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Books on the topic 'Organization behavior towards employees'

Author: Grafiati

Published: 5 June 2025

Last updated: 1 August 2025

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1

Patterson, Malcolm G. Organizational climate and company productivity: The role of employee affect and employee level. Centre for Economic Performance, London School of Economics and Political Science, 2004.

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2

S, Peterson Randall, and Mannix Elizabeth A. 1960-, eds. Leading and managing people in the dynamic organization. L. Erlbaum, 2003.

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3

David, Blane, Brunner Eric, and Wilkinson Richard G, eds. Health and social organization: Towards a health policy for the twenty-first century. Routledge, 1996.

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4

Jaques, Elliott. Requisite organization: The CEO's guide to creative structure and leadership. Cason Hall, 1992.

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5

Jaques, Elliott. Requisite organization: The CEO's guide to creative structure and leadership. Cason Hall, 1989.

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6

Center for Military Health Policy Research, ed. Achieving strong teamwork practices in hospital labor and delivery units. Rand Corporation Center for Military Health Policy Research, 2010.

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7

Balabanova, Evgeniya. Organizational behavior. INFRA-M Academic Publishing LLC., 2022. http://dx.doi.org/10.12737/1048688.

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The textbook presents the main classifications of people's behavior in the workplace and consistently examines groups of factors that affect labor behavior in the organization. These factors are grouped into individual-personal, organizational-managerial and institutional-cultural. Particular attention is paid to the contradictions between the economic and social efficiency of organizations. The results of modern research devoted to the search for a balance between the economic efficiency of management activities and the social well-being of employees are presented. Meets the requirement

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8

Levin, Martin P. All I know about management I learned from my dog. Skyhorse Pub., 2011.

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9

James, Dooher, ed. New ways of working mental health. Quay, 2006.

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10

Mullins, Laurie J. Management and organisational behaviour. 4th ed. Pitman, 1996.

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11

Mullins, Laurie J. Management and organisational behaviour. 2nd ed. Pitman, 1989.

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12

Mullins, Laurie J. Management and organisational behaviour. 6th ed. Financial Times/Prentice Hall, 2001.

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13

Mullins, Laurie J. Management and organisational behaviour. 3rd ed. Pitman, 1993.

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14

Mullins, Laurie J. Management and organisational behaviour. 2nd ed. Pitman, 1989.

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15

Mullins, Laurie J. Management and organisational behaviour: Instructor's manual. Pitman, 1995.

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16

Association, American Nurses, ed. Errors of omission: How missed nursing care imperils patients. American Nurses Association, 2015.

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17

Elizabeth, Higginbotham, and Andersen Margaret L, eds. Race and ethnicity in society: The changing landscape. Thomson/Wadsworth, 2006.

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18

Durakova, Irina, Aleksandra Mitrofanova, Tat'yana Rahmanova, et al. Personnel management in Russia: from the ego to the ecosystem. INFRA-M Academic Publishing LLC., 2021. http://dx.doi.org/10.12737/1567065.

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The monograph contains the results of research concerning, firstly, the ecosystem as a response to the challenges of the XXI century. Secondly, the problems of labor longevity and success in organizations that form an ecosystem approach to working with personnel, including through the use in practice of biomedical factors, socio-economic conditions, nagging as a "soft power" to push older workers to productive work. Thirdly, the realities and problems of combining work and private life, studied from several positions. Among them: the formation of corporate policy, corporate interest, professio

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19

Latham, Gary P., and Silvia Dello Russo. The Influence of Organizational Politics on Performance Appraisal. Edited by Susan Cartwright and Cary L. Cooper. Oxford University Press, 2009. http://dx.doi.org/10.1093/oxfordhb/9780199234738.003.0017.

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Political behaviors in organizations consist of self-serving actions taken by an individual or group. They are directed toward the goal of furthering one's own self-interest without regard for the wellbeing of others in the organization. Such actions are informal and, as part of an organization's culture, regulate interpersonal relationships. The fact that the politics inherent in organizational behavior affect an employee's appraisal was noted more than a quarter of a century ago by behavioral scientists. Nevertheless, there is a paucity of systematic research on this subject. Thus, the purpo

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20

Beugré, Constant D. Managing Fairness in Organizations. Greenwood Publishing Group, Inc., 1998. http://dx.doi.org/10.5040/9798400682179.

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The term organizational justice refers to perceptions of fairness within organizations. Justice as a social phenomenon has received a great deal of research attention from social psychologists. With new research on fairness in organizations, scholars in organizational behavior, industrial/organizational psychology, and managers are provided with practical orientations on how to create fair working environments. Although organizational justice is not a panacea for managers, it can help boost employee morale and cooperation. Perceptions of unfairness have been related to several negative reactio

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21

Chiaburu, Dan S., In-Sue Oh, and Sophia V. Marinova. Five-Factor Model of Personality Traits and Organizational Citizenship Behavior: Current Research and Future Directions. Edited by Philip M. Podsakoff, Scott B. Mackenzie, and Nathan P. Podsakoff. Oxford University Press, 2017. http://dx.doi.org/10.1093/oxfordhb/9780190219000.013.13.

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For over a quarter of a century, organizational scholars have sought to understand the ways in which employees contribute to organizational success through their organizational citizenship behavior (OCB). Concurrently, personality traits have provided an important lens for illuminating what motivates such discretionary efforts. Our first purpose is to provide a state-of-the art, theoretically grounded review of the literature linking five-factor model (FFM) of personality traits to OCB. Second, we strive to clarify both our criterion construct (OCB) and our predictor space in order to facilita

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22

Towards a New Industrial Democracy: Workers' Participation in Industry. Taylor & Francis Group, 2017.

