Bücher der Reihe Organization and Management Series

Positive work relationships can enrich employee's lives, while conversely, the stress caused by corrosive work relationships adds to health care costs faced by organizations and can affect the personal lives of employees. This book offers a comprehensive and multidisciplinary understanding of how relationships enable people at work.

This book looks at how and why individuals display unethical behavior. It emphasizes the actual behavior of individuals rather than specific business practices. It draws from work on psychology; as Max Bazerman said, "efforts to improve ethical decision making are better aimed at understanding our psychological tendencies".

A scholarly book in Management, this book will appeal to those interested in the subject of cognition and its impact on organizational studies. Contributors include such famous names as James March and William Starbuck.

This book examines planning as the critical influence on performance at work and in organizations.

Individual adaptability to changes at work refers to an individual¿s response to new demands or ill-defined problems The book will provide a comprehensive and integrated analysis of the conceptual, assessment and contextual issues that will help identify the current trends and emerging themes in adaptability research.

Individual adaptability to changes at work refers to an individual¿s response to new demands or ill-defined problems The book will provide a comprehensive and integrated analysis of the conceptual, assessment and contextual issues that will help identify the current trends and emerging themes in adaptability research.

This collection of essays provides the stimulus needed to help move the study of ethics in organizations to center stage and stimulate social scientists to seek ways of enhancing the human condition.

This is a theoretical book on organizational change looking at a group aimed at fostering the empowerment of teachers.

Is a high IQ a prerequisite for a leader? This volume brings together well-known researchers in the field of intelligence who are investigating the multiple domains or facets of intelligence.

In organizations, artifacts are very important. They are often public statements of a company or powerful representations of an international corporation. Artifacts include logos, names, products, and even people. This book with contributions by many org

The contributors of this book examine how their research applies to the management or mismanagement of knowledge in organizations. It is divided into three sections: knowledge systems; emotional-motivational systems; and communication and behavioural systems.

In this book, leading scholars come together to describe their thinking and research on the topic of the psychology of leadership. The contributions span traditional social psychological areas, as well as organizational theory; examining leadership as a psychological process and as afforded by organizational constraints and opportunities.

The objective of this book is to offer a framework to explore issues pertaining to path dependence and creation which seek to understand the generative forces driving phenomena. How do technologies emerge?

This study assesses the link between a company's social and financial performance, and the conculsions that can be derived from the results.

First Published in 2012. Routledge is an imprint of Taylor & Francis, an informa company.

Positive work relationships can enrich employee's lives, while conversely, the stress caused by corrosive work relationships adds to health care costs faced by organizations and can affect the personal lives of employees. This book offers a comprehensive and multidisciplinary understanding of how relationships enable people at work.

This work gathers together research concerning identity-based approaches to understanding thoughts, feelings and actions in organizations. The author creates ways of viewing the many forms of role transitions evident in organizational life.

This revised edition of "Employing Bureaucracy" is an attempt to understand how industrial labour was transformed and to identify the historical process by which good jobs were created. It is, therefore, an account of the bureacratization of employment.

This title's purpose is to extend and consolidate the evolving literature on multinational teams by developing a comprehensive theory that incorporates a dynamic, multilevel view of such teams. The model used by the authors focuses on various features of the team's members.

Aims to provide a comprehensive definition of Organizational Perception Management (OPM) events and tactics. This book uses research and case studies to illustrate the application and effectiveness of OPM in context, and is useful to students, scholars, and practitioners of organizational management.

Examines research in international human resource management. This book explores topics ranging from how to conduct international human resource management using both qualitative and quantitative methods, to defining 'culture', employee selection, performance management, union-management relations, and careers.

The business of culture is the business of designing, producing, distributing, and marketing cultural products. Even though it gives employment to millions, and is the main business of many large and small organizations, it is an area that is rarely stud

In this book, leading scholars come together to describe their thinking and research on the topic of the psychology of leadership. The contributions span traditional social psychological areas, as well as organizational theory; examining leadership as a psychological process and as afforded by organizational constraints and opportunities.

Presenting a follower-centered perspective on leadership, this book focuses on followers as the direct determinant of leadership effects because it is generally through follower reactions and behaviors that leadership attempts succeed or fail. Therefore, leadership theory needs to be articulated with a theory of how followers create meaning from leadership acts and how this meaning helps followers self-regulate in specific contexts. In this book, an attempt is made to develop such a theory, maintaining that the central construct in this process is the self-identity of followers. In developing this theoretical perspective, the authors draw heavily from several areas of research and theory. The most critical constructs do not come directly from the leadership literature, but from social and cognitive theory pertaining to follower''s self-identity, self-regulatory processes, motivation, values, cognitions, and emotions and perceptions of social justice. Leaders may have profound effects on these aspects of followers and it is by analyzing such indirect, follower-mediated leadership effects that most ideas regarding leadership theory and practice are developed. Due to its broad theoretical focus, this book is relevant to a number of audiences. The authors'' principal concern is with the development of leadership theory and the practice of leadership making the book relevant to audiences in management, applied psychology, and social psychology. They have tried to clearly define key constructs and provide practical examples so that the book could be accessible to advanced undergraduate students. However, the diversity of the underlying theoretical literatures and the complexity of the framework developed also make the book appropriate for graduate courses in those disciplines, and for readers with a professional interest in leadership theory or practice.

First Published in 2010. Routledge is an imprint of Taylor & Francis, an informa company.

Provides an overview of the developments in social psychological theory as it applies to organizational issues. This title addresses the critical topics for organizational life such as prosocial and antisocial behavior, ethics, trust, creativity, diversity, stress, conflict, power and leadership and many more.

Identity and the Modern Organization presents a lively exchange of ideas among psychology and management scholars on the realities of modern organizational life and their effect on the identities that organizations and their members cultivate.

This text provides an overview of recent developments in social psychological theory as it applies to organizational issues. It brings together scholars whose research touches the interfaces of social psychology, IO psychology and organizational behavior.