"Cultural Change and Leadership in Organizations" discusses ways in which organizations are able to implement successful strategic change; inspirational and conceptual material is combined with practical examples and concrete interventions for planning and implementing cultural change within organizations. "Cultural Change and Leadership in Organizations" is targeted toward professionals, including organizational psychologists, consultants, senior managers, and human resources professionals, as well as advanced-level business school courses.

This special issue summarizes the state of knowledge of g as it relates to IWO psychology and masterfully draws out areas of question and contention. Each of the papers highlights similarities and differences among perspectives and sheds light on research needs for the future. The last article summarizes the major themes that run across all the articles and offers a review of contrasts in viewpoints. The final product will be informative and beneficial to researchers, graduate students, practitioners, and decision makers.

Beginning in the early 1980s and continuing through the middle 1990s, the U.S. Army Research Institute for the Behavioral and Social Sciences (ARI) sponsored a comprehensive research and development program to evaluate and enhance the Army's personnel selection and classification procedures. This was a set of interrelated efforts, collectively known as Project A. Project A had a number of basic and applied research objectives pertaining to selection and classification decision making. It focused on the entire selection and classification system for Army enlisted personnel and addressed research questions that can be generalized to other personnel systems. It involved the development and evaluation of a comprehensive array of predictor and criterion measures using samples of tens of thousands of individuals in a broad range of jobs. The research included a longitudinal sample--from which data were collected at organizational entry--following training, after 1-2 years on the job and after 3-4 years on the job.
This book provides a concise and readable description of the entire Project A research program. The editors share the problems, strategies, experiences, findings, lessons learned, and some of the excitement that resulted from conducting the type of project that comes along once in a lifetime for an industrial/organizational psychologist. This book is of interest to industrial/organizational psychologists, including experienced researchers, consultants, graduate students, and anyone interested in personnel selection and classification research.

Based on work in the anxiety-provoking and emotional environment of professional football, this book explores the effect that emotions have on the relationships and relatedness of team members; and, the struggles experienced in controlling and managing emotions by leaders and managers of teams. More specifically, this book explores the conflicts associated with the process of managing the boundary between what is inside and what is outside: between what is in the manager's mind and what is happening in the external environment.

Social Networks at Work provides the latest thinking, from top-notch experts, on social networks as they apply to industrial and organizational (I/O) psychology. Each chapter provides an in-depth review along with discussions of future research and managerial implications of the social network perspective. Altogether, the volume illustrates the importance of adding a social capital perspective to the traditional human capital focus of I/O psychology. The volume is organized into two groups of chapters: the first seven chapters focus on specific network concepts (such as centrality, affect, negative ties, multiplexity, cognition, and structural holes) applied across a variety of topics. The remaining eight chapters focus on common I/O topics (such as personality, creativity, turnover, careers, person-environment fit, employment, teams, and leadership) and examine each from a network perspective, applying a variety of network concepts to the topic. This volume is suited for students and academics interested in applying a social network perspective to their work, as well as for practicing managers. Each topic area provides a useful review and guide for future research, as well as implications for managerial action.

Contents:
Interaction of Person/Group-Organization-Environment. Theories of Organization. Structural Contingency Theory. Developments in the Socio-Technical Systems Design (STSD). Interorganizational Networks. Organizational Culture. Organizational Psychology in a Cross-cultural Perspective. Planned Change in Organizations and Organizational Development in the 1990s. Assessment of Organizational Change. The Levers of Organizational Change: Facilitators and Inhibitors. Motivation and Satisfaction. Compensating Work. Leadership: Theories and Models. Complex Decision-making in Organizations. Effective Communication within the Organization. Industiral Democratization and Industrial Relations. Automation: Socio-organizational Automation. Transformation to a Market Economy: The Case of Poland.

This volume, prepared in honor of Samuel H. Osipow, a prominent teacher, researcher, author, and pioneer in vocational psychology, deals with significant theoretical and practical issues in the field of vocational psychology. As a state-of-the-art review of contemporary models of vocational psychology, this book will provide current and up-to-date coverage of the topics. It will also contain in-depth reviews of models of vocational psychology by leading scholars, including career decision making models, career self-efficacy, occupational stress, cross-cultural assessment of interests, and career counseling services within university systems.
A major theme that runs throughout all chapters is the concept of change. This unifying theme is fitting since the authors have prepared their chapters in honor of Osipow, who has significantly changed the field over the last four decades.
This volume should serve as a valuable resource for vocational psychology researchers, counseling graduate students, and career counselors. In addition to being a professional text, it should also be a useful supplement text for career development and career counseling courses in graduate programs of counseling, counseling psychology, and industrial/organizational psychology.

