No other book has studied the phenomenon of burnout among child- and youth-care workers across so many cultures using a standard measure to pinpoint the dimensions of culture that increase or decrease burnout. This work examines the problem across 13 cultures, including England, Scotland, Germany, Austria, Israel, Canada, and the United States. Among the consistent themes that emerge are workload, work environment, social support, and coping skills. Recommendations for prevention, remediation, and recovery are offered based on research findings and a theoretical approach emphasizing positive psychology.

This volume will be of interest to scholars and researchers studying burnout in any population, as well as those focused on the more general topic of cross-cultural psychology. Human service professionals, especially those in the field of child- and youth-care work, will also find the book helpful. It will appeal also to professors and students in higher education programs training human service workers in the fields of psychology, social work, and counseling.

Human and organizational factors have a substantial impact on the performance of planning and scheduling processes. Despite widespread and advanced decision support systems, human decision makers are still crucial to improve the operational performance in manufacturing industries. In this text, the state of the art in this area is discussed by experts from a wide variety of engineering and social science disciplines. Moreover, recent results from collaborative studies and a number of field cases are presented. The text is targeted at researchers and graduate students, but is also particularly useful for managers, consultants, and system developers to better understand how human performance can be advanced.

Description of the Synercube Leadership Theory with numerous practical examples. 10 different leadership styles are described according to the dimensions people, task and values. The book enables the reader to conclude how people interact with each other in a company and how corporate power should be used in order to achieve excellence with the available resources. By this, a sound corporate culture is supported. Based on the Synercube Theory, the guidance of change under consideration of psychological and behavioural effects empowers to continuously and effective change. Managers of organizations of all sizes equally benefit.

How does motivation work? The classic answer is that people are motivated to approach pleasure and avoid pain, that they are motivated by "carrots and sticks." But to understand human motivation, it is necessary to go beyond pleasure and pain. What people want is to be effective in their life pursuits, and there are three distinct ways that people want to be effective. They want to be effective in having desired results (value), which includes having pleasure but is not limited to pleasure. They want to be effective in managing what happens (control) and in establishing what's real (truth), even if the process of managing what happens or establishing what's real is painful. These three distinct ways of wanting to be effective go beyond just wanting pleasure, but there is even more to the story of how motivation works. These ways of wanting to be effective do not function in isolation. Rather, they work together. Indeed, the ways that value, truth, and control work together is the central story of motivation. By understanding how motivation works as an organization of value, truth, and control motives, we can re-think basic motivational issues, such as the nature of personality and culture, how the motives of others can be managed effectively, and what is "the good life."

Emotions have widespread effects in organizations and underlie a broad range of dynamics in organizations. This volume explores the role that emotion plays in such diverse organizational phenomena as entrepreneurship, change, service failure, and creativity. The study of emotions in organizations is broadening, with new phenomena being considered through the lens of emotions, and deepening, with theoretical approaches being refined and sharpened. The choice of theme of this volume reflects this tension. Organizations are dynamic, they change and they comprise elements that are constantly moving. They are simultaneously ordered and complicated and complex. Emotions help us understand this dynamism. As the chapters in this volume help us understand and appreciate, emotions are often an underlying energizing and motivating force. Examination of the role of emotions as precursors or mediators of change or innovation or creativity is therefore essential to being able to manage this dynamism.

This edited volume on Identities at Work brings together international theory and empirical research that deals with continuity and change of identity formation processes at work under conditions of modern working processes and labour market flexibility. Modern work processes in manufacturing and service organisations increasingly rely upon responsible and competent employees who are willing and able to engage in the tasks that their job requires and in continuous learning. That employees are able to engage in taking up new forms of responsibility and master complex work situations is, on the one hand, dependent upon employees' skills and how well they are trained. On the other hand, it requires that employees identify with what they do and commit to their work and the performance of tasks.

"Psychopaths are little understood outside of the criminal image. However, as the recent global financial crisis highlighted, the behavior of a small group of managers can potentially bring down the entire western system of business. This book investigates who they are, why they do what they do and what the consequences of their presence are"--Provided by publisher.

