Gotowe bibliografie tematyczne / Organizational psychology

Gotowa bibliografia na temat „Organizational psychology”

Autor: Grafiati
Data publikacji: 4 czerwca 2021
Data aktualizacji: 20 lutego 2023

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Artykuły w czasopismach na temat "Organizational psychology"

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Banks, George C., i Ernest H. O’Boyle. "Why We Need Industrial–Organizational Psychology to Fix Industrial–Organizational Psychology". Industrial and Organizational Psychology 6, nr 3 (wrzesień 2013): 284–87. http://dx.doi.org/10.1111/iops.12050.

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Bucklin, Barbara R., Alicia M. Alvero, Alyce M. Dickinson, John Austin i Austin K. Jackson. "Industrial-Organizational Psychology and Organizational Behavior Management". Journal of Organizational Behavior Management 20, nr 2 (15.09.2000): 27–75. http://dx.doi.org/10.1300/j075v20n02_03.

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Geller, E. Scott. "Organizational Behavior Management and Industrial/Organizational Psychology". Journal of Organizational Behavior Management 22, nr 2 (17.07.2003): 111–30. http://dx.doi.org/10.1300/j075v22n02_10.

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Hartley, Jean, i Kate MacKenzie Davey. "I. Organizational Psychology: Theory". Feminism & Psychology 7, nr 2 (maj 1997): 214–23. http://dx.doi.org/10.1177/0959353597072005.

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Searle, Rosalind. "Alliance for Organizational Psychology". OP Matters 1, nr 28 (grudzień 2015): 16–17. http://dx.doi.org/10.53841/bpsopm.2015.1.28.16.

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Castiello D'Antonio, Andrea. "Coaching psychology and positive psychology in work and organizational psychology." Psychologist-Manager Journal 21, nr 2 (maj 2018): 130–50. http://dx.doi.org/10.1037/mgr0000070.

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Wagstaff, Christopher Robert David, David Fletcher i Sheldon Hanton. "Positive organizational psychology in sport". International Review of Sport and Exercise Psychology 5, nr 2 (wrzesień 2012): 87–103. http://dx.doi.org/10.1080/1750984x.2011.634920.

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Burt, Christopher D. B., i Stuart C. Carr. "Organizational psychology and poverty reduction". Journal of Managerial Psychology 26, nr 6 (16.08.2011): 444–52. http://dx.doi.org/10.1108/02683941111154329.

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Cassell, Catherine, i Sue Walsh. "II. Organizational Psychology: Research/Practice". Feminism & Psychology 7, nr 2 (maj 1997): 224–30. http://dx.doi.org/10.1177/0959353597072006.

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van Knippenberg, Daan. "Advancing theory in organizational psychology". Organizational Psychology Review 1, nr 1 (luty 2011): 3–8. http://dx.doi.org/10.1177/2041386610386427.

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Rozprawy doktorskie na temat "Organizational psychology"

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Newland, Sarah J. "Organizational Citizenship Behavior- Individual or Organizational Citizenship Behavior- Organization: Does the Underlying Motive Matter?" TopSCHOLAR®, 2012. http://digitalcommons.wku.edu/theses/1159.

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Organizational Citizenship Behavior (OCB) is considered behavior that benefits others, but is not a part of the employee’s job description. Research has indicated that OCB can be divided into two categories, behavior that is directed towards other individuals (OCBI) and behavior that is directed towards the organization (OCBO). Research has also suggested that there are three different motives behind OCB, impression management, prosocial values, and organizational concern. This study examines the relationship between the motives and the type of OCB that is performed. The results failed to indicate that motives matter in determining which type of OCB is performed. Additionally, participants in all three motives were more likely to engage in OCBO behavior than in OCBI behavior.
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Warren, Taryn R. "Person-organization fit and organizational outcomes". Diss., Georgia Institute of Technology, 1996. http://hdl.handle.net/1853/29186.

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Griffith, Cameron. "Organizational Identity Dynamics| The Emergence of Micro-level Factors in Organizational Identity Processes for an Acquired Organization". Thesis, The George Washington University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3732580.