Marketing text: This book combines theory and research from educational and organizational psychology to provide guidance on improving the teacher selection process and, subsequently, educational outcomes for all students. The book identifies the characteristics of effective teachers, analyzes research on selection practices, and examines new approaches to teacher selection, recruitment, and development. The central premise of the book is that improving the effectiveness of teachers - and, thus, students' educational outcomes - can be achieved by making the recruitment and selection process more effective and more efficient. Accordingly, the book describes how to identify and select individuals for the teaching profession who display both strong cognitive attributes (e.g., subject knowledge) and essential non-cognitive attributes such as resilience, commitment to the profession, and motivation for teaching. Key topics Teacher selection practices from the viewpoint of organizational and educational psychology Teacher effectiveness and the role of individual attributes Situational judgment tests (SJTs) and multiple mini-interviews (MMIs) for teacher selection Implementation of teacher selection programs Teacher recruitment and development Given its scope, the book represents an essential reference guide for scholars, educational leaders and policymakers, and graduate students in educational leadership programs, as well as professionals in child and school psychology, educational psychology, teaching and teacher education.

This research-to-practice text explores how coaching can support thriving in the workplace. It focuses on positive psychology coaching in the workplace in relation to: the convergence with organisational psychology and coaching psychology, professional and ethical practices, resilience and wellbeing, team and systemic approaches, leadership, tools of intervention, convergence of clinical interventions and virtuousness, and the future of thriving workplaces. The chapter contributions represent a truly international scholarship and bring together complementary perspectives from the fields of positive psychology, coaching psychology, organisational psychology, organisational scholarship, neuroscience, education and philosophy. Written in a scholarly but accessible style, this text is of interest to a wide readership, including academics, professionals and postgraduate students of positive psychology, organisational psychology, counselling and coaching psychology, human resource management, mental health, health and social welfare. "Smith, Boniwell and Green have brought together an outstanding collection of thought leaders from the field of positive psychology coaching to craft an in-depth exploration of the contribution positive psychology can make to delivering transformation change through coaching conversations. A fascinating read, full of evidence and insight". Jonathan Passmore Professor of Coaching & Behavioural Change Director Henley Centre for Coaching, Henley Business School

The Coaching Relationship discusses how we can integrate process perspectives such as the quality of the coach-coachee relationship, and professional perspectives including the influences of training and supervision, for more effective outcomes.

Stephen Palmer and Almuth McDowall bring together experts from the field of coaching to discuss different aspects of the coach-coachee relationship, topics covered include:

• the interpersonal perspective
• the role of assessment
• ethical issues
• cultural influences
• issues of power.

The book also includes a chapter on the interpersonal relationship in the training and supervision of coaches to provide a complete overview of how the coaching relationship can contribute to successful coaching

Illustrated throughout with case studies and client dialogue, The Coaching Relationship is essential reading for practicing coaches and coaching psychologists wishing to learn more about the interpersonal aspects of coaching.

Contents:
Introduction. Personnel Selection: Principles, Models and Techniques. The Selection Process. Personal Appraisal. Assessment Centre Methods. Task Characteristics. Job Analysis. Job Evaluation. Theoretical, Practical and Organizational Issues Affecting Training. Work Socialization of Young People. Management Development. Career Development and Career Guidance. Participate Management. Negotiation. Conflict and Conflict Management. Women and Work.

This book presents various perspectives on innovative work behaviour, focusing on problem recognition, idea generation, idea promotion and the realisation of these ideas. It first highlights important corporate issues, such as uncertainty, performance management, technological infrastructure, and strategy development, and subsequently presents studies that offer solutions. Further, the book evaluates the significance of research and development, effective communication and corporate governance. Lastly, it discusses the implications of idea realisation, examining resource dependence theory, organizational trust and eco-innovations.

Brings together experts from industry and research settings to provide an overview of the historical approaches in Organizational Behavior Management alongside a discussion of the opportunities it has to contribute to the safety, health and well-being of organizational members, consumers of organizational products, and beyond. Will appeal to students of Organizational Behavior Management from psychology and business disciplines, as well as professionals working in the field. Part of the ABAI series, developed in direct response to membership feedback about much-needed books in the field.

This book provides an understanding and imaging of how a stress-free workplace might be designed and implemented in the context of the 'new normal.' Statistics show that more and more people are experiencing an increase in work-related stress, and its impact on individual psychology and well-being as well as organizational performance can be devastating. Globally, the most recent data on work-related illnesses account for 2.4 million deaths. Against this backdrop, and taking stock of how the pandemic is affecting the workplace and employee well-being, this book proposes transformations in work spaces, from implementing effective "greening" features, to more efficient technology-supported spaces. It establishes links between workplace design and creativity, happiness and productivity, confronting related issues such as generation gaps, digital interruptions, collaborative work environments and sustainability, and their respective connections with workspace environment and well-being. The book situates this discussion within a broader discussion on work and quality of life. Furthermore, the book demonstrates how several sustainable development goals might be achieved through transformed work spaces. Through an intersection between organizational psychology, well-being and quality of life studies, sociology, human resources, and ergonomics, this book is a timely examination of work-related stress in relation to work spaces that require rethinking and transformation in the throes, and wake, of the pandemic.

