组织行为学

出版时间：2008-7  出版社：中国人民大学出版社  作者：斯蒂芬·P·罗宾斯  页数：456  字数：729000  
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内容概要

本书是美国最畅销的组织行为学教科书之一，被全球500多所大学选作教材，受到世界各地管理学界师生和企业界管理者的好评。　　本版在保持了以前版本优点的基础上，增加了许多新的内容，如增加了“情绪和心境”一章，增加了对于影响工作满意度要素的讨论，增加了个人与组织匹配的新内容，并且内容更加实际，几乎每个概念和理论都有现实中的故事来诠释和注解。　　本书内容经典，篇幅适中，非常适合作为我国高校的双语教学教材，也可作为企业管理人员在职学习和培训用书

书籍目录

第1篇　引言　第1章　组织行为学导论第2篇　组织中的个体　第2章　个体行为的基础　第3章　态度和工作满意度　第4章　人格与价值观　第5章　知觉和个体决策　第6章　基本的动机概念　第7章　动机：从概念到应用　第8章　情绪和心境第3篇　组织中的群体　第9章　群体行为的基础　第10章　理解工作团队第11章　沟通　第12章　领导的基本观点　　第13章　当代领导问题　第14章　权力与政治　第15章　冲突与谈判第4篇　组织系统　第16章　组织结构的基础　第17章　组织文化　第18章　人力资源政策与实践第5篇　组织动力　第19章　组织变革与压力管理

章节摘录

The Individual in the O rganizationRei nforcement TheoryA counterpoint to goal-setting theory is reinforcement theory．The former is acognmve approach，proposing'that an individual's purposes direct his or heraction．In reinforcement theory,we have a behavioristic approach，which arguesthat reinforcement conditions behavior．The two are clearly at odds philosophi-cally．Reinforcement theorists see behavior as being environmentally caused．Y'ouneed not be concerned，they would argue，with internal cognitive events；whatcontrols behavior are reinforcers——any consequence that，when immediately f01．10wing a response，increases the probability that the behavior will be reDeated．  Reinforcement theory ignores the inner state of the individual and concen-trates solely on what happens to a person when he or she takes some action．Because it does not concern itself with what initiates behavior,it is not．strictlvspeaking，a theory of motivation．But it does provide a powerful means of analy-SlS of what controls behavior,and it is for this reason that it is typically consid．ered in discussions of motivation．54We discussed the reinforcement process in detailin Chapter 2．Although it's clear that so。called reinforcers like pay can motivate people，it's iust as clear thatfor people the process is much more complicated than stimulus-response．In its pure torm，reinforcement theory ignores feelings，attitudes，expectations，and other cognmve variables that are known to impact behavior．In fact，some researchers look at the same experiments that reinforcement theorists use tosupport their position and interpret the findings in a cognitive framework．55  Reinforcement is undoubtedly an important influence on behavior,but fewscholars are prepared to argue that it is the only influence．The behaviors youengage in at work and the amount of effort you allocate to each task areaffected by the consequences that follow from your behavior．For instance，ifyou re consistently reprimanded for outproducing your colleagues．you'11 likelyreduce your productivity．But your lower productivity may also be explained interms of goals，inequity,or expectancies．   Equity TheoryJ ane Pearson graduated last year from the State University with a degree in accounting．Alter Interviews with a number of organizations on campus，she accepted a position with a top public accounting firm and was assigned to their Boston office．Jane was very pleased with the offer she received：challenging work with a presuglous firm，an excellent opportunity to gain valuable experi．ence，and the highest salary any accounting major at State was offered last year一$4，550 a month．ButJane was the top student in her class；she was articu．1ate and mature and thlly expected to receive a commensurate salary．  Twelve months have passed since．『ane joined her employer．The work has proved to be as challenging and satisfying as she had hoped．Her employer isextremely pleased with her performance；in fact，she recently received a$200．a-month raise．However,Jane's motivational level has dropped dramatically in the past few weeks．Why}Her employer has just hired a flesh college gradu'ate outof State University，who lacks the 1-year experience Iane has gained，for$4，800a month——S50 more than Jane now makes!It would be an understatement todescribe Jane in any other terms than irate．Jane is even talking about lookingfor anotherjob．J ane s situation lllustrates the role that equity plays in motivation．Employeesmake comparisons of their job inputs(for example，effort，experience．educa-tlon，competence)and outcomes(for example，salary levels，raises，recogni．tion)relative to those of others．We perceive what we get from a iob situationloutcomes)in relation to what we put into it(inputs)，and then we compareour outcome-input ratio with the outcome-input ratio of relevant others．

编辑推荐

《组织行为学》(第8版)内容经典，篇幅适中，非常适合作为我国高校的双语教学教材，也可以作为企业管理人员在职学习和培训用书。

用户评论 (总计10条)

•   比原版的便宜N倍，虽然内容精简了一些。。篇幅涵盖还是挺广的。。内容嘛作者是权威，例子简单易懂有趣，是学习的好书。。
•   虽然我买这本书的主要原因是学习英语，但不得不说，它管理学的知识吸引了我。
•   物流再给力点，不要从北京移个仓到上海都2,3天。区域购买很不爽，加点运费也可以接受，想买的买不到。
•   脏的。。。第一次从当当买到脏的书
•   中英双语也行啊，怎么搞了个都不认得的。全书就封面和目录用了中文。。。这不忽悠人么。。。
  全书都用英文写的，你给标什么中文啊？！
  卖的时候也不写明是内文是英文。。。像我这种只认得中国字的业余人士，看了书名就买了。
  要我买回来学英语啊？！ 这是对消费者的不负责任！
  本来网购就是图个方便，这么来回瞎折腾。。。钱不钱的都小事，这搞的人直闹心。
•   比国内的教材实用，更具有趣味性。
•   说实话，书买回来一看，那么厚，还是全英文的，就望而却步了，还没仔细看呢。不过质量什么的都还是不错的。
•   罗宾斯的书值得推荐看，全英文的，不过课文不是很难。建议要管理企业或者想学管理的人买来看。不过需要英语功底，否则白买。
•   其实我都忘了这本书什么样子了..不过这个出版社这个系列的书还不错..
•   送的及时，服务周到！