National Research University
Higher School of Economics
Psychology Department
Syllabus for the course
«Organizational psychology»
English-taught Master’s programme “Applied Social Psychology”
(37.04.01 Psychological Sciences)
Authors:
Eliseenko A., aeliseenko@hse.ru
Nestik T., nestik@gmail.com
1
1.
Course description
a.
Title of a Course
Organizational psychology
b.
Pre-requisites
English for psychologists, understanding of basic concepts of social psychology, psychology
of work.
c.
Course Type (compulsory, elective, optional)
Elective
d.
Abstract
The course provides a basic understanding of most influential theories of industrial /
organizational psychology, their development and application of the nature and limits of this
science. Students will learn basic concepts and approaches to research and practical
management of organizational phenomena. This course provides an overview of individual,
group, and organizational issues that enhance the understanding of the world of business and
research findings involved in the study of how people behave, think about, influence, and
interact with each other at work, with an emphasis on factors that affect job performance.
Course covers the hottest topics in the organizational psychology field to promote critical
thinking about challenges that workers and organizational psychologists are facing in the
21st c.
2.
Learning Objectives
This course is designed to achieve the following goals:
a. To introduce major topics and subspecialties including critical theory and research finding
that have defined the field of organizational psychology
b. To increase the understanding of the complicated systems of individual and group
psychological processes involved in the world of work
c. To connect the basic principles of organizational psychology to personnel and human
resources management within the organization
d. To allow participants to explore the ways in which individual career choices and work-life
success can be improved through the benefits of organizational psychology
3. Learning Outcomes
By the end of this course, students will be able to demonstrate the following:
a. Describe major topics and subspecialties including critical theory and research finding that
have defined the field of organizational psychology
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b. Describe the complicated systems of individual and group psychological processes
involved in the world of work
c. Connect the basic principles of organizational psychology to personnel and human
resources management within the organization
d. Describe the ways in which individual career choices and work-life success can be
improved through the benefits of organizational psychology
4. Course Plan
№
Topic
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Industrial and organizational psychology as
a science
Person in I/OP. Personnel selection,
motivation and performance management
Teams and communities in organization.
Leadership, power and decision making in
organization.
Learning, knowledge management and
creativity.
Organizational culture. Change
management and organizational
development.
Total
2
3
4
5
6
Lectures
Seminars
Self-Studying
4
8
6
4
8
4
6
4
10
8
4
6
4
6
6
6
10
4
30
50
30
5. Program contents
Topic 1. Organizational psychology as a science.
Course goals and objectives. The history of organizational psychology and its search for
identity. Key OP institutions and journals. Changes in contemporary organizations and new
problems of organizational behavior. Current research trends in the OP.
Core reading:
Landy F.J., Conte J.M. Work in the 21st Century: An introduction to industrial and
organizational psychology. 3rd ed. Wiley, 2010. P. 3-28.
Porter, L. W., & Schneider, B. (2014). What was, what is, and what may be in OP/OB.
Annual Review of Organizational Psychology and Organizational Behavior, 1, 1–21.
Schein E.H. (2015). Organizational Psychology Then and Now: Some Observations. Annual
Review of Organizational Psychology and Organizational Behavior, 2, 1–19.
For further reading:
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Arvey, R. D., & Zhang, Z. (2015). Biological Factors in Organizational Behavior and I/O
Psychology: An Introduction to the Special Section. Applied Psychology: An International
Review, 64(2), 281-285.
Donaldson, S. I.; Ko, I. (2010). Positive organizational psychology, behavior, and
scholarship: A review of the emerging literature and evidence base . Journal of Positive
Psychology, 5 (3): 177-191.
Frese M. (2008). The changing nature of work. In N. Chmiel (Ed.). An Introduction to Work
and Organizational Psychology: A European Perspective. 2nd ed. Malden, MA; Oxford;
Victoria: Wiley-Blackwell, 397–413.
Haslam, S. A. (2004). Psychology in organizations: The social identity approach (2nd ed.).
London: Sage.
Greenhaus J.H., Kossek E.E. (2014). The Contemporary Career: A Work–Home Perspective.
Annual Review of Organizational Psychology and Organizational Behavior, 1, 361–388.
Topic 2. Person in OP. Personnel selection, motivation and performance management.
Employees’ personal traits and their influence on organizational performance. Predictors used
for personnel selection. Talent management: current theories. Job Characteristics and
Performance management. Performance appraisal and feedback. Core theoretical perspectives
on work motivation: expectancy theory, equity theory, goal-setting theory, job design, and
self-determination theory.
