Work Psychology in Action

SHORT CONTENTS
Contents
List of Figures and Tables
ABOUT THE AUTHOR
DEDICATION
ABOUT THIS BOOK
	Overview of the book
	Themes
	Chapter features
	Online resources
NOTE TO INSTRUCTORS
	What’s new in this edition
		Chapter changes
		Changes to chapter features
	Pathways through the book
	Instructor resources
ACKNOWLEDGEMENTS
	Author’s Acknowledgements
	Publisher’s Acknowledgements
1: INTRODUCING WORK PSYCHOLOGY
	INTRODUCTION
		Ca se Study A day in the life of a work psychologist
	THE SCIENCE OF WORK PSYCHOLOGY
		Psychology as a science
		The scientific method
	PSYCHOLOGY AT WORK
		Theoretical areas of psychology
			biological psychology
			cognitive psychology
			developmental psychology
			individual differences
			abnormal psychology/psychopathology
			social psychology
		Applied areas of expertise
			psychological assessment at work
			learning, training and development
			leadership, engagement and motivation
			well-being and work
			work design, organisational change and development
			applying psychology to work and organisations
			research design, advanced data gathering and analytical techniques
			(multi)cultural competence
	PEOPLE IN BUSINESS
		Management
		Human resource management (HRM)
		Marketing
		Finance
		Economics
	WORK PSYCHOLOGY ORIGINS AND DEVELOPMENT
		The new science of psychology at work
		Work psychology during the wars
		Post-war development of work psychology
		Current challenges for work psychology
			globalisation and cross-cultural issues
			profit-focused or people-focused?
			management vs workers perspective
			levels of analysis
	SUMMARY
		Case study revisited
		Test yourself
			Brief review questions
			Discussion or essay questions
		Further reading
	References
2: FINDING AND MEASURING TALENT
	INTRODUCTION
		Ca se Study JPMorgan crosses the line – guanxi and job selection in China
	TALENT MANAGEMENT: BUSINESS AND PSYCHOLOGY
		The business perspective: why think about talent?
		The psychological perspective: how can we measure talent?
			job analysis
			the role of competencies
	MEASURING PSYCHOLOGICAL VARIABLES
		Reliability
		Validity
		Useful rules of thumb for evaluating reliability and validity information
		Fairness in assessment
			bias
			adverse impact
	IDENTIFYING TALENT
		Interviews
		Psychometrics
			maximum performance
			Implications: The most important determinants of job performance are GMA, practice (as measured by work sample tests rather than experience) and conscientiousness. Two combinations of methods are recommended to organisations that can be used for app
			a note on ‘faking’ in psychometrics
		Biodata
		Assessment centres
		Work samples
	DECISION TIME
		Errors in selection decision-making
		Combining data from selection methods
		Strategies for making selection decisions
	SUMMARY
		Case study revisited
		Test yourself
			Brief review questions
			Discussion or essay questions
		Further reading
	References
3: DEVELOPING AND RETAINING TALENT
	INTRODUCTION
		Cas e Study From selection to performance management to training – a competency framework at PubGrub
	ASSESSING PERFORMANCE
		Performance criteria
			standardised measures
			individualised measures
			rating reliability
		The role of the appraiser
			multisource ratings
			points of view in performance appraisal
	OUTCOMES OF PERFORMANCE APPRAISALS
		Performance comparisons
		Training needs
		Training, development or learning?
	THE PSYCHOLOGY OF LEARNING
		Habituation
		Behaviourism and the ‘conditioning’ approach to learning
			classical conditioning
			operant conditioning
			reinforcement schedules
		Social learning
			behaviour modelling training
	TRAINING AND DEVELOPMENT
		Training needs analysis
		Training design and development
			formal training methods
			e-learning
			informal training
		Implementation: Enhancing learning effectiveness
			practice makes perfect
			transfer of learning
		Training evaluation
	Implications: The money that organisations spend on training is a good investment. Training has demonstrably positive impacts at all four levels of evaluation: trainee reactions, learning, behaviour and organisational results. To enhance training ef
	SUMMARY
		Case study revisited
		Test yourself
			Brief review questions
			Discussion or Essay Questions
		Further reading
	References
4: MOTIVATION AND ATTITUDES
	INTRODUCTION
		Case Study Money and motivation
	WHY WORK?