This book offers a socio-cultural examination of contemporary creativity studies. Drawing heavily on posthumanist, new materialist and affective theoretics, the author argues in favour of an expansive and sustainable approach to creativity which contributes to an emergent 'creativity studies' inter-discipline. It seeks to establish a broader consideration of creativity in socio-culture, that extends beyond, or indeed refutes, the narrowing aperture of entrepreneurship and innovation as synonyms for creativity in economic, cultural and educational contexts and discourses. Drawing on multiple case studies of creative relational and creative ecological empirical research, this book integrates a concern for personal, planetary and geo-political collaboration, as an antidote for 'innovation for innovation's sake'.

Engaging with some of the most debated topics in contemporary organizations, Health at Work: Critical Perspectives presents a critical, contingent view of the healthy employee and the very notion of organizational health. Drawing on expressions such as 'blowing a fuse', 'cracking under pressure' or 'health MOT', this book suggests that meanings of workplace health vary depending on how we frame the underlying purpose and function of organization. Health at Work takes some of the most powerful and taken-for-granted discourses of organization and explores what each might mean for the construction of the healthy employee. Not only does it offer a fresh and challenging approach to the topic of health at work, it also examines several core topics at the heart of contemporary research and practice, including technology, innovation, ageing and emotions. This book makes a timely contribution to debates about well-being at work, relevant to practitioners, policy-makers and designers of workplace health interventions, as well as academics and students. This book will be illuminating reading for students and scholars across management studies, occupational health and organizational psychology.

upon completing this book, readers will be able to identify how human ability contributes to the design of technology understand the connections within human information processing and human performance challenge the way they think about technology's influence on human performance show how theoretical advances have been, or might be, applied to improving human-machine interaction New to the edition: A new chapter on research methods Sections on interruption management and distracted driving as representation of cogent examples of applications of engineering psychology theory to problems in society A greatly increased number of references to pandemics, technostress, and misinformation New applications Amplified emphasis on readability and common-sense examples Updated and new references throughout the text

This volume promotes engineering psychophysiology as a discipline and demonstrates its value to a new audience who we hope will consist of ergonomists, human factors psychologists, and engineers. The editors use a broad definition of what constitutes engineering, including all aspects of the fields known as human engineering, industrial engineering, and safety and systems engineering.
The two goals for the volume are reflected in the subtitle. The "Issues" section introduces the components critical for the successful application of psychophysiological methods to problems in engineering. The chapters are intended to provide an introduction for the reader who is unfamiliar with psychophysiology and to provide the newcomer to the discipline with an overview of the basic theoretical, measurement, instrumentation, and experimental design questions inherent in the use of psychophysiological methods. The "Applications" section illustrates the many ways that psychophysiological methods are already being used in engineering applications. A broad definition of application is used to include laboratory and simulation research, as well as field studies, and all of the chapters address questions that are relevant for applying psychophysiological methods in the field. The editor's intent is to stimulate investigators to use these methods in new problem areas; therefore, the content of the chapters varies widely, from reviewing specific psychophysiological measures to reviewing work performed on specific engineering problems.

This volume promotes engineering psychophysiology as a discipline and demonstrates its value to a new audience who we hope will consist of ergonomists, human factors psychologists, and engineers. The editors use a broad definition of what constitutes engineering, including all aspects of the fields known as human engineering, industrial engineering, and safety and systems engineering.
The two goals for the volume are reflected in the subtitle. The "Issues" section introduces the components critical for the successful application of psychophysiological methods to problems in engineering. The chapters are intended to provide an introduction for the reader who is unfamiliar with psychophysiology and to provide the newcomer to the discipline with an overview of the basic theoretical, measurement, instrumentation, and experimental design questions inherent in the use of psychophysiological methods. The "Applications" section illustrates the many ways that psychophysiological methods are already being used in engineering applications. A broad definition of application is used to include laboratory and simulation research, as well as field studies, and all of the chapters address questions that are relevant for applying psychophysiological methods in the field. The editor's intent is to stimulate investigators to use these methods in new problem areas; therefore, the content of the chapters varies widely, from reviewing specific psychophysiological measures to reviewing work performed on specific engineering problems.

