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13.1:《工业组织心理学前奏》

  • Page ID
    203488
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    学习目标

    • 探索工业和组织心理学

    2012 年 7 月,雅虎! 是规模最大、历史最悠久的网络公司之一,宣布任命玛丽莎·梅耶为首席执行官。 雅虎! 几年来一直在努力定义自己并在行业中脱颖而出,而谷歌高管梅耶的任命成为了重大新闻。 在她的众多决定中,梅耶在2013年2月宣布不再允许员工进行远程办公。 远程办公是近年来主要由科技公司进行的许多管理创新的代表。 远程办公反映了公司的信念,即员工是负责任的、自我激励的,当他们独自一人时,也许工作得最好。 它还会影响工作与家庭的平衡,尽管走哪条路尚不清楚。 远程办公反映了更普遍的趋势,即员工花在工作上的时间和班时间之间的重叠越来越多。

    图中显示了三张彩色照片的拼贴画。 从左至右出现一个人坐在户外的笔记本电脑前,一个人拿着笔记本电脑坐在地板上,还有一个人带着一个小孩和一台笔记本电脑坐在沙发上。
    \(\PageIndex{1}\):办公室是什么样子? 对于远程办公的人来说,他们的工作空间可能会根据他们的生活方式进行调整。 (来源:“左”:对 Cory Zanker 作品的修改;来源 “中心”:修改 “@Saigon” /Flickr 的作品;来源 “右”:Daniel Lobo 对作品的修改)

    雅虎撤销了这项政策 引起了争议,也引起了很多关于其含义的疑问。 梅耶对这一决定背后的理由基本保持沉默,只是说这是为了改善公司。 她终于在 2013 年 Great Place to Work 会议(Tkaczyk,2013 年)上简短地谈到了自己的决定,除其他外,她说:“人们在独处时工作效率更高,但他们在一起时更具协作性和创新性。” 有趣的是,在 Yahoo! 之后不久 改变,消费电子产品零售商百思买也取消了将远程办公作为员工的选择。 这种变化会造成 Yahoo! 更具创新性还是生产力更高? 这种变化对公司的员工,尤其是工作父母和照顾年迈亲戚的员工有何影响? 变更是以最有效的方式引入的吗? 这些问题通常由称为工业和组织心理学的心理学分支进行研究。

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    Contributors and Attributions