Organizational Psychology's Books

Leadership Styles and Spiritual Traits of Catholic Priests

A Research Exploring the Relationships between Leadership Styles and Spiritual Traits of Catholic Priests

By: Rev. Fr. Francis Aning Amoah, . Industrial PhD,Organizational Psychology

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Leadership Styles and Spiritual Traits of Catholic Priests

A Research Exploring the Relationships between Leadership Styles and Spiritual Traits of Catholic Priests

By: Rev. Fr. Francis Aning Amoah, . Industrial PhD,Organizational Psychology

Aning Amoah's Leadership Styles and Spiritual Traits of Catholic Priests explore the relationship between leadership styles (transformational, transactional, and laissez-faire) and spiritual traits (self-directedness (SD), cooperativeness (CO), and self-transcendence (ST). The quantitative correlational study sampled 93 catholic priests from Ghana in active ministry. The results showed a statistically significant correlation between transformational leadership and spiritual traits, a nonstatistical correlation between transactional leadership and spiritual trait variables, a negative statistically significant correlation between laissez-faire leadership style with self-directedness and cooperativeness, and a positive statistically significant correlation between laissez-faire leadership style and self-transcendence. Thus, the more catholic priests provide guidance, counseling, teaching, and shepherding among congregation as a transformational leader, the more likely they will be reliable, mature, effective, helpful, compassionate, and spiritual. Contrary, the more catholic priests become laissez-faire leader, the more likely they will be weak, blaming, ineffective, emotionally unstable, lacking internal organizational principles (low SD), self-absorbed, intolerant, critical, revengeful and self-regarding (low CO), and absorbed in what they do, spiritual and capable of adapting to situation of pain and suffering (high ST).

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185

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Fulton Books, Inc.

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ISBN 10

1639858679

ISBN 13

9781639858675

Behavioral Modeling and Simulation

From Individuals to Societies

By: National Research Council,Division of Behavioral and Social Sciences and Education,Board on Behavioral, Cognitive, and Sensory Sciences,Committee on Organizational Modeling: From Individuals to Societies

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Behavioral Modeling and Simulation

From Individuals to Societies

Today's military missions have shifted away from fighting nation states using conventional weapons toward combating insurgents and terrorist networks in a battlespace in which the attitudes and behaviors of civilian noncombatants may be the primary effects of military actions. To support these new missions, the military services are increasingly interested in using models of the behavior of humans, as individuals and in groups of various kinds and sizes. Behavioral Modeling and Simulation reviews relevant individual, organizational, and societal (IOS) modeling research programs, evaluates the strengths and weaknesses of the programs and their methodologies, determines which have the greatest potential for military use, and provides guidance for the design of a research program to effectively foster the development of IOS models useful to the military. This book will be of interest to model developers, operational military users of the models and their managers, and government personnel making funding decisions regarding model development.

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423

Publisher

National Academies Press

Published Date

ISBN 10

030911862X

ISBN 13

9780309118620

Organizational Linkages

Understanding the Productivity Paradox

By: National Research Council,Division of Behavioral and Social Sciences and Education,Board on Human-Systems Integration,Panel on Organizational Linkages

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Organizational Linkages

Understanding the Productivity Paradox

By: National Research Council,Division of Behavioral and Social Sciences and Education,Board on Human-Systems Integration,Panel on Organizational Linkages

By one analysis, a 12 percent annual increase in data processing budgets for U.S. corporations has yielded annual productivity gains of less than 2 percent. Why? This timely book provides some insights by exploring the linkages among individual, group, and organizational productivity. The authors examine how to translate workers' productivity increases into gains for the entire organization, and discuss why huge investments in automation and other innovations have failed to boost productivity. Leading experts explore how processes such as problem solving prompt changes in productivity and how inertia and other characteristics of organizations stall productivity. The book examines problems in productivity measurement and presents solutions. Also examined in this useful book are linkage issues in the fields of software engineering and computer-aided design and why organizational downsizing has not resulted in commensurate productivity gains. Important theoretical and practical implications contribute to this volume's usefulness to business and technology managers, human resources specialists, policymakers, and researchers.

