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This edited volume is derived from a conference held in honor of Charles Hulin's contribution to the psychology of work. His research has carefully developed and tested theory related to job satisfaction, withdrawal from work, and sexual harassment. Edited by Hulin's students, The Psychology of Work discusses research in job satisfaction. This research shows that job satisfaction plays an essential role in theories of organizational behavior. Formal models are used, such as item response theory, structural equation modeling, and computational models.
Three general and consistent themes in Hulin's research are represented in this book's chapters. The first theme is a focus on broad, general constructs, such as job satisfaction. The virtue of this approach is that a wide range of behavior can be explained by a small number of variables. The second theme involves the examination of the antecedents and consequences of job satisfaction. This theme is increasingly important because it ties research on job attitudes and job behaviors where links are consistently found to social attitudes and behaviors where links are rarely found. The third theme consists of Hulin's interest in the use of formal models to characterize and understand behavior.
This volume will be of interest to scholars and students in industrial/organizational psychology, human resources, organizational behavior, and management.
|Pt. I||The Hulin Legacy||1|
|1||Lessons From Industrial and Organizational Psychology||3|
|2||Back to the Same Place, for the First Time? The Hulin Family Tree||23|
|Pt. II||Research on the Psychology of Work||51|
|3||The Scientific Merit of Valid Measures of General Concepts: Personality Research and Core Self-Evaluations||55|
|4||The Ubiquity of Evaluation: A Hulinesque Essay||79|
|5||Motivation to Work in Cross-Cultural Perspective||101|
|6||Are Men Affected by the Sexual Harassment of Women? Effects of Ambient Sexual Harassment on Men||121|
|7||The Impact of Job Insecurity on Employee Work Attitudes, Job Adaptation, and Organizational Withdrawal Behaviors||141|
|8||The Legacy of Charles Hulin's Work on Turnover Thinking and Research||169|
|9||Turnover: An Integration of Lee and Mitchell's Unfolding Model and Job Embeddedness Construct With Hulin's Withdrawal Construct||189|
|10||Emotional Reserve and Adaptation to Job Dissatisfaction||205|
|11||Exploring Patterns of Aggressive Behaviors in Organizations: Assessing Model-Data Fit||235|
|12||Investigating Self-Presentation, Lies, and Bullshit: Understanding Faking and Its Effects on Selection Decisions Using Theory, Field Research, and Simulation||253|
|13||Models of Organizational Withdrawal: Information and Complexity||277|