Occupational and industrial psychology Books
John Wiley and Sons Ltd The Wiley Blackwell Handbook of the Psychology of
Book SynopsisA state-of-the-art psychological perspective on positivity and strengths-based approaches at work This handbook makes a unique contribution to organizational psychology and HRM by providing comprehensive international coverage of the contemporary field of positivity and strengths-based approaches at work. It provides critical reviews of key topics such as resilience, wellbeing, hope, motivation, flow, authenticity, positive leadership and engagement, drawing on the work of leading thinkers including Kim Cameron, Shane Lopez, Peter Clough and Robert Biswas-Diener.Table of ContentsAbout the Editors vii About the Contributors ix Foreword xv Series Preface xvii Supported Charity: Railway Children xix 1 The Psychology of Positivity and Strengths‐Based Approaches at Work 1Lindsay G. Oades, Michael F. Steger, Antonella Delle Fave, and Jonathan Passmore Part I Individual Approaches to Positive Psychology at Work 9 2 The Psychology of Positivity at Work 11Suzy Green, Michelle McQuaid, Alicia Purtell, and Aylin Dulagil 3 Psychological Strengths at Work 34Robert Biswas‐Diener, Todd B. Kashdan, and Nadezhda Lyubchik 4 Hope at Work 48Christian A. Wandeler, Susana C. Marques, and Shane J. Lopez 5 Creating Meaning and Purpose at Work 60Michael F. Steger 6 Optimal Motivation at Work 82Christopher P. Niemiec and Gordon B. Spence 7 Flow at Work 99Mihaly Csikszentmihalyi, Sonal Khosla, and Jeanne Nakamura 8 Mindfulness at Work 110Gordon B. Spence 9 Resilience at Work 132Andrew Denovan, Lee Crust, and Peter J. Clough 10 Mental Fitness at Work 150Paula Robinson and Lindsay G. Oades 11 Positive Relationships at Work 171Sue Roffey 12 Humility at Work 191Don E. Davis, Joshua N. Hook, Cirleen DeBlaere, and Vanessa Placeres 13 Compassion at Work 210Tim Anstiss Part II Organizational Approaches to Positive Psychology at Work 231 14 Good Work: The Meaning‐Centered Approach (MCA) 233Paul T. P. Wong, Itai Ivtzan, and Tim Lomas 15 Workplace and Organizational Well‐Being 248Lindsay G. Oades and Aylin Dulagil 16 Positive Approaches to Organizational Change 272Stefan P. Cantore 17 Positive Approaches to Leadership Development 297Doug MacKie 18 Employee Engagement 317Sebastiaan Rothmann 19 Job Crafting 342Gavin R. Slemp 20 Positive Approaches to Mid‐Life Careers 366Sung‐Kyung Yoo and Hyjin Lee 21 Positive Organizations and Maturing Workers 389Jeanette N. Cleveland, Gwenith G. Fisher, and Kevin M. Walters 22 Positive Psychological Assessment for the Workplace 415Aaron Jarden and Rebecca Jarden Part III International Business Applications of Positive Psychology 439 23 Well‐Being in Health Professionals: Positive Psychology at Work 441Ulrich Wiesmann 24 The Well‐Being of Teachers and Professors 466Brittany Branand and Jeanne Nakamura 25 The Well‐Being of Information Technology Professionals 491Kamlesh Singh and Mohita Junnarkar 26 Well‐Being in the Arts and Crafts Sector 508Antonella Delle Fave and Gaja Zager Kocjan 27 The Well‐Being of Workers in the Agricultural Sector 527Lawrence Soosai‐Nathan and Antonella Delle Fave Index 546
£33.20
John Wiley and Sons Ltd The WileyBlackwell Handbook of the Psychology of
Book SynopsisA state-of-the-art reference, drawing on key contemporary research to provide an in-depth, international, and competencies-based approach to the psychology of coaching and mentoring. Puts cutting-edge evidence at the fingertips of organizational psychology practitioners who need it most, but who do not always have the time or resources to keep up with scholarly research Thematic chapters cover theoretical models, efficacy, ethics, training, the influence of emerging fields such as neuroscience and mindfulness, virtual coaching and mentoring and more Contributors include Anthony Grant, David Clutterbuck, Susan David, Robert Garvey, Stephen Palmer, Reinhard Stelter, Robert Lee, David Lane, Tatiana Bachkirova and Carol Kauffman With a Foreword by Sir John Whitmore Table of ContentsAbout the Editors vii About the Contributors viii Foreword by Sir John Whitmore xiv Series’ Preface xvi Railway Children xviii 1 The Psychology of Coaching and Mentoring 1Jonathan Passmore, David B. Peterson, and Teresa Freire Section I Coaching 13 2 The Efficacy of Coaching 15Anthony M. Grant 3 The Role of Contracting in Coaching: Balancing Individual Client and Organizational Issues 40Robert J. Lee 4 The Development of Meaning and Identity Within Coaching 58Mary Wayne Bush, Esra Ozkan, and Jonathan Passmore 5 Coaching Ethics 68Rodney L. Lowman 6 The Neuroscience of Coaching 89Miles Bowman, Kathleen M. Ayers, Joan C. King, and Linda J. Page 7 Mindfulness in Coaching: Philosophy, psychology or just a useful skill? 112Michael J. Cavanagh and Gordon B. Spence 8 Developmental Coaching – Developing the Self 135Tatiana Bachkirova 9 Gender Issues in Business Coaching 155Sunny Stout-Rostron 10 Team Coaching 175Alison Carter and Peter Hawkins Copyrighted Material Section II Mentoring 195 11 Designing Mentoring Schemes for Organizations 197Paul Stokes and Lis Merrick 12 The Efficacy of Mentoring – the Benefits for Mentees, Mentors, and Organizations 217Chloé Tong and Kathy E. Kram 13 Training Mentors – Behaviors Which Bring Positive Outcomes in Mentoring 243Robert Garvey and Gunnela Westlander 14 Mentoring Programs for Under-represented Groups 266Rowena Ortiz-Walters and Lucy L. Gilson Section III Theories and Models With Implications for Coaching 283 15 Humanistic/Person-centered Approaches 285Jane Brodie Gregory and Paul E. Levy 16 Behavioral Coaching 298Fiona Eldridge and Sabine Dembkowski 17 Cognitive Behavioral Approaches 319Stephen Palmer and Helen Williams 18 Motivational Interviewing Approach 339Tim Anstiss and Jonathan Passmore 19 Psychodynamic Approach 365Michael A. Diamond 20 Gestalt Approach 385Juliann Spoth, Sarah Toman, Robin Leichtman, and Julie Allan 21 Narrative Approaches 407Reinhard Stelter 22 Positive Psychology Approaches 426Teresa Freire Section IV Issues in Coaching and Mentoring 443 23 Conducting Organizational-Based Evaluations of Coaching and Mentoring Programs 445Siegfried Greif 24 The Role of Emotions in Coaching and Mentoring 471Kate Hefferon 25 Cross-cultural Working in Coaching and Mentoring 483Geoffrey Abbott, Kate Gilbert, and Philippe Rosinski 26 Virtual Coaching and Mentoring 501Niloofar Ghods and Camala Boyce Index 524
£34.15
John Wiley and Sons Ltd The Wiley Blackwell Handbook of the Psychology of
Book SynopsisThis authoritative Wiley Blackwell Handbook in Organizational Psychology focuses on individual and organizational applications of Internet-enabled technologies within the workplace. The editors have drawn on their collective experience in collating thematically structured material from leading writers based in the US, Europe, and Asia Pacific. Coinciding with the growing international interest in the application of psychology to organizations, the work offers a unique depth of analysis from an explicitly psychological perspective. Each chapter includes a detailed literature review that offers academics, researchers, scientist-practitioners, and students an invaluable frame of reference. Coverage is built around competencies set forth by regulatory agencies including the APA and BPS, and includes E-Recruiting, E-Leadership, and E-Learning; virtual teams; cyberloafing; ergonomics of human-computer interaction at work; permanent accessibility and work-life balance; and trust in online Table of ContentsAbout the Editors vii About the Contributors ix Foreword xv 1 The Psychology of the Internet @ Work 1Guido Hertel, Dianna L. Stone, Richard D. Johnson, and Jonathan Passmore Part I Individual Perspectives 19 2 Digitized Communication at Work 21Nicole C. Krämer and Stephan Winter 3 Ergonomics of Information Technologies at Work 39Ben V. Hanrahan and John M. Carroll 4 Competencies for Web-Based Work and Virtual Collaboration 61Stefan Krumm and Julian Schulze 5 User Experience, Gamification, and Performance 79Meinald T. Thielsch and Jörg Niesenhaus 6 Trust in Virtual Online Environments 103Sirkka L. Jarvenpaa, Celeste Cantu, and Shi Ying Lim 7 Workplace Cyberdeviance 131Steven D. Charlier, Gary W. Giumetti, Cody J. Reeves, and Lindsey S. Greco 8 Blended Working 157Nico W. van Yperen and Burkhard Wörtler 9 Flexwork, Work–Family Boundaries, and Information and Communication Technologies 175Ronald E. Rice 10 Mobile Computing and Hand-Held Devices at Work 195Humayun Zafar Part II Organizational Perspectives 211 11 E-Recruiting: Using Technology to Attract Job Applicants 213Derek Chapman and Anna F. Gödöllei 12 Social Networking Systems, Search Engines, and the Employment Process 231Kimberly M. Lukaszewski and Andrew F. Johnson 13 The Evolution of E-Selection 257David N. Dickter, Victor Jockin, and Tanya Delany 14 E-Leadership 285Surinder Kahai, Bruce J. Avolio, and John Sosik 15 Virtual Teams 315M. Travis Maynard, Lucy L. Gilson, Nicole C. Jones Young, and Matti Vartiainen 16 Online Employee Surveys and Online Feedback 347Bernad Batinic and Carrie Kovacs 17 E-Learning 369Richard D. Johnson and Kenneth G. Brown Part III Societal and Cross-Sectorial Perspectives 401 18 Robots in the Digitalized Workplace 403Jochen J. Steil and Günter W. Maier 19 Social Issues Associated with the Internet at Work 423Dianna L. Stone, Dianna Krueger, and Stephen Takach 20 Employee Age Differences in Using Internet-Based Tools at Work 449Gabriela Burlacu, Donald M. Truxillo, and Talya N. Bauer 21 The Future of Work 481Stela Lupushor and Alex Fradera Index 509
£123.26
John Wiley & Sons Inc Client Psychology
Book SynopsisA Client-Centered approach to Financial Planning Practice built by Research for Practitioners The second in the CFP Board Center for Financial Planning Series, Client Psychology explores the biases, behaviors, and perceptions that impact client decision-making and overall financial well-being. This book, written for practitioners, researchers, and educators, outlines the theory behind many of these areas while also explicitly stating how these related areas directly impact financial planning practice. Additionally, some chapters build an argument based solely upon theory while others will have exclusively practical applications. Defines an entirely new area of focus within financial planning practice and research: Client PsychologyServes as the essential reference for financial planners on client psychology Builds upon and expands the body of knowledge for financial planningProvides insight regarding the factors that impact client financial decision-making from a multidisciplinary approach If you're a CFP professional, researcher, financial advisor, or student pursuing a career in financial planning or financial services, this book deserves a prominent spot on your professional bookshelf.Table of ContentsAcknowledgments xi Preface xiiiCharles R. Chaffin, EdD, CFP Board Center for Financial Planning About the Contributors xix CHAPTER 1 Client Psychology 1Charles R. Chaffin, EdD, CFP Board Center for Financial Planning Jonathan J. Fox, PhD, Iowa State University References 9 CHAPTER 2 Behavioral Finance 11Swarn Chatterjee, PhD, and Joseph Goetz, PhD, University of Georgia What Is Behavioral Finance? 12 Applications of Behavioral Finance in Understanding and Changing Clients’ Behavior 14 Summary 16 References 17 CHAPTER 3 Understanding Client Behavior: Rational or Irrational? 19Swarn Chatterjee, PhD, and Joseph Goetz, PhD, University of Georgia Bounded Rationality 19 Sunk Cost Fallacy 22 Flat Rate Bias 23 Summary 23 References 24 CHAPTER 4 Heuristics and Biases 25Jodi Letkiewicz, PhD, York University System 1 and System 2 26 Heuristics 27 Bias Reduction 34 References 39 CHAPTER 5 Decision-Making under Risk 43HanNa Lim, PhD, Kansas State University Expected Utility Theory 43 Violations of Expected Utility Theory 44 Prospect Theory 46 Effects in Prospect Theory 51 Implications for Research and Practice 55 References 62 CHAPTER 6 The Role of Mental Accounting in Household Spending and Investing Decisions 65C. Yiwei Zhang, PhD, and Abigail B. Sussman, PhD, The University of Chicago Booth School of Business Mental Accounting as Categorization 66 Methods for Categorizing Funds 67 Budgeting 73 Implications for Investing 82 Concluding Remarks and Future Research 86 References 89 CHAPTER 7 Intentional Choice Architecture 97Michael J. Liersch, PhD Are You an Intentional Choice Architect? 98 Principle 1: Humans Have Limitations 101 Principle 2: Humans Use Reference Points to Make Decisions 103 The Choice Architect’s Opportunity 106 The Case for Intentional Choice Architecture: Retirement Savings 107 Plan Participation, Deferral Rates, and Default Investment Options 110 From Awareness to Action 114 References 116 CHAPTER 8 Cognition, Distraction, and the Financial Planning Client 119Nils Olsen, Vanessa G. Perry, and Zhuo Jin, George Washington University Influences on the Frame of Mind 120 Emotion, Stress, and Touch 122 Choice and Cognitive Overload 125 Visual Portrayal of Data 126 Losses and Gains 127 Cognitive Resource Depletion 127 Implications for Financial Planning Professionals 130 References 133 CHAPTER 9 Personality and Financial Behavior 137Sarah D. Asebedo, PhD, CFP®, Texas Tech University Models of Personality 138 The Relationship between Personality and Financial Behavior 139 Openness to Experience 140 Conscientiousness 141 Extroversion 142 Agreeableness 144 Neuroticism 145 Connecting Personality to Financial Behavior through Theory 147 Personality Measurement 148 Implications for Research and Practice 149 Future Direction 150 References 151 CHAPTER 10 Risk Literacy 155Meghaan R. Lurtz, MS, and Stuart J. Heckman, PhD, CFP®, Kansas State University Berlin Numeracy Test 156 Risk Literacy and Financial Planning 160 Conclusion 161 References 162 Appendix 164 Berlin Numeracy Test for General Population 164 Berlin Numeracy Test for Educated Population 165 CHAPTER 11 Automated Decision Aids: Understanding Disuse and Designing for Trust, with Implications for Financial Planning 167Jason S. McCarley, PhD, Oregon State University Mechanical versus Holistic Judgment 168 Algorithm Aversion and Automation Disuse 170 Trust in Automated Systems 172 Conclusion 176 References 177 CHAPTER 12 Self-Determination Theory and Self-Effi cacy in Financial Planning 181Charles R. Chaffin, EdD, CFP Board Center for Financial Planning Self-Determination Theory 182 Self-Efficacy 184 References 186 CHAPTER 13 Marriage and Family Therapy, Financial Therapy, and Client Psychology 189Kristy Archuleta, PhD, and Sonya Britt-Lutter, PhD Kansas State University Marriage and Family Therapy 190 Family Systems Theory 191 Financial Therapy 195 Building Alliances with Families and Couples 196 Referrals and Collaborations 198 Conclusion 200 References 200 CHAPTER 14 Client Diversity: Understanding and Leveraging Difference to Enhance Financial Planning Practice 203Quinetta Roberson, PhD, Villanova University Understanding the Concept of Diversity 204 The Business Value of Diversity 209 Leveraging Client Diversity 211 Practice Perspectives 213 Conclusion 218 References 218 CHAPTER 15 Client Psychology: The Older Client 221Deanna L. Sharpe, PhD, CFP®, CRPS®, CRPC®, University of Missouri Introduction 221 Age-Related Changes in Brain Structure and Function 226 Aging and Economic Decision-Making 233 Concerning Signs 237 Supporting Older Clients 239 Research Challenges 242 Final Thoughts 245 References 246 CHAPTER 16 Financial Psychology 253Bradley T. Klontz, PsyD, CFP®, Creighton University Faith Zabek, MEd, Georgia State University Edward Horwitz, PhD, CFP®, Creighton University Financial Psychology 254 Financial Psychology for Financial Planners 259 Motivational Interviewing Techniques 261 Conclusion 265 References 266 CHAPTER 17 Money Disorders and Other Problematic Financial Behaviors 271Edward Horwitz, PhD, CFP®, Creighton University Bradley T. Klontz, PsyD, CFP®, Creighton University Meghaan Lurtz, MS, Kansas State University Literature on Money Disorders and Related Financial Behaviors 273 Addressing Money Disorders and Related Financial Behaviors 278 Case Studies 280 Overspending and Compulsive Buying Disorder 280 Financial Denial or Avoidance 282 Financial Enabling and Dependency 283 References 285 CHAPTER 18 Situation Awareness in Financial Planning: Research and Application 289Charles R. Chaffin, EdD, CFP Board Center for Financial Planning John Grable, PhD, CFP®, University of Georgia Perception 292 Comprehension 293 Prediction 294 Future Directions 298 References 299 CHAPTER 19 Final Remarks 301Charles R. Chaffin, EdD, CFP Board Center for Financial Planning References 304 Index 305
£30.39
John Wiley and Sons Ltd Handbook on the State of the Art in Applied
