The SAGE Handbook of Industrial, Work and Organizational Psychology
Publication Year: 2018
Subject: Occupational/Industrial Psychology
The third volume in The SAGE Handbook of Industrial, Organizational and Work Psychology concentrates on the broader context of IWO psychology and the many factors influencing the adoption and implementation of IWO practices. Chapter topics include perspectives on IWO psychology around the world, organizational and societal considerations. Chapters have been arranged around 8 key themes: Part 1: Overview Part 2: Professional Context: History Part 3: Organizational Capabilities and Context Part 4: Strategic Management Part 5: Triple Bottom Line Part 6: Diversity and Cross-Cultural Issues Part 7: Stress, Safety & Health Part 8: Managing Careers and Work Life Volume III offers a comprehensive overview of the field for anyone working in or studying managerial or organizational psychology.
- Front Matter
- Subject Index
Part I: PROFESSIONAL CONTEXT: HISTORY
- Chapter 1: History of Industrial, Work and Organizational Psychology in North America
- Chapter 2: Industrial, Work and Organizational Psychology in Europe
- Chapter 3: Industrial, Work and Organizational Psychology in Australia and New Zealand
- Chapter 4: Industrial, Work and Organizational Psychology in Asia
- Chapter 5: Industrial, Work and Organizational Psychology in Africa
- Chapter 6: Industrial, Work and Organizational Psychology in the Middle East
- Chapter 7: Industrial, Work and Organizational Psychology in Latin America
Part II: ORGANIZATIONAL CAPABILITIES AND CONTEXT
- Chapter 8: Innovation and Creativity in Organizations
- Chapter 9: Organizational Culture and Climate
- Chapter 10: National Culture and Leadership Research between 2003 and 2014: A Review, Synthesis and Directions for the Next Decade of Cross-Cultural Leadership Research
- Chapter 11: Individuals and Knowledge Transfer: What We Know and Where We Go from Here
Part III: STRATEGIC MANAGEMENT
- Chapter 12: Strategic Human Resource Management and Organizational Performance
- Chapter 13: The Psychological Foundations of Strategic Management: Beyond Cold Cognition
Part IV: TRIPLE BOTTOM LINE
- Chapter 14: Leading the Triple Bottom Line: A Corporate Social Responsibility Approach
- Chapter 15: Social Responsibility in and of Organizations: The Psychology of Corporate Social Responsibility among Organizational Members
- Chapter 16: Environmental Sustainability at Work
Part V: DIVERSITY AND INTER-CULTURAL ISSUES
- Chapter 17: Women in Organizations: Understanding Barriers to Advancements of Female Employees
- Chapter 18: Managing the Aging Workforce
- Chapter 19: Expatriate Management
Part VI: WELL-BEING AND HEALTH
Part VII: MANAGING CAREERS AND WORK LIFE
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Editorial arrangement and introduction © Deniz S. Ones, Neil Anderson, Chockalingam Viswesvaran and Handan Kepir Sinangil 2018
Chapter 1 © Michael J. Zickar and James T. Austin 2018
Chapter 2 © Robert A. Roe† 2018
Chapter 3 © Beryl Hesketh, Andrew Neal and Barbara Griffin 2018
Chapter 4 © Aichia Chuang, An-Chih Wang, Ryan Shuwei Hsu and Yih-teen Lee 2018
Chapter 5 © François S. De Kock 2018
Chapter 6 © Mahmut Bayazit, Ilknur Özalp Türetgen and Handan Kepir Sinangil 2018
Chapter 7 © Jennifer Feitosa, Eduardo Salas and Jairo E. Borges-Andrade 2018
Chapter 8 © Neil Anderson, Kristina Potocˇnik, Ronald Bledow, Ute R. Hülsheger and Kathrin Rosing 2018
Chapter 9 © Neal M. Ashkanasy and Alana B. Dorris 2018
Chapter 10 © Madelynn Stackhouse, Bradley Kirkman, Piers Steel and Vasyl Taras 2018
Chapter 11 © Naveen Kumar Jain and Lin Yuan 2018
Chapter 12 © David P. Lepak, Kaifeng Jiang, Rebecca R. Kehoe and F. Scott Bentley 2018
Chapter 13 © Gerard P. Hodgkinson and Mark P. Healey 2018
Chapter 14 © Diane L. Swanson and Marc Orlitzky 2018
Chapter 15 © David A. Jones and Deborah E. Rupp 2018
Chapter 16 © Deniz S. Ones, Stephan Dilchert, Brenton M. Wiernik and Rachael M. Klein 2018
Chapter 17 © Afra Ahmad, Amanda Anderson, Isaac Sabat, Ashley Membere and Eden King 2018
Chapter 18 © Guido Hertel and Hannes Zacher 2018
Chapter 19 © Anne-Grit Albrecht, Deniz S. Ones and Handan Kepir Sinangil 2018
Chapter 20 © Sabine Sonnentag and Charlotte Fritz 2018
Chapter 21 © Jessica Mesmer-Magnus, Blaine Prescott and Chockalingam Viswesvaran 2018
Chapter 22 © Frances M. McKee-Ryan 2018
Chapter 23 © Maria Christina Meyers and Jaap Paauwe 2018
Chapter 24 © Brenton M. Wiernik and Bart Wille 2018
Chapter 25 © Catherine E. Connelly and Megan E. Murphy 2018
Chapter 26 © Kristen M. Shockley 2018
Chapter 27 © Mo Wang and Yujie Zhan 2018
Apart from any fair dealing for the purposes of research or private study, or criticism or review, as permitted under the Copyright, Designs and Patents Act, 1988, this publication may be reproduced, stored or transmitted in any form, or by any means, only with the prior permission in writing of the publishers, or in the case of reprographic reproduction, in accordance with the terms of licences issued by the Copyright Licensing Agency. Enquiries concerning reproduction outside those terms should be sent to the publishers.
