Jerald Greenberg – författare

Managing Behavior in Organizations provides a brief tour of the scientific and practical highlights of organizational behavior (OB).

A collection of influential writing on the subject of justice in organizations, The Quest for Justice on the Job introduces readers to the basic concepts of justice in the workplace. Organized around various subthemes--impression management, performance appraisals, employee theft and compliance, monetary rewards, and nonmonetary rewards--Jerald Greenberg, one of the pioneers in the field, brings the reader up-to-date on the state of the science. A variety of methods are utilized, including questionnaires, lab studies, and field experiments. Commentaries throughout the book provide interesting personal insight on the work not found elsewhere and a road map for the book as a whole.

A collection of influential writing on the subject of justice in organizations, The Quest for Justice on the Job introduces readers to the basic concepts of justice in the workplace. Organized around various subthemes--impression management, performance appraisals, employee theft and compliance, monetary rewards, and nonmonetary rewards--Jerald Greenberg, one of the pioneers in the field, brings the reader up-to-date on the state of the science. A variety of methods are utilized, including questionnaires, lab studies, and field experiments. Commentaries throughout the book provide interesting personal insight on the work not found elsewhere and a road map for the book as a whole.

This intriguing new volume provides an understanding of the various forms of antisocial behavior in the workplace and how they can be identified and managed--if not prevented altogether. Antisocial Behavior in Organizations includes analysis of the role of frustration in antisocial behavior, and discusses issues such as employee revenge, aggression, lying, theft, and sabotage. Whistle blowing, litigation, and claiming are also explored as types of behavior that may be considered antisocial even though their stated goal is perhaps prosocial. The book concludes by making connections between antisocial behavior and organizational climate--addressing the need for modification in the workplace to reduce antisocial behavior. Academics, students, and practitioners in the fields of management, industrial/organizational psychology, sociology, social psychology, legal studies and criminal justice will appreciate this collection of original essays written by well-respected experts.

This is a state-of-the-science book about organizational justice, which is the study of people's perception of fairness in organizations. The volume's contributors, all acknowledged leaders in this burgeoning field, present new theoretical positions, clarify existing paradigms, and identify future areas of application.The first chapter provides a comprehensive framework that integrates and synthesizes key concepts in the field: distributive justice, procedural justice, and retributive justice. The second chapter is a full theoretical analysis of how people use fairness judgments as means of guiding their reactions to organizations and their authorities.The subsequent two chapters examine the conceptual interrelationships between various forms of organizational justice. First, we are given a definitive review and analysis of interactional justice that critically assesses the evidence bearing on its validity. The next chapter argues that previous research has underemphasized important similarities between distributive and procedural justice, and suggests new research directions for establishing these similarities.The three following chapters focus on the social and interpersonal antecedents of justice judgments: the influence that expectations of justice and injustice can have on work-related attitudes and behavior; the construction of a model of the determinants and consequences of normative beliefs about justice in organizations that emphasizes the role of cross-cultural norms; and the potential impact of diversity and multiculturalism on the viability of organizations.The book's final chapter identifies seven canons of organizational justice and warns that in the absence of additional conceptual refinement these canons may operate as loose cannons that threaten the existence of justice as a viable construct in the organizational sciences.

This textbook in Organizational Behavior is appropriate for undergraduate as well as MBA students of management and psychology. Very readable, this textbook, authored by accomplished Management professors, will focus on the latest research in OB.

This textbook in Organizational Behavior is appropriate for undergraduate as well as MBA students of management and psychology. Very readable, this textbook, authored by accomplished Management professors, will focus on the latest research in OB.

Matters of perceived fairness and justice run deep in the workplace. Workers are concerned about being treated fairly by their supervisors; managers generally are interested in treating their direct reports fairly; and everyone is concerned about what happens when these expectations are violated. This exciting new handbook covers the topic of organizational justice, defined as people's perceptions of fairness in organizations.The Handbook of Organizational Justice is designed to be a complete, current, and comprehensive reference chronicling the current state of the organizational justice literature. Tracing the development of ideas regarding organizational justice, this book:*introduces the topic of organizational justice from a historical perspective and presents fundamental issues regarding the nature of organizational justice;*examines the justice judgment process, specifically addressing basic psychological processes, such as the roles of control, self-interest, morality, and trust in the formation of justice judgments;*discusses the consequences of fair and unfair treatment in the workplace;*focuses on such key issues as promoting justice in the workplace in ways that help manage stress, and the underlying processes that account for the effectiveness of justice applications;*examines the generalizability of the interaction between process and outcomes and focuses on the notion of cross-cultural differences in justice effects; and*summarizes the state of the science of organizational justice and presents various issues for future research and theorizing.This Handbook is useful as a guide for professors and graduate students, primarily in the fields of management and psychology. It also is highly relevant to professionals in the fields of communication, sociology, legal studies, marketing, and human resources management.

This second edition is a revision of a successful reader in organizational behavior, edited by Jerald Greenberg. This volume describes the latest advances in the field of organizational behavior. Each chapter is a description of "what was," "what is," and "what will be" as envisioned by leading researchers and experts. Topics covered include: affect, stress, self-fulfilling prophecies, diversity, justice, reputations, deviant behavior, conflict, construct validity, and cross-cultural behavior. The book concludes with a commentary chapter by Ed Locke--a distinguished senior scholar--who offers directions and guidance on the field's future. This book will appeal to professors and scholars in industrial-organizational psychology, organizational behavior, human resource management, and social psychology. It is an invaluable compendium reporting on the state of the science in a rapidly developing field.

