New Horizons in Management series - Böcker

The Handbook of Stress in the Occupations sets a new agenda for stress research and gives fresh impetus to scholars who wish to focus on issues and problems associated with specific jobs, some of which have received little attention in the past. Written by researchers who are true experts in the field of each occupation, this comprehensive compendium reviews stress in a wide range of jobs including transport, education, farming, fishing, oil rig drilling, finance, law enforcement, fire fighting, entrepreneurship, music, social services, prisons, sports, and health including surgery, internship, dentistry, nursing, paramedics, psychiatry and social work. Several occupations such as oil rig drilling are reviewed; these jobs have always been stressful but have received little attention by researchers, and only now receive more focus due to the Bay of Mexico accident. Other occupations demand more of our attention because there have been substantial technological changes in particular jobs, such as in dentistry, nursing, and surgery. This lucid and insightful compendium will be a source of inspiration for those in the helping professions and all those individuals working in the industries described in the book. More specifically, the Handbook will strongly appeal to human resource specialists, psychologists, occupational health and safety professionals, managers, nurses and therapists. Written in highly accessible language, it will also provide rich reading to lay audiences including job incumbents themselves, as well as specialists in industry and academia. Academics and postgraduate students of business, management, and psychology will find plenty of detailed information regarding stress associated with occupations.

Dysfunction in the workplace, like a bully culture, affects women and men differently. This book represents a broad spectrum of disciplines including law, management, communications, human resource management and industrial/organizational psychology and offers integrative, cross-disciplinary inquiries into the many roles gender plays in organizational dysfunction. The authors provoke new questions and new streams of research, with the ultimate goal of contributing to healthier workplaces for men and women alike. This book looks at counterproductive work behavior including aggression, bullying, incivility, sexual harassment, sexual orientation harassment and absenteeism, and the effects of job stress on mental health and well-being from the perspective of gender - the gender of actors, targets and observers of abusive interpersonal behaviors; gender-race interactions; gender-related characteristics of workplace conflict, communication and stress; socio-economic factors such as occupational expectations and roles outside the workplace; and ambiguities in the law. Gender and the Dysfunctional Workplace brings together a broad, multi-disciplinary collection of authors who weigh in on topics from whether workplace bullying is status- or gender-blind to the ramifications of absenteeism on women and their careers. These scholars contribute very different approaches and conceptualizations of counterproductive work behavior, the result of which is a dynamic and pioneering appraisal of the field and innovative musings on its future. Instructors, students and researchers in the areas of counterproductive work behavior, women's studies, occupational health and stress, and conflict resolution will find this an enlightening and thought-provoking treatise on a topic that, with the help of research like that found here, will hopefully soon see less prevalence in the workplace and beyond. Contributors: V.V. Baba, L.M. Cortina, E.A. Dickinson, K.A. Foss, S. Fox, P.A. Glidden, D. Greenidge, M.S. Hershcovis, G. Johns, D. Kabat-Farr, L. Keashly, T.R. Lituchy, P. Lutgen-Sandvik, J. Mackey, M.J. Martinko, S.I. Monserrat, C. Mulder, J.H. Neuman, E. Patton, S. Pichler, B.J. Punnett, T.C. Reich, P.E. Spector, K.L. Stone, L. Tourigny, X. Wang

Human Resource Management in Small Business fills a gap in our understanding of economic performance. Small businesses are more numerous, have more employees, and contribute more to the economies of nations throughout the world than do large organizations. This book examines a range of issues, including the significance of human resource management (HRM) practices to small business success, the management of work hours and work stressors, work and family issues, succession planning, employee recruitment and selection, and managing staff. It also explores how individuals develop HRM skills, and learn from their own and others' experiences. The role of HRM practices in successful small businesses is illustrated through a range of case studies.Including contributors who are internationally recognized academics from a range of countries; this book will prove to be an essential resource for postgraduate students and academics in management. Professional managers and owners in SMEs will also discover great insights from this admirable book. Contributors include: R. Burke, G. Castrogiovanni, S. Clarke, C. Collins, E. Drew, S. Fielden, M. George, E. Hamilton, C. Henry, A.-L. Humbert, A. Noblet, T. Pett, J. Pollack, A. Rauch, G. Seijts, M. Troilo

