Send the exact assignment or rubric from your classroom and a custom sample written to it lands in 24 to 48 hours, the first one free. PS390 is Purdue Global’s Introduction to Industrial/Organizational Psychology course. It centers on industrial and organizational psychology in the workplace, examining the field's historical influences, theories and current perspectives, ethical standards for employees and research, foundational industrial topics such as personnel selection, training and development, and performance appraisal, and organizational topics such as work motivation, job satisfaction and stress. Searches like "ps 390 unit 4 assignment example", "PS390 sample paper", and "PS390 unit samples" land on this page.
What PS390 is really about
Within Purdue Global's BS in Psychology, PS390 is the entry course for industrial and organizational topics and has no prerequisite. Its catalog entry covers the field's history, theories and current perspectives, ethical standards for employees and research, practical applications for organizations, personnel selection, training and development, performance appraisal, and organizational topics including work motivation, job satisfaction and stress.
The course rewards applying research to a workplace decision. A paper that defines validity earns less than one that shows why a call center's unstructured interview predicted almost nothing about who would last, and what replaced it. Each topic is expected to be connected to evidence, to a measurable outcome and to fairness for applicants and employees. Because the samples follow one HR coordinator at one call center through a year, the same hiring data, supervisors and employees recur, and the final paper brings the topics together in recommendations to leadership.
What PS390’s assessments ask for
PS390 commonly opens with a post on the history of the field, then asks for papers on personnel selection, reliability and validity, and training. Middle units usually cover performance appraisal, personality assessment and adverse impact, and work motivation. Later units tend to include ethics in I/O practice, job satisfaction and stress, and an applied set of recommendations.
Where students lose points in PS390
The most frequent loss is describing a theory without applying it to a workplace decision. Next is treating any test or interview as valid without evidence. Third is ignoring fairness and adverse impact in selection. Papers also lose points for recommendations that no supervisor could carry out on a real schedule.
The PS390 drawers
PS390 Unit 1 discussion board post example
The first PS390 board usually looks back at the history of I/O psychology and asks what it still teaches. Full sample paper, annotated.
PS390 Unit 2 personnel selection paper example
Unit 2 typically asks students to evaluate selection methods for a job. Full sample paper, annotated.
PS390 Unit 3 reliability and validity paper example
Unit 3 commonly asks students to explain reliability and validity using a workplace measure. Full sample paper, annotated.
PS390 Unit 4 training paper example
Unit 4 often asks students to design or evaluate employee training. Full sample paper, annotated.
PS390 Unit 5 performance appraisal paper example
Unit 5 typically asks students to evaluate performance appraisal and management practices. Full sample paper, annotated.
PS390 Unit 6 personality assessment paper example
Unit 6 commonly asks students to weigh personality assessment in hiring, including adverse impact. Full sample paper, annotated.
PS390 Unit 7 discussion board post example
Unit 7 often asks students to apply a theory of work motivation to a real situation. Full sample paper, annotated.
PS390 Unit 8 ethics paper example
Unit 8 typically asks students to analyze an ethical issue in I/O practice or research. Full sample paper, annotated.
PS390 Unit 9 job satisfaction and stress paper example
Unit 9 commonly asks students to examine job satisfaction, stress and their effects. Full sample paper, annotated.
PS390 Unit 10 recommendations paper example
Unit 10 often closes PS390 with applied recommendations that draw the course together. Full sample paper, annotated.
Your classroom shows something else?
Purdue University Global revises courses; unit counts and deliverables shift between terms. Send what your classroom shows and the desk matches it exactly.
Using a PS390 sample the right way
Read a sample for the moment evidence changed a workplace practice. In the selection paper, find the interview question that was dropped; in the appraisal paper, find what replaced the annual rating; in the stress paper, find the schedule change that came from the data. Those are where PS390 points are earned.
How these samples are written
Every sample in this binder is written the way the custom ones are: the rubric decoded row by row, a subject-matched writer drafting to the top band, formatting checked line by line. Purdue Global revises courses; a custom request is always written to the rubric in YOUR classroom, never from a stale template.
PS390 questions, answered
Do I need to work in HR to take PS390?
No. Examples can come from any workplace, including a composite one.
Are the employees in the PS390 samples real?
No. The HR coordinator, the call center and every employee are composite; the studies cited are real.
Which topics does PS390 cover?
History, selection, measurement, training, appraisal, personality and fairness, motivation, ethics, satisfaction and stress.