Organizational Psychology and Behavior: An Integrated Approach to Understanding the Workplace
Edition: 2
Copyright: 2019
Pages: 610
Edition: 2
Copyright: 2019
Pages: 612
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Based off the author’s extensive industrial, consultative, research, and teaching experience, Organizational Psychology and Behavior: An Integrated Approach to Understanding the Workplace integrates organizational psychology and organizational behavior in one comprehensive package.
Written in a clear, approachable, and conversation-like style, Organizational Psychology and Behavior provides theory, research evidence (to promote more evidence-based practice), and application – making the material useful in all organizations.
Informed by cognitive science, learning and educational principles, and the the Eric Mazur Peer Instruction and Just In Time Training methods, each chapter first asks key questions and then answers them as units or sections.
Organizational Psychology and Behavior: An Integrated Approach to Understanding the Workplace:
- Offers a variety of simplified, proven and tested analogies that help students understand the material.
- Provides even more real-world examples for both managers and students to bring theories and research evidence to life. More application examples have been incorporated into the second edition, including cross-cultural and up-to-date (e.g., gig economy).
- Concludes with a chapter devoted to strategy and how it meshes with leadership and organizational culture.
- Incorporates both foundational and latest-and-greatest research findings to explain where ideas originated and how they are used in today’s organizations.
- Takes the content even further by incorporating more reflection exercises to deepen student engagement and learning.
- Includes online resources and self-assessments to facilitate student learning.
Preface
Acknowledgements
About the Book
Chapter 1 Issues and Challenges Organizations Face: Introduction
Detailed Chapter Table of Contents
Learning Outcomes
Overview
What Comprises the Fields of Organizational Psychology and Organizational Behavior?
How Did Organizational Behavior and Psychology Develop?
What Are the Top Challenges Organizations Face?
What Is the Design of This Book?
Chapter Summary
Discussion Questions
References
PART I Individuals in Organizations
Chapter 2 Joining the Organization: Socialization
Detailed Chapter Table of Contents
Learning Outcomes
Mini-Quiz: Organizational Socialization
Overview
What Does Socialization Mean?
Why Do We Care So Much About the Socialization Process?
What Does a Socialization Process Look Like?
What Are the Best Kinds of Socialization Processes?
Chapter Summary
Discussion Questions
References
Chapter 3 Intentions and Drivers at Work: Motivation
Detailed Chapter Table of Contents
Learning Outcomes
Mini-Quiz: Motivation
Overview
What is Motivation?
What Are the Theories of Motivation?
Why Should We Learn Theories of Motivation?
Organizing Theories
Chapter Summary
Discussion Questions
References
Chapter 4 Predicting Feelings and Behaviors at Work: Attitudes
Detailed Chapter Table of Contents
Learning Outcomes
Mini-Quiz: Attitudes
Overview
What Exactly Are Attitudes?
How Are Attitudes Formed?
Why Do We Care about Attitudes at Work?
Which Job Attitudes Do Organizations Care about?
What Theories Explain Job or Work Attitudes?
How Can Attitudes Be Changed?
How Do Organizations Assess Employee Attitudes?
Chapter Summary
Discussion Questions
References
Chapter 5 Doing the Job and Then Some: Performance
Detailed Chapter Table of Contents
Learning Outcomes
Mini-Quiz: Performance
Overview
What is Performance in Organizations?
What is Not Performance in Organizations?
How Do We Manage Performance?
How Do We Encourage High Performance?
Chapter Summary
Discussion Questions
References
Chapter 6 The Toll Work Takes: Occupational Stress
Detailed Chapter Table of Contents
Learning Outcomes
Mini-Quiz: Occupational Stress
Overview
What Is Stress?
Why Do We Need to Know about Occupational Stress in Organizations?
What Are the Theories of Job Stress
What Can Organizations Do about Occupational Stress?
Chapter Summary
Discussion Questions
References
PART II Running the Organization Using Teams and Leaders
Chapter 7 Being Part of a Group: Teams
Detailed Chapter Table of Contents
Learning Outcomes
Mini-Quiz: Teams
Overview
What Are Teams?