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This single case study examined the construct of organizational identity, defined as that which is central (i.e., fundamental to the organization), enduring (i.e., persisting over time), and distinctive (i.e., uniquely descriptive) about an organization’s character (Albert & Whetten, 1985). Specifically, the study addressed the research question: What are the organizational identity processes occurring in an acquired organization? While past research has addressed the construction of organizational identity, little research has examined this phenomenon after an organizational acquisition. The organizational identity dynamics model by Hatch and Schultz (2002) provided the theoretical underpinnings for this research and was utilized to establish the conceptual framework for this study.

This qualitative research study explored how organizational identity was constructed for members of an acquired organization as they initially learned of the acquisition and as they assimilated into their new organizational environment. Data were collected through semistructured interviews, document and archival review, and artifact review. This methodology maintained research integrity by establishing reliability and trustworthiness, with data triangulation used to validate study results and findings. The setting for this research was a private, family-owned transportation organization that had recently acquired a competing company.

This research study yielded three primary findings. First, individual-level variables such as personal anxiety or career status were significant factors in the organizational identity processes. Second, sensemaking was critical in the identity process for members of AcquiredCo. Findings indicated that sensemaking was enacted through several key factors, including organizational image, sensegiving by the acquiring organization, comparison processes, social learning, artifacts, and critical incidents. Last, the preacquisition environment of the acquired organization had a significant role in the identity-related processes.

This research study contributes to both theory and practice, expanding theoretical knowledge of identity construction for members of an acquired organization. Additionally, the research findings provide significant benefits to organizations that seek to more effectively assimilate members of an acquired organization into the acquiring organization, ultimately with a greater understanding of “who we are” (Gioia, 1998) as an organization.

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Cole, Tami. "Impact of an organization identity intervention on employees' organizational commitment". Thesis, Pepperdine University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10133149.

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This project examined the impacts of an organization identity intervention on workers’ commitment during large-scale transformational change at a financial services company. A 21-member information technology team was recruited for the study. Commitment was measured using a quantitative instrument and the events and data collected during the identity intervention were described. Participants generally enjoyed the intervention, although team members grew increasingly negative over the course of the event due to past experiences with similar interventions. Commitment was consistent across both groups and remained unchanged across the study period. The study organization is advised to assure that its leaders support and are prepared to respond to the results of any interventions conducted and take measures to nurture participants’ existing affective commitment. Continued research is needed to evaluate the impacts of the identity intervention on commitment. Such studies are advised to utilize a larger sample and to measure organizational commitment using mixed methods.

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Lee, Jooa. "Essays in Organizational Behavior". Thesis, Harvard University, 2015. http://nrs.harvard.edu/urn-3:HUL.InstRepos:14226103.

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How do organizations create an environment to motivate their employees to be healthy, productive, and competent decision makers? My dissertation identifies the underlying factors that could prevent organizations from achieving their goals, and takes on three research projects to address such barriers to successful organizational functioning. To provide a theoretical foundation for my research, I bring together conceptual and methodological streams from various disciplines including organizational behavior, behavioral decision research, and cognitive and affective psychology. I then employ multiple methods, including laboratory experiments involving psychophysiology as well as field research. Three essays compose this dissertation. My first essay examines the role of emotion-regulation processes in moral decision making. That is, emotion-regulation strategies (concealing and rethinking emotions) influence the decision maker’s preference for utilitarian choice. Using a process-dissociation approach, I also show emotion regulation selectively reduces deontological inclinations, leading to greater preference for utilitarian decisions. My second essay utilizes data from a large-scale field data as well as data from laboratory and online labor market. This research shows how seemingly irrelevant, uncontrollable factors—such as rain—may influence employee productivity by eliminating potential cognitive distractions. My third essay focuses on an intervention designed to invoke individuals’ psychosocial resources. Using a method called the Reflected Best-Self Exercise, I empirically test a set of hypotheses at the individual and team level. This research demonstrates that this intervention not only has positive health and stress-buffering effects, but also has implications for individual-level creativity, team-level functioning and performance. Across three essays, I argue that organizational performance should be understood in terms of the functioning of individual employees and teams. Thus, my work lays groundwork for organizational leaders to counteract the three barriers to organizational functioning.
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Soh, Star. "Organizational socialization of newcomers : a longitudinal study of organizational enculturation processes and outcomes /". The Ohio State University, 2000. http://rave.ohiolink.edu/etdc/view?acc_num=osu148820267877502.

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Schmitz, Heidi Anne. "Degree of organizational change and job insecurity". CSUSB ScholarWorks, 1997. https://scholarworks.lib.csusb.edu/etd-project/1402.

