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Jingdong book

组织行为学理论与实践（第9版）

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Jingdong book

组织行为学理论与实践（第9版）

Name: 组织行为学理论与实践（第9版）
Brand: Jingdong book
SKU: 3102015901
Price: 47.53 USD
Availability: OutOfStock

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《组织行为学理论与实践（第9版）》自初版以来，受到了世界各地商学院师生的热捧，是当今最受欢迎的组织行为学教材之一。

·生动活泼的真实案例《组织行为学(影印版)》没有空洞的理论，书中所有的概念都被置于真实世界中加以介绍，从一开始就让读者明白如何将这些理论应用于他们日后的，实际工作中。

·丰富多彩的教学单元书中每一章都配备了丰富多彩的教学单元，让读者可以立即利用所学到的知识来思考他们生活中的组织现象，进一步加深他们对理论的理解。

·系统完整的理论体系通过对个人认知和情感、人际互动和组织行为三个层次的细致考察，《组织行为学理论与实践（第9版）》系统完整地介绍了组织行为学的知识体系，让读者了解到该领域的最新研究成果。

·原汁原味的英文呈献英文版教材省却了翻译过程中可能出现的失真和偏差。既满足了中国读者对组织行为知识的学习需求，也适应了中国经理人员与国际接轨的要求。

Content Description

《组织行为学理论与实践（第9版）》作者在OB领域比较有名，从《组织行为学理论与实践（第9版）》的样章来看质量也是不错，现在很多学校提出双语教学，《组织行为学（影印版）》会有一定市场。作为商学校本科生和研究生均适用的组织行为学教材，《组织行为学理论与实践（第9版）》将组织行为学领域的最新研究成果与实践相结合，内容涵盖了未来的经理人员所必须熟悉的诸多议题。

Author Description

杰拉尔德·格林伯格（Jerald Greenberg），1975年毕业于美国韦恩州立大学，获得工业与组织心理学博士学位，现为俄亥俄州立大学管理和组织行为学教授。格林伯格曾任美国管理学会组织行为学分会的主席，并被该组织授予威廉·欧文斯学术贡献奖。此外，格林伯格还担任Organizational Behavior and Human Decision Processes杂志的副主编。

罗伯特·A.巴伦（Robert A.Baron），美国伦塞勒理工学院心理学教授，在工业与组织心理学、社会心理学方面成就卓越。巴伦在专业杂志上发表了100多篇文章，出版了40多本管理学和心理学领域的专著，持有3项美国专利。自1978年至今，巴伦一直是美国心理学会的成员。

Catalogue

第一部分引言

第1章组织行为学科领域

第二部分基本的人类过程

第2章知觉和学习:理解和适应工作环境

第3章个体差异:人格、技能和能力

第三部分组织中的个体

第4章工作态度:成见、工作满意度和组织承诺度

第5章组织中的激励

第四部分群体动态

第6章群体动态与工作团队

第7章组织沟通

第8章组织中的决策

第9章工作中的人际行为:冲突、合作、信任与行为异常

第五部分影响他人

第10章组织中的领导

第六部分组织过程

第11章组织文化、创造力和创新

第12章组织结构与设计

第13章管理组织变革:战略计划和组织发展

附录

附录1 了解组织中的行为:理论与研究

附录2 理解并管理你的职业生涯

各章注释

术语表

图片出处

Book Abstract

Similarly, a learning goal orientation also may be helpful with respect to benefiting from on-the-job feedback. Specifically, people high in this orientation want to receive feedback and pay careful attention to it since it will help them to learn. In contrast, neither a performance goal orientation nor an avoidance goal orientation seems to offer similar benefits.43 So overall, organizations should strive to select people who have a learning goal orientation or to encourage such an orientation among their employees.

This raises a key question: How can a learning goal orientation be attained? The answer lies in part by giving employees an opportunity to acquire new skills on their jobs and by rewarding them for doing so——not just for being competent at what they already know. For instance, United Technologies promotes a learning goal orientation by encouraging employees to take advanced courses in their specialty, or in management. Indeed, United Technologies, as well as many other companies, actually cover the entire cost of an MBA for individuals they consider to be on the "fast track" in their careers.

That achievement motivation influences the success of individuals is far from surprising. But can it also contribute to the economic growth and well-being of entire societies? Forinformation suggesting that it can, see the OB in a Diverse World section on page 109.

……

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