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Jingdong book

组织行为学（第3版双语教学通用版）

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Jingdong book

组织行为学（第3版双语教学通用版）

Name: 组织行为学（第3版 双语教学通用版）
Brand: Jingdong book
SKU: 3101001701
Price: 45.29 USD
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美国三位组织行为学资深教授精心编写，凝聚多年的科研成果和教学经验

美国百余所院校采用作为工商管理或人力资源管理专业学习的教材

主题清晰、内容完整、结构严谨、体例规范、形式统一、难易适度，既适合学生的学习，也易于教师安排教学

专业术语明确、图表清晰，全书标题及术语均带有中文注释，更利于学生对教材内容的理解

Content Description

本教材由美国佐治亚大学贾森·科尔基特、亚利桑那州立大学杰弗里·勒平与得克萨斯A&M 大学迈克尔·韦森精心编写，凝聚了三位教授多年的科研成果和教学经验之精华，在美国以及世界多个国家和地区拥有广大的读者，被百余所院校采用作为工商管理或人力资源管理专业学习的教材。

本教材在编写上主题清晰、内容完整、结构严谨、体例规范、形式统一、难易适度，既适合学生的学习，也易于教师安排教学。全书围绕组织行为学的两个成果，即工作绩效和组织承诺，从影响变量的个体机制、个人特征、团体机制和组织机制等方面进行了系统论述，做到了由表及里、深入浅出。另外，在内容安排上，不仅专业术语明确、图表清晰，而且还从学生生活、电影剧情、体育运动、跨国公司等案例中分别论述组织行为学的实践应用，更有利于学生对教材内容的理解。

本书适用于经济管理类专业本科生、MBA、EMBA、MPA，既可作为相关双语课程的教材，还可作为研究人员及各类组织尤其是企业经营管理人员的参考用书。

Author Description

贾森·科尔基特，美国佐治亚大学特里商学院管理学杰出讲座教授。他曾为本科生、硕士生和管理层讲授组织行为学和人力资源管理课程，并因本科生和管理层水平的杰出教学而获奖。科尔基特的学术研究范围包括组织公平性、信任、团队效能以及人格对任务绩效的影响。

杰弗里·勒平，美国亚利桑那州立大学凯瑞商学院管理学教授。他曾讲授过本科生和研究生水平的组织行为学、人力资源管理以及团队管理课程。勒平的学术研究范围包括团队机能与效能、个人与团队适应性、公民行为和职业压力。

迈克尔·韦森，美国得克萨斯A&M大学梅斯商学院副教授。他曾讲授过所有水平的组织行为学和人力资源管理课程，并荣获得克萨斯A&M大学杰出教学奖。他的学术研究范围包括组织公平性、目标设定、组织进入和薪酬福利。

译者简介：

苏晓艳，管理学博士，暨南大学国际商学院副教授。主讲管理学原理、组织行为学、企业伦理等工商管理专业核心课程，主持各级课题4项，发表专业论文20多篇，曾荣获2009年度暨南大学优秀教师称号。

Catalogue

第一编组织行为学导论

第1 章什么是组织行为学

第2 章工作绩效

第3 章组织承诺

第二编个体机制

第4 章工作满意度

第5 章压力

第6 章激励

第三编个体特征

第7 章人格与文化价值观

第8 章能力

第四编群体机制

第9 章团队：特征与多样性

第10 章团队：过程与沟通

第11 章领导：权力与谈判

第12 章领导：风格与行为

第五编组织机制

第13 章组织结构

第14 章组织文化

Book Abstract

什么是组织行为学

WHAT IS ORGANIZATIONAL BEHAVIOR?

Before we define exactly what the field of organizational behavior represents, take a moment to ponder the following question: Who was the single worst coworker you’ve ever had? Picture fellow students who collaborated with you on class projects; colleagues from part-time or summer jobs; or peers, subordinates, or supervisors working in your current organization. What did this coworker do that earned him or her “worst coworker” status? Was it some of the behaviors shown in the right column of Table 1-1 (or perhaps all of them)? Now take a moment to consider the single best coworker you’ve ever had. Again, what did this coworker do to earn “best coworker” status—some or most of the behaviors shown in the left column of Table 1-1 ?

If you ever found yourself working alongside the two people profiled in the table, two questions probably would be foremost on your mind: “ Why does the worst coworker act that way?”and “ Why does the best coworker act that way?” Once you understand why the two coworkers act so differently, you might be able to figure out ways to interact with the worst coworker more effectively (thereby making your working life a bit more pleasant). If you happen to be a manager, you might formulate plans for how to improve attitudes and behaviors in the unit. Such plans could include how to screen applicants, train and socialize new organizational members, manage evaluations and rewards for performance, and deal with conflicts that arise between employees. Without understanding why employees act the way they do, it’s extremely hard to find a way to change their attitudes and behaviors at work.

……

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组织行为学（第3版 双语教学通用版）

组织行为学（第3版双语教学通用版）