References 385employee selection, training and development, performance
appraisal, organizational development). When asked to iden-
tify factors that will influence future developments in I-O
psychology, SIOP president (2001–2002) William H. Macey
remarked,
Technology is an easy answer. The shift in work (and educational)
interpersonal relationships occurring because of technology
implementation may be another. Also, in a related sense, the
meaning of work itself will change and by definition so will our
practice and science....[A]disproportionate degree of our at-
tention may change from science to technology. Also, the hard
part of our profession will be in maintaining the scientific
integrity of our work as we move quickly to apply new technol-
ogy and media. (William H. Macey, personal communication,
August 19, 2000)These remarks indicate that I-O psychology may come full
circle (from primarily technology to science and research,
then back to technology), and the scientist-practitioner dis-
tinction will continue to prevail. Thus, it is imperative that for
I-O psychologists to continue to make a difference, they need
to know their history to understand what was done, what was
not done, and why. After reviewing the first 50 years of the
journalPersonnel Psychology,editor John R. Hollenbeck
(1998) stated, “the impact that one has on the future seems to
be closely related to one’s appreciation of the past. This
makes it all the more fitting, therefore, to reflect on and study
our past....”(Editorial).
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