{"product_id":"work-in-the-21st-century-with-ebook-access-code-isbn-9781394220977","title":"Work in the 21st Century, with eBook Access Code","description":"\u003cp\u003e\u003cb\u003ePROVIDES READERS WITH A WIDE-RANGING EXPLORATION OF THE RICH AND INTRIGUING NATURE OF THE MODERN WORKPLACE\u003c\/b\u003e \u003c\/p\u003e\u003cp\u003eNow in its seventh edition, \u003ci\u003eWork in the 21st Century: An Introduction to Industrial and Organizational Psychology\u003c\/i\u003e is the most current and engaging textbook for courses on Industrial and Organizational (I-O) Psychology. This market-leading textbook ties together themes and topics such as diversity, cognitive and physical abilities, personality, emotional intelligence, technology, multicultural dynamics, and evidence-based I-O psychology with a clear, reader-friendly narrative style. \u003c\/p\u003e\u003cp\u003eThis new edition retains the accessibility of the previous editions, incorporating the latest research findings into every chapter and providing up-to-date organizational applications of the principles of I-O psychology. The scientist-practitioner model continues to be the philosophical cornerstone of the text, further reinforcing the systems approach and stressing the interplay among different I-O psychology variables and constructs. \u003c\/p\u003e\u003cp\u003e\u003cb\u003eAN INTERACTIVE, MULTIMEDIA LEARNING EXPERIENCE\u003c\/b\u003e \u003c\/p\u003e\u003cp\u003eThis textbook includes access to an interactive, multimedia e-text. Icons throughout the print book signal corresponding digital content in the e-text. \u003c\/p\u003e\u003cp\u003e\u003cb\u003eVideo Content\u003c\/b\u003e \u003c\/p\u003e\u003cp\u003eTwo types of videos complement the text and engage readers more deeply with the fascinating field of I-O Psychology. \u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003ci\u003ePsychology @Work Videos\u003c\/i\u003e explore interesting topics in industrial and organizational psychology. Informed by educational materials from the Society for Industrial and Organizational Psychology (SIOP), these videos feature vibrant footage and ask students thought-provoking questions.\u003c\/li\u003e \u003cli\u003eGeneral psychology videos provide overviews of topics such as the Five-Factor Model of Personality and theories of motivation that might come to bear in the discussion of industrial and organizational psychology.\u003c\/li\u003e\n\u003c\/ul\u003e \u003cp\u003e\u003cb\u003eInteractive Figures, Charts, and Tables\u003c\/b\u003e \u003c\/p\u003e\u003cp\u003eAppearing throughout the enhanced e-text, interactive figures, diagrams, and tables facilitate study and help students retain important information. Even many of the simplest figures are interactive to encourage online readers to pause and absorb the information they present before scrolling on to additional reading. \u003c\/p\u003e\u003cp\u003e\u003cb\u003eInteractive Self-Scoring Quizzes\u003c\/b\u003e \u003c\/p\u003e\u003cp\u003eEach chapter includes a self-scoring \u003ci\u003ePractice Quiz\u003c\/i\u003e with feedback at both the question and quiz level to help students prepare for higher stakes assessments and exams. \u003c\/p\u003e\u003cp\u003eAbout the Author xvi\u003c\/p\u003e \u003cp\u003ePreface xvii\u003c\/p\u003e \u003cp\u003eAcknowledgments xx\u003c\/p\u003e \u003cp\u003e\u003cb\u003ePart 1 Fundamentals\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003e1 What Is Industrial and Organizational Psychology? 1\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 1.1 The Importance of I-O Psychology 2\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eThe Importance of Work in People’s Lives 2\u003c\/p\u003e \u003cp\u003eWhat Is I-O Psychology? 