Holy Name University Library

An introduction to work and organizational psychology : (Record no. 10911)

000 -LEADER
fixed length control field 11192cam a22004458i 4500
001 - CONTROL NUMBER
control field 19523589
003 - CONTROL NUMBER IDENTIFIER
control field OSt
005 - DATE AND TIME OF LATEST TRANSACTION
control field 20190812162412.0
007 - PHYSICAL DESCRIPTION FIXED FIELD--GENERAL INFORMATION
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008 - FIXED-LENGTH DATA ELEMENTS--GENERAL INFORMATION
fixed length control field 170226s2017 nju b 001 0 eng
010 ## - LIBRARY OF CONGRESS CONTROL NUMBER
LC control number 2016051993
020 ## - INTERNATIONAL STANDARD BOOK NUMBER
International Standard Book Number 9781119168027 (pbk.)
020 ## - INTERNATIONAL STANDARD BOOK NUMBER
Canceled/invalid ISBN 9781119168034 (epub)
040 ## - CATALOGING SOURCE
Original cataloging agency DLC
Language of cataloging eng
Description conventions rda
Transcribing agency
Modifying agency Holy Name University.
042 ## - AUTHENTICATION CODE
Authentication code pcc
050 00 - LIBRARY OF CONGRESS CALL NUMBER
Classification number HF5548.8
Item number .I576 2017
082 00 - DEWEY DECIMAL CLASSIFICATION NUMBER
Edition number 23
Classification number 158.7/In89
084 ## - OTHER CLASSIFICATION NUMBER
Classification number CAS
089 00 -
-- CAS 158.7/In89
-- 23
245 03 - TITLE STATEMENT
Title An introduction to work and organizational psychology :
Remainder of title an international perspective /
Statement of responsibility, etc. edited by Nik Chmiel, Franco Fraccaroli and Magnus Sverke.
250 ## - EDITION STATEMENT
Edition statement Third edition.
263 ## - PROJECTED PUBLICATION DATE
Projected publication date 1705
264 ## - PRODUCTION, PUBLICATION, DISTRIBUTION, MANUFACTURE, AND COPYRIGHT NOTICE
Place of production, publication, distribution, manufacture Hoboken, New Jersey, USA :
Name of producer, publisher, distributor, manufacturer John Wiley & Sons Inc.,
Date of production, publication, distribution, manufacture, or copyright notice ©2017.
300 ## - PHYSICAL DESCRIPTION
Extent xxiv, 536 pages :
Other physical details illustrations ;
Dimensions 25 cm.
336 ## - CONTENT TYPE
Content type term text.
Content type code text.
504 ## - BIBLIOGRAPHY, ETC. NOTE
Bibliography, etc. note Includes bibliographical references and index.
505 ## - FORMATTED CONTENTS NOTE
Formatted contents note An Introduction to Work and Organizational Psychology -- Contents -- List of Contributors -- Foreword -- Introduction -- PART I Job-Focused -- 1 What Do People Really Do at Work? Job Analysis and Design -- 1.1 What Is Job Analysis? -- 1.2 Types of Job Analysis: Work- and Worker-oriented Analysis -- 1.3 Products of Job Analysis -- 1.4 Methods -- 1.4.1 Desk research -- 1.4.2 Work-oriented job analysis methods -- 1.4.3 Worker-oriented job analysis methods -- 1.4.4 Combination Job Analysis Methodology (CJAM) -- 1.5 Job Analysis in Training Contexts: Training Needs Analysis -- 1.6 Modern Approaches to Understanding Jobs -- 1.6.1 Competency profiling -- 1.6.2 Work analysis -- 1.7 Job Analysis: A Dynamic Perspective -- Discussion Points -- Suggested Further Reading -- Online Resource -- References -- 2 How Do I Get a Job, What Are They Looking For? Personnel Selection and Assessment -- 2.1 What Is Personnel Selection and Assessment? -- 2.1.1 Is PSA based on theories? -- 2.1.2 What does PSA aim to predict? -- 2.2 How to Choose Selection Techniques -- 2.3 Selection Techniques and Procedures -- 2.3.1 Methods of assessment -- 2.3.2 Procedures for assessing constructs -- 2.4 Applicant Reactions and Decision Making in Selection -- Discussion Points -- Acknowledgements -- Suggested Further Reading -- References -- 3 How Can I Shape My Job to Suit Me Better? Job Crafting for Sustainable Employees and Organizations -- 3.1 Introduction -- 3.2 What Is Job Crafting? -- 3.2.1 Conceptualizations of job crafting -- 3.2.2 Measurement of job crafting -- 3.3 Predictors and Outcomes of Job Crafting -- 3.3.1 Predictors of job crafting -- 3.3.2 Outcomes of job crafting -- 3.4 Job Crafting Interventions -- 3.5 Building Sustainable Organizations Through Job Crafting -- 3.6 Conclusion -- Discussion Points -- Suggested Further Reading -- Online Resource -- References 4 What Am I Supposed to Do in My Job? Set Goals and Appraise Your People -- 4.1 Introduction -- 4.2 Why Conduct Performance Appraisals? -- 4.3 Why Set Goals? -- 4.4 What Is the Optimum Method for