Book SynopsisLearn the most up-to-date developments in applied psychology with one authoritative collection The Handbook on the State of the Art in Applied Psychology delivers 19 state-of-the-art addresses on a selected topic in applied psychology. Together, they constitute an up-to-date and authoritative reference that describes the most cutting-edge material in the most prominent domains of applied psychology. The accomplished academics and editors Dr. Peter Graf and Dr. David Dozois put the focus on areas where the most profound recent progress has been made. They also emphasize the link between science and practice, showcasing basic science research that has practical implications for real world problems. Readers will benefit from up-to-date research on topics as varied as occupational commitment and organizational productivity, forgiveness, shared cultural spaces, environmental decision making, and the early identification of reading problems. In addition Table of ContentsList of Contributors xv Preface xix Part I: Optimal Health and Functioning at Work and Home 1 Chapter 1 Chasing the Dream: The Healthy and Productive Workplace 3 Psychologically Healthy Workplace 5 Toward Evidence‐Based Practice in Employee Well‐Being 7 Leadership as a Case Study 9 Summary and Conclusion 12 References 13 Chapter 2 Commitment at Work: Past, Present, and Future 19 A Brief History 20 Why Workplace Commitments Matter 22 Commitment in an Era of Change 26 Current Controversies 28 Definition 28 Dimensionality 29 Distinctiveness 30 Advances in Methodology 31 Temporal Process Approach 32 Person‐Centered Approach 33 Implications and Applications 36 Future Challenges 39 Conclusion 40 References 41 Chapter 3 How Psychologists Can Contribute to Individual Well‐Being, Organizational Productivity, and Saving the Planet Through Better Buildings 51 Affordable and Clean Energy Goals 52 Sustainable Built Environments 54 Individual Lighting Controls 55 Indoor Air Quality 57 Green Buildings 58 Sustainable Buildings as Organizational Strategies 60 Understand Decisions 61 Organizational Decisions: More than Return on Investment 61 The Problem of Rebound 65 Influence Building Sustainability Decisions 66 Change Decision‐Maker Behavior 66 Change Building Policies: Codes, Standards, and Recommendations 69 Energy and Building Regulations 69 Building Certification Schemes 70 Standards and Recommendations 70 Conclusions 71 Note 72 References 72 Chapter 4 Key Challenges to Understanding Environmental Decision‐Making 81 Background in the Environmental Movement 82 Assessing the Strength of Evidence 83 Focusing on What Matters 84 Expanding Our Theories of Altruism 87 Unifying the Grand Traditions 88 Understanding Contexts 89 Considering Social Influences and Network Effects 91 Examining Emerging Technologies 92 Engaging Normative Theories 93 Incorporating Sustainability 94 Conclusion 96 Acknowledgments 97 References 97 Part II: Mental and Physical Health 109 Chapter 5 On the Role of Passion in Optimal Functioning: A Multidimensional Perspective 111 On Optimal Functioning in Society 113 On the Concept of Passion 114 A Dualistic Model of Passion 116 On the Harmonious and Obsessive Passions 116 Initial Research on Passion 118 Passion and Optimal Functioning in Society 119 Passion and Psychological Well‐Being 120 Passion and Physical Health 122 Passion and Interpersonal Relationships 123 Passion and Performance 125 Passion and Contributions to Society 127 Passion and Optimal Functioning in Society: Integrative Studies 128 Conclusions 129 Notes 130 References 131 Chapter 6 Effects, Mechanisms, and Implementation: Ways to Improve Interventions and Policies Promoting Healthy Diet and Physical Activity 139 Does It Work: Frameworks and Taxonomies for Evaluation and Monitoring of Effects of Interventions and Policies Promoting Physical Activity and Healthy Diet 142 Approaches Focused on Health and Environment Outcomes 143 Approaches Focused on Health and Processes Outcomes of Interventions and Policies 144 Approaches Focused on Implementation Evaluation 145 Evidence‐Based Taxonomies of Good Practices in Evaluation and Monitoring 146 Conclusions on Frameworks and Taxonomies for Evaluation and Monitoring of Interventions and Policies 148 How It Works: Models, Frameworks, and Taxonomies Focusing on the Content of Interventions/Policies and Change Mechanisms 148 Models Focusing on Intra‐individual Change Mechanisms 148 Models and Frameworks Focusing on Change Mechanisms Involving Physical and Social Environment 150 Behavior Change Techniques as Change Mechanisms 152 Evidence‐Based Taxonomies Accounting for Formal Active Components of Interventions and Policies 152 Conclusions on Models, Frameworks, and Taxonomies Elucidating Active Components and Mechanisms in Interventions and Policies 153 Under What Conditions It Works: Models, Frameworks, and Taxonomies Focusing on Implementation of Interventions and Policies Promoting Physical Activity and Healthy Diet 154 Theoretical Models and Frameworks for Implementation of Physical Activity and Healthy Diet Interventions and Policies 154 Evidence‐Driven Taxonomies for Implementation Characteristics in Interventions and Policies Promoting Physical Activity and Healthy Diet 157 Conclusions on Models, Frameworks, and Taxonomies Elucidating Implementation 158 General Discussion 158 Author Notes/Acknowledgments 160 References 160 Chapter 7 Epigenetic Processes Mediating Environments, Experiences, and Mental Health: Therapeutic and Diagnostic Implications 165 DNA Methylation: A Mechanism for Diversifying the Information Content of DNA 166 Evidence for Epigenetic Programming by Maternal Care 170 Reversal of Behavioral Programming by Maternal Care with Epigenetic Modulating Agents 171 Early Experience Elicits a Signaling Pathway that Results in Epigenetic Reprogramming 172 Early‐Life Adversity Triggers DNA Methylation Changes in Candidate Genes in Rodent Brains 173 Evidence for Effects of Early‐Life Adversity on DNA Methylation in Humans 173 Changes in DNA Methylation in Response to Early‐Life Adversity Involve Many Genes 174 Changes in DNA Methylation That Associate With Early Social Experiences Occur in the Immune System as Well as the Brain 175 Associations of Early‐Life Experience and DNA Methylation Changes in Peripheral White Blood Cells 176 DNA Methylation Alterations in Brain‐Specific Candidate Genes in Peripheral Tissues That Are Associated with Early Adversity and Neuropsychiatric Conditions 178 The Developmental Dynamics of DNA Methylation in Response to Early‐Life Social Experiences 181 Causal Relationship Between Early‐Life Adversity and DNA Methylation Alterations 182 Challenges and Prospectives 183 Acknowledgments 187 References 187 Chapter 8 Cardiac‐Disease‐Induced‐PTSD: Settling the Diagnostic Debate 197 PTSD: Clarifying the Diagnostic Debate 198 Can We Speak of Cardiac-Disease‐Induced PTSD (CDI-PTSD)? 198 The Unique Manifestations of CDI‐PTSD 199 CDI‐PTSD Among Cardiac Caregivers 200 Conclusions and Future Suggestions 202 References 203 Chapter 9 Mental Health Consequences of Terrorist Attacks in Adults 207 Overview: Terrorism and Mental Health Consequences 208 Research on the Impact of Terrorist Attacks on Mental Health 210 How Many Victims of Terrorist Attacks Develop a Psychological Disorder? 218 What Type of Mental Disorder Is the Most Frequent Among Terrorism Victims? 220 What Type of Victims Develop More Mental Disorders? 222 What Is the Course of Mental Disorders in Victims? 223 Conclusions 230 Acknowledgments 232 Note 232 References 232 Chapter 10 Are Forgiveness and Unforgiveness Two Extremes of the Same Continuum?: Implications for Clinical Practice 239 Philosophical and Religious Antecedents 240 Conceptualization of Forgiveness 241 Positive and Negative Dimensions on Forgiveness Scales 245 Does Culture Play a Role in the Conceptualization and Operationalization of Forgiveness and Unforgiveness? 248 Measuring Forgiveness and Resentment 249 Social Cognition Correlates of Forgiveness and Resentment 254 Conclusions and Prospective on the Understanding of the Post‐Transgression Dynamics 259 References 260 Part III: Issues in Education 267 Chapter 11 Five Decades of Research on School Bullying: What Have We Learned? 269 What Is Bullying? 270 Prevalence and Stability 273 Impact of Bullying and Victimization 275 Family Antecedents 277 The Nature of Bullying 277 Addressing Bullying in Schools 281 Author Notes/Acknowledgments 283 References 283 Chapter 12 Early Identification and Prevention of Reading Problems 293 What Is Known About Early Neural Predictors of Dyslexia 296 Discussion of the Early and Predictive Brain Responses Related to Dyslexia 299 Preventative Training of Basic Reading Problems 302 Continuing from the Application Under Research Conditions to Its Distribution to All in Need: Potential Business Models for Commercialization 304 GraphoLearning International Development and Exports Project Public Summary 304 Pilot Studies for Preparation of Commercialization 305 Experimentation of Potential Business Models 306 Public Procurement—The Finnish Model 307 NGO Collaboration and Country‐Specific Context 308 Academic Networks and Research Collaboration 309 Discussion Associated With the Distribution Model 310 References 311 Chapter 13 Psychological Literacy in Undergraduate Psychology Education and Beyond 315 What Is Psychological Literacy? 318 How Can Educators Explicitly Support the Development of Psychological Literacy in Their UG Psychology Students? 323 How Can Psychology Be Given Away in Higher Education Beyond Psychology Programs? 326 The Psychological Science of Curricular Design and Delivery for Optimal Learning 327 Curricular Development of Self‐Management Capacity in Mainstream Units Across Diverse Disciplines and Educational Levels 328 Reflections and Conclusion 331 Note 333 References 333 Part IV: What’s Trending in Research? 339 Chapter 14 Assessing Personality from a Cultural Perspective 341 Assessing Personality from a Cultural Perspective 342 Etic and Emic Approaches in Personality Assessment 343 Issues in Transporting Tests Across Cultures 344 Guidelines on Test Translation and Adaptation 344 Combined Emic–Etic Approach 346 Development of the CPAI and Its Later Versions 347 Contributions of the Emic IR Factor 348 Beyond Universal versus Indigenous Factors 350 South African Personality Inventory (SAPI) 351 Arab‐Levant Personality Structure 352 Future Directions 353 Author Notes/Acknowledgments 354 References 354 Chapter 15 Un‐othering of the Other: The Role of Shared Cultural Spaces 359 The Construction of the Other 361 Types of Others 364 Processes of Othering 366 Un‐Othering: Processes and Mechanisms 367 Approaching Un‐Othering Through Intergroup Conflict Resolution Methods 369 Creating Shared Cultural Spaces for Un‐Othering 374 Contacts between Cultures 375 Gandhi’s Way of Nonviolence 378 Forgiveness as a Way to Reconciliation 379 Co‐sharing of Religious Spaces and Cultural Practices 380 Conclusion 382 Note 383 References 383 Chapter 16 Loneliness: From Academic Pariah to the UK’s Appointment of a Minister of Loneliness 391 Jo Cox: Murder and the Appointment of a Minister of Loneliness 392 Early Attention to Loneliness 393 Loneliness and Social Isolation in Antiquity 393 The Academic and Professional Literature on Loneliness Before the Early 1970s 393 Four Foundational Developments of the 1970s and Beyond 395 The UCLA Loneliness Conference 395 Measurement 395 Theory 396 Longitudinal Research 397 The Rise of Loneliness Research 399 Loneliness: Minor Malady or Serious Problem? 401 Loneliness Can Be Combatted 403 Putting the Pieces Together with One More Element 405 Notes 406 References 407 Chapter 17 Response Processes Validity Evidence: Understanding the Meaning of Scores from Psychological Measures 413 Modern Unified Validity Theory 414 Psychological Process of Responding and its Role in Validation 416 What Are Response Processes? 419 Are Response Processes Important? 420 Response Processes Techniques and Methods 421 Cognitive Interviews: Think‐Aloud Protocols and Verbal Probing 422 Response Time 423 Eye‐Tracking and Pupillary Response 424 Observation and Recording of Strategies or Problem‐Solving Behaviors 424 Observations on the Current State of Response Processes Research and Next Steps 426 Author Notes/Acknowledgments 427 Note 428 References 428 Part V: The State of Psychology as a Science and Profession 435 Chapter 18 Internationalization and Training of Psychologists in a Globalized World 437 What Is Understood by Internationalization? 438 Psychologists Education in Latin America 441 A Common Base of Psychology 443 Conclusion 445 References 446 Chapter 19 Intellectual Humility: Ten Key Questions 449 Contemporary Interest in IH 450 Recent Research on IH 451 Intellectual Humility: Ten Questions 453 Question 1: How Does Intellectual Humility Differ from General Humility? 453 Question 2: How Does Intellectual Humility Differ from Diffidence? 454 Question 3: Is Intellectual Humility a Unitary or a Compound Trait? 455 Question 4: How Distinct Is Intellectual Humility from Other Dispositions? 456 Question 5: Can People Be Simultaneously Intellectually Humble and Interpersonally Antagonistic? 457 Question 6: Can IH Be Validly Detected Using Self‐Report? 458 Question 7: How Malleable Is Intellectual Humility? 459 Question 8: Are There Cross‐Cultural Differences in the Levels or Manifestation of Intellectual Humility? 460 Question 9: Does Intellectual Humility Confer Immunity to Cognitive Bias? 460 Question 10: What Are the Developmental Antecedents of Intellectual Humility? 461 Concluding Thoughts 462 Acknowledgments 463 References 463 Chapter 20 Psychological Ethics in a Changing World: How Ethics Documents in Psychology Have Evolved to Meet the Issues and Concerns of the Day 469 Some Definitions 471 The Development of Ethics Documents in Psychology 471 National Development of Ethics Documents 471 Regional Development of Ethics Documents 473 Development of International Ethics Documents 476 Recognizing Fundamental Ethical Principles through a Universal Declaration 477 Structure and Content of the Universal Declaration of Ethical Principles 478 Development of the Universal Declaration of Ethical Principles 480 Representation and Inclusiveness 480 Research 481 International Consultation 482 Key Features of the Universal Declaration of Ethical Principles 482 Impact of the Universal Declaration of Ethical Principles 483 Relevance of the Universal Declaration of Ethical Principles to Today’s World 487 Author’s Note 488 References 488 Index 493
£112.46
John Wiley and Sons Ltd The Wiley Blackwell Handbook of the Psychology of
Book SynopsisAn unmatched collection of resources perfect for psychologists, scholars, and HR practitioners In The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, an expert team of authors presents a comprehensive and authoritative perspective on critical issues in employee recruitment, selection, and retention. Every chapter offers an in-depth review of the most recent literature and provides academics, researchers, industry practitioners, and students with a holistic reference to relevant data and theory. The book includes job analyses, biodata, simulation exercises, talent management guides, talent assessment guides for leadership development, and online employee selection strategies.Table of ContentsNotes on Editors ix Notes on Contributors x Foreword xvii Series Preface xix Railway Children xxi Section I Recruitment 1 1 The Psychology of Employee Recruitment, Selection and Retention 3Harold W. Goldstein, Elaine D. Pulakos, Jonathan Passmore and Carla Semedo 2 The Contribution of Job Analysis to Recruitment 12James A. Breaugh 3 Global Recruiting 29Jean M. Phillips and Stanley M. Gully 4 Applicant Reactions to Hiring Procedures 53Donald M. Truxillo, Talya N. Bauer and Alexa M. Garcia 5 Applicant Attraction to Organizations and Job Choice 71Adrian Furnham and Kat Palaiou 6 Ethics in Recruitment and Selection 91Nuno Rebelo dos Santos, Leonor Pais, Carla Cabo‐Leitão and Jonathan Passmore Section II Selection 113 7 Using Ability Tests in Selection 115Jesús F. Salgado 8 Using Personality Questionnaires for Selection 151David J. Hughes and Mark Batey 9 Using Interviewing in Selection 182Melinda Blackman 10 The Contribution of Others’ Methods in Recruitment and Selection: Biodata, References, Résumés and CVs 202Adrian Furnham 11 Situational Judgement Tests for Selection 226Jan Corstjens, Filip Lievens and Stefan Krumm 12 The Role of Simulation Exercises in Selection 247Ryan S. O’Leary, Jacob W. Forsman and Joshua A. Isaacson 13 The Potential of Online Selection 271Dave Bartram and Nancy Tippins 14 Gamification, Serious Games and Personnel Selection 293Michael Fetzer, Jennifer McNamara and Jennifer L. Geimer 15 Team Assessment and Selection 310Mengqiao Liu, Jason L. Huang and Marcus W. Dickson 16 Selection for Virtual Teams 334Geeta D’Souza, Matthew S. Prewett and Stephen M. Colarelli 17 Assessment for Leader Development 353Neta Moye, Rose Mueller‐Hanson and Claus Langfred 18 Talent Management in a Gender‐Diverse Workforce 376Jeanette N. Cleveland, Jaclyn Menendez and Lauren Wallace 19 Race and Cultural Differences in Predictors Commonly Used in Employee Selection and Assessment 400Charles A. Scherbaum, Michael M. DeNunzio, Justina Oliveira and Mary Ignagni 20 Legal and Fairness Considerations in Employee Selection 422Kenneth P. Yusko, Brian L. Bellenger, Elliott C. Larson, Paul J. Hanges and Juliet R. Aiken Section III Retention 443 21 Employee Turnover and Strategies for Retention 445Angela R. Grotto, Patrick K. Hyland, Anthony W. Caputo and Carla Semedo 22 Talent Management and Retention 473Crystal Zhang and Jim Stewart 23 The Impact of Organizational Climate and Culture on Employee Turnover 494Mark G. Ehrhart and Maribeth Kuenzi 24 The Impact of Work–Life Balance on Employee Retention 513Kristen M. Shockley, Christine R. Smith and Eric A. Knudsen Index 544
