The Cambridge Handbook of Technology and Employee Behavior

Richard N. Landers is Associate Professor, John P. Campbell Distinguished Professor of Industrial and Organizational Psychology, Department of Psychology, University of Minnesota.

'In seeking out a competitive advantage, today's business leaders often invest heavily in technological products that promise to manage, transform, and ideally improve organizational functions (e.g. staffing, training, and teamwork) and/or outcomes (e.g. satisfaction, turnover, and performance). This book offers what is needed to achieve these goals: not only an understanding of technology at work, but - critically - the psychology of employee behavior that is influenced by this technology. It features organizational researchers whose expert advice on technology and employee behavior is based on extensive scientific, and practical, knowledge and ethical sensibilities honed through experience. The authors also consider the important ways in which technology-driven research methods enhance their own organizational research and connection to other work-relevant research disciplines. It is an essential resource for anyone interested in understanding the future of work and the workplace.' Fred Oswald, William Marsh Rice University, Houston

• Part I. Technology in IO Psychology: 1. The existential threat to IO psychology revealed by rapid technological change; 2. Filling the IO/technology void: technology and training in IO psychology; 3. The reciprocal roles of artificial intelligence and industrial-organizational psychology; Part II. Technology in Staffing: 4. The next wave of internet-based recruitment; 5. Applicant reactions in employee recruitment and selection: the role of technology; 6. Applying adaptive approaches to talent management practices; 7. Playing with a purpose: the role of games and gamification in modern assessment practices; 8. Mobile assessment in personnel testing: theoretical and practical implications; 9. The state of technology-enabled simulations: where are we? Where are we going?; 10. The use of social media in staffing; Part III. Technology in training and development: 11. Gamification of adult learning: gamifying employee training and development; 12. Real career development with virtual mentoring: past, present and future; 13. Professional coaching: the impact of virtual coaching on practice and research; 14. Virtual reality training in organizations; Part IV. Technology in Leadership and Teams: 15. Leading from a distance: advancements in virtual leadership research; 16. Managing distributed work: theorizing an IPO framework; 17. Virtual teams: conceptualization, integrative review, and research recommendations; 18. Social media and teamwork: formation, process, and outcomes; Part V. Technology in Motivation and Performance: 19. Telework: outcomes and facilitators for employees; 20. A review and extension of cyber-deviance literature: why it likely persists; 21. Information communication technology and employee well-being: understanding the 'iParadox Triad' at work; 22. Technology and the aging worker: a review and agenda for future research; 23. The role of technology in the work-family interface; 24. Work in the developing world: technology as a barrier, technology as an enabler; 25. I spy: a research agenda for the study of workplace surveillance and privacy; Part VI. Technology in Statistics and Research Methods: 26. Raising the ante: technological advances in IO psychology; 27. Data science as a new foundation for insightful, reproducible and trustworthy social science; 28. Lost in the crowd: crowdsourcing as a research method; 29. Research in the era of sensing technologies and wearables; 30. Storytelling and sensemaking through data visualization; Part VII. Interdisciplinary Perspectives on Employees and Technology: 31. Microblogging behavior and technology adoption at the workplace; 32. Advantages and unintended consequences of using electronic human resource management (eHRM) processes; 33. Technology and social evaluation: implications for individuals and organizations.