This open access book examines the economic, social, and psychological consequences of manufacturing plant closure at the individual level. Using an original data set of over 1,200 workers from Switzerland who lost their manufacturing jobs after the financial crisis of 2008, the author analyzes the determinants of reemployment, the sector of reemployment, and the change in wages over a two year period. In addition, coverage also explores how plant closure affects the social relationship between a displaced worker and his or her significant other, which includes a discussion of the coping strategies on the household level as well as how changes in a worker's social and occupational life affects overall satisfaction. Readers will discover that the burden of structural change disproportionately falls on the shoulders of workers aged 55 and older who often face substantial barriers when trying to return to employment. A larger portion of this group experience long-term unemployment and those who do manage to find a new job often suffer disproportionate wage loss. This result is intriguing in the context of the current demographic change and contradicts the common assumption that young and low-qualified individuals are at greatest risk of unemployment. Advanced age-and not low education-appears to be the primary obstacle to workers finding job satisfaction after being laid off because of market conditions.

The papers collected here represent the growing range of issues addressed by both economists and psychologists. The collection's main objectives are twofold: to broaden the behavioral basis of economic analysis at a social level and to expand the limits of economic theory's applicability. The contributors attempt to find a common ground of analysis that bridges disciplines and to establish a framework that integrates psychology's contributions with economics. They explore mathematical models of psychological functions, the use of psychoanalytic theory in economics, entrepreneurial behaviour, and the impact of personality types on organizations.

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.

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."

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.

Relationships in Organizations is an exploration into the current world of relationships in the workplace. The book focuses on the ways in which organizational relationships - be they friendships, colleague relationships, superior-subordinate relationships, negative relationships, romantic liaisons or simply membership to a social network - can influence and affect our experience of work. The contributors are leaders in their field and present varied and cutting edge ideas regarding the dynamics of relationships in the workplace. This follows on from the volume Friends and Enemies in Organizations, expanding the scope to all manner of workplace relationships. These books are the first in the field of organizational psychology to provide a comprehensive treatment of workplace relationships from multiple perspectives.

This edited collection takes a multi-disciplinary approach to the 'Active Ageing' agenda to enable readers to consider the implications of this phenomenon for the law, the workplace, and for working lives from a holistic perspective. Challenges of Active Ageing brings together academics working throughout Europe from different disciplines including law, industrial relations, human resource management and occupational psychology to explore and debate the challenges of the 'Active Ageing' agenda for equality law and management practice. Also including shorter contributions from law, human resource management, trade union and other practitioners, this book aims to fully reflect how organizations can adjust their practices to respond to the challenge of an aging population and extended working lives.

This book aims to provide a deeper understanding of the concept and negative outcomes of employee loyalty, considering employees in organizations and OB theory, and comparing employee experiences across both European and East Asian cultures. Through an international analysis of employee loyalty within the service industry, the author highlights the importance of this highly relevant but often overlooked topic to addressing practical issues such as conflict solution, employee retention, service mentality, and work effort. Building on a clear definition and evaluation of the concept of employee loyalty, this book explores meaningful theoretical and practical implications of employee views of the organization, working group, and supervisor.

Money. The root of all evil? Arguably. Essential to our lives? Certainly. A main driver of human thought, emotion, and action? Absolutely--and psychology and its related fields are getting closer to understanding its complex role in human behavior and in society. The Psychological Science of Money brings together classic and current findings on the myriad ways money affects brain, mind, and behavior to satisfy not only our needs for material gain, but also for autonomy and self-worth. Leading experts trace the links between early concepts of value and modern symbolic meanings of wealth, in addition to identifying the areas of the human brain that together act as its financial center. This cross-disciplinary analysis helps clarify the neuroscience behind pathological gambling, the critical role of time in financial decisions, and the impact of money on diverse personal activities and interpersonal relationships. Included in the coverage: Materiality, symbol, and complexity in the anthropology of money. The (relative and absolute) subjective value of money. Conscious and unconscious influences of money: two sides of the same coin? A life-course approach to dealing with monetary gains and losses Motivation and cognitive control: beyond monetary incentives. An integrative perspective on the science of getting paid. The psychological science of spending. The unique role of money in society makes The Psychological Science of Money a singularly fascinating resource with a wide audience among social psychologists, industrial and organizational psychologists, economists, sociologists, anthropologists, and public policymakers.