£36.05
John Wiley and Sons Ltd The Wiley Blackwell Handbook of the Psychology of
Book SynopsisThis Handbook is sure to become a key resource for any researcher or professional looking for the latest and most innovative thinking from around the world on the full range of topics related to training, development, and performance management. Bradford S. Bell, PhD, Cornell University, USA. Editor, Personnel Psychology I wish I could have accessed this book many years ago. Comprehensive and scholarly, the four sections ? training, e-learning, personal and professional development and performance management ? fit well together and address a gap in the literature that has been apparent for some time. The psychological perspective speaks to growing interest in the micro-foundations of strategic success, and the blending together of both formal and informal perspectives on learning in organizations ensures a holistic rather than piecemeal approach to the question of how to build individual knowledge, skills, and competences in organizations. I believe that this book will make a significTable of ContentsAbout the Editors vii About the Contributors ix Foreword xiv Series Preface xv Railway Children xvii 1 The Psychology of Training, Development, and Performance Improvement 1Kurt Kraiger, Jonathan Passmore, Sigmar Malvezzi & Nuno Rebelo dos Santos Section I Training 11 2 The History of Training 13Sigmar Malvezzi 3 Training Needs Analysis at Work 32Rodrigo R. Ferreira, Gardênia da Silva Abbad, and Luciana Mourão 4 Training and Workplace Learning 50Karen Evans and Natasha Kersh 5 Transfer of Socialization 68Alan M. Saks 6 Encouraging Active Learning 92Nina Keith and Christian Wolff 7 The Competencies of Effective Trainers and Teachers 117Darryl Gauld 8 Training Evaluation 136Jonathan Passmore and Maria Joao Velez 9 Knowledge Transfer and Organizational Learning 154Linda Argote Section II E-Learning 171 10 Facilitation in E-Learning 173Annette Towler and Tyree Mitchell 11 Effective Virtual Learning Environments 188Jean-Luc Gurtner 12 Game- and Simulation-Based Approaches to Training 205Rebecca Grossman, Kyle Heyne, and Eduardo Salas Section III Personal and Professional Development in Organizations 225 13 Training and Personal Development 227Kurt Kraiger and Thomas M. Cavanagh 14 The Contribution of Talent Management to Organization Success 247David G. Collings 15 Action Learning: Approaches, Applications, and Outcomes 261Lisa Anderson and Charlotte Coleman 16 Knowledge-Sharing, Cooperation, and Personal Development 278Leonor Pais and Nuno Rebelo dos Santos 17 Using Competences in Employee Development 303Robert A. Roe 18 Personal Development Plan, Career Development, and Training 336Simon Beausaert, Mien Segers, and Therese Grohnert 19 Leadership Development and Organizational Success 354Thomas Garavan, Fergal O’Brien, and Sandra Watson 20 Structured Actions of Intentional Development 398Nuno Rebelo dos Santos and Leonor Pais 21 Informal Learning and Development 419Valéria Vieira de Moraes and Jairo Eduardo Borges-Andrade Section IV Performance Management 437 22 Performance Appraisal and Development 439Jeffrey R. Spence and Patricia L. Baratta 23 Designing Feedback to Achieve Performance Improvement 462Manuel London and Edward M. Mone 24 Using 360-Degree Feedback as a Development Tool 486Clive Fletcher 25 Feedback, Development, and Social Networks 503Piet Van den Bossche, Sara van Waes, and Janine van der Rijt Index 521
£36.05
John Wiley & Sons Inc Numb
Book SynopsisDiscover how to manage this noisy world without it managing you. In Numb, distinguished author Dr. Charles R. Chaffin delivers a fun and evidence-based exploration of how you can devote more attention on what you believe is important while ignoring the distractions that increasingly permeate your life. Using research from cognitive, education, positive, and clinical psychology, the book identifies the sources of noise and distraction in this information age and how we can manage it in all aspects of our lives. You'll learn about: How experiences in technology, from social media to selfies to porn, impact our ability to engage and connect with othersThe news we consume and the impact of confirmation bias, filter bubbles, and tribalismHow FOMO and choice overload impact our decision-makingThe power of our attention in all aspects of our daily lives Perfect for anyone interested in the expanding impact of the information age on our collective psyche, ;Numb helps empower you to use technology and information not as a destination, but as a tool towards authenticity and empowerment.Table of ContentsPreface Acknowledgments Introduction 1: The Information Age 2: Can I Have Your Attention Please? 3: The News 4: Instagram Worthy 5: Who’s the Pigeon Now? 6: A Habit of Distraction 7: Tinder and I Are Registered at Amazon 8: Confirmation Bias 9: Compassion Fatigue 10: Too Much Information 11: FOMO 12: The Outrage Machine 13: Tribalism 14: Instant Gratification 15: Loneliness 16: Choice 17: Impulse Buying 18: Porn 19: Publisher or Platform? 20: Algorithms 21: Regaining the Feeling References
£19.54
John Wiley and Sons Ltd The WileyBlackwell Handbook of the Psychology of
Book SynopsisA new addition to the organizational psychology field, The Psychology of Coaching and Mentoring draws on key contemporary research to offer an in-depth, international examination of psychological coaching and mentoring.Trade Review“In summary, the Wiley-Blackwell Handbook of the Psychology of Coaching and Mentoringshould be an easy-to-access resource not only for the researcher but also for the professional coach who has not stopped learning. This book is now firmly ensconced on my personal shelf of rich coaching resources.” (Personnel Psychology, 28 October 2015)Table of ContentsAbout the Editors vii About the Contributors viii Foreword by Sir John Whitmore xiv Series’ Preface xvi Railway Children xviii 1 The Psychology of Coaching and Mentoring 1 Jonathan Passmore, David B. Peterson, and Teresa Freire Section I Coaching 13 2 The Efficacy of Coaching 15 Anthony M. Grant 3 The Role of Contracting in Coaching: Balancing Individual Client and Organizational Issues 40 Robert J. Lee 4 The Development of Meaning and Identity Within Coaching 58 Mary Wayne Bush, Esra Ozkan, and Jonathan Passmore 5 Coaching Ethics 68 Rodney L. Lowman 6 The Neuroscience of Coaching 89 Miles Bowman, Kathleen M. Ayers, Joan C. King, and Linda J. Page 7 Mindfulness in Coaching: Philosophy, psychology or just a useful skill? 112 Michael J. Cavanagh and Gordon B. Spence 8 Developmental Coaching – Developing the Self 135 Tatiana Bachkirova 9 Gender Issues in Business Coaching 155 Sunny Stout-Rostron 10 Team Coaching 175 Alison Carter and Peter Hawkins Section II Mentoring 195 11 Designing Mentoring Schemes for Organizations 197 Paul Stokes and Lis Merrick 12 The Efficacy of Mentoring – the Benefits for Mentees, Mentors, and Organizations 217 Chloé Tong and Kathy E. Kram 13 Training Mentors – Behaviors Which Bring Positive Outcomes in Mentoring 243 Robert Garvey and Gunnela Westlander 14 Mentoring Programs for Under-represented Groups 266 Rowena Ortiz-Walters and Lucy L. Gilson Section III Theories and Models With Implications for Coaching 283 15 Humanistic/Person-centered Approaches 285 Jane Brodie Gregory and Paul E. Levy 16 Behavioral Coaching 298 Fiona Eldridge and Sabine Dembkowski 17 Cognitive Behavioral Approaches 319 Stephen Palmer and Helen Williams 18 Motivational Interviewing Approach 339 Tim Anstiss and Jonathan Passmore 19 Psychodynamic Approach 365 Michael A. Diamond 20 Gestalt Approach 385 Juliann Spoth, Sarah Toman, Robin Leichtman, and Julie Allan 21 Narrative Approaches 407 Reinhard Stelter 22 Positive Psychology Approaches 426 Teresa Freire Section IV Issues in Coaching and Mentoring 443 23 Conducting Organizational-Based Evaluations of Coaching and Mentoring Programs 445 Siegfried Greif 24 The Role of Emotions in Coaching and Mentoring 471 Kate Hefferon 25 Cross-cultural Working in Coaching and Mentoring 483 Geoffrey Abbott, Kate Gilbert, and Philippe Rosinski 26 Virtual Coaching and Mentoring 501 Niloofar Ghods and Camala Boyce Index 524
£130.45
John Wiley and Sons Ltd Stress
Book SynopsisStress: A Brief History is a lively, accessible, and detailed examination of the origins of the field of stress research. First concise, accessible, academically grounded book on the origins of the concept of stress. Explores different theories and models of stress such as the psychosomatic approach, homeostasis, and general adaptation syndrome. Discusses the work and intriguing contributions of key researchers in the field such as Walter Cannon, Hans Selye, Harold Wolff, and Richard Lazarus. Explains the origins of key concepts in stress such as stressful life events, the coronary-prone personality, and appraisals and coping. Culminates in a discussion of what makes a good theory and what obligations stress researchers have to those whose working lives they study. Trade Review"Mental health problems and stress-related disorders are often the cause of early death. Cary Cooper's and Philip Dewe's book is a fascinating and highly readable account of the long and difficult journey to this insight. I recommend it strongly." Lennart Levi, MD, PhD, Emeritus Professor, Division of Stress Research, Karolinska Institutet, Stockholm, Sweden "an informative and concise summary of landmarks in the history of stress research, with themes originating from over a hundred years of contributions to the field ... this book carries more than enough information for one to appreciate the origins of an exciting and necessary field." Andi Yi-An Shih, Ph.D. Candidate, University of British Colombia. Stress and Health, 20, 239-40, 2004 "This must be the definitive book on the history of stress, written by specialists in organisational psychology and behaviour...Work stress is given a chapter on its own , and the conclusion asks what we mean by stress and how research on the topic can be pursued." Scientific and Medical Network Review, Summer 2005Table of ContentsAcknowledgements. 1. From Early Beginnings to the 20th Century. Introduction. Hooke’s Law and the Engineering Analogy. The 18th Century and Beyond. Summary of Themes from the 18th and 19th Century. 2. The 20th Century – The Early Years. The Emergence of the School of Functionalism. Fatigue and Mental Hygiene. Psychosomatic Medicine and the contribution of Walter Cannon. Hans Selye. The Concept of Non-Specificity. General Adaptation Syndrome. Eustress, Distress, Overstress and Hyperstress. Physiological Aspects of Stress. The Work of Harold Wolff. The Protective Reaction. Summary of the First half of the 20th Century. 3. From the 1950s to Richard Lazarus. Stress in the 1950s and 1960s. Stressful Life Events. The Social Readjustment Scale. Daily Hassles and Uplifts and the Debate that Followed. The Debate: Critical Life Events Versus Hassles and Uplifts. Personality and Type A Behavior Patterns. Towards the Study of Individual Differences. A Return to the 1950s and 1960s and a change in Focus. The History of Stress in Sweden. The Origins of Organizational Psychology. The Rise of Ergonomics/Human Factors. Summary. 4. The Work of Richard Lazarus. Introduction. The Beginnings. The Berkeley Stress and Coping Project. A Historical Look at Appraisal. The Nature of Appraisals and the debate that Followed. Lazarus and the process of Coping. Ways of Coping Questionnaire. Lazarus and Emotions. Summary. 5. Work Stress and Occupational Health Psychology. Introduction. Work Stress. Role Conflict, Role Ambiguity and the Search for Causes of Work Stress. Beyond Role Conflict, Ambiguity and Overload. Early Research Frameworks and Identifying Strains. Toward an Integrated Model of Work Stress. Work Stress and Coping. From Coping to the Self Help Years to Stress Management. Occupational Health Psychology. Post Traumatic Stress Disorder. Summary. 6. What Do We Mean by Stress: From the Past to the Future. Introduction. From the Past to the Future. What does History add to Our Understanding of Stress?. Searching for the Organizing Concept of the future. Distinguishing Between Description and Meaning. Why Stress? Fulfilling Our moral Responsibility. References. Index.
£74.92
John Wiley and Sons Ltd Stress
Book SynopsisStress: A Brief History is a lively, accessible, and detailed examination of the origins of the field of stress research. First concise, accessible, academically grounded book on the origins of the concept of stress. Explores different theories and models of stress such as the psychosomatic approach, homeostasis, and general adaptation syndrome. Discusses the work and intriguing contributions of key researchers in the field such as Walter Cannon, Hans Selye, Harold Wolff, and Richard Lazarus. Explains the origins of key concepts in stress such as stressful life events, the coronary-prone personality, and appraisals and coping. Culminates in a discussion of what makes a good theory and what obligations stress researchers have to those whose working lives they study. Trade Review"Mental health problems and stress-related disorders are often the cause of early death. Cary Cooper's and Philip Dewe's book is a fascinating and highly readable account of the long and difficult journey to this insight. I recommend it strongly." Lennart Levi, MD, PhD, Emeritus Professor, Division of Stress Research, Karolinska Institutet, Stockholm, Sweden "an informative and concise summary of landmarks in the history of stress research, with themes originating from over a hundred years of contributions to the field ... this book carries more than enough information for one to appreciate the origins of an exciting and necessary field." Andi Yi-An Shih, Ph.D. Candidate, University of British Colombia. Stress and Health, 20, 239-40, 2004 "This must be the definitive book on the history of stress, written by specialists in organisational psychology and behaviour...Work stress is given a chapter on its own , and the conclusion asks what we mean by stress and how research on the topic can be pursued." Scientific and Medical Network Review, Summer 2005Table of ContentsAcknowledgements. 1. From Early Beginnings to the 20th Century. Introduction. Hooke’s Law and the Engineering Analogy. The 18th Century and Beyond. Summary of Themes from the 18th and 19th Century. 2. The 20th Century – The Early Years. The Emergence of the School of Functionalism. Fatigue and Mental Hygiene. Psychosomatic Medicine and the contribution of Walter Cannon. Hans Selye. The Concept of Non-Specificity. General Adaptation Syndrome. Eustress, Distress, Overstress and Hyperstress. Physiological Aspects of Stress. The Work of Harold Wolff. The Protective Reaction. Summary of the First half of the 20th Century. 3. From the 1950s to Richard Lazarus. Stress in the 1950s and 1960s. Stressful Life Events. The Social Readjustment Scale. Daily Hassles and Uplifts and the Debate that Followed. The Debate: Critical Life Events Versus Hassles and Uplifts. Personality and Type A Behavior Patterns. Towards the Study of Individual Differences. A Return to the 1950s and 1960s and a change in Focus. The History of Stress in Sweden. The Origins of Organizational Psychology. The Rise of Ergonomics/Human Factors. Summary. 4. The Work of Richard Lazarus. Introduction. The Beginnings. The Berkeley Stress and Coping Project. A Historical Look at Appraisal. The Nature of Appraisals and the debate that Followed. Lazarus and the process of Coping. Ways of Coping Questionnaire. Lazarus and Emotions. Summary. 5. Work Stress and Occupational Health Psychology. Introduction. Work Stress. Role Conflict, Role Ambiguity and the Search for Causes of Work Stress. Beyond Role Conflict, Ambiguity and Overload. Early Research Frameworks and Identifying Strains. Toward an Integrated Model of Work Stress. Work Stress and Coping. From Coping to the Self Help Years to Stress Management. Occupational Health Psychology. Post Traumatic Stress Disorder. Summary. 6. What Do We Mean by Stress: From the Past to the Future. Introduction. From the Past to the Future. What does History add to Our Understanding of Stress?. Searching for the Organizing Concept of the future. Distinguishing Between Description and Meaning. Why Stress? Fulfilling Our moral Responsibility. References. Index.
