This book provides an up-to-date review of commonly undertaken methodological and statistical practices that are sustained, in part, upon sound rationale and justification and, in part, upon unfounded lore. Some examples of these "methodological urban legends," as we refer to them in this book, are characterized by manuscript critiques such as: (a) "your self-report measures suffer from common method bias"; (b) "your item-to-subject ratios are too low"; (c) "you can?t generalize these findings to the real world"; or (d) "your effect sizes are too low."

Historically, there is a kernel of truth to most of these legends, but in many cases that truth has been long forgotten, ignored or embellished beyond recognition. This book examines several such legends. Each chapter is organized to address: (a) what the legend is that "we (almost) all know to be true"; (b) what the "kernel of truth" is to each legend; (c) what the myths are that have developed around this kernel of truth; and (d) what the state of the practice should be. This book meets an important need for the accumulation and integration of these methodological and statistical practices.

Driver inattention has been identified as one of the leading causes for car accidents. The problem of distraction while driving is likely to worsen, partly due to increasingly complex in-car technologies. However, intelligent transport systems are being developed to assist drivers and to ensure a safe road environment. One approach to the design of ergonomic automobile systems is to integrate our understanding of the human information processing systems into the design process. This book aims to further the design of ergonomic multisensory interfaces using research from the fast-growing field of cognitive neuroscience. It focuses on two aspects of driver information-processing in particular: multisensory interactions and the spatial distribution of attention in driving. The Multisensory Driver provides interface design guidelines together with a detailed review of current cognitive neuroscience and behavioural research in multisensory human perception, which will help the development of ergonomic interfaces. The discussion on spatial attention is particularly relevant for car interface designers, but it will also appeal to cognitive psychologists interested in spatial attention and the applications of these theoretical research findings. Giving a detailed description of a cohesive series of psychophysical experiments on multisensory warning signals, conducted in both laboratory and simulator settings, this book provides an approach for those in the engineering discipline who wish to test their systems with human observers.

Since its inception, just after the Second World War, Human Factors research has paid special attention to the issues surrounding human control of systems. Command and control environments continue to represent a challenging domain for human factors research. Modelling Command and Control takes a broad view of command and control research, to include C2 (command and control), C3 (command, control and communication), and C4 (command, control, communication and computers) as well as human supervisory control paradigms. The book presents case studies in diverse military applications (for example, land, sea and air) of command and control. The book explores the differences and similarities in the land, sea and air domains; the theoretical and methodological developments, approaches to system and interface design, and the workload and situation awareness issues involved. It places the role of humans as central and distinct from other aspects of the system. Using extensive case study material, Modelling Command and Control demonstrates how the social and technical domains interact, and why each require equal treatment and importance in the future.

This slim motivation guidebook was written to bridge the gap between the academic research on motivation and to present it in a form that is useful to the practicing manager. In essence, the book presents a theory of motivation and how to use it without ever mentioning the word theory. The goal of the book is to give managers a kind of mental model to use in thinking about motivation and to show them how to use this mental model for practical management actions to diagnose and improve motivation of subordinates. The book is written in three sections: Understanding Motivation, Diagnosing Motivation and Improving Motivation. The book incorporates case studies and many examples of how to successfully manage motivation.

To alter an organization's culture, change agents must first understand its attitudes, beliefs and assumptions. Marc Schabracq's innovative new book is based on a fresh way of thinking that deals with both the functional and structural features of cultures. Focusing on the greatest barrier to organizational change - the attitudes and assumptions of people - it offers three approaches that collectively assist the change process: changing goals through the leader; improving effectiveness through the members; and enriching assumptions through group dialogue. The scales, checklists and exercises are available online. A priceless resource for consultants and change agents, "Changing Organizational Culture" is also valuable reading for senior managers and business students interested in the change process.