Library of Congress Control Number: 2015950628
British Library Cataloguing in Publication data
A catalogue record for this book is available from the British Library
List of Figures[Page viii]
- 5.1 Bar chart of the annual frequency of peer-reviewed academic journal articles published in IWO psychology by African scholars (sub-Saharan Africa) by year 111
- 5.2 Bar chart of the annual frequency of citations of peer-reviewed academic journal articles in IWO psychology by African scholars (sub-Saharan Africa) by year 112
- 5.3 Number of publication units for each country in sub-Saharan Africa (1994–2014); all countries included 113
- 5.4 Number of publication units for each country in sub-Saharan Africa (1994–2014); excluding South Africa 114
- 5.5 Typical activities of IWO psychologists in South Africa across broad domains 120
- 5.6 Trends in IWO research in peer-reviewed South African journals from 1950 to 2008 122
- 9.1 The culture–climate continuum 195
- 12.1 Influence of HR practices on employee outcomes across time 264
- 13.1 Foundations of dynamic capabilities and business performance 281
- 13.2 Actualizing social and personal identity resources: The ASPIRe model 290
- 13.3 The basic research design adopted by Peters et al. (2013) to test the ASPIRe model 291
- 13.4 Theorized model of strategy workshop design characteristics and outcomes 294
- 14.1 Trends in the Global Reporting Initiative: Number of registered reports 315
- 14.2 Trends in socially responsible investing 316
- 14.3 A CSR approach to leading the triple bottom line 323
- 16.1 The Green Five taxonomy: Content-based categories of employee green behaviors 360
- 16.2 Promoting environmental sustainability of organizations: Role of HRM practices 368
List of Tables[Page ix]
- 1.1 Addressing the history of industrial, work and organizational psychology: 1990 to 2015 5
- 1.2 Historiographic research pertinent to industrial, work and organizational psychology 5
- 1.3 GDP and unemployment in the USA and Canada 6
- 2.1 Examples of explanatory and technological theories in work and organizational psychology 52
- 2.2 ENOP symposia 1981 to 2014 55
- 3.1 IWO contributions linked to core disciplines 78
- 4.1 Number of articles published, related to IWO psychology, in each of the three contextualization categories 93
- 4.2 Article counts and percentage by country 94
- 4.3 IWO psychology articles by year across the 11 journal outlets selected 94
- 4.4 Sixteen most common topic areas for IWO psychology articles in Asia, 2005 to 2014 95
- 4.5 Important topics of the context-specific articles 98
- 5.1 Number of publication units for each country in sub-Saharan Africa (1994–2014) 113
- 6.1 Middle East countries: Economic and development indicators 129
- 6.2 IWO psychology research conducted in the Middle East between 2004 and 2017 132
- 7.1 Emerging themes from current IWO psychology research and application in Latin America 152
- 8.1 Major disciplinary approaches to ICO research and practice 162
- 8.2 Recent narrative review articles on innovation and creativity in industrial, work and organizational psychology: 2002 to present 163
- 8.3 Definitions of creativity and innovation at work: Chronological developments over time 165
- 8.4 Summary of innovation research narrative reviews: Authors, foci and future directions 174
- 10.1 Definitions of culture 228
- 12.1 Implications of temporal and performance measures on outcomes associated with HR systems 263
- 13.1 Psychological foundations of dynamic capabilities revisited 280
- 13.2 Selected psychological studies of dynamic decision making in the context of strategy 286
- 13.3 Purpose(s) of workshops broken down by number of participants 293
- 14.1 The corporate social performance model 320
- 15.1 Quantitative tests of relationships between employers’ external CSR and job seeker attraction 339
- 15.2 Quantitative tests of relationships between external CSR and employee attitudes and behavior 342
- 15.3 Why do job seekers and employees react positively to external CSR? Mediators and moderators reflecting C-S-R concerns 344
- 16.1 Relationships of corporate environmental performance and social responsibility with measures of firm financial performance 354
- 16.2 Summary of meta-analytic relations between individual differences and pro-environmental behaviors 364
- 16.3 Meta-analytic relations between knowledge-based and attitudinal variables and pro-environmental behaviors 366
- 16.4 Effectiveness of instructional interventions for pro-environmental behaviors 367
- 16.5 Effectiveness of psycho-social and motivational interventions for pro-environmental behaviors 367
- 18.1 Age stereotypes at work and related empirical evidence 399
- 18.2 Empirically established age differences in work-related capabilities, motivation and work outcomes 407
- 18.3 Implications for age-inclusive human resource management 415
- 18.4 Desirable characteristics of future studies on aging at work 419
- 19.1 Intercorrelations among criteria used in expatriate research: Summary from meta-analyses 432
- 19.2 Relations between individual differences and expatriate job performance: Summary of meta-analyses 442
- 19.3 Relations between individual level variables and expatriate adjustment: Summary of meta-analyses 443
- 19.4 Effectiveness of cross-cultural training: Summary of training-criteria correlations from meta-analyses 454
- 21.1 Summary of directions for future research drawn from recent meta-analyses and reviews of mindfulness 486
- 21.2 Summary of recommendations for future research drawn from recent empirical studies on mindfulness 487
- 21.3 Definitions of mindfulness 488
- 21.4 Dimensions of mindfulness assessed in popular scales 491
- 21.5 Summary of characteristics of popular mindfulness scales 492
- 23.1 Overview of common definitions of talent 519
- 23.2 Overview of common definitions of talent management 521
- 23.3 Overview of international differences with regard to talent management 523
- 23.4 Suggestions for future research on talent management 537
- 24.1 Major career theories 549
- 24.2 Key constructs in the field of career mobility and stability 560
- 24.3 Meta-analyses of predictors of career success 564
- 24.4 Organizational career management interventions 569
- 25.1 Alternative work arrangements defined and compared 587
- 25.2 International research on commitment and alternative work arrangements 594
Notes on the Editors and Contributors[Page xi]The Editors
Deniz S. Ones is Professor of Psychology, and the holder of both the Hellervik Professorship of Industrial Psychology and the Distinguished McKnight University Professorship at the University of Minnesota. She also holds the prestigious title of Distinguished University Teaching Professor, based on her doctoral student mentoring and training of world-class industrial-organizational psychologists. Several of her students have won best dissertation and early career contributions awards. Her research, published in more than 175 articles and book chapters, focuses on assessment of individual differences for employee selection and measurement of personality, integrity, and cognitive ability constructs for the prediction of job performance, especially counterproductive work behaviours. Her research has been cited over 15,000 times in the scientific literature. Her current H-index is 60 (H-index is the largest number H such that H publications have at least H citations). She has studied and served on research projects and blue ribbon panels focusing on assessment and job performance of law enforcement personnel, engineers, managers (including C suite executives), astronauts, nurses, politicians, and R&D teams, among many others. In 2012, she received the Association for Test Publisher's (ATP) Lifetime Professional Career Contributions and Service to Testing Award. She is ranked in the top 100 most influential management scholars in the past three decades (Aguinis et al. in Academy of Management Perspectives, 2012) as well as ranked in the top 15 most influential management scholars in the world who have received their PhD in the past 20 years. She is ranked in the top ten most-cited authors in popular Industrial-Organizational (I-O) psychology textbooks (highest ranked woman).
Neil Anderson is Professor of HRM and Director of Research (Work and Organization Research Centre) at Brunel University, London. Neil is also Director of the Leverhulme Trust funded international centre for research into workplace creativity and innovation research. He conducts research into innovation and well-being, personnel selection, applicant reactions, and the science-practice divide in industrial, work and organizational psychology. He is the Founding Editor of the International Journal of Selection and Assessment and his work has appeared in several outlets including Academy of Management Journal, Journal of Management, Journal of Applied Psychology, Journal of Occupational and Organizational Psychology, and Personnel Psychology. Neil has published several edited handbooks in these areas and is a Fellow of the BPS, SIOP, APA, IAAP, and an Academic Fellow of the CIPD. He has advised several organizations in the UK, Europe, and the USA on best practice across these topic areas.
Chockalingam Viswesvaran received his PhD from the University of Iowa and is Professor of Psychology at Florida International University, Miami. His research focuses on personnel selection, job performance assessments, and personality testing. He has served on several editorial boards including those of Journal of Applied Psychology, Personnel Psychology, Journal of Personnel Psychology, and Journal of Organizational Behavior. He was the Associate Editor of the International Journal of Selection and Assessment from 2001 to 2006 and served as its Editor for ten years (2007–2017). He has received the best dissertation award and the early career distinguished scientific contributions award from the Society for Industrial and Organizational Psychology (SIOP). He is a fellow of (1) SIOP, (2) [Page xii]Divisions 14 (I/O) and 5 (Evaluation, Measurement, and Statistics) of the American Psychological Association and (3) the Association for Psychological Science (APS). He has co-edited a special issue of the International Journal of Selection and Assessment on the role of technology on staffing, and a special issue of the journal Human Performance on use of cognitive ability tests. He has served on the awards and fellowship committees of SIOP and on the APA Committee on Psychological Tests and Assessments. He has published over 170 journal articles and has made 250 conference presentations besides the six edited volumes.The Contributors
Handan Kepir Sinangil is Professor Emerita of Work and Organizational Psychology at Marmara University, Organizational Behaviour Graduate Program, and Adjunct Professor Emerita at Bogazici University. She has served as the General Secretary of European Association of Work and Organizational Psychology (EAWOP). She is a member of the American Psychological Association (APA), the Society for Industrial and Organizational Psychology (SIOP, APA Division 14), the International Association of Applied Psychology (IAAP), and the International Association of Cross-Cultural Psychology (IACCP)/. Dr Sinangil's international and national publications exceed 70 as book chapters and conference papers. She served as Associate Editor of International Journal of Selection and Assessment. Her ongoing research projects, either with international collaboration or alone include expatriate management, organizational culture and change, and performance appraisal and selection.
Afra Ahmad received her PhD in Industrial/Organizational Psychology from George Mason University (GMU), where she also earned her BA in Psychology. After earning her bachelor's degree, Afra was selected for a Fulbright Fellowship to conduct research in the United Arab Emirates (UAE). She has returned to the UAE and is currently an Assistant Professor of Management at Zayed University in Dubai. Her program of research focuses on diversity and inclusion and well-being in the workplace. She has published several peer-reviewed journal articles and book chapters on these topics. Her work appears in leading journals of the field including Organizational Research Methods, Personnel Psychology, Journal of Business and Psychology, and Journal of Occupational Health Psychology. She has presented her work at conferences including the Academy of Management (AOM) and Society for Industrial-Organizational Psychology (SIOP).
