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.

Once called the "dismal science," economics now offers prescriptions for improving people's happiness. In this book Richard Easterlin, the "father of happiness economics," draws on a half-century of his own research and that conducted by fellow economists and psychologists to answer in plain language questions like: Can happiness be measured? Will more money make me happier? What about finding a partner? Getting married? Having a baby? More exercise? Does religion help? Who is happier-women or men, young or old, rich or poor? How does happiness change as we go through different stages of life? Public policy is also in the mix: Can the government increase people's happiness? Should the government increase their happiness? Which countries are the happiest and why? Does a country need to be rich to be happy? Does economic growth improve the human lot? Some of the answers are surprising (no, more money won't do the trick; neither will economic growth; babies are a mixed blessing!), but they are all based on reason and well-vetted evidence from the fields of economics and psychology. In closing, Easterlin traces the genesis of the ongoing "Happiness Revolution" and considers its implications for people's lives down the road.

Surveys conducted within organizations have become an important aspect of human resource management and organizational functioning. This new book by Frank Smith--a leader in this field--offers a unique perspective on organizational surveys. It emphasizes the experience of developing, carrying out, and interpreting surveys on a wider variety of organizational issues in a very diverse set of organizations. The book is intended to acquaint managers, students, and potential survey users with a broad understanding of the kind of information surveys can provide and how they have been applied in a wide variety of organizational settings. Through many examples, the book emphasizes the close and necessary link between the continual development of a survey program and the parallel body of research in organizational behavior. This book will be of interest to survey practitioners, students, and instructors in human resource management and organizational behavior, and anyone looking for first-hand examples or survey approaches and the links to research and psychometric theory.

This edited volume is derived from a conference held in honor of Charles Hulin's contribution to the psychology of work. His research has carefully developed and tested theory related to job satisfaction, withdrawal from work, and sexual harassment. Edited by Hulin's students, The Psychology of Work discusses research in job satisfaction. This research shows that job satisfaction plays an essential role in theories of organizational behavior. Formal models are used, such as item response theory, structural equation modeling, and computational models. Three general and consistent themes in Hulin's research are represented in this book's chapters. The first theme is a focus on broad, general constructs, such as job satisfaction. The virtue of this approach is that a wide range of behavior can be explained by a small number of variables. The second theme involves the examination of the antecedents and consequences of job satisfaction. This theme is increasingly important because it ties research on job attitudes and job behaviors where links are consistently found to social attitudes and behaviors where links are rarely found. The third theme consists of Hulin's interest in the use of formal models to characterize and understand behavior. This volume will be of interest to scholars and students in industrial/organizational psychology, human resources, organizational behavior, and management.

Smart Flexibility: Moving Smart and Flexible Working from Theory to Practice is an engaging and practical management book to help organisations implement Smart Working, and take a business-focused approach to 'Flexible Working'. Written for managers at the leading edge of change, Andy Lake takes a strategic, comprehensive and integrated approach to Smart and Flexible Working. Taking an evidence-based approach, he sets out how to achieve measurable benefits across the Triple Bottom Line. Starting from the underlying principles and the compelling context for change, he takes a pragmatic approach to delivering change in each of the key areas of People (HR), Property and Technology. The book is designed to help professionals understand the vital connecting points across disciplines as well as innovations in their own fields. And there are separate chapters that look at the real impacts for sustainability, the impacts for 'Smart Government', how to manage the 'Anywhere Anytime Team' and how to take people on the journey towards a Smart Flexibility organisational culture. The book includes many insights based on the author's experience and the latest research, many practical techniques for implementing change plus ten new case studies. Smart Flexibility is essential reading for anyone involved in workplace change and increasing the efficiency of organisations. It is aimed at managers who need to deliver change, and will be of great interest to consultants in the fields of workplace design, new technologies and HR/OD/Training.

