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(Download PDF) Business Psychology and Organizational Behaviour 6Th Edition Eugene Mckenna Online Ebook All Chapter PDF
(Download PDF) Business Psychology and Organizational Behaviour 6Th Edition Eugene Mckenna Online Ebook All Chapter PDF
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Business Psychology and
Organizational Behaviour
Business Psychology and Organizational Behaviour introduces principles and concepts in psychology
and organizational behaviour with emphasis on relevance and applications. Well organized and
clearly written, it draws on a sound theoretical and applied base, and utilizes real-life examples,
theories, and research fndings of relevance to the world of business and work.
Te new edition of this best-selling textbook has been revised and updated with expanded and
new material, including: proactive personality and situational theory in personality; theory of
purposeful work behaviour; emotional and social anxiety in communication; decision biases and
errors; and right-brain activity and creativity, to name a few. Tere are numerous helpful features
such as learning outcomes, chapter summaries, review questions, a glossary, and a comprehensive
bibliography. Illustrations of practice and relevant theory and research also take the reader through
individual, group, and organizational perspectives.
Tis is an essential textbook for undergraduates and postgraduates studying psychology and
organizational behaviour. What is more, it can be proftably used on degree, diploma, professional,
and short courses. It’s also likely to be of interest to the refective practitioner in work organizations.
Dr Eugene McKenna is Professor Emeritus, University of East London, a Chartered and Registered
Occupational Psychologist, Fellow of the British Psychological Society, and Fellow of the Royal
Society of Medicine.
“Tis new edition of Business Psychology and Organizational Behaviour is outstanding. Not only
does it cover thoroughly and up-to-date all the areas of business psychology and OB, but also
develops new ones as well (e.g., business ethics). Te standout for me are the international case
studies, and particularly practitioner perspectives. A must-buy textbook in the feld of OB by a
renowned author and scholar.”
Professor Sir Cary Cooper, CBE, 50th Anniversary Professor of Organizational
Psychology & Health at the ALLIANCE Manchester Business School,
University of Manchester, UK
“Tis new up-to-date edition of Professor Eugene McKenna’s highly respected textbook exceeds
expectations. It is my book of choice both for teaching and for reference on business psychology
and organizational behavior. It brings together relevant insights from past and present research,
and it clarifes how the contributions of psychology relate to those of other disciplines. What may
appear to be a formidably comprehensive book is actually easy to read due to its clear style and the
many summaries and examples provided.”
Professor John Child, D.Sc., FBA, Professor of Commerce,
Birmingham Business School, University of Birmingham, UK
Eugene McKenna
Sixth edition published 2020
by Routledge
2 Park Square, Milton Park, Abingdon, Oxon, OX14 4RN
and by Routledge
52 Vanderbilt Avenue, New York, NY 10017
Routledge is an imprint of the Taylor & Francis Group, an informa business
© 2020 Eugene McKenna
Te right of Eugene McKenna to be identifed as author of this work has
been asserted by him in accordance with sections 77 and 78 of the Copyright,
Designs and Patents Act 1988.
All rights reserved. No part of this book may be reprinted or reproduced or
utilised in any form or by any electronic, mechanical, or other means, now
known or hereafer invented, including photocopying and recording, or in any
information storage or retrieval system, without permission in writing from
the publishers.
Trademark notice: Product or corporate names may be trademarks or registered
trademarks, and are used only for identifcation and explanation without intent
to infringe.
Fifh edition published by Psychology Press 2012
British Library Cataloguing-in-Publication Data
A catalogue record for this book is available from the British Library
Library of Congress Cataloging-in-Publication Data
A catalog record for this book has been requested
ISBN: 978-1-138-18262-2 (hbk)
ISBN: 978-1-138-18264-6 (pbk)
ISBN: 978-1-315-64631-2 (ebk)
Typeset in Minion and Univers
by Apex CoVantage, LLC
Please visit the Companion Website www.routledge.com/9781138182646
CONTENTS
9 Groups 427
PART I
PERSPECTIVES AND ENQUIRY 1 10 Teambuilding 477
1 Historical Infuences and 11 Leadership and Management
Research Methodology 3 Style 509
A major objective has been to produce a text Particular illustrations of practice and rele-
that would introduce the basic concepts and vant research evidence are contained in numer-
principles of psychology and organizational ous panelled items dispersed throughout the
behaviour clearly with the emphasis on rel- book; some of these could be used as mini-
evance and applications, but at the same time cases or vignettes. When important terms are
would not over-popularize the subject. Tere- introduced in the text, they are highlighted to
fore, every efort was made to write the book indicate their inclusion in the Glossary section
in a style likely to engage the interest of the stu- at the end of the book.
