New Edition!
Business Psychology and Organizational Behaviour
Complimentary examination copy available!
5th Edition • A core textbook for anyone interested in human behaviour in the workplace • Now in full colour • Introduces the concepts, theories and applications of organizational behaviour • Gives historical context as well as individual, group and organizational perspectives • Substantially revised and updated to reflect the latest developments in the field •
Helpful textbook features include learning outcomes, chapter summaries, review questions, information panels, numerous real-life boxed examples and a comprehensive glossary
• Accompanied by substantial supplementary resource material in new Interactive E-Textbook format • Download a free sample chapter now!
“This substantially revised edition of McKenna’s classic textbook is a labour of love. It enables people interested in human behaviour in the workplace, but without a background in psychology, to follow the development of this influential discipline. It is a wide-ranging, honest and representative survey of the field and is a very useful resource for undergraduates, postgraduates and professionals in occupational psychology, business studies and management science.” - George Erdos, Senior Lecturer, School of Psychology, Newcastle University
Now in full colour, the fifth edition of this bestselling textbook introduces all of the major theories, research findings, principles and concepts in business psychology and organizational behaviour, whilst emphasising their real-life application using relevant examples. The book, which is well-organized and clearly written, takes the reader through individual, group, and organizational/HR perspectives on the subject, while at the same time offering an appreciation of their historical development and methodological issues. The text has an improved structure and style of presentation, and has been revised and updated with new and expanded material including coverage of recent debates in occupational psychology; investor psychology or behavioural finance; cognitive evaluation theory; employee engagement and positive psychology; corporate memories in culture; storytelling and social media; technostress and environmental influences on stress; and emergent trends in selection. The book’s numerous helpful features include panels which contain relevant theories, research and illustrations of practice; learning outcomes; chapter summaries; review questions; a comprehensive bibliography; and a glossary. For lecturers who adopt the book, we provide access to a wealth of online teaching resources, including a chapter-by-chapter lecture course and multiple-choice question testbanks. This is an essential textbook for undergraduates and postgraduates studying psychology and organizational behaviour; it will also be welcomed as a rich source of information by practitioners in organizations. The online resources accompanying this book are in new IET format. See the inside back cover of this brochure for details.
Dr Eugene McKenna, Chartered and Registered Occupational Psychologist, is Professor Emeritus, University of East London, and Visiting Faculty of the Business School at the University of Strathclyde in Glasgow. He is a Fellow of the British Psychological Society and a Fellow of the Royal Society of Medicine.
1st January 2012: 246x189: 872pp Hb: 978-1-84872-034-3: £70.00 Pb: 978-1-84872-035-0: £39.95
www.psypress.com/mckenna
Table of Contents
Sample pages
7981848720343_4_010.qxd
23/09/2011
16:19
Page 316
Acknowledgements. Preface. Part I. Perspectives and Enquiry. 1. Historical Influences and Research Methodology. Part II. The Individual. 2. Personality. 3. Intelligence and Psychological Testing. 4. Motivation and Job Design. 5. Perception. 6. Communication. 7. Learning and Memory. 8. Individual Decision Making and Creativity. 9. Attitudes, Values, Job Satisfaction, and Commitment.
CONTENTS 317 318 318 318
Learning outcomes Definition Reasons for joining groups · · Primary or secondary · Co-acting Types of groups ~ Formal or informal Counteracting · Reference
319 333
interaction · Work group structure n· · Reference groups · Social compariso Group processes ~ Psychoanalytical p behaviour control · Decision making · Inter-grou Co-action and affiliation · Social
359
Chapter summary Questions
359
Further reading
358
Part III. The Group.
and · Cohesiveness · Communication Characteristics of groups ~ Norms
10. Groups. 11. Teambuilding. 12. Leadership and Management Style. 13. Power, Politics, and Conflict.
7981848720343_4_00
2.qxd
46
16:21
Page 46
BUSINE SS PSYCHO LOGY AND ORGAN IZATIO NAL BEHAV IOUR TABLE 2.2 The “Big Five” personality dimensi ons and representative traits Traits Dimensions
Part IV. The Organization.
Extraversion (1) Agreeableness (2)
14. Organizational Structure and Design. 15. Organizational Culture. 16. Organizational Change and Development. 17. Health and Work: Stress.
