Personnel Psychology (or Human Resource Management) examines individual differences and their consequences for the organization. Attention is paid to choice processes, abilities and capabilities, needs and need fulfilment, commitment, selection methods, career development, appraisal and training. The focus of personnel psychology is the satisfactory relationship between the employee and the organization, and takes in all the elements influencing this relationship ranging from the traditional area of personnel selection to recent considerations, such as conflict between client demands and government regulations, restriction of output, job evaluation practices, and industrial unrest.

Related link: Free Email Alerting
Related link: Available for Inspection

Contents:
Introduction. Psychological Aspects of Workload. Ergonomics. Industrial Safety. Work Time and Behaviour at Work. Sickness Absence. Psychosocial Aspects of Occupational Stress. The 'Older Worker' in the Organization. Labour Market Disadvantage, Deprivation and Mental Health. Ethnic Minorities on the Labour Market. Social Indicators.

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.

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.

Work Psychology, the second volume of the Handbook of Work and Organizational Psychology, concentrates on issues related to the direct relationship between the worker and the organization and on his or her task or function. This could be termed the classical tradition of work psychology, including human factors, psychology and ergonomics. This volume provides a comprehensive update on new issues and studies in this core area. Subjects like safety, occupational stress, workload and absenteeism due to sickness are tackled. Chapters discuss particular types of workers on whom psychologists have focused attention more recently: the older worker, the unemployed, and the foreign worker. Moving away somewhat from the 'micro-world' of the individual worker, models of human economic behaviour and the development of social indicator systems are also explored.

In the first half of the eighties, the "Handbook of Industrial and Organizational Psychology" edited by the present editors - and by their deceased colleague Paul Willems - appeared, at first in Dutch and subsequently in an English translation. It was the first, comprehensive European Handbook in this field and found a widespread market. Since then the discipline has developed rapidly, with a multitude of important new studies and research areas and many interesting applications. The editors decided therefore to produce a revision, but in the final version the changes have been so extensive that the result is not just an updated book, but a completely rewritten New Handbook. It will be an invaluable and unique resource for both practitioners and students in work and organizational psychology.

Organizational processes and the organization-environment interaction are discussed in this volume of the Handbook of Work and Organizational Psychology. Both organizational and environmental characteristics affect the behaviour of individuals and groups, but such characteristics are in turn also influenced by behavioural features. This volume on organizational psychology covers subject areas such as organization theory, organizational culture and change, leadership, decision making and participation, motivation and satisfaction, payment systems, effective communication, and social-organizational aspects of automation. The final chapter describes the impact upon behaviour and attitudes of the transition of a socialist-led society to a market economy.

Related link: Free Email Alerting
Related link: Available for Inspection

Dies Buch soll in die Theorie des psychologischen Tests einftihren. Sowohl ftir Psychologen, die neue Tests entwerfen, als auch ftir solche, die in ihrer Higlichen Praxis Tests anwenden, ist die Vertrautheit mit den Begriffen der Testtheorie eine unerlaBliche Voraussetzung. Aber diese Einftihrung dtirfte auch ftir jene Leser aufschluBreich sein, die sich aus rein wissenschaftstheoretischem Interesse oder weil die Er- gebnisse psychologischer Untersuchungen auch in ihrem Beruf eine Rolle spielen, tiber die Theorie und tiber die Anwendungsmoglichkeiten psychologischer Test orientieren mochten. DaB tiber die psychologischen Tests viele falsche Vorstellungen verbreitet sind, die bald zu tibertriebenen Erwartungen, bald zu grundsatzlicher Ab- lehnung geftihrt haben, liegt einerseits an der ungentigenden Sachkennt- nis des Laien, anderseits aber auch an dem mangelnden Verantwortungs- bewuBtsein vieler Testbenutzer selbst, die einwandfreie Tests und unzu- verlassige, nicht validierte Tests unbedenklich durcheinander benutzen und so dazu beitragen, daB ein verschwommenes image der psycho- logischen Tests entsteht. Ich hoffe, daB die hier dargestellte Theorie des Testens zeigen wird, welche Ftille und welche Vielfalt von Problemen dabei bertihrt werden und zu welchen Fehlurteilen eine Simplifizierung dieser Probleme ftihren kann. Ich mochte den Leser davon tiberzeugen, daB es allein die wissen- schaftlichen Normen und die methodischen Forderungen sind, durch die sich eine verantwortliche psychologische Anwendung von Tests von der Scharlatanerie unterscheidet. In dieser EinfUhrung habe ich aus dem groBen Gebiet psychologischer Test- untersuchungen eine exemplarische Auswahl getroffen, in der ich die wich- tigsten und die am haufigsten vorkommenden Probleme bespreche.