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328

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National Academies Press

Published Date

ISBN 10

0309049342

ISBN 13

9780309049344

Enhancing the Vitality of the National Institutes of Health

Organizational Change to Meet New Challenges

By: National Research Council,Institute of Medicine,Board on Health Sciences Policy,Division on Earth and Life Studies,Board on Life Sciences,Committee on the Organizational Structure of the National Institutes of Health

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Enhancing the Vitality of the National Institutes of Health

Organizational Change to Meet New Challenges

The report says that important organizational changes are needed at the National Institutes of Health to ensure the agency meets future challenges effectively. In particular, the report advises NIH to devote additional resources to innovative interdisciplinary research that reflects its strategic objectives and cuts across all agency's institutes and centers. The report recommends that Congress should establish a formal process for determining how specific proposals for changes in the number of NIH agencies and centers should be addressed.

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165

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National Academies Press

Published Date

ISBN 10

0309089670

ISBN 13

9780309089678

Microsoft Office 2003

By: June Jamrich Parsons,Joseph J. Adamski,Patrick Carey,Roy Ageloff,Partrick Carey,Dan Oja,Ann Shaffer,Beverly B. Zimmerman,Caroline Shaffer,Senior Lecturer in Business Ethics and Organizational Behavior and MBA Program Director Carey,Ageloff,Adamski,Zimmerman

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Microsoft Office 2003

In-depth, case-based, problem solving approach to learning the new features of Microsoft Office 2003. Includes coverage of file management, integration tutorials, and improved readability.

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1114

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ISBN 10

0619206594

ISBN 13

9780619206598

New Directions for Organization Theory

Problems and Prospects

By: Jeffrey Pfeffer

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New Directions for Organization Theory

Problems and Prospects

By: Jeffrey Pfeffer

In New Directions for Organization Theory, Jeffrey Pfeffer offers a comprehensive analysis and overview of the field of organization theory and its research literature. This work traces the evolution of organization studies, particularly its more recent history, and highlights the principle concepts and controversies characterizing the study of organizations. Pfeffer argues that the world of organizations has changed in several important ways, including the increasing externalization of employment and the growing use of contingent workers; the changing size distribution of organizations, with a larger proportion of smaller organizations; the increasing influence of external capital markets on organizational decision-making and a concomitant decrease in managerial autonomy; and increasing salary inequality within organizations in the US compared both to the past and to other industrialized nations. These changes and their public policy implications make it especially important to understand organizations as social entities. But Pfeffer questions whether the research literature of organization studies has either addressed these changes and their causes or made much of a contribution to the discussion of public policy. New Directions for Organization Theory provides a clear, accessible summary of the current state of organization studies, skillfully synthesizing diverse research and presenting it in an orderly, insightful manner. It offers suggestions for the development of the field, including a call to focus more on issues of design and to use the ability to understand real phenomena to help distinguish among theoretical approaches. A major scholar in the field of organization theory, Jeffrey Pfeffer offers a perspective on its current state that will be of interest and value to scholars and graduate students interested in organizations.

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273

Publisher

Oxford University Press

Published Date

ISBN 10

0195354222

ISBN 13

9780195354225

Work Motivation

Past, Present, and Future

By: Ruth Kanfer,Gilad Chen,Robert D. Pritchard

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Work Motivation

Past, Present, and Future

By: Ruth Kanfer,Gilad Chen,Robert D. Pritchard

Work motivation is a central issue in industrial organizational psychology, human resource management and organizational behaviour. In this volume the editors show that motivation must be seen as a multi-level phenomenon where individual, group, organizational and cultural variables must be considered to understand it.

