Industrial, organizational psychology: an applied approach
This is the latest book from Cengage Learning on "Industrial/Organizational Psychology, International Edition".
Gespeichert in:
| 1. Verfasser: | |
|---|---|
| Format: | Buch |
| Sprache: | English |
| Veröffentlicht: |
Belmont, Calif.
Wadsworth
2010
|
| Ausgabe: | 6. ed., internat. ed. |
| Schlagworte: | |
| Online-Zugang: | Inhaltsverzeichnis |
| Zusammenfassung: | This is the latest book from Cengage Learning on "Industrial/Organizational Psychology, International Edition". |
| Beschreibung: | Später u.d.T.: Applying psychology to work |
| Beschreibung: | XIX, 684 S. Ill., graph. Darst. |
| ISBN: | 9780495806448 0495806447 |
Internformat
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| 245 | 1 | 0 | |a Industrial, organizational psychology |b an applied approach |c Michael G. Aamodt |
| 250 | |a 6. ed., internat. ed. | ||
| 264 | 1 | |a Belmont, Calif. |b Wadsworth |c 2010 | |
| 300 | |a XIX, 684 S. |b Ill., graph. Darst. | ||
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| 337 | |b n |2 rdamedia | ||
| 338 | |b nc |2 rdacarrier | ||
| 500 | |a Später u.d.T.: Applying psychology to work | ||
| 520 | |a This is the latest book from Cengage Learning on "Industrial/Organizational Psychology, International Edition". | ||
| 650 | 4 | |a Arbejdspsykologi | |
| 650 | 4 | |a Industrisociologi | |
| 650 | 4 | |a Lærebøger | |
| 650 | 4 | |a Organisationspsykologi | |
| 650 | 0 | 7 | |a Betriebspsychologie |0 (DE-588)4135098-4 |2 gnd |9 rswk-swf |
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Datensatz im Suchindex
| _version_ | 1804138904464392192 |
|---|---|
| adam_text | CONTENTS PREFACE XV CHAPTER 1 INTRODUCTION TO I/O PSYCHOLOGY THE FIELD
OF I/O PSYCHOLOGY 2 DIFFERENCES BETWEEN I/O AND BUSINESS PROGRAMS 2
MAJOR FIELDS OF I/O PSYCHOLOGY 4 BRIEF HISTORY OF I/O PSYCHOLOGY 5
EMPLOYMENT OF I/O PSYCHOLOGISTS 9 EDUCATIONAL REQUIREMENTS AND TYPES OF
PROGRAMS 11 CAREER WORKSHOP: GETTING INTO GRADUATE SCHOOL 12 RESEARCH IN
I/O PSYCHOLOGY 12 WHY CONDUCT RESEARCH? 13 1 CONSIDERATIONS IN
CONDUCTING RESEARCH 14 ETHICS IN INDUSTRIAL/ORGANIZATIONAL PSYCHOLOGY 30
ON THE JOB: APPLIED CASE STUDY: CONDUCTING RESEARCH AT THE VANCOUVER
(BRITISH COLUMBIA) INTERNATIONAL AIRPORT AUTHORITY, CANADA 31 CHAPTER
SUMMARY 31 QUESTIONS FOR REVIEW 32 CHAPTER2 JOB ANALYSIS AND EVALUATION
JOB ANALYSIS 34 IMPORTANCE OF JOB ANALYSIS 34 WRITING A GOOD JOB
DESCRIPTION 36 EMPLOYMENT PROFILE 37 PREPARING FOR A JOB ANALYSIS 42
CONDUCTING A JOB ANALYSIS 47 USING OTHER JOB ANALYSIS METHODS 54
EVALUATION OF METHODS 62 JOB EVALUATION 64 DETERMINING INTERNAL PAY