Core reading:
Landy F.J., Conte J.M. Work in the 21st Century: An introduction to industrial and
organizational psychology. 3rd ed. Wiley, 2010. P. 317-351.
Schmitt N. (2014). Personality and Cognitive Ability as Predictors of Effective Performance
at Work. Annual Review of Organizational Psychology and Organizational Behavior, 1, 45–
65.
For further reading:
Al Ariss, A.A., Cascio, W.W., & Paauwe, J. P. (2014). Talent management: Current theories
and future research directions. Journal Of World Business, 49 (2), 173-179.
Breaugh, J. A. (2013). Employee Recruitment. Annual Review Of Psychology, 64(1), 389416.
Cappelli P., Keller J.R. (2014). Talent Management: Conceptual Approaches and Practical
Challenges. Annual Review of Organizational Psychology and Organizational Behavior, 1:
305–331.
Côté S. (2014). Emotional Intelligence in Organizations. Annual Review of Organizational
Psychology and Organizational Behavior, 1, 459–488.
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Grant A.M., Shin J. (2011). Work Motivation: Directing, Energizing, and Maintaining Effort
(and Research). In Ryan, Richard M. (Ed.). The Oxford Handbook of Human Motivation.
Oxford: Oxford University Press, 2011. P. 505-519.
Hough L.M., Oswald F.L., Ock J. (2015). Beyond the Big Five: New Directions for
Personality Research and Practice in Organizations. Annual Review of Organizational
Psychology and Organizational Behavior, 2: 183–209.
Kanfer, R., Chen, G., & Pritchard, R. D. (Eds.). Work Motivation: Past, Present and Future.
N.Y.- L.: Taylor & Francis Group, 2008.
Millward L.J. (2005). Understanding Occupational & Organizational Psychology. Sage
Publications Ltd, UK.
Morris, S. B., Daisley, R. L., Wheeler, M., & Boyer, P. (2015). A Meta-Analysis of the
Relationship Between Individual Assessments and Job Performance. Journal Of Applied
Psychology, 100(1), 5-20.
Parker S.K. (2014). Beyond Motivation: Job and Work Design for Development, Health,
Ambidexterity, and More. Annual Review Of Psychology, 65(1), 661-691.
Ployhart R.E., Hale D. Jr. (2014). The Fascinating Psychological Microfoundations of
Strategy and Competitive Advantage Work. Annual Review of Organizational Psychology
and Organizational Behavior, 1, 145–172.
Ryan A.M., Ployhart R.E. (2014). A Century of Selection. Annual Review Of Psychology,
65(1), 693-717.
Shaw J.D. (2014). Pay Dispersion. Annual Review of Organizational Psychology and
Organizational Behavior, 1, 521–544.
Topic 3. Teams and communities in organization.
Types of teams in organization. Team development interventions. Motivation losses and gains
in groups. Emotions in teams. Psychological safety and trust. Employee voice and silence.
Diversity in teams and its effects on the team effectiveness. Facing the challenges of a multiage workforce. Distributed work groups and teleworking. Communities of practice. Formal
and informal communications. Social networks in organization. Psychological perspectives on
croudsourcing.
Core reading:
Landy F.J., Conte J.M. Work in the 21st Century: An introduction to industrial and
organizational psychology. 3rd ed. Wiley, 2010. P. 517-546.
West M.A. (2008). Effective Teams in Organizations. In An introduction to work and
organizational psychology: A European perspective / Ed. by Nik Chmiel. 2nd ed. Malden,
MA; Oxford; Victoria: Wiley-Blackwell,305-328.
For further reading:
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Ashkanasy N.M., Humphrey R.H. (2011). Current Emotion Research in Organizational
Behavior. Emotion Review, 3, 2, 214–224.
Barsade S.G., Knight A.P. (2015) Group Affect. Annual Review of Organizational
Psychology and Organizational Behavior, 2, 21-46.
Saunders, M. N., Dietz, G., & Thornhill, A. (2014). Trust and distrust: Polar opposites, or
independent but co-existing? Human Relations, 67(6), 639-665.
Kilduff M., Krackhardt D. (2008). Interpersonal Networks in Organizations: Cognition,
Personality, Dynamics and Culture. Cambridge N.Y.: Cambridge University Press.
Morriso
n E.W. (2014). Employee Voice and Silence. Annual Review of Organizational
Psychology and Organizational Behavior, 1, 173 – 197.