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Kovacs, Nicholas Carroll. "Developing a Nomological Network to Incorporate Learned Helplessness into Industrial-Organizational Psychology". Wright State University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=wright1556200975370749.

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Vishwanath, Dr Kannan [Verfasser]. "Risk management from the perspective of Organizational Psychology / Dr Kannan Vishwanath". Hamburg : Anchor Academic Publishing, 2015. http://d-nb.info/1110165250/34.

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Weinberg, Lisa Ellen. "Seeing through organization : the experience of social relations as constitutive /". Diss., This resource online, 1993. http://scholar.lib.vt.edu/theses/available/etd-06062008-171002/.

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Książki na temat "Organizational psychology"

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Basic organizational psychology. Boston: Allyn and Bacon, 1996.

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Miner, John B. Industrial-organizational psychology. New York: McGraw-Hill, 1992.

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Miner, John B. Industrial-organizational psychology. New York: McGraw-Hill, 1992.

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Jo, Silvester, red. Organizational psychology: Critical concepts in psychology. New York, NY: Routledge, 2007.

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Jewell, Linda N. Contemporary industrial/organizational psychology. St. Paul: West Pub. Co., 1985.

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Aamodt, Michael G. Applied industrial/organizational psychology. Belmont, Calif: Wadsworth Pub. Co., 1991.

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Aamodt, Michael G. Applied industrial/organizational psychology. Wyd. 2. Pacific Grove: Brooks/Cole Pub., 1996.

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Siegel, Laurence. Personnel and organizational psychology. Wyd. 2. Homewood, Ill: Irwin, 1987.

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R, Ilgen Daniel, red. Industrial and organizational psychology. Wyd. 8. London: Routledge, 1992.

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1940-, Cooper Cary L., red. Industrial and organizational psychology. Aldershot: Elgar, 1991.

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Części książek na temat "Organizational psychology"

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Wood, Robert E., Victoria Roberts i Jennifer Whelan. "Organizational Psychology". W IAAP Handbook of Applied Psychology, 233–68. Oxford, UK: Wiley-Blackwell, 2011. http://dx.doi.org/10.1002/9781444395150.ch10.

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Dawson, Bryan L., C. Douglas Johnson i Bernardo M. Ferdman. "Organizational psychology." W APA handbook of multicultural psychology, Vol. 1: Theory and research., 471–87. Washington: American Psychological Association, 2014. http://dx.doi.org/10.1037/14189-025.

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Crane, Monique F. "Organizational Health Psychology". W Encyclopedia of Behavioral Medicine, 1574–77. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-39903-0_101980.

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Capshew, James H., Harold Takooshian i Harris Winitz. "Industrial-Organizational Psychology". W Encyclopedia of the History of Psychological Theories, 563–66. New York, NY: Springer US, 2012. http://dx.doi.org/10.1007/978-1-4419-0463-8_68.

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Crane, Monique F. "Organizational Health Psychology". W Encyclopedia of Behavioral Medicine, 1–4. New York, NY: Springer New York, 2018. http://dx.doi.org/10.1007/978-1-4614-6439-6_101980-1.

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Cameron, E. Leslie, i Douglas A. Bernstein. "Industrial/Organizational Psychology". W Springer Texts in Education, 439–63. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-85650-2_15.

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Hedrih, Vladimir, i Dženana Husremović. "Organizational Psychology: Traumatic Traces in Organization". W Social Trauma – An Interdisciplinary Textbook, 235–42. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-47817-9_24.

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Taillard, Michael, i Holly Giscoppa. "Organizational Manipulation". W Psychology and Modern Warfare, 189–203. New York: Palgrave Macmillan US, 2013. http://dx.doi.org/10.1057/9781137347329_20.

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Lewis, Sarah. "Bringing Positive Psychology to Organizational Psychology". W Positive Psychology in Practice, 327–40. Hoboken, NJ, USA: John Wiley & Sons, Inc, 2015. http://dx.doi.org/10.1002/9781118996874.ch20.

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Jackson, Terence. "Cross-Cultural Organizational Psychology". W Cross-Cultural Psychology, 632–58. Chichester, UK: John Wiley & Sons, Ltd, 2019. http://dx.doi.org/10.1002/9781119519348.ch31.