Anne-Grit Albrecht is Visiting Scientist at Leuphana Universität Lüneburg, Germany. She also works as an independent HR consultant in Heidelberg, Germany. Her research and consulting interests are in the areas of expatriate management and positive supervisor–subordinate relationships. She received her PhD from The Leuphana University Lueneburg. She has been a visiting scholar at Michigan State University and Tel Aviv University and worked as a postdoctoral researcher at University of Mannheim. She has been recognized with a best reviewer award from the Academy of Management's International Management Division.
Amanda Anderson graduated with a PhD in Industrial/Organizational Psychology from George Mason University. Her research interests include workplace diversity, work–family balance and employee well-being. Amanda's dissertation examined individual and organizational strategies to reduce hiring discrimination against mothers using an experimental field study. In addition to conducting academic research, Amanda has consulted on projects related to recruitment, training, and selection. Her work has been published in journals such as the Journal of Business and Psychology and she has presented her research at conferences including the Society for Industrial and Organizational Psychology, Academy of Management, and the American Association for Public Opinion Research.
Neal M. Ashkanasy is Professor of Management in the UQ Business School at the University of Queensland, where he received his PhD in Social/Organizational Psychology. His research is in leadership, organizational culture, ethics, and emotions in organizations. He has published in leading journals such as the Academy of Management Journal and Review, the Journal of Organizational Behavior, The Leadership Quarterly, the Journal of Applied Psychology, and the Journal of Management. He serves on [Page xiii]several editorial boards including the Journal of Applied Psychology and the Journal of Management, as well as being the Associate Editor for Emotion Review and Series Co-Editor of Research on Emotion in Organizations. He has previously served as Editor-in-Chief of the Journal of Organizational Behavior and Associate Editor for the Academy of Management Review and Academy of Management Learning and Education. He was a Co-Editor of the Handbook of Organizational Culture and Climate, published by Sage (2000 and 2011).
James T. Austin received his PhD in Industrial/Organizational Psychology from Virginia Polytechnic Institute and State University (Virginia Tech) in 1987, then completed a Postdoctoral Traineeship in Quantitative Psychology at the University of Illinois from 1987 to 1989. He served as a visiting faculty member at the University of Illinois from 1988 to 1989, where he met Michael Zickar, and at New York University from 1989 to 1990; he was on the faculty at The Ohio State University from 1991 to 1997. In 1997, he moved to the Center on Education and Training for Employment, a workforce R&D centre since 1965 in the College of Education and Human Ecology at The Ohio State University. Promoted to Senior Research Specialist in 2005, and Director of Assessment Services since 2010, James is largely responsible for managing a work group engaged in a range of testing projects. Dr Austin's research spans statistical-measurement topics as well as goals, history and job performance. He has published articles in Psychological Bulletin, the Journal of Applied Psychology, Personnel Psychology, Academy of Management Executive, and the Journal of Career-Technical Education. He has collaborated with the Baruch College International Executive Program to offer graduate training in Asia. Finally, he has presented many iterations of a three-day professional development workshop on basic test construction for a variety of participants since 2004, including study groups from Canada and Malaysia.
Mahmut Bayazit is Associate Professor of Organizational Studies at Sabanci University School of Management where he teaches courses on organizational behaviour, leadership, negotiation skills and human resource management. He received his PhD in the field of Organizational Behavior from the School of Industrial and Labor Relations, Cornell University. He has an MS degree in Industrial and Organizational Psychology from Baruch College, CUNY. His research interests include leadership perceptions, leader–follower relationships, employee attitudes, motivation, and performance, HR systems, compensation, work–family role conflict, multilevel theory and research. His research has been published in journals such as the Journal of Applied Psychology, Human Resources Management, International Journal of Human Resource Management, Industrial and Organizational Psychology, European Journal of Work and Organizational Psychology, Journal of Cross-Cultural Psychology, Journal of Occupational Health Psychology, and Small Group Research. He consults multinational and local companies on human resources, leadership and organizational development issues. He is a member of the Academy of Management, the Society for Industrial and Organizational Psychology (SIOP, APA Division 14), the Turkish Psychologists Association, and the APA.
F. Scott Bentley is a PhD student at Rutgers University's School of Management and Labor Relations. He earned his Bachelor's degree with high honours in Economics from Rutgers University in 2011. His main research interests include corporate and business strategy, strategic HRM, human capital, and compensation. His current research explores the role of organizational slack in firm performance, strategic human capital, and star employees.
Ronald Bledow is Assistant Professor of Organizational Behaviour and Human Resource Management at the Lee Kong Chian School of Business at Singapore Management University. Before joining Singapore Management University, he worked at Ghent University in Belgium. Ronald's research interests include creativity and innovation in organizations as well as motivation and self-regulation. His work has been published in outlets such as the Academy of Management Journal, Journal of Applied Psychology, Personnel Psychology, and the Journal of Management. He has worked together with numerous organizations on creativity and innovation including the Volkswagen Foundation, Accenture, and Fraunhofer, Europe's largest application-oriented research organization.[Page xiv]
Jairo E. Borges-Andrade is PhD in Instructional Systems, Florida State University. He was at the Brazilian Corporation for Agricultural Research from 1979 to 1993, developing activities related to the management of science and technology. Since 1993, he has been a Full Professor at the University of Brasília, doing research and consultancy on workplace learning and on training and development in organizations, and teaching at the undergraduate, master, and doctoral levels. Jairo E. Borges-Andrade has published almost 120 scientific articles and 60 books and chapters, and was a Member of the Executive Committees of the First Regional and the Federal Boards of Psychology in Brazil (1980s). In the 1990s and early 2000s, he coordinated the psychology activities at the National Board for Scientific and Technological Development (CNPq) and at the Coordination for the Improvement of Higher Education Personnel (CAPES) in Brazil. In the current century, he has been President of the National Association of Research and Postgraduate Studies (ANPEPP) and the Brazilian Association for Organizational and Work Psychology.
Aichia Chuang is Distinguished Professor at the National Taiwan University where she is Professor of OBHRM in the Department of Business Administration. She earned her doctorate in Human Resources and Industrial Relations from the University of Minnesota. Chuang's research interests focus on inclusion (person-environment fit and diversity), leadership, multilevel theories and methods, and cross-cultural management. Her research has appeared in such journals as the Academy of Management Journal, Journal of Applied Psychology, Personnel Psychology, Organizational Behavior and Human Decision Processes, and the Harvard Business Review. Chuang is the Representative-at-Large: Asia Pacific for the International Association for Chinese Management Research (IACMR). She has served as the HR Ambassador representing Taiwan for the HR Division of the Academy of Management. She is on the editorial board of Academy of Management Journal, Organizational Behavior and Human Decision Processes, Human Resource Management Review, Management and Organization Review, and Asia Pacific Journal of Management. She is an Associate Editor of Human Relations.
Catherine E. Connelly is the Canada Research Chair of Organizational Behaviour and Professor of Organizational Behaviour at the DeGroote School of Business at McMaster University in Hamilton, Ontario, Canada. She is also a member of the College of New Scholars in the Royal Society of Canada. Dr Connelly's research focuses on changing workplaces (e.g. knowledge hiding, intermediating technologies) and emerging forms of work. She has published in the Journal of Management, the Journal of Organizational Behavior, the Journal of Applied Psychology, the Journal of Management Information Systems, Academy of Management Discoveries, and several other outlets. She is an Associate Editor at Human Relations.