£26.55
John Wiley and Sons Ltd Testing People at Work
Book SynopsisTesting People at Work is an authoritative, practical text on selection and assessment. It explains psychometric testing in occupational settings and also covers other methods of selection such as assessment centres and e-selection. The book systematically covers all the topics required for the BPS Certificates of Competence in Testing Levels A and B. Designed for students taking selection and assessment courses. Covers the whole process of testing, from job analysis to reporting results. Uses new theoretical frameworks for the topics of personality and motivation. Features an extensive discussion of ethics in selection and assessment. Includes questions testing understanding and suggestions for further reading. Incorporates many tables and diagrams giving practical help to users of psychometric tests. Accompanied by supplementaryTrade Review"Comprehensive, authoritative, and readable, a combination that is almost impossible to achieve in an introductory upwards text to a scientific and practical discipline such as employee selection. This text retains its independence throughout from any single test publisher, yet covers all the competency areas laid down in the BPS framework, and is an absolute goldmine of information on testing and selection procedures more generally. Anyone even thinking of booking onto Level A or Level B test training courses should buy this book first." Neil Anderson, PhD, Professor of Organizational Psychology, University of Amsterdam "At last! A superbly practical book which takes you through the stages of psychometric testing sequentially, but also integrates theory and statistics into the story. The Smiths have provided all would-be practitioners with an indispensable tool for their learning, development, and reference." Peter Heriot, Visiting Professor, University of Surrey and Open University Business School "This is a much needed text that provides an excellent grounding for anyone aiming to achieve any of the BPS Certificates of Competence in Occupational Testing. It also represents the ideal source of reference for those using tests in the workplace. Each chapter is written in a clear, non-threatening style that takes the pain out of understanding the use of occupational tests." Dr Caroline Limbert, University of Oxford, BPS verified assessor for Certificate of Competence in Occupational Testing Table of ContentsPreface. Acknowledgements. 1. Competence in Occupational Testing. Part I Preparation for Testing:. 2. Job Analysis and Person Specifications. 3. Introduction to Intelligence & Cognitive Ability. 4. Introduction to Personality. 5. Introduction to Motives (Needs, Interest and Values). 6. Attracting Applicants. Part II Psychometrics. 7. Basic Statistics 1. 8. Basic Statistics 2. 9. Sensitivity of Selection Measures. 10. Standard Error and Reliability. 11. Validity. 12. Bias of Measures. 13. Calculating the Sterling Value of Selection (utilities analysis). Part III Assessment Tools. 14. Choice of Selection Methods. 15. Psychometric Tests 1. 16. Psychometric Tests 2. 17. e-Selection. 18. Other Scientific Methods of Selection. 19. Assessment Centres. Part IV Using Tests. 20. Test Administration. 21. Norms and Profiles. 22. Interpreting Scores. 23. Face-to-face Feedback. 24. Written Reports. 25. Telephone Feedback. 26. Ethics and Data Protection. Bibliography. Author Index. Occupation Index. Subject Index. Tests and Measures Index
£119.65
John Wiley and Sons Ltd Testing People at Work
Book SynopsisTesting People at Work is an authoritative, practical text on selection and assessment. It explains psychometric testing in occupational settings and also covers other methods of selection such as assessment centres and e-selection. The book systematically covers all the topics required for the BPS Certificates of Competence in Testing Levels A and B. Designed for students taking selection and assessment courses. Covers the whole process of testing, from job analysis to reporting results. Uses new theoretical frameworks for the topics of personality and motivation. Features an extensive discussion of ethics in selection and assessment. Includes questions testing understanding and suggestions for further reading. Incorporates many tables and diagrams giving practical help to users of psychometric tests. Accompanied by supplementaryTrade Review"Comprehensive, authoritative, and readable, a combination that is almost impossible to achieve in an introductory upwards text to a scientific and practical discipline such as employee selection. This text retains its independence throughout from any single test publisher, yet covers all the competency areas laid down in the BPS framework, and is an absolute goldmine of information on testing and selection procedures more generally. Anyone even thinking of booking onto Level A or Level B test training courses should buy this book first." Neil Anderson, PhD, Professor of Organizational Psychology, University of Amsterdam "At last! A superbly practical book which takes you through the stages of psychometric testing sequentially, but also integrates theory and statistics into the story. The Smiths have provided all would-be practitioners with an indispensable tool for their learning, development, and reference." Peter Heriot, Visiting Professor, University of Surrey and Open University Business School "This is a much needed text that provides an excellent grounding for anyone aiming to achieve any of the BPS Certificates of Competence in Occupational Testing. It also represents the ideal source of reference for those using tests in the workplace. Each chapter is written in a clear, non-threatening style that takes the pain out of understanding the use of occupational tests." Dr Caroline Limbert, University of Oxford, BPS verified assessor for Certificate of Competence in Occupational Testing Table of ContentsPreface vii Acknowledgements ix 1 Competence in Occupational Testing 1 Part I Preparation for Testing 7 2 Job Analysis and Person Specifications 9 3 An Introduction to Intelligence and Cognitive Ability 22 4 An Introduction to Personality 31 5 An Introduction to Motives (Needs, Values and Interests) 58 6 Attracting Applicants 72 Part II Psychometrics 81 7 Basic Statistics 1 83 8 Basic Statistics 2 100 9 The Sensitivity of Selection Measures 110 10 Standard Error and Reliability 113 11 Validity 133 12 Bias of Measures 165 13 Calculating the Sterling Value of Selection (Utility Analysis) 173 Part III Assessment Tools 181 14 Choice of Selection Methods 183 15 Psychometric Tests 1 187 16 Psychometric Tests 2 209 17 e-Selection 220 18 Other Scientific Methods of Selection 238 19 Less Scientific Methods of Selection 262 20 Assessment Centres 269 Part IV Using Tests 281 21 Test Administration 283 22 Norms and Profiles 298 23 Interpreting Scores 315 24 Face-to-face Feedback 347 25 Written Reports 355 26 Telephone Feedback 364 27 Ethics and Data Protection 368 Bibliography 383 Author Index 404 Occupation Index 410 Subject Index 412 Test and Measures Index 422
£51.25
John Wiley and Sons Ltd Performance Management
Book SynopsisPerformance Management presents an end-to-end practical model of effective performance management that shows how to develop and implement performance management systems that yield bottom line results. Practical step by step guidance and examples Realities associated with implementing best practices and avoiding common pitfalls Jobs and circumstances where common practices will and will not work well Proven approaches from leading organizations Insights for everyone involved in performance management through senior leadership Trade Review"There have been many debates over the decades about the best format for rating scales .. .Pulakos presents the more important arguments on these matters in a way most readers will comprehend. Pulakos’s comprehensive system begins with specifying organizational objectives and then moves down through each level. The primary audience is not psychologists so much as human resources staff and the managers who must be responsible for developing, implementing, and defending a performance management system. It should be invaluable to those who are developing a system and overseeing training on its use. For the student audience, it will provide a practical perspective that is often missing from their training." (PsycCritiques, October 2009) "Dr. Pulakos is one of the foremost experts on the practical application of performance management approaches. Based on her extensive expertise in this area she presents a down-to-earth, pragmatic approach that focuses on what you need to do to gain the best value from performance management and make your process work effectively. This book is useful for everyone involved in performance management -- executives, managers, and human resources professionals." Dr. Nancy Rotchford, Director, Associate Assessment Worldwide, Ingram Micro, Inc. "Elaine Pulakos provides an extremely insightful and useful book, the best ever written, to guide organizations in the design or redesign of their performance management systems. It emphasizes both strategic and tactical issues, with innumerable tips, best practices, and examples as guides to action." Herbert G. Heneman III, Dickson-Bascom Professor Emeritus in Business, University of Wisconsin-Madison "Practical, user friendly, and highly engaging, this book reflects the author's considerable experience in designing, and, just as importantly, implementing performance management systems that yield tangible results." Wayne F. Cascio, US Bank Term Professor of Management, The Business School, University of Colorado Denver “Pulakos provides the best information we have concerning research on performance management systems, and combines it with a list of “best practices” to guide every step along the way. But what really sets this book apart is that Pulakos then adds another layer and discusses the practical issues that may serve to limit exactly what a company can do in this area. She then goes even one step further and includes a series of training exercises to help guide the manager on how to develop and implement systems for performance management.” Angelo S. DeNisi, Dean, A.B. Freeman School of Business, Tulane University PRAISE FOR PAGE ON BACK: TO INCLUDE ALL QUOTES ABOVE, AS WELL AS FULL TEXT OF FOLLOWING: FULL TEXT OF ANGELO S. DENISI'S PUFF: "Anyone interested in designing and implementing a performance management system will be well served if they begin by consulting a new book entitled “Performance Management: A New Approach for Driving Business Results” by Elaine Pulakos. Pulakos provides the best information we have concerning research on performance management systems, and combines it with a list of “best practices” to guide every step along the way. But what really sets this book part is that Pulakos then adds another layer and discusses the practical issues that may serve to limit exactly what a company can do in this area. She then goes even one step further and includes a series of training exercises to help guide the manager on how to develop and implement systems for performance management – not just performance appraisal – but the art of using appraisal information to help improve individual and organizational performance. This book is clearly written, practically oriented and yet based on scientific research. Stated simply, this is one of the finest examples of adapting scientific research for practice that I have seen anywhere." Angelo S. DeNisi, Dean, A.B. Freeman School of Business, Tulane UniversityTable of ContentsSeries Preface. Preface. Part I. A Primer on Performance Management. 01. The Truth About Performance Management. 02. How Did We Arrive at Today’s Best Practices?. Part II. How to Design and Implement a Successful Performance Management Process. 03. Getting Started. 04. A Model Performance Management Process. 05. Performance Management System Implementation. Part III: How to Develop Solid Performance Measures. 06. Legal Requirements. 07. Developing Objectives and Measuring Results. 08. Developing Behavioral Performance Standards. 09. Conclusion. Reference Notes.
£25.60
John Wiley and Sons Ltd Employee Engagement
Book SynopsisProviding both practical advice, tools, and case examples, Employee Engagement translates best practices, ideas, and concepts into concrete and practical steps that will change the level of engagement in any organization. Explores the meaning of engagement and how engagement differs significantly from other important yet related concepts like satisfaction and commitment Discusses what it means to create a culture of engagement Provides a practical presentation deck and talking points managers can use to introduce the concept of engagement in their organization Addresses issues of work-life balance, and non-work activities and their relationship to engagement at work Table of ContentsSeries Editor’s Preface Preface Acknowledgments 1. Engaging Engagement How Engagement Makes a Difference and What Engagement Is The Business Case for Employee Engagement Engagement as Psychic Energy: On the Inside Engagement as Behavioral Energy: How Engagement Looks to Others How an Engaged Workforce Creates Positive Financial Consequences for Organizations On High Performance Work Environments: Four Principles for Creating an Engaged Workforce The Capacity to Engage The Motivation to Engage The Freedom to Engage The Focus of Strategic Engagement Engagement and Discretionary Effort Interaction of Cause and Effect The Remainder of the Book 2. The “Feel and Look” of Employee Engagement The Feel of Engagement Urgency Focus Intensity Enthusiasm Cross-Cultural Issues in Describing the Feelings of Engagement Summary: The Feel of Engagement The Look of Engagement: Employee Behavior Persistence Proactivity Role Expansion Adaptability Summary: The Look of Engagement Strategically Aligned Engagement Behavior On Commitment, Alignment, and Internalization What About Employee Satisfaction? Where Does This Take Us? 3. The Key to an Engaged Workforce: An Engagement Culture What is Organizational Culture? Creating a Culture for Engagement: How People are Valued in Organizations The Central Role of a Culture of Trust in Employee Engagement Trust in Senior Leadership, Trust in Management, and Trust in the System The Role of Fairness in a Culture of Engagement Culture Emergence Learning the Culture Do the People or the Environment Make the Culture? The Role of the Work Itself in a Culture of Engagement The Role of Monetary Incentives in a Culture of Engagement Does Organizational Success Impact Employee Engagement? The Role of Culture in Creating Strategic Employee Engagement How Culture Supports Alignment Summary 4. Phase 1 of Creating and Executing an Engagement Campaign: Diagnostics and the Engagement Survey Pre-Survey Diagnostic Activities Step 1: Conduct the Background Check and Acquire the “Language” Step 2: Engage Leadership to Define Strategic Engagement and the Supporting Culture Step 3: Craft the Engagement Messaging The Engagement Survey Writing Questions that Focus on the Feelings of Engagement Writing Questions that Focus on Behavioral Engagement Writing Generic Behavioral Engagement Survey Questions Writing Questions that Focus on Creating the Employee Capacity to Engage Writing Questions that Focus on Whether People Have a Reason to Engage Writing Questions that Focus on Whether People Feel “Free” to Engage Summary 5. Phase 2 of Creating and Executing an Engagement Campaign: Action Planning and Intervention Survey Results Interpretation Benchmarks Survey Results Feedback Feedback at the Executive Level Feedback at the Managerial Level Communicating Survey Results Company-Wide Summary Preparing the Organization for Taking Action Commitment for Action Resources and Tools That Facilitate Action Planning and Change Variants on the Action Planning Model How Much Measurable Change is Possible? Actual Changes That Build and Maintain Engagement Interventions that Build Confidence and Resiliency Interventions that Enhance Social Support Networks Interventions that Renew or Restore Employee Energy Interventions that Enhance the Motivation to Engage Interventions that Enhance the Freedom to Engage Interventions Focused on Process Fairness Interventions Focused on Outcome Fairness Interventions Focused on Interactional Fairness Leadership Behavior and Engagement Summary 6. Burnout and Disengagement: The Dark Side of Engagement Disengagement: Early Unmet Expectations at Work The Nature and Trajectory of Burnout The Components of Burnout The Trajectory of Burnout Is Burnout Inevitable? Effective Coping With Burnout Social Support Autonomy and Job Control Burnout, Workaholism, and Engagement: Resolution of the Paradox Job Creep and the Erosion of Trust Additional Stress Factors and Disengagement Remedies and Interventions The Need for Recovery Other Interventions Resistance to Change and Engagement: Another Dark Side of Engagement How Should Engagement Initiatives be Communicated? Conclusion 7. Talking Points: Introducing or Rethinking Engagement in Your Organization Notes Subject Index Author and Name Index
£27.50
John Wiley and Sons Ltd Employee Engagement
Book SynopsisProviding both practical advice, tools, and case examples, Employee Engagement translates best practices, ideas, and concepts into concrete and practical steps that will change the level of engagement in any organization. Explores the meaning of engagement and how engagement differs significantly from other important yet related concepts like satisfaction and commitment Discusses what it means to create a culture of engagement Provides a practical presentation deck and talking points managers can use to introduce the concept of engagement in their organization Addresses issues of work-life balance, and non-work activities and their relationship to engagement at work Table of ContentsSeries Editor’s Preface Preface Acknowledgments 1. Engaging Engagement How Engagement Makes a Difference and What Engagement Is The Business Case for Employee Engagement Engagement as Psychic Energy: On the Inside Engagement as Behavioral Energy: How Engagement Looks to Others How an Engaged Workforce Creates Positive Financial Consequences for Organizations On High Performance Work Environments: Four Principles for Creating an Engaged Workforce The Capacity to Engage The Motivation to Engage The Freedom to Engage The Focus of Strategic Engagement Engagement and Discretionary Effort Interaction of Cause and Effect The Remainder of the Book 2. The “Feel and Look” of Employee Engagement The Feel of Engagement Urgency Focus Intensity Enthusiasm Cross-Cultural Issues in Describing the Feelings of Engagement Summary: The Feel of Engagement The Look of Engagement: Employee Behavior Persistence Proactivity Role Expansion Adaptability Summary: The Look of Engagement Strategically Aligned Engagement Behavior On Commitment, Alignment, and Internalization What About Employee Satisfaction? Where Does This Take Us? 3. The Key to an Engaged Workforce: An Engagement Culture What is Organizational Culture? Creating a Culture for Engagement: How People are Valued in Organizations The Central Role of a Culture of Trust in Employee Engagement Trust in Senior Leadership, Trust in Management, and Trust in the System The Role of Fairness in a Culture of Engagement Culture Emergence Learning the Culture Do the People or the Environment Make the Culture? The Role of the Work Itself in a Culture of Engagement The Role of Monetary Incentives in a Culture of Engagement Does Organizational Success Impact Employee Engagement? The Role of Culture in Creating Strategic Employee Engagement How Culture Supports Alignment Summary 4. Phase 1 of Creating and Executing an Engagement Campaign: Diagnostics and the Engagement Survey Pre-Survey Diagnostic Activities Step 1: Conduct the Background Check and Acquire the “Language” Step 2: Engage Leadership to Define Strategic Engagement and the Supporting Culture Step 3: Craft the Engagement Messaging The Engagement Survey Writing Questions that Focus on the Feelings of Engagement Writing Questions that Focus on Behavioral Engagement Writing Generic Behavioral Engagement Survey Questions Writing Questions that Focus on Creating the Employee Capacity to Engage Writing Questions that Focus on Whether People Have a Reason to Engage Writing Questions that Focus on Whether People Feel “Free” to Engage Summary 5. Phase 2 of Creating and Executing an Engagement Campaign: Action Planning and Intervention Survey Results Interpretation Benchmarks Survey Results Feedback Feedback at the Executive Level Feedback at the Managerial Level Communicating Survey Results Company-Wide Summary Preparing the Organization for Taking Action Commitment for Action Resources and Tools That Facilitate Action Planning and Change Variants on the Action Planning Model How Much Measurable Change is Possible? Actual Changes That Build and Maintain Engagement Interventions that Build Confidence and Resiliency Interventions that Enhance Social Support Networks Interventions that Renew or Restore Employee Energy Interventions that Enhance the Motivation to Engage Interventions that Enhance the Freedom to Engage Interventions Focused on Process Fairness Interventions Focused on Outcome Fairness Interventions Focused on Interactional Fairness Leadership Behavior and Engagement Summary 6. Burnout and Disengagement: The Dark Side of Engagement Disengagement: Early Unmet Expectations at Work The Nature and Trajectory of Burnout The Components of Burnout The Trajectory of Burnout Is Burnout Inevitable? Effective Coping With Burnout Social Support Autonomy and Job Control Burnout, Workaholism, and Engagement: Resolution of the Paradox Job Creep and the Erosion of Trust Additional Stress Factors and Disengagement Remedies and Interventions The Need for Recovery Other Interventions Resistance to Change and Engagement: Another Dark Side of Engagement How Should Engagement Initiatives be Communicated? Conclusion 7. Talking Points: Introducing or Rethinking Engagement in Your Organization Notes Subject Index Author and Name Index
