Psihologija rada — разлика између измена
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Poslovni psiholozi su poznavaoci osnova psihologije rada, psihologije menadžmenta, psihologije marketinga, upravljanja ljudskim resursima, organizacionog ponašanja, psihologije uspeha, poslovnih komunikacija, savetovanja, pravnih propisa s područja rada i radnih odnosa, zdravstvenog osiguranja i zdravstvene zaštite, socijalne zaštite i zaštite na radu. Moraju poznavati zakone i zakonske propise, interne propise preduzeća ili organizacije u kojoj su zaposleni (statut, pravilnike, ugovore, kolektivne ugovore). Zaduženi su za kreiranje kadrovske dokumentacije, učestvovanje u obračun plate zaposlenih i izveštaje po zadatim kriterijumima za veliki broj zaposlenih. |
Poslovni psiholozi su poznavaoci osnova psihologije rada, psihologije menadžmenta, psihologije marketinga, upravljanja ljudskim resursima, organizacionog ponašanja, psihologije uspeha, poslovnih komunikacija, savetovanja, pravnih propisa s područja rada i radnih odnosa, zdravstvenog osiguranja i zdravstvene zaštite, socijalne zaštite i zaštite na radu. Moraju poznavati zakone i zakonske propise, interne propise preduzeća ili organizacije u kojoj su zaposleni (statut, pravilnike, ugovore, kolektivne ugovore). Zaduženi su za kreiranje kadrovske dokumentacije, učestvovanje u obračun plate zaposlenih i izveštaje po zadatim kriterijumima za veliki broj zaposlenih. |
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== Literatura == |
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* Aube, C. & Rousseau, V. (2005). Team goal commitment and team effectiveness: The role of task interdependence and supportive behaviors. ''Group Dynamics: Theory, Research, and Practice'', 9, 189–204. |
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* Barrick, M.R.; Stewart, S.L.; Neubert, M.J. & Mount, M.K. (1998). Relating member ability and personality to Work-team processes and team effectiveness. ''Journal of Applied Psychology'', 83, 377–91. |
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* Dematteo, J.S.; Eby, L.T. & Sundstrom, E. (1998). Team-based rewards: Current empirical evidence and directions for future research. ''Research in Organizational Behavior'', 20, 141–83. |
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* Guzzo, R.A. & Shea, G.P. (1992). Group Performance and intergroup relations in organizations. ''Handbook of industrial and organizational psychology'' (Vol. 3, pp. 269–313). |
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* Hackman, J.R.; Brousseau, K.R. & Weiss, J.A. (1976). The interaction of task design and group performance strategies in determining group effectiveness. ''Organizational Behavior and Human Performance'', 16, 350–65. |
|||
* Hackman, J.R. & Oldham, G.R. (1980). Work redesign. ''Reading, MA'': Addison-Wesley. |
|||
* Haines, V.Y. & Taggar, S. (2006). Antecedents of team reward attitude. ''Group Dynamics: Theory, Research, and Practice'', 10, 194–205. |
|||
* Lock, E.A. & Latham, G.P. (1990). ''A theory of goal setting and task performance''. Englewood Cliffs, NJ: Prentice-Hall. |
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* Luthans, F., & Kreitner, R. (1985). Organizational ''behavior modification and beyond: An operant and social learning approach'' (2nd ed.). Glenview, IL: Scott, Foresman. |
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* Mitchell, T.R. & Silver, W.R. (1990). Individual and group goals when workers are interdependent. Effects on task strategy and performance. ''Journal of Applied Psychology'', 75, 185–193. |
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* Salas, E.; Stagl, K. & Burke, C. (2004). 25 years of team effectiveness in organizations: Research themes and emerging needs, in C. Cooper & I. Robertson (eds), ''International Review of Industrial and Organizational Psychology'', Vol. 19 (pp. 47–91). Chichester, UK: John Wiley & Sons. |
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* Sundstrom, E.; De Meuse, K.P. & Futrell, D. (1990). Work teams: applications and effectiveness. ''American Psychologist'', 45(2), 120–33. |
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* Sundstrom, E.; McIntyre, M.; Halfhill, T. & Richards, H. (2000). Work Groups: From the Hawthorne Studies to Work Teams of the 1990s and Beyond. ''Group Dynamics: Theory, Research, and Practice'' (Vol 4, No 1. 44–47). |
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* Van Vianen, A.E.M. & De Dreu, C.K.W. (2001). Personality in teams: Its relationship to social cohesion, task cohesion, and team performance. ''European Journal of Work and Organizational Psychology'', 10(2), 97–120. |
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* Wageman, R. & Baker, G. (1997). Incentives and cooperation: The joint effects of task and reward interdependence on group performance. ''Journal of Organizational Behavior'', 18, 139–58. |