Designed as a comprehensive text for advanced courses in personnel selection and classification, the three volumes that comprise The Economic Benefits of Predicting Job Performance take a different approach than that taken in most previous works on the subject. While most texts focus on selection and psychological measurement to the exclusion of classification, these volumes summarize the major theories and research findings in both areas and provide a thorough treatment of classification processes. This is the first text providing more than a chapter on classification since Cronbach and Gleser's historic work in 1965. Cecil D. Johnson and Joseph Zeidner discuss the central topics involved in the practical prediction of job performance, including validity and utility models and research strategies and designs. Based on their analysis, they introduce a new theory, the differential assignment theory, and illustrate the mathematical principles that govern its use in personnel classification. Throughout, the authors are concerned with the realistic applications of specific procedures to maximize both selection and classification efficiency.

This volume begins with an overview that describes the major issues and highlights important findings and conclusions. Volume 2 begins with a taxonomy of personnel selection, classification, and placement--going on to address the measurement of classification effectiveness and ways to improve it. The use of model sampling and simulation as a tool for measuring utility, potentially available from personnel classification, is described. This volume concludes with a glossary and list of references.

The core belief underlying this book is that the most useful and effective models to strengthen our intelligence are system ones, developed following the logic of Systems Thinking. Such models can explore complexity, dynamics, and change, and it is the author's view that intelligence depends on the ability to construct models of this nature. The book is designed to allow the reader not only to acquire simple information on Systems Thinking but above all to gradually learn the logic and techniques that make this way of thinking an instrument for the improvement of intelligence. In order to aid the learning and practice of the Systems Thinking discipline, the author has abandoned a rigid formal language for a more discursive style. He writes in the first person, with an ample number of citations and critical analyses, and without ever giving in to the temptation to use formal mathematics.

This is an annual research series devoted to the examination of occupational stress, health and well being, with particular emphasis on the multi-disciplinary nature of occupational stress. The intent is to pull together the various streams of research from a variety of disciplines to better capture the significant bodies of work in occupational stress and well being. A multidisciplinary and international perspective is provided to give a thorough and critical assessment of issues in occupational stress and well being. The theme for this volume is: Employee Health, Coping, and Methodologies.

Because human nature remains constant through the ages, the book's principles and philosophy are even more relevant today than when they were originally published. In the 1970s, this classic created a firestorm among critics, who relentlessly mis-characterised it as a guide to getting ahead by intimidating others. Readers, however, quickly discovered that it was really a book about how to defend yourself against intimidating people. The intimidator in someone's life at any given time might be a deal-killing attorney, overbearing boss or supervisor, annoying co-worker, petty bureaucrat, unreasonable client, or unscrupulous competitor. Now the timeless message of To Be or Not to Be Intimidated? can be applied to the problems of a whole new generation of people who are struggling to make sense out of today's world of chaos and uncertainty. The book explains, in candid terms, what intimidation is, why you become intimidated, and how you can avoid the mental lapses that can cause even the most successful people to sometimes fall victim to intimidation.

In this new millenium it may be fair to ask, "Why look at Wundt?" Over the years, many authors have taken fairly detailed looks at the work and accomplishments of Wilhelm Wundt (1832-1920). This was especially true of the years around 1979, the centennial of the Leipzig Institute for Experimental Psychology, the birthplace of the "graduate program" in psychology. More than twenty years have passed since then, and in the intervening time those centennial studies have attracted the attention and have motivated the efforts of a variety of historians, philosophers, psychologists, and other social scientists. They have profited from the questions raised earlier about theoretical, methodological, sociological, and even political aspects affecting the organized study of mind and behavior; they have also proposed some new directions for research in the history of the behavioral and social sciences. With the advantage of the historiographic perspective that twenty years can bring, this volume will consider this much-heralded "founding father of psychology" once again. Some of the authors are veterans of the centennial who contributed to a very useful volume, edited by Robert W. Rieber, Wilhelm Wundt and the Making of a Scientific Psychology (New York: Plenum Press, 1980). Others are scholars who have joined Wundt studies since then, and have used that book, among others, as a guide to further work. The first chapter, "Wundt before Leipzig," is essentially unchanged from the 1980 volume.

Since its inception, the field of psychology has emphasized the importance of creating and maintaining social connections. Though theorists often disagree on how and why people form and maintain relationships, they agree on the importance of having a few positive and lasting relationships, and on the seriousness of social exclusion. The Oxford Handbook of Social Exclusion offers the most comprehensive body of social exclusion research ever assembled. Bringing together contributions from leading scholars from a wide variety of theoretical perspectives, this volume explores: - why people have a need to belong, why people exclude others, and how people respond to various forms of social exclusion. - research on how social exclusion affects people according to their stage of development, their involvement in romantic relationships, and within their work relationships. - the power of social exclusion in shaping a variety of behavioral and cognitive processes. - research on how to reduce the often negative consequences of social exclusion. This is an exciting time of proliferation in social exclusion research, as new findings spark new questions regarding the causes and consequences of social exclusion. Both stimulating and foundational, the current research and theories presented in this handbook represent a fertile area of study from which future insights can be gained.