dent, drawing on numerous real-life examples Te number of chapters in the new edi-
and research studies relevant to the world of tion is sixteen, having been reduced by three,
business. Te book takes the reader through namely, ‘Communication’, ‘Selection/Appraisal’,
individual, group, and organizational per- and ‘Rewards/Training’, and this has resulted
spectives, while at the same time ofering an in removing Chapters 6, 18, and 19, which
appreciation of their historical development appeared in the ffh edition. Tere has also
and methodological issues. Te text requires been a signifcant readjustment of the contents
no previous study of psychology or the behav- of Chapters 2 and 3. Salient and pertinent
ioural sciences. Despite its suitability for use material from the removed chapters is incor-
on degree, diploma, professional, and short porated in an appropriate part or slot in the
courses, it can proftably be used as a reference book because of its applied perspective. Te
book by refective practitioners. recipient chapters are 3, 4, 5, and 6 in the sixth
Learning outcomes, chapter summaries, edition. Te entire book has been updated fol-
review questions, pointers to additional reading, lowing a comprehensive review of the relevant
a glossary, and a comprehensive bibliography literature.
are features of the text. Although each chapter is Te book has been revised and updated
self-contained, the reader will fnd within indi- with expanded and new material, includ-
vidual chapters numerous cross-references. For ing the following: proactive personality and
lecturers who adopt the book, there are online situational theory in personality; theory of
teaching resources, including a companion purposeful work behaviour; suggested inte-
website, chapter-by-chapter PowerPoint lecture gration of Big Five theory (personality) and
slides, and a multiple-choice test bank. Please features of the job characteristics motiva-
visit www.routledge.com/9781138182646 tional model; emotional and social anxiety in
PREFACE vii
communication; web learning, talent manage- personal resilience and stress, mindfulness
ment (extended); decision biases and errors; as a preventative measure, stress and dual-
right-brain activity and creativity; genera- career households, workaholism and stress
tional diferences in work values; multi-team in senior management, cross-national culture
systems, mental models and teams, Team X; and stress.
leadership and emotional intelligence; eth- Finally, it has been a long journey, but I
ics and charismatic leadership, authentic and hope I have realized my objective in writing
servant leadership; trust and leadership, and this new edition, and I hope the reader fnds
derailment of leaders (extended); organiza- reading it a pleasant and rewarding learning
tional micro-specialization; positive organi- experience.
zational culture, toxic organizational culture; Eugene McKenna, 2020
ACKNOWLEDGEMENTS
Tis book has benefted from several posi- seriously taken on board, as well as to those
tive infuences. My thanks to the academics who reviewed the draf manuscript of the sixth
who reviewed the ffh edition and made valu- edition, and to the editorial staf of Routledge,
able comments and suggestions, which were who were very helpful.
PART I
PERSPECTIVES
AND ENQUIRY
CONTENTS
Learning outcomes
Introduction
Nature of psychological perspective ~ Diferent approaches
Nature of organizational behaviour
Historical perspective ~ Scientifc management • Classical bureaucracy • Principles of
organization • Industrial psychology in the UK • Human relations movement • Neo-human
relations • Systems approach • Contingency approach
Contemporary issues
Research methodology ~ Characteristics of the scientifc method • Techniques
and settings • Ethical issues
HISTORICAL INFLUENCES
AND RESEARCH
METHODOLOGY
LEARNING OUTCOMES
After studying this chapter you should be able to:
• Assess the role played by psychology in the analysis and solution of organiza-
tional problems.
• Draw a distinction between the different traditions or schools of thought in psy-
chology and assess their significance.
• Explain what is meant by the multidisciplinary nature of organizational behaviour,
and comment on the standing of psychology as a contributory discipline.
• Examine the different approaches used by theorists and practitioners in the study
of organizational behaviour over time.
• Assess the changes in the external environment that have brought about funda-
mental changes to organizational functioning in recent years.
• Identify the role of research in the social sciences and examine the significance
of the scientific method.
• Examine the different techniques available to the researcher when investigating
issues or problems in organizations, and acknowledge the significance of ethics.
INTRODUCTION
methodology, which refects the need to be rig-
This opening chapter sets out initially to orous and systematic in the way evidence relat-
explain the nature of both the psychological ing to behaviour is collected. Terefore, the
and organizational behaviour perspectives. discussion will unfold as follows: (1) nature of
Subsequently, as we refect on the applica- psychological perspective; (2) nature of orga-
tion of concepts from psychology and orga- nizational behaviour; (3) historical perspec-
nizational behaviour, a historical view will be tive; (4) contemporary issues; and (5) research
taken. Te fnal section is devoted to research methodology.
