'Entrepreneurial identities permeate virtually every facet of the venturing process, but the study of these identities has received surprisingly little attention among scholars. Thomas Duening and Matthew Metzger address this problem with this insightful and timely edited volume. They have compiled an impressive array of research that covers both macro- and micro-level explorations of entrepreneurial identities. Most importantly, these chapters provide numerous examples of tangible advice to interested educators about how to foster the entrepreneurial spirit and build the entrepreneurial identity within their own students. This book is a must-read for anyone interested in entrepreneurial identities.' - Charles Murnieks, Oregon State University, US Entrepreneurship is an academic discipline that, despite decades of growth in research and teaching activity lacks a traditionally distinct or common pedagogy. In this book, editors Thomas N. Duening and Matthew L. Metzger explore entrepreneurial identity as a new basis upon which curricula can be constructed for aspiring entrepreneurs. Critically, this perspective is based on the insight that there is a fundamental difference between venture development and entrepreneur development. Unfortunately, most current interventions for aspiring entrepreneurs focus on the former at the expense of the latter. The editors have collected work from an international team of authors with diverse views on how identity theory applies to entrepreneur development. Chapters focus primarily on macro-level identity issues (that is, how do these entrepreneurial archetypes form, persist, and sometimes change) or micro-level identity issues (that is, how can educators and resource providers identify, communicate, and incentivize identity construction among aspiring entrepreneurs). This book provides a general theoretical background and offers numerous suggestions for application and further research. One example of this is the 'For Further Reading' feature at the end of each chapter which is perfect for assisting those who want to delve deeper into various topics. This essential resource will be of interest to researchers, resource providers and students alike. Contributors include: D. Boje, A. Donnellon, T.N. Duening, R. Gill, B. Mathias, M.L. Metzger, R. Smith, K. Williams-Middleton

To date, academics, practitioners and students in South Africa interested in career psychology have had to rely largely on textbooks from the US and Europe. However, politics, economics and prevailing social conditions have had a major influence on the nature, form and direction of this field in South Africa, and while many of these are excellent references, they understandably focus on issues relevant to their own environment. Career psychology in the South African context examines historical and state-of-the-art career practices in career psychology, particularly in relation to conditions in this country. Career psychology in the South African context provides descriptive and critical analyses of career theories and current thought on career development, referring to many published articles both in South Africa and abroad. It gives a South African perspective on the process of career choice, and considers which aspects of overseas practice can be applied locally and which aspects require further research. Additional chapters in this edition include life design, unemployment and the influence of poverty on career choice. Career psychology in the South African context is aimed at undergraduate and postgraduate students as well as career practitioners, psychologists, educationists and teacher-counsellors.

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.

Today's workers spend upwards of 80% of their time collaborating and teams have become the fundamental unit within organizations. Creative Success in Teams summarizes for practitioners and researchers what drives team creativity. Utilizing research from psychology, organizational behavior/management, business, and education, the book discusses how best to start, manage, and foster creativity in team environments, how to encourage participation and collaboration, what makes for the most creative team, and how best to lead and evaluate creative teams.

Are you burning brightly-or burning out-in your spiritual, mental, physical, and emotional life? Do you find yourself being torn between work and family? Between what you have to do and what you want to do? In Burn Brightly Without Burning Out, Richard K. Biggs examines twenty delicate contrasts we all face and urges readers to gradually improve the balance between work and the other aspects of life. Filled with examples and exercises, each brief chapter reveals timeless truths, offers practical application tips, and issues a call to action."I love the big message of this small book," writes John Maxwell in the foreword. "Whether you're struggling to find work/life balance, or seeking to better the quality of life you now enjoy, Richard can help."

This lively guide showcasing original and carefully curated research illustrates the dynamic relationship between discourse and organizational psychology. It maps the origins and development of discursive approaches in the field of organizational psychology and provides a timely review of the challenges that may confront researchers in the years to come, thereby charting the current and future boundaries of the field. A Guide to Discursive Organizational Psychology delineates a potential research agenda for discursive organizational psychology. Contributions include empirically rich discussions of both traditional and widely studied topics such as resistance to change, inclusion and exclusion, participation, multi-stakeholder collaboration and diversity management, as well as newer research topics such as language negotiations, work time arrangements, technology development and discourse as intervention. Discursive devices for addressing these phenomena include interpretive repertoires, modes of ordering, rhetorical strategies and sense-making narratives. This timely book will serve as a guide for students or researchers who are new to discourse analysis in the field of organization and management studies, and provide new perspective to anyone seeking to enhance their conceptual and methodological understanding of the field. It marks a central reference point for anyone interested in the intersection of discursive approaches and organizational psychological phenomena. Contributors include: P. Dey, C. Gaibrois, A.-K. Heydenreich, P. Hoyer, C.D. Jacobs, C. Michels, J.C. Nentwich, R. Pfyl, D. Resch, F. Schulz, C. Steyaert, F. Ueberbacher