This volume introduces a series of different data-driven computational methods for analyzing group processes through didactic and tutorial-based examples. Group processes are of central importance to many sectors of society, including government, the military, health care, and corporations. Computational methods are better suited to handle (potentially huge) group process data than traditional methodologies because of their more flexible assumptions and capability to handle real-time trace data. Indeed, the use of methods under the name of computational social science have exploded over the years. However, attention has been focused on original research rather than pedagogy, leaving those interested in obtaining computational skills lacking a much needed resource. Although the methods here can be applied to wider areas of social science, they are specifically tailored to group process research. A number of data-driven methods adapted to group process research are demonstrated in this current volume. These include text mining, relational event modeling, social simulation, machine learning, social sequence analysis, and response surface analysis. In order to take advantage of these new opportunities, this book provides clear examples (e.g., providing code) of group processes in various contexts, setting guidelines and best practices for future work to build upon. This volume will be of great benefit to those willing to learn computational methods. These include academics like graduate students and faculty, multidisciplinary professionals and researchers working on organization and management science, and consultants for various types of organizations and groups.

This book contains a series of papers which were presented during the Fourth International Symposium on Human Factors in Organizational Design and Management, held in Stockholm. The symposium was primarily concerned with human organization in the development, introduction and use of new technology as a challenge for human resource development in a changing world. The focus of the symposium was on organizational and management issues (macroergonomics) rather then the more traditional microergonomic aspects of human factors. Particular attention was paid to the improvement of the quality of work life including human resource development and productivity.

A broad selection of papers on theory, methodology, research findings, reviews and case studies from leading scientists and professionals throughout the world. These papers provide the reader with a good insight into the ODAM field with special attention to the development, introduction and use of new technologies.

This book compares the unique features of workplace mediation to other contexts of mediation, as well as the specific competences each situation requires of the mediator. It covers many important issues related to workplace mediation and discusses interventions by managers, such as conflict coaching and informal mediation. It proposes a new model to assess the effectiveness of mediation, and discusses the impact of legal systems, HRM policies, as well as power structures, and cultural differences. The book takes into account perspectives from multiple disciplines, such as management, business, psychology, law and sociology. It also discusses mediation aspects from a variety of cultural and regional contexts. The book advances knowledge about the application, process and effects of workplace mediation and includes practical tips for scholars, practitioners, mediators and managers to enhance their mediation practice or to foster constructive conflict management in organizations.

The Lost Self: Pathologies of the Brain and Identity is an in-depth exploration of one of the most mysterious and controversial topics in neuroscience, neurology, psychiatry and psychology-namely, the search for the biological basis of the self. The book is a guide to understanding how the brain creates who we are, and what happens when things go wrong. For the first time in a single volume, some of the foremost experts in the fields of philosophy, cognitive neuroscience, neurology, and psychology join together to explore the neurobiology of the self. They first lay the foundation for an understanding of the topic. Then they provide fascinating and detailed accounts of how the self is transformed in patients with brain lesions, autism, and dementia, as well as in drug induced states, during meditation, and while dreaming. Their analysis of these disorders and states is used as a springboard toward a deeper understanding of how a brain creates a self. This fascinating volume will be invaluable to neuroscientists, psychologists, psychiatrists, neurologists, and philosophers of mind, and to their students and trainees.

The unconscious dynamics that surface in groups when authority is exercised are of paramount importance in Group Relations Conferences; this volume addresses these considerations through research findings and speculation on the future of Group Relations both within conferences and outside of them. This is the sixth instalment in a series of books based on Tavistock Group Relations Conferences and contains a collection of papers presented at the sixth Belgirate conference. Combining chapters on theory and practice, this volume delivers a meditation on the relationships between the physical spaces we inhabit or co-create, the psychic, inner or spiritual space and the liminal space in-between. Group Relations provides a window of understanding into why inequity and intergroup hostilities pervade the modern world alongside a method that illuminates how people consciously and unconsciously contribute to these tensions, whether personally, in groups or in organisations. This will be an invaluable resource for practitioners, academics, and scholars of Group Relations, as well as managers and organisational members wanting to learn more about how Group Relations methods can contribute to their organisational success.