What Kinds of Teams Exist?
How Are Teams Formed?
How Do Teams Maintain Themselves?
What Makes for an Effective Team?
When Are Teams NOT Effective?
When Should You NOT Form Teams?
Chapter Summary
Discussion Questions
References
Chapter 8 Running the Organization: Management
Detailed Chapter Table of Contents
Learning Outcomes
Mini-Quiz: Management
Overview
What is Management?
What Differentiates Management from Leadership?
What Exactly Do Managers Do?
How Do You Become A Manager?
What Are Self-Managed Teams?
How Do We Transition from Management to Leadership?
Chapter Summary
Discussion Questions
References
Chapter 9 Taking the Organization into the Future: Leadership
Detailed Chapter Table of Contents
Learning Outcomes
Mini-Quiz: Leadership
Overview
What does it Mean to Lead an Organization?
What Do We Know About Leadership?
How do we Develop Good Leaders?
What Happens if You Have an Ineffective Leader?
Chapter Summary
Discussion Questions
References
Chapter 10 Disseminating Information: Communication
Detailed Chapter Table of Contents
Learning Outcomes
Mini-Quiz: Communication
Overview
Which Communication Methods Are Used in Organizations?
What are the Best Communication Skills?
Chapter Summary
Discussion Questions
References
PART III Designing and Changing the Organization Itself
Chapter 11 Organizing the Organization: Structure
Detailed Chapter Table of Contents
Learning Outcomes
Mini-Quiz: Organizational Structure
Overview
What is Organizational Structure?
What Does the Organizational Structure Look Like?
What Should You Consider When Choosing a Structure?
Putting it All Together
What are the Advantages/Disadvantages with Different Structure Elements?
How Does Structure Affect Organizational Members?
Chapter Summary
Discussion Questions
References
Chapter 12 Organizational Culture and Climate: Transformation
Detailed Chapter Table of Contents
Learning Outcomes
Mini-Quiz: Organizational Change and Transformation
Overview
What Is Climate and Culture?
How Do You Assess Culture as a Mechanism for Understanding It?
How Do We Change the Organization’s Culture?
How Do Managers Apply Theory to Change Climate and Culture
Chapter Summary
Discussion Questions
References
Chapter 13 The Future and How to Get There: Strategy
Detailed Chapter Table of Contents
Learning Outcomes
Mini-Quiz: Organizational Strategy
Overview
What Is Organizational Strategy?
How Is Strategy Different from Vision and Mission
How Strategy Has Been Understood
What Shapes Strategy?
Who Has a Stake in the Strategy?
What Is the Role of the Leader in Strategy?
Chapter Summary
Discussion Questions
References
Appendix
Glossary
Instructor Resource
Index
Zinta S. Byrne is a full professor of psychology at Colorado State University in Fort Collins, Colorado. She earned her masters and doctorate degrees in psychology, with a focus on Industrial and Organizational Psychology, from Colorado State University in 1999 and 2001. Prior to studying psychology, she earned a double major bachelors of science degree in computer science with a second major in mathematics, in 1986 from California State University, Hayward. She transferred to CSU, Hayward from Temple University in Philadelphia, Pennsylvania, in 1984. Prior to getting her degree in psychology, she worked for Hewlett-Packard Company in the Silicon Valley (Cupertino, California) from 1986 to 1997, in various roles including software engineer, program manager, project manager, and technical marketing manager. Before landing as a professor at Colorado State University but just after completing her PhD, Zinta worked for Personnel Decisions International, a management consulting firm. Byrne was based in Minneapolis with reporting relationships to San Francisco, California, and Dallas, Texas. Her regional role had her traveling from Minneapolis to Denver to San Francisco, to Dallas on a regular basis.