Stephan Dilchert is Associate Professor of Management at the Zicklin School of Business at Baruch College, City University of New York. His research focuses on the role of personality, intelligence and other individual differences variables in personnel decisions. He is particularly interested in how these characteristics relate to creativity, counterproductive behaviours, and pro-environmental behaviours among employees. His work on creativity was recognized with the Meredith P. Crawford Fellowship from the Human Resources Research Organization and the S. Rains Wallace Award from the Society for Industrial and Organizational Psychology. Dr Dilchert teaches management and HR courses in The Zicklin School's MBA, doctoral and executive programmes, and regularly conducts executive and corporate education programmes in the US, Europe and Asia. He has developed assessments and designed staffing systems for several Global 500 companies. Dr Dilchert currently serves as Editor-in-Chief of the International Journal of Selection and Assessment. In addition to a PhD in Industrial and Organizational Psychology from the University of Minnesota, he holds SHRM-SCP certification from the Society for Human Resource Management as well as SPHR certification from the Human Resources Certification Institute.
Alana B. Dorris is a PhD student in the University of Queensland Business School at the University of Queensland. Her current research explores employee sport participation, its effects on personal and [Page xv]organizational identity, and on organizational performance. She studies under the supervision of Professor Neal Ashkanasy and co-supervision of Professor Julia Richardson. Since her graduation with an Honours degree in Psychology at University of Connecticut (2013), Alana has worked as a Research Assistant for Professor Ashkanasy. She currently has co-authorships with Professor Ashkanasy and other collaborators in the fields of emotions at work, organizational behaviour, and abusive supervision.
Jennifer Feitosa is Assistant Professor of the Department of Psychology at the City University of New York, Brooklyn College. She has earned her PhD and MS in Industrial/Organizational Psychology from the University of Central Florida. Her main research interests include teams and culture, with an overarching emphasis on methods. She is currently answering questions such as ‘How can cultural diversity hinder/enhance team performance?’ She has been involved in projects investigating numerous aspects of team dynamics and training, funded by the ARI, NASA, and other agencies. Dr Feitosa's work has also been published in a number of outlets, including Psychological Assessment, Human Resource Management Review, and Human Factors and presented at several professional conferences, such as SIOP, AoM, APS, and INGRoup. She serves in the editorial board of Small Group Research.
Charlotte Fritz is Associate Professor in Industrial/Organizational (I/O) Psychology and faculty within the Occupational Health Psychology (OHP) Graduate Training Program at Portland State University (PSU). She graduated with her PhD in I/O Psychology from the University of Braunschweig, Germany, in 2005, held a position as Assistant Professor in I/O Psychology at Bowling Green State University from 2005 to 2009 and has been at PSU since 2009. Her research focuses on what keeps employees happy, healthy, engaged, and productive. More specifically, Dr Fritz examines workplace phenomena related to work stress, recovery from work demands and work–life balance. Dr Fritz has published in journals such as the Journal of Applied Psychology, Journal of Management, Journal of Organizational Behavior, and the Journal of Occupational Health Psychology. She serves on the editorial boards of the Journal of Occupational Health Psychology, Journal of Vocational Behavior, Occupational Health Science, and the Journal of Business and Psychology.
Barbara Griffin is Associate Professor in the Department of Psychology at Macquarie University and is currently director of the organizational psychology programmes. She obtained her PhD from the University of Sydney in 2004. Her research has focused on P-E Fit across the career lifespan, including the adjustment processes of older workers, for which she has current Australian Research Council funding. She is involved in extensive research on high stakes selection and has undertaken ARC funded research on incivility in the workplace.
Mark P. Healey is Senior Lecturer (Associate Professor) in Strategic Management at Alliance Manchester Business School, University of Manchester, UK. He received his PhD in Management Sciences from the University of Manchester Institute of Science and Technology (UMIST). His research focuses on cognition in organizations, particularly applied to strategic decision making and the wider strategic management process. His research has appeared in leading journals including Academy of Management Review, Annual Review of Psychology, Human Relations, Organization Studies, and Strategic Management Journal. He serves on the Editorial Boards of the Academy of Management Review, Journal of Management Studies, and Journal of Organizational Behavior.
Guido Hertel holds a chair in Organizational and Business Psychology at the University of Münster, Germany. His research includes a wide range of basic and applied topics within organizational and business psychology. In addition to ageing at work and demographic changes in organizations, his research activities address process gains in teams, distributed (virtual) collaboration, electronic human resource management, and negotiation and conflict management. His research results have been published in Psychological Bulletin, Journal of Personality and Social Psychology, Journal of Applied Psychology, Journal of Management, Research Policy, Human Resource Management Review, Journal of Managerial Psychology, [Page xvi]and the European Journal of Work and Organizational Psychology (among others). He currently serves as Associate Editor of Group and Organization Management, and is member of several editorial boards of journals, among them the founding editorial board of Work, Aging and Retirement.
Beryl Hesketh is Emeritus Professor at the University of Western Sydney. Her research and teaching career was built around theoretically based applied decision-making including in areas of career choice, selection and training for adaptable skills, driving behaviour and most recently, retirement transition and adjustment. She has been involved with organizational psychology programs at Massey University, NZ, UNSW and Macquarie University, chaired the Inaugural Australian Industrial and Organizational Psychology conference, and held senior executive roles at the University of Sydney and UWS. She has been an Associate Editor for several IWO journals and has had continuous Australian Research Council funding for her research.
Gerard P. Hodgkinson received his PhD from Sheffield University and DSc from Warwick University. He is Professor of Strategic Management and Behavioural Science and Deputy Head Alliance Manchester Business School at The University of Manchester, UK. His current research interests centre on the psychological foundations of strategic management, applied psychological measurement and the nature and significance of management and organizational research for academia and the wider public. The (co-)author of more than 100 scholarly articles and contributions to edited volumes on these and related topics, his work has appeared in such outlets as the Academy of Management Review, Annual Review of Psychology, Journal of Management, Journal of Management Studies, Human Relations, Risk Analysis, Organizational Research Methods, Organization Studies, Strategic Management Journal, and Personnel Psychology. He has also (co-)authored three books and co-edited 10 others. Over an eight-year period (1999–2006) he was the Editor-in-Chief of the British Journal of Management and for 12 years (2005–2016), with J. Kevin Ford (Department of Psychology, Michigan State University), he co-edited the International Review of Industrial and Organizational Psychology (incorporated latterly into the Journal of Organizational Behavior as The IRIOP Annual Review Issue). Gerard is currently an Associate Editor of the Journal of Management and serves on the editorial boards of the Academy of Management Review and Strategic Management Journal. Among other distinctions, he is an elected Fellow of the Academy of Social Sciences, British Academy of Management, and the British Psychological Society, and an Academic Fellow of the Chartered Institute of Personnel and Development. Registered with the UK Health and Care Professions Council as a Practitioner Occupational Psychologist, over the past three decades he has carried out numerous consultancy assignments with public and private sector organizations.
Ryan Shuwei Hsu is Assistant Professor at National Taiwan Normal University. He received his PhD in Organizational Behaviour and Human Resource Management from National Taiwan University and was a doctoral visiting scholar at Boston College. His research centres around bridging cultures and substantial theories in organizational behaviour and service management. His current research interest in organizational behaviour focuses on meaning, identity, work motivation, and technology at work. His work has been published in the Academy of Management Journal, Journal of Organizational Behavior, Service Business, and International Journal of Market Research.
Ute R. Hülsheger is Associate Professor of Work and Organizational Psychology at the Faculty of Psychology and Neuroscience of Maastricht University, The Netherlands. Before joining Maastricht University, she was a Postdoctoral Fellow at the University of Amsterdam Business School. She has conducted research on innovation in organizations and personnel selection. Furthermore, her work focuses on occupational health-related topics, including emotional labour and the role of mindfulness for employee health and well-being. Ute's work has been published in journals such as the Journal of Applied Psychology, Journal of Personality and Social Psychology, Personnel Psychology, Journal of Occupational and Organizational Psychology, and the Journal of Occupational Health Psychology. She serves on various Editorial Boards including the Board of the Journal of Applied Psychology.[Page xvii]
Naveen Kumar Jain is Associate Professor at the Department of Management, College of Economics and Political Science, Sultan Qaboos University, Oman. He earned his PhD from Florida International University, USA. His research work has been published with Management International Review, International Journal of Selection and Assessment, Multinational Business Review, Management Decision, Leadership and Organization Development Journal, European Business Review, and Thunderbird International Business Review, among others.