4\u003c\/p\u003e \u003cp\u003eThe Importance of Understanding the Younger Worker 13\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 1.2 The Past, Present, and Future of I-O Psychology 15\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eThe Past: A Brief History of I-O Psychology 15\u003c\/p\u003e \u003cp\u003eThe Present: The Demographics of I-O Psychologists 22\u003c\/p\u003e \u003cp\u003eThe Future: The Challenges to I-O Psychology in the 21st Century 24\u003c\/p\u003e \u003cp\u003eA Personal View of the Future: Preparing for a Career in I-O Psychology 25\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 1.3 Multicultural and Cross-Cultural Issues in I-O Psychology 28\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eThe Multicultural Nature of Life in the 21st Century 28\u003c\/p\u003e \u003cp\u003eTheories of Cultural Influence 34\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 1.4 The Organization of This Book 38\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eThemes 38\u003c\/p\u003e \u003cp\u003eParts 39\u003c\/p\u003e \u003cp\u003eResources 39\u003c\/p\u003e \u003cp\u003e\u003cb\u003e2 Research Methods and Statistics in I-O Psychology 45\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 2.1 Science and Research 46\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eWhat Is Science? 46\u003c\/p\u003e \u003cp\u003eOpen Science 47\u003c\/p\u003e \u003cp\u003eThe Role of Science in Society 47\u003c\/p\u003e \u003cp\u003eWhy Do I-O Psychologists Engage in Research? 48\u003c\/p\u003e \u003cp\u003eResearch Design 49\u003c\/p\u003e \u003cp\u003eMethods of Data Collection 51\u003c\/p\u003e \u003cp\u003eGeneralizability and Control in Research 53\u003c\/p\u003e \u003cp\u003eEthical Behavior in I-O Psychology 55\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 2.2 Data Analysis 57\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eDescriptive and Inferential Statistics 57\u003c\/p\u003e \u003cp\u003eCorrelation and Regression 60\u003c\/p\u003e \u003cp\u003eCorrelation and Causation 63\u003c\/p\u003e \u003cp\u003eBig Data 64\u003c\/p\u003e \u003cp\u003eMeta-Analysis 65\u003c\/p\u003e \u003cp\u003eMicro-, Macro-, and Meso-Research 66\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 2.3 Interpretation through Reliability and Validity 69\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eReliability 69\u003c\/p\u003e \u003cp\u003eValidity 72\u003c\/p\u003e \u003cp\u003e\u003cb\u003ePart 2 Industrial Psychology\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003e3 Individual Differences and Assessment 79\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 3.1 An Introduction to Individual Differences 81\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eSome Background 81\u003c\/p\u003e \u003cp\u003eDifferential Psychology, Psychometrics, and I-O Psychology 83\u003c\/p\u003e \u003cp\u003eIdentifying Individual Differences 83\u003c\/p\u003e \u003cp\u003eVarieties of Individual Differences 84\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 3.2 Human Attributes 86\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eAbilities 86\u003c\/p\u003e \u003cp\u003ePhysical, Sensory, and Psychomotor Abilities 91\u003c\/p\u003e \u003cp\u003ePersonality and Work Behavior 93\u003c\/p\u003e \u003cp\u003eVocational Interests 97\u003c\/p\u003e \u003cp\u003eAdditional Attributes 99\u003c\/p\u003e \u003cp\u003eSkills 99\u003c\/p\u003e \u003cp\u003eKnowledge 100\u003c\/p\u003e \u003cp\u003eCompetencies 101\u003c\/p\u003e \u003cp\u003eEmotional Intelligence 102\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 3.3 Foundations of Assessment 105\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eThe Past and the Present of Testing 105\u003c\/p\u003e \u003cp\u003eWhat Is a Test? 107\u003c\/p\u003e \u003cp\u003eAdministrative Test Categories 109\u003c\/p\u003e \u003cp\u003eTesting and Culture 110\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 3.4 Assessment Procedures 114\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eAssessment Content versus Process 114\u003c\/p\u003e \u003cp\u003eAssessment Procedures: Content 114\u003c\/p\u003e \u003cp\u003eTests of Physical Abilities 116\u003c\/p\u003e \u003cp\u003ePersonality 117\u003c\/p\u003e \u003cp\u003eEmotional Intelligence 123\u003c\/p\u003e \u003cp\u003eIndividual Assessment 124\u003c\/p\u003e \u003cp\u003eInterviews 124\u003c\/p\u003e \u003cp\u003eAssessment Centers 126\u003c\/p\u003e \u003cp\u003eWork Samples and Situational Judgment Tests 128\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 3.5 Special Topics in Assessment 133\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eIncremental Validity 133\u003c\/p\u003e \u003cp\u003eBiographical Data 134\u003c\/p\u003e \u003cp\u003eGrades