|||
* Whitney, K. (1994). Improving group task performance: The role of group goals and group efficacy. ''Human Performance'', 7, 55–78. |
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* Anderson, N.; Ones, D.S.; Sinangil, H.K. & Viswesvaran, C. (Eds.). (2002). ''Handbook of industrial, work and organizational psychology'', Volume 1: Personnel psychology. Thousand Oaks, CA: Sage Publications Ltd. |
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* Anderson, N.; Ones, D.S.; Sinangil, H.K. & Viswesvaran, C. (Eds.). (2002). ''Handbook of industrial, work and organizational psychology'', Volume 2: Organizational psychology. Thousand Oaks, CA: Sage Publications Ltd. |
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* Borman, W.C.; Ilgen, D.R. & Klimoski, R.J. (Eds.). (2003). ''Handbook of psychology: Vol 12 Industrial and organizational psychology''. Hoboken, NJ: John Wiley & Sons. |
|||
* Borman, W.C. & Motowidlo, S.J. (1993). Expanding the criterion domain to include elements of contextual performance. Chapter in N. Schmitt and W.C. Borman (Eds.), ''Personnel Selection''. San Francisco: Josey-Bass (pp. 71–98). |
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* Campbell, J.P.; Gasser, M.B. & Oswald, F.L. (1996). The substantive nature of job performance variability. In K.R. Murphy (Ed.), ''Individual differences and behavior in organizations'' (pp. 258–99). San Francisco: Jossey-Bass. |
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* Copley, F.B. (1923). ''Frederick W. Taylor father of scientific management'', Vols. I and II. New York: Taylor Society. |
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* Dunnette, M.D. (Ed.). (1976). ''Handbook of industrial and organizational psychology''. Chicago: Rand McNally. |
|||
* Dunnette, M.D. & Hough, L.M. (Eds.). (1991). ''Handbook of industrial/organizational psychology'' (4 Volumes). Palo Alto, CA: Consulting Psychologists Press. |
|||
* Guion, R.M. (1998). ''Assessment, measurement and prediction for personnel decisions''. Mahwah, NJ: Lawrence Erlbaum. |
|||
* Hunter, J.E. & Schmidt, F.L. (1990). ''Methods of meta-analysis: Correcting error and bias in research findings.'' Newbury Park, CA: Sage. |
|||
* Jones, Ishmael (2008). ''The Human Factor: Inside the CIA's Dysfunctional Intelligence Culture''. New York: Encounter Books. |
|||
* Koppes, L.L. (Ed.). (2007). ''Historical perspectives in industrial and organizational psychology''. Mahwah, NJ: Lawrence Erlbaum. |
|||
* Lant, T.K. "Organizational Cognition and Interpretation," in Baum, (Ed)., ''The Blackwell Companion to Organizations''. Oxford: Blackwell Publishers. |
|||
* Lowman, R.L. (Ed.). (2002). ''The California School of Organizational Studies handbook of organizational consulting psychology: A comprehensive guide to theory, skills and techniques.'' San Francisco, CA: Jossey-Bass. |
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* Rogelberg, S.G. (Ed.). (2002). ''Handbook of research methods in industrial and organizational psychology.'' Malden, MA: Blackwell. |
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* Sackett, P.R. & Wilk, S.L. (1994). Within group norming and other forms of score adjustment in pre-employment testing. ''American Psychologist'', 49, 929–54. |
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* Schmidt, F.L. & Hunter, J.E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. ''Psychological Bulletin'', 124, 262–74. |
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}-{{refend}} |
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==Spoljašnje veze== |
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* [http://psychology.uwo.ca/csiop/ -{Canadian Society for Industrial and Organizational Psychology}-] |
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* [http://www.ea-ohp.org/ -{European Academy of Occupational Health Psychology}-] |
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{{DEFAULTSORT:Психологија рада}} |
{{DEFAULTSORT:Психологија рада}} |
Верзија на датум 27. август 2012. у 02:20
Psihologija rada (poslovna psihologija) je ogranak psihologije koji proučava zavisnost uspeha u radu od različitih psihičkih faktora, kao i uticaj pojedinih vrsta poslova i radnih uslova na psihički život onih koji rade. Najrazvijeniji deo psihologije rada jeste industrijska psihologija, koja se bavi psihološkim pitanjima rada u industriji. Krajni cilj je humanizacija rada sa ljudima uz postizanje što veće efikasnosti i ostvarivanja maksimalnog individualnog i kolektivnog potencijala. Poslovni psiholog se bavi savetovanjem, obukom, unapređenjem ljudskih resursa kao i psihofiziološkim i organizacijskim aspektima rada, da bi se obezbedio individualni uspeh i prosperitet zaposlenih u svim oblastima pa sa tim i siguran uspjeh i bolje poslovanje preduzeća.