This book explores elements of team dynamics and interactions that block or enable effective ideation. The author investigates interpersonal dynamics, inhibitors of collaboration and boosters of ideation efficiency that govern the ability of a team to generate new and valuable ideas. Where it is widely accepted that teams are a necessity in the creative process, this book highlights the inconsistency in terms of quality and reliability of creative output when looking at teams. Why do some teams struggle, and others succeed in innovating? This book offers a valuable resource for those interested in the qualities and interventions that can impact the ideation potential of a team.

Elgar Research Agendas outline the future of research in a given area. Leading scholars are given the space to explore their subject in provocative ways, and map out the potential directions of travel. They are relevant but also visionary. This state-of-the-art book takes a forward-looking perspective on the field of Human Resource Management (HRM). Each contribution takes a view, or position, on the likely development of the HR function, and identifies interesting areas and subjects of research that would help address this future positioning. The book's expert contributors provide short and succinct reviews of 12 key topics in strategic HRM, including HR strategy and structure, talent management, selection, assessment and retention, employee engagement, workplace well-being, leadership, HR analytics, productivity, innovation, and globalisation. Each chapter identifies the strengths and gaps in our knowledge, maps out the important intellectual boundaries for their field, and outlines current and future research agendas and how these should inform practice. In examining these strategic topics the authors point to the key interfaces between the field of HRM and cognate disciplines, enabling researchers and practitioners to understand the models and theories that help tie this agenda together. Offering a comprehensive guide to current research and pioneering perspectives for future avenues of inquiry, this Research Agenda will be essential reading for academics, practitioners and researchers in the field of HRM. Contributors include: J.W. Boudreau, C. Brewster, S. Cartwright, W.F. Cascio, A.H. Church, J. Coetsee, D.G. Collings, C. Cooper, P.C. Flood, J.A. Gruman, A. Hesketh, K. Jiang, J. Kautz, D. Lepak, V. Lin, A. McDonnell, J. McMackin, W. Mayrhofer, L. Otaye-Ebede, R.E. Ployhart, A.M. Saks, K. Sanders, H. Shipton, A. Smale, P. Sparrow, H. Yang

Answering pressing questions regarding employee selection and mobbing culture in the workplace, Andrew R. Timming explores the unique intersection of the biological sciences and human resource management. With a rich set of theoretical and empirical chapters, the author shines an innovative light on the fields of human resource management, organizational behavior and evolutionary psychology, engaging with the nature vs. nurture debate as well as offering a ground-breaking explanation for workplace bullying, unconscious bias, and employee selection decision-making. At times poignant and controversial, the book illustrates the dark side of human nature, with a unique focus on our primordial instincts. An excellent exploration into an emerging area, this Footprint will be ideal for human resource management and organizational behavior academics, as well as those interested in applied evolutionary, social, organizational, and experimental psychology.

This insightful book provides a comprehensive overview of modern occupational health psychology, collated by leading international academics. The authors offer timely and expert discussion on core themes in this rapidly developing, state-of-the-art field. Each of the eleven original chapters describes an essential topic within occupational health psychology, all focusing on the most progressive and contemporary international research. Included are chapters on subjects with established research history, for example occupational stress and job satisfaction, alongside newly emerging additions such as work addiction and executive coaching. This book will be an invaluable and unique reference source for organizational health academics, researchers and postgraduate students. Workplace Psychological Health is also offered as a useful companion text to human resource professionals and practitioners wanting to maintain continuing professional development.

Elgar Research Agendas outline the future of research in a given area. Leading scholars are given the space to explore their subject in provocative ways, and map out the potential directions of travel. They are relevant but also visionary. A Research Agenda for Entrepreneurial Cognition and Intention suggests new directions and approaches to study the internal thought processes of entrepreneurs by examining areas that have been under-researched, ignored or overlooked. Proposing new views on the idea of an entrepreneurial personality, new methodologies and theories of cognition and influence of personality, the contributors go beyond the study of individual intentions to evaluate group intentions. Furthermore, the book proposes that current research methods limit our understanding of entrepreneurial processes by not connecting to the wider entrepreneurial audience. With this in mind, key chapters focus on the role and relevance of language and gender in entrepreneurship. Academic researchers and advanced students looking to explore the latest research methods and statistical approaches will find this Research Agenda extremely useful for creating new research pathways. The case studies will also be exceptionally useful for those with a wider interest in entrepreneurship and those who wish to have a greater understanding of entrepreneurial intention. Contributors include: G.A. Alsos, G. Bertrand, M. Brannback, C.G. Brush, A.L. Carsrud, R. Germon, P.G. Greene, D.M. Hechavarria, A. Ingram, I. Jaen, F. Kropp, N. Krueger, F. Linan, A. Maalaoui, J. Mezei, S. Nikou, T.F. Nogueira, C. Perez, M. Razgallah, L. Schjoedt, K.G. Shaver, R. Yitshaki