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680

Publisher

Routledge Academic

Published Date

ISBN 10

0805857451

ISBN 13

9780805857450

Culture, Self-Identity, and Work

By: Miriam Erez,P. Christopher Earley

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Culture, Self-Identity, and Work

By: Miriam Erez,P. Christopher Earley

A great deal of research has recently been completed on behavior and the organization of work, most of which has viewed it from an ethnocentric perspective. In this work, Erez and Earley show how this is insufficient to develop a global theory of work behavior--it necessitates the inclusion of a cultural perspective. Solidly grounding their work in the fields of psychology, management, and anthropology, the authors propose a new theoretical framework utilizing individual's self-concept as a means of linking cultural beliefs and social interaction to emergent work behavior. The book includes specific recommendations for structuring work environments and managerial processes to match cultural practices and enhance productivity in the workplace, making it an essential reference for scholars, students, and professionals.

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275

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Oxford University Press

Published Date

ISBN 10

0195360486

ISBN 13

9780195360486

Community Power and Empowerment

By: Brian D. Christens

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Community Power and Empowerment

By: Brian D. Christens

Many people want to help bring about changes in their neighborhoods, workplaces, and communities. Leaders and scholars of change efforts are likewise eager for insights into what makes some organizations and coalitions capable of building and exercising power. Why are some groups successful in making changes in policies and systems and in sustaining their momentum over time, while others struggle or never really get off the ground? With Community Power and Empowerment, Brian D. Christens brings the most comprehensive analysis of empowerment theory yet conducted to bear on these questions, taking aim at many of the longstanding weaknesses and ambiguities of empowerment theory, research, and practice. For example, one major hindrance is that most notions of empowerment have not been coherently connected with community power. In addition, research has emphasized psychological aspects of empowerment over organizational processes, and has neglected community empowerment processes to an even greater extent. By linking empowerment and community power, Christens constructs a holistic framework for assessing and comparing community-driven change efforts. This book offers new guidance for inquiries into outcomes and impacts of empowerment processes on health and well-being, providing a resource for researchers, organizational leaders, practitioners, and anyone interested in collective action for change.

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255

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Oxford University Press

Published Date

ISBN 10

0190671769

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9780190671761

Hot Groups

Seeding Them, Feeding Them, and Using Them to Ignite Your Organization

By: Jean Lipman-Blumen,Harold J. Leavitt

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Hot Groups

Seeding Them, Feeding Them, and Using Them to Ignite Your Organization

By: Jean Lipman-Blumen,Harold J. Leavitt

Many corporations, in their attempt to create innovative products and services, have focused on the concept of building teams. While many groups fizzle, on rare occasions the members of a group will experience an extraordinary eruption of excitement, transcending an organization's rigid confines to achieve astonishing results. These individuals, say Jean Lipman-Blumen and Harold J. Leavitt, are lucky enough to be members of a "hot group," a phenomenon they lucidly and enthusiastically describe in their ground-breaking new book Hot Groups. A hot group is not a name for a newfangled team, task force, or committee. Rather, a hot group is defined by a distinctive state of mind coupled with a style of behavior that is intense and sharply focused on its ultimate goal. Stretching themselves beyond their own expectations, members of a hot group plunge into enterprises that have the potential to change, even ennoble, their own and others' lives. Neither trendy fabrication nor new management fad, hot groups have existed since the dawn of civilization, perhaps invigorating groups of cavemen to hunt together furiously for food before winter's approach. Today, examples of hot groups abound in territories such as Silicon Valley, where impassioned people have blazed paths through the burgeoning computer industry. Consider the hot group that created the original Macintosh and revolutionized the personal computer market. John Sculley, who joined Apple in the early 1980s, described a "magnetic field" that surrounded the Macintosh hot group members, and Bill Gates, Microsoft's mastermind, reported that a hot programming group to which he once belonged "didn't obey a 24-hour clock." Instead, they programmed for days at a time, pausing only to eat and talk about software with fellow programmers. Here also are examples of hot groups at work in other industries: the individuals that created the blockbuster TV drama "Hill Street Blues"; the Navy and civilian personnel that transformed a standard cruiser into a guided missile cruiser in less than 12 months; and even the ad hoc crisis management group advising President John F. Kennedy during the Cuban Missile crisis. Indeed, the inspiring case studies found throughout Hot Groups illustrate that well-nourished hot groups can profoundly transform any type of organization. Still, Lipman-Blumen and Leavitt recognize the risks inherent in loosening an organization's structural soil enough to accommodate these groups. Consequently, they address such issues as how to provide the kind of leadership required by a hot group, how to mesh a hot group with the regimented structure of the overall corporation, how managers can encourage new hot groups, and how best to cope with an overheated hot group. Drawing on decades of research and experience with groups and organizations throughout the world, Lipman-Blumen and Leavitt have written an intensely engaging book about a phenomenon that will become increasingly important in our rapidly changing world. Expertly carving a path through this unmapped terrain, they lucidly demonstrate how managers and executives can ignite hot group sparks in their own organizations.