and Letters of Recommendation 136\u003c\/p\u003e \u003cp\u003eMinimum Qualifications 136\u003c\/p\u003e \u003cp\u003eDrug and Alcohol Testing 138\u003c\/p\u003e \u003cp\u003eComputer-Based and Internet Assessment 139\u003c\/p\u003e \u003cp\u003eArtificial Intelligence and Machine Learning 142\u003c\/p\u003e \u003cp\u003e\u003cb\u003e4 Job Analysis and Performance 144\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 4.1 A Basic Model of Performance 145\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eCampbell’s Model of Job Performance 145\u003c\/p\u003e \u003cp\u003eCriterion Deficiency and Contamination 149\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 4.2 Extensions of the Basic Performance Model 151\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eTask Performance versus Organizational Citizenship Behavior 151\u003c\/p\u003e \u003cp\u003eThe Dark Side of Performance: Counterproductive Work Behaviors 154\u003c\/p\u003e \u003cp\u003eAdaptive Performance 158\u003c\/p\u003e \u003cp\u003eA Brief Recap 160\u003c\/p\u003e \u003cp\u003eExpert Performance 160\u003c\/p\u003e \u003cp\u003eTypes of Performance Measures 160\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 4.3 Job Analysis: Fundamental Properties and Practices 163\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eThe Uses of Job Analysis Information 163\u003c\/p\u003e \u003cp\u003eTypes of Job Analysis 166\u003c\/p\u003e \u003cp\u003eHow Job Analysis Is Done 167\u003c\/p\u003e \u003cp\u003eWork Analysis 169\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 4.4 Job Analysis: Newer Developments 171\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eElectronic Performance Monitoring as Part of a Job Analysis 171\u003c\/p\u003e \u003cp\u003eCognitive Task Analysis 172\u003c\/p\u003e \u003cp\u003ePersonality-Based Job Analysis 173\u003c\/p\u003e \u003cp\u003eA Summary of the Job Analysis Process 173\u003c\/p\u003e \u003cp\u003eComputer-Based Job Analysis 174\u003c\/p\u003e \u003cp\u003eO*net 174\u003c\/p\u003e \u003cp\u003eCompetency Modeling 176\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 4.5 Job Evaluation and the Law 179\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eJob Evaluation 179\u003c\/p\u003e \u003cp\u003eThe Concept of Comparable Worth 179\u003c\/p\u003e \u003cp\u003eJob Analysis and Employment Litigation 180\u003c\/p\u003e \u003cp\u003e\u003cb\u003e5 Performance Measurement 183\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 5.1 Basic Concepts in Performance Measurement 184\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eUses for Performance Information 184\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 5.2 Performance Rating—Substance 191\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eTheories of Performance Rating 191\u003c\/p\u003e \u003cp\u003eFocus on Performance Ratings 192\u003c\/p\u003e \u003cp\u003eRating Formats 195\u003c\/p\u003e \u003cp\u003eEmployee Comparison Methods 198\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 5.3 Performance Rating—Process 201\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eRating Sources 201\u003c\/p\u003e \u003cp\u003eRating Distortions 204\u003c\/p\u003e \u003cp\u003eRater Training 206\u003c\/p\u003e \u003cp\u003eReliability and Validity of Performance Ratings 207\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 5.4 The Social and Legal Context of Performance Evaluation 209\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eThe Motivation to Rate 209\u003c\/p\u003e \u003cp\u003eGoal Conflict 211\u003c\/p\u003e \u003cp\u003ePerformance Feedback 211\u003c\/p\u003e \u003cp\u003ePerformance Evaluation and Culture 214\u003c\/p\u003e \u003cp\u003ePerformance Evaluation and the Law 215\u003c\/p\u003e \u003cp\u003e\u003cb\u003e6 Staffing Decisions 221\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 6.1 Conceptual Issues in Staffing 222\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eAn Introduction to the Staffing Process 222\u003c\/p\u003e \u003cp\u003eThe Impact of Staffing Practices on Firm Performance 223\u003c\/p\u003e \u003cp\u003eStakeholders in the Staffing Process 224\u003c\/p\u003e \u003cp\u003eStaffing from the International Perspective 