Conscientiousness (3) Emotional stability (4) Intellect or openness (5)
Desirable Outgoing, sociable, assertive Kind, trusting, warm Organized, thorough, tidy Calm, even-tempered, impertu rbable Imaginative, creative, intellige nt
From Hampson (1999). Reproduced by permission of the British Psycholog ical Society.
The Big Five structure of personality is a useful general framew ork but it may be more appropriate if used in culture s that are modern, literate, and industrialized (McCrae & Costa, 1997). In analyses of the Big Five personality dimensions in relation to job performance, it was concluded that people possessing conscientiousness (e.g., charact eristics such as reliability, carefulness, thorou ghness, organized with a tidy mind and a will to achieve, strong sense of purpose, obligation, and persistence) generally perform better in many occupations than those without this set of traits (Barrick & Mount, 1991; Barrick, Mount, & Judge, 2001). Another observation was that extraversion (i.e., traits such as being positive, sociable, gregarious, talkative, assertive, likely to take charge, and active) was associa ership and effective perform ted with leadance in occupations connected with management and sales (Barrick & Mount, 1991; Foti & Hauenstein, 2007).
Part V. Occupational Psychology/Human Resource Techniques. 18. Selection and Appraisal. 19. Rewards, Training, and Development. Glossary.
23/09/2011
_005.qxd
7981848720343_4
23/09/2011
16:20
Page 155
N
155
Undesirable Introverted, reserved, passive Hostile, selfish, cold Careless, unreliable, sloppy Moody, temperamental, nervous Shallow, unsophisticated , imperceptive
In a recent review of the literature, it was suggested that three of the Big Five factors (conscientiousness, openne ss, and agreeableness) were related in a positiv e way to team performance (Bell, 2007). Obviou sly, there are jobs where interaction with others constitutes a significant portion of the job. A major advantage of the Big Five structure of personality is that it can assimilate other structures of personality (Barrick & Mount, 2005; Hampson, 1999). Hampson cites Goldberg and Rosolack (1994), who demonstrated empirically that Eysenck’s three-factor system of extraversion, neuroticism, and psychoticism (previously discussed) can be integrated into the Big Five. The integration is as shown in Table 2.3. The Big Five model as a predictor of behaviour at work has received impressive endorsement from researc hers (Barrick & Mount, 2005). It remain s, for the most part, a description of norma l personality and therefore it is not as useful in clinical applications
PERC EPTIO TABLE 2.3 Relationship between Eysenck’s three-fa ctor system and the “Big Five” Big Five
References.
Low conscientiousness (undesirable aspect of dimensi on 3), plus low agreeableness (undesirable aspect of dimensi on 2)
Author index.
Eysenck Psychoticism
Extraversion (1)
Emotional stability (4) (undesir able aspect)
Subject index. ng uous figure – a kneeli Figure 5.4 An ambig (adapted from Fisher, 1967). face woman or a man’s
or pale cross. Figure 5.6 A dark
table figures. Figure 5.7 Multis
or two uous figure – a vase Figure 5.5 An ambig profiles.
guous both. With ambi face, or perhaps create a rs to be a need to figures there appea whole image.
d Figure/backgroun nter ambiguity
with threeWe rarely encou l world, ts in our normal visua dimensional objec find it sional objects we but with two-dimen round and backg en betwe predifficult to distinguish are li stimu kground ent figure. Figure/bac differ Two 5.5. 5.4 and sented in Figures e 5.5; at derived from Figur pictures could be
vase against see a figure of a one moment we ent we , and the next mom a dark background round. against a pale backg on a see two profiles cross see either a dark In Figure 5.6 we a dark on or a pale cross onpale background relati d figure/backgroun background. The vision. in senses other than hony ship is also found we listen to a symp when ple, exam figure For as a melody or theme we perceive the background. and the chords as d relafigure/backgroun These reversible our multistability of the rate illust tionships depicted in ization. This is perceptual organ e can be “organimag each e wher ent Figure 5.7 , generating differ ways ent differ ized” in l figures. or two-dimensiona three-dimensional in Figure right-hand image For example, the with lines from on hexag a as 5.7 can be seen a cube at the centre, or as the points converging tipped forward.
