Bøger i SIOP Organizational Frontiers Series serien

Looks at research on enhancing knowledge acquisition and its application in organizations. This book focuses on training, design and delivery given the changing nature of work and organizations.

The amount of data in our world has been exploding, and analyzing large data sets-so called big data-will become a key basis of competition in business. Statisticians and researchers will be updating their analytic approaches, methods and research to meet the demands created by the availability of big data. The goal of this book is to show how advances in data science have the ability to fundamentally influence and improve organizational science and practice. This book is primarily designed for researchers and advanced undergraduate and graduate students in psychology, management and statistics.

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

Facing the Challenges of a Multi-Age Workforce examines the shifting economic, cultural, and technological trends in the modern workplace that are taking place as a result of the aging global workforce.

There has been a growing trend toward the utilization of teams for accomplishing work in organizations. Project teams, self-managed work teams and top management teams, among others have become a regular element in the corporation or military. This book presents an overview of the state of the art research on team effectiveness.

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

This volume in SIOP''s Organizational Frontiers Series is a state-of-the-art overview of contemporary conflict research which aims to place conflict research and theory squarely within the realm of industrial and organizational psychology. This volume brings together and integrates classic and contemporary insight in conflict origins, conflict processes, and conflict consequences. In addition, it stimulates modeling conflict at work at relevant levels of analyses: the interpersonal and group, and the organizational. It is appropriate for scholars and practitioners in the areas of industrial-organizational psychology, human resource management, organizational behavior, applied psychology, and social psychology.

This scholarly book in SIOPΓÇÖs Organizational Frontier series looks at research on enhancing knowledge acquisition and its application in organizations. It concentrates on training, design and delivery given the changing nature of work and organizations. Now that work is increasingly complex, there is greater emphasis on expertise and cognitive skills. Advances in technology such as computer simulations and web-based training are necessitating a more active role for the learner in the training process. In the broad context of the organization systems, this book promotes learning and development as a continuous lifelong endeavor.

Advances the science and practice of situational judgment testings (SJT), by promoting a theoretical framework, providing an understanding of best practices, and establishing a research agenda. This book includes several chapters that address topics, such as issues involving the international application of SJTs and technological considerations.

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

An overview of contemporary conflict research which aims to place conflict research and theory squarely within the realm of industrial and organizational psychology. This volume brings together and integrates classic and contemporary insight in conflict origins, conflict processes, and conflict consequences.

Work Motivation is one of the central issues in Industrial organizational psychology, human resource management, and organizational behavior. This book shows that motivation must be seen as a multi-level phenomenon where individual, group, organizational, and cultural variables must be considered. It is suitable for scholars of organizations.

Commitment is one of the most researched concepts in organizational behavior. Commitment is linked to other concepts that is satisfaction, involvement, motivation, and identification and is studied across cultural lines. This book summarizes research and suggests various directions for studies on commitment in organizations.

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.

Adverse impact occurs when there is a significant difference in organizational outcomes to the disadvantage of one or more groups defined on the basis of demographic characteristics such as race, ethnicity, gender, age, and religion. This book shows, based on scientific research, how to design selection systems that minimize subgroup differences.

Concerns how employees consider their work lives, how well they fit their jobs, the work setting, other people, and what is important and valued in their organizations. This book takes a scholarly look at fit in organizations: the relationship between individuals and the environments in which they find themselves.

Using findings, methods, and theories of modern psychology as the basis, this work offers insights into entrepreneurship. Part of the "SIOP Organizational Frontiers" series, it includes over 60 research questions to guide industrial organizational psychology, organizational behavior, and entrepreneurship research about entrepreneurs.

There is a huge elephant in the room: organizational decisions are often based on family relationships, rather than on the rational 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 SIOPs Organizational Frontiers series, represents the first time IO psychologists have looked at the important subject of nepotism in organizations.

This edited volume in the SIOP Frontiers series will be one of the first to look at the psychological factors behind politics and power in organizations. Noted contributors are from schools of management, psychology, sociology and political science. They 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 provides an integration of the organizational politics with important organizational behavior constructs and/or areas of inquiry, such as the chapter by Lisa Leslie and Michele Gelfand in which they discuss the implications of cross-cultural politics on expatriates and within cross-national mergers. Part 3 focuses on individual differences and organizational politics focusing on the nature of political relationships.

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

This book concerns how employees consider their work lives, how well they fit their jobs, the work setting, other people, and what is important and valued in their organizations.

Entrepreneurship is essential for international social and economic well-being, as new ventures are the dominant source of job creation, market innovation, and economic growth in many societies. In The Psychology of Entrepreneurship, a noted group

This edited volume in SIOP''s Organizational Frontiers Series presents the current thinking and research on the important area of motivation.Work Motivation is a central issue in Industrial organizational psychology, human resource management and organizational behavior. In this volume the editors and authors show that motivation must be seen as a multi-level phenomenon where individual, group, organizational and cultural variables must be considered to truly understand it. The book adopts an overall framework that encompasses "internal" - from the person - forces and "external" - from the immediate and more distant environment - forces. It is destined to challenge scholars of organizations to give renewed emphasis and attention to advancing our understanding of motivation in work situations.

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