Stress is commonly witnessed in the workplace due to environmental factors and human interaction and can result in health complications, high turnover, and more. While stress is often perceived negatively, a manageable amount of stress may work as a helpful motivator for some workers. In the dynamic business environment, the performances, working efficiency, innovative work behavior, and creativity in the existence of stress is understudied. It is essential to understand the complexities of occupational stress and the strategies to use it as a support. Complexities and Strategies of Occupational Stress in the Dynamic Business World provides an in-depth understanding about the magnitude and the reasons behind varying impacts of stressors. It delimits the geographical context while including cross-cultural dimensions to explore the depth and variations of occupational stress. Covering topics such as health capital, turnover intentions, and work-family conflict, this premier reference source is an excellent resource for business leaders and managers, human resource managers, libraries, students and educators of higher education, government organizations, occupational therapists, researchers, and academicians.

Elgar Research Agendas outline the future of research in a given area. Leading scholars are given the space to explore their subject in provocative ways, and map out the potential directions of travel. They are relevant but also visionary. This state-of-the-art book takes a forward-looking perspective on the field of Human Resource Management (HRM). Each contribution takes a view, or position, on the likely development of the HR function, and identifies interesting areas and subjects of research that would help address this future positioning. The book's expert contributors provide short and succinct reviews of 12 key topics in strategic HRM, including HR strategy and structure, talent management, selection, assessment and retention, employee engagement, workplace well-being, leadership, HR analytics, productivity, innovation, and globalisation. Each chapter identifies the strengths and gaps in our knowledge, maps out the important intellectual boundaries for their field, and outlines current and future research agendas and how these should inform practice. In examining these strategic topics the authors point to the key interfaces between the field of HRM and cognate disciplines, enabling researchers and practitioners to understand the models and theories that help tie this agenda together. Offering a comprehensive guide to current research and pioneering perspectives for future avenues of inquiry, this Research Agenda will be essential reading for academics, practitioners and researchers in the field of HRM. Contributors include: J.W. Boudreau, C. Brewster, S. Cartwright, W.F. Cascio, A.H. Church, J. Coetsee, D.G. Collings, C. Cooper, P.C. Flood, J.A. Gruman, A. Hesketh, K. Jiang, J. Kautz, D. Lepak, V. Lin, A. McDonnell, J. McMackin, W. Mayrhofer, L. Otaye-Ebede, R.E. Ployhart, A.M. Saks, K. Sanders, H. Shipton, A. Smale, P. Sparrow, H. Yang

'Entrepreneurial identities permeate virtually every facet of the venturing process, but the study of these identities has received surprisingly little attention among scholars. Thomas Duening and Matthew Metzger address this problem with this insightful and timely edited volume. They have compiled an impressive array of research that covers both macro- and micro-level explorations of entrepreneurial identities. Most importantly, these chapters provide numerous examples of tangible advice to interested educators about how to foster the entrepreneurial spirit and build the entrepreneurial identity within their own students. This book is a must-read for anyone interested in entrepreneurial identities.' - Charles Murnieks, Oregon State University, US Entrepreneurship is an academic discipline that, despite decades of growth in research and teaching activity lacks a traditionally distinct or common pedagogy. In this book, editors Thomas N. Duening and Matthew L. Metzger explore entrepreneurial identity as a new basis upon which curricula can be constructed for aspiring entrepreneurs. Critically, this perspective is based on the insight that there is a fundamental difference between venture development and entrepreneur development. Unfortunately, most current interventions for aspiring entrepreneurs focus on the former at the expense of the latter. The editors have collected work from an international team of authors with diverse views on how identity theory applies to entrepreneur development. Chapters focus primarily on macro-level identity issues (that is, how do these entrepreneurial archetypes form, persist, and sometimes change) or micro-level identity issues (that is, how can educators and resource providers identify, communicate, and incentivize identity construction among aspiring entrepreneurs). This book provides a general theoretical background and offers numerous suggestions for application and further research. One example of this is the 'For Further Reading' feature at the end of each chapter which is perfect for assisting those who want to delve deeper into various topics. This essential resource will be of interest to researchers, resource providers and students alike. Contributors include: D. Boje, A. Donnellon, T.N. Duening, R. Gill, B. Mathias, M.L. Metzger, R. Smith, K. Williams-Middleton