Sheehy N. (2008). Telework. In An introduction to work and organizational psychology: A
European perspective / Ed. by Nik Chmiel. 2nd ed. Malden, MA; Oxford; Victoria: WileyBlackwell, 190-208.
Finkelstein, L., Truxillo, D., Fraccaroli, F., & Kanfer, R (eds.). (2015). Facing the challenges
of a multi-age workforce: A use-inspired approach. N.Y.-L.: Taylor & Francis.
Rhee S.-E. (2007). Group emotions and group outcomes: the role of group-member
interactions. In Affect and Groups. Research on Managing Groups and Teams. Ed. by E.A.
Mannix, M.A. Neale, C.P. Anderson. V. 10. Oxford, UK: Elsevier Ltd., 65–95.
Topic 4. Leadership, power and decision making in organization.
Defining leadership in organization. Contingency theories of leader’s behavior. Leader–
member exchange model. Theory of transformational leadership. Substitutes for and
neutralizers of leadership. Social identity approach towards leadership. Prototypicality of
leader. Shared leadership. Top management team and strategic decisions. Future vision and
time perspective. Perspectives on leadership and decision making in the VUCA world.
Core reading:
Landy F.J., Conte J.M. (2010). Work in the 21st Century: An introduction to industrial and
organizational psychology. 3rd ed. Wiley, 473-515.
Brodbeck F.C. (2008). Leadership in Organizations. In An introduction to work and
organizational psychology: A European perspective / Ed. by Nik Chmiel. 2nd ed. Malden,
MA; Oxford; Victoria: Wiley-Blackwell, 281-306.
Alimo-Metcalfe, B. (2013) A Critical Review of Leadership Theory. In The Wiley-Blackwell
Handbook of the Psychology of Leadership, Change, and Organizational Development (eds
H. S. Leonard, R. Lewis, A. M. Freedman and J. Passmore), John Wiley & Sons, Oxford.
For further reading:
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Rast, D. E. (2015). Leadership In Times Of Uncertainty: Recent Findings, Debates, And
Potential Future Research Directions. Social & Personality Psychology Compass, 9(3), 133145.
Avolio, B., Walumbwa, F., & Weber, T. (2009). Leadership: current theories, research, and
future directions. Annual Review Of Psychology, 60, 421-449.
Wang, H.W., Waldman, D.W., & Zhang, H.Z. (2012). Strategic leadership across cultures:
Current findings and future research directions. Journal Of World Business, 47(4), 571-580.
Anderson C., Brion S. (2014). Perspectives on Power in Organizations. Annual Review of
Organizational Psychology and Organizational Behavior, 1, 67 – 97.
Topic 5. Learning, knowledge management and creativity.
Psychological determinants of learning and development. Organizational memory and critical
knowledge retention. Group mental models and transactional memory. Psychological
determinants of knowledge sharing. Group reflexivity. Collective creativity at work. Fostering
creativity and innovations in organization.
Core reading:
Argote L., Miron-Spektor E. (2011). Organizational learning: from experience to knowledge.
Organizational Science, 22, 1123–37
Noe R., Clarke A., Klein H. (2014). Learning in the Twenty-First-Century Workplace. Annual
Review of Organizational Psychology and Organizational Behavior. Vol. 1: 245-275
Zhou J. and Hoever I.J. (2014). Research on Workplace Creativity: A Review and
Redirection. Annual Review of Organizational Psychology and Organizational Behavior, 1,
333–359.
For further reading:
Letsky, M. P. (2008). Macrocognition in Teams : Theories and Methodologies. Aldershot,
Hants, England: Ashgate.
Kayes A.B., Kayes D.C., Kolb D.A. (2005). Developing teams using the Kolb Team Learning
Experience . Simulation & Gaming, 36, 3, 355–363.
Kozlowski S.W. J. (2010). Learning, training, and development in organizations. Ed. by
Steve W. J. Kozlowski & Eduardo Salas. N.Y.- L.: Taylor & Francis Group, 2010.
Paulus, P. B. (2008). Fostering creativity in groups and teams. In J. Zhou & C. E. Shalley
(Eds.), The Handbook of Organizational Creativity. N.Y.- L.: Taylor & Francis Group, 159–
182.
Topic 6. Organizational culture. Change management and organizational development.
Defining organizational culture and its manifestations. OC and sensemaking in organizations.
Measuring OC. Types of OC. The impact of OC on organizational effectiveness. Models of
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organizational change. Organizational development interventions. Facilitation and team
coaching.