		Theories of motivation
	CONTENT THEORIES: WHAT MOTIVATES US?
		The external environment
			job characteristics
			rewards
		Internal needs
			universal needs theories
			individual or trait needs
	PROCESS THEORIES: HOW ARE WE MOTIVATED?
		Equity theory
		Expectancy theory
		Goal-setting theory
		The role of personality
	JOB ATTITUDES
		The attitude–behaviour link
			cognitive dissonance theory
			planned behaviour
		Job satisfaction
		Organisational commitment
	SUMMARY
		Case study revisited
		Test yourself
			Brief review questions
			Discussion or essay questions
		Further reading
	References
5: BUILDING EFFECTIVE TEAMS
	INTRODUCTION
		Ca se Study People, not tools
	WHAT IS A TEAM?
		Why teams?
		Types of team
		A model of teamwork
	TEAMWORK INPUTS
		Individual
			knowledge, skills and abilities
			diversity
			personality
		Team
			interdependence
			team leadership
			team training
		Organisation
			hr systems
			climate
	TEAMWORK MEDIATORS
		Processes
			transition
			action
			interpersonal
		Emergent states
			confidence
			climate
			cohesion
	TEAMWORK OUTPUTS
		Team performance
		Affective reactions
		Behavioural outcomes
	TEAMWORK CAUTIONS
	SUMMARY
		Case study revisited
		Test yourself
			Brief review questions
			Discussion or essay questions
		Further reading
	References
6: LEADERSHIP: THE GOOD, THE BAD AND THE UGLY
	INTRODUCTION
		Case Study Leadership is the key to success for the New Zealand Defence Force
	THE BASICS OF LEADERSHIP
		What is a leader?
		What is effective leadership?
	THE LEADER
		Trait theories
		Behavioural theories
	THE CONTEXT
		Contingency theory
		Path–goal theory
	THE FOLLOWERS
		Leader–member exchange theory
		Implicit leadership theory
			sex differences
			cultural differences
	CURRENT THEMES IN LEADERSHIP
		Transformational and transactional leadership
			charismatic leadership
			bringing leadership theories together
		When leadership goes wrong
			leader derailment
			the dark triad
		Ethical leadership
			authentic leadership
	SUMMARY
		Case study revisited
		Test yourself
			Brief review questions
			Discussion or essay questions
		Further reading
	References
7: CULTURE AND COMMUNICATION
	INTRODUCTION
		Cas e Study Communication goes awry at AHG
	UNDERSTANDING COMMUNICATION
		The communication process
		Why do we communicate?
		Theoretical models of organisational communication
	CHANNELS OF COMMUNICATION
		Linguistic channels
			language
			paralanguage
			silence
			electronic communication
			linguistic misunderstandings
		Non-linguistic channels
			Implications: It is likely that aphasics have developed their ability to pick up meaning from non-verbal cues in order to compensate for the loss of ability in understanding words. This study highlights how the different communication channels can i
			proxemics
			kinesic
	NETWORKS AND DIRECTIONS OF COMMUNICATION
		Formal networks: Organisation influences communication
			structural dimensions
			small group networks
		Informal networks: Communication influences organisation
			rumours
	CULTURE
		Values and culture
		Organisational culture
		Hofstede’s model of national culture
	SUMMARY
		Case study revisited
		Test yourself
			Brief review questions
			Discussion or essay questions
		Further reading
	References
8: WORKING IN A CHANGING WORLD
	INTRODUCTION
		Cas e Study Responding to climate change
	CHANGE AND THE FUTURE OF WORK
		Future trends
		Types of change
			planned or emergent?
			gradual or sudden?
			punctuated equilibrium
			continuous change
	MANAGING ORGANISATIONAL CHANGE
		The ‘step plans’ of change management
			lewin’s three-stage process
			kotter’s eight-step plan
			key elements in change management
		Implications: Implementing the latest management fashion is often a costly process and involves varying levels of change within the organisation. This study demonstrates that these popular changes do not necessarily result in the improved performanc
		Taking a systems perspective
			organisation development
		Integrating theory and practice in change management
	THE HUMAN SIDE OF CHANGE
		Triggers for change
		Personal transitions
			models of the transition process
		Individual perspectives on change
		Resistance to change
			managing resistance to change
			readiness for change
	SUMMARY
		Case study revisited
		Test yourself
			Brief review questions
			Discussion or essay questions
		Further reading
	References
9: STRESS AND WELL-BEING AT WORK
	INTRODUCTION
		Cas e Study Well-being and safety climate in Singapore
	PROMOTING HEALTH OR PREVENTING DISEASE?