. . . provides rich and interesting detail about the conditions, values, and experiences of children and those who rear them - Contemporary Psychology

This book is primarily a summary of research done over 10 years in multimedia and virtual reality, which fits within a wider interest of exploiting psychological theory to improve the process of designing interactive systems. The subject matter lies firmly within the field of HCI, with some cross-referencing to software engineering. Extending Sutcliffe's views on the design process to more complex interfaces that have evolved in recent years, this book: *introduces the background to multisensory user interfaces and surveys the design issues and previous HCI research in these areas; *explains the basic psychology for design of multisensory user interfaces, including the Interactive Cognitive Subsystems cognitive model; *describes elaborations of Norman's models of action for multimedia and VR, relates these models to the ICS cognitive model, and explains how the models can be applied to predict the design features necessary for successful interaction; *provides a design process from requirements, user and domain analysis, to design of representation in media or virtual worlds and facilities for user interaction therein; *covers usability evaluation for multisensory interfaces by extending existing well-known HCI approaches of heuristic evaluation and observational usability testing; and *presents two special application areas for multisensory interfaces: educational applications and virtual prototyping for design refinement.

More concise than other consumer behavior textbooks, with no loss of quality or coverage Technological considerations now integrated into all chapters and topics Explores issues that rarely receive attention, such as consumer vulnerability and consumers' impacts on nonhuman animals and the environment Updated and expanded companion website offers more opportunities for customized classwork and student enrichment

This volume, in honor of Ben Schneider, highlights his work on the Attraction-Selection-Attrition (ASA) model of organizational behavior which has become one of the most important models in the history of Personnel Psychology. The central tenet of the ASA model is that people matter. Although organizational structure processes, and climate and culture are important, they are fundamentally a reflection of the unique collection of people who populate an organization. This edited volume of original scholarly contributions will add insight to the many implications of Schneider's thinking on the ASA model and organizational climate.

This special issue focuses on temporal dynamics in teams. Drawing on the distinction between differential and temporal (or variable vs. process) research, recent theories and research practices in the field of team research are discussed to better understand the gap between research objectives and methods in team research. The diverse conceptual, methodological, and empirical articles that make up the special issue illustrate ways of narrowing this gap and thus provide some future directions for the study of time and change in teams.

Training is both a teaching and a learning experience, and just about everyone has had that experience. Training involves acquiring knowledge and skills. This newly acquired training information is meant to be applicable to specific activities, tasks, and jobs. In modern times, where jobs are increasingly more complex, training workers to perform successfully is of more importance than ever. The range of contexts in which training is required includes industrial, corporate, military, artistic, and sporting, at all levels from assembly line to executive function. The required training can take place in a variety of ways and settings, including the classroom, the laboratory, the studio, the playing field, and the work environment itself.

The general goal of this book is to describe the current state of research on training using cognitive psychology to build a complete empirical and theoretical picture of the training process. The book focuses on training cognition, as opposed to physical or fitness training. It attempts to show how to optimize training efficiency, durability, and generalizability. The book includes a review of relevant cognitive psychological literature, a summary of recent laboratory experiments, a presentation of original theoretical ideas, and a discussion of possible applications to real-world training settings.

Architects and engineers can build models to test their ideas - why not managers? In Game Theory in Management: Modelling Business Decisions and Their Consequences, author Michael Hatfield presents a series of mathematically structured analogies to real-life business and economic interaction scenarios, and then, using modern game theory, he shows how to test common managerial technical approaches for their effectiveness. His results are astonishing: if game theory is correct then many commonly-held and taught management approaches and techniques are not only less effective than thought, they are actually detrimental in many areas where they are held to be beneficial. Game Theory in Management also examines managerial implications from network theory, cartage schemes, risk management theory, management information system epistemology, and other areas where the quantification and testing of business decisions can be employed to identify winning and losing stratagems.

This book examines the phenomena of how individuals experience work stress and coping in both developed and developing countries in the world. Rabi Bhagat, known for his cross-cultural scholarship in this area, and his co authors, help us recognize the causes and consequences of work stress. They present a systematic, comprehensive review of this topic with plenty of practical insights and case studies examining work stress and coping in the era of globalization. Researchers, practitioners and students in the field of industrial organizational psychology, organizational behavior, and human resources management will find this book of interest.