"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.

Thisvolume presents evidence-based ideas on all three converging forces to suit an array of individuals and their organisations. Thevolume is thick with evidence, detail and case studies that the reader can draw upon and apply to their own situations.

Defining exactly what is leadership has been a persistent problem for researchers and theorists. Discovering how to create or produce leaders likewise has been a difficult challenge over the years.

Written by an academic, executive and coach, the author focuses on three important converging aspects: leadership, followership and coaching. Focus on leaders is disproportionate to what actually occurs within most organisations especially the relationship between the leader and the followers. That leadership is tantamount with being in control of a situation is challenged, together with the belief that leadership capability is primarily shaped in line with a set of success criteria. The coach plays a significant part in this process although rarely visible. "

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.

This book is focused on work, occupation and career development: themes that are fundamental to a wide range of human activities and relevant across all cultures. Yet theorizing and model building about this most ubiquitous of human activities from international perspectives have not been vigorous. An examination of the literature pertaining to career development, counseling and guidance that has developed over the last fifty years reveals theorizing and model building have been largely dominated by Western epistemologies, some of the largest workforces in the world are in the developing world. Career guidance is rapidly emerging as a strongly felt need in these contexts. If more relevant models are to be developed, frameworks from other cultures and economies must be recognized as providing constructs that would offer a deeper understanding of career development. This does not mean that existing ideas are to be discarded. Instead, an integrative approach that blends universal principles with particular needs could offer a framework for theorizing, research and practice that has wider relevance. The central objective of this handbook is to draw the wisdom and experiences of different cultures together to consider both universal and specific principles for career guidance and counseling that are socially and economically relevant to contemporary challenges and issues. This book is focused on extending existing concepts to broader contexts as well as introducing new concepts relevant to the discipline of career guidance and counseling.

The present book collects, integrates, and discusses the range of perspectives and discourses on agency at work. In addition, the book compiles the empirical research that has been generated by various perspectives. The chapters deal with the relationship between (a) agency at work, and (b) professional learning and development. They encompass a wide variety of working life domains and/or contexts, and are based on a broad range of epistemological and theoretical standpoints. This volume is not only thought to bring together current research, but also to foster the contemporary discourse on workplace agency a few steps further. Although the book strongly focuses on research originating in the field of workplace learning, its contents may be of interest to researchers from other scientific domains, such as socio-cognitive and development psychology, organisational behaviour, leadership, economics, life-course research, and philosophy.

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.

Handbook of Organizational Creativity: Individual and Group Level Influences, Second Edition covers creativity from many perspectives in two unique volumes, including artificial Intelligence work, creativity within specific applied domains (e.g., engineering, science, therapy), and coverage of leadership. The book includes individual, team and organizational level factors and includes organizational interventions to facilitate creativity (such as training). Chapters focus on creative abilities and creative problem-solving processes, along with individual differences such as motivation, affect and personality. New chapters include the neuroscience of creativity, creativity and meaning, morality/ethicality and creativity, and creative self-beliefs. Sections on group level phenomena examine team cognition, team social processes, team diversity, social networks, and multi-team systems and creativity. Final coverages includes different types and approaches to leadership, such as transformational leadership, ambidextrous leadership leader-follower relations, and more.

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.

Making important business decisions is usually a difficult and complicated task. In the modern economy where businesses have to solve increasingly complex decision-making problems, it is important to learn and use methods and techniques including the analysis of behavioral data to support decision-making in practice. This book presents various methods and solutions to problems in modern data acquisition techniques and practical aspects of decision making. In particular, it addresses such important issues as: business decision making, multi-criteria decision analysis (MCDA), multidimensional comparative analysis (MCA), decision games and data acquisition techniques for decision making (declarative techniques and cognitive neuroscience techniques). Important topics such as consumers' rational behavior, environmental management accounting, operational research methods, neuroscience including epigenetics, DEA analysis etc., as well as case studies related to decision making in management are also included.