		Work: A matter of life and death?
		Stress
		Well-being
	UNDERSTANDING STRESS AT WORK
		Foundations of the stress response
		Stress and performance
		Cognitive appraisal
		Demand–control–support model
	STRESS, ENGAGEMENT AND BURNOUT
		Burnout and work engagement
		Job demands–resources model
	MANAGING STRESS AND WELL-BEING
		An organisational approach to stress
			potential hazards
			symptoms of stress
			negative outcomes
			the final cost
		Levels and types of interventions
		Specific interventions
			physical activity
			hardiness and resilience
			mindfulness
	INTEGRATED APPROACHES TO STRESS AND WELL-BEING
		Employee assistance programmes
		The wider picture: Enhancing well-being
	SUMMARY
		Case study revisited
		Test yourself
			Brief review questions
			Discussion or essay questions
		Further reading
	References
10: POSITIVE PSYCHOLOGY AT WORK
	INTRODUCTION
		Ca se Study Happiness 101
	POSITIVE PSYCHOLOGY: AN INTRODUCTION
		Humanistic psychology
			self-actualisation: living a fulfilled life
			developing true potential
			humanistic psychology and work
		Reorienting psychology
			positive psychology perspectives
			positive psychology challenges
	FROM HAPPINESS TO FLOURISHING
		Happiness
		Positive emotions
		Flourishing
	APPLYING POSITIVE PSYCHOLOGY AT WORK
		Strengths and virtues
			strengths-based development
			character strengths and virtues
			strengths at work
		Implications: While it has already been established that executives’ character flaws can have negative impacts on the organisation, this study shows the benefit of specific strengths on performance. Because strengths can be developed, this informati
		Flow experiences
			flow at work
		Workplace spirituality
		Positive psychology interventions
	SUMMARY
		Case study revisited
		Test yourself
			Brief review questions
			Discussion or essay questions
		Further reading
	References
11: CUTTING-EDGE WORK PSYCHOLOGY
	INTRODUCTION
		Ca se Study The gig economy – freedom and flexibility or precarity and poverty?
	NEUROSCIENCE AT WORK
		Basic neuroscience technologies
		Applying neuroscience at work
			neuroscience and leadership
			neuroscience and consumer research
		Using neuroscience appropriately
	THE PSYCHOLOGY OF HUMANS AND MACHINES
		Human error or bad design?
		Human–computer interaction
			computer-supported cooperative work
			multitasking with electronic media
		Robots at work
			telepresence
			social robots
	COACHING PSYCHOLOGY
		What is coaching psychology?
		Coaching models and theory
		The effectiveness of coaching
			measuring effectiveness
			contributors to coaching effectiveness
		Virtual coaching
	SUMMARY
		Case study revisited
		Test yourself
			Brief review questions
			Discussion or essay questions
		Further reading
	References
12: THE REALITIES OF RESEARCH IN WORK PSYCHOLOGY
	INTRODUCTION
		Ca se Study The challenges of psychology consultancy
	THE RESEARCH PROCESS
	CHOOSING YOUR RESEARCH
		Consultancy as research
		Evidence-based practice
	LITERATURE SEARCHING
		What makes a good theory?
		Accessing research
			open access
		Evaluating research: Integrity and reliability
	DESIGNING THE STUDY
		Key research studies in this book
		Meta-analysis and systematic reviews
		Experimental studies
		Cross-sectional or longitudinal?
	TYPES OF DATA AND ANALYSIS
		Quantitative data collection
			questionnaires
			objective measures
			observations
		Quantitative data analysis
		Qualitative data collection
			interviews
			diary studies
		Qualitative data analysis
	SUMMARY
		Case study revisited
		Test yourself
			Brief review questions
			Discussion or essay questions
		Further reading
	REFERENCES
GLOSSARY
Index