Elgar Research Agendas outline the future of research in a given area. Leading scholars are given the space to explore their subject in provocative ways, and map out the potential directions of travel. They are relevant but also visionary. A Research Agenda for Entrepreneurial Cognition and Intention suggests new directions and approaches to study the internal thought processes of entrepreneurs by examining areas that have been under-researched, ignored or overlooked. Proposing new views on the idea of an entrepreneurial personality, new methodologies and theories of cognition and influence of personality, the contributors go beyond the study of individual intentions to evaluate group intentions. Furthermore, the book proposes that current research methods limit our understanding of entrepreneurial processes by not connecting to the wider entrepreneurial audience. With this in mind, key chapters focus on the role and relevance of language and gender in entrepreneurship. Academic researchers and advanced students looking to explore the latest research methods and statistical approaches will find this Research Agenda extremely useful for creating new research pathways. The case studies will also be exceptionally useful for those with a wider interest in entrepreneurship and those who wish to have a greater understanding of entrepreneurial intention. Contributors include: G.A. Alsos, G. Bertrand, M. Brannback, C.G. Brush, A.L. Carsrud, R. Germon, P.G. Greene, D.M. Hechavarria, A. Ingram, I. Jaen, F. Kropp, N. Krueger, F. Linan, A. Maalaoui, J. Mezei, S. Nikou, T.F. Nogueira, C. Perez, M. Razgallah, L. Schjoedt, K.G. Shaver, R. Yitshaki

Just as our transport systems become more and more important to our economic and social well-being, so they become more and more crowded and more at risk from congestion, disruption, and collapse. Technology and engineering can provide part of the solution, but the complete solution will need to take account of the behaviour of the users of the transport networks.

The role of psychologists in this is to understand how people make decisions about the alternative modes of transport and about the alternative routes to their destinations, to understand how novice and other vulnerable users can develop safe and effective behaviours, how competent users can operate within the transport system optimally and within their perceptual and cognitive limitations.

The contributions to this volume address these issues of how the use of our transport systems can be improved by taking into account knowledge of the behaviour of the people who use the systems. Topics discussed include driver training and licensing, driver impairment, road user attitudes and behaviour, enforcement and behaviour change, driver support systems, and the psychology of mobility and transport mode choice.

This work will be of value not only to psychologists but to all transport professionals interested in the application of psychology to traffic.

Almost every person works at some point in their lives. The Research Handbook on Work and Well-Being examines the association of particular work experiences with employee and organizational health and performance. Ronald J. Burke and Kathryn M. Page bring together an impressive collection of contributions where well-being is considered an umbrella term for happiness, satisfaction, flow, engagement, commitment and organizational identification, among other concepts. Chapters describe successful organizational efforts to achieve high levels of employee well-being and creating psychologically healthy workplaces. They cover topics such as transformational leadership, organizational support, training and development and supportive work-family policies and programs. Acknowledging that work experiences and conditions can also contribute to dissatisfaction, insecurity, illness, injuries and even death, they also examine negative work experiences and conditions such as abusive supervision, occupational stress, little control and insecurity. Practical and engaging, this Handbook will appeal to academics and students interested in work and health. Containing the latest research evidence, it will also offer valuable insights to human resource managers, organizational wellness managers and occupational health practitioners. Contributors include: B.L. Ahrens, H.C. Atkinson, D.W. Ballard, T.M. Brobst, R.J. Burke S. Clarke, J.P. Dahms, A. Day, J.K. Dimoff, K.J. Emich, P. Fairlie, M.J. Grawitch, S. Gregersen, J. Halbesleben, N. Hartling, F. Hull, E.K. Kelloway, D. Klotz, C. Korunka, B. Kubicek, M. Lafleche, T. LaMontagne, L.M. Lavaysse, W. Lewchuk, H. Lingard, J. Leilanie Del Prado Lu, A. Milner, K. Moore, V.J. Morganson, A. Nienhaus, K. Page, A. Pervez, N. Reavley, A.M. Richardsen, T.Taris, C. Thomson, M. Turner, S. Vincent-Hoper, J. Weston, T.A. Wright, C.M. Youssef-Morgan