| 词条 | Maslow on Management |
| 释义 |
| name = Maslow on Management | image = File:EupsychianManagement.jpg | caption = First edition (with original title) | author = Abraham Maslow | title_orig = Eupsychian Management: A Journal | illustrator = | cover_artist = | country = | language = English | series = | subject = Psychology | genre = | published = | publisher = R. D. Irwin (1965) | publisher2 = | pub_date = 1965 | english_pub_date = | media_type = Print | pages = 277 | awards = | isbn = | congress = | preceded_by = | followed_by = }}Maslow on Management (originally Eupsychian Management: A Journal) is a work on industrial psychology by Abraham Maslow, first published in 1965. Maslow's work is frequently invoked in attempts to explain and predict work behavior.[1] In his work Maslow advocated the eupsychian (meaning moving towards psychological health or self-actualization)[2] management as the ideal model for industrial organizations.[3] Maslow took a keen interest in the application of humanistic psychology beyond one-on-one therapy to larger endeavors in organizations and education settings, where greater numbers of people could be positively affected.[4] The idea for Eupsychian Management originated with a journal of Maslow's impressions of his 1962 observations of a California electronics plant. The study resulted in Maslow conceiving a theoretical framework on which research in the area of self-actualization may be applied to industrial organizations.[5] Not wanting to use the word "utopian", Maslow coined the term "eupsychian" to describe human-oriented institutions generated by self-actualized people. He said it could also be used to mean "moving toward psychological health".[6] Maslow noted the commitment to work in self-actualizing people's lives: "These highly evolved individuals assimilate their work into the identity, into the self, ie, work actually becomes part of the self, part of the individual's definition of himself."[7] These most highly evolved persons would actually assimilate work as part of their personal identity.[8] Maslow's industrial motivation theory has been criticized for tending to emphasize only identification of second-level outcomes.[9] See also
References1. ^Barling, J. "A cross-cultural study of Maslow's motivation theory in industry." South African Journal of Psychology 11, no. 1 (1981): 47-50. {{psych-book-stub}}2. ^Markin, Rom J., and Charles M. Lillis. "Sales managers get what they expect." Business Horizons 18, no. 3 (1975): 51-58. 3. ^Bell, Emma, and Scott Taylor. "From outward bound to inward bound’: the prophetic voices and discursive practices of spiritual management development." Human Relations 57, no. 4 (2004): 439-466. 4. ^O'Connor, Dennis, and Leodones Yballe. "Maslow revisited: Constructing a road map of human nature." Journal of Management Education (2007). 5. ^Lessner, Milton, and Robert R. Knapp. "Self-actualization and entrepreneurial orientation among small business owners: A validation study of the POI." Educational and Psychological Measurement 34, no. 2 (1974): 455-460. 6. ^{{cite book|last1=Goble|first1=Frank G.|title=The Third Force: The Psychology of Abraham Maslow}} 7. ^Cullen, Dallas. "Maslow, monkeys and motivation theory." Organization 4, no. 3 (1997): 355-373. 8. ^Jurie, Jay D. "Building capacity: Organizational competence and critical theory." Journal of Organizational Change Management 13, no. 3 (2000): 264-274. 9. ^Heneman, Herbert G., and Donald P. Schwab. "Evaluation of research on expectancy theory predictions of employee performance." Psychological Bulletin 78, no. 1 (1972): 1. 3 : 1965 books|Books by Abraham Maslow|Psychology books |
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