£73.76
John Wiley and Sons Ltd Designing Workplace Mentoring Programs
Book SynopsisThis book presents an evidence-based best practice approach to the design, development, and operation of formal mentoring programs within organizations. It includes practical tools and resources that organizations can use such as training exercises, sample employee development plans, and mentoring contracts. Case studies from organizations with successful mentoring programs illustrate various principles (e.g., how the mentoring program is aligned with other organizational systems) and suggest best practice contemporary strategies.Table of ContentsPreface. Chapter 1. Introduction. Chapter 2. Planning and Providing Infrastructure. Chapter 3. Participant Recruitment and Selection. Chapter 4. Matching Mentors and Protégés. Chapter 5. Training. Chapter 6. Mentoring Structure and Processes. Chapter 7. Monitoring and Program Evaluation. Afterword. References. Appendices
£73.76
John Wiley and Sons Ltd Designing Workplace Mentoring Programs
Book SynopsisThis book presents an evidence-based best practice approach to the design, development, and operation of formal mentoring programs within organizations. It includes practical tools and resources that organizations can use such as training exercises, sample employee development plans, and mentoring contracts. Case studies from organizations with successful mentoring programs illustrate various principles (e.g., how the mentoring program is aligned with other organizational systems) and suggest best practice contemporary strategies.Table of ContentsPreface. Chapter 1. Introduction. Chapter 2. Planning and Providing Infrastructure. Chapter 3. Participant Recruitment and Selection. Chapter 4. Matching Mentors and Protégés. Chapter 5. Training. Chapter 6. Mentoring Structure and Processes. Chapter 7. Monitoring and Program Evaluation. Afterword. References. Appendices
£25.60
American Psychological Association Action Learning for Developing Leaders and
Book Synopsis This book demonstrates how Action Learning can quickly and effectively be introduced, implemented, and sustained in any type or size of organization. Today''s rapidly changing and globally competitive business environment mandates that 21st century leaders develop new models and innovative learning processes of organizational leadership. To meet these shifting needs, Action Learning has emerged as a key training and problem-solving tool for companies as diverse as Nokia, Samsung, Boeing, GE, Motorola, Marriott, General Motors, Deutsche Bank, and British Airways. These and hundreds of other companies around the world now employ Action Learning for strategic planning to develop managers, identify competitive advantages, reduce operating costs, and create high-performing teams. What exactly is Action Learning? Simply described, it is a dynamic process that involves a small group of people solving real organizational problems, while focusing on how theirTrade ReviewMarquardt et al offer a well-rounded approach to AL with a balance between theory, background, and real-world use, giving voice to both the action and the learning. * Training + Development *Table of ContentsPreface Introduction I. Foundations of Action Learning Leadership and Organizational Change in the 21st Century Fundamentals of Action Learning and How It Works The Interdisciplinary Foundations for Action Learning The Power of Action Learning to Develop Leaders and Learning Organizations Asking Questions to Promote Reflection and Learning Throughout the Action Learning Team's Life Cycle II. Implementing Action Learning Developing and Changing Organizations Through Action Learning Embedding Action Learning in the Organization Integrating Action Learning Within Larger Developmental Programs Application of Action Learning Principles in Other Development Processes III. Best Practices From the Present to the Future The Evidence for the Effectiveness of Action Learning Best Practices in Planning and Implementing Action Learning Programs Action Learning From the Future References Index About the Authors
£29.70
American Psychological Association APA Handbook of Career Intervention
£999.99
American Psychological Association Using Feedback in Organizational Consulting
Book Synopsis This book provides consulting psychologists, managers, and human resources personnel with easy-to-use, evidence-based strategies for providing effective feedback to improve communication and performance in the workplace. Feedback is an essential part of communication, coaching, management, and human resource practices. Yet the essential elements that make feedback more effective often fail to go beyond the pages of academic journal articles and into the workplace where they could greatly improve communication and performance. This book is an easy-to-use resource that applies classic and current research findings to create actionable, evidence-based tactics that consulting psychologists, consultants, managers, and HR personnel can use to improve feedback exchanges in any work environment. The authors present a simple and straightforward model of the feedback process that includes four critical elements that can make or break a feedback exchange: Trade Review“Whatever managerial role you serve as a psychologist, this book will strengthen your supervisory, consultative, and training skills. The authors are well attuned to virtually every factor that constitutes feedback, be it the characteristics of the feedback provider and recipient, communication style, when and how feedback is given, and the influence of power-hierarchy on feedback effectiveness. And as the book makes eminently clear, performance feedback works best when the people involved like, trust and respect each other, a definitive admonition if there ever was one.” – New England Psychologist “Well-written, comprehensive, and accessible.” - PsycCRITIQUESTable of ContentsSeries Editor's ForewordRodney L. LowmanAcknowledgmentsIntroduction Laying the Foundation: Classic Models of Feedback in Organizations How Feedback and Goals Drive Behavior: Control Theory Getting to the Point: The Feedback Message Feedback Delivery and the Role of the Feedback Provider Perception Is Reality: The Role of Individual Differences in the Feedback Process Context Matters The Role of Feedback in Human Capital and Talent Management Processes Recommendations for Practice and Directions for Future Research Recommendations for Further ReadingReferencesIndexAbout the Authors
£41.40
American Psychological Association APA Handbook of Sport and Exercise Psychology
Book Synopsis The 2-volume APA Handbook of Sport and Exercise Psychology presents new areas of research and links theory with emerging practice to reflect the latest developments in this constantly changing field. The 77 chapters provide extensive coverage of conceptual frameworks and models, empirical findings, and practical interventions. Additionally, many chapters discuss topics not addressed in other publications, such as attention deficit/hyperactivity disorder, sleep disorders, life-span engagement in sport and physical activity, and professional ethics and governance.
£328.80
American Psychological Association Older Women Who Work
Book SynopsisThis book presents research on older women's experiences in the workplace, exploring personal and career identity, social roles, and quality of life concerns for women age 65 and over.Trade ReviewChock-full of practical and academic insights, this accessible work is a must-have for collections of all levels. * Choice *Table of ContentsContributors Series Foreword Mary WyerForewordBonnie R. StricklandAcknowledgments Introduction Ellen Cole and Lisa Hollis-Sawyer Part I: Personal and Career Identities for Older Women 1. From Striving to Thriving: How Facing Adversity Across the Lifespan Can Foster Workplace Resilience Ashley M. Stripling and Jodie Maccarrone 2. The Aging Woman Worker in a Lifespan Developmental Context Valory Mitchell 3. Shifting Values and Late Course Adjustments in the Careers of Older Women Lorraine Mangione, Kathi A. Borden, and Elizabeth Fuss 4. Work-Related Choice and Identity in Older Women Nicky J. Newton and Katherine M. Ottley 5. Plenty More at the Factory Gate: An Autoethnography of a Precarious Work (Life) in ProgressJackie Goode Part II: Societal Roles of Aging Women Workers 6. The Secret Poor Among Us: Older Women Who Work to Make Ends Meet Mary Gergen and Ellen Cole 7. Work-Life Balance and the Older Working Woman H. Lorraine Radtke and Janneke van Mens-Verhulst 8. What, Retire? Not Now--Maybe Not Ever Patricia A. O’Connor 9. "You're Too Young/Old for This": The Intersection of Ageism and Sexism in the Workplace Ruth V. Walker and Alexandria I. Zelin Part III: Diversity and Personal Grit in the Workplace and Beyond 10. Appalachian Grit: Women and Work in West VirginiaJulie Hicks Patrick, Abigail M. Nehrkorn-Bailey, Michaela S. Clark, and Madeline M. Marello 11. Missions Continued: Contextualizing Older Women's Work Pursuits and Passions in Lifelong Journeys Niva Piran 12. Older Immigrant Women Who Work: Building Resilience, Changing Perceptions and Policies Jasmin Tahmaseb McConatha and Frauke Schnell 13. Use It or Lose It: Older Women and Civic Engagement Lisa Hollis-Sawyer Appendix: Employment Resources for Older Women Index About the Editors
£999.99
American Psychological Association Anger at Work
Book SynopsisThis book helps researchers and practitioners identify problematic anger and evaluate its impact on job performance and in the workplace.Table of ContentsContributors Acknowledgments Why Anger Matters: An Introduction Amy B. Adler and David Forbes I. Foundations Chapter 1. An Overview of Anger: A Common Emotion With a Complicated Backstory Jeffrey M. Osgood and Phillip J. Quartana Chapter 2. Anger as an Occupational Health Challenge for Employees in High-Risk Occupations Thomas W. Britt, Chloe A. Wilson, Eric B. Elbogen, Elizabeth E. Van Voorhees, and Kirsten Dillon II. Organizational Context Chapter 3. Moral Injury and Anger in the Workplace Andrea J. Phelps, Lisa Dell, and Kim Murray Chapter 4. Emotional Culture and the Angry Team Olivia (Mandy) O'Neill Chapter 5. Anger and the Role of Supervisors at Work Leslie B. Hammer, James D. Lee, Cynthia D. Mohr, and Shalene J. Allen III. Clinical Context Chapter 6. Anger in Occupations Characterized by Repeated Threat and Stress Exposure: The Longitudinal View in the Military Context Ellie Lawrence-Wood, Miranda van Hooff, and Alexander McFarlane Chapter 7. The Cost of Anger: Suicide in the U.S. Army James A. Naifeh, Oscar I. Gonzalez, Holly B. Herberman Mash, Carol S. Fullerton, and Robert J. Ursano Chapter 8. Clinical Interventions for Problematic Anger Leslie A. Morland, Lisa H. Glassman, Margaret-Anne Mackintosh, and Paula P. Schnurr Chapter 9. Cognitive Bias Interventions Gal Arad and Yair Bar-Haim IV. Future Directions Chapter 10. Advancing Anger Research David Forbes and Amy B. Adler Index About the Editors
£45.90
American Psychological Association Career Assessment
Book SynopsisThis book will help career assessors offer practical guidance that can make a real difference in people''s lives. Key assessment factors include occupational interests, abilities, and personality characteristics. Career and work contribute significantly to personal and life satisfaction—and, when they are problematic, to personal unhappiness and stress. In this comprehensive career assessment book, Rodney L. Lowman addresses the three major areas that matter the most for understanding and helping people with their career choices: occupational interests, abilities (broadly defined), and personality characteristics. Chapters examine how these factorsrelate to career satisfaction, how to assess them using psychometric measures, and how to integrate the results of these assessments with the clients’ specific needs and goals. Detailed case examples are included, as well as a nuanced discussion of ethics and technology. Lowman’s career assessmTrade ReviewThis very practical and useful book presents a strategy for assessing and integrating the domains of interests, personality, and ability aimed at facilitating career counseling and the career choice process. In a meaningful and informative style, the author integrates theory, research, and practice across these three relevant domains. -- W. Bruce Walsh, PhD, Emeritus Professor, Psychology, The Ohio State University, Columbus; Fellow, American Psychological AssociationIt is rare to find a book on career assessment or, for that matter, on individual differences that presents an integrative literature review and models of abilities, personality traits, and interests. Rodney Lowman has crafted such a book, one that advances assessment and interpretation for practitioners and researchers in vocational and organizational psychology. -- James Rounds, PhD, Professor, Educational Psychology and Psychology, University of Illinois at Urbana-ChampaignDr. Lowman had done it again! This is the best, most complete, and yet one of the most practical books for career assessment available. If you conduct career or work assessments, or plan to, this volume will be invaluable. The book covers the three main areas of career assessment, including interests, abilities, and personality, and includes an excellent summary of the theory and research of these domains. It is also a practical guide with numerous helpful case examples. Assessments are a critical part of career assessment and coaching, and Lowman provides an excellent review of the key assessments necessary to do this work. -- Jeffrey E. Auerbach, PhD, President, College of Executive Coaching; author of Personal and Executive Coaching: The Complete Guide for Mental Health ProfessionalsWhat makes Lowman’s book special is that he understands the essence and purpose of career assessment, as well as the research integrated from the many disciplines that regularly provide these data. Lowman lays out a process and examines the evidence, even identifying unresolved or still-emerging issues. This book is a comprehensive treatment of the core issues in career assessment that also addresses human diversity, technology, and ethics. -- Mark Pope, EdD, Curators’ Distinguished Professor Emeritus, University of Missouri–St. Louis; Recipient, Eminent Career Award, National Career Development Association (2008); President, National Career Development Association (1998–1999); President, American Counseling Association (2003–2004Table of ContentsPreface Introduction: The Interdomain Model of Career Assessment Chapter 1. Scope of Career Assessment Work I. Assessing Vocational Interests Chapter 2. Defining and Contextualizing Vocational Interests Chapter 3. The “Big Six” RIASEC Interest Types Chapter 4. Applications: Choosing Interest Measures, Interpreting Individual-Level Interest Results, and Case IllustrationsII. Assessing Career-Related Abilities Chapter 5. Career-Related Abilities: Conceptual Issues and General Intelligence Chapter 6. Mechanical and Physical Abilities Chapter 7. Spatial Abilities Chapter 8. Artistic and Creative Abilities Chapter 9. Social Abilities: Social and Emotional Intelligence Chapter 10. Managerial and Leadership Abilities Chapter 11. Perceptual, Computational, and Other Abilities Chapter 12. Case Illustrations of Ability ProfilesIII. Assessing Career-Related Personality Characteristics Chapter 13. Conceptual and Measurement Issues of Career-Related Personality Chapter 14. The Five-Factor Model of Personality Chapter 15. Other Career-Relevant Personality Characteristic Chapter 16. Applications: Case Illustrations of Personality ProfilesIV. Applying the Interdimensional Model Chapter 17. Relationships Across Interest, Ability, and Personality Domains Chapter 18. Applying the Interdomain Model: A Step-by-Step Process for Integrating Career Assessment Data Chapter 19. Client Feedback and Report Preparation Chapter 20. Ethical/Legal and Technological Issues References
£82.80
American Psychological Association Handbook of Occupational Health Psychology
