Welcome to our book review site go-pdf.online!
You may have to Search all our reviewed books and magazines, click the sign up button below to create a free account.
Power Bases and Informational Influence Strategies
Patrick Heinemann combines and extends social psychology research on power and influence with insights from research on the use of information. He derives hypotheses on the relationships between influence strategies based on management accounting information, influence outcomes, and various moderating variables
Psychology and Policing
Psychological theory and research have much to contribute to the knowledge and skill bases underlying effective policing. Much of the relevant information, however, is dispersed across a variety of different psychological and criminal justice/policing journals and seldom integrated for those applied psychologists interested in policing issues or for police policymakers/administrators and others working in the criminal justice area who are not familiar with the psychological literature. Designed to accommodate the needs of these different groups, this book addresses both operational policing issues and issues relevant to the improvement of organizational functioning by providing integrative r...
Organizational Behavior
This volume is a collection of essays by the field's most highly regarded scholars--experts who have contributed widely to the field, and who were invited to share their thoughts about its past, present, and future. By presenting their ideas about the state of organizational behavior, the discipline as a whole is invited to engage in critical self-reflection.
Andersonvilles of the North
This study argues that the image of Union prison officials as negligent and cruel to Confederate prisoners is severely flawed. It explains how Confederate prisoners' suffering and death were due to a number of factors, but it would seem that Yankee apathy and malice were rarely among them.
The "Immortal Six Hundred" and the Failure of the Civil War POW Exchange Process
Compounding the devastating tragedy of the Civil War was the failure of the warring parties to maintain a system for exchange of prisoners of war, rather than imprisoning combatants for the duration. This failure added at least 56,000 deaths to those accumulating on the battlefield and caused the untold suffering of many thousands more. This book focuses on 600 Confederate officers, made prisoners of war, who were dispatched to Charleston Harbor to act as human shields, and were subsequently imprisoned elsewhere and deliberately starved nearly to death. These actions were the result of the breakdown of the exchange cartel, as well as the "retaliation" policies promoted by the Secretary of War and the Lincoln administration.
Performance Measurement and Theory
In this volume, first published in 1983, the editors aim to achieve an understanding of performance from a variety of theoretical perspectives. The papers in this volume will not only spur further research, but will also provide an opportunity for some careful considerations of how performance is measured in various applied settings. The book is divided into four major areas; intraindividual issues, interdividual/organizational dynamics, methodology, and philosophies. This title will be of interest to students of business studies, psychology and human resource management.
The Relationship Between Perceived Values Congruence and Organizational Commitment in Multinational Organization
American, African, European, and Middle Eastern (N = 420) technical professional employees of a multinational organization were surveyed to explore the relationship between perceived values congruence (PVC) and organizational commitment (OC). PVC was looked at as a function of fit between: (a) person s and organization s actual values and (b) organization s espoused and actual values. Four dimensions of values (ethics, people, change, and bottom line) and three components of OC (affective, continuance, and normative) were considered. The key findings of the study were: (a) PVC was related to OC; (b) the relationship was different for each component of OC and socio-cultural group; and (c) the regression models that described these relationships showed that each socio-cultural group was most strongly associated with a different dimension of values: change for Americans, bottom line for Africans, people for Europeans, and ethics for Middle Easterners.
Employee—Organization Linkages
Employee-Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover summarizes the theory and research on employee-organization linkages, including the processes through which employees become linked to work organizations, the quality of such linkages, and how linkages are weakened or severed. The text identifies the determinants of employee commitment, absenteeism, and turnover, as well as their consequences for the individual, work groups, and the larger organization. The book also presents conceptual models on how employees become committed to, decide to be absent from, and decide to leave their organizations. Human resource practitioners, managers, employers, and industrial psychologists will find the book very informative and insightful.
Work Motivation
′Dr. Latham′s book is very detailed about under whom and where the major writers on work motivation studied. This makes for interesting asides. His footnotes are both informative and eyebrow raising. His personal journey through all this is insightful, charming, and a great contribution to understanding the lineage of psychologists. I plan on loaning to other nonpsychologists as well as assigning it to my students.′ùCANADIAN PSYCHOLOGYWork Motivation: History, Theory, Research, and Practice provides unique behavioral science frameworks for motivating employees in organizational settings. Drawing upon his experiences as a staff psychologist and consultant to organizations, author GaryÃ...
