By Sabine Sonnentag
Psychological administration of person functionality contains a different mix of contributions from lecturers and practitioners for every subject.
Leading overseas authors come jointly during this integrative and complete guide, to mix educational learn findings and to supply particular practice-relevant details, on topics corresponding to functionality strategies, paintings layout, cognitive skill and character as predictors of functionality, functionality appraisal and capability research, objective surroundings, education, mentoring, present platforms, strategic HRM in addition to broader matters comparable to overall healthiness and organizational tradition.
This instruction manual is a worthy source for researchers, teachers and complicated scholars in psychology and comparable fields; in addition to experts, practitioners and pros in HR, who are looking to give a contribution to the enhancement and upkeep of excessive person functionality.
Read Online or Download Psychological Management of Individual Performance PDF
Best occupational & organizational books
Hardbound. This instruction manual serves as a resource, reference, and educating complement for commercial association (or commercial economics), the large box inside microeconomics that makes a speciality of company habit and its implications either for marketplace constructions and procedures, and for public guidelines in the direction of them.
Fighting tension in Organizations:How to increase optimistic Managersoffers an cutting edge, evidence-based method of support managers hinder and decrease place of work pressure of their employees. presents info at the serious abilities managers needs to strengthen with a view to hinder rigidity of their employees, and the main ongoing behaviours that advertise a fit paintings environmentShows practitioners in occupational psychology, HR, overall healthiness and defense and comparable professions how optimistic administration could be built-in into a firm?
This interdisciplinary paintings attracts on learn from psychology and behavioral economics to judge the plausibility of ethical agreement idea. In a compelling demeanour with implications for ethical idea extra commonly, the author’s novel process resolves a few key contingencies in contractarianism and contractualism.
Staff have a suite of wishes as a part of the 'psychological agreement' of employment. even though, organisations function for a cause and so they too have agendas and desires. it's how the 2 come jointly that determines the capability for solid human family members and optimal productiveness. worker future health aid is an edited selection of specialist contributions that explores all key concerns during this more and more severe quarter.
- Wege aus der Arbeitslosigkeit: MINIPRENEURE. Chancen um das Leben neu zu gestalten – Zur Bewältigung von Langzeitarbeitslosigkeit
- Restoring Trust in Organizations and Leaders
- Idiosyncratic Deals between Employees and Organizations: Conceptual issues, applications and the role of co-workers
- Organizational Decision Making (Cambridge Series on Judgment and Decision Making)
- Applied Psychology for Social Work
- Team Effectiveness in Complex Organizations: Cross-Disciplinary Perspectives and Approaches
Extra resources for Psychological Management of Individual Performance
References 19 The ongoing changes in the today’s organizations have implications for our conceptualizations and research endeavors on performance. More speciﬁcally, future performancerelated research must pay more attention to learning and proactivity issues. Further theory development is needed with respect to the interface between individual and team level performance. This comprises questions such as the translation of individual into team level performance and the role of team process variables in enhancing individual performance.
Psychological Bulletin, 112, 310–329. Greenberg, J. (1990). Organizational justice: Yesterday, today, and tomorrow. Journal of Management, 16, 399–432. Greiner, B. , & Leitner, K. (1989). Assessment of job stress: The RHIA-instrument. In K. Landau & W. ), Recent developments in work analysis (pp. 53–66). London: Taylor & Francis. Grifﬁn, R. W. (1991). Effects of work redesign on employee perceptions, attitudes and behaviors: A long-term investigation. Academy of Management Journal, 34, 425–435.
Crucial ﬁndings within this ﬁeld are that high performers differ from moderate performers in the way they approach their tasks and how they arrive at solutions (for an overview, cf. Sonnentag, 2000). For example, during problem comprehension, high performers focus on abstract and general information, they proceed from general to speciﬁc information, and apply a ‘relational strategy’ in which they combine and integrate various aspects of the task and the solution process (Isenberg, 1986; Koubek & Salvendy, 1991; Shaft & Vessey, 1998).