Idiosyncratic deals, or i-deals, are the individualised working arrangements negotiated by employees with the organizations for which they work. Such deals represent an emerging area of study into the effects they have on both parties, as well as co-workers and the wider working world. Do i-deals signify a further breakdown of collectivism within the workplace, or should they be seen as empowering to those employees able to find themselves the best deal? Is the growth of i-deals an inevitable response to the need for more flexible working relationships, or do they erode concepts of equality and fairness? In this important new collection, i-deals are discussed from a comprehensive range of viewpoints. The book examines how i-deals alter the psychological relationship between employee and employer, as well as the notion of career development in an aging and technologically literate workforce. The issue of group relationships is also discussed, in relation to leadership theories, organizational justice and perceived fairness. Finally, the impact on organizational and individual effectiveness is assessed. Are i-deals a good thing for employers looking to maximise productivity within an organization? Do employees work more effectively and efficiently as a consequence of i-deals? Very much a hot topic, this volume represents a key contribution in the area of i-deals from the most active researchers in the field. It will be important reading for all students of work and organizational psychology, human resource management and business management.

In today's changing business environment, the financial health of an organization is increasingly dependent on the extent to which it and its members are able to transform and adapt to these changing internal and external circumstances more effectively than their competitors. Health has been identified as a key driver of socio-economic progress internationally, emphasizing the link between the health of individual workers and the overall performance of an organization. Equally, decades of research has highlighted the major role that work plays in determining physical health and psychological well being.
This handbook focuses on organizational well being in its widest sense, and is concerned with reviewing the factors which are associated with ill health, as well as those which promote positive health and well being. In it, leading international scholars focus on the key issues:
* Absenteeism and presenteeism
* Health and safety,
* Models, measures, and methodologies for measuring well being,
* Individual factors associated with well being such as leadership, emotion, stress, and risk and rewards,
* Organizational factors associated with well being such as working hours, emotional labour, technology, and job insecurity,
* Organizational strategies for improving individual well being.
The handbook ends with two chapters setting out new perspectives - the link between well being and geography and climate, and the importance of corporate social responsibility in creating a sustainable and healthy work environment.
About the Series
Oxford Handbooks in Business & Management bring together the world's leading scholars on the subject to discuss current research and the latest thinking in a range of interrelated topics including Strategy, Organizational Behavior, Public Management, International Business, and many others. Containing completely new essays with extensive referencing to further reading and key ideas, the volumes, in hardback or paperback, serve as both a thorough introduction to a topic and a useful desk reference for scholars and advanced students alike.

This book provides a complete presentation of the past, present, and future of professional burnout by bringing together a set of original papers from an international group of leading scholars on burnout.

In An Existential Approach to Leadership Challenges, Monica Hanaway progresses us forward from a brief, introductory understanding of existential thought to considering how this approach can positively address the practical leadership challenges our twenty-first century leaders face today. Hanaway presents a practical framework to tackle the greatest challenges in leadership, such as creating an inspiring and authentic vision, recruiting, retaining and developing staff and dealing with conflict. In Part I, she presents an overview of existential thought and what existentialism can bring to leadership, helping resolve issues of uncertainty, authenticity, relatedness, freedom and meaning making. In Part II, she explores how to work practically with an existential leadership approach, showing how existentialism can help communicate a vision, examining the vision statements of existing businesses as case studies and explaining the importance of this in recruiting, developing and retaining staff. Finally, she explores how the existential approach is beneficial in preventing, managing and dealing with conflict, defining what conflict is and introducing existentially informed conflict coaching and psychologically informed mediation practice. Combining philosophical and practical thinking, Hanaway has made existentialism an accessible resource for all leaders. This book will appeal to future leaders in practice and in training, and anyone in a leadership role. It will also be of interest to academics and students of coaching and coaching psychology, as well as to those interested in applied philosophy and psychology.

Written by two scholars at the forefront of conducting research on the psychology of consumers and mentoring those new to the field, Becoming a Consumer Psychologist provides a guide to what it takes to become a consumer psychologist, and achieve success in this area. Monga and Bagchi lay out the varied experiences that lead one to be a consumer psychologist in academia, marketing, or public policy. The book discusses the academic route in detail, guiding you on how to apply to schools, including for a Ph.D., what courses to take, and what to expect during your educational experience and after. It also discusses other routes that lead to diverse non-academic career paths in which practitioners apply their knowledge about consumer psychology. The authors' guidance is backed by their own experiences as consumer psychology researchers, mentors, and journal Associate Editors; and the insights that the authors have gathered exclusively for this book from 23 other leading academics and practitioners. This book is essential reading for anyone looking to start their career in consumer psychology, and for mentors and advisors who are guiding students about career choices.