When Byrne’s advisor left Colorado State University in 2002, she decided to apply for the assistant professor opening and to her surprise, they hired her. She’s since graduated 10 PhDs, 13 MS, and currently supervise 6 doctoral students at various stages in their training. Zinta has supervised over 50 undergrads on research projects and taught organizational psychology to over 500 students. Other teaching assignments have included introduction to psychology, psychological measurement and testing, and graduate seminars in attitudes, justice, social psychology, and psychology of work. She’s been nominated for the Best Teacher Award many times, received the first Psi Chi Distinguished Teacher Award at CSU, and received the Jacob E. Hautaluoma Distinguished Alumni Award for her work as a scientist-practitioner. Consistent with the scientist-practitioner model, Byrne runs her own consulting practice, Atniz Consulting, LLC, where she collaborates with organizations on employee engagement, culture change, and leadership development.
Byrne frequently incorporates practice into her teaching and teaching into her practice, and use Action Research as a model for her work. Zinta’s recent research efforts have revolved around employee engagement. Her book Understanding Employee Engagement: Theory, Research, and Practice (published by the Routledge/Taylor & Francis Group) came out in July 2014. This book reviews the latest progress in both practice and research on employee engagement, as well as incorporates my international talks on engagement in Russia, Africa, the United Kingdom, and France. Another related book for which Byrne coedited, Purpose and Meaning in the Workplace (published by the American Psychological Association) published in 2013, and provides a wonderful review of research focused on workplace concerns related to increasing meaningfulness at work. Zinta mentions these two books because of their relevancy to organizational psychology, and how they both offer specific research findings and practical application to creating thriving and meaningful workplaces—an ultimate goal for both the organizational psychologist and organizational behavior practitioner.
As an organizational psychologist, Byrne researches a variety of topics—nearly all covered within this textbook (except she doesn’t research socialization, structure, or strategy). As a consequence, she’s published articles and book chapters, and serves on a variety of journal’s editorial boards, as well as currently serving as an associate editor for the Journal of Managerial Psychology. Her research as an organizational psychologist makes her an asset on many interdisciplinary grants that involve organizational change and as a result, she has been CO-PI on research grants from organizations such as the National Science Foundation.
Byrne’s book is a wonderfully crafted and comprehensive model of human behavior in contemporary organizations – it’s a must read for students’ teachers, and practicing managers!
Dr. Wayne A. Hochwarter
Jim Moran Professor of Organizational Behavior, Florida State University
Based off the author’s extensive industrial, consultative, research, and teaching experience, Organizational Psychology and Behavior: An Integrated Approach to Understanding the Workplace integrates organizational psychology and organizational behavior in one comprehensive package.
Written in a clear, approachable, and conversation-like style, Organizational Psychology and Behavior provides theory, research evidence (to promote more evidence-based practice), and application – making the material useful in all organizations.
Informed by cognitive science, learning and educational principles, and the the Eric Mazur Peer Instruction and Just In Time Training methods, each chapter first asks key questions and then answers them as units or sections.
Organizational Psychology and Behavior: An Integrated Approach to Understanding the Workplace:
- Offers a variety of simplified, proven and tested analogies that help students understand the material.
- Provides even more real-world examples for both managers and students to bring theories and research evidence to life. More application examples have been incorporated into the second edition, including cross-cultural and up-to-date (e.g., gig economy).
- Concludes with a chapter devoted to strategy and how it meshes with leadership and organizational culture.
- Incorporates both foundational and latest-and-greatest research findings to explain where ideas originated and how they are used in today’s organizations.
- Takes the content even further by incorporating more reflection exercises to deepen student engagement and learning.
- Includes online resources and self-assessments to facilitate student learning.
Preface
Acknowledgements
About the Book
Chapter 1 Issues and Challenges Organizations Face: Introduction
Detailed Chapter Table of Contents
Learning Outcomes
Overview
What Comprises the Fields of Organizational Psychology and Organizational Behavior?
How Did Organizational Behavior and Psychology Develop?
What Are the Top Challenges Organizations Face?
What Is the Design of This Book?
Chapter Summary
Discussion Questions
References
PART I Individuals in Organizations
Chapter 2 Joining the Organization: Socialization
Detailed Chapter Table of Contents
Learning Outcomes
Mini-Quiz: Organizational Socialization
Overview
What Does Socialization Mean?
Why Do We Care So Much About the Socialization Process?
