By Gerard P. Hodgkinson, J. Kevin Ford
The twenty-sixth quantity within the such a lot prestigious sequence of annual volumes within the box of business and organizational psychology, offering authoritative and integrative experiences of the main literature within the field All chapters written through proven specialists and all issues conscientiously selected to mirror the main matters in either the learn literature and in present practicePresents advancements in such tested parts as pressure and health and wellbeing, buyer habit, worker belief, deception and applicant faking, the evaluation of activity functionality and paintings attitudes, and the employment interviewNewer themes explored comprise methodological matters within the improvement and assessment of a number of regression types, and the mental impression of the actual place of work environmentEach bankruptcy bargains a complete and important survey of the selected subject, and every is supported by means of a beneficial bibliography
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Extra info for International Review of Industrial and Organizational Psychology 2011
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1976). Occupational sources of stress: A review of the literature relating to coronary heart disease and mental ill health. Journal of Occupational Psychology, 49, 11–28. P. (2001). Organizational Stress: A Review and Critique of Theory, Research, and Applications. Thousand Oaks, CA: Sage. ˆ e, S. (2005a). Reconciling the feelings-as-information and hedonic contingency Cot´ models of how mood influences systematic information processing. Journal of Applied Social Psychology, 35, 1656–79. ˆ e, S.
In other words, repeated exposure to a class of events in the past that was appraised to impede goal progress leads to associations between the features of that class of events and the phenomenological experience of the affects originally experienced. When events are encountered with the same features, the affect is again experienced. Operationalizing these associative links between classes of events and experienced affects as beliefs concerning how events influence affect, two studies have found daily beliefs concerning demands’ influence on unpleasant affect were associated with more unpleasant affect and lower job satisfaction at the end of working days, after controlling for daily levels of job demands (Harris & Daniels, 2005, 2007).
Similarly, Daniels, Hartley, and Travers (2006) invoked the notion of the influence of beliefs held in long-term memory on appraisals to explain why relationships between negative affect and adverse job characteristics were moderated by prior assessments of beliefs concerning job characteristics’ influence on goal progress and affect. Whilst the above results indicate that long-term memory may influence appraisals as they happen, they do not explain how beliefs about work events come to be in long-term memory in the first place.