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Encyclopedia of Industrial/Organizational Psychology

ENCYCLOPEDIA OF INDUSTRIAL ORGANIZATIONAL PSYCHOLOGY

General Reference

General Reference, Interests & Hobbies

Encyclopedia

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Industrial and organizational psychologists help develop strategies that optimize human potential and build better organizations by focusing on behavior within the specific environmental, technological, and social environment of the workplace. From the development of individual employees to factors of overall organizational structure, the use of psychology and the analysis of human behavior play significant roles in the contemporary workplace, a workplace increasingly impacted by government influences, growing consumer awareness, skill shortages, and the changing nature of the workforce. Bottom line, I/O psychologists contribute to an organization's success by resolving its human problems and improving the performance and well-being of its people. This encyclopedia will present a thorough overview of the cross-disciplinary field of industrial and organizational behavior for students, researchers, and professionals in the areas of psychology, business, management, and human resources.

POST SECONDARY FOUR YEAR

COLFR

COLJR

COLSO

COLSR

Duration

Duration Unit Of Measure

Transaction Type

Front Cover.
Half Title Page.
Other Frontmatter.
Title Page.
Copyright Page.
Contents.
Senior Advisory Board Members.
List of Entries.
Reader&#x0027;s Guide.
About the Editor.
Contributors.
Introduction.
1: Abusive Supervision.
2: Academy of Management.
3: Action Theory.
4: Adverse Impact/Disparate Treatment/Discrimination at Work.
5: Affective Events Theory.
6: Affective Traits.
7: Affirmative Action.
8: Age Discrimination in Employment Act.
9: American Psychological Association, Association for Psychological Science.
10: Americans with Disabilities Act.
11: Applicant/Test-Taker Reactions.
12: Army Alpha/Army Beta.
13: Assessment Center.
14: Assessment Center Methods.
15: Attitudes and Beliefs.
16: Attraction-Selection-Attrition Model.
17: Automation/Advanced Manufacturing Technology/Computer-Based Integrated Technology.
18: Balanced Scorecard.
19: Banding.
20: Behavioral Approach to Leadership.
21: Benchmarking.
22: Big Five Taxonomy of Personality.
23: Biographical Data.
24: Bona Fide Occupational Qualifications.
25: Boredom at Work.
26: Career Development.
27: Careers.
28: Case Study Method.
29: Charismatic Leadership Theory.
30: Civil Rights Act of 1964, Civil Rights Act of 1991.
31: Classical Test Theory.
32: Cognitive Abilities.
33: Cognitive Ability Tests.
34: Comparable Worth.
35: Compensation.
36: Competency Modeling.
37: Compressed Workweek.
38: Computer Assessment.
39: Confidence Intervals/Hypothesis Testing/Effect Sizes.
40: Conflict at Work.
41: Conflict Management.
42: Construct.
43: Content Coding.
44: Contextual Performance/Prosocial Behavior/Organizational Citizenship Behavior.
45: Control Theory.
46: Core Self-Evaluations.
47: Corporate Ethics.
48: Corporate Social Responsibility.
49: Counterproductive Work Behaviors.
50: Counterproductive Work Behaviors, Interpersonal Deviance.
51: Counterproductive Work Behaviors, Organizational Deviance.
52: Creativity at Work.
53: Credentialing.
54: Criterion Theory.
55: Critical Incident Technique.
56: Cross-Cultural Research Methods and Theory.
57: Customer Satisfaction with Services.
58: Cyberloafing at Work.
59: Descriptive Statistics.
60: Dictionary of Occupational Titles.
61: Differential Item Functioning.
62: Dirty Work.
63: Distance Learning.
64: Diversity in the Workplace.
65: Diversity Training.
66: Downsizing.
67: Drug and Alcohol Testing.
68: Electronic Human Resources Management.
69: Electronic Performance Monitoring.
70: Emotional Burnout.
71: Emotional Intelligence.
72: Emotional Labor.
73: Emotions.
74: Employee Assistance Program.
75: Employee Grievance Systems.
76: Employee Selection.
77: Employment at Will.
78: Employment Interview.
79: Empowerment.
80: Engineering Psychology.
81: Entrepreneurship.
82: Equal Pay Act of 1963.
83: Equity Theory.
84: Ethics in Industrial/Organizational Practice.
85: Ethics in Industrial/Organizational Research.
86: Eustress.
87: Executive Coaching.
88: Executive Selection.
89: Exit Survey (Exit Interview).
90: Expatriates.
91: Expectancy Theory of Work Motivation.
92: Experimental Designs.
93: Factor Analysis.
94: Family and Medical Leave Act.
95: Feedback.
96: Feedback Seeking.
97: Flexible Work Schedules.
98: Focus Groups.
99: Frame-of-Reference Training.
100: Gainsharing and Profit Sharing.
101: Gay, Lesbian, and Bisexual Issues at Work.
102: Generalizability Theory.
103: Genetics and Industrial/Organizational Psychology.
104: Glass Ceiling.
105: Global Leadership and Organizational Behavior Effectiveness Project.
106: Globalization.
107: Goal-Setting Theory.
108: Graphology.
109: Gravitational Hypothesis.
110: Group Cohesiveness.
111: Group Decision-Making Quality and Performance.
112: Group Decision-Making Techniques.
113: Group Development.
114: Group Dynamics and Processes.
115: Groups.
116: Groupthink.
117: Hardiness.
118: Hawthorne Studies/Hawthorne Effect.
119: High-Performance Organization Model.
120: History of Industrial Organizational Psychology in Europe and the United Kingdom.
121: History of Industrial/Organizational Psychology in North America.
122: History of Industrial/Organizational Psychology in Other Parts of the World.
123: Human-Computer Interaction.
124: Human Relations Movement.
125: Human Resource Management.
126: Human Resources Strategy.
127: Implicit Theory of Leadership.
128: Impression Management.
129: Incentives.
130: Incremental Validity.
131: Individual Assessment.
132: Individual Differences.
133: Industrial Relations.
134: Inferential Statistics.
135: Innovation.
136: Input-Process-Output Model of Team Effectiveness.
137: Integrity at Work.
138: Integrity Testing.
139: Intergroup Relations.
140: Interpersonal Communication.
141: Interpersonal Communication Styles.
142: Intrinsic and Extrinsic Work Motivation.
143: Item Response Theory.
144: Job Advertisements.
145: Job Analysis.
146: Job Analysis Methods.
147: Job Characteristics Theory.
148: Job Choice.
149: Job Description.
150: Job Design.
151: Job Evaluation.
152: Job Involvement.
153: Job Knowledge Testing.
154: Job Performance Models.
155: Job Rotation.
156: Job Satisfaction.
157: Job Satisfaction Measurement.
158: Job Search.
159: Job Security/Insecurity.
160: Job Sharing.
161: Job Typologies.
162: Judgment and Decision-Making Process.
163: Judgment and Decision-Making Process: Advice Giving and Taking.
164: Judgment and Decision-Making Process: Heuristics, Cognitive Biases, and Contextual Influences.
165: Justice in Teams.
166: Labor Law.
167: Leader-Member Exchange Theory.
168: Leadership and Supervision.
169: Leadership Development.
170: Learning Organizations.
171: Least Preferred Coworker Theory.
172: Lens Model.
173: Letters of Recommendation.
174: Life-Cycle Model of Leadership.
175: Linkage Research and Analyses.
176: Locus of Control.
177: Longitudinal Research/Experience Sampling Technique.

Encyclopedia of Industrial/​Organizational Psychology.css-1p8rvzy{position:absolute;padding-left:8px;}

Encyclopedia of Industrial/Organizational Psychology