Psihologija rada nastala je u Americi u periodu industrijalizacije (krajem XIX veka). Tejlor je veoma doprineo ovoj oblasti. Radio je kao inženjer u Fordovim fabrikama u kojima je uvodio principe naučne organizacije rada. Osnivač psihologije rada je Amerikanac nemačkog porekla Hjugo Minsterberg.
Da bi organizacija odgovorila zahtevima modernog doba, neophodno je vršiti kvalitetnu i efikasnu regrutaciju i selekciju, odabrati prave ljude za posao i efikasno koristiti ljudske potencijale, motivisati radnike, eliminisati odsustva, uvesti pravedno nagrađivanje, sisteme napredovanja i donositi odluke na osnovu trenutnih informacija. Stručna selekcija i orjentacija zaposlenih omogućuje da zaposleni budu dobro raspoređeni, i to na osnovu svojih sposobnosti, sklonosti i motivisanosti za rad i da u kompaniji pravi čovek bude na pravom mestu.
Poslovni psiholozi su poznavaoci osnova psihologije rada, psihologije menadžmenta, psihologije marketinga, upravljanja ljudskim resursima, organizacionog ponašanja, psihologije uspeha, poslovnih komunikacija, savetovanja, pravnih propisa s područja rada i radnih odnosa, zdravstvenog osiguranja i zdravstvene zaštite, socijalne zaštite i zaštite na radu. Moraju poznavati zakone i zakonske propise, interne propise preduzeća ili organizacije u kojoj su zaposleni (statut, pravilnike, ugovore, kolektivne ugovore). Zaduženi su za kreiranje kadrovske dokumentacije, učestvovanje u obračun plate zaposlenih i izveštaje po zadatim kriterijumima za veliki broj zaposlenih.
Literatura
- Aube, C. & Rousseau, V. (2005). Team goal commitment and team effectiveness: The role of task interdependence and supportive behaviors. Group Dynamics: Theory, Research, and Practice, 9, 189–204.
- Barrick, M.R.; Stewart, S.L.; Neubert, M.J. & Mount, M.K. (1998). Relating member ability and personality to Work-team processes and team effectiveness. Journal of Applied Psychology, 83, 377–91.
- Dematteo, J.S.; Eby, L.T. & Sundstrom, E. (1998). Team-based rewards: Current empirical evidence and directions for future research. Research in Organizational Behavior, 20, 141–83.
- Guzzo, R.A. & Shea, G.P. (1992). Group Performance and intergroup relations in organizations. Handbook of industrial and organizational psychology (Vol. 3, pp. 269–313).
- Hackman, J.R.; Brousseau, K.R. & Weiss, J.A. (1976). The interaction of task design and group performance strategies in determining group effectiveness. Organizational Behavior and Human Performance, 16, 350–65.
- Hackman, J.R. & Oldham, G.R. (1980). Work redesign. Reading, MA: Addison-Wesley.
- Haines, V.Y. & Taggar, S. (2006). Antecedents of team reward attitude. Group Dynamics: Theory, Research, and Practice, 10, 194–205.
- Lock, E.A. & Latham, G.P. (1990). A theory of goal setting and task performance. Englewood Cliffs, NJ: Prentice-Hall.
- Luthans, F., & Kreitner, R. (1985). Organizational behavior modification and beyond: An operant and social learning approach (2nd ed.). Glenview, IL: Scott, Foresman.
- Mitchell, T.R. & Silver, W.R. (1990). Individual and group goals when workers are interdependent. Effects on task strategy and performance. Journal of Applied Psychology, 75, 185–193.