EQUITY 65 33 DETERMINING EXTERNAL PAY EQUITY 66 SEX AND RACE EQUITY 69
CAREER WORKSHOP: NEGOTIATING SALARY 71 ON THE JOB: APPLIED CASE STUDY:
NATIONAL BOARD OF VETERINARY MEDICAL EXAMINERS 72 FOCUS ON ETHICS:
COMPENSATING CEOS AND EXECUTIVES 72 CHAPTER SUMMARY 73 QUESTIONS FOR
REVIEW 74 CHAPTER3 LEGAL ISSUES IN EMPLOYEE SELECTION 75 THE LEGAL
PROCESS 76 RESOLVING THE COMPLAINT INTERNALLY 76 CAREER WORKSHOP: WHAT
TO DO IF YOU FEEL YOU ARE BEING DISCRIMINATED AGAINST AT WORK 77 FILING
A DISCRIMINATION CHARGE 78 OUTCOMES OF AN EEOC INVESTIGATION 78
DETERMINING WHETHER AN EMPLOYMENT DECISION IS LEGAL 80 DOES THE
EMPLOYMENT PRACTICE DIRECTLY REFER TO A MEMBER OF A FEDERALLY PROTECTED
CLASS? 80 EMPLOYMENT PROFILE 85 IS THE REQUIREMENT A BFOQ? 89 HAS CASE
LAW, STATE LAW, OR LOCAL LAW EXPANDED THE DEFINITION OF ANY OF THE
PROTECTED CLASSES? 90 DOES THE REQUIREMENT HAVE ADVERSE IMPACT ON
MEMBERS OF A PROTECTED CLASS? 91 WAS THE REQUIREMENT DESIGNED TO
INTENTIONALLY DISCRIMINATE AGAINST A PROTECTED CLASS? 92 CAN THE
EMPLOYER PROVE THAT THE REQUIREMENT IS JOB RELATED? 93 DID THE EMPLOYER
LOOK FOR REASONABLE ALTERNATIVES THAT WOULD RESULT IN LESSER ADVERSE
IMPACT? 94 HARASSMENT 94 TYPES OF HARASSMENT 95 ORGANIZATIONAL LIABILITY
FOR SEXUAL HARASSMENT 96 FAMILY MEDICAL LEAVE ACT 98 AFFIRMATIVE ACTION
99 AFFIRMATIVE ACTION STRATEGIES 99 REASONS FOR AFFIRMATIVE ACTION PLANS
100 LEGALITY OF PREFERENTIAL HIRING AND PROMOTION PLANS 101 CONSEQUENCES
OF AFFIRMATIVE ACTION PLANS 105 PRIVACY ISSUES 105 DRUG TESTING 106
OFFICE AND LOCKER SEARCHES 107 PSYCHOLOGICAL TESTS 107 ELECTRONIC
SURVEILLANCE 108 APPENDIX: CANADIAN EMPLOYMENT LAW BY PROVINCE 108 ON
THE JOB: APPLIED CASE STUDY: KEYSTONE RV COMPANY, GOSHEN, INDIANA 109
FOCUS ON ETHICS: THE ETHICS BEHIND WORKPLACE PRIVACY 109 CHAPTER SUMMARY
111 QUESTIONS FOR REVIEW 111 CHAPTER4 EMPLOYEE SELECTION: RECRUITING AND
INTERVIEWING 113 JOB ANALYSIS 114 RECRUITMENT 114 MEDIA ADVERTISEMENTS
115 CAREER WORKSHOP: HOW TO RESPOND TO NEWSPAPER ADVERTISEMENTS 119
SITUATION-WANTED ADS 120 POINT-OF-PURCHASE METHODS 120 RECRUITERS 121
EMPLOYMENT AGENCIES AND SEARCH FIRMS 123 EMPLOYEE REFERRALS 124
EMPLOYMENT PROFILE 125 DIRECT MAIL 126 INTERNET 127 JOB FAIRS 129
INCENTIVES 130 NONTRADITIONAL POPULATIONS 130 RECRUITING PASSIVE
APPLICANTS 131 EVALUATING THE EFFECTIVENESS OF RECRUITMENT STRATEGIES
131 REALISTIC JOB PREVIEWS 133 EFFECTIVE EMPLOYEE SELECTION TECHNIQUES
134 EMPLOYMENT INTERVIEWS 134 TYPES OF INTERVIEWS 134 ADVANTAGES OF
STRUCTURED INTERVIEWS 135 PROBLEMS WITH UNSTRUCTURED INTERVIEWS 136
CREATING A STRUCTURED INTERVIEW 139 CONDUCTING THE STRUCTURED INTERVIEW