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23

Day, Randal D., Randall S. Peterson, and Elizabeth A. Mannix. Leading and Managing People in the Dynamic Organization. Taylor & Francis Group, 2014.

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24

Day, Randal D., Randall S. Peterson, and Elizabeth A. Mannix. Leading and Managing People in the Dynamic Organization. Taylor & Francis Group, 2014.

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25

Day, Randal D., Randall S. Peterson, and Elizabeth A. Mannix. Leading and Managing People in the Dynamic Organization. Taylor & Francis Group, 2014.

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26

Day, Randal D., Randall S. Peterson, and Elizabeth A. Mannix. Leading and Managing People in the Dynamic Organization. Taylor & Francis Group, 2014.

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27

Day, Randal D., Randall S. Peterson, and Elizabeth A. Mannix. Leading and Managing People in the Dynamic Organization. Taylor & Francis Group, 2014.

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28

Slade, Samantha. Going Horizontal: Creating a Non-Hierarchical Organization, One Practice at a Time. Berrett-Koehler Publishers, 2018.

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29

Slade, Samantha. Going Horizontal: Creating a Non-Hierarchical Organization, One Practice at a Time. Berrett-Koehler Publishers, Incorporated, 2018.

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30

Blane, David, Eric Brunner, and Richard Wilkinson. Health and Social Organization: Towards a Health Policy for the 21st Century. Taylor & Francis Group, 2002.

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31

Blane, David. Health and Social Organization: Towards a Health Policy for the 21st Century. Routledge, 1996.

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32

Blane, David, Eric Brunner, and Richard Wilkinson. Health and Social Organization: Towards a Health Policy for the 21st Century. Taylor & Francis Group, 2002.

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33

Blane, David. Health and Social Organization: Towards a Health Policy for the 21st Century. Routledge, 1996.

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34

Blane, David, Eric Brunner, and Richard Wilkinson. Health and Social Organization: Towards a Health Policy for the 21st Century. Taylor & Francis Group, 2002.

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35

Health and Social Organization: Towards a Health Policy for the 21st Century. Routledge, 2002.

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36

Jaques, Elliott. Requisite Organization. 2nd ed. Gower Publishing Ltd, 1997.

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37

The micro-politics of the school: Towards a theory of school organization. Methuen, 1987.

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38

Kovid, Dr Raj K., Dr Daleep Parimoo, and Dr Santhi Narayanan. EMERGING CONTOURS OF BUSINESS AND MANAGEMENT. SVDES BOOK SERIES, Delhi, 2021. http://dx.doi.org/10.52458/9789391842413.

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The pandemic has triggered changes across the walks of life including governance, business and management. External environmental turbulence is reshaping the market landscape drastically and hence the way organizations run. Normal practices in corporations are being redefined and revisited. The organizations are trying innovative approaches to face the unparalleled challenges staying afloat. So, the key of success lies in the way corporations adapt to the emerging trends the business sector is leaning toward. The emerging contours of business and management in the ‗new-normalized‘ situation in

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39

(Editor), Johannes Köper, and Hans J. Zaremba (Editor), eds. Quality Management and Qualification Needs 2: Towards Quality Capability of Companies and Employees in Europe. Physica-Verlag Heidelberg, 2000.

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40

Brathwaite, Gilbert Fitzgerald. Enculturation: How the work-related behaviours of new employees change to fit the culture of the organization. 1991.

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41

Blane, David. Health and Social Organization: Towards a Health Policy for the Twenty-First Century. Taylor & Francis, Inc., 1996.

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42

Graupp, Patrick, Gitte Jakobsen, and John Vellema. Building a Global Learning Organization. Taylor & Francis Group, 2014.

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43

Can a work organization have an attitude problem?: The impact of workplaces on employee attitudes and economic outcomes. Centre for Economic Performance, London School of Economics and Political Science, 2004.

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44

Coyle-Shapiro, Jacqueline A.-M., Marjo-Riitta Diehl, and Chiachi Chang. The Employee–Organization Relationship and Organizational Citizenship Behavior. Edited by Philip M. Podsakoff, Scott B. Mackenzie, and Nathan P. Podsakoff. Oxford University Press, 2016. http://dx.doi.org/10.1093/oxfordhb/9780190219000.013.27.

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Drawing upon social exchange theory and the norm of reciprocity, we review the employee–organization relationship (EOR). A number of EOR frameworks share common theoretical ground yet have developed independently: psychological contracts, perceived organizational support, employment relationship, social and economic exchange, and idiosyncratic deals. We examine the empirical evidence linking each of the frameworks to employees’ organizational citizenship behavior (OCB). Relationships based on minimal investment (quasi-spot contracts and transactional psychological contracts) and psychological

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45

Towards Organizational Fitness: A Guide to Diagnosis and Treatment. Taylor & Francis Group, 2014.

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46

Toplis, John, and Gerry Randell. Towards Organizational Fitness: A Guide to Diagnosis and Treatment. Taylor & Francis Group, 2016.

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47

Toplis, John, and Gerry Randell. Towards Organizational Fitness: A Guide to Diagnosis and Treatment. Taylor & Francis Group, 2016.

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48

Toplis, John, and Gerry Randell. Towards Organizational Fitness: A Guide to Diagnosis and Treatment. Taylor & Francis Group, 2016.

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49

Requisite Organization: Total System for Effective Managerial Organization and Managerial Leadership for the 21st Century. Gower Pub.Co., 1997.

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50

Requisite organization: A total system for effective managerial organization and managerial leadership for the 21st century. 2nd ed. Cason Hall, 1996.

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