An economic recession can affect the aggregate well-being of a population. This highly regarded and timely book shows a significant increase in the mean levels of distress and dissatisfaction in the work place in recent years.In particular, increasing job demands, intrinsic job insecurity and increasingly inadequate salaries make substantial contributions to psychological distress, family conflict and related behaviors. The contributors reveal that the recession has fundamentally altered the way employees view their work and leaders. With employers and employees still facing a continued period of uncertainty, a severe impact on employment relations is a continuing reality.Given the difficult economic times, many people are feeling the pressure to work harder. This book will be valuable for undergraduate students and practitioners in the fields of organizational behavior and human resource management.Contributors: A.-S. Antoniou, C.C. Benight, K.A. Buchholz, R. Burke, D.A.J. Cable, R. Cieslak, M. Dalla, L. Fiksenbaum, A. Furnham, E. Georgiadi, M. Givalos, E. Greenglass, L.B. Hammer, I.L.D. Houtman, L. Jiang, H. Kahn, D. Karaj, L. Kashahu, B.D. Kirkcaldy, M.A.J. Kompier, L. Lu, A. Malach-Pines, D. Malinowska, Z. Marjanovic, G. Michailidis, G. Mohr, M. O'Driscoll, K. Otto, T. Probst, T. Rigotti, M.M. Schaffer, E.I. Shupe, R.R. Sinclair, E. Smoktunowicz, T.W. Taris, A. Tokarz, M. Trzebinska, A.F. Wagenaar, N. Zaidman

Psychological ownership as a phenomenon and construct attracts an increasing number of scholars in a variety of fields. This volume presents a comprehensive and up-to-date review of the psychological ownership literature with particular attention paid to the theory, research evidence, and comments on managerial applications. The authors address key elements that examine an employee's ownership feelings for his or her employing organization. The chapters address, among others, the following themes: the meaning of psychological ownership, the genesis of ownership feelings, the experiences and paths down which people travel that give rise to experiences of ownership, and the consequences (the personal and work outcomes) that stem from the sense of ownership. While the majority of the book is focused on feelings of ownership that exist at the individual-level, the authors introduce the construct of collective psychological ownership as well. This work acknowledges that teamwork has become increasingly commonplace in organizations and that like individuals, teams can come to a collective sense of ownership for a variety of targets within their work environment. The book closes by drawing upon the existing science of psychological ownership to provide a perspective on its applied (managerial) implications. This book will make a noteworthy addition to scholars' libraries: university libraries will also value it among their collections. Students of organizational psychology, management, organizational behavior, sociology and communication and their professors will find much of interest here.

This impressive book assembles the latest research findings and thinking on the management of voluntary/nonprofit sector organizations and the effective utilization of both paid staff and volunteers. The authors expertly look into the challenges faced by this sector and the growing role that it plays in society. They review HRM in the voluntary sector and discuss the challenges of bringing about best practices, as well as suggesting how to improve leadership of voluntary/nonprofit organizations.Non-profit organizations serve several useful purposes in society and exist in every country in the world. Like organizations in other sectors, non-profit organizations now have to do more with less. This book indicates the ways in which human resource management policies and practices can improve the effectiveness of non-profit organizations. The authors consider the roles played by non-profit organizations in effective leadership and its development, developing the non-profit brand, enhancing learning and skills development of both paid staff and volunteers and encouraging and supporting organizational change. They also examine how university-based education programs are developing talent in the non-profit sector.This timely book will prove invaluable to academics and doctoral students interested in all aspects of management within the non-profit/voluntary sector. Government professionals working in this sector will also find this compendium insightful.Contributors include: J. Blackmar, R.J. Burke, H.L. Carpenter, S.M. Chandler, C.L. Cooper, C.W. Coultas, I. Cunningham, D. Fields, S.L. Grau, W.E. Hein, M. Johansen, J. Jones, B. Kindel, S.B. Kleiser, N. Laidler-Kylander, K. Leroux, M. McDonald, R. Mirabella, T.R. Packard, J.C. Ronquillo, E. Salas, S. Zajac