143 JOB SEARCH SKILLS 144 SUCCESSFULLY SURVIVING THE INTERVIEW PROCESS
144 WRITING COVER LETTERS 146 WRITING A RESUME 148 ON THE JOB: APPLIED
CASE STUDY: RECRUITMENT AT THE BORGATA HOTEL CASINO AND SPA 153 FOCUS ON
ETHICS: THE ETHICS OF RECRUITING AND HIRING BASED ON PHYSICAL APPEARANCE
153 CHAPTER SUMMARY 154 QUESTIONS FOR REVIEW 155 CHAPTER 5 EMPLOYEE
SELECTION: REFERENCES AND TESTING 157 PREDICTING PERFORMANCE USING
REFERENCES AND LETTERS OF RECOMMENDATION 158 REASONS FOR USING
REFERENCES AND RECOMMENDATIONS 158 CAREER WORKSHOP: ASKING FOR LETTERS
OF RECOMMENDATION 159 ETHICAL ISSUES 167 PREDICTING PERFORMANCE USING
APPLICANT TRAINING AND EDUCATION 169 PREDICTING PERFORMANCE USING
APPLICANT KNOWLEDGE 170 PREDICTING PERFORMANCE USING APPLICANT ABILITY
170 COGNITIVE ABILITY 170 PERCEPTUAL ABILITY 172 PSYCHOMOTOR ABILITY 172
PHYSICAL ABILITY 176 EMPLOYMENT PROFILE 178 PREDICTING PERFORMANCE USING
APPLICANT SKILL 178 WORK SAMPLES 178 ASSESSMENT CENTERS 179 PREDICTING
PERFORMANCE USING PRIOR EXPERIENCE 181 EXPERIENCE RATINGS 181 BIODATA
182 PREDICTING PERFORMANCE USING PERSONALITY, INTEREST, AND CHARACTER
186 PERSONALITY INVENTORIES 186 INTEREST INVENTORIES 188 INTEGRITYTESTS
188 CONDITIONAL REASONING TESTS 190 GRAPHOLOGY 191 PREDICTING
PERFORMANCE LIMITATIONS DUE TO MEDICAL AND PSYCHOLOGICAL PROBLEMS 191
DRUG TESTING 192 PSYCHOLOGICAL EXAMS 193 MEDICAL EXAMS 193 COMPARISON OF
TECHNIQUES 194 VALIDITY 194 LEGAL ISSUES 196 REJECTING APPLICANTS 197 ON
THE JOB: APPLIED CASE STUDY: CITY OF NEW LONDON, CONNECTICUT, POLICE
DEPARTMENT 198 FOCUS ON ETHICS: THE ETHICS OF TESTS OF NORMAL
PERSONALITY IN EMPLOYEE SELECTION 199 CHAPTER SUMMARY 200 QUESTIONS FOR
REVIEW 201 CHAPTER 6 EVALUATING SELECTION TECHNIQUES AND DECISIONS 203
CHARACTERISTICS OF EFFECTIVE SELECTION TECHNIQUES 204 RELIABILITY 204
VALIDITY 209 CAREER WORKSHOP: EVALUATING TESTS 210 COST-EFFICIENCY 215
ESTABLISHING THE USEFULNESS OF A SELECTION DEVICE 216 TAYLOR-RUSSELL
TABLES 216 PROPORTION OF CORRECT DECISIONS 217 LAWSHE TABLES 221
BROGDEN-CRONBACH-GLESER UTILITY FORMULA 221 DETERMINING THE FAIRNESS OF
A TEST 224 ADVERSE IMPACT 225 SINGLE-GROUP VALIDITY 226 DIFFERENTIAL
VALIDITY 227 EMPLOYMENT PROFILE 228 MAKING THE HIRING DECISION 228
UNADJUSTED TOP-DOWN SELECTION 229 RULE OF THREE 229 PASSING SCORES 230
BANDING 232 ON THE JOB: APPLIED CASE STUDY: THOMAS A. EDISON S
EMPLOYMENT TEST 233 FOCUS ON ETHICS: DIVERSITY EFFORTS 234 CHAPTER
SUMMARY 235 QUESTIONS FOR REVIEW 235 CHAPTER7 EVALUATING EMPLOYEE
PERFORMANCE STEP 1: DETERMINE THE REASON FOR EVALUATING EMPLOYEE