On the surface, people go to work and come home again. They sometimes manage people while most are managed themselves. But beneath the function and structures of the work itself, a whole range of emotions affects the success of the relationship between employee and manager and ultimately the organisation they both belong to. Psychodynamic Organisational Theory: Key Concepts and Cases provides a comprehensive but accessible introduction to this fascinating field of study. Featuring case vignettes which bring the various concepts to life, the book is divided into four parts. Part I looks at how the individual relates to the organisation and the unconscious energies they bring, while Part II examines group dynamics and how they affect productivity, including a chapter on meetings. Part III explores the realm of leadership and what roles a manager can play in managing their staff, while Part IV introduces the idea of personality and describes how the manager's personality influences management dynamics as well as the wider organisational culture. Central to the book, as well as the idea that organisational phenomena are often unconscious, is the understanding that relationships are always reciprocal. Through complex psychological dynamics manager and employee influence and change each other during the process of managing and being managed. This text will be essential reading for students and scholars of leadership, HRM, and organizational psychology, as well as consultants and managers looking for practical insights into how human relationships affect the success of every organisation.

In An Existential Approach to Leadership Challenges, Monica Hanaway progresses us forward from a brief, introductory understanding of existential thought to considering how this approach can positively address the practical leadership challenges our twenty-first century leaders face today. Hanaway presents a practical framework to tackle the greatest challenges in leadership, such as creating an inspiring and authentic vision, recruiting, retaining and developing staff and dealing with conflict. In Part I, she presents an overview of existential thought and what existentialism can bring to leadership, helping resolve issues of uncertainty, authenticity, relatedness, freedom and meaning making. In Part II, she explores how to work practically with an existential leadership approach, showing how existentialism can help communicate a vision, examining the vision statements of existing businesses as case studies and explaining the importance of this in recruiting, developing and retaining staff. Finally, she explores how the existential approach is beneficial in preventing, managing and dealing with conflict, defining what conflict is and introducing existentially informed conflict coaching and psychologically informed mediation practice. Combining philosophical and practical thinking, Hanaway has made existentialism an accessible resource for all leaders. This book will appeal to future leaders in practice and in training, and anyone in a leadership role. It will also be of interest to academics and students of coaching and coaching psychology, as well as to those interested in applied philosophy and psychology.

Advances in Group Processes publishes theoretical analyses, reviews, and theory-based empirical chapters on group phenomena. The series adopts a broad conception of "group processes." This includes work on groups ranging from the very small to the very large, and on classic and contemporary topics such as status, power, trust, justice, social influence, identity, decision-making, intergroup relations, and social networks. Volume 35 brings together papers related to a variety of topics in small groups and organizational research. The volume includes papers that address theoretical and empirical issues relating to consumer behavior, vocal accommodation, measuring aggression, social identity theory, and criminal sentencing. Other contributions examine reverse discrimination, perceptions of responsibility for the behaviors of others, and expectations and coordination in small groups. Overall, the volume includes papers that reflect a wide range of theoretical approaches from leading scholars who work in group processes.

The gender and racial composition of the American workforce is rapidly changing. As more women in particular enter the workforce and as they enter jobs that have traditionally been dominated by men, issues related to sex and gender in work settings have become increasingly important and complex. Research addressing sex and gender in the workplace is conducted in several distinct disciplines, ranging from psychology and sociology to management and economics. Further, books on gender at work often reflect either a more traditional management perspective or a more recent feminist perspective; rarely however, are these two orientations on women and work acknowledged within the same text. Thus, the principle goal of the book is to communicate a variety of social psychological literatures and research on gender issues that affect work behaviors to upper-level undergraduate and graduate students in applied psychology and business.

This book explores social productivity in work teams on production sites, with an eye toward human welfare. It focuses especially on "sympathy management" by the use of multivariate analysis in a worldwide social survey. Manufacturing production sites have many work teams, and their activities support productivity. Productivity, however, is evaluated only by the production system. Therefore, the social system's sympathy evaluation as teamwork in the work team is completely disregarded by management activity. Management recognizes this social system and must upgrade teamwork as a social system from tacit to explicit knowledge as an appraisal system. Thus, this new paradigm significantly contributes to industrial society beyond conventional management. The work team's social system functions in a production system and affects team productivity. Therefore, it must take a bird's-eye view of social productivity as an overall strategy. Social productivity has two appraisal criteria, the social system's sympathy and the production system's productivity. Increasing explicit knowledge of sympathy as teamwork requires the perspective of human-social science. Social productivity has been verified through global deployment by social research and case studies and contributes to humankind's welfare on sustainable development goals and ISO56000, an innovation management system. Social productivity can also decrease opportunity loss based on ignoring the social system of the work team.