226\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 6.2 Evaluation of Staffing Outcomes 228\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eValidity 228\u003c\/p\u003e \u003cp\u003eUtility 232\u003c\/p\u003e \u003cp\u003eFairness 233\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 6.3 Practical Issues in Staffing 234\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eA Staffing Model 234\u003c\/p\u003e \u003cp\u003eCombining Information 235\u003c\/p\u003e \u003cp\u003eDeselection 238\u003c\/p\u003e \u003cp\u003eNumber of Decisions to Be Made 239\u003c\/p\u003e \u003cp\u003e21st-Century Staffing 240\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 6.4 Legal Issues in Staffing Decisions 242\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eCharges of Employment Discrimination 242\u003c\/p\u003e \u003cp\u003eEmployment Discrimination Outside of the United States 243\u003c\/p\u003e \u003cp\u003eTheories of Discrimination 244\u003c\/p\u003e \u003cp\u003e\u003cb\u003e7 Training and Development 250\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 7.1 Foundations of Training and Learning 251\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eTraining, Learning, and Performance 252\u003c\/p\u003e \u003cp\u003eTraining Needs Analysis 253\u003c\/p\u003e \u003cp\u003eThe Learning Process in Training 256\u003c\/p\u003e \u003cp\u003eLearning Organizations 262\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 7.2 Content and Methods of Training 264\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eTraining Methods 264\u003c\/p\u003e \u003cp\u003eTraining “Critical Thinking” 268\u003c\/p\u003e \u003cp\u003eTransfer of Training 269\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 7.3 Evaluating Training Programs 272\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eTraining Evaluation 272\u003c\/p\u003e \u003cp\u003eTraining Criteria 272\u003c\/p\u003e \u003cp\u003eUtility Analysis 274\u003c\/p\u003e \u003cp\u003eTraining Evaluation Designs 275\u003c\/p\u003e \u003cp\u003eEqual Employment Opportunity Issues in Training 276\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 7.4 Specialized Training Programs 279\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eManagement and Leadership Development 279\u003c\/p\u003e \u003cp\u003eSexual Harassment Awareness Training 284\u003c\/p\u003e \u003cp\u003eEthics Training 285\u003c\/p\u003e \u003cp\u003eCross-Cultural Training 286\u003c\/p\u003e \u003cp\u003e\u003cb\u003ePart 3 Organizational Psychology\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003e8 The Motivation to Work 290\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 8.1 An Introduction to Motivation 291\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eThe Central Position of Motivation in Psychology 291\u003c\/p\u003e \u003cp\u003eA Brief History of Motivation Theory in I-O Psychology 292\u003c\/p\u003e \u003cp\u003eMetaphors for Motivation 293\u003c\/p\u003e \u003cp\u003eThe Meaning and Importance of Motivation in the Workplace 296\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 8.2 Classic Approaches to Work Motivation 300\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003ePerson-as-Machine Theories 300\u003c\/p\u003e \u003cp\u003ePerson-as-Scientist Theories 303\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 8.3 Modern Approaches to Work Motivation 308\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003ePerson-as-Intentional Approaches 308\u003c\/p\u003e \u003cp\u003eThe Concept of Self-Efficacy in Modern Motivation Theory 312\u003c\/p\u003e \u003cp\u003eCommon Themes in Modern Motivation Approaches 314\u003c\/p\u003e \u003cp\u003eSpecialized Motivational Topic: The Entrepreneur 314\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 8.4 Practical Issues in Motivation 318\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eCan Motivation Be Measured? 