PERFORMANCE 239 PROVIDING EMPLOYEE TRAINING AND FEEDBACK 239 DETERMINING
SALARY INCREASES 239 MAKING PROMOTION DECISIONS 239 MAKING TERMINATION
DECISIONS 240 CONDUCTING PERSONNEL RESEARCH 240 STEP 2: IDENTIFY
ENVIRONMENTAL AND CULTURAL LIMITATIONS 240 STEP 3: DETERMINE WHO WILL
EVALUATE PERFORMANCE 241 SUPERVISORS 242 PEERS 242 SUBORDINATES 243
CUSTOMERS 243 SELF-APPRAISAL 244 STEP 4: SELECT THE BEST APPRAISAL
METHODS TO ACCOMPLISH YOUR GOALS 245 DECISION 1: FOCUS OF THE APPRAISAL
DIMENSIONS 245 DECISION 2: SHOULD DIMENSIONS BE WEIGHTED? 247 237
DECISION 3: USE OF EMPLOYEE COMPARISONS, OBJECTIVE MEASURES, OR RATINGS
247 EVALUATION OF PERFORMANCE APPRAISAL METHODS 255 STEP 5: TRAIN RATERS
258 STEP 6: OBSERVE AND DOCUMENT PERFORMANCE 259 STEP 7: EVALUATE
PERFORMANCE 261 OBTAINING AND REVIEWING OBJECTIVE DATA 261 READING
CRITICAL-INCIDENT LOGS 262 COMPLETING THE RATING FORM 263 EMPLOYMENT
PROFILE 264 STEP 8: COMMUNICATE APPRAISAL RESULTS TO EMPLOYEES 270 PRIOR
TO THE INTERVIEW 271 DURING THE INTERVIEW 271 CAREER WORKSHOP: GETTING
GOOD PERFORMANCE RATINGS 272 STEP 9: TERMINATE EMPLOYEES 273
EMPLOYMENT-AT-WILL DOCTRINE 273 LEGAL REASONS FOR TERMINATING EMPLOYEES
274 THE TERMINATION MEETING 276 ON THE JOB: APPLIED CASE STUDY: FIRING
AN EMPLOYEE AT KOHL S DEPARTMENT STORE 278 FOCUS ON ETHICS: THE ETHICS
OF THE AT-WILL DOCTRINE 278 CHAPTER SUMMARY 279 QUESTIONS FOR REVIEW 280
APPENDIX: ADDITIONAL TYPES OF RATING SCALES 281 CHAPTER 8 DESIGNING AND
EVALUATING TRAINING SYSTEMS 287 DETERMINING TRAINING NEEDS 288
ORGANIZATIONAL ANALYSIS 289 TASK ANALYSIS 290 PERSON ANALYSIS 291
DEVELOPING A TRAINING PROGRAM 293 ESTABLISHING GOALS AND OBJECTIVES 293
MOTIVATING EMPLOYEES 293 CHOOSING THE BEST TRAINING METHOD 297
CONDUCTING CLASSROOM TRAINING 298 INITIAL DECISIONS 298 EMPLOYMENT
PROFILE 300 PREPARING FOR CLASSROOM TRAINING 300 DELIVERING THE TRAINING
PROGRAM 302 CAREER WORKSHOP: AUDIENCE ETIQUETTE 304 USING CASE STUDIES
TO APPLY KNOWLEDGE 305 USING SIMULATION EXERCISES TO PRACTICE NEW SKILLS
306 PRACTICING INTERPERSONAL SKILLS THROUGH ROLE PLAY 306 INCREASING
INTERPERSONAL SKILLS THROUGH BEHAVIOR MODELING 307 PROVIDING INDIVIDUAL
TRAINING THROUGH DISTANCE LEARNING 308 310 312 PROGRAMMED INSTRUCTION
USING BOOKS, VIDEOS, OR INTERACTIVE VIDEO 309 COMPUTER-BASED OR
WEB-BASED PROGRAMMED INSTRUCTION 309 CONDUCTING ON-THE-JOB TRAINING
LEARNING BY MODELING OTHERS 310 LEARNING THROUGH JOB ROTATION 312
LEARNING THROUGH APPRENTICE TRAINING LEARNING THROUGH COACHING AND
MENTORING ENSURING TRANSFER OF TRAINING 315 PUTTING IT ALL TOGETHER 316
EVALUATION OF TRAINING RESULTS 318 RESEARCH DESIGNS FOR EVALUATION 318
