Work and Organizational Psychology: An Introduction with Attitude

By Christine E. Doyle | Go to book overview

Figures
2.1 Forces for change in the nature of work 52
2.2 A model of the psychological contract 59
3.1 Hackman and Oldham's theory of work motivation 96
3.2 Towards an integrated model of work motivation 108
4.1 Lazarus and Folkman's (1984) model of the stressor-strain relationship 116
4.2 Model of the physiological effects of stressors 124
4.3 Baddeley and Hitch's model of a working memory 139
4.4 Karasek and Theorell's (1990) model of job latitude, job demands, and learning 150
5.1 Two models of human-machine systems 170
5.2 Rasmussen's (1981, 1986) ladder model of decision making 180
5.3 A forcefield analysis used to identify factors preventing the development of a safety culture 190
5.4 The elements of the Tripod Delta technique 195
5.5 Tripod Delta: Summary of the 11 categories of GFTs and a failure state profile 196
6.1 Single and double loop learning 209
6.2 Motorola's model of culture design and systems to support learning 217
6.3 Integrating business objectives within a training cycle 225
7.1 The repertory grid technique in job analysis 266‑7
7.2 Interaction of mean rating between rater and ratee (Awosunle & Doyle, 2001) 288
7.3 An assessment centre exercise × dimension matrix 301
8.1 The relationship between the different vocational personality types within the individual 343
8.2 Burke's model of person-environment fit and organizational performance 344
9.1 A model of a "complete" EAP provider (Reddy, 1997) 361
9.2 The tripartite relationship in workplace counselling (Reddy, 1997) 362
10.1 The elements of a full CBA system (Burke, 1997, 1998) 399

-ix-

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