"Work engagement is an intriguing dimension of workplace psychology. According to a study done by Gallup, 87% of employees identify as either not engaged or actively disengaged, and actively disengaged employees currently outnumber engaged employees 2-to-1.To make sense of people's behavior in complex organizations, instead of offering a dry presentation of organizational psychology theories, Chantal Gautier analyzes transcripts from interviews with people at different levels in various types of organizations and sheds light into real organizational work practices. Personal narratives, exercises and reflective practices make the material relatable to everybody's experience.The Psychology of Work explores the role of integrity, recognition, commitment, leadership, communication, and autonomy in employee engagement and happiness. It raises awareness of current working practices and stresses the need for change. Offering very practical advice, Gautier emphasizes the importance of putting the "humane" back into organizational life. "-- Provided by publisher.

"The Psychology of Work integrates psychological theory with personal narrative from global industry leaders, as well as those entering the workforce, to offer tangible insights into the real world of work. It is ideal for students, professionals and anyone with an interest in how successful organizations operate. It charts the development of the field of organizational psychology and provides the key theoretical frameworks. Crucially, it explores how these can be utilised to enhance organizational culture, and why this is so relevant and important in the modern workplace. Through the inclusion of interviews with students, The Psychology of Work reveals what the future workforce expect of the organizations that they are going in to and encourages students reading the book to reflect on what kind of leaders they would like to be. The book is also a valuable resource to support professionals and practitioners, highlighting current working practices and the need for change, offering practical guidance on how to bring the 'humane' back into organizational life"-- Provided by publisher.

Machine generated contents note: List of figures -- List of tables -- Acknowledgements -- Reviewers' commentaries Introduction 01 Recruitment and selection -- Historical background -- Scientifi c management -- Hawthorne studies -- Human resource management -- Job analysis -- Data collection -- Job description -- Selection and assessment methods -- Conclusion02 Employability -- What is employability? -- Graduate employment -- What do employers seek? -- Conclusion03 Teams -- Groups and teams -- Team development approaches -- Conclusion04 Barriers and intricacies -- Groupthink -- Social loafing -- Conflict resolution -- Conclusion05 Organizational culture -- What is culture? -- Building culture -- Variants of organizational culture -- Properties of organizational culture -- Conclusion06 Leadership -- Leadership theories -- Behaviour Theory - The Michigan Studies -- Conclusion07 Motivation and engagement -- What motivates people? -- Psychological contract -- Time to tune in -- The humanistic leader -- PURPOSE: Vision, Communication -- Bringing back the humane -- Attitudes to work -- Closing commentsBibliography -- Index.