- Salas, E.; Stagl, K. & Burke, C. (2004). 25 years of team effectiveness in organizations: Research themes and emerging needs, in C. Cooper & I. Robertson (eds), International Review of Industrial and Organizational Psychology, Vol. 19 (pp. 47–91). Chichester, UK: John Wiley & Sons.
- Sundstrom, E.; De Meuse, K.P. & Futrell, D. (1990). Work teams: applications and effectiveness. American Psychologist, 45(2), 120–33.
- Sundstrom, E.; McIntyre, M.; Halfhill, T. & Richards, H. (2000). Work Groups: From the Hawthorne Studies to Work Teams of the 1990s and Beyond. Group Dynamics: Theory, Research, and Practice (Vol 4, No 1. 44–47).
- Van Vianen, A.E.M. & De Dreu, C.K.W. (2001). Personality in teams: Its relationship to social cohesion, task cohesion, and team performance. European Journal of Work and Organizational Psychology, 10(2), 97–120.
- Wageman, R. & Baker, G. (1997). Incentives and cooperation: The joint effects of task and reward interdependence on group performance. Journal of Organizational Behavior, 18, 139–58.
- Whitney, K. (1994). Improving group task performance: The role of group goals and group efficacy. Human Performance, 7, 55–78.
- Anderson, N.; Ones, D.S.; Sinangil, H.K. & Viswesvaran, C. (Eds.). (2002). Handbook of industrial, work and organizational psychology, Volume 1: Personnel psychology. Thousand Oaks, CA: Sage Publications Ltd.
- Anderson, N.; Ones, D.S.; Sinangil, H.K. & Viswesvaran, C. (Eds.). (2002). Handbook of industrial, work and organizational psychology, Volume 2: Organizational psychology. Thousand Oaks, CA: Sage Publications Ltd.
- Borman, W.C.; Ilgen, D.R. & Klimoski, R.J. (Eds.). (2003). Handbook of psychology: Vol 12 Industrial and organizational psychology. Hoboken, NJ: John Wiley & Sons.
- Borman, W.C. & Motowidlo, S.J. (1993). Expanding the criterion domain to include elements of contextual performance. Chapter in N. Schmitt and W.C. Borman (Eds.), Personnel Selection. San Francisco: Josey-Bass (pp. 71–98).
- Campbell, J.P.; Gasser, M.B. & Oswald, F.L. (1996). The substantive nature of job performance variability. In K.R. Murphy (Ed.), Individual differences and behavior in organizations (pp. 258–99). San Francisco: Jossey-Bass.
- Copley, F.B. (1923). Frederick W. Taylor father of scientific management, Vols. I and II. New York: Taylor Society.
- Dunnette, M.D. (Ed.). (1976). Handbook of industrial and organizational psychology. Chicago: Rand McNally.
- Dunnette, M.D. & Hough, L.M. (Eds.). (1991). Handbook of industrial/organizational psychology (4 Volumes). Palo Alto, CA: Consulting Psychologists Press.
- Guion, R.M. (1998). Assessment, measurement and prediction for personnel decisions. Mahwah, NJ: Lawrence Erlbaum.
- Hunter, J.E. & Schmidt, F.L. (1990). Methods of meta-analysis: Correcting error and bias in research findings. Newbury Park, CA: Sage.
- Jones, Ishmael (2008). The Human Factor: Inside the CIA's Dysfunctional Intelligence Culture. New York: Encounter Books.
- Koppes, L.L. (Ed.). (2007). Historical perspectives in industrial and organizational psychology. Mahwah, NJ: Lawrence Erlbaum.
- Lant, T.K. "Organizational Cognition and Interpretation," in Baum, (Ed)., The Blackwell Companion to Organizations. Oxford: Blackwell Publishers.
- Lowman, R.L. (Ed.). (2002). The California School of Organizational Studies handbook of organizational consulting psychology: A comprehensive guide to theory, skills and techniques. San Francisco, CA: Jossey-Bass.
- Rogelberg, S.G. (Ed.). (2002). Handbook of research methods in industrial and organizational psychology. Malden, MA: Blackwell.
- Sackett, P.R. & Wilk, S.L. (1994). Within group norming and other forms of score adjustment in pre-employment testing. American Psychologist, 49, 929–54.
- Schmidt, F.L. & Hunter, J.E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124, 262–74.