This book investigates new insights into the factors influencing empathy in medical students. Addressing the widely perceived empathy gap in teaching and medical practice, the book presents a new study into how this emotion is facilitated in the UK undergraduate medical curriculum, and its influence on doctor-patient relationships. The author utilises Interpretative Phenomenological Analysis (IPA) to investigate how medical students' perspective on empathy changed throughout their education. It presents the risks students perceive when connecting emotionally with patients; their use of detachment as a taught coping mechanism; and the question of how they regulate their emotions. The book reveals the tension between students' connection with and detachment from a patient and their aim to achieve an appropriate balance. The author presents a number of factors which seem to enhance empathy, and explores the balance of scientific biomedical versus psychosocial approaches in medical training. In contrast to the commonly-reported opinion that there has been decline in medical students' empathy, this book contends that student empathy in fact increased during their training. This new study offers invaluable insight into how students and practitioners may be supported in dealing appropriately with their emotions as well as with those of their patients, thereby facilitating more humane medical care.

Questions about the causes or sources of work stress have been the subject of considerable research, as well as public fascination, for several decades. Earlier interest in this issue focused on the question of whether some jobs are simply more inherently stressful than others. Other questions that soon emerged asked whether some individuals were more prone to stress than others. The Handbook of Work Stress focuses primarily on identifying the different sources of work stress across different contexts and individuals. Part I focuses on work stressors that have been studied for decades (e.g., organizational-role stressors, work schedules) as well as stressors that have received less empirical and public scrutiny (e.g., industrial-relations stress, organizational politics). It also addresses stressors in the workplace that have become relevant more recently (e.g., terrorism). Part II of the Handbook covers issues related to gender, cultural or national origin, older and younger workers, and employment status, and asks how these characteristics might affect the experience of workplace stress. The adverse consequences of these diverse work stressors are manifold, and questions about the possible health consequences of work stressors were one of the major historical factors prompting early interest and research on work stress. In Part III, the individual and organizational consequences of work stress are considered in separate chapters. Key Features: Affords the most broad and credible perspective on the subject of work stress available The editors are all prominent researchers in the field of work stress, and have been instrumental in defining and developing the field from an organizational-psychological and organizational-behavior perspective International contributors are included, reflecting similarities and differences from around the world Chapter authors from the United States, Canada, England, Sweden, Japan, and Australia have been invited to participate, reflecting most of the countries in which active research on work stress is taking place The Handbook of Work Stress is essential reading for researchers in the fields of industrial and organizational psychology, human resources, health psychology, public health, and employee assistance.

Departing from the traditional approach of surveying current and future trends and developments, this unique Handbook brings phenomena, theories, and concepts from multiple disciplines together to advance entrepreneurship. With original contributions from authors who are experts in their fields, the collection offers state-of-the-art insights into generating new areas for research, new theories and concepts, and new questions for policy debates - all aimed at advancing entrepreneurship. Divided into four sections and covering perspectives such as neuroscience, theology, organisational behavior and education, The Palgrave Handbook of Multidisciplinary Perspectives on Entrepreneurship is a rich source of information for researchers, educators, entrepreneurs, leaders and managers.

The Perverse Organisation and its Deadly Sins begins by examining the nature of perversity and its presence in corporate and organisational life. Then, four chapters examine the "corporate sins" of perverse pride, greed, envy and sloth, each taking case studies from major organisations suffering their effects. Finally, the book enquires into the nature of the consumer/provider pair as a centrepiece of the perverse cultural dynamics of current organisational life. The emphasis in the book is on perversity displayed by the organisation as such, rather than simply by its leaders, or other members, even though they may embody and manifest perverse primary symptoms to the extent that they at times engage in corrupt or criminal behaviour. What is explored is a group and organisation dynamic, more deeply embedded than conscious corruption. Within the perverse structure some roles become required to take up corrupt positions. They become part and parcel of the way things work. The person may condemn certain practices, but the role requires them. Tensions between person and role may mean that the person in role acts as they would not while in other roles. Such tensions may lead to the dynamics of perversity. This book is important reading for managers, consultants, and all who are interested in the dynamics propelling what seem to be the out-of-control dynamics within contemporary organisational life. It helps us understand how many people in positions of trust may end up abusing those positions. It looks at how we may be collectively perverse despite our individual attempts to be otherwise.

Provides multiple perspectives on the topic and links theory to real-world application. Learning features include: key concepts; applied examples; research method examples; activity boxes; ethical issue discussions; and descriptions of potential future developments. Full Companion Website, including MCQs, PowerPoint slides, lesson plans/seminar topics, weblinks, video/audio files.