Kaifeng Jiang is Associate Professor of Fisher College of Business at the Ohio State University. He received his PhD in Industrial Relations and Human Resources from Rutgers University. His primary research interests focus on the effects of human resource management practices on employee, team and organizational outcomes. Related interests include leadership, work teams, and organizational climate. Kaifeng regularly presents his research at conferences of the Academy of Management and the Society for Industrial and Organizational Psychology. His research work has been evidenced in top-tier publications, such as the Academy of Management Journal, the Journal of Applied Psychology, and Personnel Psychology.
David A. Jones is Professor of Management in the Grossman School of Business at the University of Vermont, Director of The Sustainable Innovation MBA program and holder of the John L. Beckley Professorship in American Business. He completed his PhD in Industrial/Organizational Psychology at the University of Calgary in 2004. His research interests include organizational justice and employee volunteerism, and much of his recent work focuses on explaining how and why job seekers and employees perceive and respond to employers’ community involvement and environmentally sustainable business practices. David's scholarly work has been published in outlets that include the Academy of Management Journal and the Journal of Applied Psychology, as well as the Journal of Organizational Behavior, and the Journal of Management, where he serves on the editorial boards.
Rebecca R. Kehoe is Associate Professor in the School of Management and Labor Relations at Rutgers University. Her research focuses on the intersection of human capital, social capital, and organizational context. Against this backdrop, she is particularly interested in understanding how organizations best leverage complementarities across diverse human resources, the role of human resource management in creating work and social contexts that best support innovation, and the effects of star performers on organizations’ workflows, capabilities and performance outcomes. Her research has been published in outlets including the Strategic Management Journal, Journal of Applied Psychology, the Journal of Management, ILR Review, and Research in Personnel and Human Resources Management.
Eden King is currently Associate Professor at Rice University, where she earned her PhD from in 2006. Dr King is pursuing a programme of research that seeks to guide the equitable and effective management of diverse organizations. Her research integrates organizational and social psychological theories in conceptualizing social stigma and the work-life interface. In addition to her academic positions, Dr King has consulted on applied projects related to climate initiatives, selection systems and diversity training programs and has worked as a trial consultant. She is currently on the editorial board of the Academy of Management Journal and is an Associate Editor for the Journal of Management and the Journal of Business and Psychology.
Bradley Kirkman is the General (Ret.) H. Hugh Shelton Distinguished Professor of Leadership and Department Head of the Department of Management, Innovation, and Entrepreneurship in the Poole College of Management at North Carolina State University. He received his PhD in Organizational Behavior from the Kenan-Flagler Business School at the University of North Carolina at Chapel Hill. His research focuses on leadership, international management, virtual teams, and work team leadership and empowerment. He has held Visiting Professor positions in the Department of Management and Organizations at the University of Western Australia in 2006 and the Guanghua School of Management at Peking University in 2012. He is a Fellow of the Society for Industrial and Organizational Psychology and the American Psychological Association. He won the Journal of International Business Studies[Page xviii]Decade Award for most outstanding article published in the 2006 volume. He has conducted research, presented papers and taught in several countries including Argentina, Australia, Belgium, Canada, Dubai (UAE), England, Finland, France, Israel, Mexico, the Netherlands, the People's Republic of China, the Philippines, Saudi Arabia, Turkey, and the United States.
Rachael M. Klein is an I-O Psychology Researcher and Consultant at Korn Ferry Institute. She received her PhD from the University of Minnesota under the mentorship of Deniz Ones. Her research examines employee green behaviours, green motivation, and environmental sustainability, as well as diversity consequences of assessments used in talent management. Her research has appeared in the Journal of Applied Psychology and has won Jeanerette best assessment research award from the Society for Industrial and Organizational Psychology.
François S. de Kock is Associate Professor of I/O Psychology at the School of Management Studies, University of Cape Town, South Africa. He received a PhD (I/O Psychology, Erasmus University of Rotterdam, The Netherlands) on the topic of individual difference constructs that explain judgement accuracy in personnel selection. His research and consulting interests are in the areas of personnel selection and test development. His research has appeared in scientific journals such as Human Performance, International Journal of Selection and Assessment, Journal of Personality, Social Psychological and Personality Science, and the International Journal of Human Resource Management. Prior to his academic career, he spent over 10 years in the military, first as an army officer and lecturer at the Military Academy, and later as an I/O psychologist in the Military Psychological Institute (MPI).
Yih-teen Lee is Professor at IESE Business School. He earned his PhD in management from HEC, University of Lausanne. His research interests include leadership, person-environment fit (e.g. national culture and individual differences as its boundary condition, and how leaders foster employee fit in organizations), multiple cultural identities and cultural competences, and how identity and status perception shapes leadership in multicultural teams. In addition to papers published in scientific journals such as the Journal of Management, Personnel Psychology, Personality and Individual Difference, and International Journal of Cross-Cultural Management, he also co-edited the books Les Compétences Culturelles (L'Harmattan, 2007) and the Cultural Contexts of Human Resource Development (Palgrave, 2009), and contributed chapters in several books. He teaches leadership, cross-cultural management, leading global teams, and strategic human resource management in MBA and executive education programs for organizations such as Banco Santander, Dow Chemical, l'Oréal, Nestlé, Schneider Electric, and UNICEF.
David P. Lepak is the Berthiaume Endowed Chair of Management in the Isenberg School of Management at the University of Massachusetts, Amherst. His research focuses on strategic HRM with interests in mediators of HR – performance relationship, international HRM and strategic human capital. His research has appeared in outlets such as Academy of Management Review, Academy of Management Journal, Journal of Applied Psychology, Journal of Management, Personnel Psychology, Human Resource Management Review, and Human Resource Management. He is Editor-in-Chief of the International Journal of Human Resource Management and a former associate editor of Academy of Management Review, Academy of Management Perspectives, and the British Journal of Management. David has served in leadership roles in the HR division of the Academy of Management and the strategic human capital interest group of the Strategic Management Society.
Frances M. McKee-Ryan is Associate Professor of Management and Organizational Behaviour in the College of Business at the University of Nevada, Reno. She earned her PhD from Arizona State University. Her primary research stream is on unemployment and job loss, with an increasing focus on underemployment and overqualification among employees. Her work has been published in top-tier outlets such as Journal of Management, Journal of Applied Psychology, Journal of Organizational Behavior and Academy of Management Journal. Frances is currently on the editorial boards of Journal of Management and Journal of Supply Chain Management.[Page xix]
Ashley Membere is a doctoral candidate in the Industrial-Organizational Psychology programme at George Mason University (GMU). She graduated with a BA in Psychology from Rice University in 2013. Ashley's primary research interests include workplace diversity and employee well-being. More specifically, her diversity research focuses on how multiple identities can affect experiences of discrimination. Her current research projects involve diversity training and issues faced by female and ethnic minority leaders.
Jessica Mesmer-Magnus is Professor of Management in the Cameron School of Business at the University of North Carolina Wilmington (UNCW). She earned her PhD in Industrial/Organizational Psychology at Florida International University and has been certified as a Senior Professional in Human Resources since 2001. Prior to beginning her doctoral program, she worked as a Human Resource Manager and as an HR Consultant for a national consulting firm. Her current research interests include mindfulness at work and team virtuality. Her research in teams is currently supported by the National Aeronautics and Space Administration. Her work has been published in a variety of academic outlets, including Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, Journal of Management, Organizational Psychology Review, Human Performance, Journal of Managerial Psychology, Group Dynamics: Theory, Research and Practice, Journal of Vocational Behavior, and Journal of Business Ethics.
Maria Christina Meyers is Assistant Professor at the Department of Human Resource Studies of Tilburg University in the Netherlands. Her research interests include positive psychology in the contexts of organizations, employee strengths and talents, employee well-being, talent management, and field experiments. Part of her research is conducted in close collaboration with Dutch organizations. She has published her research in international journals such as Human Resource Management Review, Journal of World Business, Human Resource Management, Journal of Counseling Psychology, and the European Journal of Work and Organizational Psychology.
