Bücher der Reihe SIOP Organizational Frontiers Series

Facing the Challenges of a Multi-Age Workforce examines the shifting economic, cultural, and technological trends in the modern workplace that are taking place as a result of the aging global workforce.

Neurodiversity in the Workplace presents a timely and needed perspective on the role and responsibility of employers to examine the many ways we preclude large segments of the population from employment and how we can build truly inclusive work environments.

Data, Methods and Theory in the Organizational Sciences explores the long-term evolution and changing relationships between data, methods, and theory in the organizational sciences and suggests new ways of thinking about the role of each in the development and presentation of research in organizations.

The edited volume presents a collection of key advances in theory, methods, and practice regarding age(ing) and work. This leading-edge collection breaks new ground by developing novel and useful theory, explaining underutilized but important methodological approaches.

The edited volume presents a collection of key advances in theory, methods, and practice regarding age(ing) and work. This leading-edge collection breaks new ground by developing novel and useful theory, explaining underutilized but important methodological approaches.

The Psychology of Entrepreneurship: New Perspectives is an update of the earlier landmark volume. This new book takes stock of the advances in the field of the psychology of entrepreneurship with all new chapters and presents the latest findings on traditional topics, such as cognition, affect, personality, and action.

Vocational Interests in the Workplace is an essential new work, tying together past literature with contemporary research to present the most comprehensive coverage on vocational interests to date.

Vocational Interests in the Workplace is an essential new work, tying together past literature with contemporary research to present the most comprehensive coverage on vocational interests to date.

The Self at Work brings researchers in industrial and organizational psychology and organizational behavior together with researchers in social and personality psychology to explore how the self impacts the workplace.

Despite the significance and prevalence of errors in organizations, there has been no attempt within the field of Industrial and Organizational Psychology to create a single source summarizing what we know regarding errors in organizations and providing a focused effort toward identifying future directions of research. This volume answers that need and provides contributions by researchers who have conducted a considerable amount of research on errors occurring in the work context. Students, academics and practitioners in a wide range of disciplines, i.e., industrial organizational psychology, medicine, aviation, human factors and systems engineering, will find this book of interest.

There is a huge elephant in the room: organizational decisions are often based on family relationships, rather than on the ΓÇÿrationalΓÇÖ approach advocated by many professionals. Textbooks on Human Resources, Management, Organizational Behavior, Economics, Public Administration, and a host of related areas seem to have entirely missed this important aspect of organizational decision making. This book seeks to change all of this. By clearly identifying and defining nepotism in organizations, this book pulls back the curtain on the primary basis for many of the important things that really happen in organizations, large and small. The authors skillfully weave examples of nepotism in real organizations with the usual scholarly textbook topics (hiring, leadership, employment law, career search, culture, etc.) in a way that defines an entire new field of quantitative organizational research. This new book in SIOP''s Organizational Frontiers series represents the first time IO psychologists have looked at the important subject of nepotism in organizations.

This new volume, with contributions from experts in psychology, management, and other disciplines, bridges the gap between management and negotiation research.

This book offers a broad-based treatment of autonomous learning to advance our understanding of learner-driven approaches and how organizations can support them.

This book offers a broad-based treatment of autonomous learning to advance our understanding of learner-driven approaches and how organizations can support them.

This book asks the crucial question: When does high performance supervision become abusive supervision?

This edited volume in the SIOP Frontiers series is one of the first to look at the psychological factors behind politics and power in organizations. Noted contributors from schools of management, psychology, sociology and political science look at the theory, research, methodology and ethical issues related to organizational politics and climates. The book is divided into three parts: Part 1 looks at the historical evolution of the field; Part 2 integrates organizational politics with important organizational behavior constructs and/or areas of inquiry, for example in the chapter by Lisa Leslie and Michele Gelfand which discusses the implications of cross-cultural politics on expatriates and within cross-national mergers; and Part 3 focuses on individual differences and organizational politics, focusing on the nature of political relationships.

Employees are constantly making decisions and judgments that have the potential to affect themselves, their families, their work organizations, and on some occasion even the broader societies in which they live. A few examples include: deciding which job applicant to hire, setting a production goal, judging one¿s level of job satisfaction, deciding to steal from the cash register, agreeing to help organize the company¿s holiday party, forecasting corporate tax rates two years later, deciding to report a coworker for sexual harassment, and predicting the level of risk inherent in a new business venture. In other words, a great many topics of interest to organizational researchers ultimately reduce to decisions made by employees.

Many of the chapters in this book deal with methodologies that encourage organizational scientists to re-conceptualize phenomena of interest (e.g., experience sampling, catastrophe modeling), employ novel data collection strategies (e.g., data mining, Petri nets), and/or apply sophisticated analytic techniques (e.g., latent class analysis). The editors believe that these chapters provide compelling solutions for the complex problems faced by organizational researchers.

Contributions from worldwide experts showcase the power the IO community has to foster, promote and encourage pro social efforts. Also included will be commentary from an eminent group of IO psychologists who give invaluable insights into the history and the future of IO psychology .

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

Situational Judgment Tests advances the science and practice of SJTs by promoting a theoretical framework, providing an understanding of best practices, and establishing a research agenda for years to come. Currently, there is no other source that

First Published in 2009. Routledge is an imprint of Taylor & Francis, an informa company.

This edited volume in SIOP''s Organizational Frontiers Series presents the current thinking and research on the important area of motivation.Work Motivation is a central issue in Industrial organizational psychology, human resource management and organizational behavior. In this volume the editors and authors show that motivation must be seen as a multi-level phenomenon where individual, group, organizational and cultural variables must be considered to truly understand it. The book adopts an overall framework that encompasses "internal" - from the person - forces and "external" - from the immediate and more distant environment - forces. It is destined to challenge scholars of organizations to give renewed emphasis and attention to advancing our understanding of motivation in work situations.

Entrepreneurship is essential for international social and economic well-being, as new ventures are the dominant source of job creation, market innovation, and economic growth in many societies. In The Psychology of Entrepreneurship, a noted group

This book concerns how employees consider their work lives, how well they fit their jobs, the work setting, other people, and what is important and valued in their organizations.

This volume in SIOP''s Organizational Frontiers Series is a state-of-the-art overview of contemporary conflict research which aims to place conflict research and theory squarely within the realm of industrial and organizational psychology. This volume brings together and integrates classic and contemporary insight in conflict origins, conflict processes, and conflict consequences. In addition, it stimulates modeling conflict at work at relevant levels of analyses: the interpersonal and group, and the organizational. It is appropriate for scholars and practitioners in the areas of industrial-organizational psychology, human resource management, organizational behavior, applied psychology, and social psychology.

First Published in 2009. Routledge is an imprint of Taylor & Francis, an informa company.

Facing the Challenges of a Multi-Age Workforce examines the shifting economic, cultural, and technological trends in the modern workplace that are taking place as a result of the aging global workforce.