This book offers an extensive look into the ways living through the COVID-19 pandemic has deepened our understanding of the crises people experience in their relationships with work. Leading experts explore burnout as an occupational phenomenon that arises through mismatches between workplace and individuals on the day-to-day patterns in work life. By disrupting where, when, and how people worked, pandemic measures upset the delicate balances in place regarding core areas of work life. Chapters examine the profound implications of social distancing on the quality and frequency of social encounters among colleagues, with management, and with clientele. The book covers a variety of occupational groups such as those in the healthcare and education sectors, and demonstrates the advantages and strains that come with working from home. The authors also consider the broader social context of working through the pandemic regarding risks and rewards for essential workers. By focusing on changes in organisational structures, policies, and practices, this book looks at effective ways forward in both recovering from this pandemic and preparing for further workplace disruptions. A wide audience of students and researchers in psychology, management, business, healthcare, and social sciences, as well as policy makers in government and professional organisations, will benefit from this detailed insight into the ways COVID-19 has affected contemporary work attitudes and practices.

* Illuminates a people-centric way to lead change - the key to change success * Presents insights from change leaders in the non-profit sector via thick, descriptive storytelling * Authored by a Korean American female change leader - a rarity in the change leadership literature

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.

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.

Conquer the most essential adaptation to the knowledge economy The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth offers practical guidance for teams and organizations who are serious about success in the modern economy. With so much riding on innovation, creativity, and spark, it is essential to attract and retain quality talent--but what good does this talent do if no one is able to speak their mind? The traditional culture of "fitting in" and "going along" spells doom in the knowledge economy. Success requires a continuous influx of new ideas, new challenges, and critical thought, and the interpersonal climate must not suppress, silence, ridicule or intimidate. Not every idea is good, and yes there are stupid questions, and yes dissent can slow things down, but talking through these things is an essential part of the creative process. People must be allowed to voice half-finished thoughts, ask questions from left field, and brainstorm out loud; it creates a culture in which a minor flub or momentary lapse is no big deal, and where actual mistakes are owned and corrected, and where the next left-field idea could be the next big thing. This book explores this culture of psychological safety, and provides a blueprint for bringing it to life. The road is sometimes bumpy, but succinct and informative scenario-based explanations provide a clear path forward to constant learning and healthy innovation. Explore the link between psychological safety and high performance Create a culture where it's "safe" to express ideas, ask questions, and admit mistakes Nurture the level of engagement and candor required in today's knowledge economy Follow a step-by-step framework for establishing psychological safety in your team or organization Shed the "yes-men" approach and step into real performance. Fertilize creativity, clarify goals, achieve accountability, redefine leadership, and much more. The Fearless Organization helps you bring about this most critical transformation.

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.

"Too many companies don't know how to walk the walk of diversity, equity, and inclusion. Getting to Diversity shows them how." -Lori George Billingsley, former Global Chief DEI Officer, Coca-Cola Company In an authoritative, data-driven account, two of the world's leading management experts challenge dominant approaches to increasing workplace diversity and provide a comprehensive account of what really works. Every year America becomes more diverse, but change in the makeup of the management ranks has stalled. The problem has become an urgent matter of national debate. How do we fix it? Bestselling books preach moral reformation. Employers, however well intentioned, follow guesswork and whatever their peers happen to be doing. Arguing that it's time to focus on changing systems rather than individuals, two of the world's leading experts on workplace diversity show us a better way in the first comprehensive, data-driven analysis of what succeeds and what fails. The surprising results will change how America works. Frank Dobbin and Alexandra Kalev draw on more than thirty years of data from eight hundred companies as well as in-depth interviews with managers. The research shows just how little companies gain from standard practice: sending managers to diversity training to reveal their biases, then following up with hiring and promotion rules, and sanctions, to shape their behavior. Almost nothing changes. It's time, Dobbin and Kalev argue, to focus on changing the management systems that make it hard for women and people of color to succeed. They show us how the best firms are pioneering new recruitment, mentoring, and skill training systems, and implementing strategies for mixing segregated work groups to increase diversity. They explain what a difference ambitious work-life programs make. And they argue that as firms adopt new systems, the key to making them work is to make them accessible to all-not just the favored few. Powerful, authoritative, and driven by a commitment to change, Getting to Diversity is the book we need now to address constructively one of the most fraught challenges in American life.