Megan E. Murphy is a PhD candidate in Management of Organizational Behaviour and Human Resources at the DeGroote School of Business at McMaster University in Hamilton, Ontario, Canada. She is interested in formal mentoring programmes, contingent work, telecommuting, outsourcing, organizational commitment, work stress, and organizational deviance.
Andrew Neal is Professor of Organizational Psychology and Human Factors at the University of Queensland where he leads the organizational psychology programme. He obtained his PhD from the University of New South Wales in 1996. His research focuses on the performance, safety, and effectiveness of people at work. He is best known for his work on safety culture, work role performance, motivation and workload, and the effective use of computational modelling to understand within-person effects. He has received extensive Australian Research Council funding for his research.
Marc Orlitzky received his PhD in Business Administration from the University of Iowa and is Professor of Management at the University of South Australia Business School. His previous positions included Lecturer at UNSW, Senior Lecturer above the Bar at the University of Auckland, and tenured Associate Professor at Penn State University, Altoona. With an L-Index of 6.65, he has published research in, among others, Organizational Research Methods, Business Ethics Quarterly, Academy of Management Perspectives, Journal of Business Ethics, Academy of Management Learning and Education (AMLE), Personnel Psychology, and Organization Studies. He has received several research awards, including the 2004 Moskowitz award for outstanding quantitative study in the field of social investing and the 2001 Best Article Prize awarded by the International Association for Business and Society in association with California Management Review. Orlitzky et al.'s (2003) meta-analysis has become the most highly cited article ever published in the journal Organization Studies.
Jaap Paauwe is Professor of Human Resource Management at Tilburg University, the Netherlands. Before joining Tilburg, he worked at Erasmus University Rotterdam, where he continues to supervise PhD students on HRM in the health care sector. Next to his affiliations with Tilburg University and Erasmus [Page xx]University, he holds a position as an extraordinary professor at North-West University, Potchefstroom, South Africa and as an honorary professor at Pablo de Olavide University in Sevilla, Spain. He is specialised, among others, in the areas of HRM, performance and well-being, strategic management, corporate strategy, organizational change, HR analytics, talent management, and industrial relations. He has carried out large-scale international research projects involving companies listed in the Fortune top 500. Working together with a team of researchers from Cambridge University, INSEAD and Cornell University, for instance, he carried out a project in order to achieve HR functional excellence. Next to research and teaching, Jaap Paauwe has numerous contacts with the business community and is active in advising and consulting organizations, both in the Netherlands and internationally.
Kristina Potočnik is Senior Lecturer in Human Resource Management at the University of Edinburgh Business School. Her main research interests cover innovation and creativity in the workplace, managing aging workforce and successful ageing. She has recently completed a British Academy funded project on selecting for innovation. Kristina has published several papers in different journals, including the Journal of Management, Organization Science, Journal of Occupational and Organizational Psychology, British Journal of Management, International Journal of Selection and Assessment, Journal of Applied Social Psychology, European Journal of Work and Organizational Psychology, and the International Journal of Aging and Human Development. She is a chartered member of BPS, and a member of IAAP, EAWOP, and SIOP.
Blaine Prescott holds a Master of Arts degree in Psychology from the University of North Carolina Wilmington (UNCW). She is currently a student at UNCW and the University of Hertfordshire where she is pursuing an International Master in Business Administration and a Master of Science in Global Business, specializing in Human Resource Management. Blaine's research interests include mindfulness, examining stress and prevention at the organizational level, satisfaction and happiness within the workplace and the impact of positive psychology on overall well-being.
Robert A. Roe† was Honorary Emeritus Professor in Business Studies at Maastricht University (NL) and in Psychology at the University of Leipzig (D). During his career, he had been Full Professor at several universities in the Netherlands (Delft, Tilburg, Nijmegen, Maastricht) and visiting professor abroad (Valencia, Trento, Leipzig, Johannesburg, Vancouver). He was the founding President of the European Association of Work and Organizational Psychology and President of the European Federation of Psychology Associations (EFPA, Brussels). He had organized dozens of scientific conferences, symposia and workshops and took part in several international research projects. His main fields were work and organization psychology, and research methodology. His last research focused on time, temporal theory, and temporal analysis.
Kathrin Rosing is Assistant Professor for Psychology of Entrepreneurial Behaviour at the Institute of Psychology at the University of Kassel, Germany. She is founding member of the Research and Teaching Centre for Entrepreneurial Thinking and Behaviour at the University of Kassel. Her research concerns creativity and innovation, leadership, aging, and error management. Kathrin has published her research in different journals, such as the Academy of Management Journal, Leadership Quarterly, and Psychology and Aging. She is a member of IAAP and EAWOP and an international affiliate of SIOP and APA.
Deborah E. Rupp is Professor and William C. Byham Chair in Industrial-Organizational Psychology and Research Integrity Officer at Purdue University. She was previously an Associate Professor of Psychology, Labor/Employment Relations, and Law at the University of Illinois at Urbana-Champaign, and has been a Visiting Professor at Singapore Management University, University of Toronto, University of British Columbia, and Illinois Institute of Technology. She conducts research on organizational justice, behavioural ethics, corporate social responsibility and humanitarian work psychology, as well as issues surrounding behavioural assessment, technology, bias, and the law. Her research has been cited in US Supreme Court proceedings and she has worked with a myriad of organizations around the world. She is a Fellow of the American Psychological Association, the Association for Psychological Science, and the Society for [Page xxi]Industrial and Organizational Psychology (SIOP). She has published four books and over 100 papers and chapters, and is currently serving as a SIOP representative to the United Nations. Her work has appeared in outlets such as Academy of Management Journal, Academy of Management Review, Academy of Management Annals, Journal of Applied Psychology, and Personnel Psychology. She sits on the editorial boards of five journals, and is the former Editor-in-Chief of Journal of Management. She also serves on the SIOP Executive Board as Publications Officer, overseeing a journal and two book series.
Isaac Sabat is Assistant Professor in Psychology at Texas A&M. He graduated with a PhD in Industrial/Psychology from George Mason University. His research focuses on all aspects of diversity and discrimination in the workplace, with special focus on invisibly stigmatized identities. Most of his work deals with understanding the dynamics of stigma identity management within a workplace context and identifying ways to improve the effectiveness of identity management strategies that stigmatized targets can engage in to remediate the discrimination that they experience.
Eduardo Salas is the Allyn R. and Gladys M. Cline Professor and Chair of the Department of Psychology at Rice University. Previously, he was a Trustee Chair and Pegasus Professor of Psychology at the University of Central Florida. Dr Salas has co-authored over 450 journal articles and book chapters, as well as has co-edited 27 books and authored a book on team training. His expertise includes assisting organizations in how to foster teamwork, design and implement team training strategies, facilitate training effectiveness, manage decision making under stress, develop performance measurement tools and create a safety culture. Dr Salas is a Past President of the Society for Industrial/Organizational Psychology and the Human Factors and Ergonomics Society and a Fellow of the American Psychological Association (APA). He is also the recipient of the 2012 Society for Human Resource Management Losey Lifetime Achievement Award and the 2012 Joseph E. McGrath Award for Lifetime Achievement for his work on teamwork and team training. In 2016 he received APA's Outstanding Lifetime Contributions to Psychology.
Kristen M. Shockley is Assistant Professor in the Psychology Department at the University of Georgia. She received her PhD in Industrial and Organizational Psychology from the University of South Florida. Her main area of research focuses on understanding the intersection of employees’ work and family lives, specifically on the efficacy of flexible work arrangements, health outcomes resulting from work–family management, work–family decision making, and dual-earner couples’ division of labour. Her work has been published in several outlets, including journals such as the Journal of Applied Psychology, Journal of Management, and Personnel Psychology, as well as in numerous book chapters in edited books. She has been formally recognised for her scholarly achievements through the Society for Industrial and Organizational Psychology's 2010 Mary L. Tenopyr award and the 2012 S. Rains Wallace award as well as being a named finalist for the Rosabeth Moss Kanter Award for Excellence in Work-Family Research in 2015.