EVALUATION CRITERIA 320 ON THE JOB: APPLIED CASE STUDY: TRAINING AT
PAL S SUDDEN SERVICE 322 FOCUS ON ETHICS: THE ETHICS OF USING ROLE PLAY
IN EMPLOYEE TRAINING 323 CHAPTER SUMMARY 324 QUESTIONS FOR REVIEW 324
313 CHAPTER9 EMPLOYEE MOTIVATION IS AN EMPLOYEE PREDISPOSED TO BEING
MOTIVATED? 328 SELF-ESTEEM 328 INTRINSIC MOTIVATION 331 NEEDS FOR
ACHIEVEMENT AND POWER 332 HAVE THE EMPLOYEE S VALUES AND EXPECTATIONS
BEEN MET? 332 JOB EXPECTATIONS 332 JOB CHARACTERISTICS 333 NEEDS,
VALUES, AND WANTS 333 327 DO EMPLOYEES HAVE ACHIEVABLE GOALS? 338
SPECIFIC 338 MEASURABLE 339 DIFFICULT BUT ATTAINABLE 339 EMPLOYMENT
PROFILE 340 RELEVANT 340 TIME-BOUND 340 EMPLOYEE PARTICIPATION 340 ARE
EMPLOYEES RECEIVING FEEDBACK ON THEIR GOAL PROGRESS? 341 CAREER
WORKSHOP: PROVIDING FEEDBACK 342 SELF-REGULATION THEORY 342 ARE
EMPLOYEES REWARDED FOR ACHIEVING GOALS? 343 TIMING OF THE INCENTIVE 344
CONTINGENCY OF CONSEQUENCES 345 TYPE OF INCENTIVE USED 345 INDIVIDUAL
VERSUS GROUP INCENTIVES 349 EXPECTANCY THEORY 353 REWARD VERSUS
PUNISHMENT 355 ARE REWARDS AND RESOURCES GIVEN EQUITABLY? 356 ARE OTHER
EMPLOYEES MOTIVATED? 358 INTEGRATION OF MOTIVATION THEORIES 358 ON THE
JOB: APPLIED CASE STUDY: FASTER SERVICE AT TACO BUENO RESTAURANTS 360
FOCUS ON ETHICS: ETHICS OF MOTIVATION STRATEGIES 360 CHAPTER SUMMARY 361
QUESTIONS FOR REVIEW 362 CHAPTER 10 EMPLOYEE SATISFACTION AND COMMITMENT
363 WHY SHOULD WE CARE ABOUT EMPLOYEE ATTITUDES? 364 WHAT CAUSES
EMPLOYEES TO BE SATISFIED WITH AND COMMITTED TO THEIR JOBS? 366 WHAT
INDIVIDUAL DIFFERENCES AFFECT JOB SATISFACTION? 367 ARE EMPLOYEES
SATISFIED WITH OTHER ASPECTS OF THEIR LIVES? 370 ARE EMPLOYEES JOB
EXPECTATIONS BEING MET? 371 IS THE EMPLOYEE A GOOD FIT WITH THE JOB AND
THE ORGANIZATION? 372 ARE THE TASKS ENJOYABLE? 373 DO EMPLOYEES ENJOY
WORKING WITH SUPERVISORS AND COWORKERS? 373 ARE COWORKERS OUTWARDLY
UNHAPPY? 374 ARE REWARDS AND RESOURCES GIVEN EQUITABLY? 374 IS THERE A
CHANCE FOR GROWTH AND CHALLENGE? 376 INTEGRATION OF THEORIES 378 CAREER
WORKSHOP: WHAT TO DO IF YOU ARE UNHAPPY WITH YOUR JOB 380 MEASURING JOB
SATISFACTION AND COMMITMENT 381 COMMONLY USED STANDARD INVENTORIES 381
EMPLOYMENT PROFILE 384 CUSTOM-DESIGNED INVENTORIES 386 CONSEQUENCES OF
DISSATISFACTION AND OTHER NEGATIVE WORK ATTITUDES 386 ABSENTEEISM 386
TURNOVER 393 COUNTERPRODUCTIVE BEHAVIORS 396 LACK OF ORGANIZATIONAL
CITIZENSHIP BEHAVIORS 397 ON THE JOB: APPLIED CASE STUDY: REDUCING
TUMOVER AT BUBBA GUMP SHRIMP CO. 397 FOCUS ON ETHICS: ETHICS AND
ORGANIZATIONAL COMMITMENT 398 QUESTIONS FOR REVIEW 399 CHAPTER 11
ORGANIZATIONAL COMMUNICATION 401 TYPES OF ORGANIZATIONAL COMMUNICATION
