O’Brien and O’Brien and their collection of international contributors introduce the historical and current theory and practice of Corporate Analytical Psychology. Uniquely and practically bringing ...Jungian ideas to the corporate world, the chapters discuss the increasing need for ethical corporations in the context of individuation and moral hazard, demonstrate how to manage and define complexes that inhibit creativity and productivity, and shows practitioners how to recognise and connect with symbols as an active and living manifestation of the personal and collective psyche. The book is illustrated with practical examples and case studies encountered by the authors during their 30 years of experience consulting the world’s leading companies and institutions.
The authors conducted a content analysis
of all articles published in the
Journal of Applied
Psychology
and
Personnel
Psychology
from January 1963 to May 2007
(
N
= 5,780) to identify the relative
...attention devoted to each of 15 broad topical areas and 50
more specific subareas in the field of industrial and
organizational (I-O) psychology. Results revealed
that (a) some areas have become more (or less) popular over
time, whereas others have not changed much, and (b) there
are some lagged relationships between important societal
issues that involve people and work settings (i.e.,
human-capital trends) and I-O psychology research
that addresses them. Also, much I-O psychology
research does not address human-capital trends.
Extrapolating results from the past 45 years to the next
decade suggests that the field of I-O psychology
is not likely to become more visible or more relevant to
society at large or to achieve the lofty goals it has set
for itself unless researchers, practitioners, universities,
and professional organizations implement significant
changes. In the aggregate, the changes address the broad
challenge of how to narrow the
academic-practitioner divide.
Psychologists have studied small-group and team effectiveness for decades, and although there has been considerable progress, there remain significant challenges. Meta-analyses and systematic ...research have provided solid evidence for core team cognitive, motivational, affective, and behavioral processes that contribute to team effectiveness and empirical support for interventions that enhance team processes (e.g., team design, composition, training, and leadership); there has been substantial evidence for a science of team effectiveness. Nonetheless, there have also been concerns that team processes, which are inherently dynamic, have primarily been assessed as static constructs. Team-level processes and outcomes are multilevel phenomena that emerge, bottom-up from the interactions among team members over time, under the shifting demands of a work context. Thus, theoretical development that appropriately conceptualizes the multiple levels, process dynamics, and emergence of team phenomena over time are essential to advance understanding. Moreover, these conceptual advances necessitate innovative research methodologies to better capture team process dynamics. We explicate this foundation and then describe 2 promising streams of scientific inquiry-team interaction sensors and computational modeling-that are advancing new, unobtrusive measurement techniques and process-oriented research methods focused on understanding the dynamics of cohesion and cognition in teamwork. These are distinct lines of research, each endeavoring to advance the science, but doing so through the development of very different methodologies. We close by discussing the near-term research challenges and the potential long-term evolution of these innovative methods, with an eye toward the future for process-oriented theory and research on team effectiveness.
The last two decades have seen an explosive increase in the
ethnic diversity of the workforce, growth in international
business, and the emergence of many more multinational companies.
The potential ...for problems as companies operate across borders and
managers manage in countries which have different values, norms and
cultural behaviors is great. By looking at organizational
psychology in a cross-cultural context, we can gain an
understanding of the challenges facing organizations and business
today. This text breaks new ground in introducing organizational
psychology from a cross cultural perspective. It provides a
foundational overview of the current major theories in
organizational psychology, and illuminates the impact of cultural
differences on organizational dynamics. It also makes available
specific research concerning our current understandings of how
these dynamics play out in particular regions and countries, such
as autocratic versus democratic leadership styles in Africa and
Europe or conflict management in Asia. The volume offers a welcome
introduction to the topic to those in industrial/organizational
psychology, international relations and management, and
international business/MBA programs focusing on international
issues.