Leadership and Diversity in Psychology explores the topic of leadership and diversity from a range of different perspectives. The authors draw from professional experience and research to support their reflections on leadership with diverse populations, leadership in organizations and developing leadership style. Incorporating current theory and up-to-date research concerning current trends towards more relational and integrative work, the book emphasises practitioners' reflections of their own experience. It reflects the contemporary focus towards more pluralistic/integrative practice, which has moved away from traditional orientations involving specific ways of working. Leadership and Diversity in Psychology will be of great interest to academics and researchers in the fields of clinical and counselling psychology and organizational psychology as well as professional practitioners.

Visual messages are omnipresent in our daily life. They are constantly attempting to persuade us to buy, learn and act. Some are more successful than others in influencing our behaviour and choices. What is the secret power of these messages? How do they succeed in changing our behaviour? This book analyzes advertising beyond the persuasive power of the imagery itself. It explains the psychology behind 33 effective influence techniques in visual persuasion and how to apply them. The book is co-authored by leading figures in social influence and visual persuasion. It is designed as an accessible modern reference book for creating and understanding persuasive visual imagery. "You'll never look at an ad, an online shopping site or product packaging the same way again." - Nextavenue.org

"Stress: A Brief History "is a lively, accessible, and detailed examination of the origins of the field of stress research.
First concise, accessible, academically grounded book on the origins of the concept of stress.
Explores different theories and models of stress such as the psychosomatic approach, homeostasis, and general adaptation syndrome.
Discusses the work and intriguing contributions of key researchers in the field such as Walter Cannon, Hans Selye, Harold Wolff, and Richard Lazarus.
Explains the origins of key concepts in stress such as stressful life events, the coronary-prone personality, and appraisals and coping.
Culminates in a discussion of what makes a good theory and what obligations stress researchers have to those whose working lives they study.

In Resilience as a Framework for Coaching: A Cognitive Behavioural Perspective, Michael Neenan presents an in-depth understanding of resilience and shows how coaches can help their clients to develop and enhance their own resilience. By focusing on the beliefs, emotions and behaviours that promote or hinder the development of resilience, Neenan provides coaches with plenty of discussion points for inclusion in their sessions. The book, written in an engaging and accessible style, includes a chapter showing the unfolding of a five-session course of resilience coaching with lengthy dialogue excerpts between the coach and the client, accompanied by a commentary on the coach's interventions. Throughout the book there are plenty of case studies and examples of resilience in action. The book ends with a recap on resilience pinpointing some of the key features of a resilient mindset. Written by an established expert in the field of resilience and cognitive behavioural coaching, Resilience as a Framework for Coaching represents an essential resource for those wishing to train in this discipline. The book will appeal to coaches, coaching psychologists, psychotherapists and clinical, health and counselling psychologists with an interest in coaching, human resource professionals, counsellors and trainees in these disciplines.

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. Perspectives on Organizational Fit, a new book in SIOP's Organizational Frontiers Series, takes a scholarly look at fit in organizations: the relationship between individuals and the environments in which they find themselves.

As the volume extends upon recent advances in fit theory, the contributors address how fit theory is used within selection, recruitment, diversity, and leadership teams. It also explores the integration of different fit perspectives, and clarifies the methodological and statistical issues that plague fit research.

The burgeoning interest in fit issues makes this book especially timely. It is comprised of three parts that cover:

• new directions in fit processes, as well as micro and macro levels of analysis;
• methodological and statistics issues that pertain to conducting fit research; and
• reflections from the chapter authors and the continuing challenges of future research in fit theory.

Perspectives on Organizational Fit is appropriate for researchers and professionals in the areas of human resource management, organizational behavior, and industrial organizational psychology.

Krau provides an in-depth analysis of the formation and fulfillment of life aspirations. He examines the possibility of planning and predicting careers-a significant instrument for achieving life meaning for people, even under unfavorable economic conditions. Krau asserts that to assist people in fulfilling their aspirations, vocational counseling has to become counseling for self-realization. Drawing upon years of investigations, Edgar Krau provides an in-depth analysis of the formation and fulfillment of life aspirations. In adolescence, life aspirations take shape by imagining a desired end-state. But aspects of this image are often uncoordinated or even contradictory, and very often the person seems unaware of these contradictions. In choosing a career, people attempt to match this image with public perceptions of a specific occupation. But both notions may not correspond to existing realities, and the actual motives behind career choice may deviate from those declared. Utilizing numerous case studies and models drawn from these and other studies, Krau shows the normative characteristics that lead to vocational success, but also those causing failure, maladjustment, and frustration, and he illustrates how career counseling can become successful counseling for self-realization. Krau provides a needed tool for personality and vocational psychologists as well as anyone involved in career development and vocational guidance.