402 UPWARD COMMUNICATION 402 EMPLOYMENT PROFILE 405 DOWNWARD
COMMUNICATION 406 BUSINESS COMMUNICATION 408 CAREER WORKSHOP: PHONE
ETIQUETTE 409 INFORMAL COMMUNICATION 412 INTERPERSONAL COMMUNICATION 414
PROBLEM AREA 1: INTENDED MESSAGE VERSUS MESSAGE SENT 415 PROBLEM AREA 2:
MESSAGE SENT VERSUS MESSAGE RECEIVED 416 PROBLEM AREA 3: MESSAGE
RECEIVED VERSUS MESSAGE INTERPRETED 425 IMPROVING EMPLOYEE COMMUNICATION
SKILLS 429 INTERPERSONAL COMMUNICATION SKILLS 430 WRITTEN COMMUNICATION
SKILLS 430 ON THE JOB: APPLIED CASE STUDY: REDUCING ORDER ERRORS AT
HARDEE S AND MCDONALD S 433 FOCUS ON ETHICS: ETHICAL COMMUNICATION 434
CHAPTER SUMMARY 435 QUESTIONS FOR REVIEW 435 CHAPTER 12 LEADERSHIP 437
AN INTRODUCTION TO LEADERSHIP 438 PERSONAL CHARACTERISTICS ASSOCIATED
WITH LEADERSHIP 438 LEADER EMERGENCE 439 LEADER PERFORMANCE 441
INTERACTION BETWEEN THE LEADER AND THE SITUATION 447 SITUATIONAL
FAVORABILITY 447 ORGANIZATIONAL CLIMATE 448 SUBORDINATE ABILITY 451
RELATIONSHIPS WITH SUBORDINATES 453 SPECIFIC LEADER SKILLS 454
LEADERSHIP THROUGH DECISION MAKING 455 LEADERSHIP THROUGH CONTACT:
MANAGEMENT BY WALKING AROUND 456 EMPLOYMENT PROFILE 457 LEADERSHIP
THROUGH POWER 457 LEADERSHIP THROUGH VISION: TRANSFORMATIONAL LEADERSHIP
458 LEADERSHIP THROUGH PERSUASION 461 CULTURAL DIFFERENCES IN
LEADERSHIP: PROJECT GLOBE 462 LEADERSHIP: WHERE ARE WE TODAY? 465 CAREER
WORKSHOP: OBTAINING LEADERSHIP SKILLS 468 ON THE JOB: APPLIED CASE
STUDY: DEVELOPING LEADERS AT CLAIM JUMPER RESTAURANTS 469 FOCUS ON
ETHICS: ETHICS AND LEADERSHIP 469 CHAPTER SUMMARY 471 QUESTIONS FOR
REVIEW 471 CHAPTER 13 GROUP BEHAVIOR, TEAMS, AND CONFLICT 473 GROUP
DYNAMICS 474 DEFINITION OF A GROUP 474 REASONS FOR JOINING GROUPS 475
FACTORS AFFECTING GROUP PERFORMANCE 478 GROUP COHESIVENESS 478
GROUPTHINK 488 INDIVIDUAL VERSUS GROUP PERFORMANCE 488 TEAMS 490 WHAT IS
A WORK TEAM? 491 TYPES OF TEAMS 492 HOW TEAMS DEVELOP 495 WHY TEAMS
DON T ALWAYS WORK 495 GROUP CONFLICT 497 TYPES OF CONFLICT 499 CAUSES OF
CONFLICT 499 CONFLICT STYLES 502 CAREER WORKSHOP: TIPS FOR BEING A GOOD
GROUP MEMBER 503 EMPLOYMENT PROFILE 505 RESOLVING CONFLICT 507 ON THE
JOB: APPLIED CASE STUDY: CONFLICT AT WORK 510 FOCUS ON ETHICS: GROUP
HAZING 510 CHAPTER SUMMARY 511 QUESTIONS FOR REVIEW 51 1 CHAPTER 14
ORGANIZATION DEVELOPMENT MANAGING CHANGE 514 SACRED COW HUNTS 514
EMPLOYEE ACCEPTANCE OF CHANGE 516 IMPLEMENTING CHANGE 519 CAREER
WORKSHOP: COPING WITH CHANGE 521 ORGANIZATIONAL CULTURE 522 EMPLOYMENT
PROFILE 524 EMPOWERMENT 527 MAKING THE DECISION TO EMPOWER 527 LEVELS OF
EMPLOYEE INPUT 530 EMPOWERMENT CHARTS 534 CONSEQUENCES OF EMPOWERMENT