Employees have personal responsibilities as well as responsibilities to their employers. They also have rights. In order to maintain their well-being, employees need opportunities to resolve conflicting obligations. Employees are often torn between the ethical obligations to fulfill both their work and non-work roles, to respect and be respected by their employers and coworkers, to be responsible to the organization while the organization is reciprocally responsible to them, to be afforded some degree of autonomy at work while attending to collaborative goals, to work within a climate of mutual employee-management trust, and to voice opinions about work policies, processes and conditions without fear of retribution. Humanistic organizations can recognize conflicts created by the work environment and provide opportunities to resolve or minimize them.

This handbook empirically documents the dilemmas that result from responsibility-based conflicts. The book is organized by sources of dilemmas that fall into three major categories: individual, organizational (internal policies and procedures), and cultural (social forces external to the organization), including an introductionand a final integration of the many ways in which organizations can contribute to positive employee health and well-being.

This book is aimed at both academicians and practitioners who are interested in how interventions that stem from industrial and organizational psychology may address ethical dilemmas commonly faced by employees."

This book offers insights into facilitating sustainable careers through the study of a wide interdisciplinary range of policy investigations and assessment of ongoing practices in the field. By assessing and comparing the transferability of policies and good practices between firms in ten countries and regions of the European Union this book considers the development of sustainable careers across the lifespan at the levels of individuals, organizations and systems. This book is the culmination of a research project from the international European Social Fund network on 'Career and Age, Generation, Experience(AGE)'. It discusses and offers observations on key concerns at the European level: How to make people work longer, remain employable, develop sustainable competencies ? How to adapt the work environment and human resource management policies at employer's level ? And finally, how can public authorities take measures and incentives to support sustainable careers for individuals?

Organizational socialization is the process by which a new employee learns to adapt to an organizational culture. This crucial early period has been shown to have an influence on eventual job satisfaction, commitment, innovation, and cooperation, and ultimately the performance of the organization. After decades of research on organizational socialization, much is now known about this important process. However, some confusion still exists regarding what it means to be socialized.
The Oxford Handbook of Organizational Socialization brings comprehensive reviews of the scholarly literature together with perspectives on what is being done in organizations to integrate and support new employees. The first section introduces the principles and practice of employee socialization and provides a history of the field, and the second section focuses on outcomes and antecedents of socialization. The third section on organizational context, systems, and tactics covers an extensive number of topics, including diversity, person-organization fit, and social networks, and special contexts such as socialization into higher-level jobs, and expatriation. The fourth section reviews process, methods, and measurement. The fifth section goes "beyond the organizational newcomer" to examine socialization in special contexts. The sixth section expands on practice-related issues and walks the reader through two case studies, one in an academic setting and another in a corporate setting. The final chapters provide a "best practices" approach, based on the highest quality research, summarize the state of the field, and offer an agenda for future research as well as suggestions for potential research-practice partnerships.
Unique and thorough in its approach, The Oxford Handbook of Organizational Socialization is a useful single source of information across the range of research relevant to organizational socialization.

Human Performance in Complex Systems introduces readers to the theory of complex systems, examining the role of humans within larger systems and the factors that affect human performance. Sections review the history of one particularly fruitful approach to complexity, providing an overview of complexity science that also discusses our current understanding of complex systems in a variety of domains, including physical, biological, mechanical and organizational. The author also introduces the idea that there are similarities between the successful architecture and control of both biological and organizational systems. Case studies concerning failures and successes within complex systems are also included. The book concludes by using the preceding material to develop principles that can be applied for successful design and control of complex systems.

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.

Corporations of every size have experience of employees who are guilty of lying, stealing, sabotage, hacking, destruction of files and data, and more than a few corporations have been, and continue to be, devastated by the activities of whistleblowers. Profits, secrets and staff morale are all threatened. This book provides a background to the psychology of deviance and offers practical advice about identifying the causes of and prescriptions for reversing disloyalty.

Strategic Stress Management shows how companies can boost performance by adopting integrated organizational strategies to identify and reduce stress in their employees. Including practical advice on how to conduct a stress audit and how to target stress 'hot spots' within an organization, Strategic Stress Management provides a fresh strategic model for the manager concerned with the negative effects stress can have both on company performance and the quality of life of individuals at work.