This insightful book presents current thinking and research evidence on the role of human resource management policies and practices in increasing service quality, efficiency and organizational effectiveness in the public sector.Internationally, public sector organisations face enormous challenges, including increasingly uncertain political and economic environments, more vigilant and cost-conscious governments, rapidly evolving community needs and an ageing workforce. This collection examines a range of HRM-related topics that will influence the capacity of public sector agencies to negotiate and respond to the challenges ahead. These topics include managing public sector human resources during an economic downturn, enhancing the satisfaction and motivation of public sector employees, attracting and retaining talent, leadership development, and case studies in successful public sector organizational change.With each chapter drawing on the latest research, but also emphasizing the practical implications, this collection is suitable for practitioners, researchers and students alike. It will also be valuable for HR specialists and managers of HR units in the public sector.Contributors: A. Akkerman, A.F. Allisey, M. Arnaboldi, G. Azzone, T.S. Bailey, A.B. Bakker, M. Bradbury, R.J. Burke, C.L. Cooper, M.F. Dollard, M.E. Guy, J.J. Hakanen, J.E. Kellough, T. LaMontagne, J.J. Llorens, K. Manning, M. Martínez Lucio, P. McGurk, S.S. McLinton, K.J. Meier, M.A. Newman, A.J. Noblet, L.J. O'Toole (Jr), K. Page, C.J. Rees, P. Singh, J.E. Sowa, P. Stanton, R. Torenvlied, C. Truss, W. Vandenabeele

Psychological ownership as a phenomenon and construct attracts an increasing number of scholars in a variety of fields. This volume presents a comprehensive and up-to-date review of the psychological ownership literature with particular attention paid to the theory, research evidence, and comments on managerial applications. The authors address key elements that examine an employee's ownership feelings for his or her employing organization. The chapters address, among others, the following themes: the meaning of psychological ownership, the genesis of ownership feelings, the experiences and paths down which people travel that give rise to experiences of ownership, and the consequences (the personal and work outcomes) that stem from the sense of ownership. While the majority of the book is focused on feelings of ownership that exist at the individual-level, the authors introduce the construct of collective psychological ownership as well. This work acknowledges that teamwork has become increasingly commonplace in organizations and that like individuals, teams can come to a collective sense of ownership for a variety of targets within their work environment. The book closes by drawing upon the existing science of psychological ownership to provide a perspective on its applied (managerial) implications. This book will make a noteworthy addition to scholars' libraries: university libraries will also value it among their collections. Students of organizational psychology, management, organizational behavior, sociology and communication and their professors will find much of interest here.

Based on 20 years of research, this book lays out a proven and tested method for reaching the goal of employee happiness, analyzing individuals’ communication patterns, and making them self-aware by mirroring their behaviour back to them in a privacy-respecting way. In doing so, Peter A. Gloor introduces artificial intelligence-based methods to identify personality, moral values, and ethics of individuals based on their body language and interaction with others.In this book readers will:understand the basic concepts of groupflow – when teams collaborate at their best through intrinsic motivation and positive stresslearn how to use artificial intelligence (AI), machine learning (ML) and social network analysis (SNA) to analyze communication by tracking emotions, social networks, morals, and tribessuccessfully use virtual mirroring to create entangled teams that work together in collaborative innovation networks (COINs) synchronized and in harmony for superior performanceunderstand how to implement virtual mirroring using these technologies.Groundbreaking and innovative, Happimetrics will be an invaluable resource for scholars and students in the fields of business analytics, information systems and organizational innovation. It will also be useful for HR professionals and AI developers who are looking to use predictive analytics to measure workforce performance.

With job insecurity and precarious employment at an all-time high, and burnout labelled as the new worker pandemic, this incisive book sets out to initiate debate and fuel learning in the continually evolving field of work psychology.Bringing together a diverse group of international experts, the editors pose critical questions that look to the future of research in the field: is job insecurity still relevant in modern employment situations or has it been embraced as part of working life? Is precarious employment still as non-standard as we think? Is burnout more than a hype? And where are we when it comes to interventions in those areas? Chapters offer conceptual and empirical accounts to respond to these issues in research, examining the challenges of finding and using appropriate measurement instruments and future-proofing traditional concepts in light of modern employment conditions.Looking to the future of occupational health research, this book will be an essential resource for students and scholars of employment relations, organizational and occupational psychology, and human resource management. Its investigation of union participation and new employment situations will also benefit HR specialists, union representatives and policy makers.