535 DOWNSIZING 536 REDUCING THE IMPACT OF DOWNSIZING 536 EFFECTS OF
DOWNSIZING 540 513 WORK SCHEDULES 541 COMPRESSED WORKWEEKS 542
MOONLIGHTING 543 FLEXIBLE WORK HOURS 544 PEAK-TIME PAY 546 JOB SHARING
546 WORK AT HOME 547 SHIFTWORK 548 ON THE JOB: APPLIED CASE STUDY:
MANAGING CHANGE AT CARLSON RESTAURANTS 551 FOCUS ON ETHICS: CHANGE
MANAGEMENT 551 CHAPTER SUMMARY 553 QUESTIONS FOR REVIEW 553 CHAPTER 15
STRESS MANAGEMENT: DEALING WITH THE DEMANDS OF LIFE AND WORK STRESS
DEFINED 556 PREDISPOSITION TO STRESS 557 STRESS PERSONALITIES 558
GENDER, ETHNICITY, AND RACE 558 STRESS SENSITIZATION 559 SOURCES OF
STRESS 559 PERSONAL STRESSORS 559 555 OCCUPATIONAL STRESSORS 561
ORGANIZATIONAL STRESSORS 562 STRESSORS IN THE PHYSICAL WORK ENVIRONMENT
564 OTHER SOURCES OF STRESS 572 CONSEQUENCES OF STRESS 573 PERSONAL
CONSEQUENCES 573 ORGANIZATIONAL CONSEQUENCES 575 MANAGING STRESS 576
PLANNING FOR STRESS 577 STRESS REDUCTION INTERVENTIONS RELATED TO
LIFE/WORK ISSUES 580 CAREER WORKSHOP: DEALING WITH STRESS 581 EASING THE
CHILD-CARE BURDEN 581 EASING THE ELDER-CARE BURDEN 584 EASING THE
DAILY-CHORE BURDEN 585 PROVIDING REST THROUGH PAID TIME OFF 585
EMPLOYMENT PROFILE 586 MEASURING STRESS 587 WORKPLACE VIOLENCE 588
PERPETRATORS OF WORKPLACE VIOLENCE 590 REDUCING WORKPLACE VIOLENCE 590
ON THE JOB: APPLIED CASE STUDY: REDUCING STRESS AT A MANUFACTURING
COMPANY 592 FOCUS ON ETHICS: THE OBLIGATION TO REDUCE STRESSS 592
CHAPTER SUMMARY 593 QUESTIONS FOR REVIEW 594 APPENDIX: WORKING
CONDITIONS AND HUMAN FACTORS 595 GLOSSARY 603 REFERENCES 623 NAME INDEX
668 SUBJECT INDEX 676
|
| any_adam_object | 1 |
| author | Aamodt, Michael G. |
| author_GND | (DE-588)1266770712 |
| author_facet | Aamodt, Michael G. |
| author_role | aut |
| author_sort | Aamodt, Michael G. |
| author_variant | m g a mg mga |
| building | Verbundindex |
| bvnumber | BV035452819 |
| classification_rvk | CW 4500 |
| ctrlnum | (OCoLC)488812806 (DE-599)BVBBV035452819 |
| dewey-full | 158.7 |
| dewey-hundreds | 100 - Philosophy & psychology |
| dewey-ones | 158 - Applied psychology |
| dewey-raw | 158.7 |
| dewey-search | 158.7 |
| dewey-sort | 3158.7 |
| dewey-tens | 150 - Psychology |
| discipline | Psychologie |
| edition | 6. ed., internat. ed. |
| format | Book |
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| id | DE-604.BV035452819 |
| illustrated | Illustrated |
| indexdate | 2024-07-09T21:35:36Z |
| institution | BVB |
| isbn | 9780495806448 0495806447 |
| language | English |
| oai_aleph_id | oai:aleph.bib-bvb.de:BVB01-017372817 |
| oclc_num | 488812806 |
| open_access_boolean | |
| owner | DE-1050 DE-83 DE-355 DE-BY-UBR |