Business Psychology and Organizational Behaviour introduces principles and concepts in psychology and organizational behaviour with emphasis on relevance and applications. Well organised and clearly written, it draws on a sound theoretical and applied base, and utilizes real-life examples, theories, and research findings of relevance to the world of business and work. The new edition of this best-selling textbook has been revised and updated with expanded and new material, including: proactive personality and situational theory in personality; theory of purposeful work behaviour; emotional and social anxiety in communication; decision biases and errors; and right brain activity and creativity, to name a few. There are numerous helpful features such as learning outcomes, chapter summaries, review questions, a glossary, and a comprehensive bibliography. Illustrations of practice and relevant theory and research also take the reader through individual, group, and organizational perspectives. This is an essential textbook for undergraduates and postgraduates studying psychology and organizational behaviour. What is more, it can be profitably used on degree, diploma, professional, and short courses. It's also likely to be of interest to the reflective practitioner in work organizations.

This book presents research on the determinants of workers' health (physical and mental well-being) and the organization's health (performance and culture). It addresses the impact of psychosocial working conditions on workers' well-being, and their performance, productivity, innovation, and morale at work. Discusses how to manage workers to enable them to be engaged and creative Raises employee awareness on how to maintain good physical and mental health at work Covers how to work beyond retirement age Presents how to design a work environment that prevents counterproductive behaviors Covers work-life balance and how it can affect work This book is aimed at professionals, postgraduate students, scientists, and practitioners in the fields of work and health psychology, management, occupational health and safety, and human resource management.

How does psychological theory help you to understand, shape and influence work behaviour and relationships? How does workplace learning take place? How do you assess workplace values and attitudes? Introduction to Work Psychology 3e features the practical application of theory using relevant workplace examples. The textbook examines industrial and organisational psychology within the context of the South African business environment. Its strength lies in a sound balance between the discussion of psychology, industrial psychology and human resource management. The content is written in an accessible, academic style, with a focus on African perspectives, examples and indigenous knowledge systems. Each chapter includes learning objectives; boxed features that illustrate the theory within each chapter; self-assessment tasks for students to measure their progress, and a summary and reflection section that highlights the implications of the theory in practice. Introduction to Work Psychology 3e is suitable for first-year students of industrial psychology at universities, and first-year students of personnel management at universities of technology. The textbook is also very accessible and suitable for service courses, for example nursing.

Windy Dryden's pluralistic approach to coaching informs this uniquely straightforward guide to the coaching alliance. Drawing on examples from Dryden's own practice, the book explores the four specific domains of the alliance: bonds, views, objectives/goals, and tasks. Dryden explains how these domains are inter-related, and how all four have an impact on the collaborative, negotiated relationship between coach and coachee. The Coaching Alliance is a clearly written, accessible guide, with one chapter dedicated to each of the four domains. It examines each domain at different stages in the coaching process and includes key points and questions for coaches to consider in sessions with clients. By taking an alliance perspective on coaching, the coach is encouraged to think clearly and constructively about building a working relationship with their coachee, clarifying views, setting goals and completing tasks. Including a wealth of practical information, this concise book will be essential for anyone working with clients in a coaching capacity.

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. This book bridges the domains of psychology and management to facilitate a multi-disciplinary, multi-level integration of theory and research on identity processes.

The volume highlights answers to important questions raised by shifting organizational forms and arrangements, such as:

• How are identity processes affected by, and how do they affect, the motivations of individuals and organizations?
• How do identity and identification shape the social processes that unfold between individuals and groups?
• How do strong versus weak contexts affect identity processes as the boundaries of organizations and social categories within them become more permeable?

An effective tool for understanding a wide variety of organizational phenomena, this book is intended for scholars and students in the fields of management, organizational theory, organizational behavior, social psychology, and industrial/organizational psychology.