Bullying, harassment and other unacceptable workplace behaviors pose significant problems for organizations. This exploration of the issue notes that factors from within the organization may help determine who and why some individuals become targets and others become bullies. The authors explore different types of behaviors where managers and management, as well as employees, are the problem.Each chapter has anecdotes scattered throughout and contains a ‘mini-case,’ review questions, ‘action’ items, and two longer cases, all based on actual events. The authors present a unique framework (V-REEL®) to assist individuals and organizations in analyzing the organization’s environment in an effort to eradicate the negative behavior forces that contribute to bad behavior. In addition, they have included a glossary of important terms, a bibliography of useful references, a survey that may be used to assess conditions in the organization, and a listing of organizations that provide information or assistance.These various pedagogical tools enable the book to be used by human resource professionals, managers, employees, and academics as individuals or in groups to both avoid and eradicate bullying and harassment at work.

This cutting-edge book brings together an international team of academics to paint a global picture of business strategy in response to recent shocks, from the COVID-19 pandemic to rapid climate change.Drawing on novel empirical research and nuanced methodologies, this book provides actionable strategies for overcoming future crises. Chapters represent a broad range of core industries, such as education, Information and Communications Technology (ICT), energy and real estate. They explore how a wide variety of companies deal with shifting client consumption patterns, supply chain fractures and government restrictions. Strategic Response to Turbulence is an essential navigational tool to enhance competitive advantages of firms operating in turbulent environments.Assessing case studies from a broad range of geographical locations, this book is useful for students and scholars of geography, management, entrepreneurship, leadership and organisational behaviour. It is beneficial for those working in leadership positions seeking to understand how to overcome unforeseen challenges in different industries.

This innovative book combines psychological insights with cutting-edge data analysis to demonstrate how effective communication can drive both organizational and personal transformation. It delves into psychological and emotional barriers to change, offering strategies to overcome resistance and foster collaboration by addressing both emotional and rational aspects of change.Adopting a multidisciplinary approach, Andrea Fronzetti Colladon and Francesca Grippa provide a comprehensive understanding of change dynamics in both personal and organizational contexts. The book outlines a structured framework with practical tools, exercises, and strategies for managing the complexities of change. Leading Meaningful Change examines the critical role of “honest signals” in change dynamics, revealing the power of innovative methods from artificial intelligence, network analysis, and text mining. The book also explores how artificial intelligence and big data are reshaping change management processes, discussing their role as both disruptors and solution providers in organizational strategies.Leading Meaningful Change will greatly benefit students and scholars in business and management, sociology, social psychology and innovation. It is also an essential tool for practitioners in business leadership and occupational psychology seeking to drive meaningful, lasting change.

Dark Triad in Leaders examines how corporate and political history is filled with ‘successful’ figures who ultimately caused harm, sowed misery and destroyed organizations. Arménio Rego, Miguel Pina e Cunha, Ace V. Simpson, and Stewart R. Clegg explore the concept and consequences of ‘Dark Triad’ (DT) leaders, characterized by high levels of narcissism, Machiavellianism, and psychopathy. DT leaders are particularly dangerous because they resort to seductive and manipulative tactics to reach power and leadership positions and then, if left unchecked, instrumentalize others to pursue their own personal goals. Providing mechanisms for preventing, managing and defending against DT leadership, the authors discuss cases of celebrated leaders that resulted in causing harm and destruction of livelihoods. They emphasize the need to avoid empowering these harmful traits and investigate how susceptible followers and conducive environments can enable individuals with DT characteristics to take power. The book draws on multiple fields, including leadership, organizational psychology, and business ethics, to portray the danger and irresponsibility of success earned at the expense of others. Through theoretical analysis and empirical cases, chapters shed light on the importance of protecting organizations, warning that business schools should be cautious about their teaching methods.This book is a fascinating and crucial read for scholars and students of business leadership, human resource management, organizational behavior, and social psychology. Business professionals and those in management roles will also benefit from its practical insights.

