Hockenbury Discovering Psychology 5th txtbk

Employment Settings, Type of Training, Earnings, and Employment OutlookB-13Internet Recruiting: Using the Webto Recruit Top TalentInternet job-search services, such as monster.com, hotjobs.com, and company Websites have changed the way in which employees are recruited. In its 2007 survey, theConference Board, a global business membership and research organization, foundthat 73 percent of job seekers used the Internet to find information about prospectiveemployers, to post resumes on job boards, and to gain career advice. This surgein Internet job-seeking poses new challenges for employers, such as compliance withnew legal requirements for online applicant tracking, or simply how to narrow downthe multitude of resume submissions brought on by the ease of resume posting.Work–Life Balance: Engaging and RetainingEmployees with FamiliesJuggling between the demands of a career and one’s family can lead to many conflicts.This struggle, often called work–family conflict, results in higher absenteeism,lower morale, and higher turnover in the workplace. Further, results froma meta-analysis reviewing 38 studies found that employee perceptions of familyfriendlywork culture, along with supportive bosses and spouses, can reducework–family conflict (Mesmer-Magnus & Viswesvaran, 2006). Therefore, itmakes good business sense to help working parents balance the demands of workand family life. Unfortunately, several studies indicate that few U.S. employershave family-friendly policies. A recent Forbes survey revealed that the U.S. workplaceis not family-oriented when compared to other industrialized countries(Forbes, 2007). The Forbes survey found that paid maternity and paternity leave,paid sick days, alternative work schedules, and other such family-friendly policiesare lacking in many U.S. companies. Research also shows that “Workplace policiesfor families in the U.S. are weaker than those of all high-income countriesand even many middle- and low-income countries” (Heymann, 2007). Althoughmany companies are talking the talk by advertising flexible schedules and familyfriendliness,for example, few of them are walking the walk and actually buildingfamily-friendly environments. More employers must begin to adopt familyfriendlypolicies and build pro-family cultures to attract and retain this large sectorof the workforce.To keep pace with evolving challenges such as the ones described above, I/Opsychologists will constantly need to adjust the focus of their research and its applications.In the future, I/O psychologists will continue to have a significant role inand around the workplace. To explore what it’s like to be an I/O psychologist, we’lllook at the preparation required for the job, and where you might go from there.Employment Settings, Type of Training,Earnings, and Employment OutlookMany I/O psychologists belong to Division 14 of the American PsychologicalAssociation (APA), the Society for Industrial and Organizational Psychology(SIOP). The division conducts periodic surveys of its members and, as a result, cansupply information on topics such as typical work settings, job duties, and salarylevels of I/O psychologists.The employment settings of I/O psychologists are represented in Figure B.5on the next page. Of the I/O psychologists who belong to SIOP and who respondedto the 2006 employment setting survey, 41 percent worked in academic