Matters of perceived fairness and justice run deep in the workplace. Workers are concerned about being treated fairly by their supervisors; managers generally are interested in treating their direct reports fairly; and everyone is concerned about what happens when these expectations are violated. This exciting new handbook covers the topic of organizational justice, defined as people's perceptions of fairness in organizations.The Handbook of Organizational Justice is designed to be a complete, current, and comprehensive reference chronicling the current state of the organizational justice literature. Tracing the development of ideas regarding organizational justice, this book:*introduces the topic of organizational justice from a historical perspective and presents fundamental issues regarding the nature of organizational justice;*examines the justice judgment process, specifically addressing basic psychological processes, such as the roles of control, self-interest, morality, and trust in the formation of justice judgments;*discusses the consequences of fair and unfair treatment in the workplace;*focuses on such key issues as promoting justice in the workplace in ways that help manage stress, and the underlying processes that account for the effectiveness of justice applications;*examines the generalizability of the interaction between process and outcomes and focuses on the notion of cross-cultural differences in justice effects; and*summarizes the state of the science of organizational justice and presents various issues for future research and theorizing.This Handbook is useful as a guide for professors and graduate students, primarily in the fields of management and psychology. It also is highly relevant to professionals in the fields of communication, sociology, legal studies, marketing, and human resources management.

For one-semester, undergraduate and graduate level courses in Organizational Behavior.

Unique and current insight on the everyday processes and phenomena of OB. Behavior in Organizations shows students the real world of OB through its blend of cutting-edge research and practical applications. This text then challenges students to take theory one step further by having them put the concepts into action.The many changes in the tenth edition reflect the authors’ never-ending mission to present a balance between knowledge and application, while including coverage on the latest advances in the field.

It is often said that one of the key determinants of a book's wmth is the extent to which it fulfills the reader's expectations. As such, we welcome this oppor­ tunity to help formulate the expectations of our readers, to express our view of what this book is and what it is not. We believe that fully appreciating this volume requires understanding its mission and how it differs from that of other books on research methodology. We have not prepared a primer on research techniques. We offer no "how­ to" guides for researchers-nothing on how to conduct interviews, how to design studies, or how to analyze data. We also have not prepared a partisan platform documenting "our way" of thinking about research. Very few, if any, attempts at proselytizing may be found in these pages. What we have done, we believe, is to bring together a number of recurring controversial issues about social psychological research-issues that have divided profes­ sionals, puzzled students, and filled the pages of our journals. Few scholars have missed reports arguing the sides of various methodological contro­ versies, such as those surrounding the merits or shortcomings of field research in comparison to laboratory research, the use of role playing as an alternative for studies involving deception, or the value of informed consent procedures, to name only a few examples. Our aim in preparing this volume has been to organize and summarize the salient aspects of these and other impmtant controversial issues.

From July 16 through July 21, 1984 a group of American and West German scholars met in Marburg, West Germany to discuss their com­ mon work on the topic of justice in social relations. For over 30 hours they presented papers, raised questions about each other's work, and in so doing plotted a course for future research and theory building on this topic. The participants were asked to present work that represented their most recent state-of-the-science contributions in the area. The con­ tributions to this volume represent refined versions of those presentations-papers that have been improved by the authors' consid­ eration of the comments and reactions of their colleagues. The result, we believe, is a work that represents the cutting edge of scholarly inquiry into the important matter of justice in social relations. To give the participants the freedom to present their ideas in the most appropriate way, we, the conference organizers and the editors of this volume, gave them complete control over the form and substance of their presentations. The resulting diversity is reflected in this book, where the reader will find critical integrative reviews of the literature, reports of research investigations, and statements of theoretical posi­ tions. The chapters are organized with respect to the common themes that emerged in the way the authors addressed the issues of justice in social relations. Each of these themes-conflict and power, theoretical perspectives, norms, and applications-is represented by a part of this book.

Among the most fundamental decisions made by people in the workplace involves whether or not to express their ideas and concerns-or even if it is possible to do so. Are employees encouraged to speak up or to pipe down? Do they share ideas openly or do they remain silent in ways that are hurtful to individuals and harmful to the functioning of their organizations? Moving beyond the extreme actions of whistle-blowers, questions about having voice (can I speak?), exercising voice (do I speak?), the content of voice (what do I say?), and presumed reactions to voice (how will others respond to what I say?) are ubiquitous ones that frame the everyday behavior of people in organizations. "Voice and Silence in Organizations" is a collection of 12 original essays that address these and related issues from a wide variety of scholarly perspectives. This work comprises of chapters by highly regarded psychologists, sociologists and management scholars from around the world offer new conceptual insights and empirical findings that promise to become valuable contributions to this burgeoning area. As the first book of its kind on this topic, Voice and Silence in Organizations is poised to become a classic.

Insidious Workplace Behavior (IWB) refers to low-level, pervasive acts of deviance directed at individual or organizational targets. Because of its inherently stealthy nature, scientists have paid little attention to IWB, allowing us to know very little about it. With this book, that now is changing. The present volume - the first to showcase this topic - presents original essays by top organizational scientists who share the most current thinking about IWB. Contributors examine, for example, the many forms that IWB takes, focusing on its antecedents, consequences, and moderators. They also highlight ways that organizational leaders can manage and constrain IWB so as to attenuate its adverse effects. And to promote both theory and practice in IWB, contributors also discuss the special problems associated with researching IWB and strategies for overcoming them. Aimed at students, scholars, and practitioners in the organizational sciences - especially industrial-organizational psychology, organizational behavior, and human resource management - this seminal volume promises to inspire research and practice for years to come.