What's New in the 11th
The chapter-by-chapter revisions for the 11th edition include the following:
Chapter 1. A new major section on humanitarian work psychology. The U.S. Department of Labor report listing I/O psychology as the fastest growing occupation in the United States over the next twenty years. Updates in the timeline of major world events and I/O psychology, the growth in I/O psychology, and salaries paid in the field.
Chapter 2. New major sections on data mining, organizational neuroscience, and determining causality in research. Significant updates on qualitative research and meta-analysis.
Chapter 3. Updates on work analysis, counterproductive work behavior, emotional labor, and adaptive behavior.
Chapter 4. New sections on faking in personality assessment, the dark triad personality, and testing in retrospect. Updates on high-stakes testing, situational judgment tests, and assessment centers.
Chapter 5. New major section on organizational strategy and staffing. Significant new material on affirmative action, adverse impact, diversity, and the diversity-validity dilemma. Updates on EEOC statistics on unfair discrimination by protected group status, recruitment, and validity generalization.
Chapter 6. New major sections on assessing training needs and active learning approaches. New material on self-regulatory training. Significant updates on diversity training and mentoring.
Chapter 7. New major sections on the performance management process, purposes of performance management systems, and reactions to performance management systems. Significant new material on giving and seeking feedback as well as typical reactions to feedback. Updates on rater errors and biases, relative and absolute rating systems, and rater training and motivation.
Chapter 8. Major new section on person-organization fit. Significant new material on organizational culture, vertical versus horizontal downsizing, corporate volunteerism, and other manifestations of corporate social responsibility.
Chapter 9. New major sections on the defining characteristics of work teams and the team life cycle. Significant new material on the processes within teams that permit them to function smoothly and efficiently, including transition, action, and interpersonal processes.
Chapter 10. Major new section on the role of affect, moods, and emotions in the workplace. Significant updates on work commitment and employee engagement. New material on the honeymoon-hangover effect relating to job satisfaction. Updates on workplace bullying and organizational politics.
Chapter 11. Major new sections on workplace stress and the stigma of dirty work. Significant new material on psychological capital, work-family enrichment, and work-family interventions. Updates on work-family conflict, alcohol and drug abuse in the workplace, and the psychological effects of unemployment.
Chapter 12. New major section on the impact of time on work motivation. New sections on four theories of motivation: biological-based, flow, self-determination, and equity theories. Updates to goal-setting theory and the synthesis of work motivation theories
Chapter 13. New major sections on the dark side of leadership and leadership in teams. New sections on the contingency approach to leadership, full-range leadership theory, authentic leadership, and servant leadership. Significant updates to leader-member exchange theory.
Chapter 14. Major new section on the future of labor unions. Significant new material on the formation of a union, public sector strikes, the cost/value of unionized labor, commitment to the collective bargaining process, and psychology and labor relations.
We have four special features in every chapter: Field Notes, Cross-Cultural I/O Psychology, I/O Psychology and the Economy, and Social Media and I/O Psychology. The Social Media and I/O Psychology section is new to this edition. Some of the other features have been changed or updated since the previous edition. Collectively they offer exciting new insights into how the field of I/O psychology is evolving in response to social changes. We believe you will be very satisfied with the recency, comprehensiveness, and readability of this edition of Psychology Applied to Work®. We welcome your feedback.