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Streszczenia konferencji na temat "Organizational psychology"

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Rahmah, Laily. "Organizational Justice and Work Satisfaction: Meta Analysis". W International Conference on Psychology. SCITEPRESS - Science and Technology Publications, 2019. http://dx.doi.org/10.5220/0009447402540261.

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At Thohiroh, Afifah, Mayadha Kristalindari, Afiyana Eka Nurilla, Lukita Mardhiah, Septiani Khaerunnisa, Dewi Maulina i Nurul Arbiyah. "The Development of Organizational Commitment Scale for Non-Profit Organization". W Universitas Indonesia International Psychology Symposium for Undergraduate Research (UIPSUR 2017). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/uipsur-17.2018.38.

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Bajar, Jayson Troy, i Renia Fenis dela Peña. "Food and Organizations: The Relationship of Organizational Support and Attitude Towards Office Gastrodiplomacy Among Employees of a Public Organization". W The Asian Conference on Psychology & the Behavioral Sciences 2022. The International Academic Forum(IAFOR), 2022. http://dx.doi.org/10.22492/issn.2187-4743.2022.2.

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Sam, Muh Riefqy Faraelly, Elvita Bellani i Sri Wahyuni. "The Contributing Role of Organizational-Based Self-Esteem to Organizational Commitment". W Interdisciplinary Conference of Psychology, Health, and Social Science (ICPHS 2021). Paris, France: Atlantis Press, 2022. http://dx.doi.org/10.2991/assehr.k.220203.029.

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"The Relationship between Organizational Change and Employee's Organizational Commitment in State-owned Enterprises". W 2018 International Conference on Education, Psychology, and Management Science. Francis Academic Press, 2018. http://dx.doi.org/10.25236/icepms.2018.134.

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Rizvi, Syed Zahid Raza, Muhammad Waseem, Asim Nisar, Syed Kazim Raza Naqvi i Nadeem Ehsan. "Effects of organizational culture on psychology of employee commitment". W EM 2011). IEEE, 2011. http://dx.doi.org/10.1109/icieem.2011.6035572.

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Yuan, Guangchao, Nirav S. Ajmeri, Chris Allred, Pankaj R. Telang, Mark Wilson i Munindar P. Singh. "Modeling analytics as knowledge work: Computing meets organizational psychology". W 2015 IEEE 9th International Conference on Research Challenges in Information Science (RCIS). IEEE, 2015. http://dx.doi.org/10.1109/rcis.2015.7128899.

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Ul'yanova, P. A. "Communicative and organizational skills of future primary teachers grades". W Scientific Trends: pedagogy and psychology. ЦНК МОАН, 2019. http://dx.doi.org/10.18411/sciencepublic-04-12-2019-17.

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Sofiah, Diah, Markus Hartono i Frikson Sinambela. "Millennial’s Organizational Citizenship Behavior (OCB)". W Interdisciplinary Conference of Psychology, Health, and Social Science (ICPHS 2021). Paris, France: Atlantis Press, 2022. http://dx.doi.org/10.2991/assehr.k.220203.013.

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Nurcholis, Gartinia, i Widjajaning Budi. "The Impact of Organizational Culture and Perceived Organizational Support on Employee Engagement". W Proceedings of the 5th ASEAN Conference on Psychology, Counselling, and Humanities (ACPCH 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.200120.050.

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Raporty organizacyjne na temat "Organizational psychology"

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Daniellou, François, Marcel Simard i Ivan Boissières. Human and organizational factors of safety: a state of the art. Fondation pour une culture de sécurité industrielle, styczeń 2011. http://dx.doi.org/10.57071/429dze.

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This document provides a state of the art of knowledge concerning the human and organizational factors of industrial safety. It shows that integrating human factors in safety policy and practice requires that new knowledge from the social sciences (in particular ergonomics, psychology and sociology) be taken on board and linked to operational concerns.
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Grice, Robert L., i Lawrence C. Katz. Cohesion in Sports and Organizational Psychology: An Annotated Bibliography and Suggestions for U.S. Army Aviation (1993 to 2003). Fort Belvoir, VA: Defense Technical Information Center, kwiecień 2005. http://dx.doi.org/10.21236/ada434528.