Sabine Sonnentag is a Full Professor of Work and Organizational Psychology at the University of Mannheim, Germany. She studied Psychology at the Free University Berlin and received her PhD from the Technical University Braunschweig. Before she moved to Mannheim, she held professorships in Germany and the Netherlands. Dr Sonnentag's research addresses the question of how individuals can achieve sustainable high performance at work and remain healthy at the same time. She studies recovery from job stress, proactive work behaviour, learning, and self-regulation in the job context. In her research, she uses a multimethod approach with a strong emphasis on quantitative diary data and within-person analysis. Dr Sonnentag publishes in journals such as the Journal of Applied Psychology, Journal of Organizational Behavior and Journal of Occupational Health Psychology, and Personnel Psychology. She is a Fellow of the Society for Industrial and Organizational Psychology (since 2007) and a member of the Society of Organizational Behavior (since 2013).
Madelynn Stackhouse is Assistant Professor of Organizational Behaviour at the Bryan School of Business and Economics at the University of North Carolina at Greensboro. She received her PhD in Management from the Haskayne School of Business, University of Calgary and her Master's in Organizational Psychology from the University of Manchester. Her research interests are in the areas of national and organizational [Page xxii]culture, leadership, workplace transgressions, and forgiveness and unforgiveness in organizational settings. She has also worked as a manager and management consultant for a number of local and multinational corporations.
Piers Steel is Professor in the Human Resources and Organizational Dynamics area and is the Distinguished Research Chair in Advanced Business Leadership at the Canadian Centre for Advanced Leadership in Business at the Haskayne School of Business, University of Calgary. Dr Steel's particular areas of research interest include meta-analysis methodology, personnel selection, culture, and motivation, especially procrastination. He is the recipient of several international rewards, including the Raymond A. Katzell Award in I-O Psychology and the George A. Miller Award, given to the best article in psychology in the preceding five years. His work has been published in the premier journals in the social sciences, including the Journal of Personality and Social Psychology, Psychological Bulletin, Journal of Management, Journal of Applied Psychology, Personnel Psychology, and Academy of Management Review.
Diane L. Swanson received her PhD in Business Administration from the University of Pittsburgh and is Professor of Management and Edgerley Family Chair of Distinction at Kansas State University where she chairs the Business Ethics Education Initiative. She is also a Distinguished Visiting Scholar in the Center for Values-Driven Leadership at Benedictine University. An award-winning author and educator, Professor Swanson is recognised in several Who's Who bibliographical indices. Her service on journal editorial boards is extensive, and she was an Associate Editor for the award-winning Encyclopedia of Business Ethics and Society. Professor Swanson has published widely on business ethics and corporate responsibility, including articles in Academy of Management Review, Human Relations, Behavioral Science, Journal of Business Ethics, Journal of Academic Ethics, and Business and Society. Her book, Embedding CSR into Corporate Culture: Challenging the Executive Mind, was a book award finalist in a division of the Academy of Management in 2015.
Vasyl Taras is Assistant Professor of International Business and D&T Priddy Dean's Notable Scholar at the Bryan School of Business and Economics at the University of North Carolina at Greensboro. He has a PhD in International Human Resource Management and Organizational Dynamics from the University of Calgary, Canada, and a Master's in Political Economy from the University of Texas at Dallas. He is the X-Culture Project Director and conducts research on cross-cultural and global virtual teams, crowd-based business problem solving and experiential learning. His publications have appeared in the Journal of Applied Psychology, Journal of International Business Studies, Journal of International Management, Organizational Dynamics and other respected outlets. He is also an Associate Editor of the International Journal of Cross-Cultural Management and on the Editorial Boards of the Journal of International Business Studies, Journal of International Management and Management Research Review. Vasyl Taras is a recipient of numerous research and teaching awards for his work in International Business. He has also lived and worked in half a dozen countries as a manager, businessman, and business consultant.
Ilknur Özalp Türetgen received her MS degree and PhD from Istanbul University. She is Associate Professor in the Psychology Department at the same university, where she teaches courses in the areas of industrial/organizational psychology, human resources management practices, testing and measurement issues in organizations. She has worked and consulted in projects related to psychological measurement for various organizations. Her primary research interests include leadership perceptions, job stress, and personnel selection.
An-Chih Wang is Associate Professor at National Sun Yat-sen University in Taiwan. He received his PhD in Industrial/Organizational Psychology from the National Taiwan University. His research interests focus on Chinese leadership styles, Western leadership theories, and their cultural boundaries, [Page xxiii]gender, and leadership, as well as organizational behaviour in the Chinese context. He has received the Academy of Management OB Division Best Paper with International Implications Award (2017). His work has appeared in academic journal outlets such as the Academy of Management Journal, Organizational Behavior and Human Decision Processes, Journal of Organizational Behavior, Human Relations, Leadership Quarterly, and Management and Organization Review.
Mo Wang is the Lanzilotti-McKethan Eminent Scholar Chair at the Warrington College of Business at University of Florida. He is also the Director of Human Resource Research Center at University of Florida. Dr Wang received his joint PhD in I-O Psychology and Developmental Psychology from Bowling Green State University in 2005. He specialises in research areas of retirement and older worker employment, occupational health psychology, expatriate and newcomer adjustment, leadership and team processes, and advanced quantitative methodologies. He received the Academy of Management HR Division Scholarly Achievement Award (2008), the Careers Division Best Paper Award (2009), European Commission's Erasmus Mundus Scholarship for Work, Organizational, and Personnel Psychology (2009), Emerald Group's Outstanding Author Contribution Awards (2013 and 2014), and Society for Industrial-Organizational Psychology's William A. Owens Scholarly Achievement Award (2016) for his research in these areas. He also received Cummings Scholarly Achievement Award from Academy of Management's OB Division (2017), Early Career Contribution/Achievement Awards from the American Psychological Association (2013), Federation of Associations in Behavioral and Brain Sciences (2013), the Society for Industrial-Organizational Psychology (2012), Academy of Management's HR Division (2011) and Research Methods Division (2011), and the Society for Occupational Health Psychology (2009). He currently serves as the Editor-in-Chief for Work, Aging and Retirement and an Associate Editor for Journal of Applied Psychology. Dr Wang was the President of Society for Occupational Health Psychology (2014–2015) and the Director of the Science of Organizations Program at National Science Foundation (2014–2016).
Brenton M. Wiernik is Assistant Professor of Industrial/Organizational Psychology at the University of South Florida. His research focuses on the measurement and application of individual differences, including vocational interests, personality traits, and cognitive abilities for understanding how individuals develop and change throughout their working lives. He studies individual differences’ contributions to career adaptation, as well as employee responses to changing work demands, such as changing needs to promote environmental sustainability through work behaviour. Wiernik also actively works to develop new quantitative methods for psychometric assessment and meta-analysis. His work has appeared in journals such as the Journal of Vocational Behavior,Career Development International, Annual Review of Organizational Psychology and Organizational Behavior, Multivariate Behavioral Research, Industrial and Organizational Psychology, and the Journal of Managerial Psychology, as well as numerous edited scholarly books. Wiernik was the lead editor of Managing Expatriates: Success Factors in Private and Public Domains and serves on editorial boards of the Journal of Business and Psychology, the Journal of Environmental Psychology, and the International Journal of Selection and Assessment.
Bart Wille is Assistant Professor of Personnel and Organizational Development in the Department of Training and Education Sciences at the University of Antwerp. He received his PhD in Psychology in 2013 from Ghent University. Using longitudinal research designs much of his work focuses on the development of professionals during and across various career stages. Examples are: The transition from school to work, occupational transitions, and vertical mobility. His work has been published in a wide set of psychology journals such as the Journal of Applied Psychology, Personnel Psychology, Journal of Personality and Social Psychology, Organizational Research Methods, Journal of Organizational Behavior, and Journal of Vocational Behavior. He was awarded the 2013 Hogan Award for Personality and Work Performance by the Society for Industrial and Organizational Psychology. Since 2017, he is also an editorial board member of the Journal of Counseling Psychology.[Page xxiv]
Lin Yuan is Associate Professor of Management at the University of Macau. She holds a PhD in Business Strategy from the National University of Singapore. Her research interests lie at the intersection of strategy and international business, including the process and the determinants of internationalisation strategy of multinational corporations and entrepreneurial firms, the innovation strategies of developing country firms and the organizational learning of emerging market firms. Her current lines of research focused on internationalization strategies of emerging market multinational corporations. Her research has been published in academic journals such as Journal of Management Studies, Journal of World Business, Industrial Marketing Management, International Marketing Review, Multinational Business Review, and European Management Journal.