"The beauty of the ABCDE model and toolkit is that it is simple but not simplistic, it's user-friendly and works in practice." Joanne Gubbay, Former Head of Learning and Development, Slaughter and May Lead your team of lawyers to new heights with this tried-and-tested toolkit, based on 25 years' practical experience of getting the best out of lawyers. Leading Lawyers distils 25 years of experience at helping people do just that into one easy-to-read practical toolkit. Based on the successful ABCDE methodology, this guide will help you identify your natural leadership style, identify the various needs and personalities in your team of lawyers, and align everything to become a truly impactful and supportive leader. Packed with real-life inspiring examples, ready-made tools and memorable tips, Leading Lawyers will help you reflect on your own communication preferences, and use what you learn to get different stakeholders and different personalities on board. From scoping the project with a client to reviewing progress and success, from on-boarding a new team member to tackling a stubborn problem, there are examples each step of the way and opportunities to plan how to use the approach in practice, so you can become an even more effective team leader. SALLY SANDERSON is a multi-award-winning consultant to law firms. Specialising in leadership, emerging leaders, people and project management, she uses personality profiling to increase self-awareness and speed up development. Her ABCDE approach has been used by thousands of lawyers across the world with outstanding results.

While the field of management has developed as a research discipline over the last century, until the early 1990s there was essentially no acknowledgement that the human spirit plays an important role in the workplace. Over the past twenty years, the tide has begun to turn, as evidenced by the growing number of courses in academia and in corporate training, and an exponential increase in the publications emerging through creative interaction of scholars and practitioners in organizational behaviour, workplace diversity, sustainability, innovation, corporate governance, leadership, and corporate wellness, as well as contributions by psychotherapists, theologians, anthropologists, educators, philosophers, and artists. This Handbook is the most comprehensive collection to date of essays by the preeminent researchers and practitioners in faith and spirituality in the workplace, featuring not only the most current research and case examples, but visions of what will be, or should be, emerging over the horizon. It includes essays by the people who helped to pioneer the field as well as essays by up and coming young scholars. Among the questions and issues addressed: * What does it mean to be a "spiritual" organization? How does this perspective challenge traditional approaches to the firm as a purely rational, profit-maximizing enterprise? * Is faith and spirituality in the workplace a passing fad, or is there a substantial shift occurring in the business paradigm? * How does this field inform emerging management disciplines such as sustainability, diversity, and social responsibility? * In what ways are faith and spirituality in the workplace similar to progressive and innovative human resource practices. Does faith and spirituality in the workplace bring something additional to the conversation, and if so, what? The aim of The Handbook of Faith and Spirituality in the Workplace is to provide researchers, faculty, students, and practitioners with a broad overview of the field from a research perspective, while keeping an eye on building a bridge between scholarship and practice.

This book provides a multifaceted analysis of how the human face drives many of our most important social behaviors. People perceive the identities, genders, and attractiveness of others from the many different faces they see every day. There has been great deal of research on the psychology, neuropsychology and neuroscience of how these perceptions are formed. However the facial displays of leadership, with their almost ubiquitous role in our social lives, remain largely unexplored. Carl Senior argues that perhaps now more than ever, it is crucial to understand how facial displays communicate leadership abilities. This book brings together perspectives from a range of international experts across a variety of fields including social psychology, organisational sciences and the study of primates, with the aim to further our understanding of this fundamental social force. Scholars and professionals, as well as anyone interested in learning more about how the face is used to drive our perception of leadership, will find this book of great interest.

In 100 Things Every Designer Needs to Know About People, 2nd Edition, Dr. Susan Weinschenk shows design and web professionals how to apply the latest research in cognitive, perceptual, and social psychology to create more effective web sites and apps. Dr. Weinschenk offers concise, plain-English insights and practical examples for designing sites and apps that are more intuitive and engaging, because they match the way humans think, work, and play.

Updated to reflect the latest scientific findings, this full-color, relentlessly practical guide will help you whether your background is in visual design, interaction design, programming, or anything else. Weinschenk will help you improve the many design choices you make every single day - from choosing fonts and chunking information to motivating people and guiding them towards purchase.

Not just another "web design guidelines" book, 100 Things Every Designer Needs to Know About People, 2nd Edition explains the why behind the guidelines, and exposes the many web design myths and "urban legends" that stand in your way. Dr. Weinschenk shows you what makes humans tick, and helps you translate that knowledge into exceptionally successful designs. The concise, practical, full-color guide to building great web sites and apps by reflecting human psychology in all you do - now fully updated for the latest research

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.

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.