This current volume by successful consultants to leading organizations and institutions combines two of their recent papers. The first paper, 'Disillusionment', looks at the phenomenon of illusion ...and disillusion in organizations. The authors believe that illusions construct us, as opposed to the commonly-held view that we create them. This is the main hypothesis in the book, which is examined with the help of examples from personal and institutional points of view. The authors claim we can learn to recognize our own illusions and learn from them, and this is the process they call 'disillusionment'. Dialogue of Lacks follows on from the first paper and further elaborates on the process that is disillusionment and discusses "lack of dialogue". 'The trudging that each of us is engaged in - over a shorter or longer distance - whilst grappling with our own illusions is a fundamental journey, intimate and unique, passing through our own construction and touching on the very essence of our life.
Part of a three-volume set of books which are themed collections of reprinted articles from the International Review of Industrial and Organizational Psychology (IRIOP) from 1997-2001. Each volume ...provides collections around a topic area, with new introductions written by the editors for each volume. Written by leading scholars with international reputations in their fields, this authoritative collection provides a high quality, review that will be an invaluable resource for students, researchers and practitioners. * Topic focussed, 'best of' collections on a specific theme conveniently incorporated into one book * Ideal for graduate study, dissertations, projects, seminars This volume covers key topics at the interface of human resource management (HRM) and Industrial/Organizational Psychology. The chapters focus on the individual and are grouped into two sections: Personnel Psychology covering topics such as personnel selection, assessment, 360 degree feedback, assessment centres and cognitive ability testing and HRM which considers wider issues, including learning strategies, training, absence, turnover, commitment and the psychological contract.
Burnout syndrome (BOS) occurs in all types of health-care professionals and is especially common in individuals who care for critically ill patients. The development of BOS is related to an imbalance ...of personal characteristics of the employee and work-related issues or other organizational factors. BOS is associated with many deleterious consequences, including increased rates of job turnover, reduced patient satisfaction, and decreased quality of care. BOS also directly affects the mental health and physical well-being of the many critical care physicians, nurses, and other health-care professionals who practice worldwide. Until recently, BOS and other psychological disorders in critical care health-care professionals remained relatively unrecognized. To raise awareness of BOS, the Critical Care Societies Collaborative (CCSC) developed this call to action. The present article reviews the diagnostic criteria, prevalence, causative factors, and consequences of BOS. It also discusses potential interventions that may be used to prevent and treat BOS. Finally, we urge multiple stakeholders to help mitigate the development of BOS in critical care health-care professionals and diminish the harmful consequences of BOS, both for critical care health-care professionals and for patients.
A state-of-the-art psychological perspective on team working and collaborative organizational processes This handbook makes a unique contribution to organizational psychology and HRM by providing ...comprehensive international coverage of the contemporary field of team working and collaborative organizational processes. It provides critical reviews of key topics related to teams including design, diversity, leadership, trust processes and performance measurement, drawing on the work of leading thinkers including Linda Argote, Neal Ashkanasy, Robert Kraut, Floor Rink and Daan van Knippenberg.
Regulatory focus theory (Higgins, 1997) has received growing attention in organizational psychology, necessitating a quantitative review that synthesizes its effects on important criteria. In ...addition, there is need for theoretical integration of regulatory focus theory with personality research. Theoretical integration is particularly relevant, since personality traits and dispositions are distal factors that are unlikely to have direct effects on work behaviors, yet they may have indirect effects via regulatory focus. The current meta-analysis introduces an integrative framework in which the effects of personality on work behaviors are best understood when considered in conjunction with more proximal motivational processes such as regulatory focus. Using a distal-proximal approach, we identify personality antecedents and work-related consequences of regulatory foci in a framework that considers both general and work-specific regulatory foci as proximal motivational processes. We present meta-analytic results for relations of regulatory focus with its antecedents (approach and avoid temperaments, conscientiousness, openness to experience, agreeableness, self-esteem, and self-efficacy) and its consequences (work behaviors and attitudes). In addition to estimates of bivariate relationships, we support a meta-analytic path model in which distal personality traits relate to work behaviors via the mediating effects of general and work-specific regulatory focus. Results from tests of incremental and relative validity indicated that regulatory foci predict unique variance in work behaviors after controlling for established personality, motivation, and attitudinal predictors. Consistent with regulatory focus theory and our integrative theoretical framework, regulatory focus has meaningful relations with work outcomes and is not redundant with other individual difference variables.
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