Hannes Zacher is Professor of Work and Organizational Psychology at the Institute of Psychology, Leipzig University and Adjunct Professor in the School of Management at Queensland University of Technology. He received his PhD from the University of Giessen. His research programme investigates sustainability in and of organizations, with foci on successful aging at work, career development, adaptability and occupational well-being; proactivity, innovation, leadership and entrepreneurship; and pro-environmental employee behaviour. His research has been published in journals such as Journal of Organizational Behavior, Journal of Management, Leadership Quarterly and Psychology and Aging. He is Associate Editor of Journal of Occupational and Organizational Psychology and member of the editorial boards of Journal of Vocational Behavior, Journal of Occupational Health Psychology, and Work, Aging and Retirement.
Yujie Zhan is Associate Professor of Organizational Behaviour/Human Resource Management in the Lazaridis School of Business and Economics at Wilfrid Laurier University. She holds a PhD in Industrial-Organizational Psychology from the University of Maryland. Her research primarily focuses on older worker employment and retirement, emotion regulation at work, work stress and well-being, and occupational health psychology. Her research has been published in academic journals including Academy of Management Journal, Journal of Applied Psychology, Personnel Psychology, and the Journal of Occupational Health Psychology.
Michael J. Zickar is Professor of Psychology at Bowling Green State University where he is also Department Chair. He is a Fellow of the Society of Industrial-Organizational Psychology for which he also served as Historian. He is on the editorial boards of Organizational Research Methods, the Journal of Applied Psychology, Journal of Management, Personnel Assessment and Decisions and the Journal of Business and Psychology. His research focuses on psychometric properties of pre-employment selection inventories, as well as the history of applied psychology.
Preface[Page xxv]The Global Science and Practice of IWO Psychology
From scientific management to the human relations movement, from cottage industries to craft guilds, from the industrial age to the information society, the issues that have dominated the field of industrial, work and organizational (IWO) psychology have changed over the years. Toward the end of the second decade of the twenty-first century, IWO psychology is a global science and arena for professional practice. Our original, bestselling two-volume Handbook of IWO Psychology (2001) is now a three-volume set that reflects the strides in the field, both in substantive content, expanding knowledge, and evidence-based application. The changes and developments since 2001 have been so fundamental and sweeping that all the chapters in these three volumes are brand new. In preparing these volumes, we have rejected the idea of merely updating the previous version’s chapters with new references and some new content. Instead, we have commissioned chapters that better reflect the current subdomains in the field and incorporate the developments of the past decade and half from the ground up. We have also sought authors with fresh and contemporary perspectives, as it is our hope that the present three-volume set will take IWO psychology to the second quarter of the twenty-first century.
Nonetheless, our overarching objectives in this second edition have remained (1) to cover recent research on work and organizational psychology by leading experts around the globe and (2) to develop psychology of work that is applicable globally. Personnel Psychology and Employee Performance volume primarily focuses on individuals in organizations and covers personnel psychology issues. Organizational Psychology volume primarily covers organizational psychology topics. Managerial Psychology and Organizational Approaches volume highlights areas of interest in managerial psychology, with coverage of broader, strategic topics and concerns.
It was our intention, as editors of this Handbook, to produce a globally contributed, globally oriented, and globally relevant collection of chapters which comprehensively covered the major and vibrant topics comprising our field into the second quarter of the twenty-first century. We recognize and learn from manifest cross-cultural, socio-economic, and historical differences. But what we stated in the preface of our first edition is still true:
We were equally determined not to allow a drift downward into parochial, single nation, local issues and perspectives to dominate this Handbook. The very title, The Handbook of Industrial, Work and Organizational (IWO) Psychology reflects these aspirations on the part of the editors. Credit is due to our esteemed colleague Paul Sackett who proposed this globally-focused title as a combination of Industrial-Organizational (I-O) Psychology in the USA, and Work and Organizational (W/O) Psychology in Europe and other countries worldwide.
In the past two decades, IWO psychology has become a field of global science and professional practice. Global psychology of work thrives: IWO research is not solely conducted and published by those in North America and Europe. Knowledge is generated, replicated, and disseminated worldwide. The choice of research questions reflects both the global and regional zeitgeists and concerns. The scientific research methods utilized are universal. But, perhaps most importantly, findings of generalization and regional [Page xxvi]specificity are rigorously tested with regularity. These developments have shifted the perceptual, analytical, and disciplinary boundaries of IWO psychology forever away from the parochial. International concerns and challenges are attended to in all sub areas of IWO psychology.
With regard to the practice of IWO psychology, alongside this diversification of scientific focus toward a global conceptualization of the discipline, changes in the practice of organizational psychology have also taken on an increasingly global shape and size. There is greater collaboration and sharing of expertise across countries in IWO psychology. Global consultancies dominate the market with their multinational presence and practice. Consequently, IWO psychology has standardized practices across national boundaries.
The chapters in these volumes are geared to consolidate IWO concepts and knowledge on topics studied by IWO psychologists, drawing upon research and practice from across the globe. Hopefully, they reflect and satisfy the demands of a global science and practice of industrial, work, and organizational psychology for many years to come.IstanbulMinneapolisMiamiLondon
Preparing a major, globally relevant, three-volume Handbook of Industrial, Work and Organizational (IWO) Psychology required much collaboration and effort from everyone involved. First and foremost, thanks are due to the co-editors of these volumes for making this second edition possible. We have great respect and admiration for each other and cannot imagine a better editorial team. Between the first edition and this much expanded second edition, we have collaborated for exactly 20 years, providing each other with intellectual challenge and social support. Each editor’s contribution was somewhat different for this second edition. The chapter reviews were handled by Viswesvaran, Anderson, and Ones. Strategic decisions benefited from Anderson’s leadership. Content benefited from Viswesvaran’s vast expertise and keen awareness of important developments. Structure of the volumes and administrative details were handled by Ones.
For the actualization of the Handbook with 69 chapters across three volumes, our gratitude goes to over 100 eminent authors across from over two dozen countries. They accepted our invitation with enthusiasm and devoted a considerable amount of effort to this project. Not only did they produce outstanding chapters, but they also were timely with their revisions, although the publication of the volumes were delayed due to reasons beyond their or our control.
The volume of administrative work on this undertaking was much greater than the first edition. Our editorial assistant Melissa Kellen at the University of Minnesota’s Psychology Department, where our Administrative Headquarters was located, was more helpful and important for this project than anyone will ever realize. Her efficiency, professionalism, and enthusiasm made our editorial work a little easier and a little less distressing. Partial financial support for the Handbook editorial office came from Ones’ Hellervik Chair and Distinguished McKnight University Professor research funds at the University of Minnesota.
We also would like to extend our sincerest thanks to the Sage (publishing) team. During the various phases of the Handbook, we have had to work with many different Sage publishing editors and their teams; they all were helpful. As the volumes took shape, our colleagues and students at our respective institutions also provided valuable support. In this regard, I cannot overstate the intellectual stimulation, assistance, and care that I received from my past and current doctoral advisees. Thank you!
Those closest to us perhaps gave the most and suffered the greatest during the completion of this project. To them, we offer genuine apologies for the neglect they had to endure and for the encouragement they nonetheless provided, while we labored long hours during nights and weekends. In this, I especially would like to acknowledge the encouragement and support of my daughter Daria Haner.
We can only hope that the sacrifices made in the preparation of these three volumes will be balanced by the good that they will do for the science and practice of IWO psychology. The ultimate measure of our success will be if the research presented in these volumes can improve the productive work lives of millions around the world.
On behalf of the Handbook Editors,MinneapolisMarch 2017