Landy, F., SHL North America, USA
Historically, research and theory in I-O psychology have lagged behind practice. I has never been more true than in the 21st Century. In practice, the prevailing paradigms include competency modeling, taxonomies of work activities and human abilities, work context variables, performance management and cultural influences on HR practice. In theory and research, paradigms remain tasks, general mental ability, performance appraisal, and homogeneous cultures. I-O psychology is now replete with generalizable knowledge domains as well as an appreciation of the influence of culture on HR practice. The address will highlight the gap between practice, on the one hand, and theory and research, on the other hand. (103). The changing nature of work demands a change in theory and research if I-O psychology is to avoid being marginalized. These suggested changes will be presented.