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Industrial and organizational psychology began as applied psychology. Hugo Munsterberg was well-known for his applications of psychology to forensics, psychotherapy, and industrial efficiency. James McKeen Cattell pioneered mental testing and argued for an applicable, if not applied, psychology. Walter Dill Scott and Walter VanDyke Bingham were devoted to the application of psychological principles to the problems of government and industry. The lives and accomplishments of these 4 figures are detailed as a way of examining the development of the subdiscipline between the years 1880 and 1920. The focus of the discussion is on how their efforts peculiarly changed the science and practice of industrial and organizational psychology. Each made a unique contribution in a unique time period. The field continues to benefit from their individual and collective influence.

Although time urgency is seen as unidimensional in traditional measures of the Type A behavior pattern, F.J. Landy, H. Rastegary, J. Thayer, and C. Colvin (1991) concluded that it is a multidimensional construct. They developed behaviorally anchored rating scales (BARS) that correspond to 7 dimensions of time urgency. This multitrait-multimethod study used 4 raters' evaluations of 183 students at 2 times to examine the construct validity of the BARS measures. This study also investigated environmental and individual difference variables that were linked to time urgency. Confirmatory factor analyses failed to support a hypothesized 7-dimension, 4-method solution but did show good fit indices for a 5-dimension, 4-method model. Potential directions for future research on time urgency are discussed. (Reprinted by permission of the publisher.)

Historical treatments of Hugo Munsterberg have been less than adequate. Munsterberg was an early leader in the application of psychology in business and industry, was central to the development of psychology as a science in the United States, and wrote and spoke on a broad range of issues. This article covers his contributions and examines possible reasons for his obscurity. Among those reasons are the various transitions occurring in psychology during his active period, his own personal characteristics, the tension between the United States and Germany before World War I, and his untimely death. Although Munsterberg has name recognition among contemporary industrial-organizational psychologists, few are aware of his substantive contributions to the field. This article is intended to enhance that awareness. (Reprinted by permission of the publisher.)

Time urgency may be an important construct in industrial and organizational psychology. Preliminary analyses have indicated that time urgency may be multidimensional , and available self-report measures have been criticized on psychometric grounds. The present research addressed the dimensionality of time urgency. Behaviorally anchored rating scales (BARS), in which behavioral statements are substituted for qualitative anchors, were used to construct time urgency measures. The BARS technique produced multidimensional measures of time urgency that possessed adequate reliability and construct validity. The scales were tested on a wide variety of subjects. It is concluded that time urgency is a multidimensional construct. Relationships between the time urgency measures, job satisfaction, and work stress are discussed in light of previous research findings. (Reprinted by permission of the publisher.)

It is common for job analysts to solicit information from incumbents and supervisors (Subject Matter Experts or SMEs) when conducting a job analysis. These SMEs are asked to provide ratings on salient dimensions (e.g., frequency and importance of tasks that comprise the job). In constructing samples of SMEs for this purpose, it is reasonable to consider any possible influences that might bias or systematically influence the task ratings. The present paper considers the possible influence of SME demographic characteristics on task ratings of frequency. The tasks comprising the job of patrol officer in a large city were rated for frequency by approximately 700 incumbents. These ratings were gathered in two different years, 1982 and 1984. The total data set was used to conduct a components analysis of the 444-item task inventory. The first eight principal components were considered the dependent variables and four demographic characteristics the independent variables in an analysis of the 1982 data set. Analysis of variance and follow-up tests indicated that incumbent experience had a substantial influence on task ratings. Educational level and race had minimal effects on ratings. The sex factor was confounded by the experience factor, making interpretation of the sex effect equivocal. Mechanisms that might account for the experience effect are discussed. It was concluded that incumbent experience is a salient issue in job analysis using SME groups. (Reprinted by permission of the publisher.)

Examined the influence of rater and ratee age on performance evaluations. Older workers received lower ratings on self-development and interpersonal skills. Younger raters gave higher ratings than older raters on interpersonal skills. The influence of age on performance ratings is consistent with previous research. (Author/JAC)

Although behaviorally anchored rating scales have both intuitive and empirical appeal, they have not always yielded superior results in contrast with graphic rating scales. Results indicate that the choice of an anchoring procedure will depend on the nature of the actual rating process. (Author/JKS)