Book SynopsisThis third edition offers 14 new chapters and a fully updated, comprehensive survey of the field of occupational health psychology, including its history, theories, models, interventions, and empirical research. Grounded in the NIOSH Total Worker Health® model, this new edition on Occupational Health Psychology (OHP) reflects the expanding scope of the field, as well as recent changes in the nature and organization of work. It is an essential resource for professionals and scholars who seek to prioritize worker safety while promoting their health and well-being. OHP is informed by research from psychology subdisciplines including I/O, human factors, cognitive, social, health, clinical, counseling and developmental psychology, as well as public health, preventive medicine, occupational medicine, ergonomics, industrial hygiene, and industrial engineering. Historically, OHP focused on preventing illness, injury, or distress of workers in their work envirTable of ContentsPart I. Mission and History Chapter 1. Introduction: Public Health and Prevention in Occupational Settings Lois E. Tetrick, Gwenith G. Fisher, Michael T. Ford, and James Campbell Quick Chapter 2. The Origins of Occupational Health Psychology: Another Look Joseph J. Hurrell Jr. and Steven L. SauterPart II. Models and Frameworks Chapter 3. Examining the Dynamics of Major Theories of Occupational Stress Pamela L. Perrewé and Charn P. McAllister Chapter 4. The Holistic Model of Stress: Savoring Eustress While Coping With Distress Bret L. Simmons, Alexis Hanna, and Jinyu Hu Chapter 5. Controlling Occupational Safety and Health Hazards Michael J. Smith, Pascale Carayon, and Peter Hoonakker Chapter 6. An Integrated Framework for Organizational Well-Being: Updated Themes, Potential Competencies, and a Broader Horizon Joel Bennett, Cristina Banks, and Aldrich Chan Chapter 7. A Dual Process Model of Multidimensional Work–Nonwork Balance Wendy J. Casper, Shelia A. Hyde, Hoda Vaziri, and Julie H. Wayne Chapter 8. Cross-Cultural Occupational Health Psychology: An Updated Review William Scott, Chu-Hsiang Chang, and Paul E. SpectorPart III. Causes and Risks Chapter 9. Organizational Climate and Occupational Health Mark G. Ehrhart and Maribeth Kuenzi Chapter 10. Nonstandard Work Schedules Philip Tucker and Göran Kecklund Chapter 11. Nonstandard Work Arrangements Regina Pana-Cryan, John Howard, and Tim Bushnell Chapter 12. Sleep and Fatigue in Occupational Health Psychology Research Larissa K. Barber and Christopher J. Budnick Chapter 13. Taking a Broader View of Justice as a Component of Occupational Health: Moving Beyond Organizational Justice M. Blake Hargrove Chapter 14. Mistreatment in Organizations: Where Are We, and Where Are We Going Liu-Qin Yang, Stefanie Fox, and Katharine McMahonPart IV. Symptoms, Disorders, and Consequences Chapter 15. Job Burnout Michael P. Leiter and Christina Maslach Chapter 16. Occupational Psychosocial Factors and Cardiovascular Disease Paul Landsbergis, Javier Garcia-Rivas, Arturo Juarez-Garcia, BongKyoo Choi, Marnie Dobson Zimmerman, Viviola Gomez Ortiz, Niklas Krause, Jian Li, and Peter Schnall Chapter 17. Pain, Musculoskeletal Injuries, and Return to Work William S. Shaw, Alicia G. Dugan, and Jennifer Garza Chapter 18. Alcohol and Illicit Drug Involvement in the Workforce and Workplace Michael R. Frone and Peter A. Bamberger Chapter 19. Psychological Well-Being and Occupational Health: Caught in the Quicksand or Standing on a Firm Foundation? Robert R. Sinclair, Thomas W. Britt, and Gwendolyn Paige Watson Chapter 20. Psychological Recovery From Work Demands and Employee Well-Being Charlotte Fritz Chapter 21. Meaningful Work, Calling, and Occupational Health Bryan J. Dik, Michael F. Steger, and Zachary A. MercurioPart V. Interventions and Treatment Chapter 22. Improving Employee Well-Being Through Improving Working Conditions: A Review on How We Can Make Participatory Organizational Interventions Work Karina Nielsen Chapter 23. Promoting Worker Health and Well-Being: Targets for Change and Strategies for Attaining Them Catherine A. Heaney Chapter 24. Employee Assistance Programs: Strengths, Challenges, and Future Roles Zofia Bajorek, Andrew Kinder, and Cary L. Cooper Chapter 25. Occupational Health and Safety Leadership Jane Mullen, Tabatha Thibault, and E. Kevin Kelloway Chapter 26. The Work–Nonwork Interface: Policy and Practice Leslie B. Hammer and Tori L. CrainPart VI. Methods and Evaluation Chapter 27. Epidemiology for Occupational Health Psychology Research: Understanding the Approach Amanda Sonnega and John Sonnega Chapter 28. Program Evaluation: The Bottom Line in Organizational Health Joyce A. Adkins, Susan Douglas, Patrick Voorhies, and Leonard BickmanPart VII. Allied Disciplines Chapter 29. Occupational Ergonomics David Gilkey Chapter 30. Industrial Hygiene and the Physical Work Environment Jennifer Cavallari, Len Zwack, and Cora Roelofs Chapter 31. Public Health Practice for Prevention Liliana Tenney, Carol Brown, and Natalie V. Schwatka Chapter 32. Occupational and Environmental Medicine and the Occupational Health Psychology Interface Richard Pompei, Brian Williams, and Lee S. NewmanPart VIII. Conclusion Chapter 33. Occupational Health Psychology Today: Research Themes, Reflections, and Looking to the Future Michael T. Ford, Gwenith G. Fisher, Lois E. Tetrick, and James Campbell Quick
£90.90
American Psychological Association Essential Strategies for Organizational and
Book SynopsisThis text provides conceptual and operational descriptions of the major theories in and strategic approaches to the field of organizational and systems change. Organizational and systems change, a primary focus for many consulting psychologists and otherprofessional consultants, requires a subtle knowledge of human organizations, cultures, and societies. This bookdescribes a variety of strategies and principles involved in O/SC, including general systems theory, chaos and complexity theory, organizational development and change management, organizational and personal learning, psychodynamics and covert processes, and emerging areas of interest including the integration of positive psychology, appreciative inquiry, behavioral theory, and neuropsychology into the practice of O/SC. Essential Strategies for Organizational and Systems Change offers a broad and comprehensive treatment of the research behind and challenges involved in motivating anTable of ContentsSeries Editor’s Foreword Rodney L. Lowman Dedication and Acknowledgments Chapter 1. Philosophical and Historical Foundation of Organizational and Systems Change Chapter 2. Organizations as Systems Chapter 3. Lewinian, Organization Development, and Change Management Chapter 4. Leading and Managing Radical Change Chapter 5. Covert Processes in Human Affairs Chapter 6. Learning-Based Change Chapter 7. Positive Psychology, Behaviorism, and Neuropsychology and the Future of Organizational and Systems Change References Index About the Authors
£39.60
American Psychological Association Leading Beyond Crisis
Book SynopsisIt''s hard enough to lead in good times. It''s even harder to lead in a crisis.This book teaches the art and science of transformative resilient leadership, a unique leadership style that focusses on spotting the opportunities that emerge from times of adversity, and leverages them to foster resilience and growth. With over 70 years of combined experience training leaders in business, military, sports, and other high-pressure settings, psychologists George S. Everly, Jr., and Amy B. Athey have garnered unparalleled insight into how the best leaders navigate the worst. This book distills their wisdom into practical, reader-friendly chapters and profiles leaders from classical and modern history who demonstrate the five pillars of transformative resilient leadership. Whether you are a CEO, frontline manager, director, teacher, coach, or other leader, you can learn to seize the unique opportunities afforded by crisis to achieve organizational, commuTable of ContentsIntroduction: Transformative Resilient Leadership DefinedI. Foundations of Transformative Resilient Leadership 1. Study the Past, Prepare for the Future 2. Modern Classics 3. Crisis Leadership Through the Lens of Resilience 4. Essential Neuroscience for LeadersII. The Five Pillars of Transformative Resilient Leadership 5. Optimistic Vision. 6. Decisiveness 7. Effective Communication 8. Supportive Relationships 9. IntegrityIII. Leading From Strength 10. Self-Care for Performance. Appendix A: Action Agenda and Quick Reference Card Appendix B: Self-Assessment Tracking Tool References
£15.19
Springer-Verlag New York Inc. Charismatic Leadership in Singapore Three
Book SynopsisThis volume explores the nature of charisma as it accounts for the success of leaders. Charisma is deconstructed and illustrated through the "case studies" of three influential leaders in Singapore. Cultural issues are discussed and leadership qualities in general are explored.Table of ContentsIntroduction.- Charisma Revived.- Explaining Charisma: A Macro View.- Explaining Charisma: A Non-deterministic View.- Explaining Charisma: A Constructivist View.- Methodological Operations.- Contextualizing Charisma: Theoretical and Empirical Indications.- The Charismatic Enigma: Three Extraordinary Singaporeans.- Charismatic Leadership's Agency: Social Construction and Transformation of Meaning.- Structural Constraints and Alternative Socio-political Discourses.- Conclusions.
£80.99
APress The New Employee Contract
Book SynopsisLearn about Generation Z from the perspective of a manager at a company looking to recruit and retain staff. This book provides an in-depth analysis of who makes up Gen Z, what they want, and how businesses around the world can give that to them in a way that is meaningful. In the past, companies were not prepared for the generation of new talent called Millennials. Companies were surprised to learn that Millennials were different from those in Gen X and the Boomers. With the help of author Anthony Onesto, you will not be unprepared when working with those in Gen Z. The New Employee Contract dives into the needs and wants of this generation of talent that has been born on the iPhone and for whom gaming is second nature. Those in GenZ believe in loyalty and social goodness, use gaming mechanisms, and expect almost real-time delivery on their expectations. The patience of this generation is very short, which explains the success of platforms such as Snapchat andTikTok. All of this Table of ContentsChapter 1: Who is Gen Z?Gen Z Are Not “Millennials on Steroids” Chapter 2: What Shaped Gen Z? 1. Additional Technological Factors: Games & Social Media 2. Raised by Gen X 3. The Great Recession & COVID Depression 4. Peril Everywhere: Gun Violence and Climate Change Chapter 3: What does Generation Z want? The Climate Emergency Will Get Worse Before It Gets Better Job Losses Via Automation Will Get Worse Before It Gets Better So What Does Gen Z Want In A World Of Climate Uncertainty and Job Losses Through Automation? Automation’s Worst Case Scenario For Gen Z Not Ready For Those New Jobs Is Your Job Safe? Chapter 4: What the hell is a 20th Century Job Anyway? The Con of Frederick Winslow Taylor Trickle Down Abuse Chapter 5: What Makes a 21st Century Job? Given Gen Z Back Their Sense of Control The Job They Started With Won’t Be The Job They Finish With Chapter 6: Bodies In Seats “Scientific” Management An Obsession With Metrics Breeds Cobras, and not the cool Karate kind Chapter 7: The True Cost of Metric Fixation Temp: If you’re not one yet, you will be Chapter 8: Trends You Should Pay Attention To 1. Don’t Let Open Offices Come Back After The Pandemic 2. A Frequent Change of Jobs Within The Company 3. Rebrand “distractions” 4. Quality v Quantity 5. Can Meetings Actually Be Productive? 6. Work as Play 7. Funding a UBI By Paying Your Taxes Chapter 9: What Gen Z Will Look For But she doesn’t even go here I can’t get no satisfaction Quality of Work vs. Quantity of Work Measuring Happiness At Work Choices we should never have to make Chapter 10: The Road Ahead for HR Management Culture is what you do Putting the purpose back into the future Lead well and we will follow Allies and Enablers of Family
£22.49
Springer Food Safety Behavior
Book SynopsisThis book helps in Achieving food safety success which requires going beyond traditional training, testing, and inspectional approaches to managing risks. It requires a better understanding of the human dimensions of food safety. In the field of food safety today, much is documented about specific microbes, time/temperature processes, post-process contamination, and HACCP-things often called the hard sciences. There is not much published or discussed related to human behavior-often referred to as the "soft stuff." However, looking at foodborne disease trends over the past few decades and published regulatory out-of-compliance rates of food safety risk factors, it''s clear that the soft stuff is still the hard stuff. Despite the fact that thousands of employees have been trained in food safety around the world, millions have been spent globally on food safety research, and countless inspections and tests have been performed at home and abroad, food safety remains a significant public health challenge. Why is that? Because to improve food safety, we must realize that it''s more than just food science; it''s the behavioral sciences, too. In fact, simply put, food safety equals behavior. This is the fundamental principle of this book. If you are trying to improve the food safety performance of a retail or food service establishment, an organization with thousands of employees, or a local community, what you are really trying to do is change people''s behavior. The ability to influence human behavior is well documented in the behavioral and social sciences. However, significant contributions to the scientific literature in the field of food safety are noticeably absent. This book will help advance the science by being the first significant collection of 50 proven behavioral science techniques, and be the first to show how these techniques can be applied to enhance employee compliance with desired food safety behaviors and make food safety the social norm in any organization.Table of ContentsChapter 1: 48 Million Verses OneChapter 2: Getting Your Foot in the Door for Food SafetyChapter 3: Enclothed Food Safety?Chapter 4: Does What You See Influence What You Do?Chapter 5: Priming the Pump for Enhanced Food SafetyChapter 6: Influence Values to Change AttitudesChapter 7: Broken Windows and Food SafetyChapter 8: Learning from the Right Way or Wrong Way?Chapter 9: Make Food Safety the Social NormChapter 10: Shining a Light on Food SafetyChapter 11: What Nouns, Verbs, & Voting Can Teach Us About Food SafetyChapter 12: Birds of a Feather Might Influence Food Safety for BetterChapter 13: Keep Food Safety in Mind by Making It RhymeChapter 14: Making Scents of Food SafetyChapter 15: Font Style & Food SafetyChapter 16: Can SOPs Actually Hinder Food Safety?Chapter 17: Which One is Better, Written or Verbal?Chapter 18: Three Degrees of Food SafetyChapter 19: Food Safety @ the Speed of Thought Chapter 20: Do Text Based Warning Labels Work?Chapter 21: Enhancing Food Safety by MelodyChapter 22: Can the Words We Use Influence Risk Perception?Chapter 23: Don’t Be a Food Safety BystanderChapter 24: To Checklist or Not to Checklist?Chapter 25: The Most Powerful Word in Food SafetyChapter 26: Food Safety in Mind through Building DesignChapter 27: Does How You Make a Food Safety Request Matter?Chapter 28: Is the Sum of Food Safety Efforts Greater Than In Parts?Chapter 29: Making Food Safety FunChapter 30: Role Modeling Food Safety
£44.99
Bristol University Press Emotion and Proactivity at Work: Prospects and
Book SynopsisEPDF and EPUB available Open Access under CC-BY-NC-ND licence. Individuals’ behaviours at work are known to be shaped by cold, or cognitive-motivational, processes as well as hot, or affect-motivational, processes. To date, employee proactivity research has mainly focused on the ‘cold’ side. But emotion has been proposed to ‘energize’ employees’ proactivity, especially in interdependent and uncertain work environments. In this pioneering work, expert scholars offer new thinking on the process by examining how emotion can drive employees’ proactivity in the workplace and how, in turn, that proactivity can shape one’s emotional experiences.Table of ContentsForeword by Sharon K. Parker Emotion and Proactivity at Work: Where Are We Now? ~ Kelly Z. Peng and Chia- Huei Wu PART I: Emotion and Proactivity – Why and How It Matters Feeling Energized to Become Proactive: A Systematic Literature Review of the Affect– Proactivity Link ~ Kelly Z. Peng, Wanlu Li, and Uta K. Bindl Igniting Initiative: Clarifying the Conceptualization of the Energized- to Pathway of Proactivity ~ R. David Lebel and Daniya Kamran- Morley PART I I: The Role of Emotion in Shaping Proactivity in Different Contexts A Multilevel Model of Emotions and Proactive Behaviour ~ Neal M. Ashkanasy Aff ective Events and Proactivity ~ Sandra Ohly and Laura Venz Exploring Cross- Domain Relations between Emotional Energy and Proactivity ~ Kan Ouyang Job Insecurity and Discretionary Behaviours at Work: A Discrete Emotions Perspective ~ Emily Guohua Huang, Bingjie Yu, and Cynthia Lee Other-Praising Emotions and Employee Proactivity ~ Chia- Huei Wu and Chenwei Li Leader’s Anger and Employee Upward Voice ~ Wu Liu, Fenghao Wang, and Zhenyu Liao Aff ectand Proactivity in Teams ~ Hector P. Madrid and Malcolm Patterson The Dual Pathway Model of Group Aff ective Tone on Team Creativity: The Role of Team Task Complexity and Supportive Context ~ Nai- Wen Chi PART III: The Emotional Consequences of Proactivity Proactivity and Well- Being: Initiating Changes to Fuel Life Energy ~ Shunhong Ji, Zhijun Chen, and Francesco Cangiano Affective Consequences of Proactivity ~ Hannes Zacher Conclusions and Future Directions ~ Chia-Huei Wu and Kelly Z. Peng
£76.00
American Psychological Association The Aging Workforce: Realities, Myths, and
Book SynopsisThe Aging Workforce examines the changing demographics of the workforce, and their impact on the world of work. The numbers and proportions of older individuals in the U. S. population are increasing. Most organizations are ill-prepared to meet the challenges associated with older workers, and little research has addressed the development and implementation of effective human resource management practices for an aging workforce. The "graying of America" requires that we give more attention to both the problems and potential of an older workforce. Consequently, the book focuses on issues related to work life and aging.Trade ReviewA useful and timely resource for business, economics, social work, and gerontology collections. Recommended. * CHOICE Magazine *Table of Contents Introduction Chapter 1: The Graying of the Workforce Chapter 2: Age Stereotyping and Age Discrimination Chapter 3: Physical Capabilities, Cognitive Capabilities, and Job Performance Chapter 4: Age, Attitudes, Personality, and Successful Aging Chapter 5: Older Workers, Employment Patterns, and the Nature of Work Chapter 6: Older Workers and Human Resource Management Policies and Practices Chapter 7: Organizational Strategies for Attracting, Utilizing, and Retaining Older Workers Chapter 8: Training, Performance Management, and Career Management Chapter 9: A Look Back and a Look Toward the Future References Index About the Authors
£20.89
Gallup Press Born to Build: How to Build a Thriving Startup, a
Book SynopsisPeople will ask you throughout your life, “Where do you work?” and “What do you do?” They never ask you, “What are you building?” When conversations change to “What are you building?” the world will change. Written for anyone trying to figure out how to make the most of their lives, Born to Build seeks to inspire entrepreneurs and ambitious, self-motivated people to build something that will change the world. A builder’s venture could be a small business that grows into a mammoth enterprise, a thriving new division in an existing company, a nonprofit, a social enterprise, a church, a school — anything that creates economic growth and makes a lasting impact on society. Born to Build is written by Gallup Chairman and CEO Jim Clifton and Sangeeta Badal, Ph.D., Principal Scientist for Gallup’s Entrepreneurship and Job Creation initiative, and is grounded in years of research. This book goes beyond the conventional economics-based business training and instead offers a uniquely psychological approach to venture building. It gives readers the tools and techniques they need to understand who they are, what motivates them and what they can build — and how. By following the practical steps in Born to Build, readers will have the tools to build a sustainable and profitable venture of any size from scratch.