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.

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.

Compiling extensive research findings with real insights from the business world, this must-read book on performance appraisal explores its evolution from the classic appraisal to its current form, and the methodology behind its progression. Looking forward, Aharon Tziner and Edna Rabenu emphasize that well-conducted appraisals combine a mixture of classic and current, and are here to stay. The book first presents a primer to performance appraisals, covering the role of management, the appraisers, and external and political influences. The authors then present ways to improve the appraisal system through training, methodology and diversification. Consequently, they outline the key questions and opportunities facing the research and business communities, including the rapidly developing technological and democratic workforce. In particular, the authors highlight the need for the creation of a ''climate of performance'' and innovation in research, for the betterment of both the individual employee and society as a whole. Improving Performance Appraisal at Work is a comprehensive guide for researchers in business and management, human resource management and organizational behavior. The authors cover an extensive array of issues relating to the role of employee performance appraisal, making this book an excellent advisory text for those in professional human resource roles.

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?

A comprehensive guide to the alternative sociology originating in the work of Dorothy E. Smith, this Handbook not only explores the basic, founding principles of institutional ethnography (IE), but also captures current developments, approaches, and debates. Now widely known as a "sociology for people," IE offers the tools to uncover the social relations shaping the everyday world in which we live and is utilized by scholars and social activists in sociology and beyond, including such fields as education, nursing, social work, linguistics, health and medical care, environmental studies, and other social-service related fields. Covering the theoretical and methodological underpinnings of IE, recent developments, and current areas of research and application that have yet to appear in the literature, The Palgrave Handbook of Institutional Ethnography is suitable for both experienced practitioners of institutional ethnography and those who are exploring this approach for the first time.

This book focuses on the interface of work and personal life of international professionals. The globalization of business has led to an increasing number of people who work in international roles either through working abroad on different kinds of assignments or through international travelling. This book provides novel knowledge on the topic from different perspectives, highlighting not only the inherent challenges but also the positive side of working in a modern globalized world. Moreover, the book contributes by bringing together international professionals' own experiences, family members' experiences, organizational aspects and new theoretical discussions and models. The book covers several different perspectives on the work and personal life interface offering insights on the areas like adjustment, social support, dual-career issues and organizational practices. The book examines the situations of several different types of international employee such as organizational expatriates, self-initiated expatriates and international business travellers. The new interesting research evidence is provided from various country contexts from North America, Europe and Asia by researchers around the world.

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."

Relevant to, and drawing from, a range of disciplines, the chapters in this collection show the diversity, and applicability, of research in Bayesian argumentation. Together, they form a challenge to philosophers versed in both the use and criticism of Bayesian models who have largely overlooked their potential in argumentation. Selected from contributions to a multidisciplinary workshop on the topic held in Sweden in 2010, the authors count linguists and social psychologists among their number, in addition to philosophers. They analyze material that includes real-life court cases, experimental research results, and the insights gained from computer models.

The volume provides, for the first time, a formal measure of subjective argument strength and argument force, robust enough to allow advocates of opposing sides of an argument to agree on the relative strengths of their supporting reasoning. With papers from leading figures such as Michael Oaksford and Ulrike Hahn, the book comprises recent research conducted at the frontiers of Bayesian argumentation and provides a multitude of examples in which these formal tools can be applied to informal argument. It signals new and impending developments in philosophy, which has seen Bayesian models deployed in formal epistemology and philosophy of science, but has yet to explore the full potential of Bayesian models as a framework in argumentation. In doing so, this revealing anthology looks destined to become a standard teaching text in years to come. "

This book explores the differences between Western and non-Western cultures to provide a more comprehensive understanding of psychological contract and its consequences on employees' behavioral, attitudinal, and cognitive outcomes. Further, it discusses the culturally-relevant elements of HR practices that affect employee expectations, job satisfaction, commitment, and motivation based on their perceptions of the level of fulfilment of their psychological contract. Integrating both qualitative and quantitative methods, it is the first book to examine the current state of the South Asian workforce and will advance research on industrial relations, employee relationship management, and corporate management of South Asian employees around the world.