Award-winning psychologist Peter Warr explores why some people at work are happier or unhappier than others. He evaluates different approaches to the definition and assessment of happiness, and combines environmental and person-based themes to explain differences in people's experience. A framework of key job characteristics is linked to an account of primary mental processes, and those are set within a summary of demographic, cultural, and occupational patterns. Consequences of happiness or unhappiness for individuals and groups are also reviewed, as is recent literature on unemployment and retirement. Although primarily focusing on job situations, the book shows that processes of happiness are similar across settings of all kinds. It provides a uniquely comprehensive assessment of research published across the world. Initial chapters explore the several meanings of happiness and the ways in which those have been measured by psychologists. The construct includes pleasure, satisfaction and subjective well-being, and unhappiness has been studied in terms of dissatisfaction, strain, anxiety, and depression. The impacts of principal environmental features on these experiences are reviewed through an analogy with vitamins in relation to physical health-beneficial only up to a point. However, environmental effects are not fixed. Influences on happiness from within the person are examined in terms of principal thinking patterns, personality styles, and cultural backgrounds. Differences are explored between groups (men and women, older and younger people, employees who are full-time and part-time, and so on), and processes of person-environment fit are placed within an overall framework which emphasizes the impact of variations in personal salience. The book is written primarily for academic readers, including senior undergraduates, graduate students, teachers, and researchers in fields of Industrial/Organizational Psychology, Management, Human Resources, and Labor Studies. However, the topic's centrality in many professions makes it important also to a wider readership.

An innovative and effective approach to organizational behavioral management Despite more than 40 years of empirical and conceptual research, the contribution of behavior analysis to the world of business remains relatively small and organizational behavior management gets little attention in both the academic and professional communities. Acceptance and Mindfulness at Work presents behavioral analysis of human language that's ready to use, with applied extensions proven to have a significant impact in organizational settings. The leading experts in the field examine how these ongoing developments can help broaden the exploration of the psychological issues relevant to organizational behavioral management (OBM) in the workplace. Acceptance and Mindfulness at Work presents conceptual and empirical articles, and reviews of working examples of Relational Frame Theory (RFT) and Acceptance and Commitment Therapy (ACT) applied to organizational behavior management. The book examines goal setting, feedback, task descriptions, and workers' ability to learn as examples of how to affect positive change in organizations through increased productivity and improved quality of life in the workplace. The possibilities presented by RTF can lead to advancements in employee safety and training, stress and health management, employee evaluation, managing absenteeism, tardiness, and turnover, and self-management. Acceptance and Mindfulness at Work examines: cognition in OBM industrial/organization (I/O) psychology how interventions using ACT have increased psychological flexibility rule-following feedback task performance feedback programmed schedules of reinforcement goal setting, goal statements, and goal-directed behavior how psychological flexibility and job control can predict learning, job performance, and mental health and much more Acceptance and Mindfulness at Work is a vital professional resource for organization development practitioners and human resource managers.

Finalist in the Australian Career Book Award 2020, supported by the Royal Society of Arts Oceania Finding and following an authentic calling challenges us to bridge both the intuitive, soulful and the hard-edged, material dimensions of everyday life. From Career to Calling: A Depth Psychology Guide to Soul-Making Work in Darkening Times opens new avenues for vocational exploration and career inquiry in an imaginative way. This unique book draws on insights from the field of Jungian and archetypal psychology to reimagine our attitudes and approaches to work, money, vocational guidance and career development. As people find themselves disillusioned with or disenfranchised from capitalist notions of work and career, Suzanne Cremen's interdisciplinary approach illuminates how a creative, meaningful and influential work-life can emerge from attending to the archetypal basis of experience. Interweaving elements of her own journey, Cremen connects individual experience with the collective in an original way, spotlighting depression in the legal profession, marginalization of the feminine principle in work environments, and how understanding the roots of our cultural complexes can spark personal callings which facilitate collective transformation. Blending compelling real-life stories with robust scholarly analysis and reflective activities, this book will help practitioners to support individuals to develop a sense of their soul's calling and offer guidance on creating an authentic vocational life within the constraints of the contemporary era. Additionally, it will be invaluable to those in career transition, re-discovering their purpose at the end of a career, or commencing work-life.