The Social Psychology of Organizations

This important new title provides a much-needed overview not only of what it means for an organization to be weakened by pervasive psychological influences within the working environment, but also how this dysfunction can be addressed through psychological interventions. It will be ideal reading for students and researchers of occupational or organizational psychology, organizational behaviour, HRM and business and management.

Personnel selection is changing. Whilst traditional face-to-face interviews are still common, the range of assessment processes that inform the selection of candidates is increasingly diverse, taking advantage not only of new technologies, but also using new methods and strategies, such as assessment centres and personality testing. This new collection looks at the most important contemporary issues in recruitment, selection and assessment today, highlighting the latest research from the perspective of both recruiter and applicant. The book is written by an international range of prominent scholars in this area, and provides up-to-date analysis of key topic areas, including: How measurements of intelligence can impact on recruitment policies The use and value of personality tests An analysis of social interaction in the interview process The value and impact of video resumes in recruitment How social networks affect how applicants are perceived Job analysis and competencies modelling Part of the Current Issues in Work & Organizational Psychology series, this is an important book that shines a light on the latest theory and practice in employee recruitment. It will interest not only students and researchers of Organizational Psychology, HRM and Business and Management, but will also engage professionals in the field.

Acknowledgements. Introduction Part 1: Doing Intelligent Activism: The New Social Psychology of Organizations 1. Knowledge translation for complex workplaces. 2. Understanding Client Engagement Dynamics 3. Ideas of intervention and change in organizations 4. Evidence and intervention methods as tools for practice 5. Ethical issues in practice Part 2: Building an integrated model of organizational toxicity 6. What we know about Organizational Toxicity 7. The macro sources of toxicity in organizations 8. Psychosocial micro-processes that Mitigate or Maximize Toxicity in the Workplace Part 3: Learning from Practice to intervene in toxic organizations 9. Diagnostic themes for examining the psychological environment 10. How current performance management systems make workplaces toxic 11. Re-Designing belonging dynamics for an interconnected world of work 12. Measurement, silence and the mechanisms of compliance Conclusion.