£22.50
Michigan State University Press Alternative Dispute Resolution in the Regulatory Process
Book SynopsisAn in-depth look at the institutionalization of alternative dispute resolution (ADR) processes in the federal and state regulatory arenas over the past twenty-five years, this volume showcases the value of these processes and highlights the potential for their expanded application and growth.It describes ADR techniques, how to use them, and how to integrate them into existing processes, using examples from the Federal Energy Regulatory Commission and three state utility regulatory commissions. The book recounts ADR successes, recognizing that traditional litigative methods may not always meet the needs of agencies, the parties, or the public. Institutionalizing these processes requires a systematic commitment to different approaches to problem-solving and, ultimately, cultural change.The authors spearheaded initiatives to integrate these processes and skills at the federal level. Drawing from valuable insights gained from their experience, the authors introduce a versatile new ADR system design model, the Voices of Value, which aims to enhance input, creativity, and effectiveness in regulatory and other public arenas as well as the private sector.
£32.26
Information Age Publishing Millennial Spring: Designing the Future of
Book SynopsisOur corporate dominated world is resisting the best efforts of the “under 30s” to shape it into the information age. This book contains information about what the careers of the “under 30s” corporation will become. This was done examining recent trends in careers of “growing-tip” companies like Apple, Boeing, Microsoft and US and international design schools.The world of careers is changing fast, and the millennials - the generation of people who became adults around 2000, or in the decade or so after - have been right in the middle of it. From Independence Square in Kyiv to the streets of Caracas, from Taksim Square in Istanbul to Zuccoti Park in New York, and from Silicon Valley to Wall Street, it’s the 30-and-under crowd courageously leading the quest for different ways. Less invested in past approaches, tech-savvy to a fault, and painfully aware of the challenges left to them by earlier generations, they’re not willing to “settle” - to make the same compromises (and mistakes) they think their parents made. And although they sometimes get rapped for being self-centered, all the evidence I see - and I’ve taught thousands of them on two continents, and even have one in my own family - suggests that the millennials represent real hope for the future. Please consider this a call to all millennials - here, in the pages of this book, are some of the means. Get out there and create the under-30s revolution. Solve the problems your parents couldn’t. Do it together, with a conscientious eye to what works for all involved. Get out there and save theworld.
£37.46
Information Age Publishing Millennial Spring: Designing the Future of
Book SynopsisOur corporate dominated world is resisting the best efforts of the “under 30s” to shape it into the information age. This book contains information about what the careers of the “under 30s” corporation will become. This was done examining recent trends in careers of “growing-tip” companies like Apple, Boeing, Microsoft and US and international design schools.The world of careers is changing fast, and the millennials - the generation of people who became adults around 2000, or in the decade or so after - have been right in the middle of it. From Independence Square in Kyiv to the streets of Caracas, from Taksim Square in Istanbul to Zuccoti Park in New York, and from Silicon Valley to Wall Street, it’s the 30-and-under crowd courageously leading the quest for different ways. Less invested in past approaches, tech-savvy to a fault, and painfully aware of the challenges left to them by earlier generations, they’re not willing to “settle” - to make the same compromises (and mistakes) they think their parents made. And although they sometimes get rapped for being self-centered, all the evidence I see - and I’ve taught thousands of them on two continents, and even have one in my own family - suggests that the millennials represent real hope for the future. Please consider this a call to all millennials - here, in the pages of this book, are some of the means. Get out there and create the under-30s revolution. Solve the problems your parents couldn’t. Do it together, with a conscientious eye to what works for all involved. Get out there and save theworld.
£69.00
Information Age Publishing Culture, Work and Psychology: Invitations to
Book SynopsisThis books arises from the observation that mainstream psychology, especially work and organisational psychology (WOP), suffers from critical limitations in its attempts to deal with the complexities of work as a cultural phenomenon. We can only mention a few examples here. In the WOP field, especially in Anglo- Saxon tradition, work experiences are seen through the lenses of traditional behavioural approaches, whereas culture is seen as a `software of the mind’, to use a popular definition found in this field (based on cross-cultural mainstream psychology). `Competences’, to take another example, are thought of as something that do or do not people have inside them. Suffering, like stress (a common work-based problem of our times), is considered to be dependent on a person’s personality, perceptions or as a set of behaviours triggered by facing an `objective’ environment. Even meaning-making process can be found to be defined from a WOP mainstream point of view: meanings are `social cognitions’ shared by people by means of unidirectional socialisation processes.Therefore, the goal of this book is to deliver to the reader a new and challenging theoretical and methodological tool box, inspired by insights developed from a broad cultural psychological perspective. Its focus is on the consideration of work and organisations based on core concepts developed inside cultural psychology. Therefore, it is designed to discuss potential extensions of these concepts to work psychology.
£87.40
Information Age Publishing Instructional Guidance: A Cognitive Load
Book SynopsisThe book explores a cognitive load perspective on instructional guidance. Cognitive load theory is focused on instructional design implications and prescriptions that flow from human cognitive architecture, and it has become one of the leading theories of instructional design. According to this theoretical perspective, the purpose of instructional guidance is to reduce learner potential cognitive overload by providing appropriate information in the right time and in a suitable format. As the learner’s level of prior knowledge is considered as the main factor influencing this decision, the effect of learner prior knowledge on effectiveness of instructional methods (the expertise reversal effect in cognitive load theory) provides the basic framework for the book.The fully-guided direct instruction and minimally-guided inquiry (discovery or exploratory) learning are often discussed in instructional psychology literature as examples of approaches with opposed degrees of guidance provided to the learners. This book considers the whole range of the levels of guidance (including intermediate levels) and approaches the problem of balancing learner guidance from a cognitive load perspective. The significance of this approach is in applying our current knowledge of human cognitive architecture to develop an integrated instructional approach bringing together the best features and advantages of direct instruction and inquiry learning.Both direct instruction and inquiry learning approaches have been around for long time, and their proponents can produce evidence of their effectiveness. This evidence needs to be treated within the context of appropriate learning goals in specific instructional settings for specific types of learners. This book provides an unbiased theoretical framework for managing learner instructional guidance and working principles for selecting appropriate levels and methods of instructional guidance (e.g., sequences of exploratory problems and explicit instruction; forms and levels of embedded guidance; and adapting methodologies) optimal for learners at different levels of prior knowledge.
£47.45
Information Age Publishing Instructional Guidance: A Cognitive Load
Book SynopsisThe book explores a cognitive load perspective on instructional guidance. Cognitive load theory is focused on instructional design implications and prescriptions that flow from human cognitive architecture, and it has become one of the leading theories of instructional design. According to this theoretical perspective, the purpose of instructional guidance is to reduce learner potential cognitive overload by providing appropriate information in the right time and in a suitable format. As the learner’s level of prior knowledge is considered as the main factor influencing this decision, the effect of learner prior knowledge on effectiveness of instructional methods (the expertise reversal effect in cognitive load theory) provides the basic framework for the book.The fully-guided direct instruction and minimally-guided inquiry (discovery or exploratory) learning are often discussed in instructional psychology literature as examples of approaches with opposed degrees of guidance provided to the learners. This book considers the whole range of the levels of guidance (including intermediate levels) and approaches the problem of balancing learner guidance from a cognitive load perspective. The significance of this approach is in applying our current knowledge of human cognitive architecture to develop an integrated instructional approach bringing together the best features and advantages of direct instruction and inquiry learning.Both direct instruction and inquiry learning approaches have been around for long time, and their proponents can produce evidence of their effectiveness. This evidence needs to be treated within the context of appropriate learning goals in specific instructional settings for specific types of learners. This book provides an unbiased theoretical framework for managing learner instructional guidance and working principles for selecting appropriate levels and methods of instructional guidance (e.g., sequences of exploratory problems and explicit instruction; forms and levels of embedded guidance; and adapting methodologies) optimal for learners at different levels of prior knowledge.
£87.40
Harvard Educational Publishing Group Demoralized: Why Teachers Leave the Profession
Book SynopsisDemoralized: Why Teachers Leave the Profession They Love and How They Can Stay offers a timely analysis of professional dissatisfaction that challenges the common explanation of burnout. Featuring the voices of educators, the book offers concrete lessons for practitioners, school leaders, and policy makers on how to think more strategically to retain experienced teachers and make a difference in the lives of students.Based on ten years of research and interviews with practitioners across the United States, the book theorizes the existence of a “moral center” that can be pivotal in guiding teacher actions and expectations on the job. Education philosopher Doris A. Santoro argues that demoralization offers a more precise diagnosis that is born out of ongoing value conflicts with pedagogical policies, reform mandates, and school practices. Demoralized reveals that this condition is reversible when educators are able to tap into authentic professional communities and shows that individuals can help themselves.Detailed stories from veteran educators are included to illustrate the variety of contexts in which demoralization can occur. Based on these insights, Santoro offers an array of recommendations and promising strategies for how school leaders, union leaders, teacher groups, and individual practitioners can enact and support “re-moralization” by working to change the conditions leading to demoralization.Trade Review“Teachers have a critical ally in Santoro, who argues that understanding demoralization is the first step to reclaiming the vitality of teaching. Today’s teachers are not burnt out; they are separated from their moral motivations—to the detriment of their students and the impoverishment of the profession.” —Barbara S. Stengel, associate chair for teacher education, Peabody College, Vanderbilt University'Teacher educators can look to these examples to help preservice and in-service teachers advocate for themselves in ways that create allegiances with administration, rather than feelings of warring objectives that can lead to de-moralization.' - American Journal of Education
£28.01
Emerald Publishing Limited What Have We Learned?: Ten Years on
Book SynopsisThe theme of this volume, What Have We Learned? Ten Years On, provides a wonderful tour of the ways in which emotions research has advanced the way in which we conceive of work and its possibilities for adding value to life. The volume is presented in eight parts, so that the reader will can how emotions research has advanced our knowledge and understanding of what comprises work, the experiences and resourcefulness of traditional and non-traditional workers, the drivers of consumer behavior, the dynamics of team behavior, the quality of the leader-member relationship, the demands and skills required of In Extremis work contexts, methods to improve noncognitive assessment, and advances in ways to create and maintain Positive Work Environments. The chapters in this volume leave no doubt in the reader's mind that emotions as energizing and motivating mechanisms demand understanding and attention in order to improve performance and societal value from organizational activities, ensure dignity for workers and consumers, and create workplaces where individuals are engaged and flourishing.Table of ContentsList of Contributors. Dedication. About the Editors. Overview: What Have We Learned? Ten Years On. Chapter 1 Synthesizing What We Know and Looking Ahead: A Meta-Analytical Review of 30 Years of Emotional Labor Research. Chapter 2 Understanding the Relationship between Emotional Labor and Effort. Chapter 3 Tricks of the Trade: Customer Service Employee Strategies in Performing Emotion Work. Chapter 4 Sales Employee's Emotional Labor: A Question of Image or Support. Chapter 5 The Role of Emotions in Supporting Independent Professionals. Chapter 6 Coding Emotions in Complaint Behavior: Comparing the Shaver et al. and Richin's Consumption Emotions Sets. Chapter 7 Affective Events Theory as a Framework for Understanding Third-Party Consumer Complaints. Chapter 8 Display Rules and Emotional Labor within Work Teams. Chapter 9 Emotional Intelligence as a Moderator of the Quality of Leader–Member Exchange and Work-Related Outcomes. Chapter 10 Managing Negative Emotions in Emergency Call Taking: A Heat-Model of Emotional Management. Chapter 11 The Measurement of Trait Emotional Intelligence with TEIQue-SF: An Analysis Based on Unfolding Item Response Theory Models. Chapter 12 Exploring the Antecedent and Consequences of Authenticity of Emotional Expression. Chapter 13 A Positive Approach to Workplace Bullying: Lessons from the Victorian Public Sector. Appendix: Conference Reviewers. What Have We Learned? Ten Years On. Research on emotion in organizations. Research on emotion in organizations. Copyright page.