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KUZNETSOVA, GALINA, ALYONA TOLMACHEVO i NATALYA KOLESOVA. EDUCATIONAL AND METHODICAL GRANT FOR TEACHERS OF THE PRESCHOOL EDUCATIONAL ORGANIZATIONS "PSYCHOLOGY AND PEDAGOGICAL MAINTENANCE OF INTERACTION WITH FAMILIES OF PUPILS WITH DISABILITIES OF HEALTH". ChIPPKRO, 2020. http://dx.doi.org/10.12731/psikhologo-pedagogicheskoe-soprovozhdenie.

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Bilovska, Natalia. HYPERTEXT: SYNTHESIS OF DISCRETE AND CONTINUOUS MEDIA MESSAGE. Ivan Franko National University of Lviv, marzec 2021. http://dx.doi.org/10.30970/vjo.2021.50.11104.

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In the article we interpret discrete and continuous message as interrupted and constant, limited and continual text, which has specific features and a number of differences between traditional (one-dimensional) text and hypertext (multidimensional). The purpose of this study is to define the concept of “hypertext”, consideration of its characteristics and features of the structure, similarities and differences with the traditional text, including the message in the media and communication. To achieve the goal of the study, we used a number of methods typical of journalism. Empirical analysis enabled a generalized description of the subject of study, which allowed to know it as a phenomenon. With the help of generalization the characteristic and specific regularities and principles of hypertext were studied. The system method is used to identify the dependence of each element of hypertext on its place in the text system as a whole. The retrospective method helped to understand the preconditions for the emergence of hypertext, to trace the dynamics of its development. General scientific methods (analysis, synthesis, induction, deduction) made it possible to formulate the conclusions of the study. Thanks to hypertext and the hypertext systems, the concept of virtual reality has gained tangible meaning. In hypertext space, virtuality organically complements reality. The state of virtuality, in this case, becomes the concept of hyperreality, and all this merges into a single whole in the space of computer text. Due to its volume and multidimensionality, hypertext can arouse scientific interest as an interdisciplinary discipline. In today’s world, the phenomenon of hypertext has been the subject of numerous discussions, conferences and research in the field of social communications, linguistics and psychology. Today, a significant number of organizations conduct large-scale research based on the concepts of hypertext associations and associative navigation.
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SOLOVEVA, N., i V. TARAKANOVA. TECHNOLOGICAL APPROACHES TO TRAINING IN HIGHER EDUCATION INSTITUTION. Science and Innovation Center Publishing House, 2021. http://dx.doi.org/10.12731/2658-4034-2021-12-4-2-27-39.

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The article discusses technological approaches to training in Higher Education Institution. The essence of technological approach to training consists in the transformation of educational processes into process with the guaranteed result. It supplements scientific approaches of pedagogy, psychology, sociology and other directions of science and practice. Purpose. To reveal how technological approaches to training in higher education institution influence on knowledge got by students. Scientific novelty. The article reveals development of the personality, creative abilities and it is necessary to use technological approaches of training, various creative tasks, research projects at the lectures. On the first and second years of education the pedagogical technology which is based on motivation of educational cognitive activity through communication and cooperation influences on the intellectual and behavioral status of students. Training is more effective, than the better methodology and technology of educational process will be coordinated with technology of assimilation the knowledge. It is important that all students in a higher educational institution could acquire material and began to use it in practice in the work. The signs of technology, a model of pedagogical technology, the scheme of technological creation of educational process and the results of expense of time in digestion of material by students are described in the article. Technological approach modernizes training on a basis of activity of students. Thanks to it, students achieve goals in the form of assimilation the knowledge in easier and productive way. When using technological approach there is an involvement of each student in educational process, knowledge is put into practice, there is always an access to necessary information (including the Internet), there is a communication and cooperation not only with the lecturer, but also with fellow students and what is more important is a constant test of the forces for overcoming the arising problems. Features of pedagogical technologies consist in activity of the lecturers and students. The activity of the lecturers is in that he knows well psychological and personal features of students and can introduce amendments on the training process course. The lecturer, as directly, and by means of technical means carries out the organizing, operating, motivating and controlling functions in the course of training. Practical significance. The practical importance consists in the use in practice of technological approaches to training in Higher Education Institution that promotes the guaranteed achievement of the set educational objects, the organization of all course of training in compliance to the purposes and tasks, assessment of the current results and their correction in case of need and also final assessment of results.
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