By Cary L. Cooper, Ivan T. Robertson
This is often the 19th within the so much prestigious sequence of annual volumes within the box of commercial and organizational psychology. The sequence offers authoritative and integrative stories of the major literature of commercial psychology and organizational behaviour. The chapters are written by way of confirmed specialists and themes are rigorously selected to mirror the key matters within the study literature and in present perform.
This quantity presents either stories and present updates of study in commonplace components, reminiscent of studying and improvement at paintings, developing fit places of work, Empowerment and function, and staff Effectiveness. more moderen themes also are integrated, comparable to digital groups, the place of work reports of Lesbian and homosexual staff, and id in Organizational Contexts. each one bankruptcy deals a complete and demanding survey of the selected subject, and every is supported by means of a necessary bibliography. For complicated scholars, lecturers, and researchers, in addition to specialist psychologists and bosses, this is still the main authoritative and present consultant to advancements and proven wisdom within the box of commercial and organizational psychology.
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Additional info for International Review of Industrial and Organizational Psychology
Research design (see column 5) is also a collective weakness. Fourteen of the 18 studies are solely cross-sectional, so the direction of causality between HRM and performance cannot be determined. , 2003), in that they control for prior performance when examining the relationship between HRM and subsequent performance. , higher proﬁt leads to investment in training or selection) would be removed. However, as Guest et al. (2003) argue, it could also mask the effect of interest. If the practices actually measured had been fully operational for some time (say four years) before the period covered by the measure of prior performance (say two years), then they could already 34 I NTERNATIONAL R EVIEW OF I NDUSTRIAL AND O RGANIZATIONAL P SYCHOLOGY 2004 have had their effect on performance.
Voos (eds), Unions and Economic Competitiveness. New York: Armonk. Benson, G. , and Lawler, E. E. III (2003). Employee involvement: Utilization, impacts and future prospects. In D. Holman, T. D. Wall, C. W. Clegg, P. Sparrow, & A. Howard (eds), The New Workplace: A Guide to the Human Impact of Modern Working Practices. London: John Wiley & Sons. 40 I NTERNATIONAL R EVIEW OF I NDUSTRIAL AND O RGANIZATIONAL P SYCHOLOGY 2004 Berry, D. , & Broadbent, D. E. (1984). On the relationship between task performance and explicit verbalizable knowledge.
The impact of human resource management practices on perceptions of organizational performance. Academy of Management Journal, 39, 919–969. Delery, J. , & Doty, D. H. (1996). Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and conﬁgurational performance predictions. Academy of Management Journal, 39, 802–835. , & Laroche, P. (2000). What Do Unions Do to Productivity? A Meta-analysis (Cahier de recherche no. 2000-5). Nancy, France: GREFIGE, University of Nancy.