EPDF and EPUB available Open Access under CC-BY-NC-ND licence. Individuals' behaviours at work are known to be shaped by cold, or cognitive-motivational, processes as well as hot, or affect-motivational, processes. To date, employee proactivity research has mainly focused on the 'cold' side. But emotion has been proposed to 'energize' employees' proactivity, especially in interdependent and uncertain work environments. In this pioneering work, expert scholars offer new thinking on the process by examining how emotion can drive employees' proactivity in the workplace and how, in turn, that proactivity can shape one's emotional experiences.

This is the first book devoted to the multidisciplinary study of feedback. It presents a comprehensive, evidence-based review of the make-or-break factors that determine the efficacy of criticism, praise, and advice. Its sections deal with fundamental processes of feedback; the problems associated with delivering feedback across social divides such as race; feedback in organizational settings; feedback in the helping professions; and feedback in personal relationships. With engaging and accessible contributions from leading scholars in communication, management, and social, clinical, and educational psychology, the editors conclude with an insightful synthesis of the chapters, extracting how-to principles of feedback that apply across environments and circumstances. A landmark in the study of feedback, the book stakes a claim for the recognition of the topic as a field of enquiry in its own right. Feedback will appeal to scholars and practitioners as a comprehensive review of the state of play in this field; it is also appropriate for use as a text for students in a range of disciplines including communication, psychology, management, health sciences, and counseling.

2007 National Communication Association, Organizational Communication Division, "Best Book" Award Citing the well known adage that there are as many definitions of leadership as there are leadership scholars, Fairhurst acknowledges the contributions which psychologists have made to leadership research, before probing the inevitable limitations to their formidable body of work. Fairhurst's work is also thought provoking on the issue of authenticity on the part of leaders." -HUMAN RELATIONS Discursive Leadership: In Conversation with Leadership Psychology presents a new, groundbreaking way for scholars and graduate students to examine and explore leadership. Differing from a psychological approach to leadership which tries to get inside the heads of leaders and employees, author Gail Fairhurst focuses on the social or communicative aspects between them. A discursive approach to leadership introduces a host of relatively new ideas and concepts and helps us understand leadership's changing role in organizations. Key Features: Compares and contrasts discursive leadership with leadership psychology: This comparison facilitates a clearer definition of discursive leadership. Presents new ways to study leadership: By treating each discourse concept as a heuristic device and supporting each concept with examples, new ways to study leadership are introduced by focusing on key concepts from the organizational discourse literature. Addresses some key challenges within leadership psychology: Each chapter begins with an ongoing debate in leadership psychology and illustrates how a discursive approach can join that debate. Charimatic leadership, leader-member exchange, authentic leadership are just a few of the examples. Offers reactions from leadership psychologists: Leadership psychologists and other discourse scholars respond to the author's proposed 'conversation' between them broadening the debate and introducing new perspectives. Provides quick reviews and extended examples: The book includes critical summaries at the end of each chapter and easy-to-reference appendices. Intended Audience: This book helps scholars, researchers, and practitioners understand the complexities of leadership as it continues to evolve due to such influences as globalization, technology change, and democratization of the workplace. It is also an excellent text for graduate courses such as Leadership; Rhetoric of Leadership; Interpretive Studies of Organizational Communication; Organizational Communication; and Leadership & Communication in the departments of communication, business & management, psychology, and educational administration.

This book examines the phenomena of how individuals experience work stress and coping in both developed and developing countries in the world. Rabi Bhagat, known for his cross-cultural scholarship in this area, and his co authors, help us recognize the causes and consequences of work stress. They present a systematic, comprehensive review of this topic with plenty of practical insights and case studies examining work stress and coping in the era of globalization. Researchers, practitioners and students in the field of industrial organizational psychology, organizational behavior, and human resources management will find this book of interest.