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316

Publisher

Oxford University Press

Published Date

ISBN 10

0195352041

ISBN 13

9780195352047

Leadership Styles and Spiritual Traits of Catholic Priests

A Research Exploring the Relationships between Leadership Styles and Spiritual Traits of Catholic Priests

By: Rev. Fr. Francis Aning Amoah, . Industrial PhD,Organizational Psychology

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Leadership Styles and Spiritual Traits of Catholic Priests

A Research Exploring the Relationships between Leadership Styles and Spiritual Traits of Catholic Priests

By: Rev. Fr. Francis Aning Amoah, . Industrial PhD,Organizational Psychology

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185

Publisher

Fulton Books, Inc.

Published Date

ISBN 10

1639858679

ISBN 13

9781639858675

Turbulence in the American Workplace

By: Peter B. Doeringer,Kathleen Christensen,Patricia M. Flynn,Douglas T. Hall,Harry C. Katz,Jeffrey H. Keefe,Christopher J. Ruhm,Andrew M. Sum,Michael Useem

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Turbulence in the American Workplace

By: Peter B. Doeringer,Kathleen Christensen,Patricia M. Flynn,Douglas T. Hall,Harry C. Katz,Jeffrey H. Keefe,Christopher J. Ruhm,Andrew M. Sum,Michael Useem

Turbulence--rapid and sometimes tumultuous changes--has characterized the labor markets of the 1970's and 1980's. Turbulent competitive conditions have cut sharply into profits and have forced downsizings and radical readjustments in America's workplaces. Workplace turbulence has resulted in lost jobs, declining incomes, and falling productivity for American labor. From the perspectives of business and labor, turbulence and its consequences is the key human resources issue for the last part of the twentieth century. In Turbulence in the American Workplace, a distinguished group of experts forcefully and convincingly argue that the human resources capacity of the private sector is the first line of defense against turbulence and is of equal importance to public sector education and training programs. The authors--including Kathleen Christensen, Patricia M. Flynn, Douglas T. Hall, Harry C. Katz, Jeffrey H. Keefe, Christopher J. Ruhm, Andrew M. Sum, and Michael Useem--effectively demonstrate how global competition, deregulation, and technological change are creating hard choices for employers that will alter both the living standards of workers and the performance of American industry in the coming decades. This illuminating work will be of significant value to business school faculty, corporate strategic planners, and general managers, as well as students and professionals interested in the areas of public policy, industrial relations, education, and labor studies.

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273

Publisher

Oxford University Press

Published Date

ISBN 10

0195362381

ISBN 13

9780195362381

The Management of Tension in Organization: Some Preliminary Findings

By: David E. Berlew,Douglas T. Hall,Sloan School Of Management,Professor of Organizational Behavior Douglas T Hall

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The Management of Tension in Organization: Some Preliminary Findings

By: David E. Berlew,Douglas T. Hall,Sloan School Of Management,Professor of Organizational Behavior Douglas T Hall

This work has been selected by scholars as being culturally important, and is part of the knowledge base of civilization as we know it. This work was reproduced from the original artifact, and remains as true to the original work as possible. Therefore, you will see the original copyright references, library stamps (as most of these works have been housed in our most important libraries around the world), and other notations in the work. This work is in the public domain in the United States of America, and possibly other nations. Within the United States, you may freely copy and distribute this work, as no entity (individual or corporate) has a copyright on the body of the work. As a reproduction of a historical artifact, this work may contain missing or blurred pages, poor pictures, errant marks, etc. Scholars believe, and we concur, that this work is important enough to be preserved, reproduced, and made generally available to the public. We appreciate your support of the preservation process, and thank you for being an important part of keeping this knowledge alive and relevant.