In this timely book, Cam Caldwell, Verl Anderson and Dima Jamali explore the concept of ‘Quiet Quitting’ and its role in business. They focus on what employers and the business community can productively do to reverse the Quiet Quitting phenomenon, while honoring their responsibilities to employees.Drawing on theory and practice, the authors analyze the root causes of the Quiet Quitting trend and identify the shortcomings of today’s leaders, organizations and academic institutions. Chapters cover important topics such as employee motivation and commitment and emphasize the importance of accountability and employee trust. Ultimately, the authors encourage decision makers to rethink their assumptions about the employer-employee relationship and highlight ways to successfully combat the problem of Quiet Quitting.Quiet Quitting and the Leadership Challenge is an important resource for academics and students of business, leadership studies, organizational behavior, human resource management and employment relations. Business professionals will equally benefit from the book’s practical insights.

This pioneering book sheds light on people management policies and practices across nine countries in the Southern African region. It explores how public administration and human resource practices have evolved over time to contribute to the region’s socio-economic transformation through the effective management of people in both the private and public sector organizations.Combining theoretical, conceptual and experiential analysis, internationally renowned contributors discuss lived experiences, and the successes and challenges faced when managing employees in the Global South. Chapters include diverse case studies and cross-country comparisons interrogating people management regulatory frameworks and highlighting country specific policies and practices as shaped by specific contexts. They also investigate emerging trends and issues such as DEI, green human resource management, AI, Indigenous knowledge and the Ubuntu principles. Crucially, the book provides illuminating alternative cases of people management policies and practices from the Global North by sharing the experiences of countries in Southern Africa.People Management Policies and Practices in Southern Africa is a valuable toolkit for scholars in the fields of human resource management and public administration, and students at undergraduate and postgraduate levels. It is also of benefit to human resource practitioners and policymakers, allowing them to appreciate diverse people management policies and practices in the Global South.

Through concise investigations into key questions such as how we can develop meaningful work experiences and how we can create an enabling work setting, Jaap Paauwe aids readers’ understanding of how optimal workplace commitment and organizational performance may be achieved.Progressing Performance and Well-being at Work provides an indispensable overview of highly applicable organization and Human Resource Management theories, such as goal setting theory, job demands resources theory and psychological contract theory. Chapters clearly indicate how such theories may be put into practice, detailing how and why they may boost commitment and motivation in often fast-paced and challenging workplaces. Ultimately, this essential book showcases proven methods with which managers can improve employee well-being.This timely book will be highly engaging for practitioners and managers who are seeking to boost company well-being and performance. An intriguing contribution to the field of HR, it will additionally benefit students and researchers studying business, occupational psychology and strategic management.

In this timely book, Martin Ruef and Colin Birkhead consider how academics and practitioners can learn from unusual entrepreneurs, leaders, and organizations. They clarify how researchers make sense of extremes – in particular, whether they see them as outliers (extreme cases) or anomalies (extreme events).Chapters examine key outliers and anomalies throughout economic history, including eBay, General Electric, the House of Rothschild and Madam C.J. Walker. The book offers in-depth investigations of businesses and leaders, focusing on the distinctive qualities that drive performance. It assesses anomalous events via parameters and processes, highlighting spatial, temporal, industry and organizational contexts that shift performance outcomes. Pairing analysis of real world examples with comparison groups, Ruef and Birkhead address our bias towards extreme cases and events, while employing methodological tools for learning from them through qualitative, frequentist and Bayesian approaches.Managing Outliers and Anomalies is an insightful resource for scholars and students of entrepreneurship, leadership, organizations, sociology and public policy. The integrated case studies also make this essential reading for practitioners in business and entrepreneurship.

The Research Handbook of Comparative Employment Relations is an essential resource for those seeking to understand contemporary developments in the world of work, and the way in which employment relations systems are evolving around the world. Special consideration is given to the impact of globalization and the role of multinational corporations, including their consequences for the fate of workers' rights under existing national systems of employment relations (ER) regulation. This Handbook is unique in taking an explicitly comparative approach by discussing ER developments through a series of paired country comparisons. These chapters include a wide selection of countries from all regions, looking beyond those that are frequently discussed. The expert contributors also examine comparative issues from a range of perspectives, including industrial and employment relations, political economy, comparative politics, and cross-cultural studies. These impressive features make this important reference tool the most comprehensive of its kind. Academics and students in final-year undergraduate and postgraduate courses interested in employment relations will find this compendium enriching and insightful.Contributors include: M. Atzeni, L. Baccarro, M. Barry, D. Collings, F.L. Cooke, S. Cooney, T. Dundon, F. Duran, I. Forstenlechner, P. Gahan, P. Gunnigle, T. Jackson, E.H. Jung, B. Kaufman, J. Kelly, J. Lavelle, K. Mellahi, R. Mitchell, P. Pochet, T. Royle, A. Verma, N. Wailes, A. Wilkinson, G. Wood, S. Zalgermeyer