318\u003c\/p\u003e \u003cp\u003eCross-Cultural Issues in Motivation 319\u003c\/p\u003e \u003cp\u003eGenerational Differences and Work Motivation 320\u003c\/p\u003e \u003cp\u003eMotivational Interventions 322\u003c\/p\u003e \u003cp\u003e\u003cb\u003e9 Attitudes, Emotions, and Work 326\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 9.1 Work Attitudes 327\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eThe Experience of Emotion at Work 327\u003c\/p\u003e \u003cp\u003eJob Satisfaction: Some History 328\u003c\/p\u003e \u003cp\u003eThe Measurement of Job Satisfaction 333\u003c\/p\u003e \u003cp\u003eThe Concept of Commitment 336\u003c\/p\u003e \u003cp\u003eOrganizational Identification 338\u003c\/p\u003e \u003cp\u003eEmployee Engagement 341\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 9.2 Moods, Emotions, Attitudes, and Behavior 343\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eIs Everybody Happy? Does It Matter If They Are? 343\u003c\/p\u003e \u003cp\u003eSatisfaction versus Mood versus Emotion 343\u003c\/p\u003e \u003cp\u003eWithdrawal Behaviors 350\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 9.3 Special Topics Related to Attitudes and Emotions 352\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eJob Loss 352\u003c\/p\u003e \u003cp\u003eTelecommuting 354\u003c\/p\u003e \u003cp\u003eWork–Family Balance 355\u003c\/p\u003e \u003cp\u003ePsychological Contracts 357\u003c\/p\u003e \u003cp\u003eJob Embeddedness 358\u003c\/p\u003e \u003cp\u003eJob Crafting 359\u003c\/p\u003e \u003cp\u003eWork-Related Attitudes and Emotions from a Cross-Cultural Perspective 359\u003c\/p\u003e \u003cp\u003e\u003cb\u003e10 Stress and Worker Well-Being 362\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 10.1 The Problem of Stress 363\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eStudying Workplace Stress 363\u003c\/p\u003e \u003cp\u003eWhat Is a Stressor? 365\u003c\/p\u003e \u003cp\u003eCommon Stressors at Work 366\u003c\/p\u003e \u003cp\u003eConsequences of Stress 371\u003c\/p\u003e \u003cp\u003eWork Schedules 375\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 10.2 Theories of Stress 378\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eDemand–Control Model 378\u003c\/p\u003e \u003cp\u003eJob Demands-Resources Theory 379\u003c\/p\u003e \u003cp\u003ePerson–Environment Fit Model 379\u003c\/p\u003e \u003cp\u003eIndividual Differences in Resistance to Stress 381\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 10.3 Reducing and Managing Stress 386\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003ePrimary Prevention Strategies 386\u003c\/p\u003e \u003cp\u003eSecondary Prevention Strategies 388\u003c\/p\u003e \u003cp\u003eTertiary Prevention Strategies 391\u003c\/p\u003e \u003cp\u003eSummary of Stress Intervention Strategies 391\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 10.4 Violence at Work 394\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eStress and Workplace Violence 394\u003c\/p\u003e \u003cp\u003eThe “Typical” Violent Worker 395\u003c\/p\u003e \u003cp\u003eTheories of Workplace Violence 396\u003c\/p\u003e \u003cp\u003eA Special Type of Violence: Bullying 399\u003c\/p\u003e \u003cp\u003eWhat Can We Conclude about Workplace Violence? 401\u003c\/p\u003e \u003cp\u003e\u003cb\u003e11 Fairness, Justice, and Diversity in the Workplace 403\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 11.1 Justice and Fairness 404\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eThe Concept of Justice 404\u003c\/p\u003e \u003cp\u003eJustice, Fairness, and Trust 406\u003c\/p\u003e \u003cp\u003eApproaches to Organizational Justice 407\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 11.2 The Practical Implications of Justice Perceptions 414\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003ePerformance Evaluation 415\u003c\/p\u003e \u003cp\u003eApplicant Reactions to Selection Procedures 416\u003c\/p\u003e \u003cp\u003eAffirmative Action 419\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 11.3 Diversity 423\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eWhat Does Diversity Mean? 423\u003c\/p\u003e \u003cp\u003eThe Dynamics of Diversity 424\u003c\/p\u003e \u003cp\u003e\u003cb\u003e12 Leadership in Organizations 432\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 12.1 The Concept of Leadership 433\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eSome Conceptual Distinctions 433\u003c\/p\u003e \u003cp\u003eThe Problem of Defining Leadership Outcomes 435\u003c\/p\u003e \u003cp\u003eNegative Leadership Outcomes: The Destructive Leader 435\u003c\/p\u003e \u003cp\u003eLeader