Prevention through appropriate behavior is the best weapon available to fight further spread of HIV infection. However, individuals take necessary actions to prevent diseases such as AIDS only when they are properly informed and they feel motivated to respond to the information they possess. In order to achieve a clearer understanding of these two facets of the prevention process, this book examines the interplay of the messages individuals receive about AIDS at the public level and the messages exchanged between individuals at the interpersonal level. The specific purpose of the book is to provide a theoretical and conceptual foundation for understanding the pragmatic concerns related to the AIDS crisis in the United States and other parts of the world. The book represents the first systematic examination of how theory informs our understanding of AIDS and communication processes. Contributors explore the issues from a variety of theoretical and conceptual viewpoints. Their goal is to stimulate thought which will lead to the pragmatic application of the ideas presented. The chapters focus on four general communication concerns: * interpersonal interaction as it relates to choices individuals make about safer sex practices, * theory and practice of public campaigns about AIDS, * intercultural issues, and * critical and descriptive approaches for understanding news coverage of AIDS.

This new book explains the Productivity Measurement and Enhancement system (ProMES) and how it meets the criteria for an optimal measurement and feedback system. It summarizes all the research that has been done on productivity, mentioning other measurement systems, and gives detailed information on how to implement this one in organizations. This book will be of interest to behavioral science researchers and professionals who wish to learn more about the practical methods of measuring and improving organizational productivity.

MaryLee Sachs explores the relationship and increasing blur between the marketing discipline and the public relations profession. How do the two mix? What is their role in a world where the growth of digital and social media has contributed to an increasing lack of control over how brands are perceived? Drawing on the experiences of Chief Marketing Officers (CMOs) from 10 iconic organizations with business and consumer brands across the globe, The Changing MO of the CMO explores how some organizations are making the most of a blended approach to communications and marketing and how CMOs can respond to and prepare for their new responsibilities. It illustrates how PR can provide: c authenticity, relevance and advocacy to marketing; c integration of an organization's approach to paid, owned and earned media channels; c a strategic risk management tool for assuring reputation and managing crisis communication. Changing the traditional roles of marketing and communications may be an imperative for organizations. That doesn't make it easy. This readable and credible short guide provides a sense of the opportunities and obstacles involved and the vision required to change the culture of marketing and communications. The Changing MO of the CMO is an important book for developing a new model of marketing; it should be read by all CMOs charged with defining and implementing changes.

'Keith became really quiet... He completely withdrew from what was going on. It was unbelievable... He was unhappy all the time. He wouldn't eat at the dinner table. He would throw his plate on the floor. We couldn't believe it.'

People with learning disabilities living in residential care regularly experience separation and loss when their keyworkers move away. Clinical experience suggests that these transitions are critical for the emotional well-being of clients, for whom supportive relationships with staff are essential. In Saying Goodbye the authors aim to raise awareness of some of the processes that occur when keyworker relationships end, in the hope that such endings can become less painful for both staff and clients. Specific recommendations of how to plan the end of staff-client relationships are included.

The book draws extensively on the words of the participants themselves, looking at parallel accounts of loss and change. People with learning disabilities are rarely asked about their experience of care and this is the first study to examine how these clients, as well as staff, experience the end of keyworking relationships.

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

Can your job change your personality? While traditionally personality has been considered fixed and stable, recent thinking indicates that this is not the case. Personality can be changed by various work and vocational experiences, such as employment conditions, career roles, job characteristics and training or interventions. Drawing on a wide array of research in the field, Wang and Wu provide a conceptual overview on how personality can be changed at work by societal, organisational and job-related factors, while considering how individuals can take an active approach in changing their personality at work.

Despite the significance and prevalence of errors in organizations, there has been no attempt within the field of Industrial and Organizational Psychology to create a single source summarizing what we know regarding errors in organizations and providing a focused effort toward identifying future directions of research. This volume answers that need and provides contributions by researchers who have conducted a considerable amount of research on errors occurring in the work context. Students, academics and practitioners in a wide range of disciplines, i.e., industrial organizational psychology, medicine, aviation, human factors and systems engineering, will find this book of interest.