4 PART I: PERSPECTIVES AND ENQUIRY
• Behavioural psychology has declined in than predicting that certain changes will lead
prominence and it gave way to the ascension to particular outcomes. An example of a pre-
of cognitive psychology during the 1970s. diction is that the redesign of a job (e.g. job
• Cognitive psychology has sustained a enrichment) in a particular way will lead to an
steady upward trajectory and continues to increase in job satisfaction and motivation to
be the most prominent school. work, which in turn will give rise to better per-
formance on the job.
Organizational behaviour, as a social science
NATURE OF ORGANIZATIONAL
rather than a natural science, encounters dif-
BEHAVIOUR
culties when identifying, defning, measuring,
A number of the concepts examined in this and predicting relationships between concepts
book fall within the boundaries of organiza- because it deals with phenomena (e.g. the
tional behaviour, a subject that refers to the human condition) that are more complex than
study of human behaviour in organizations. phenomena that constitute the physical world.
It is a feld of study that endeavours to under- It adopts a multidisciplinary perspective, but
stand, explain, predict, and change human it should be said that psychology as a disci-
behaviour as it occurs in the organizational pline makes the greatest contribution (Miner,
context (Wagner & Hollenbeck, 2014). Apart 2003). Te multidisciplinary perspectives are
from the focus on the individual, organiza- outlined in Table 1.1. Te development of orga-
tional behaviour is also concerned with the nizational behaviour has been associated with
relationship between the individual and the the growth of large organizations over the past
group, and how both interact with the orga- century, although a preoccupation with issues
nization. Te organization is also subjected related to organization and management has
to analysis, as is the relationship between the been around for centuries.
organization and its environment. Te way organizational behaviour is handled
Te primary goal of organizational behav- by writers of textbooks in this feld can difer.
iour is to describe rather than prescribe – that Organizational behaviour enjoys a controver-
is, it describes relationships between variables sial relationship with management practice
(e.g. motivation and job performance), rather (Buchanan & Huczynski, 2017) and some books,
Discipline Focus
Psychology Individual, group, organizational development, occupational psychology
techniques
Sociology Organizational analysis
Anthropology People’s relationship with their environment (e.g. culture)
Political science Activity connected with the acquisition of power, engaging in political
activity, existence of vested interests, conflict generation and resolution,
coalition formation
Economics Economic policy, firm as an economic entity, nature of labour markets,
human resource planning
Industrial engineering Time and motion study and work measurement
Medicine Occupational stress and employee well-being
CHAPTER ONE: HISTORICAL INFLUENCES AND RESEARCH METHODOLOGY 7
such as this one, show a tendency to emphasize • Select the best employees for the various
the practical application of theory while others jobs.
adopt a managerial perspective. However, the • Train the employees in the most efcient
dividing line between the two perspectives is methods and the most economical move-
not so clear-cut when viewed across the board. ments to deploy in the jobs.
• Ofer incentives (e.g. higher wages) to the
most able employees, and use piece rates to
HISTORICAL PERSPECTIVE
encourage greater efort. Te piece-rate sys-
Te following are key landmarks in the devel- tem of payment provides greater reward for
opment of organizational psychology and greater efort.
organizational behaviour: (1) scientifc man- • Use rest pauses to combat fatigue.
agement; (2) classical bureaucracy; (3) princi- • Entrust to supervisors the task of ensuring
ples of organization; (4) industrial psychology; that employees are using the prescribed
(5) human relations movement; (6) neo-human methods.
relations; (7) systems approach; and (8) contin- • Subscribe to the notion of job specialization
gency approach. and mass production.
a clock – called the micro chronometer – ana- work of Braverman in this context, the fol-
lysts could use time and motion studies to lowing criticism of Taylorism has been made
establish the time required to perform each (Needle, 2004):
movement associated with the job. Henry
Gantt developed a task and bonus wage plan Te extensive division of labour means that
that paid workers a bonus on top of their stan- work becomes fragmented, the machine
dard wages if they completed the job within a becomes more important than the worker,
set time. Gantt also invented the Gantt chart, a and control shifs from the skilled worker
bar chart used by managers to compare actual frmly into the hands of management, whose
with planned performance. Contemporary position is strengthened by their virtual
work scheduling methods, such as PERT (Pro- monopoly of knowledge of the work process.
gramme Evaluation and Review Technique),
are based on Gantt’s invention (Wagner & Hol- Tere is further reference to scientifc manage-
lenbeck, 2014). ment in the section on job design in Chapter 4.
Critics felt that scientifc management con- An illustration of Taylor’s approach appears in
tributed to the de-skilling or degradation of Panel 1.1.
work and a substantial transfer of power from
workers to managers. Braverman (1974), a
Classical bureaucracy
critic of Taylorism, viewed the scientifc man-
agement approach as capitalist proft-seeking Te classical theorists, inspired to some extent
and certainly not fair. With reference to the by the work of the German sociologist Weber