£110.99
Edward Elgar Publishing Ltd The Economics of Motivation and Organization: An
Book SynopsisIn this unique book, Peter-J. Jost provides a comprehensive economic-psychological approach for successfully managing employees. Based on the analysis of the employee?s individual work behavior, he illustrates that instead of treating employees as input elements of production, and managing and controlling their work, organizations need to motivate their employees to act in the interest of the firm and in accordance with its goals. The author considers the employee as the ?building block? holding economic organizations together, and outlines how their personal circumstances, behavior and working conditions affect motivation. The influence of individual decision-making processes and psychological factors on behavior in the workplace is also discussed. Theoretical insights are underpinned by a range of case studies, and the impact of inadequate leadership on firms is highlighted. Motivation problems within organizations are evaluated and potential solutions prescribed. This book will prove an insightful and fascinating read for researchers, students and practitioners wishing to develop a deeper understanding of the myriad factors that affect the motivation of employees within an organization.Table of ContentsContents: Preface Part I: The Employee as Basic Building Block of Economic Organizations 1. Individual Differences between Employees 2. Economic-Psychological Behavior Part II: The Behavior in Organizations 3. Judgment of the Work Situation 4. The Psychology of Work Behavior Part III: Organizations and the Role of Motivation 5. The Economic Analysis of the Motivation Problem 6. Managing the Work Behavior Bibliography Index
£134.00
Edward Elgar Publishing Ltd Handbook of Advances in Trust Research
Book SynopsisThe Handbook of Advances in Trust Research presents new and important developments in trust research.The contributors are all prominent and highly respected experts in the field. Firstly, they provide a contemporary overview of the most crucial issues in current trust research including contracts, innovation and negotiation, trust and control. Thereafter, themes which have gained prominence since the original Handbook are considered, such as trust and the financial crisis, public trust in business, and trust and HRM. The book also explores recent theoretical advances and points the way for future research on trust.The Handbook contributes to an area of key importance to business and society and will appeal to practitioners and students of organization theory, strategy, sociology, organizational psychology and economics.Contributors: R. Bachmann, K.T. Dirks, N. Gillespie, T. Gubler, J.D. Harris, R. Hurley, A.A.C. Keevil, F. Kroeger, R.J. Lewicki, P.P. Li, G. Möllering, J. Nickerson, B. Nooteboom, B. Polin, L. Poppo, R.H. Searle, F. Six, P.W.L. Vlaar, A. Weibel, A.C. Wicks, A. ZaheerTrade Review'Overall, this is an interesting and relevant publication. Central themes of control, monitoring, structure and process intertwine across chapters, making it a coherent, balanced piece of work that reflects the efforts of the trust community to pull towards more convergent conceptualisations and measurement after a number of objections regarding the fragmented nature of prior research.' --Journal of Consumer PolicyTable of ContentsContents: Introduction Reinhard Bachmann and Akbar Zaheer PART I: INTERPERSONAL TRUST 1. HRM and Trust, or Trust and HRM? An Underdeveloped Context for Trust Research Rosalind H. Searle 2. The Role of Trust in Negotiation Processes Roy J. Lewicki and Beth Polin PART II: TRUST AND GOVERNANCE: CONTROL, CONTRACT, INNOVATION 3. Trust and Control: The Role of Intrinsic Motivation Antoinette Weibel and Frédérique Six 4. Trust and Contracts: Together Forever, Never Apart? Paul W.L. Vlaar 5. Trust and Innovation Bart Nooteboom PART III: TRUST ACROSS ORGANIZATIONS 6. Origins of Inter-organizational Trust: A Review and Query for Further Research Laura Poppo 7. Inter-cultural Trust and Trust-building: The Contexts and Strategies of Adaptive Learning in Acculturation Peter Ping Li PART IV: SOCIETAL ANALYSIS AND TRUST REPAIR 8. Trust and the Global Financial Crisis Nicole Gillespie and Robert Hurley 9. Public Trust in the Institution of Business Jared D. Harris, Adrian A.C. Keevil and Andrew C. Wicks PART V: THEORETICAL ADVANCES 10. Trust and the Economic Theory of the Firm Jackson Nickerson, Timothy Gubler and Kurt T. Dirks 11. How is Trust Institutionalized? Understanding Collective and Long-term Trust Orientations Frens Kroeger 12. Process Views of Trusting and Crises Guido Möllering Index
£40.95
Edward Elgar Publishing Ltd A Psychological Approach to Entrepreneurship:
Book SynopsisWithin an entrepreneurial context, what a person thinks and feels and how they behave are hugely consequential. Entrepreneurs often work in scenarios of considerable time pressure, task complexity, uncertainty and high performance variance. This fascinating volume explores the unique psychological qualities of individuals directly involved in the entrepreneurial process.The book explores major themes in entrepreneurial psychology, including acting entrepreneurially, identifying opportunity, making decisions, choosing and managing an entrepreneurial career, adapting and persisting, and recovering from entrepreneurial failure. The selected essays highlight Dean A. Shepherd's unique perspective on important issues in entrepreneurship, and offer insightful recommendations for future study.Scholars and students of entrepreneurship and business and management, particularly those with an interest in entrepreneurial thought and decision-making, will find this book an invaluable resource.29 articles, dating from 1999 to 2013Table of ContentsContents Acknowledgements Introduction Dean A. Shepherd PART I ACTING ENTREPRENEURIALLY 1. Jeffery S. McMullen and Dean A. Shepherd (2006), ‘Entrepreneurial Action and the Role of Uncertainty in the Theory of the Entrepreneur’, Academy of Management Review, 31 (1), January, 132–52 2. Dean A. Shepherd, Jeffery S. McMullen and P. Devereaux Jennings (2007), ‘The Formation of Opportunity Beliefs: Overcoming Ignorance and Reducing Doubt’, Strategic Entrepreneurship Journal, 1 (1–2), November, 75–95 3. Dean A. Shepherd and Holger Patzelt (2010), ‘The New Field of Sustainable Entrepreneurship: Studying Entrepreneurial Action Linking “What Is To Be Sustained?” With “What Is to Be Developed?”’, Entrepreneurship Theory and Practice, 35 (1), January, 137–63 4. Young Rok Choi and Dean A. Shepherd (2004), ‘Entrepreneurs’ Decisions to Exploit Opportunities’, Journal of Management, 30 (3), June, 377–95 5. Young Rok Choi, Moren Lévesque and Dean A. Shepherd (2008), ‘When Should Entrepreneurs Expedite of Delay Opportunity Exploitation?’, Journal of Business Venturing, 23 (3), May, 333–55 PART II OPPORTUNITY IDENTIFICATION 6. Dean A. Shepherd and Dawn R. DeTienne (2005), ‘Prior Knowledge, Potential Financial Reward, and Opportunity Identification’, Entrepreneurship Theory and Practice, 29 (1), January, 91–112 7. Denis A. Grégoire, Pamela S. Barr and Dean A. Shepherd (2010), ‘Cognitive Process of Opportunity Recognition: The Role of Structural Alignment’, Organization Science, 21 (2), March-April, 413–31 8. Denis A. Grégoire and Dean A. Shepherd (2012), ‘Technology-Market Combinations and the Identification of Entrepreneurial Opportunities: An Investigation of the Opportunity-Individual Nexus’, Academy of Management Journal, 55 (4), August, 753–85 9. J. Robert Mitchell and Dean A. Shepherd (2010), ‘To Thine Own Self Be True: Images of Self, Images of Opportunity, and Entrepreneurial Action’, Journal of Business Venturing, 25 (1), January, 138–54 10. Dean A. Shepherd, Holger Patzelt and Robert A. Baron (2013), ‘”I Care About Nature, but…”: Disengaging Values in Assessing Opportunities That Cause Harm’, Academy of Management Journal, 56 (5), October, 1251–73 PART III DECISION MAKING 11. Anja Klaukien, Dean A. Shepherd and Holger Patzelt (2013), ‘Passion for Work, Nonwork-Related Excitement, and Innovation Managers’ Decision to Exploit New Product Opportunities’, Journal of Product Innovation Management, 30 (3), May, 574–88 12. Mathew L.A. Hayward, Dean A. Shepherd and Dale Griffin (2006), ‘A Hubris Theory of Entrepreneurship’, Management Science, 52 (2), February, 160–72 13. Dean A. Shepherd (1999), ‘Venture Capitalists’ Assessment of New Venture Survival’, Management Science, 45 (5), May, 621–32 14. Holger Patzelt and Dean A. Shepherd (2009), ‘Strategic Entrepreneurship at Universities: Academic Entrepreneurs’ Assessment of Policy Programs’, Entrepreneurship Theory and Practice, 33 (1), January, 319–40 15. Dean A. Shepherd (2011), ‘Multilevel Entrepreneurship Research: Opportunities for Studying Entrepreneurial Decision Making’, Journal of Management, 37 (2), March, 412–20 PART IV CHOOSING AND MANAGING AN ENTREPRENEURIAL CAREER 16. Evan J. Douglas and Dean A. Shepherd (2002), ‘Self-Employment as a Career Choice: Attitudes, Entrepreneurial Intentions, and Utility Maximization’, Entrepreneurship Theory and Practice, 26 (3), Spring, 81–90 17. Keith H. Brigham, Julio O. De Castro and Dean A. Shepherd (2007), ‘A Person-Organization Fit Model of Owner-Managers’ Cognitive Style and Organizational Demands’, Entrepreneurship Theory and Practice, 31 (1), January, 29–51 18. J. Michael Haynie and Dean Shepherd (2011), ‘Toward a Theory of Discontinuous Career Transition: Investigating Career Transitions Necessitated by Traumatic Life Events’, Journal of Applied Psychology, 96 (3), May, 501–24 19. Dean Shepherd and J. Michael Haynie (2009), ‘Birds of a Feather Don’t Always Flock Together: Identity Management in Entrepreneurship’, Journal of Business Venturing, 24 (4), July, 316–37 PART V ADAPTING AND PERSISTING 20. J. Michael Haynie, Dean A. Shepherd and Holger Patzelt (2010), ‘Cognitive Adaptability and an Entrepreneurial Task: The Role of Metacognitive Ability and Feedback’, Entrepreneurship Theory and Practice, 36 (2), March, 237–65 21. J. Robert Mitchell, Dean A. Shepherd and Mark P. Sharfman (2011), ‘Erratic Strategic Decisions: When and Why Manages are Inconsistent in Strategic Decision Making’, Strategic Management Journal, 32 (7), July, 683–704 22. Dawn R. DeTienne, Dean A. Shepherd and Julio O. De Castro (2008), ‘The Fallacy of “Only the Strong Survive”: The Effects of Extrinsic Motivation on the Persistence Decisions for Under-Performing Firms’, Journal of Business Venturing, 23 (5), September, 528–46 23. Daniel V. Holland and Dean A. Shepherd (2011), ‘Deciding to Persist: Adversity, Values, and Entrepreneurs’ Decision Policies’, Entrepreneurship Theory and Practice, 37 (2), March, 331–58 24. Dean A. Shepherd, Johan Wiklund and J. Michael Haynie (2007), ‘Moving Forward: Balancing the Financial and Emotional Costs of Business Failure’, Journal of Business Venturing, 24 (2), March, 134–48 PART VI RECOVERING FROM ENTREPRENEURIAL FAILURE 25. Dean A. Shepherd (2003), ‘Learning from Business Failure: Propositions of Grief Recovery for the Self-Employed’, Academy of Management Review, 28 (2), April, 318–28 26. Dean A. Shepherd (2009), ‘Grief Recovery from the Loss of a Family Business: A Multi- and Meso-level Theory’, Journal of Business Venturing, 24 (1), January, 81–97 27. Dean A. Shepherd, Jeffrey G. Covin and Donald F. Kuratko (2008), ‘Project Failure from Corporate Entrepreneurship: Managing the Grief Process’, Journal of Business Venturing, 24 (6), November, 588–600 28. Dean A. Shepherd, Holger Patzelt and Marcus Wolfe (2011), ‘Moving Forward from Project Failure: Negative Emotions, Affective Commitment, and Learning from the Experience’, Academy of Management Journal, 54 (6), December, 1229–59 29. Dean A. Shepherd and Melissa S. Cardon (2009), ‘Negative Emotional Reactions to Project Failure and the Self-Compassion to Learn from the Experience’, Journal of Management Studies, 46 (6), September, 923–49 Index
£162.00
Edward Elgar Publishing Ltd A Research Agenda for Entrepreneurial Cognition
Book SynopsisElgar Research Agendas outline the future of research in a given area. Leading scholars are given the space to explore their subject in provocative ways, and map out the potential directions of travel. They are relevant but also visionary.A Research Agenda for Entrepreneurial Cognition and Intention suggests new directions and approaches to study the internal thought processes of entrepreneurs by examining areas that have been under-researched, ignored or overlooked.Proposing new views on the idea of an entrepreneurial personality, new methodologies and theories of cognition and influence of personality, the contributors go beyond the study of individual intentions to evaluate group intentions. Furthermore, the book proposes that current research methods limit our understanding of entrepreneurial processes by not connecting to the wider entrepreneurial audience. With this in mind, key chapters focus on the role and relevance of language and gender in entrepreneurship.Academic researchers and advanced students looking to explore the latest research methods and statistical approaches will find this Research Agenda extremely useful for creating new research pathways. The case studies will also be exceptionally useful for those with a wider interest in entrepreneurship and those who wish to have a greater understanding of entrepreneurial intention.Contributors include: G.A. Alsos, G. Bertrand, M. Brännback, C.G. Brush, A.L. Carsrud, R. Germon, P.G. Greene, D.M. Hechavarria, A. Ingram, I. Jaén, F. Kropp, N. Krueger, F. Liñán, A. Maalaoui, J. Mezei, S. Nikou, T.F. Nogueira, C. Perez, M. Razgallah, L. Schjoedt, K.G. Shaver, R. YitshakiTable of ContentsContents: 1. Where do we go from here? A research agenda for entrepreneurial cognitions Malin Brännback and Alan L. Carsrud 2. “Cruel Intention” or “Entrepreneurial Intention”: What did you expect? An overview of research on Entrepreneurial Intention - an interactive perspective Adnane Maalaoui, Charles Perez, Gaël Bertrand, Myriam Razgallah and Rony Germon 3. Who is the entrepreneur? The right question has been asked, in the wrong way Kelly G. Shaver and Alan L. Carsrud 4. A proposed model for the culture`s mode of influence on the entrepreneurial process Francisco Liñán and Inmaculada Jaén 5. Theory of Trying and “We-Intentions”: From Individual to Collective Intentions in Entrepreneurship and Family Business Malin Brännback, Alan L. Carsrud and Norris Krueger 6. Implementation Intentions: The When, Where, and How of Entrepreneurial Intentions’ Influence on Behavior Leon Schjoedt 7. Revisiting entrepreneurial motivation and opportunity recognition Ronit Yitshaki and Fredric Kropp 8. On the use of configurational analysis in entrepreneurial research József Mezei and Shahrokh Nikou 9. Cognition to Culture: A Still-Missing Link in the Development of an Entrepreneurial Resource Patricia G. Greene and Candida G. Brush 10. The Co-development Process of New Venture Ideas and Entrepreneurs’ Learning Tadeu F. Nogueira and Gry A. Alsos 11. Entrepreneurial Language through a Linguistic Lens: Emerging Opportunities Diana M. Hechavarría and Amy Ingram Index
£95.00
Edward Elgar Publishing Ltd A Research Agenda for Entrepreneurial Cognition
Book SynopsisElgar Research Agendas outline the future of research in a given area. Leading scholars are given the space to explore their subject in provocative ways, and map out the potential directions of travel. They are relevant but also visionary.A Research Agenda for Entrepreneurial Cognition and Intention suggests new directions and approaches to study the internal thought processes of entrepreneurs by examining areas that have been under-researched, ignored or overlooked.Proposing new views on the idea of an entrepreneurial personality, new methodologies and theories of cognition and influence of personality, the contributors go beyond the study of individual intentions to evaluate group intentions. Furthermore, the book proposes that current research methods limit our understanding of entrepreneurial processes by not connecting to the wider entrepreneurial audience. With this in mind, key chapters focus on the role and relevance of language and gender in entrepreneurship.Academic researchers and advanced students looking to explore the latest research methods and statistical approaches will find this Research Agenda extremely useful for creating new research pathways. The case studies will also be exceptionally useful for those with a wider interest in entrepreneurship and those who wish to have a greater understanding of entrepreneurial intention.Contributors include: G.A. Alsos, G. Bertrand, M. Brännback, C.G. Brush, A.L. Carsrud, R. Germon, P.G. Greene, D.M. Hechavarria, A. Ingram, I. Jaén, F. Kropp, N. Krueger, F. Liñán, A. Maalaoui, J. Mezei, S. Nikou, T.F. Nogueira, C. Perez, M. Razgallah, L. Schjoedt, K.G. Shaver, R. YitshakiTable of ContentsContents: 1. Where do we go from here? A research agenda for entrepreneurial cognitions Malin Brännback and Alan L. Carsrud 2. “Cruel Intention” or “Entrepreneurial Intention”: What did you expect? An overview of research on Entrepreneurial Intention - an interactive perspective Adnane Maalaoui, Charles Perez, Gaël Bertrand, Myriam Razgallah and Rony Germon 3. Who is the entrepreneur? The right question has been asked, in the wrong way Kelly G. Shaver and Alan L. Carsrud 4. A proposed model for the culture`s mode of influence on the entrepreneurial process Francisco Liñán and Inmaculada Jaén 5. Theory of Trying and “We-Intentions”: From Individual to Collective Intentions in Entrepreneurship and Family Business Malin Brännback, Alan L. Carsrud and Norris Krueger 6. Implementation Intentions: The When, Where, and How of Entrepreneurial Intentions’ Influence on Behavior Leon Schjoedt 7. Revisiting entrepreneurial motivation and opportunity recognition Ronit Yitshaki and Fredric Kropp 8. On the use of configurational analysis in entrepreneurial research József Mezei and Shahrokh Nikou 9. Cognition to Culture: A Still-Missing Link in the Development of an Entrepreneurial Resource Patricia G. Greene and Candida G. Brush 10. The Co-development Process of New Venture Ideas and Entrepreneurs’ Learning Tadeu F. Nogueira and Gry A. Alsos 11. Entrepreneurial Language through a Linguistic Lens: Emerging Opportunities Diana M. Hechavarría and Amy Ingram Index
£35.95
Edward Elgar Publishing Ltd A Research Agenda for Human Resource Management
Book SynopsisElgar Research Agendas outline the future of research in a given area. Leading scholars are given the space to explore their subject in provocative ways, and map out the potential directions of travel. They are relevant but also visionary.This state-of-the-art book takes a forward-looking perspective on the field of Human Resource Management (HRM). Each contribution takes a view, or position, on the likely development of the HR function, and identifies interesting areas and subjects of research that would help address this future positioning. The book's expert contributors provide short and succinct reviews of 12 key topics in strategic HRM, including HR strategy and structure, talent management, selection, assessment and retention, employee engagement, workplace well-being, leadership, HR analytics, productivity, innovation, and globalisation. Each chapter identifies the strengths and gaps in our knowledge, maps out the important intellectual boundaries for their field, and outlines current and future research agendas and how these should inform practice. In examining these strategic topics the authors point to the key interfaces between the field of HRM and cognate disciplines, enabling researchers and practitioners to understand the models and theories that help tie this agenda together.Offering a comprehensive guide to current research and pioneering perspectives for future avenues of inquiry, this Research Agenda will be essential reading for academics, practitioners and researchers in the field of HRM.Contributors include: J.W. Boudreau, C. Brewster, S. Cartwright, W.F. Cascio, A.H. Church, J. Coetsee, D.G. Collings, C. Cooper, P.C. Flood, J.A. Gruman, A. Hesketh, K. Jiang, J. Kautz, D. Lepak, V. Lin, A. McDonnell, J. McMackin, W. Mayrhofer, L. Otaye-Ebede, R.E. Ployhart, A.M. Saks, K. Sanders, H. Shipton, A. Smale, P. Sparrow, H. YangTrade Review'An excellent guide to the state of play and challenges in human resources. Especially useful for researchers and thoughtful practitioners interested in developing priorities for the future.' --Peter Cappelli, University of Pennsylvania, US'The field of HR has reached a critical crossroads where research must meet practice in a way that benefits both. Cary Cooper and Paul Sparrow have brought together a group of expert researchers who also have deep understanding of current HR practice to provide an HR research agenda that can effectively enable the field of HR to promote the well-being and effectiveness of both organisations and the people who work in them.' --Patrick M. Wright, University of South Carolina, USTable of ContentsContents: 1. Introduction: The Future Research Agenda for HRM Paul Sparrow and Cary L. Cooper 2. HR Strategy, Structure, and Architecture Dave Lepak, Kaifeng Jiang and Robert E. Ployhart 3. Talent Management David G. Collings, Anthony McDonnell and John McMackin 4. Using a Risk-Optimisation Lens: Maximizing Talent Readiness for an Uncertain Future. Wayne F. Cascio, John W. Boudreau and Allan H. Church 5. Managing the Selection and Retention of Human Capital Resources Robert E. Ployhart and Jason Kautz 6. Human Resource Management and Employee Engagement Alan M. Saks and Jamie A. Gruman 7. Workplace well-being: Responsibilities, challenges and future directions Susan Cartwright 8. Leadership Models: The Future research agenda for HRM Johan Coetsee and Patrick C. Flood 9. Architectures of Value: Moving leaders beyond analytics and big data Anthony Hesketh 10. HRM and Productivity Paul Sparrow and Lilian Otaye-Ebede 11. ‘We are not creative here!’ Creativity and Innovation for non-creatives through HRM Helen Shipton, Veronica Lin, Karin Sanders and Huadong Yang 12. Globalisation and Human Resource Management Chris Brewster, Adam Smale and Wolfgang Mayrhofer Index
£100.00
