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Culture and Leadership Across the World: The GLOBE Book of In-Depth Studies of 25 Societies is a groundbreaking, large-scale project on international management research featuring contributions from nearly 18,000 middle managers from 1,000 organiz

Various challenges for positive identity construction and maintenance require fresh theory. This title uncovers various topics and theoretical approaches to identity through the specific focus on positive identities of individuals, groups, organizations and communities. It is suitable for an international community of scholars.

By providing insight on key advances and future directions for proactivity theory, research, and practice, this book synthesizes what we know and identifies what we still need to learn about 'making things happen' at work.

This book examines planning as the critical influence on performance at work and in organizations.

Artifacts in organizations are ubiquitous but often overlooked. The chapters in this book illustrate that artifacts are everywhere in organizational life. It suggests that artifacts are neither superficial nor pertinent only to organizational culture.

This text provides an overview of recent developments in social psychological theory as it applies to organizational issues. It brings together scholars whose research touches the interfaces of social psychology, IO psychology and organizational behavior.

Identity and the Modern Organization presents a lively exchange of ideas among psychology and management scholars on the realities of modern organizational life and their effect on the identities that organizations and their members cultivate.

Provides an overview of the developments in social psychological theory as it applies to organizational issues. This title addresses the critical topics for organizational life such as prosocial and antisocial behavior, ethics, trust, creativity, diversity, stress, conflict, power and leadership and many more.

This edited volume from a conference held at Northwestern University concerns the latest research on creativity and innovations in groups. It represents research from three different camps: group, cognitive processes, and organizational behavior.

The current business environment requires that individuals, teams, and organizations are equipped to cope with an unpredictable marketplace and increasing competition. Organizations are forced to be kinetic, organic, and without boundaries if they are to remain successful. Given these environmental and marketplace demands, scholars must rethink the applicability of existing organizational theories and frameworks. In March 2001, a conference was held with the aim of developing and articulating this new model of organizations. Scholars contributed their expertise in areas, such as leadership, human resource management, negotiation and conflict, teams, entrepreneurship, organizational change, power and influence, and diversity. The contributors focused on their own area of expertise and considered how existing theories must be altered to fit a more agile, organizational form. Theoretical and empirical questions were raised, testable hypotheses were developed, and emerging themes were uncovered. The end result of the conference is this volume. It brings together the reflections of a diverse collection of organizational theorists and researchers on the implications of this new business model within their own areas of expertise. The book''s goal is to inspire organizational scholars to develop a new theory and produce sound managerial advice for how to build and maintain a successful organization in a dynamic workplace. The chapters include a review of research literature with the highlights and citations that everybody working in a field must know, followed by how the research agenda is affected by the increasingly dynamic marketplace.

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

Presenting a follower-centered perspective on leadership, this book focuses on followers as the direct determinant of leadership effects because it is generally through follower reactions and behaviors that leadership attempts succeed or fail. Therefore, leadership theory needs to be articulated with a theory of how followers create meaning from leadership acts and how this meaning helps followers self-regulate in specific contexts. In this book, an attempt is made to develop such a theory, maintaining that the central construct in this process is the self-identity of followers. In developing this theoretical perspective, the authors draw heavily from several areas of research and theory. The most critical constructs do not come directly from the leadership literature, but from social and cognitive theory pertaining to follower''s self-identity, self-regulatory processes, motivation, values, cognitions, and emotions and perceptions of social justice. Leaders may have profound effects on these aspects of followers and it is by analyzing such indirect, follower-mediated leadership effects that most ideas regarding leadership theory and practice are developed. Due to its broad theoretical focus, this book is relevant to a number of audiences. The authors'' principal concern is with the development of leadership theory and the practice of leadership making the book relevant to audiences in management, applied psychology, and social psychology. They have tried to clearly define key constructs and provide practical examples so that the book could be accessible to advanced undergraduate students. However, the diversity of the underlying theoretical literatures and the complexity of the framework developed also make the book appropriate for graduate courses in those disciplines, and for readers with a professional interest in leadership theory or practice.

Primarily for academicians, researchers and PhD students in fields related to technology management, this book is a research-oriented textbook and it should appeal to managers in the field of technology.

In this book, leading scholars come together to describe their thinking and research on the topic of the psychology of leadership. The contributions span traditional social psychological areas, as well as organizational theory; examining leadership as a psychological process and as afforded by organizational constraints and opportunities.

This work presents research on organizational cognition, covering many levels of analysis. Much of the work demonstrates how computational and interpretive approaches can be combined in a way that provides greater insight into cognitive processes in and among organizations.

The business of culture is the business of designing, producing, distributing, and marketing cultural products. Even though it gives employment to millions, and is the main business of many large and small organizations, it is an area that is rarely stud

Culture and Leadership Across the World: The GLOBE Book of In-Depth Studies of 25 Societies is a groundbreaking, large-scale project on international management research featuring contributions from nearly 18,000 middle managers from 1,000 organiz

Examines research in international human resource management. This book explores topics ranging from how to conduct international human resource management using both qualitative and quantitative methods, to defining 'culture', employee selection, performance management, union-management relations, and careers.

Aims to provide a comprehensive definition of Organizational Perception Management (OPM) events and tactics. This book uses research and case studies to illustrate the application and effectiveness of OPM in context, and is useful to students, scholars, and practitioners of organizational management.

Honouring Ben Schneider, this volume highlights his work on the Attraction-Selection-Attrition (ASA) model of organizational behavior which has become one of the important models in the history of Personnel Psychology. It offers insight to the various implications of Schneider's thinking on the ASA model and organizational climate.

Examines research in international human resource management. This book explores topics ranging from how to conduct international human resource management using both qualitative and quantitative methods, to defining 'culture', employee selection, performance management, union-management relations, and careers.

This title's purpose is to extend and consolidate the evolving literature on multinational teams by developing a comprehensive theory that incorporates a dynamic, multilevel view of such teams. The model used by the authors focuses on various features of the team's members.

An exploration of the identity, work and evolution of change agent groups in organizations, with emphasis on teachers and educational change. Using a joint insider/outsider approach, it tells the story of a group of teachers who were creating change in their organization setting.

Personality has always been a predictor of performance. This edited book brings together top scholars to look at teams, leadership, organizational climate and culture, stress, job satisfaction, etc. and tells us what we know about these topics from a per

This revised edition of "Employing Bureaucracy" is an attempt to understand how industrial labour was transformed and to identify the historical process by which good jobs were created. It is, therefore, an account of the bureacratization of employment.

This work gathers together research concerning identity-based approaches to understanding thoughts, feelings and actions in organizations. The author creates ways of viewing the many forms of role transitions evident in organizational life.

This collection of essays exploring the study of ethics in organizations is designed to stimulate social scientists to seek ways of enhancing the human condition within an industrial context.

This volume brings together the reflecting of a diverse collection of organizational scholars on the implications of a dynamic market place within their own area(s) of expertise. The focus of the book is to understand the people within the dynamic organization.