versus Manager or Supervisor 437\u003c\/p\u003e \u003cp\u003eLeader Development versus Leadership Development 440\u003c\/p\u003e \u003cp\u003eThe Motivation to Lead 441\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 12.2 Traditional Theories of Leadership 444\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eThe “Great Man” Theories 444\u003c\/p\u003e \u003cp\u003eEarly Investigations Using the Trait Approach 445\u003c\/p\u003e \u003cp\u003eThe Power Approach to Leadership 445\u003c\/p\u003e \u003cp\u003eThe Behavioral Approach 446\u003c\/p\u003e \u003cp\u003eThe Contingency Approach 447\u003c\/p\u003e \u003cp\u003eThe Consequences of Participation: The Vroom–Yetton Model 448\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 12.3 New Approaches to Leadership 451\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eLeader–Member Exchange 451\u003c\/p\u003e \u003cp\u003eTransformational Leadership 453\u003c\/p\u003e \u003cp\u003eAuthentic Leadership 456\u003c\/p\u003e \u003cp\u003eThe Charismatic Leader 457\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 12.4 Emerging Topics and Challenges in Leadership Research 460\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eLeadership in a Changing Workplace 460\u003c\/p\u003e \u003cp\u003eMale and Female Leaders: Are They Different? 462\u003c\/p\u003e \u003cp\u003ePersonality and Leadership 466\u003c\/p\u003e \u003cp\u003eLeadership and Neuroscience 467\u003c\/p\u003e \u003cp\u003eCross-Cultural Studies of Leadership 467\u003c\/p\u003e \u003cp\u003eLeadership in a Diverse Environment 469\u003c\/p\u003e \u003cp\u003eGuidelines for Effective Leadership 471\u003c\/p\u003e \u003cp\u003e\u003cb\u003e13 Teams in Organizations 473\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 13.1 Types of Teams 474\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eGroups and Teams: Definitions 475\u003c\/p\u003e \u003cp\u003eTypes of Teams 476\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 13.2 Input–Process–Output Model of Team Effectiveness 482\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eTeam Inputs 483\u003c\/p\u003e \u003cp\u003eTeam Processes 486\u003c\/p\u003e \u003cp\u003eTeam Outputs 490\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 13.3 Special Issues in Teams 493\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eTeam Appraisal and Feedback 493\u003c\/p\u003e \u003cp\u003eTeam Roles 495\u003c\/p\u003e \u003cp\u003eTeam Development 496\u003c\/p\u003e \u003cp\u003eTeam Training 496\u003c\/p\u003e \u003cp\u003eCultural Issues in Teams 497\u003c\/p\u003e \u003cp\u003e\u003cb\u003e14 Organizational Theory, Dynamics, and Change 500\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 14.1 Conceptual and Theoretical Foundations of Organizations 501\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eOrganizations and People 501\u003c\/p\u003e \u003cp\u003eOrganization as Integration 504\u003c\/p\u003e \u003cp\u003eTheories of Organization 505\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 14.2 Social Dynamics of Organizations 513\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eClimate and Culture 513\u003c\/p\u003e \u003cp\u003eClimate and Culture from the Multicultural Perspective 516\u003c\/p\u003e \u003cp\u003eAn Application of Culture and Climate: Safety 517\u003c\/p\u003e \u003cp\u003eSocialization and the Concept of Person–Organization and Person–Job Fit 520\u003c\/p\u003e \u003cp\u003e\u003cb\u003eMODULE 14.3 Organizational Change and Development 528\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eOrganizational Change 528\u003c\/p\u003e \u003cp\u003eExamples of Large-Scale Organizational Change Initiatives 533\u003c\/p\u003e \u003cp\u003eEmerging Commonalities among Organizational Interventions 536\u003c\/p\u003e \u003cp\u003eOrganizational Development 537\u003c\/p\u003e \u003cp\u003eGlossary 541\u003c\/p\u003e \u003cp\u003eReferences 557\u003c\/p\u003e \u003cp\u003eName Index 611\u003c\/p\u003e \u003cp\u003eSubject Index 622\u003c\/p\u003e  \u003cp\u003e\u003cb\u003eJEFF CONTE\u003c\/b\u003e is Associate Professor and Associate Chair of the Psychology Department at San Diego State University, where he regularly teaches the undergraduate Introduction to I-O Psychology