J-B SIOP Frontiers Series – serie

The Changing Nature of Work envisions the future nature of work, its effect on workers and organizations, and the expanded knowledge that will be needed to optimize its returns. The book examines critical post-industrial transformations in work, workers, and the experience of working and assesses the implications of those changes. It investigates what is driving change at work, what is constraining it, and where work is headed as governments, societies, and work organizations respond to its revolutionary thrust.

Fascinating insights into what influences behavior on the job. Here, leading psychologists examine the entire spectrum of individual differences and show how they affect personality, vocational interests, job performance, and work dysfunctions. Cutting-edge theory and research no manager should miss.

Radical changes in the workplace continue to impact the way we measure and manage employee performance, making the human resource professional's job more complex than ever. In The Changing Nature of Performance, a stellar group of contributors offers concrete suggestions on how the HR practitioner can cope. They examine seven major change factors that continue to influence individual performance--from the shift to team-based work to the interweaving of jobs with technology--and show readers how to develop effective HR policies and practices accordingly.

Organizational science has never been a fully integrated discipline. Traditionally, organizational research has been conducted from three distinct points of view--the organization, the group, and the individual--although it is clear that processes occurring across all levels of an organization affect the behavior of individuals, groups, and organizations as a whole. This fragmentation has encouraged the proliferation of separate disciplines, theories, and approaches. But in this volume, two dozen experts convince readers to consider multilevel analysis in the study of virtually all phenomena that occur within organizations. By illuminating top-down, bottom-up, and A-level processes and effects within an organization, the contributors bridge the gap between macro and micro approaches with a single unified theory.

Join the latest debate on the issues surrounding employment compensation. In Compensation and Organizations, a number of leading I/O psychologists and researchers explore the tremendous impact that recent changes in market conditions have had on today's compensation practices and outcomes. They delve into the effects that compensation has on employee performance, satisfaction, and attraction and retention, and examine the roles of pay strategy, pay risk, and the changing employment contract on pay packages and pay outcomes. They also offer nine general principles for constructing effective incentive systems. It's a broad-ranging work that summarizes the most important trends and conclusions in this important field and highlights areas in need of further research.

Measuring and Analyzing Behavior in Organizations brings together the latest advances in measurement and data analysis, providing accessible, current discussions of measurement, applied statistics, research methods, and data analysis. The book details the range of problems that can be addressed with these new approaches, answering the more complex questions with sophisticated analyses that can extract more information from the data than simpler methods. The contributors provide workable solutions to many previously intractable problems, including those that require measuring change, studying person-environment fit, understanding the effects of error, and more.

After years of neglect, organizational research has increasingly focused on emotions at work. This book is the first to bring together recent findings in one place and present a solid industrial/organizational research perspective on this complex area of inquiry. Emotions in the Workplace offers a concise, scholarly introduction to new developments and an overview of how basic theory and research in affect and emotions has influenced the science and practice of industrial/organizational psychology. A varied and distinguished group of contributors examines emotional regulation in organizations on a number of different levels, integrating research on individual, dyadic, group, and organizational-level phenomena. In one convenient volume, the book addresses a wide range of key topics, including aggression at work, emotional labor, the work-family interface, and more.

Health has often been defined as the absence of illness and as thestate of well-being. This definition, however, actually constitutestwo different criteria: the absence of illness and the presence ofhealth. For example, a person may not have any signs of illness butmay still have a cholesterol level that is too high. When thinkingabout healthy organizations, we often make the same distinction. Ahealthy organization, for example, is not only free from illnessand doesn't harm employees but also possesses the presence ofhealth as exemplified by its long-term adaptability and ability tothrive. This book considers this broader definition of health andsafety in organizations--one that encompasses both the absence ofillness as well as the presence of health--and the implications ithas for industrial/organizational psychology and human resources. A distinguished group of contributors provides a review andintegration of different lines of research focusing on health andsafety in organizations, including a broad array of topics rangingfrom the role of individual differences and training to humanresource management strategy. They explore cross-level theoreticallinkages between aspects of health and safety at the individual,group, and organizational level. These discussions examine thelinkages between individual health and certain aspects of theoverall health of the organization, as well as how certain aspectsof organizations can influence individual health andwell-being.

Work Careers brings together a stellar panel of experts from the fields of industrial and organizational psychology, counseling and clinical psychology, social psychology, organizational behavior, and human resource management. This volume offers a comprehensive exploration of how an individual's career unfolds from early childhood through retirement. Based on the most recent findings and current research, the volume also focuses on changes in the societal and organizational contexts of career development and reveals how context shapes and constrains individual career decisions.