美国三位组织行为学权威教授精心编写，凝聚多年的科研成果和教学经验美国百余所院校采用作为工商管理或人力资源管理专业学习的教材主题清晰、内容完整、结构严谨、体例规范、形式统一、难易适度，既适合学生的学习，也易于教师安排教学专业术语明确、图表清晰，全书标题及术语均带有中文注释，更利于学生对教材内容的理解
什么是组织行为学
WHAT IS ORGANIZATIONAL BEHAVIOR?
Before we define exactly what the fieldof organizational behavior represents, take a moment to
ponder the following question: Who wasthe single worst coworker you’ve ever had? Picture fellow
students who collaborated with you onclass projects; colleagues from part-time or summer
jobs; or peers, subordinates, orsupervisors working in your current organization. What did this
coworker do that earned him or her “worst coworker” status? Was it some of thebehaviors shown
in the right column of Table 1-1 (orperhaps all of them)? Now take a moment to consider the
single bestcoworker you’ve ever had. Again, what did this coworker do to earn “best coworker”
status—someor most of the behaviors shown in the left column of Table 1-1 ?
If you ever found yourself workingalongside the two people profiled in the table, two questions
probably would be foremost on your mind:“ Why does the worstcoworker act that way?”
and “ Why does the bestcoworker act that way?” Once you understand why the two coworkers
act so differently, you might be able tofigure out ways to interact with the worst coworker more
effectively (thereby making your workinglife a bit more pleasant). If you happen to be a manager,
you might formulate plans for how toimprove attitudes and behaviors in the unit. Such
plans could include how to screenapplicants, train and socialize new organizational members,
manage evaluations and rewards for performance, and deal with conflictsthat arise between
employees. Withoutunderstanding why employees act the way they do, it’s extremely hard to
find a way to change their attitudes andbehaviors at work.
ORGANIZATIONALBEHAVIOR DEFINED
Organizationalbehavior (OB) is a field of study devotedto understanding, explaining, and ultimately improving the attitudes andbehaviors of individuals and groups in organizations. Scholars in managementdepartments of universities and scientists in business organizations conduct researchon OB. The findings from those research studies are then applied by managers orconsultants to see whether they help meet “real-world” challenges. OB can be contrastedwith two other courses commonly offered in management departments: humanresource management and
strategic management. Human resource management takes the theories and principles studied
in OB and explores the “nuts-and-bolts” applications ofthose principles in organizations. An OB study might explore the relationshipbetween learning and job performance, whereas a human
resource management studymight examine the best ways to structure training programs to promote
employee learning. Strategic management focuses on the product choices and industry characteristicsthat affect an organization’sprofitability. A strategic management study might
examine the relationshipbetween firm diversification (when a firm expands into a new product
segment) and firmprofitability.
The theories and conceptsfound in OB are actually drawn from a wide variety of disciplines.
For example, research on jobperformance and individual characteristics draws primarily from
studies in industrial andorganizational psychology. Research on satisfaction, emotions, and team
processes draws heavily fromsocial psychology. Sociology research is vital to research on team
characteristics andorganizational structure, and anthropology research helps inform the study
of organizational culture.Finally, models from economics are used to understand motivation,
learning, and decisionmaking. This diversity brings a unique quality to the study of OB, as most
students will be able tofind a particular topic that’sintrinsically interesting and thought provoking to them.
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