Riggio and Stefanie Okay. Johnson is a significant and vital replace. The addition of and contributions by Dr. Stefanie Okay. Johnson as a co-author is clearly evident from the beginning. The eighth version instantly leverages her experience (intersection of management and variety) in Ch. 1 with an vital emphasis on how I/O psychology and I/O psychologists may help guarantee office fairness.

I reviewed Introduction to Industrial/Organizational Psychology (seventh ed.) in 2017 and the newly launched eighth version in 2022 accommodates the identical nice protection of 4 (out of 5) subjects I checked out: (1) coaching and growth; (2) the four-fifths rule (or 80% rule) used to find out hostile influence in worker choice; (3) use of cognitive skill assessments in personnel choice; (4) job evaluation; and (5) motivation.

I wrote in my e-book evaluate of the seventh version about Riggio’s insufficient protection of the four-fifths rule (the second subject in my evaluate). Upon seeing that this did not enhance within the eighth version, I’ll reiterate my displeasure at its sparse therapy.

One of many subjects well-covered in lots of I/O psychology textbooks is the four-fifths rule (or 80% rule) used to make an hostile influence willpower in worker choice. That is such an vital space for I/O Psychology college students to know. In a number of different I/O Psychology textbooks, the four-fifths rule is defined with charts, tables, or written formulation to explain what the four-fifths rule seems to be like in follow. It might have been useful for college students to see an extended and clearer description of the four-fifths rule in Riggio and Johnson’s Introduction to Industrial/Organizational Psychology (eighth ed.).

Similar to within the prior version, the protection of the four-fifths rule (or 80% rule) in Introduction to Industrial/Organizational Psychology (eighth ed.) is far too brief:

“The rules led to the institution of the four-fifths rule, which states {that a} hiring process has hostile influence when the choice charge for any protected group is 4/5, or 80%, of the group with the best hiring charge” (Riggio & Johnson, 2022, p. 22).

New or Up to date Areas in eighth version

Quite than doing what I’ve finished with earlier industrial/organizational psychology e-book critiques, for this specific evaluate, I am going to focus particularly on new or up to date areas within the eighth version.

New Space No. 1: Highlight on Range, Fairness, and Inclusion (DEI)

Within the eighth version, Riggio and Johnson added analysis on range and inclusion all through the e-book and used a “D&I insights” emblem to name consideration each time the D&I subject was mentioned. In addition they up to date the cited analysis used within the e-book to make sure that they have been “citing female and male students equally.” As well as, in addition they wished to make sure that they acknowledged analysis of students of shade (Riggio & Johnson, 2022).

Range and Inclusion

“. . . industrial/organizational psychologists have to be nicely versed in subjects associated to range and inclusion. All through the textual content, we’ll focus on the influence of bias in all points of the employment cycle. Once we contact on an perception associated to range and inclusion, we’ll embrace this image: [a “D&I insights” emblem]” (Riggio & Johnson, 2022, p. 24).

“Regardless of all the federal legal guidelines geared toward decreasing unfair therapy (described earlier on this chapter), the office continues to be fraught with bias. Bias is commonly delicate, however it’s pervasive, leading to severely unfavourable penalties amongst those that are focused (Jones et al., 2017). This consists of employees with disabilities (Hernandez et al., 2020), employees who’re older (Suh, 2021; Zaniboni et al., 2019), folks of shade (Hernandez et al., 2019; McCord et al., 2018; Rabelo et al., 2020), girls (Chang & Milkman, 2020; Hideg & Krstic, 2020), and those that don’t match normative expectations on gender identification and sexual orientation (Christensen, 2020; Christensen et al., 2020; Dray et al., 2020; Melson-Silimon et al., 2019, 2021). When a person holds a couple of marginalized identification, they face completely different and distinctive biases primarily based on that intersectionality (Crenshaw, 2017; Voyles & Nadler, 2020)” (Riggio & Johnson, 2022, p. 24).