Setting Goals? -- 4.5 What Are the Legal Issues Surrounding a Performance Appraisal? -- 4.6 What Measurement Scale Should I Use to Appraise an Employee's Performance? -- 4.7 Are There Alternatives to the Traditional Performance Appraisal? -- 4.7.1 360° feedback -- 4.7.2 Feedforward -- 4.8 What Are the Merits of Coaching an Employee on an On-Going Basis? -- 4.8.1 Mystery shoppers -- 4.9 What About Self-Appraisals? -- Discussion Points -- Suggested Further Reading -- References -- 5 Why Is My Job So Stressful? Characteristics, Processes and Models of Stress at Work -- 5.1 Why is Job Stress a Societal Problem? -- 5.1.1 Prevalence and costs of job stress -- 5.2 What Is Job Stress? -- 5.2.1 Job stress as a stimulus: Job demands and job resources -- 5.2.2 Job stress as a response: Job-related strain -- 5.2.3 Job stress as a mediational process -- 5.3 Bad and Good Job Stress: Two Sides of the Same Coin? -- 5.4 The Role of Individual Characteristics in Job Stress -- 5.5 What Are the Most Important Job Stress Models? -- 5.5.1 The Demand-Control-Support model -- 5.5.2 Effort-Reward Imbalance model -- 5.5.3 The Job Demands-Resources model -- 5.5.4 The Demand-Induced Strain Compensation Recovery model -- 5.6 Conclusion: From Job Stress to Healthy Work -- Discussion Points -- Suggested Further Reading -- References -- 6 Digital Technologies at Work Are Great, Aren't They? The Development of Information and Communication Technologies (ICT) and Their Relevance in the World of Work -- 6.1 Digital Technologies Are Essential Components of Work Systems -- 6.1.1 The development of technologies -- 6.1.2 The social acceleration of work 6.1.3 Digital technologies are used for individual and collaborative work -- 6.1.4 Digital work on the internet -- 6.1.5 The role of ICT in industry -- 6.2 Consequences of ICT at Work for the Individuals, the Jobs, and the Organizations -- 6.2.1 Consequences for individuals at work -- 6.2.2 New ICT-related job demands -- 6.2.3 Life outside work and societal effects -- 6.3 Design of ICT-Related Work: The Sociomaterial Approach -- 6.3.1 Work analysis as the basis for job design -- 6.4 Managing ICT-Related Change Processes -- 6.4.1 Implementation and adaption of ICT -- 6.4.2 Implementation of change -- 6.4.3 Adoption: Psychological needs, information, and participation inchange processes -- Discussion Points -- Suggested Further Reading -- Journals -- References -- 7 Whose Side Is Technology on, Really? On the Interdependence of Work and Technology -- 7.1 Introduction -- 7.2 Work as a Consequence of Technological Developments -- 7.3 What Is Technology and What Does It Do? -- 7.4 New Forms of Work as a Consequence of New Technological Developments -- 7.5 New Technologies as a Consequence of the New Forms of Work -- Summary -- Discussion Points -- Suggested Further Reading -- References -- 8 Why Did I Choose That Career Path? Approaches to Vocational Choices and People's Readiness to Self-Manage their Own Career Paths -- 8.1 Introduction -- 8.2 Main Conceptual Approaches to Career Choice -- 8.2.1 Vocational choice as a matching process -- 8.2.2 Vocational choice as a developmental process -- 8.2.3 Vocational choice as a learning process -- 8.2.4 Vocational choice as career construction -- 8.3 Readiness to Choose a Career -- 8.4 Empowering Career Readiness: Two Promising Perspectives -- 8.5 The Career Decision-Making Process -- 8.6 Conclusion -- Discussion Points -- Suggested Further Reading -- References -- PART II Organization-Focused 9 How Do We Get New Entrants 'On Board'? Organizational Socialization, Psychological Contracts, and Realistic Job Previews -- 9.1 Introduction -- 9.2 What Are the Features of a Successful Onboarding Programme? -- 9.2.1 The five C's model of onboarding -- 9.3 The Socialization Process -- 9.3.1 What do organizations do to onboard new employees? -- 9.3.2 What do new employees do to 'learn the ropes'? -- 9.3.3 Outcomes of adjustment -- 9.4 Current Issues in Organizational Socialization -- 9.4.1 Virtual onboarding -- 9.4.2 Mitigating stress for newcomers -- 9.4.3 The dark side of socialization -- Discussion Points -- Suggested Further Reading -- References -- 10 How Does Power Affect Those Who Have It and Those Who Don't? Power Inside Organizations -- 10.1 What Is Power and Why Is It Important? -- 10.2 The Bases of Power -- 10.2.1 Influence processes -- 10.2.2 Bases and sources of power -- 10.3 The Consequences of Having