Jonathon R. B. Halbesleben - Böcker

Workers experience an increasingly uncertain future and many have been forced to search for jobs in a highly competitive market. In this volume, we call upon the field's leading researchers to examine how economic conditions relate to occupational stress and well being.

This series promotes theory and research in the growing area of occupational stress, health and well being, and in the process, showcases the work of the best researchers and theorists who contribute to this area. Furthermore, the series promotes the development of truly path-breaking contributions that significantly advance theory and provide specific directions for future work. Each volume of this series has a specific theme and provides a rich compilation of the insights of the top researchers from a variety of fields concerning what we know about work stress and well being and what the critical gaps are that most need attention for the field to progress. The theme for volume 11 concerns the role of emotion and emotion regulation in job stress and well-being.

This peer-reviewed series promotes theory and research in the expanding area of occupational stress, health and well-being. Each volume of this series focuses on a particular topic, allowing authors and readers in that area to critically explore the cutting edge work from their discipline. Interest in organizational demography spans several decades (e.g., Pfeffer, 1983). However, in much of the contemporary research on occupational stress and well-being, demographic factors such as gender, age, and race/ethnicity are evident in the background and controlled in statistical analysis. In this volume, we ask whether that should be the case and the extent to which those demographics impact our experience of stress and well-being. Topics for this volume include age, occupational strain, and well-being using a person-environment fit perspective; race, stress, and well being in organizations; gender facades, biological sex, and gender role stereotypes in the workplace; age, resilience, wellbeing, and positive work outcomes; conceptual/theoretical issues related to religion and stress/well-being; and sex and sexual orientation on occupational stress and well being.

This series publishes monograph length conceptual papers designed to promote theory and research on important substantive and methodological topics in the field of human resources management. Volume 32 of Research in Personnel and Human Resources Management (RPHRM) contains seven papers on important issues in the field of human resources management, thus continuing the tradition of the series to develop a more informed understanding of the field. The subject matter in this volume covers myriad areas: compensation, performance evaluation, reputation, employee furloughs, and research methodology. This collection of papers represents excellent scholarship and illustrates the truly interdisciplinary character of the field.

This series publishes original monograph length conceptual papers, written by exceptional scholars, designed to promote theory and research on cutting edge substantive and methodological issues in the field of human resources management. Volume 33 of Research in Personnel and Human Resources Management (RPHRM) contains six papers on salient issues in the field of human resources management, thus continuing in the tradition of the series to develop a more informed understanding of this field. The subject matter in this volume covers myriad areas: employee maintenance, the resignation process, ethics in human resources management, diversity climate, occupational safety, and organizational justice. These papers, written by some of the finest scholars in the field, represent seminal scholarly advances and illustrate the interdisciplinary character of human resources management.

Volume 13 of Research in Occupational Stress and Well Being is focused on mistreatment in organizations. Mistreatment can be damaging to the individual as well as to the organization. This volume includes critical topics on customer mistreatment, aggression in the workplace, incivility, and workplace ostracism.

The objective of this series is to promote theory and research in the increasingly growing area of occupational stress, health and well being, and in the process, to bring together and showcase the work of the best researchers and theorists who contribute to this area. Our goal is to provide a multidisciplinary and international collection that gives a thorough and critical assessment of both knowledge and major gaps in knowledge. Volume 14 of Research in Occupational Stress and Well Being is focused on leadership. Through their actions and behaviors, leaders can positively, or negatively, influence the health, stress, and well being of their followers, and vice versa as well. This volume examines critical topics for a deeper understanding of the intersection of leadership, stress, and well being which include: a leader’s dark personality, a leader’s networks, workaholism, the role of leaders in helping employees with stress and mental health issues, followership, and a more holistic view of a leader’s life at work and away from work, and the development of leaders. The topic of this volume, Leadership, is sure to attract the attention of researchers around the globe.

Volume 34 of Research in Personnel and Human Resources Management contains six chapters on emerging issues in the field of human resources management, thus continuing the tradition of the RPHRM series to publish cutting-edge work that pushes the field forward. The subject matter in this volume covers myriad areas: discrimination, multigenerational issues, duty, flexible HRM, social media, and entrepreneurship. These chapters, written by a collection of the finest scholars in the field from across the world, represent seminal scholarly advances and illustrate the interdisciplinary character of human resources management.

Volume 35 of Research in Personnel and Human Resources Management will contain six chapters on salient issues in the field of human resources management, thus continuing the tradition of the series to develop a more informed understanding of the field. The subject matter in this volume covers employment barriers, mentoring relationships, authentic leadership, emotion regulation and workplace deviance and performance management.

Volume 36 of Research in Personnel and HumanResources Management contains seven chapters written by scholarly leaders inthe field. Each chapter addresses an important area of currentresearch in human resources management. This volume focuses on teamleadership issues, job search processes, human resource technology systems,organizational citizenship behaviors, pregnancy issues at work, strategichuman resources management, and emotions at work.

Volume 37 of Research in Personnel and Human Resources Management contains six original scholarly monographs written by thought leaders in the field of human resources management. This volume focuses on human resources branding, innovation and creativity in human resources management, high involvement work systems, work home boundary permeability, the emerging concept of grit in human resources management, and data visualization issues in human resources management.

Research in Personnel and Human Resources Management serves as the premier annual series dedicated to the exploration of cutting-edge topics in the field of human resources management.This volume publishes theoretical and conceptual advancements in the field of human resources management related to leadership, the power of dyadic relationships in leadership development, ethical decision-making, prosocial advocacy for healthcare organizations, discrete incivility, mindfulness, and technological adaptations in employee selection.

Volume 39 of Research in Personnel and Human Resources Management contains eight original scholarly monographs written by thought leaders in the field of human resources management.This volume focuses on generational issues that have been created by a global pandemic, gig economy in relation to human resources management, immigrant and refugee issues in human resources management, pay dispersion issues, network structures and human resources management, human resources issues in family organizations and managing human resources during economic downturns.

Volume 40 of Research in Personnel and Human Resources Management offers several original scholarly contributions written by thought leaders in the field of human resources management. These chapters feature the latest research exploring emerging new areas of HRM management.Chapters include analysis of “other-rating” alternatives to traditional self-survey information gathering, how governance mechanisms might be utilized to help firms achieve a balance between alignment and disruption, multi-stakeholder approaches to constructive deviance in the workplace, and how thoughtfully constructed incentives can be used to improve other outcomes such as safety, quality, prosocial behaviors, and creativity.

This book contains an Open Access chapter.Volume 41 of Research in Personnel and Human Resources Management offers several original scholarly contributions written by thought leaders in the field of human resources management. These chapters feature the latest research exploring emerging novel areas of HRM.Contributions include an analysis of professional touching behaviour, ideas about the state of our science in HRM, an Open Access chapter on work-life flexibility issues, processes that occur in expatriate turnover, suggestions concerning the state of human resource process research, and some comments on the contribution of this series to facilitating research in HRM issues