The global economic crisis of 2008 caused the collapse of the world s financial institutions, large-scale unemployment, the devaluing of housing stocks leading to mortgage defaults and left many countries in debt, unable to meet their financial obligations. The consequences of this in the workplace were substantial and for those who remained employed, longer working hours, heavier workloads, an insecure working environment and micro-management became manifest.Examining the impact of the recession on organizations and individuals at work, this book explores the long lasting effect the crisis will have on workplaces for the future. The book is divided into three parts: in Part I, a historical economic review is provided for the reader. In Part II, an assessment is given on how occupational stress in the 21st Century has impacted the working environment in a host of negative ways. In Part III, the authors address unique coping strategies to be applied at the individual, organizational and societal levels in the future.An insightful and thorough account of how the economic crisis has unfolded on an international scale is presented and the profound psychological impact that this recession has had on the workplace assessed. Such comprehension will be invaluable for students and academics in the social sciences, organizational and social psychologists and practitioners of occupational health.

Possessing a positive self-attitude, being self-confident, and having high self-esteem are worthwhile attributes in both work and personal life; some take these positive attributes to the extreme and become self-absorbed, self-adoring, self-centered, and show little empathy for the problems and concerns of others. In brief, they are narcissists and they can be especially problematic in business settings. This book presents information about narcissism in the workplace that is based both on empirical research and on opinion derived from systematic observation. The author uses case studies and real life examples to shed new light on workplace narcissism. The author describes both the positive and negative features of narcissism and presents strategies and tactics for dealing constructively with narcissistic traits and behaviors in oneself and in others. Self-tests and questionnaires found throughout the volume enable readers to reflect on their standing on a variety of behaviors and attitudes associated with narcissism. Each chapter includes a section labeled 'Guidelines for Application and Practice' that provides practical advice for applying the research and theories presented within. Further, each chapter concludes with a case history of narcissism, accompanied by a brief analysis of the narcissistic aspects of the case's subject. Narcissism in the Workplace serves as a manual for capitalizing on the positive aspects of narcissism and minimizing its potential negative effects. Intended for human resource professionals, researchers, and students and scholars of organizational behavior, organizational psychology, human relations and leadership, this book will also appeal to a broad range of serious minded readers who wish to learn more about, combat the difficulties of, or employ the benefits of narcissism.

The ten up-to date research reviews that are presented in this book provide new insights into the HR academic literature. The chapters provide clear lessons that can be learnt from, along with strategies, approaches and processes in which HR could be used by both practitioners and policy makers to drive growth.The book shows how suitable strategy can increase workforce knowledge, leadership skills, entrepreneurial spirit, organizational involvement, safety and well-being and how HR can enhance performance within small and large, private and public, single-site and multi-site firms.This book explores cross-disciplinary human resources literature and up-to-date trends and directions relevant to academics, research students, policy makers, the business world and other stakeholders.Contributors: J. Bloodgood, H.-M. Chen, C. Cooper, K. Daniels, J. Field, N. Haworth, J.C. Hayton, J.S. Hornsby, Y.-L. Huang, S. Johnstone, J. Kitching, Y. Lai, J. Lavelle, K.-J. Lin, S. Marlow, A. McDonnell, C. Ogbonnaya, C. Sahadeo, G. Saridakis, H. Scullion, S. Sookram, O. Tregaskis, M. van Veldhoven, A. Wilkinson, J. Winterton