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.

Stress is an increasingly popular subject and is studied across a range of areas within psychology. Examples relate to everyday issues like school, family and stress within the workplace. New edition examines stress related to current hot topics, like stress and technology.

In an increasingly superficial and disconnected world, Jungian psychology offers a more soulful alternative. It provides a frame within which we can more easily notice and understand the voice of the unconscious and its implications, allowing us to build deeper relationships and lead more meaningful lives. In this book, Laurence Barrett explores the fundamental principles and structures of Jung's model of the mind and considers ways in which these may be applied and extended to a modern coaching and consulting practice. It offers a deep but accessible insight to Jungian theory, supported by a wealth of source materials and rich examples from the author's own work and experience. A Jungian Approach to Coaching will help experienced coaches to better support individuals, groups, and organizations, in a rediscovery of their humanity and their potential. It will help turn leaders into people.

Has COVID-19 ushered in the end of the office? Or is it the office's final triumph? For decades, futurologists have prophesied a boundaryless working world, freed from the cramped confines of the office. During the COVID-19 crisis, employees around the globe got a taste of it. Confined by lockdown to their homes, they met, mingled, collaborated, and created electronically. At length, they returned to something approaching normality. Or had they glimpsed the normal to come? In The Momentous, Uneventful Day, Gideon Haigh reflects on our ambivalent relationship to office work and office life, how we ended up with the offices we have, how they have reflected our best and worst instincts, and how these might be affected by a world in a time of contagion. Like the factory in the nineteenth century, the office was the characteristic building form of the twentieth, reshaping our cities, redirecting our lives. We all have a stake in how it will change in the twenty-first. Enlivened by copious citations from literature, film, memoir, and corporate history, and interspersed with relevant images, The Momentous, Uneventful Day is the ideal companion for a lively current debate about the role offices will play in the future.

This book offers strategic leaders with essential information for their most important role: the change management function of positioning the organization for success into the future. To do so, leaders need to sort through a myriad of forecasts, predictions and weak indicators of change to make timely decisions. This volume addresses the most critical factor for future success: people and, specifically, harnessing the potential the current youth cohort will bring when they join the full-time workforce. Drawing on multi-disciplinary analyses by 37 researchers, the book presents an integrative assessment of the characteristics that those in the current youth cohort are likely to bring to the workplace. The focus is on those born after 2005 with an examination of the implications of this cohort being raised from birth immersed in an increasingly omnipresent digital environment which extends far beyond social media. The authors see the coming 'digital tsunami' as creating disruptive effects across major elements of our economy and even society however optimistically conclude that the digital environment and the development of 21st Century skills in schools will equip the next generation with essential competencies, attitudes, social skills and work goals. The key to harnessing the potential of this generation will be to modify current human resources and workplace practices which will mean sweeping away much of the 'boomer' legacy that this cohort has imprinted on organizations. To assist leaders, the book goes beyond presenting a rich portrait of who these youth may become by providing practical recommendations for the changes that need to start now in order to position the organization to benefit from what they will bring. As the astute strategic leader knows: objects in the future can be closer than they appear.

This highly useful reference outlines best practices in key areas of human resources that are not only fair and equitable, but that can withstand legal scrutiny. Industrial/organizational experts apply their empirical knowledge and practical experience to aspects of HR that are commonly litigated, including broad and specific topics in testing of potential employees, disability issues, compensation and pay equity, and work hours. The book is written to be accessible to readers currently in HR-related graduate-level training as well as HR practitioners with or without background in industrial/organizational psychology. And to add to its utility, chapters feature practical strategies for addressing each of the legal issues presented. Among the topics covered: Measuring adverse impact in employee selection decisions. Using background checks in the employee selection process. Disabilities: best practices for vulnerabilities associated with the ADA. Physical abilities testing. Wage and hour litigation. Clinical psychological testing for employee selection. Conducting compensation equity analyses. Practitioner's Guide to Legal Issues in Organizations brings clear, up-to-date information to graduate students studying human resources, management, industrial/organizational psychology who are interested in legal issues, as well as applied HR practitioners such as industrial/organizational psychologists, human resources generalists, management and labor economists.