Core reading:
Ashkanasy N.M., Jackson C.A. (2001). Organizational Culture and Climate. In Handbook of
Industrial, Work and Organizational Psychology. Vol. 2: Organizational Psychology. Ed. by
N. Anderson, D.S. Ones, H.K. Sinangil, C. Viswesvaran. Sage Publications Ltd, UK, 398–
415.
Burnes, B. (2013) A Critical Review of Organization Development, in The Wiley-Blackwell
Handbook of the Psychology of Leadership, Change, and Organizational Development (eds
H. S. Leonard, R. Lewis, A. M. Freedman and J. Passmore), John Wiley & Sons, Oxford.
Jex S.M. (2002). Organizational psychology: A scientists-practitioner approach. John Wiley
& Sons, NY. (Ch. 15).
Prochaska, J. M., Prochaska, J. O. and Bailey, D. (2013) Towards an Integration of Stage
Theories of Planned Organizational Change, in The Wiley-Blackwell Handbook of the
Psychology of Leadership, Change, and Organizational Development (eds H. S. Leonard, R.
Lewis, A. M. Freedman and J. Passmore), John Wiley & Sons, Oxford.
Robbins S.P., Judge T.A. (2007). Organizational behavior. Pearson Prentice Hall. Upper
Saddle River, New Jersey. (Chapters 17).
For further reading:
Bakker, Arnold B., Albrecht, Simon L. and Leiter, Michael P.(2011). Key questions regarding
work engagement, European Journal of Work and Organizational Psychology, 20: 1, 4-28.
James L.R., Choi C.C., Ko C.-H.E., MCNeil P.K., Minton M.K., Wright M.A., Kim K.
(2008). Organizational and psychological climate: A review of theory and research. European
Journal of Work and Organizational Psychology, 17 (1), 5–32.
Schippers M.C., Den Hartog D.N., Koopman P.L. (2007). Reflexivity in Teams: A Measure
and Correlates. Applied Psychology: An International Review, 56, 2, 189–211.
Schneider, B., Ehrhart, M. G., & Macey, W. H. (2013). Organizational Climate and Culture.
Annual Review Of Psychology, 64(1), 361-388.
Skipton Leonard, H. (2013) The History and Current Status of Organizational and Systems
Change, in The Wiley-Blackwell Handbook of the Psychology of Leadership, Change, and
Organizational Development (eds H. S. Leonard, R. Lewis, A. M. Freedman and J.
Passmore), John Wiley & Sons, Oxford.
6. Grading System
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Final Grade = Cumulative Grade 10 x 0.6 + Final Exam 10 x 0.4
7. Guidelines for Knowledge Assessment
The exams will consist of multiple choice, and true-false questions taken from the text,
readings, in-class exercises, lecture and discussion.
8. Methods of Instruction
Active and interactive forms of teaching. Group discussions. Team work & projects.
Homework assignments: during the course students should review 1 scientific paper chosen
from the top journals in the area of organizational psychology. Review should be presented in
class as a 10 minutes Power Point presentation or as a 5 pages written report.
The paper to review should cover one of the most actual scientific problems or directions of
research in the organizational psychology field. See below some examples of topics for paper
reviews:
1. Contemporary career management and changing nature of work in the 21st century
2. Psychological Contracts in Employment
3. Emotional intelligence at work
4. Group emotions and their effects in organizational effectiveness
5. Recruitment process: interviewers' impressions and applicant’s perspective.
6. Psychological perspective on teleworking
7. Psychological safety at work
8. Voice and silence within organizational behavior
9. Work engagement
10. Organizational culture and organizational effectiveness
11. Organizational trust and distrust
12. Employees’ readiness to organizational change
13. The aging workforce and the demands of work in the 21st century
14. Mindfullness at work
15. Positive psychology approach to organizational behavior and wellbeing at work
16. Preventing stress in organizations
17. Psychology of lateness, absenteeism, and turnover
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18. Workplace Aggression and Violence
19. Organizational citizenship
20. Self-leadership
21. Shared leadership
22. Future of leadership: discussions among organizational psychologists.
23. Group mental models
24. The social identity approach in the organizational studies
25. Justice in organizations: theory, methods, and applications
26. Political behavior in organizations
27. Organizational memory
28. Sensemaking in organization
29. Critical knowledge retention in organization: what to do with implicit knowledge?
30. E-learning: gaming, simulations, massive open online courses, and social media
31. Managerial intuition
32. Global mindset as organizational behavior phenomenon
33. Leadership in cross-cultural perspective
34. Organizational behavior and neuroscience
9. Special Equipment and Software Support (if required)
Multimedia projector, notebook, speakers.
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