Description
Nepotism in Organizations
SIOP Organizational Frontiers Series
Coordinator: Jones Robert G.
Language: EnglishSubjects for Nepotism in Organizations:
Keywords
anti-nepotism; policy; nepotistic; practices; family; business; dual; career; couples; policies; Counterproductive Work Behaviors; Anti-nepotism Policies; Vice Versa; Work Family Culture; Nepotistic Practices; ASA Model; Enlightened Stakeholder Theory; Work Family Interface; Job Search Intensity; Family Incumbent; Work Family Conflict; Nonfamily Members; Van Hooft; Non-family Members; Nonfamily Employees; Nepotistic Relationships; Disparate Treatment Theory; Career Decision Making; Ingroup Members; Family Supportive Work Environment; Dual Career Couples; In-group Members; Family Employees; Experience Work Family; Job Search Methods
Publication date: 12-2017
· 15.2x22.9 cm · Paperback
Publication date: 10-2011
318 p. · 15.2x22.9 cm · Paperback
Description
/li>Contents
/li>Biography
/li>
E. Salas, Series Foreword. Preface. R.G. Jones, Defining a Psychology of Nepotism. A. Gutman, Nepotism and Employment Law. P. W. Muchinsky, The Nepotistic Organization: What is This Place and How Do the People Make It? E. Van Hooft, T. Stout, Nepotism and Career Choice, Job Search, and Job Choice. M.W. Dickson, L.R.G. Nieminen, B.J. Biermeier-Hanson, Nepotism and Organizational Homogeneity: How the ASA Process is Accelerated by Non-merit-based Decision-making. T.E. Becker, Nepotism and the Commitment of Relevant Parties. A. Masuda, M. Visio, Nepotism Practices and the Work-Family Interface. K.H. Mhatre, R.E. Riggio, H.R. Riggio, Nepotism and Leadership. G. Wated, J.I. Sanchez, The Cultural Boundary of Managing Nepotism. B.H. Mulder, A Model of Organizational Nepotism. R.G. Jones, Toward a New Understanding of Nepotistic Organizational Behavior.
Robert G. Jones is professor of psychology and department head at Missouri State University. After a first career in music and banking, Bob returned to school to get his PhD in industrial/organizational psychology from The Ohio State University in 1992. In this second career, Bob and his students, colleagues, and clients have dealt with a broad range of issues in selection and assessment. Most of this work has focused on understanding and managing the basis for applied, person-perception-based assessments, including emotive perception and prejudices. He has addressed these issues in various publications, numerous applied settings, and classrooms in the U.S., Australia, and the Netherlands. As Book Review Editor of Personnel Psychology (1994-2004), Bob had the pleasant task of reading lots of books, including the ones that inspired this one.