International Review of Industrial and Organizational Psychology -- Contents -- About the Editors -- List of Contributors -- Editorial Foreword -- 1. The Self-Concept in Organizational Psychology: Clarifying and Differentiating the Constructs -- SELF-CONCEPT RESEARCH -- SELF-EFFICACY AND RELATED CONSTRUCTS -- Task-specific Self-efficacy -- General Self-efficacy -- Role-specific Self-efficacy -- Collective Efficacy/Group Potency -- ISSUES AND OPPORTUNITIES CONCERNING SELF-EFFICACY -- SELF-ESTEEM AND RELATED CONSTRUCTS -- GLOBAL SELF-ESTEEM -- ORGANIZATION-BASED SELF-ESTEEM -- ISSUES AND OPPORTUNITIES CONCERNING SELF-ESTEEM -- SELF-CONSTRUAL, IDENTITY, AND IDENTIFICATION -- Self-construal -- Moral Identity -- Work-group Identity -- Role Identity -- Relational Identity -- Organizational Identity -- Issues and Opportunities Concerning Identity -- CONCLUSIONS -- REFERENCES -- 2. The Effect of Subconscious Goals on Organizational Behavior -- JUXTAPOSING CONSCIOUS AND SUBCONSCIOUS PROCESSES -- THEORETICAL MODELS OF PRIMED GOALS -- THEORETICAL AND PRACTICAL SIGNIFICANCE OF SUBCONSCIOUS GOALS -- SOCIAL PSYCHOLOGICAL RESEARCH ON PRIMED GOALS -- ORGANIZATIONAL PSYCHOLOGICAL RESEARCH ON PRIMED GOALS -- Achievement -- Trust -- Organizational Justice -- CONCLUDING REMARKS -- REFERENCES -- 3. Combating Stress in Organizations -- IMPLEMENTING STRESS INTERVENTIONS -- Preparing the Organization for the Intervention -- Delivering an Intervention that is Tailored to the Organization -- Institutionalizing the Intervention -- INDIVIDUALLY TARGETED STRESS-MANAGEMENT INTERVENTIONS (IT-SMIS) -- What Types of IT-SMIs are Most Effective? -- How do Cognitive-Behavioral SMIs Work? -- Alternative SMIs -- Who Should Participate in IT-SMTs? -- Return on Investment -- ORGANIZATIONALLY TARGETED STRESS-MANAGEMENT INTERVENTIONS (OT-SMIS) -- Three Diagnosis Issues -- FUTURE RESEARCH.

Diagnosis of Stress-related Problems -- Moderators of the Effectiveness of Stress Interventions -- Mediators of the Effectiveness of Stress Interventions -- Long-term Effectiveness of Stress Interventions -- The Simultaneous Use of Multiple Stress Interventions -- Effects of Stress Interventions on Short-term vs. Long-term Outcomes -- Organizational Culture and the Implementation of Stress Interventions -- Emphasis on Teaching Individual Coping Skills -- SUMMARY -- REFERENCES -- 4. e-Learning at Work: Contributions of Past Research and Suggestions for the Future -- E-LEARNING DEFINED -- Form of Delivery -- Nature of Event -- Synthesis -- A TYPOLOGY OF E-LEARNING PROGRAMS -- Static Information -- Collaborative Information -- Static Instruction -- Collaborative Instruction -- I/O PSYCHOLOGY RESEARCH ON E-LEARNING -- Motivation -- Effectiveness -- Trainee Reactions -- Overall Assessment -- FUTURE RESEARCH -- Social Capital as Antecedent and Consequence -- KNOWLEDGE MANAGEMENT AND INTRINSIC MOTIVATION -- CONCLUDING COMMENTS -- REFERENCES -- 5. Human Dynamics and Enablers of Effective Lean Team Cultures and Climates -- INTRODUCTION -- Lean Management and High Performance -- Searching for Research on Lean Teams -- HUMAN DYNAMICS WITHIN LEAN TEAMS -- Psychological Safety -- Team Cohesion -- Conflict Management -- Team Member Support -- Performance Monitoring -- Information Sharing -- Innovating -- Organizational Goal Commitment -- Team Leadership -- Reflecting on the Human Dynamics within Lean Teams -- ENABLERS OF LEAN TEAMS -- Higher-level Leader Support -- Strategic and Structural Clarity -- Human Resource Policy -- Resource Abundance -- A Reflection on the Studied Enablers of Effective Lean Teams -- TOWARDS MORE LEAN TEAM CULTURES -- FUTURE RESEARCH DIRECTIONS AND REFLECTIONS -- REFERENCES -- 6. Personnel Selection and the Competitive Advantage of Firms.

THE STATE OF PERSONNEL SELECTION RESEARCH -- Advancements in Predictor Constructs -- Advancements in Predictor Methods -- Advancements in Validity and Validation -- Conclusions . . . and Concerns -- AN EXPANDED PROBLEM SPACE: SELECTION TO DIFFERENTIATE THE FIRM -- A Model of Human Capital Resource Emergence from KSAOs -- Scenarios of Sustained Competitive Advantage -- Summary and Implications -- DIRECTIONS FOR FUTURE RESEARCH -- Link Selection to Human Capital Resource Emergence -- Identify the Role of Validity in Emergence and Competitive Advantage -- Recognize the Importance of a Critical Mass -- Selection and Isolating Mechanisms -- Personnel Selection as Branding -- Nonlinearity of Human Capital-Competitive Advantage Relationships -- CONCLUSION -- ACKNOWLEDGMENTS -- REFERENCES -- 7. The Processes of Team Staffing: A Review of Relevant Studies -- THE PROCESSES OF TEAM STAFFING -- Team Task Analysis -- Identification of Requisite Member Attributes and Attribute Configurations -- Recruitment of Candidate Team Members -- Assessment of Team Member Candidates -- Selecting the Best-Fitting Mix of Team Members -- CONCLUSION -- REFERENCES -- 8. Strategic HRM Moving Forward: What Can We Learn from Micro Perspectives? -- INTRODUCTION -- LINKING HR SYSTEMS AND ORGANIZATIONAL PERFORMANCE: A MULTILEVEL FRAMEWORK -- APPLYING MICRO THEORIES TO STRATEGIC HRM RESEARCH -- Interpretive Perspectives -- Strategic HRM at the Team-Level of Analysis -- CONCLUSION -- REFERENCES -- Index -- Contents of Previous Volumes.