This book examines the decision to speak out in organizations or to keep silent, the roles of fear and courage, and why increasing valid information and truth is central to individual and organizational health.Employees in organizations face countless daily situations in which they make a choice to speak up, exercise voice, or remain silent. Too many choose to remain silent. Others only tell supervisors what they want to hear, becoming 'yes' men and women. Expressing one's voice increases individual health and well-being and enhances learning, quality and timeliness of decision making, work engagement, and ultimately team and organizational success. This volume, containing chapters by international researchers, examines the causes and consequences of exercising voice and ways individuals and organizations can support voice in the workplace.Including contributors who are internationally recognized academics from a range of countries, this book will prove to be an essential resource for scholars and students in the field of human resource management.Contributors: N.M. Ashkanasy, I.C. Botero, D.M. Breaux-Soignet, R.J. Burke, D.S. Chiaburu, C.L. Cooper, L.M. Dunn-Jensen, M.S. Edwards, C. Farh, J. Feitosa, M.L. Frazier, E.C. Holley, R.H. Kilmann, J.J. Kish-Gephart, S.A. Lawrence, M.P. Miceli, J.P. Near, L.A. O'Hara, C. Pury, M. Reeves, K.C. Ryan, E. Salas, W.D. Schneper, J.M. Spencer, J.P. Strauss, L. Van Dyne, M.A. Von Glinow, D.A. Wernick, K. Wu

This comprehensive book describes how proactive behavior, driven by a proactive personality, contributes to individual and organizational productivity. A consolidation of available research on the nature of proactivity in the workplace, this book explores methods of helping workers themselves become more effective, and managers understand effective ways of fostering this kind of thinking and behavior.Proactive behavior can achieve important outcomes, including improved job performance and satisfaction, career success and organizational prosperity. Andrew J. DuBrin outlines a number of useful strategies in areas such as opportunity creation, innovation, entrepreneurship and problem solving. Each chapter includes examples from firms and other organizations, as well as a self-quiz or checklist linked to the subject material.This book is an essential guide for academics in the fields of organizational behavior, industrial and organizational psychology, and human resource management. Presented in a user-friendly, accessible style, Proactive Personality and Behavior for Individual and Organizational Productivity will also be of interest to researchers, managers, and corporate professionals looking for ways to foster proactivity among workers, in order to enhance performance and productivity.Contents: Preface 1. The Nature of the Proactive Personality 2. Traits and Behaviors Associated with the Proactive Personality 3. Initiative as Part of the Proactive Personality 4. The Proactive Personality, Job Performance, and Satisfaction 5. The Proactive Personality and Career Success 6. Opportunity Recognition, Innovation, and Proactivity 7. The Entrepreneurial Personality, Behavior, and Proactivity 8. Business Strategy and Proactivity 9. Problem Prevention and Proactivity 10. Talent Management and Proactivity 11. Leadership Influences on Proactivity Index

This book will broaden the public and policy discourse on the importance of well-being by examining psychological, social, environmental, economic, organizational, institutional and political determinants of individual well-being.The public policy discourse on well-being and its indicators has become more active in recent years. However, the vast majority of mainstream policy-making remains unchanged; still couched in the post-war material deprivation framework. The scope needs to be widened beyond an overarching focus on economic success. Turning the discussion to well-being opens the door to the understanding gained by a much broader tranche of those researching human lives across the social and health sciences.This book will be of interest to individuals following the current public and policy debates about well-being, as well as to policy-makers in fields of social and health care, environmental planning, urban development, and innovation, industrial and economic policy.Contributors: S. Bartolini, A. Basu, C.L. Cooper, M. Csikszentmihalyi, M. Eriksson, J. Flint-Taylor, T.J. Hämäläinen, J.F. Helliwell, A. Hubert, R. Kaplan, S. Kaplan, B. Lindström, A. Lyon, J. Michaelson, G. Mulgan, M. O'Hara, P. Puska, C. Seaford

