- Home
- Psychology
- General
- Conflict in Organizations: Beyond Effectiveness and Performance (A Special Issue of the European Journal of Work and Organizational Psychology)
Conflict in Organizations: Beyond Effectiveness and Performance (A Special Issue of the European Journal of Work and Organizational Psychology)
List Price:
$52.99
- Availability: Confirm prior to ordering
- Branding: minimum 50 pieces (add’l costs below)
- Check Freight Rates (branded products only)
Branding Options (v), Availability & Lead Times
- 1-Color Imprint: $2.00 ea.
- Promo-Page Insert: $2.50 ea. (full-color printed, single-sided page)
- Belly-Band Wrap: $2.50 ea. (full-color printed)
- Set-Up Charge: $45 per decoration
- Availability: Product availability changes daily, so please confirm your quantity is available prior to placing an order.
- Branded Products: allow 10 business days from proof approval for production. Branding options may be limited or unavailable based on product design or cover artwork.
- Unbranded Products: allow 3-5 business days for shipping. All Unbranded items receive FREE ground shipping in the US. Inquire for international shipping.
- RETURNS/CANCELLATIONS: All orders, branded or unbranded, are NON-CANCELLABLE and NON-RETURNABLE once a purchase order has been received.
Product Details
Author:
Fred Zijlstra
Format:
Paperback
Pages:
104
Publisher:
Taylor & Francis (June 23, 2005)
Language:
English
ISBN-13:
9781841699899
ISBN-10:
1841699896
Weight:
6.75oz
Dimensions:
6.125" x 9.1875"
File:
TAYLORFRANCIS-TayFran_260409051221659-20260409.xml
Folder:
TAYLORFRANCIS
List Price:
$52.99
Series:
Special Issues of the European Journal of Work and Organizational Psyc
Case Pack:
56
As low as:
$50.34
Publisher Identifier:
P-CRC
Discount Code:
H
Country of Origin:
United States
Pub Discount:
30
Imprint:
Psychology Press
Overview
Conflict theory and research has traditionally focused on conflict management strategies, in relation to individual and work team effectiveness and productivity. Far less attention has been devoted to 'soft' outcomes including job satisfaction, organizational commitment, turnover intentions, and individual health and wellbeing. This state of affairs is unfortunate because it isolates conflict theory and research from broader issues in organizational sciences and practice. The individual contributions to this volume each in their own way deal with one of these issues in more depth, shedding light on how conflict theory and research can be connected to organizational psychology in general.