Power -- 10.4 What Moderates the Psychological Effects of Power? -- 10.4.1 Legitimacy -- 10.4.2 Culture -- Discussion Points -- Suggested Further Reading -- References -- 11 Does It Matter Who Leads Us?: The Study of Organizational Leadership -- 11.1 Does Leadership Matter? -- 11.2 What Makes a Good Leader? -- 11.3 Trait Theories -- 11.3.1 Great Man theories -- 11.3.2 Other trait theories -- 11.4 Behavioural Theories -- 11.5 Contingency Theories -- 11.5.1 Fiedler's contingency theory -- 11.5.2 The Leadership Grid -- 11.5.3 Path-goal theory -- 11.5.4 Substitutes for leadership theory -- 11.6 Modern Theories of Leadership -- 11.6.1 Leader member exchange (LMX) theory -- 11.6.2 Transformational leadership theory -- 11.6.3 Transactional leadership -- 11.7 Comparison of Leadership Approaches -- 11.8 Negative Leadership -- 11.8.1 Abusive supervision -- 11.8.2 Supervisory injustice -- 11.8.3 Unethical leadership -- 11.9 Conclusion Discussion Points -- Note -- Suggested Further Reading -- Journals -- References -- 12 Why Are We in a Team? Effects of Teamwork and How to Enhance Team Effectiveness -- 12.1 Why Teams? -- 12.2 Outcomes of Teamwork -- 12.3 What Is a Team? -- 12.4 What Is an Effective Team? -- 12.5 What Characterizes Effective Teamwork? -- 12.6 Inputs -- 12.6.1 Inputs at the individual level -- 12.6.2 Inputs at the team level -- 12.6.3 Inputs at the organizational level -- 12.7 Processes as Mediators between Inputs and Outcomes -- 12.7.1 Leadership processes --
505 ## - FORMATTED CONTENTS NOTE
Formatted contents note 12.7.2 Team processes -- 12.8 Conclusion -- Discussion Points -- Suggested Further Reading -- References -- 13 How Do We React When Our Organization Changes? Perspectives on Employees' Appraisal of Change, Consequences and Mitigating Factors -- 13.1 Introduction -- 13.2 The Various Focuses of Organizational Changes -- 13.2.1 Radical or evolutionary change -- 13.2.2 Sequential change models -- 13.3 Different Types of Organizational Changes -- 13.3.1 Organizational development -- 13.3.2 Downsizing -- 13.3.3 Mergers and acquisitions -- 13.3.4 Privatization -- 13.4 How Do Employees Appraise Organizational Change? -- 13.5 Consequences of Organizational Change -- 13.5.1 Consequences for the employee -- 13.5.2 Consequences for the organization -- 13.6 The Role of Job Insecurity -- 13.7 Factors that Affect the Appraisal and Consequences of Change -- 13.7.1 Importance of individual factors -- 13.7.2 Importance of organizational factors -- Discussion Points -- Suggested Further Reading -- References -- 14 How Do We Feel and Behave When We're Not Permanent Full-Time Employees? The Case of the Diverse Forms of Non-Standard Work -- 14.1 Introduction -- 14.2 Different Forms of Non-Standard Employment -- 14.2.1 A typology of different forms of non-standard employment 14.2.2 How comparable are typologies of employment forms across national legislations?
520 ## - SUMMARY, ETC.
Summary, etc. The latest edition of this classic text provides a comprehensive and internationally relevant introduction to work and organizational psychology, exploring the depth and diversity of the field in an accessible way without obscuring the complexities of the subject.
521 ## - TARGET AUDIENCE NOTE
Target audience note
650 #0 - SUBJECT ADDED ENTRY--TOPICAL TERM
Topical term or geographic name entry element Psychology, Industrial.
9 (RLIN) 4330
650 #0 - SUBJECT ADDED ENTRY--TOPICAL TERM
Topical term or geographic name entry element Organizational behavior.
9 (RLIN) 5657
700 1# - ADDED ENTRY--PERSONAL NAME
Personal name Chmiel, Nik,
Relator term editor.
9 (RLIN) 13511
700 1# - ADDED ENTRY--PERSONAL NAME
Personal name Fraccaroli, F.
Fuller form of name (Franco),
Relator term editor.
9 (RLIN) 13512
700 1# - ADDED ENTRY--PERSONAL NAME
Personal name Sverke, Magnus,
Relator term editor.
9 (RLIN) 13513
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a 7
b cbc
c orignew
d 1
e ecip
f 20
g y-gencatlg
942 ## - ADDED ENTRY ELEMENTS (KOHA)
Source of classification or shelving scheme
Koha item type Books
Holdings
Withdrawn status Lost status Source of classification or shelving scheme Damaged status Not for loan Permanent Location Current Location Shelving location Date acquired Full call number Barcode Date last seen Price effective from Koha item type
          College Library College Library General Reference Section 2018-02-05 CAS 158.7/In89 83313 2022-12-10 2018-05-07 Books