This peer-reviewed series promotes theory and research in the expanding area of occupational stress, health and well-being. Each volume of this series focuses on a particular topic, allowing authors and readers in that area to critically explore the cutting edge work from their discipline. Interest in organizational demography spans several decades (e.g., Pfeffer, 1983). However, in much of the contemporary research on occupational stress and well-being, demographic factors such as gender, age, and race/ethnicity are evident in the background and controlled in statistical analysis. In this volume, we ask whether that should be the case and the extent to which those demographics impact our experience of stress and well-being. Topics for this volume include age, occupational strain, and well-being using a person-environment fit perspective; race, stress, and well being in organizations; gender facades, biological sex, and gender role stereotypes in the workplace; age, resilience, wellbeing, and positive work outcomes; conceptual/theoretical issues related to religion and stress/well-being; and sex and sexual orientation on occupational stress and well being.

Shortlisted for the Judges' Choice Award, The Business Book Awards 2017 In a world of increasingly digitised interactions it's more essential than ever for businesses to connect with their customers and staff on a human level. Trusted gives clear strategies to build and maintain deep professional relationships, authentically. The revolutionary T-spot model explores the five essential areas that must be aligned to create professional trust - mindset, communication, interaction, behaviour and professional image - and reveals where the 'credibility thief' is damaging that trust and, ultimately, your profits. Beautifully designed with concepts illustrated visually throughout, Trusted is full of inspirational ideas, top tips and insights drawn from the authors' work with world-class organisations. It shows leaders how to focus on the skills that impact on the client experience and the company's ability to deliver outstanding service, resulting in improved profits, employee retention, company growth and competitive advantage.

The book deals with problems of visual attention in various lighting conditions, including operator's work in air and road transport during the day, at dusk and during nighttime. Day provides the best condition for transporting people. Night, and to some extent dusk, causes difficulties in perceiving objects and threatens the level of security. Therefore, the experimental part focuses on the basic problems of visual attention under conditions of changing brightness, such as attention shifting, its intentionality and inhibition process and visual search. Stimulus detection times and the efficiency of object identification during simulated flight are also examined, depending on their characteristics and the assessment of aircraft position at night and at dusk, under daytime conditions and when using goggles night vision.

There is evidence of a movement from 'a culture of narcissism' toward elements of a perverse culture. This book brings forth and examines the evidence as it reveals itself through one of the major institutions of our time: the work organisation. Corporations and organisations for work are major centers of social activity. In many senses they provid

This book reflects on the models of leadership espoused by ancient Indic traditions, in particular the Advaita Vedanta tradition. Focusing primarily on the Rajarshi - 'the philosopher king' - the essays in this volume showcase how using these models in contemporary society could lead to the creation of self-aware and empathic leaders and an inclusive society. The book explores examples of the Brahmarshi, or the wise scholar; Rajarshi, or the wise ruler; and Devarshi, or the visionary, to bring together all the ideal virtues of inclusive leadership in the current cultural and political space. The essays in the volume adopt a critical sociological, philosophical and management lens to analyse Indic traditions and dharmic concepts. The volume uses concepts such as dharma, karma and, yoga along with organisational psychology, technology, and management, to arrive at the concept of transcendental leadership. It theorises new definitions of the Rajarshi ideal, which can be used towards public service, social transformation and self-discovery. The volume will be useful for scholars and academics interested in Indic philosophies of leadership and governance, sociology, and social and political inclusivity. It will also be useful for readers in public administration, business and management.

Never before have the pressures of a comparative and competitive world impacted on our sense of wellbeing, particularly among young adults. Building on the principles of Giving Voice to Values, which honors the complexity and difficulty of leading with our values, this book addresses the unique challenges faced by young adults. It provides a clear process that details how to harness natural wisdom to flourish through the relentless pace and pressure of today's world. Moving beyond mere values clarification, Authentic Excellence helps the reader to develop a deeper relationship with their values and confidently express them, and builds effective coping skills to manage the relentless noise of our comparative and competitive world. Authentic Excellence answers five primary questions: How are young adults affected by this world of relentless change and pressure? Why are young adults vulnerable to a plateau that can negatively affect their resilience? What is the difference between fear-based excellence and authentic excellence and what role do values play in this distinction? What is necessary to move beyond fear-based excellence and why is it so hard? How do you train a deeper level of effectiveness that includes more consistent productivity, fulfillment and resilience?

