Download International Review of Industrial and Organizational by Gerard P. Hodgkinson, J. Kevin Ford PDF

By Gerard P. Hodgkinson, J. Kevin Ford

The twenty-sixth quantity within the such a lot prestigious sequence of annual volumes within the box of commercial and organizational psychology, delivering authoritative and integrative studies of the main literature within the field   All chapters written through validated specialists and all subject matters rigorously selected to mirror the main matters in either the learn literature and in present practicePresents advancements in such verified components as tension and future health, purchaser habit, worker belief, deception and applicant faking, the evaluate of activity functionality and paintings attitudes, and the employment interviewNewer themes explored comprise methodological concerns within the improvement and overview of a number of regression versions, and the mental influence of the actual place of work environmentEach bankruptcy bargains a finished and important survey of the selected subject, and every is supported by way of a necessary bibliography

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Extra resources for International Review of Industrial and Organizational Psychology 2011

Sample text

Workers’ appraisals of interventions can also influence the extent to which they participate in interventions and the success of those interventions (Nielsen, Randall, & Albertsen, 2007; Randall, Nielsen, & Tvedt, 2009). Not surprisingly, like job characteristics, the picture emerges of workers actively interpreting and shaping interventions designed to protect and enhance their well-being. One way of ensuring effective implementation is to involve workers in decisions concerning interventions (ETUC, 2004; Leka & Cox, 2008).

At present, there is little evidence on these issues. , 2005; Harris, 2002) indicates that: 1. Person-level variables, such as trait affectivity and attitudes concerning risk, are associated with beliefs concerning work events; 2. The nature of the work situation is also associated with beliefs, so that there is a tendency across people to converge on beliefs concerning specific work events in consistent ways; 3. That within work groups, there may be a convergence of beliefs reflecting social influences.

That is, workers may be asked which job characteristics they wish to change through traditional job redesign interventions, and which job characteristics they feel able to shape and regulate directly through crafting their own jobs. Involvement of workers throughout the process of risk assessment and intervention requires a participatory and two-way process of communication on how best to regulate risks (National Research Council, 1989). Such communication itself can be an intervention. Knowledge of how people interpret their work environment and predispositions to use certain forms of coping can be used to develop tailored messages, indicating what it is workers can do to regulate their own well-being, or inform workers of the likely impact of work events on goal progress in order to mitigate against any concerns.

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