“Even inside a broad class resembling race, there’s proof of delicate and nuanced bias. For instance, these with darker pores and skin tones expertise larger discrimination than these with lighter pores and skin (Harrison & Thomas, 2009), notably in excessive clientfacing roles (Derous, 2017). Black girls who put on their hair in a “pure” model expertise larger discrimination than those that straighten their hair (Koval & Rosette, 2020). The truth is, many states have handed legal guidelines to ban discrimination in opposition to pure hair, together with California, Washington, Colorado, New York, New Jersey, Maryland, and Virginia. Though anti-Black racism has obtained essentially the most consideration since occasions such because the Black Lives Matter protests in 2020, you will need to additionally study racism in opposition to Hispanic employees and Asian employees (Aguinis et al., 2020; Roth et al., 2017) and, extra broadly, confront the issues that colorblind ideologies elicit within the office (Offermann, Basford, Graebner et al., 2014)” (Riggio & Johnson, 2022, pp. 24-25).

“Every of us will be an ally by studying extra about bias and discrimination and stepping in to interrupt it (Brown & Ostrove, 2013). Being an ally includes providing applicable help and advocating for these with marginalized identities, being keen to find out about others’ identification, making private connections, and speaking successfully (Ostrove & Brown, 2018; Ostrove et al., 2019)” (Riggio & Johnson, 2022, p. 25).

“As we undergo this textbook, we’ll study the varied ways in which organizations can enhance their processes to take away bias and extra successfully foster range and inclusion. Range coaching is among the many hottest approaches, though it’s clearly not ample to eradicate bias (Robinson et al., 2020). There are vital steps that may be taken in recruiting numerous candidate swimming pools, designing much less biased choice strategies, using coaching to enhance inclusion, guaranteeing efficiency evaluations are freed from bias, using inclusive management, and fostering an inclusive tradition, amongst others” (Riggio & Johnson, 2022, pp. 25-26).

“I/O psychology has had an vital influence in how we choose, practice, develop, and inspire staff; there’s large potential for I/O psychology to play a fair greater half in serving to to enhance work efficiency and make the circumstances for employees higher, extra rewarding, and equitable. I/O psychologists can work towards this by researching and taking motion on fairness. Though elevated range presents challenges to organizations and managers, this elevated workforce range additionally represents an incredible power and alternative. An apparent benefit of elevated workforce range is the chance for various viewpoints and views that may result in organizational creativity and innovation (Jackson & Joshi, 2011). Elevated workforce range may assist a corporation perceive and attain new markets for services or products. A company’s dedication to range may assist in recruiting and retaining the perfect employees. As an illustration, not solely do cutting-edge firms that worth workforce range appeal to essentially the most certified employees, but additionally the valuing of range permeates your complete organizational tradition, resulting in diminished organizational battle, larger cooperation amongst employees, and elevated flexibility and innovation (Loden & Rosener, 1991)” (Riggio & Johnson, 2022, p. 26).

“D&I Insights” Emblem Does Not At all times Point out New or Up to date Supplies

Earlier, I wrote that the e-book makes use of a “D&I insights” emblem to name consideration each time the D&I subject was mentioned. It is vital to notice that not each single space the place the “D&I insights” emblem is used shall be “new” and even completely different. As an illustration, the “D&I insights” emblem was utilized in Ch. 6 within the eighth version to focus on a bit titled “Equal Employment Alternatives Points in Worker Coaching.” HOWEVER, that is the EXACT identical part, utilizing the EXACT identical WORDS, within the seventh version. Nothing was modified or up to date, not even the cited analysis from 1984.

