Books in the SIOP Organizational Frontiers Series series

Using findings, methods, and theories of modern psychology as the basis, this work offers insights into entrepreneurship. Part of the "SIOP Organizational Frontiers" series, it includes over 60 research questions to guide industrial organizational psychology, organizational behavior, and entrepreneurship research about entrepreneurs.

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

The amount of data in our world has been exploding, and analyzing large data sets--so called big data--will become a key basis of competition in business. Statisticians and researchers will be updating their analytic approaches, methods and research to meet the demands created by the availability of big data. The goal of this book is to show how advances in data science have the ability to fundamentally influence and improve organizational science and practice. This book is primarily designed for researchers and advanced undergraduate and graduate students in psychology, management and statistics.

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

This edited volume in the SIOP Organizational Frontiers series brings together top scholars in Industrial and Organizational Psychology with social psychologists to explore the research and theory relating to the various areas of workplace discrimination

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

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

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

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

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

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

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

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

Concerns how employees consider their work lives, how well they fit their jobs, the work setting, other people, and what is important and valued in their organizations. This book takes a scholarly look at fit in organizations: the relationship between individuals and the environments in which they find themselves.

Commitment is one of the most researched concepts in organizational behavior. Commitment is linked to other concepts that is satisfaction, involvement, motivation, and identification and is studied across cultural lines. This book summarizes research and suggests various directions for studies on commitment in organizations.

Work Motivation is one of the central issues in Industrial organizational psychology, human resource management, and organizational behavior. This book shows that motivation must be seen as a multi-level phenomenon where individual, group, organizational, and cultural variables must be considered. It is suitable for scholars of organizations.

An overview of contemporary conflict research which aims to place conflict research and theory squarely within the realm of industrial and organizational psychology. This volume brings together and integrates classic and contemporary insight in conflict origins, conflict processes, and conflict consequences.

This volume in the "SIOP Organizational Frontiers" Series brings together scholars in Industrial and Organizational Psychology with social psychologists to explore the research and theory relating to the various areas of workplace discrimination.

Advances the science and practice of situational judgment testings (SJT), by promoting a theoretical framework, providing an understanding of best practices, and establishing a research agenda. This book includes several chapters that address topics, such as issues involving the international application of SJTs and technological considerations.

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

There has been a growing trend toward the utilization of teams for accomplishing work in organizations. Project teams, self-managed work teams and top management teams, among others have become a regular element in the corporation or military. This book presents an overview of the state of the art research on team effectiveness.

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

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