An Introduction to Contemporary Work Psychology by Maria C.W. Peeters, Jan de Jonge, Toon W. Taris

By Maria C.W. Peeters, Jan de Jonge, Toon W. Taris

This is the 1st accomplished evaluate of labor psychology, with assurance of vintage versions, present theories, and modern concerns affecting the 21st-century worker.


  • Examines the positive factors of work–motivation, functionality, creativity, and engagement—instead of focusing purely on hostile effects
  • Edited via leaders within the box with chapters written via an international staff of specialists from the USA, united kingdom, Europe,  and Australia
  • Discusses themes similar to safeguard at paintings, expertise, operating instances, work-family interplay, operating in groups , restoration, task calls for and task assets, and disorder absence
  • Suitable for complex classes inquisitive about paintings psychology as a sub self-discipline of labor and organizational psychology
  • Didactic positive aspects contain questions for dialogue, containers with useful functions, additional interpreting sections, and a glossary

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Extra resources for An Introduction to Contemporary Work Psychology

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Uk/. , & Cooper, C. L. (Eds. 2008). The Oxford handbook of personnel psychology. Oxford: Oxford University Press. Cascio, W. F. (2003). Changes in workers, work, and organizations. In W. C. Bormann, D. R. Ilgen, & R. J. ), Handbook of psychology, Vol. 12: Industrial and organizational psychology (pp. 401–422). Hoboken, NJ: John Wiley & Sons. Cummings, T. , & Worley, C. G. (2009). Organization development and change. Mason, OH: South-Western Cengage Learning. Cherns, A. (1987). Principles of sociotechnical design revisited.

E. e. e. e = aspects of the test score that have nothing to do with one’s true score). This fundamental assumption of CTT tells us that our measures of the constructs are not n ­ ecessarily perfect representations of the constructs we are intending to measure: there is error associated with each measurement. For example, if we have decided to measure productivity as the number of widgets produced by a factory worker in an hour, our measure might be subject to a number of sources of variation. It might matter, for example, which hour in the day we measure productivity: our hypothetical worker might produce fewer units in the afternoon following a heavy lunch or may slow down as the day progresses and s/he grows tired.

Traditionally, work psychology has tended to emphasize the fact that specific constellations of job characteristics could result in adverse consequences for workers (such as high levels of stress, fatigue and sickness absence). More modern approaches acknowledge that work offers incumbents many desirable features. At present, the idea that the consequences of working are not negative by definition certainly enriches current theorizing and research in the area of work psychology. This volume will therefore ­systematically emphasize not only the negative, but also the positive aspects of working.

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