The Employee-Organization Relationship ─ Applications for the 21st Century

In essays commissioned for this book, contributors in human resource management, business management, organizational psychology, and cognitive science integrate definitions, concepts, and theories of the employee-organization relationship (EOR) and consider the influence of culture and its implications for practice. The first part of the book describes new ways of thinking about the EOR, touching on issues such as ethical behavior, social identity-based leadership, and perceived organizational cruelty. Part 2 emphasizes relationships, with material on work-family flexibility, contingent workers, and virtual EORs. Part 3 addresses the organization's perspective on creation, maintenance, and completion of the employee-organization relationship. Part 4 explores organizational and strategic implications, looking at managing diversity, why work teams fail, and the scholar-practitioner divide. The book is intended for graduate students, researchers, and managers. Shore is affiliated with San Diego State University. Annotation c2012 Book News, Inc., Portland, OR (booknews.com)

Lynn M. Shore is Professor of Management at San Diego State University and Co-Director of the Institute for Inclusiveness and Diversity in Organizations. Previously she was on the faculty at Georgia State University and University of California, Irvine. She has been a Visiting Scholar at London School for Economics and Political Science, University of Toulouse, Dauphine University, and The Chinese University of Hong Kong. Dr. Shore has held leadership roles in the Academy of Management, having served as Human Resources Division Chair (2000-2001), on the HR Executive Committee (1995-1998), as Professional Development Workshop Chair for the Diversity and Inclusion Theme Committee (2010-2011), and on the GDO Executive Committee (2011-2014). Her research areas are the employment relationship and work force inclusion and diversity. In the area of employment relationships, she has researched such topics as perceived organizational support, psychological contracts, leader-member exchange, and international aspects of employment relationships. Dr. Shore’s work on inclusion has studied factors that facilitate high-functioning groups, and on diversity has examined the impact that composition of the work group and employee/supervisor dyads has on the attitudes and performance of work groups and individual employees. Her articles have appeared in Academy of Management Journal, Academy of Management Review, Journal of Applied Psychology, Personnel Psychology, and Journal of Management. Dr. Shore is a former Associate Editor of the Journal of Applied Psychology, and serves on the editorial boards of the Journal of Applied Psychology, Journal of Management, and Journal of Organizational Behavior. She is a Fellow of the American Psychological Association and the Society for Industrial and Organizational Psychology.

Jacqueline Coyle-Shapiro is Professor in Organizational Behaviour at the London School of Economics and Political Science (LSE) where she received her PhD in 1996. Prior to joining the LSE, she was a Lecturer at the School of Management, University of Oxford. She has published in such journals as the Academy of Management Journal, Journal of Applied Psychology, Journal of Organizational Behavior and the Journal of Vocational Behavior. She is currently Senior Editor at the Journal of Organizational Behavior and serves on the editorial boards of the Journal of Management, Journal of Applied Behavioral Science and Journal of Managerial Psychology. Jacqueline’s research focuses on studying relationships in organizational settings; their antecedents, mechanisms and consequences. Specifically, her research interests include employee-organization relationship, psychological contracts, perceived organizational support, social exchange theory, organizational justice, organizational citizenship behaviour, and communal relationships. She is also a member of the Innovation Co-creation Lab http://icclab.com where she conducts research on how relationships within groups facilitate or hinder the innovation process. She has been elected to the leadership track of the OB division of the Academy of Management 2011-2015.

Dr. Lois E. Tetrick received her doctorate in Industrial and Organizational Psychology from Georgia Institute of Technology in 1983. Upon completion of her doctoral studies, she joined the faculty of the Department of Psychology at Wayne State University and remained there until 1995 when she moved to the Department of Psychology at the University of Houston. She joined the faculty at George Mason University in 2003 where she is the Director of the Industrial and Organizational Psychology Program.

Professor Tetrick is currently a consulting editor for the Journal of Applied Psychology and is on the editorial boards of the Journal of Organizational Behavior and Management and Organiza