Bøker i Applied Psychology Series-serien

FJA offers theory and methodology suitable for work in an increasingly competitive global economy. This text describes how it can encourage and support ongoing dialogue between workers and management jointly pursuing total quality, worker growth, and organization performance.

Inspired by an international, invitational conference held at Universitaet Hohenheim, this text focuses on the idea that human resource systems should be developed and implemented with the vested interests of both the organization and the individual employee or applicant in mind.

First Published in 1990. Routledge is an imprint of Taylor & Francis, an informa company.

Leadership in today''s organizations is a tough business. Organizational leaders face a number of challenges as their jobs, and the world around them, become increasingly complex. Trends, such as organizational "delayering," rapid technological advances, and increased employee empowerment require that leaders adapt their techniques and styles of leadership to meet these new challenges. Consequently, there has been an explosion of interest in leadership in recent years as researchers and management educators struggle to understand the process of leadership development, how it operates, and what characteristics make effective leaders. Born of these questions, the 11th Annual Kravis-de Roulet Leadership Conference at Claremont McKenna College brought together an impressive slate of scholars whose theories, research, and cutting-edge techniques are now gathered together in this impressive volume. Each chapter asks and answers questions about the current state of the field while providing future direction for research to help bridge the gap between leadership researchers and leadership development practitioners. Notable topics include chapters on "e-leadership" and leadership within the "virtual" organization, exploring 360-degree feedback, the importance of "social capital," and a comprehensive analysis of the well-researched theory of Leader Member Exchange.

Validity Generalization(VG)research suggests that fundamental relationships among tests & criteria& the constructs they represent are simpler & more regular than they appear.This book will look @ the history of the VG model & its impact on personnel psyc

This bk is about experiences w/a survey program that has guided management decisions &actions in a wide array of industrial settings.Frank Smith has a 40yr history as a director of the Sears Emplyess Attitude Survey Dept. His wide experience lends alot t

Leadership in today's organizations is a tough business. Organizational leaders face a number of challenges as their jobs, and the world around them, become increasingly complex. This volume brings together the latest research on the topic from scholars across the world.

Scholars and practitioners focus solely on the problem of team performance measurement in this book. There are examples from several different kinds of teams, including aircrews, nuclear power plant operators, hospital workers, ship combat information centre groups, and theatre technicians.

This work applies recent theory and research in social cognition to assessments used in personnel selection, appraisal, and development. Key areas such as teamwork, negotiations, and cross-cultural relationships are also discussed.

This book is a landmark in showing how industrial-organizational psychology and related fields contribute to environmental sustainability in organizations. Industrial-organizational psychology embraces a scientist/practitioner model: evidence-based best practice to solve real-world issues.

This book is a landmark in showing how industrial-organizational psychology and related fields contribute to environmental sustainability in organizations. Industrial-organizational psychology embraces a scientist/practitioner model: evidence-based best practice to solve real-world issues.

Brings together internationally recognized leaders in the field and each focuses on the nature of work and the demands being placed on assessment and measurement as core organizational activities. This book provides pointers to not only the practical implications of work in the field, but also to the issues to be addressed and researched.

This new handbook, with contributions from experts around the world, is the most comprehensive treatise of work design and job analysis practice and research in over 20 years. The handbook, dedicated to Sidney Gael, is the next generation of Gael 's successful Job Analysis Handbook for Business, Industry and Government published by Wiley in 1988. It consists of four parts: Methods, Systems, Applications and Research /Innovations. Finally, a tightly integrated, user friendly handbook of interest to students, practitioners and researchers in the field of Industrial Organizational Psychology and Human Resource Management.

Analyzes the criticisms of the research on Emotional Intelligence (EI). This book looks at emotional intelligence research and EI interventions from a scientific and measurement perspective, and identifies ways of improving the often shaky foundations of our conceptions of emotional intelligence.

First published in 1980. Routledge is an imprint of Taylor & Francis, an informa company.

First Published in 2011. Routledge is an imprint of Taylor & Francis, an informa company.

First Published in 2008. Routledge is an imprint of Taylor & Francis, an informa company.

This handbook brings together into a single volume the diverse areas of work psychology where personality constructs have been applied and investigated, providing expert review and analysis based on the latest advances in the field.

Bullying in the workplace is a phenomenon that has recently intrigued researchers studying management and organizational issues, leading to such questions as why it occurs and what causes such harassment. This volume written by experts in a wide range of fields including Industrial and Organizational psychology, Counseling, Management, Law, Education and Health presents research on relational and social aggression issues which can result in lost productivity, employee turnover and costly lawsuits. Understanding this phenomenon is important to managers and employee morale.

Bullying in the workplace is a phenomenon that has recently intrigued researchers studying management and organizational issues, leading to such questions as why it occurs and what causes such harassment.

This edited volume will look at new approaches for enhancing the work-family interface individually and in the firm. It will look at ways to improve quality of life for women and men in the work forces globally. The contributors offer international resea

The entrance of women into managerial positions in significant numbers brings work and family issues to center stage, shifting the spotlight from issues of entry and equality of access to the consideration of the work-family conflicts and the difficulties posed on female managers.

A new edition of important work on Justice in the workplace. Part 1 discusses issues historically Part 11 applies the theory to important human resource management issues. Part 3 looks at organizational justice in the future.

Insidious workplace behavior is intentionally harmful workplace behavior that is legal, subtle and low level, repeated over time, and directed at individuals or organizations. This book describes the causes and consequences of such behavior in its many different forms. It is useful to professors and graduate level management students.

Designed to motivate both the further development of models concerned with the influence of cultural diversity on several Human Resource Management processes and practices and the design and conduct of empirical research on the same topic.