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Sagwan Press

Published Date

ISBN 10

1377008436

ISBN 13

9781377008431

Organizational Linkages

Understanding the Productivity Paradox

By: National Research Council,Division of Behavioral and Social Sciences and Education,Board on Human-Systems Integration,Panel on Organizational Linkages

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Organizational Linkages

Understanding the Productivity Paradox

By: National Research Council,Division of Behavioral and Social Sciences and Education,Board on Human-Systems Integration,Panel on Organizational Linkages

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328

Publisher

National Academies Press

Published Date

ISBN 10

0309049342

ISBN 13

9780309049344

Causal Analysis

Assumptions, Models, and Data

By: Lawrence R. James,Stanley A. Mulaik,Jeanne M. Brett

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Causal Analysis

Assumptions, Models, and Data

By: Lawrence R. James,Stanley A. Mulaik,Jeanne M. Brett

A review of techniques for testing causal hypotheses against empirical data is presented in this volume to discuss their utility in research on organizations. Ten conditions for use are outlined, and the advantages and disadvantages of these methods for organization research are examined. The authors also consider the philosophical issues that attach to the idea of causation.

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175

Publisher

SAGE Publications, Incorporated

Published Date

ISBN 10

0803918682

ISBN 13

9780803918689

Erikson on Development in Adulthood

New Insights from the Unpublished Papers

By: Carol Hren Hoare

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Erikson on Development in Adulthood

New Insights from the Unpublished Papers

By: Carol Hren Hoare

Erik Erikson (1902-1994) was one of the most eminent and prolific psychologists of the 20th century. Over his long career he published a dozen books, including classics such as Childhood and Society; Identity, Youth, and Crisis; and Young Man Luther . He was awarded the Pulitzer Prize and the National Book Award in 1970 for his biography Gandhi's Truth. It was also in 1970, when he retired from Harvard University, that Erikson began to rethink his earlier theories of development. He became increasingly occupied with the conflicts and challenges of adulthood--a shift from his earlier writings on the "identity crises" of adolescence. For the past twenty years, Carol Hoare has written extensively on various aspects of Erikson's work. She has been aided by access to Erikson's unpublished papers at Harvard, as well as cooperation with Joan Erikson, the psychologist's wife and longtime collaborator. By reconstructing Erikson's theory of adulthood from his unpublished papers, Hoare provides not only a much-needed revision of Erikson's work, but also a glimpse into the mind of one of the 20th century's most profound thinkers.

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301

Publisher

Oxford University Press

Published Date

ISBN 10

0195351185

ISBN 13

9780195351187

Why We Watch

The Attractions of Violent Entertainment

By: Jeffrey Goldstein

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Why We Watch

The Attractions of Violent Entertainment

By: Jeffrey Goldstein

America is fascinated by violence--where it comes from in ourselves, how it spreads through society, what effect it has on younger generations, and how it looks, in all its chilling and sanguine detail. This arresting collection of essays examines numerous facets of violence in contemporary American culture, ranging across literature, film, philosophy, religion, fairy tales, video games, children's toys, photojournalism, and sports. Lively and jargon-free, Why We Watch is the first book to offer a careful look at why we are drawn to depictions of violence and why there is so large a market for violent entertainment. The distinguished contributors, hailing from fields such as anthropology, history, literary theory, psychology, communications, and film criticism, include Allen Guttmann, Vicki Goldberg, Maria Tatar, Joanne Cantor, J. Hoberman, Clark McCauley, Maurice Bloch, Dolf Zillmann, and the volume's editor, Jeffery Goldstein. Together, while acknowledging that violent imagery has saturated western cultures for millennia, they aim to define what is distinctive about America's contemporary culture of violence. Clear, accessible and timely, this is a book for all concerned with the multiple points of access to violent representation in 1990s America.

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Page Count

288

Publisher

Oxford University Press

Published Date

ISBN 10

0198027907

ISBN 13

9780198027904

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