www.psypress.com/mckenna
Extraversion Neuroticism
Announcing a new Interactive Electronic Textbook (IET) Business Psychology and Organizational Behaviour The IET™ is an innovative interactive e-textbook that can be accessed online from any desktop or laptop computer, or on a variety of mobile devices, such as iPad* and iPhone* mobile digital devices, BlackBerry® smartphones, or devices using the Android™ mobile technology platform. The Business Psychology and Organizational Behaviour IET consists of the complete digital text of Business Psychology and Organizational Behaviour, 5th Edition by Eugene McKenna, with integrated links to a range of instructor and student resources. Student resources include: • Video clips • Links to other relevant websites • Active references to journal articles cited in the text • A multiple-choice question testbank for study purposes • An interactive glossary and pop-up key term definitions • Special programs for note-taking and managing references Instructor resources include: • A multiple-choice question testbank for formal testing • A test results tracker for monitoring student results • A bank of chapter-by-chapter PowerPoint lecture slides • A bank of electronic figures for in-class use • Sample discussions based on key chapter themes Visit www.psypress.com/mckenna for access to the orientation video, for a dynamic demonstration of all these exciting features. If you are an instructor: • The IET instructor resources will be available free of charge if you recommend the Business Psychology and Organizational Behaviour IET or the Business Psychology and Organizational Behaviour, 5th Edition printed book to your students. • The IET student resources will be available to you as an inspection copy. If you are a student: • The IET student resources will be available for you to purchase on a one-year subscription. * Trademarks of Apple Inc., registered in the U.S. and other countries.
www.psypress.com/mckenna
27 Church Road Hove East Sussex BN3 2FA, UK www.psypress.com
Change of address? Email alex.renner@informa.com, quoting ‘McKenna BPOB5’.
Psychology Press is part of the Taylor & Francis group, a trading division of Informa UK Ltd. Registered in England under no. 1072954 Registered Office: Mortimer House, 37-41 Mortimer Street, London W1T 3JH
Business JAMIE WARD Psychology and Organizational Behaviour 5th Edition Eugene McKenna
“This book presents the important theoretical and conceptual issues along with multiple relevant, real-life examples. Readers should be able to fully understand and appreciate the importance of psychology to behaviour in individual, organisational and societal settings. A core text for anyone interested in human behaviour in organisations!” - Sharon Feeney, College of Business, Dublin Institute of Technology, Republic of Ireland Praise for the 4th Edition: “Eugene McKenna has done it again. Business Psychology and Organisational Behaviour is an up-to-date, topical and comprehensive text, which should prove a great success among both undergraduates and post graduates. ... A must buy!” - Cary L. Cooper, CBE, Pro Vice Chancellor (External Relations) and Professor of Organizational Psychology and Health, Lancaster University Praise for the 4th Edition: “This book is an outstanding achievement. It is one of the most comprehensive and up-to-date texts available anywhere on the subject of business psychology and organizational behaviour. It takes the reader through individual, group and organizational perspectives, while at the same time offering an appreciation of their historical development and methodological issues. This solid foundation provides a basis for offering extremely useful guidance on the human resource and organizational options open to practising managers.” - John Child, Birmingham Business School, University of Birmingham
Please send me a free-of-charge examination copy Business Psychology and Organizational Behaviour, 5th Ed.
McKenna
978-1-84872-035-0
Name University/ College
Department Address
Postal code Country
Telephone
Fax
Course title Course level
Expected annual enrolment Textbook currently used
Please tick here if you do not want to join the Psychology Press mailing list.
Please tick here if you do not wish to receive special offers and updates by email.
We offer complimentary examination copies of this title to qualifying adopters. Examination copies are sent at the publisher’s discretion. Please send to Marketing Support, Psychology Press, 27 Church Road, Hove, East Sussex, BN3 2FA, UK. Tel: +44 (0)207 017 7747 • Fax: +44 (0)207 017 6717 • Email: julie.norton@informa.com • Apply online: www.psypress.com/mckenna
Please add me to the Psychology Press mailing list! Email your details to alex.renner@informa.com quoting ‘McKenna BPOB5’.
% Sample pages
7981848720343_4
_001.qxd
23/09/2011
7981848720343_4
_006.qxd
16:21
Page 26 8720343_4_018.qxd
798184
23/09/2011
16:24
188
26
Page 188
way of remember ing, and this is important because without an ability to recal l information from our mem ory knowledge is useless.