course. He has conducted research on a variety of topics, including personnel selection, personality predictors of job performance, cognitive ability, the measurement of emotional intelligence, and the factors associated with health and stress in the workplace. His research has been funded by the National Institute of Mental Health and the US Army Research Institute for the Behavioral and Social Sciences. He has published widely in I-O psychology and management journals, including the \u003ci\u003eJournal of Applied Psychology\u003c\/i\u003e, \u003ci\u003eAcademy of Management Review\u003c\/i\u003e, \u003ci\u003eJournal of Organizational Behavior\u003c\/i\u003e, \u003ci\u003eHuman Performance\u003c\/i\u003e, and \u003ci\u003eJournal of Managerial Psychology\u003c\/i\u003e.   \u003c\/p\u003e\u003cp\u003e\u003cb\u003ePROVIDES READERS WITH A WIDE-RANGING EXPLORATION OF THE RICH AND INTRIGUING NATURE OF THE MODERN WORKPLACE\u003c\/b\u003e \u003c\/p\u003e\u003cp\u003eNow in its seventh edition, \u003ci\u003eWork in the 21st Century: An Introduction to Industrial and Organizational Psychology\u003c\/i\u003e is the most current and engaging textbook for courses on Industrial and Organizational (I-O) Psychology. This market-leading textbook ties together themes and topics such as diversity, cognitive and physical abilities, personality, emotional intelligence, technology, multicultural dynamics, and evidence-based I-O psychology with a clear, reader-friendly narrative style. \u003c\/p\u003e\u003cp\u003eThis new edition retains the accessibility of the previous editions, incorporating the latest research findings into every chapter and providing up-to-date organizational applications of the principles of I-O psychology. The scientist-practitioner model continues to be the philosophical cornerstone of the text, further reinforcing the systems approach and stressing the interplay among different I-O psychology variables and constructs. \u003c\/p\u003e\u003cp\u003e\u003cb\u003eAN INTERACTIVE, MULTIMEDIA LEARNING EXPERIENCE\u003c\/b\u003e \u003c\/p\u003e\u003cp\u003eThis textbook includes access to an interactive, multimedia e-text. Icons throughout the print book signal corresponding digital content in the e-text. \u003c\/p\u003e\u003cp\u003e\u003cb\u003eVideo Content\u003c\/b\u003e \u003c\/p\u003e\u003cp\u003eTwo types of videos complement the text and engage readers more deeply with the fascinating field of I-O Psychology. \u003c\/p\u003e\u003cul\u003e\n\u003cli\u003e\n\u003ci\u003ePsychology @Work Videos\u003c\/i\u003e explore interesting topics in industrial and organizational psychology. Informed by educational materials from the Society for Industrial and Organizational Psychology (SIOP), these videos feature vibrant footage and ask students thought-provoking questions.\u003c\/li\u003e \u003cli\u003eGeneral psychology videos provide overviews of topics such as the Five-Factor Model of Personality and theories of motivation that might come to bear in the discussion of industrial and organizational psychology.\u003c\/li\u003e\n\u003c\/ul\u003e \u003cp\u003e\u003cb\u003eInteractive Figures, Charts, and Tables\u003c\/b\u003e \u003c\/p\u003e\u003cp\u003eAppearing throughout the enhanced e-text, interactive figures, diagrams, and tables facilitate study and help students retain important information. Even many of the simplest figures are interactive to encourage online readers to pause and absorb the information they present before scrolling on to additional reading. \u003c\/p\u003e\u003cp\u003e\u003cb\u003eInteractive Self-Scoring Quizzes\u003c\/b\u003e \u003c\/p\u003e\u003cp\u003eEach chapter includes a self-scoring \u003ci\u003ePractice Quiz\u003c\/i\u003e with feedback at both the question and quiz level to help students prepare for higher stakes assessments and exams.\u003c\/p\u003e","brand":"Wiley","offers":[{"title":"Default Title","offer_id":47990504653029,"sku":"NP9781394220977","price":94.5,"currency_code":"USD","in_stock":false}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1842\/7735\/files\/9781394220977.jpg?v=1761788095","url":"https:\/\/k12savings.com\/products\/work-in-the-21st-century-with-ebook-access-code-isbn-9781394220977","provider":"K12savings","version":"1.0","type":"link"}