What Does a Socialization Process Look Like?
What Are the Best Kinds of Socialization Processes?
Chapter Summary
Discussion Questions
References
Chapter 3 Intentions and Drivers at Work: Motivation
Detailed Chapter Table of Contents
Learning Outcomes
Mini-Quiz: Motivation
Overview
What is Motivation?
What Are the Theories of Motivation?
Why Should We Learn Theories of Motivation?
Organizing Theories
Chapter Summary
Discussion Questions
References
Chapter 4 Predicting Feelings and Behaviors at Work: Attitudes
Detailed Chapter Table of Contents
Learning Outcomes
Mini-Quiz: Attitudes
Overview
What Exactly Are Attitudes?
How Are Attitudes Formed?
Why Do We Care about Attitudes at Work?
Which Job Attitudes Do Organizations Care about?
What Theories Explain Job or Work Attitudes?
How Can Attitudes Be Changed?
How Do Organizations Assess Employee Attitudes?
Chapter Summary
Discussion Questions
References
Chapter 5 Doing the Job and Then Some: Performance
Detailed Chapter Table of Contents
Learning Outcomes
Mini-Quiz: Performance
Overview
What is Performance in Organizations?
What is Not Performance in Organizations?
How Do We Manage Performance?
How Do We Encourage High Performance?
Chapter Summary
Discussion Questions
References
Chapter 6 The Toll Work Takes: Occupational Stress
Detailed Chapter Table of Contents
Learning Outcomes
Mini-Quiz: Occupational Stress
Overview
What Is Stress?
Why Do We Need to Know about Occupational Stress in Organizations?
What Are the Theories of Job Stress
What Can Organizations Do about Occupational Stress?
Chapter Summary
Discussion Questions
References
PART II Running the Organization Using Teams and Leaders
Chapter 7 Being Part of a Group: Teams
Detailed Chapter Table of Contents
Learning Outcomes
Mini-Quiz: Teams
Overview
What Are Teams?
What Kinds of Teams Exist?
How Are Teams Formed?
How Do Teams Maintain Themselves?
What Makes for an Effective Team?
When Are Teams NOT Effective?
When Should You NOT Form Teams?
Chapter Summary
Discussion Questions
References
Chapter 8 Running the Organization: Management
Detailed Chapter Table of Contents
Learning Outcomes
Mini-Quiz: Management
Overview
What is Management?
What Differentiates Management from Leadership?
What Exactly Do Managers Do?
How Do You Become A Manager?
What Are Self-Managed Teams?
How Do We Transition from Management to Leadership?
Chapter Summary
Discussion Questions
References
Chapter 9 Taking the Organization into the Future: Leadership
Detailed Chapter Table of Contents
Learning Outcomes
Mini-Quiz: Leadership
Overview
What does it Mean to Lead an Organization?
What Do We Know About Leadership?
How do we Develop Good Leaders?
What Happens if You Have an Ineffective Leader?
Chapter Summary
Discussion Questions
References
Chapter 10 Disseminating Information: Communication
Detailed Chapter Table of Contents
Learning Outcomes
Mini-Quiz: Communication
Overview
Which Communication Methods Are Used in Organizations?
What are the Best Communication Skills?
Chapter Summary
Discussion Questions
References
PART III Designing and Changing the Organization Itself
Chapter 11 Organizing the Organization: Structure
Detailed Chapter Table of Contents
Learning Outcomes
Mini-Quiz: Organizational Structure
Overview
What is Organizational Structure?
What Does the Organizational Structure Look Like?
What Should You Consider When Choosing a Structure?
Putting it All Together
What are the Advantages/Disadvantages with Different Structure Elements?
How Does Structure Affect Organizational Members?
Chapter Summary
Discussion Questions
References
Chapter 12 Organizational Culture and Climate: Transformation
Detailed Chapter Table of Contents
Learning Outcomes
Mini-Quiz: Organizational Change and Transformation
Overview
What Is Climate and Culture?
How Do You Assess Culture as a Mechanism for Understanding It?
How Do We Change the Organization’s Culture?