This is an accessible, lucid and stimulating account of the hidden psychology of politics and the hidden politics of the psyche. It is packed with original and imaginative ideas on economics, nationalism, "good-enough" leadership, the citizen and the state, women and men, fatherhood, and the citizen as a "therapist of the world". The author offe

This book sets out to explain how the reflexive inquiry model can be adapted to research so that consultants can continue to evaluate their work and learn from the process. It draws out some implications of the principles, arguments, models, and tools presented for undertaking research.

This book discusses the psychodynamics of leadership-in and relies on concepts of developmental psychology, family systems theory, cognitive theory, dynamic psychiatry, psychotherapy, and psychoanalysis to understand Alexander's behaviour and actions.

Vocational Interests in the Workplace is an essential new work, tying together past literature with contemporary research to present the most comprehensive coverage on vocational interests to date. With increasing recognition of the importance of vocational interests and their relevance to the workplace, this book emphasizes the strong links between vocational interests and work behavior. It proposes new models and approaches that facilitate thorough exploration of the implications of this relationship between interests and practice. The authors, drawing on knowledge and experience from a range of professional backgrounds, cover essential topics, including: interest measurement; personnel selection; motivation and performance; expertise; meaningful work; effects of a global business environment; diversity; and the ongoing development of interests through adulthood to retirement. Endorsed by the Society for Industrial and Organizational Psychology board, this book is a valuable resource for researchers, professionals, and educators in the fields of human resources, organizational behaviour, and industrial or organizational psychology.

Socioanalysis is the study of groups, organisations, and society using a systems psychoanalytic framework: looking beneath the surface (and the obvious) to see the underlying dynamics and how these dynamics are interconnected. This book examines several of the methodologies used in socioanalytic work. Even though the beginnings of socioanalytic investigation lay in the mid-twentieth century, a broad look across several methodologies has not been done before, despite separate publications dealing with particular methods. In addition, several new methods have been developed in recent years, which the present work incorporates.Connecting all these methods is their aim of 'tapping into' the dynamic operation of what the author calls 'the associative unconscious' within and between social systems. The associative unconscious is the unconscious at a systemic level. Each of the methods discussed in this book accesses the associative unconscious in different ways. They help bring hidden dynamics to the surface for people to see how they influence, aid, or inhibit their activities.

Tourism affects millions of individuals, numerous societies and environments in multiple, nuanced and overlapping ways. While it can be viewed as a frivolous leisure pursuit or simply a large industry, with potentially destructive impacts, it might also be understood in terms of its effects on human fulfilment, the good life and greater well-being. This book calls for positive tourism, principally grounded in theories from positive psychology (the study of what makes life worth living), and the development of a body of knowledge that explains what characterises optimal tourist experiences, what enables host communities to flourish and what encourages workers in tourism to thrive. Through original research studies reported in this international volume we aim to further develop this knowledge. The intersections between ongoing and traditionally inspired applications of psychology in tourism and this new thrust in psychological inquiry promise to refresh and challenge tourism research. This book will appeal to researchers and academics in tourism, leisure, positive psychology, management and related fields as well as graduate students, professionals and policy makers.

Joyce & Jung offers a uniquely feminist poststructuralist and post-Jungian psychoanalytic analysis of Stephen Dedalus's psychosexual growth in James Joyce's twentieth-century classic A Portrait of the Artist as a Young Man. Hiromi Yoshida relocates Stephen's growth within the Jungian soul-portrait gallery, known as the "four stages of eroticism," in which Eve, Helen, Mary, and Sophia are collective anima projections. Throughout this dazzling lyrical analysis of poetic identity formation, the mother, the prostitute, the Virgin Mary, and the Bird-Girl are celebrated as Stephen Dedalus's ironically experienced anima women, who enable his achievement of cross-dressed lyric authority.

A series of three books which are themed collections of reprinted articles from the International Review of Industrial and Organizational Psychology (IRIOP) from 1997-2001. Each volume provides collections around a topic area, with new introductions written by the editors for each volume. Written by leading scholars with international reputations in their fields, this authoritative collection provides a high quality, review that will be an invaluable resource for students, researchers and practitioners. Topic focussed, 'best of' collections on a specific theme conveniently incorporated into one book Ideal for graduate study, dissertations, projects, seminars In this volume, the individual within the context of the organisation is examined at three different levels: individuals in organisations; groups and teams; and organisation issues. Together they cover issues such as alternative ways of working, career progression and individuals in teams and groups.