CHA PTE R SUM MAR Y • Psychology has a useful part to play in increasing our and of how organ understanding of izations function. human behaviour • The major persp ectives in psychology associated with the choanalytical, beha study of behaviour viourist, phenomen • Organizational are the psyological, and cogn behaviour takes itive approaches. on board a wide associated with r range of issue applied psychology s than that norm in organizations, psychology is by ally although it could far the most influe be argued that ntial discipline organizations. in the analysis of behaviour in • The landmark developments in the evolu tional psychology tion of organizatio inclu nal behaviour and occupational/industr de scientific management, human organizarelations, neo-human ial psychology, class tingency theory, ical bureaucracy, relations, and systems theor principles of organ y. • Contemporary ization, condevelopments relate d to modifications agement practices to organizational have become pron structures and manounced because of recent years. the nature and scale • Researchers, using of change in the scientific meth od, gather informatio issues affecting life n on a variety of in behavioural trol of the variables organizations. The scientific meth od includes defin used, data analysis, ition and conmethods used depe replication, and hypothesis testin nd upon the natur g. The research e of the problem. themselves to scien For example, certa tific investigation in problems lend in a laboratory or more easily exam field setting, wher ined using surveys, eas others are • Those who cond such as questionna ires or interviews. uct research in organ izations ought to issues. be sensitive to poten tial ethical
(1) What is the difference between behaviourism and (2) Identify the psychoanalysis? disciplines that contribute to significance of psych ology as a contributo organizational behaviour, and (3) How influential assess the ry discipline. was early industrial psychology in incre behaviour of peop le in organizatio asing our knowledge ns? (4) Discuss majo of the r theoretical or empi rical developments behaviour. in the evolution of organizational (5) Examine the major (6) Explain the ratio issues affecting contemporary organ nale for the differ izations. ent branches of psych when applying the ology using differ scientific method. ent techniques (7) Consider the most appropriate research methodolo of the motivation gy to use when of sales representa conducting a study (8) In what way tives. does adherence to an ethical code influe tional psychologi nce the approach st? of the organiza-
16:20
BUSIN ESS PSYC HOLO GY AND ORGA NIZAT IONA L BEHA VIOU R
BUSI NESS PSYC HOLO GY AND ORGA NIZAT IONA L BEHA VIOU R
QUE STIO NS
23/09/2011
Page 638
Social media and storytelling Using
social network sites (such as Facebook and My Space, Twit ter, and LinkedIn) context of story in the telling is consi dered an important devel opment in influe ncing customers and other stakeholders emot ionally. Traditionally consu mers received one-way messages from sources such as advertising agencies and the marketing departmen companies. These ts of can be challenged nowadays because consumers can get assistance information from and other consumers by soliciting opinions or visiting web destin ations.
Panel 6.3 Social media in
CONTENTS 639 640 641 659
676 677 678
Learning outcomes ement · Human resource manag methods · Fairness · Validity Job analysis · Selection Personnel selection ~
nt trends in selection Reliability · Utility · Emerge al · of performance apprais ement /appraisal ~ Goals Performance manag Administering appraisal techniques · appraisal · Performance Criteria for performance al apprais with s tion · Problem Use of appraisal informa the appraisal system ·
Chapter summary Questions Further reading
Tales of consumers ’ experiences of books, travel, and prod ucts generally are likely to influence choice and purchasing power. However, it shou ld be said that organ izations such as the Cons umers have published seriou Association in the UK s evaluations of produ in “Which” over cts many years. But social medi a offers more than a medium for mark eting messages. It is a communications netw ork that links empl management, custo oyees, mers, and comp etitors in new ways. It will permit a new level of experimentation across the whole range of business activities, and give impetus to differ ent ways of doing business, of product developme nt, and of designing organ izations. Informatio be circulated, evalu n can ated, and shaped by the