Happiness in one aspect of our life can positively impact our satisfaction within other domains of our life. The opposite also rings true. Today's generation of working people have often been called the generation who want it all. But can we really have it all? And at what cost to our and others' happiness? Flourishing in Life, Work and Careers explores ways in which contemporary working people can thrive in a complex, volatile and uncertain world.Combining both research and practice, the contributors of this book cover all bases from individual wellbeing, family and work, to career experiences and leadership. They conclude by providing the reader with tools to combine what they have learnt and apply it to their lives.Researchers and PhD students interested in positive psychology and related disciplines will find this to be an intriguing book. Human resource managers and human resource development consultants will also find the tools in this book useful for their work.Contributors: S.L. Albrecht, P.W.B. Atkins, S. Aziz, J.P. Briscoe, P. Brough, R.J. Burke, W. Burton, A.R. Cooklin, C.L. Cooper, P. Cotton, A. Davda, S. Dawkins, G. Dole, E. Donaldson-Feilder, M. Donia, L. Duxbury, G.L. Flett, J. Flint-Taylor, V.J. Fogliati, H. Fricke, S.D. Friedman, P.C. Gibbs, D.T. Hall, P.M. Hart, C. Hassed, P.L. Hewitt, B. Jones, A.D. LaMontagne, R. Lewis, R.C. Liden, S. Lyubomirsky, A. Martin, S.K. Nelson, M.P. O'Driscoll, K.M. Page, A. Panaccio, R.W. Rebele, S. Saint-Michel, C.E. Scollay, K. Thompson-Westra, K. Vitiello, L. Wang, L. Waters, A.F. Westring

In Asian societies, work and family issues are only recently beginning to gain attention. The pressure of rapid social change and increasing global competition is compounded by the long hours work culture, especially in the Pan-Confucian societies such as Mainland China, Hong Kong, Taiwan, Singapore, Japan, and South Korea. Furthermore, with the rising female labor participation, more and more Asian employees are now caught between the demands of work and family life.The aim of this Handbook is, thus, to shed new light on work life balance in Asia by adopting a distinct Asian perspective in theory, research and practice. It provides a state-of-the-art collection of evidence from studies, and empirical research, to explain why and how work and family interference arises and affects well-being for Asian adults; and further address the topics through both a mono-cultural and cross-cultural analysis, with the help of expert contributors in the field.Students and scholars will find the comprehensive and updated review of empirical evidence useful in their research. The book also provides a thoughtful reflection on governmental and organizational family-friendly practices in major Asian societies, which will be of interest to practitioners in the field of management, business and investing.Contributors: P. Brough, D.E. Caughlin, C.-L. Chang, F.M. Cheung, E. Cho, C.L. Cooper, T. Kalliath, C.-W. Koh, Y. Li, H. Liu, C.-q. Lu, J. Lu, L. Lu, N.D. Mohd Mahudin, N.M. Noor, M. O'Driscoll, A. Shimazu, O.-L. Siu, J. Sun, H.-L.S. Tien, C. Timms, J.F. Uen, Y.-C. Wang, J.-M. Woo, T. Wu, X.-m. Xu

With update-to-date reviews of the current research and literature on women's entrepreneurship, this is the first book of its kind to address entrepreneurial coaching for women as a development tool. The authors provide a theoretical, conceptual and applied perspective to explore the distinctive challenges facing this group, before discussing the implementations and outcomes of coaching programmes in an entrepreneurial setting. They conclude with strategies for future research and progress. Students and scholars of business management, entrepreneurship and gender studies will find the unique perspectives to be of interest. This book will also be useful as a tool for small business service providers, women entrepreneurs, policy makers and government officials.

How is the world of professions and professional work changing? This book offers both an overview of current debates surrounding the nature of professional work, and the implications for change brought about by the managerialist agenda.The relationships professionals have with their organizations are variable, indeterminate and uncertain, and there is still debate over the ways in which these should be characterized and theorized. The contributors discuss these implications with topics including hybrid organizations and hybrid professionalism; the changing nature of professional and managerial work; profession and identity; and the emergence of HRM as a new managerial profession.This book will be of interest to academics and postgraduate students seeking a comparative study on contemporary professional work. It will also be of use to a number of practitioners, namely human resource managers, looking for ways in which to approach the changing professional world.Contributors: P. Ackers, M. Avery, J. Booth, M. Boussebaa, M. Boyle, S. Brandis, B.B. Caza, C.L. Cooper, C. Coupland, S. Creary, C. Croft, G. Currie, S. De, J. Evetts, J. Faulconbridge, R. Fisher, A. Fitzgerald, L. Fitzgerald, S. Gamwell, P. Higgins, D. Hislop, R. King, K. Mather, G. Matthewson, R. McPhail, A. Roan, I. Roper, B. Russell, D. Sage, C. Trusson, A. Wilkinson, L. Worrall