Bøger i SIOP Organizational Frontiers Series serien

This book sets out to examine the problem of expatriate management through an I/O Psychology lens. Each chapter draws upon the expertise of scholars from around the world to provide insights into the latest research findings and remaining needs, remaining to a wide variety of issues.

This book sets out to examine the problem of expatriate management through an I/O Psychology lens. Each chapter draws upon the expertise of scholars from around the world to provide insights into the latest research findings and remaining needs, remaining to a wide variety of issues.

Neurodiversity in the Workplace presents a timely and needed perspective on the role and responsibility of employers to examine the many ways we preclude large segments of the population from employment and how we can build truly inclusive work environments.

Neurodiversity in the Workplace presents a timely and needed perspective on the role and responsibility of employers to examine the many ways we preclude large segments of the population from employment and how we can build truly inclusive work environments.

Data, Methods and Theory in the Organizational Sciences explores the long-term evolution and changing relationships between data, methods, and theory in the organizational sciences and suggests new ways of thinking about the role of each in the development and presentation of research in organizations.

The edited volume presents a collection of key advances in theory, methods, and practice regarding age(ing) and work. This leading-edge collection breaks new ground by developing novel and useful theory, explaining underutilized but important methodological approaches.

The edited volume presents a collection of key advances in theory, methods, and practice regarding age(ing) and work. This leading-edge collection breaks new ground by developing novel and useful theory, explaining underutilized but important methodological approaches.

The Psychology of Entrepreneurship: New Perspectives is an update of the earlier landmark volume. This new book takes stock of the advances in the field of the psychology of entrepreneurship with all new chapters and presents the latest findings on traditional topics, such as cognition, affect, personality, and action.

The Psychology of Entrepreneurship: New Perspectives is an update of the earlier landmark volume. This new book takes stock of the advances in the field of the psychology of entrepreneurship with all new chapters and presents the latest findings on traditional topics, such as cognition, affect, personality, and action.

This edited volume in the SIOP Organizational Frontiers series brings together top scholars in Industrial and Organizational Psychology with social psychologists to explore the research and theory relating to the various areas of workplace discrimination

First Published in 2010. Routledge is an imprint of Taylor & Francis, an informa company.

Situational Judgment Tests advances the science and practice of SJTs by promoting a theoretical framework, providing an understanding of best practices, and establishing a research agenda for years to come. Currently, there is no other source that

First Published in 2009. Routledge is an imprint of Taylor & Francis, an informa company.

Vocational Interests in the Workplace is an essential new work, tying together past literature with contemporary research to present the most comprehensive coverage on vocational interests to date.

Vocational Interests in the Workplace is an essential new work, tying together past literature with contemporary research to present the most comprehensive coverage on vocational interests to date.

Despite the significance and prevalence of errors in organizations, there has been no attempt within the field of Industrial and Organizational Psychology to create a single source summarizing what we know regarding errors in organizations and providing a focused effort toward identifying future directions of research. This volume answers that need and provides contributions by researchers who have conducted a considerable amount of research on errors occurring in the work context. Students, academics and practitioners in a wide range of disciplines, i.e., industrial organizational psychology, medicine, aviation, human factors and systems engineering, will find this book of interest.

There is a huge elephant in the room: organizational decisions are often based on family relationships, rather than on the ΓÇÿrationalΓÇÖ approach advocated by many professionals. Textbooks on Human Resources, Management, Organizational Behavior, Economics, Public Administration, and a host of related areas seem to have entirely missed this important aspect of organizational decision making. This book seeks to change all of this. By clearly identifying and defining nepotism in organizations, this book pulls back the curtain on the primary basis for many of the important things that really happen in organizations, large and small. The authors skillfully weave examples of nepotism in real organizations with the usual scholarly textbook topics (hiring, leadership, employment law, career search, culture, etc.) in a way that defines an entire new field of quantitative organizational research. This new book in SIOP''s Organizational Frontiers series represents the first time IO psychologists have looked at the important subject of nepotism in organizations.

We know that positive, fulfilling and satisfying relationships are strong predictors of life satisfaction, psychological health, and physical well-being. This edited volume uses research and theory on the need to belong as a foundation to explore various types of relationships, with an emphasis on the influence of these relationships on employee attitudes, behaviors and well-being. The book considers a wide range of relationships that may affect work attitudes, specifically, supervisory, co-worker, team, customer and non-work relationships. The study of relationships spans many sub-areas within I/O Psychology and Social Psychology, including leadership, supervision, mentoring, work-related social support, work teams, bullying/interpersonal deviance and the work/non work interface.

This edited volume in the SIOP Frontiers series is one of the first to look at the psychological factors behind politics and power in organizations. Noted contributors from schools of management, psychology, sociology and political science look at the theory, research, methodology and ethical issues related to organizational politics and climates. The book is divided into three parts: Part 1 looks at the historical evolution of the field; Part 2 integrates organizational politics with important organizational behavior constructs and/or areas of inquiry, for example in the chapter by Lisa Leslie and Michele Gelfand which discusses the implications of cross-cultural politics on expatriates and within cross-national mergers; and Part 3 focuses on individual differences and organizational politics, focusing on the nature of political relationships.

The Self at Work brings researchers in industrial and organizational psychology and organizational behavior together with researchers in social and personality psychology to explore how the self impacts the workplace.

The Self at Work brings researchers in industrial and organizational psychology and organizational behavior together with researchers in social and personality psychology to explore how the self impacts the workplace.

This book offers a broad-based treatment of autonomous learning to advance our understanding of learner-driven approaches and how organizations can support them.

This book offers a broad-based treatment of autonomous learning to advance our understanding of learner-driven approaches and how organizations can support them.

This new volume, with contributions from experts in psychology, management, and other disciplines, bridges the gap between management and negotiation research.

This book asks the crucial question: When does high performance supervision become abusive supervision?

This book asks the crucial question: When does high performance supervision become abusive supervision?