Part of a three-volume set of themed collections of reprinted articles from the International Review of Industrial and Organizational Psychology (IRIOP) from 1997-2001. Each volume provides collections around a topic area, with new introductions written by the editors for each volume. Written by leading scholars with international reputations in their fields, this authoritative collection provides a high quality, review that will be an invaluable resource for students, researchers and practitioners. Topic focussed, 'best of' collections on a specific theme conveniently incorporated into one book Ideal for graduate study, dissertations, projects, seminars This volume considers the culture of the world of work and covers such issues as productivity and performance, employee control and health, workplace bullying, working time, gender issues and the pressure of work on the individual and it's consequences.

Emotional intelligence is a very popular concept since it was made known to the general public in 1995. However, it was under severe criticisms among scientific researchers and a lot of them did not believe that it should be accepted by scientists as true knowledge. The author of this book, who is one of the pioneers in this topic, spent sixteen years to study this concept. Together with other researchers, they gradually changed the conclusion of early researchers. Using rigorously scientific standards, this research team demonstrated that emotional intelligence is an intelligence dimension that has significant impact on various life outcomes such as life satisfaction and job performance. They developed testable theoretical framework for emotional intelligence in the workplace, and attempted to show that the trainability of emotional intelligence is larger than traditional intelligence concept. The book looks at, not only the scientific reports, but all the stories behind some of the rigorous scientific studies in the author's 18-year journey. Their choice of research designs and how the designs are suitable to provide scientific evidence to demonstrate the validity of emotional intelligence are also described. Through this book, the process of scientific enquiry and important issues concerning the emotional intelligence concept are revealed in details by vivid stories and rigorous scientific reports.

This book is about how to implement creative competition within an organization. It examines the conditions under which internal competition can promote knowledge acquisition and knowledge sharing. The book describes a number of studies of sales departments in Japanese firms. Sales departments in Japanese firms were studied because internal competition is getting fiercer in these departments following the recent introduction of performance-based compensation. Exploratory case studies of ORIX Corporation and Japan Computer were conducted in order to generate research hypotheses. To gather quantitative data and test the hypotheses drawn from the case studies, a questionnaire survey of sales departments of Japanese firms listed on the Tokyo Stock Exchange was carried out. The findings reported in the book shed new light not only on internal competition theory, but also provide new insights into the theories on knowledge creation and intra-organizational conflict.

Five Steps to Strengthen Ethics in Organizations and Individuals draws on research and history to present effective tools to strengthen organizational ethics. Focusing on key topics such as the planning fallacy, moral disengagement, moral courage, the illusion of ethical superiority, confirmation bias, groupthink, whistleblowers, mindfulness and mindlessness, making authentic apologies, and more, this book discusses specific positive actions that get results and avoid common pitfalls. Research findings and examples from organizations-including missteps by the Veterans Administration, Penn State University, the APA, General Motors, Enron, and Wells Fargo-inform the strategies this book presents and highlight lessons in organizational ethics. Scholars, researchers, professionals, administrators, students, and others interested in organizational studies and ethics will find this unique book essential in training and practice.

Critical Moments in Executive Coaching examines the change process supported by workplace and executive coaching, making use of empirical evidence from the study of a range of real coaching conversations and coaching relationships. It is both a complete handbook that for the first time gives access to a global qualitative research base in the field of executive coaching, and a look behind the scenes into the practice of both inexperienced and experienced coaches, their clients and their commissioners. Erik de Haan allows the reader access to the wealth of Ashridge empirical research in this field to date, alongside prominent research groups around the world. This book provides practitioners with a range of suggestions for their contracts, backed up by qualitative and narrative research. It looks at what research is already telling us about the value of coaching conversations and the impact of critical 'moments of change' in coaching, from the perspectives of coaches, clients, stakeholders and sponsors. The detailed research findings outlined in the book are supplemented throughout by case studies and snapshots of coaching moments as well as practical advice and insights for those working in the field. The book also brings forward innovative new models and concepts for coaches which have emerged from research. Critical Moments in Executive Coaching offers an evidence and research-based approach that will be of great interest to coaches in practice and in training, students of both undergraduate and graduate coaching programmes and those who supervise and commission coaching.

The quality of relationships between leaders and followers continues to be a relevant topic for researchers and practitioners. The importance of that relationship cannot be overestimated because it is a lens through which followers view their entire work experience. Also, the relationship between followers is considered vital for team functioning. To date, there are many unanswered questions regarding various aspects of work relationships. This Special Issue contributes to the examination of the broader context of leader-member dyads. Contributions focus on consensus in follower perceptions of their leader and the level of agreement between leaders and followers on their shared relationship