business IBM, a transforme d information techn ology company, is ing. It uses intern a pioneer of emplo al versions of every yee social networktype of social media world to its own version of Twitter, tool, from a Secon d Life-type virtual called BlueTwit. IBM’s ing: “the benefits the 400,000 emplo social media edito r is quoted as sayyees of the comp fewer meetings, and any received are fewer e-mails sent savings on travel to colleagues. Big worked on in a centr costs, documents can be al place, rather than stored, accessed and being sent back and Large geographically forth dispersed companies on e-mail.” networking amon were quick off the g employees. Pace mark to realize the plc, the UK set top networking specia value of social box company, recen list for its communica tly recruited a social tions team. An influe the increasing size ntial factor in taking of the the decision was company’s headquarte business. Only 400 of the company’s 1000 employees are rs in Yorkshire, and located at the all employees throu Pace was finding it gh the usual meet more difficult to comm ings and staff gathe unicate with The Director of Comm rings. unications at Pace China and elsewhere is quoted as saying and are never all : “we have people up at the same time. in Brazil, India, on 24/7 for peopl e to access.” But The intranet on the she has some reser ing at the expense other hand is vations about prom of face-to-face meet oting social netwo ings and feels that meetings staff are rkgiven the importance encouraged to relate more interperson of face-to-face In 2009 a UK comp ally. any – DSG Intern ational – was emba PC World stores posted derogatory rrassed when three comments about employees at its Dominos Pizza saw customers on Faceb its reputation dama ook. The US company ged in selves on YouTube doing unhygienic things 2009 when three employees poste d a video of themthem into customers’ , such as putting ingred meals. ients up their nose before putting It would seem to be difficult for comp may be possible when anies to police social networks, but perha , for example, collea gues respond to incor ps self-policing might ask, is it possi ble to measure the rect or damaging posts effects of social media that question. . ? At present it is difficu Finally, one lt to answer (Palmer, 2010)
www.psypress.com/mckenna
SALES REPRESENTATIVES, AGENTS AND DISTRIBUTION To order books, please contact your local representative or agent. korea Se-Yung Jun ICK (Information & Culture Korea) 473-19 Seokyo-dong, Mapo-ku Seoul, Korea 121 842 Tel: +82 2 3141 4791 Fax: +82 2 3141 7733 Email: cs.ick@ick.co.kr east and southeast asia For all Taylor & Francis Group imprints please order from our Singapore Sales Office. Singapore Sales Office Taylor & Francis Asia Pacific 240 Macpherson Road #08-01 Pines Industrial Building Singapore 348574 Tel: +65 6741 5166 Fax: +65 6742 9356 Email: sales@tandf.com.sg Vietnam Jeffrey Lim, Books Sales Director Singapore Sales Office Email: jeffrey.lim@tandf.com.sg Hong Kong Taylor & Francis Asia Pacific Tel: +852 91796613 Jeffrey Lim, Books Sales Director Email: jeffrey.lim@tandf.com.sg Jolly Chan, Account Manager Tel: +852 91796613 Email: jolly.chan@tandf.com.sg
Singapore, Philippines and Indonesia
China
Taylor & Francis Asia Pacific Jeffrey Lim, Books Sales Director Email: jeffrey.lim@tandf.com.sg Nonglak Sawaithong, Sales Executive Tel: +66 8 19253537 Email: s.nonglak@tandf.com.sg
Taylor & Francis Asia Pacific Room 1108B, Culture Square No. 59 Jia, Zhongguancun St. Haidian District Beijing 100872 P. R. China Tel: +86 (10) 82502670 Fax: +86 (10) 82502566 Jeffrey Lim, Books Sales Director Email: jeffrey.lim@tandf.com.sg Cynthia Ji, Sales Manager Email: cynthia.ji@tandf.com.sg
Malaysia and Brunei
Shanghai Region
David Yeong, General Manager Taylor & Francis Publishing Services Taylor & Francis Asia Pacific No. 23-2, Jalan PJS 8/18, Dataran Mentari 46150 Petaling Jaya, Selangor Darul Ehsan Malaysia Tel: +60 (3) 5630 1361 Fax: +60 (3) 5630 1732
Chris Ye, Senior Sales Executive Tel: +86 135 64618686 Email: chris.ye@tandf.com.sg
Francis Chua, Sales Manager Singapore Sales Office
Email: francis.chua@tandf.com.sg
Thailand
Email: david.yeong@tandf.com.sg
Taiwan Taylor & Francis Asia Pacific A1-6F, No. 16, Sec. 4, Nan-King E. Road Taipei 105 Taiwan RO C Tel: +886 2 55511266 ext. 6291 Fax: +886 2 27036007 Jeffrey Lim, Books Sales Director Email: jeffrey.lim@tandf.com.sg Sara Cheng, Sales Manager Email: sara.cheng@tandf.com.sg