How Do Managers Apply Theory to Change Climate and Culture
Chapter Summary
Discussion Questions
References
Chapter 13 The Future and How to Get There: Strategy
Detailed Chapter Table of Contents
Learning Outcomes
Mini-Quiz: Organizational Strategy
Overview
What Is Organizational Strategy?
How Is Strategy Different from Vision and Mission
How Strategy Has Been Understood
What Shapes Strategy?
Who Has a Stake in the Strategy?
What Is the Role of the Leader in Strategy?
Chapter Summary
Discussion Questions
References
Appendix
Glossary
Instructor Resource
Index
Zinta S. Byrne is a full professor of psychology at Colorado State University in Fort Collins, Colorado. She earned her masters and doctorate degrees in psychology, with a focus on Industrial and Organizational Psychology, from Colorado State University in 1999 and 2001. Prior to studying psychology, she earned a double major bachelors of science degree in computer science with a second major in mathematics, in 1986 from California State University, Hayward. She transferred to CSU, Hayward from Temple University in Philadelphia, Pennsylvania, in 1984. Prior to getting her degree in psychology, she worked for Hewlett-Packard Company in the Silicon Valley (Cupertino, California) from 1986 to 1997, in various roles including software engineer, program manager, project manager, and technical marketing manager. Before landing as a professor at Colorado State University but just after completing her PhD, Zinta worked for Personnel Decisions International, a management consulting firm. Byrne was based in Minneapolis with reporting relationships to San Francisco, California, and Dallas, Texas. Her regional role had her traveling from Minneapolis to Denver to San Francisco, to Dallas on a regular basis.
When Byrne’s advisor left Colorado State University in 2002, she decided to apply for the assistant professor opening and to her surprise, they hired her. She’s since graduated 10 PhDs, 13 MS, and currently supervise 6 doctoral students at various stages in their training. Zinta has supervised over 50 undergrads on research projects and taught organizational psychology to over 500 students. Other teaching assignments have included introduction to psychology, psychological measurement and testing, and graduate seminars in attitudes, justice, social psychology, and psychology of work. She’s been nominated for the Best Teacher Award many times, received the first Psi Chi Distinguished Teacher Award at CSU, and received the Jacob E. Hautaluoma Distinguished Alumni Award for her work as a scientist-practitioner. Consistent with the scientist-practitioner model, Byrne runs her own consulting practice, Atniz Consulting, LLC, where she collaborates with organizations on employee engagement, culture change, and leadership development.
Byrne frequently incorporates practice into her teaching and teaching into her practice, and use Action Research as a model for her work. Zinta’s recent research efforts have revolved around employee engagement. Her book Understanding Employee Engagement: Theory, Research, and Practice (published by the Routledge/Taylor & Francis Group) came out in July 2014. This book reviews the latest progress in both practice and research on employee engagement, as well as incorporates my international talks on engagement in Russia, Africa, the United Kingdom, and France. Another related book for which Byrne coedited, Purpose and Meaning in the Workplace (published by the American Psychological Association) published in 2013, and provides a wonderful review of research focused on workplace concerns related to increasing meaningfulness at work. Zinta mentions these two books because of their relevancy to organizational psychology, and how they both offer specific research findings and practical application to creating thriving and meaningful workplaces—an ultimate goal for both the organizational psychologist and organizational behavior practitioner.
As an organizational psychologist, Byrne researches a variety of topics—nearly all covered within this textbook (except she doesn’t research socialization, structure, or strategy). As a consequence, she’s published articles and book chapters, and serves on a variety of journal’s editorial boards, as well as currently serving as an associate editor for the Journal of Managerial Psychology. Her research as an organizational psychologist makes her an asset on many interdisciplinary grants that involve organizational change and as a result, she has been CO-PI on research grants from organizations such as the National Science Foundation.
Byrne’s book is a wonderfully crafted and comprehensive model of human behavior in contemporary organizations – it’s a must read for students’ teachers, and practicing managers!
Dr. Wayne A. Hochwarter
Jim Moran Professor of Organizational Behavior, Florida State University