By Maria C.W. Peeters, Jan de Jonge, Toon W. Taris
This is the 1st complete review of labor psychology, with insurance of vintage types, present theories, and modern concerns affecting the 21st-century worker.
- Examines the good points of work–motivation, functionality, creativity, and engagement—instead of focusing purely on hostile effects
- Edited through leaders within the box with chapters written by way of a world crew of specialists from the USA, united kingdom, Europe, and Australia
- Discusses themes similar to defense at paintings, expertise, operating occasions, work-family interplay, operating in groups , restoration, activity calls for and task assets, and illness absence
- Suitable for complex classes fascinated by paintings psychology as a sub self-discipline of labor and organizational psychology
- Didactic good points contain questions for dialogue, packing containers with functional functions, additional interpreting sections, and a glossary
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Additional info for An Introduction to Contemporary Work Psychology
De re militari. org/ home/war/vegetius (accessed June 23, 2013). Wanberg, C. R. (2012) The individual experience of unemployment. Annual Review of Psychology, 63, 369–396. Warr, P. B. (1987). Work, unemployment, and mental health. Oxford: Oxford University Press. Weber, L. W. (2002). Georgius Agricola (1494– 1555): Scholar, physician, scientist, entrepreneur, diplomat. Toxicological Science, 69, 292–294. Williams, K. , & O’Reilly, C. A. (1998). Demo graphy and diversity in organizations: A review of 40 years of research.
Within the context of work psychology, task analysis can be considered a methodology in which data will be collected, ranked and evaluated to say something about the nature of the task, that is, its psychologically relevant characteristics (van Ouwerkerk, Meijman, & Mulder, 1994). The aim of work-psychological task analysis is to lead to a more efficient and effective integration of the human factor into system designs and operations via task (re)design in order to optimize human performance and safety.
Nominal No No No Assigning numbers to organizational departments: 1 = engineering 2 = research and development 3 = marketing and sales 4 = human resources Ordinal Yes No No Assigning numbers to ranked employees in terms of performance: 1 = Zara (top salesperson) 2 = Heinrich (second-highest salesperson) 3 = Miko (third-highest salesperson) Interval Yes Yes No Having supervisors rate their sales performance Ratio Yes Yes Yes Calculating the value of product sold: Zara’s annual sales = $500,000 Heinrich’s annual sales = $300,000 Miko’s annual sales = $250,000 Examples The nominal level of measurement simply uses numbers as labels or names.