New Space No. 2: Protection of the Altering Nature of Work, Put up-Pandemic, together with Distant Working, Employee Stress, and Burnout

Distant Work

“The primary main alternative for I/O psychologists to vary the way forward for work is by specializing in the simplest methods to work in a largely distant surroundings. The overwhelming majority of employees needed to change the methods they did work because of the worldwide COVID-19 pandemic. Even when the virus is gone, employees will nonetheless anticipate to work remotely, and I/O psychologists can help with figuring out methods to most successfully appeal to, choose, and rent employees in a distant surroundings (Phetmisy & King, 2021; Rudolph et al., 2021). I/O psychologists may help firms decide which employees needs to be distant, how a lot of 1’s work time needs to be spent within the workplace, and the way and when completely different combos of staff needs to be working collectively within the workplace. As we undergo every of the chapters, think about how fundamental human useful resource capabilities resembling recruitment, choice, onboarding, coaching, efficiency administration, and separation is perhaps completely different in a totally or partially distant office. These are questions that may should be addressed over the subsequent 5-10 years, and I/O psychologists are nicely educated to assist. Different concepts, resembling tips on how to inspire staff in a digital work surroundings, tips on how to lead others, and the way tradition will shift, are all open doorways for future inquiry. As we undergo the textbook, we’ll increase this concept of digital and distant work to make sure that we’re capturing the realities of the Twenty first-century work surroundings. Extra staff are doing digital job interviews, going by means of worker socialization and onboarding processes in a distant manner, and interesting in on-line coaching. There’s lots of alternative to uncover the perfect practices for tips on how to perform these duties in a distant manner and the circumstances through which distant choices are superior or inferior to face-to-face engagement” (Riggio & Johnson, 2022, pp. 23-24).

Employee Stress and Burnout

I did an in depth examination of Employee Stress and Burnout within the eighth version vs. the seventh version and, for essentially the most half, they’re practically an identical. The one actual change I observed was that the “Counterproductive and Deviant Work Behaviors” part was moved out of the chapter on employee stress and unfavourable worker attitudes and behaviors (Ch. 10 within the seventh version) to the “Evaluating Worker Efficiency” chapter (Ch. 5 within the eighth version).

New Space No. 3: Deal with Applied sciences Associated to I/O resembling Digital Actuality and Laptop Adaptive Testing

I am unsure what precisely “new” areas have been added, however from what I may discover (and I actually seemed), the protection of applied sciences resembling digital actuality and pc adaptive testing was very minimal; in some situations, nearly nil.

For instance, aside from selling it within the preface, “digital actuality” was ONLY talked about on p. 110. The identical factor will also be stated concerning “computer-adaptive testing”, “video interviews”, and “gamification.” They have been solely talked about on p. 120-121.

Nonetheless, that individual “On the Chopping Edge” part (that coated “computer-adaptive testing”, “video interviews”, and “gamification”) was nearly IDENTICAL to the one within the seventh version, with a bit added about video interviews (on p. 120-121) and gamification (on p. 121).

Job Evaluation + Worker Recruitment, Choice & Placement

Within the eighth version, Riggio and Johnson mixed the chapters on job evaluation (Ch. 3 within the seventh version) and worker recruitment, choice & placement (Ch. 4 within the seventh version) into one single chapter beneath the title, “Pre-Employment Planning” (Ch. 3 within the eighth version).

Abstract: General, I actually loved Introduction to Industrial/Organizational Psychology (eighth ed.) by Ronald E. Riggio and Stefanie Okay. Johnson. Just like the earlier version, the eighth version is straightforward to navigate and the writing model may be very readable, making it student-friendly. The e-book is stable and full of data, nevertheless it by no means feels overwhelming. With the eighth version, Riggio and Johnson supply readers, college students, and professors an I/O psychology textbook that gives substantive protection of range, fairness, and inclusion (DEI) whereas preserving the e-book’s contemporary, reader-friendly, and related model. Introduction to Industrial/Organizational Psychology (eighth ed.) maintains its rating as one in every of my most trusted and most well-liked industrial/organizational psychology textbooks.

Written By: Steve Nguyen, Ph.D.

Organizational & Management Growth Chief


Riggio, R. E. (2018). Introduction to industrial/organizational psychology (seventh ed.). Routledge.

Riggio, R. E., & Johnson, S. Okay. (2022). Introduction to industrial/organizational psychology (eighth ed.). Routledge.

Disclosure: I obtained a tough copy of Introduction to Industrial/Organizational Psychology (eighth ed.) as a complimentary present in trade for an trustworthy evaluate.

#BookReview #IndustrialOrganizationalPsychology

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