| owner_facet | DE-1050 DE-83 DE-355 DE-BY-UBR |
| physical | XIX, 684 S. Ill., graph. Darst. |
| publishDate | 2010 |
| publishDateSearch | 2010 |
| publishDateSort | 2010 |
| publisher | Wadsworth |
| record_format | marc |
| spelling | Aamodt, Michael G. Verfasser (DE-588)1266770712 aut Industrial, organizational psychology an applied approach Michael G. Aamodt 6. ed., internat. ed. Belmont, Calif. Wadsworth 2010 XIX, 684 S. Ill., graph. Darst. txt rdacontent n rdamedia nc rdacarrier Später u.d.T.: Applying psychology to work This is the latest book from Cengage Learning on "Industrial/Organizational Psychology, International Edition". Arbejdspsykologi Industrisociologi Lærebøger Organisationspsykologi Betriebspsychologie (DE-588)4135098-4 gnd rswk-swf Organisationspsychologie (DE-588)4043786-3 gnd rswk-swf Betriebspsychologie (DE-588)4135098-4 s Organisationspsychologie (DE-588)4043786-3 s DE-604 SWBplus Fremddatenuebernahme application/pdf http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=017372817&sequence=000001&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA Inhaltsverzeichnis |
| spellingShingle | Aamodt, Michael G. Industrial, organizational psychology an applied approach Arbejdspsykologi Industrisociologi Lærebøger Organisationspsykologi Betriebspsychologie (DE-588)4135098-4 gnd Organisationspsychologie (DE-588)4043786-3 gnd |
| subject_GND | (DE-588)4135098-4 (DE-588)4043786-3 |
| title | Industrial, organizational psychology an applied approach |
| title_auth | Industrial, organizational psychology an applied approach |
| title_exact_search | Industrial, organizational psychology an applied approach |
| title_full | Industrial, organizational psychology an applied approach Michael G. Aamodt |
| title_fullStr | Industrial, organizational psychology an applied approach Michael G. Aamodt |
| title_full_unstemmed | Industrial, organizational psychology an applied approach Michael G. Aamodt |
| title_short | Industrial, organizational psychology |
| title_sort | industrial organizational psychology an applied approach |
| title_sub | an applied approach |
| topic | Arbejdspsykologi Industrisociologi Lærebøger Organisationspsykologi Betriebspsychologie (DE-588)4135098-4 gnd Organisationspsychologie (DE-588)4043786-3 gnd |
| topic_facet | Arbejdspsykologi Industrisociologi Lærebøger Organisationspsykologi Betriebspsychologie Organisationspsychologie |
| url | http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=017372817&sequence=000001&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA |
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