"Work, Family, Health, and Well-Being" grew out of a conference held in Washington, D.C. in June 2003 on "Workforce/Workplace Mismatch: Work, Family, Health, and Well-Being" sponsored by the National Institutes of Health (NIH). The text considers multiple dimensions of health and well-being for workers and their families, children, and communities. Investigations into the socioeconomic gradient in health within broad occupational categories have raised important questions about the role of specific working conditions versus the role of conditions of employment such as wages and level of job security afforded a worker and his/her family in affecting health outcomes.
Organized into seven parts, this text:
*provides an overview of changes in work and family time and time use;
*dedicates a section focusing specifically on employers and workplaces;
*explores disciplinary perspectives on work, family, health, and well-being;
*focuses on the most studied work and family nexus, the interrelationship between parental employment, especially maternal employment and the child's well-being;
*examines gender differences in the division of labor, the effect of marriage on health, the shifting nature of care-giving throughout life, and the role of work on various health and well-being outcomes;
*explores occupational health literature; and
*focuses on the unique work-family issues faced by low-income families and workers in low-wage jobs.
This book appeals to anyone in the fields of psychology, sociology, family studies, demographics, economics, anthropology, and social work.

An estimated 3,500 people die every day in the UK. If someone at work or their partner or close family member dies, managers and colleagues need to respond appropriately. This book breaks new ground in placing bereavement on the management agenda. It addresses some challenging questions such as: What to say and what not to say? How to balance the needs of the person and the job? How do you get it right in a diverse, multi-cultural workforce? How do you decide what time off is reasonable? How can other people at work help, as well as avoiding making the situation worse? This book is an essential guide for anyone in an organisation who has to take responsibility in the event of death. It covers issues such as what do in the event of a sudden death at work, managing staff who are terminally ill, and practical help after death including funerals. It is a unique and constant point of reference for anyone concerned with one of the most challenging issues to be faced in the workplace.

An estimated 3,500 people die every day in the UK. If someone at work or their partner or close family member dies, managers and colleagues need to respond appropriately. This book breaks new ground in placing bereavement on the management agenda. It addresses some challenging questions such as: What to say and what not to say? How to balance the needs of the person and the job? How do you get it right in a diverse, multi-cultural workforce? How do you decide what time off is reasonable? How can other people at work help, as well as avoiding making the situation worse? This book is an essential guide for anyone in an organisation who has to take responsibility in the event of death. It covers issues such as what do in the event of a sudden death at work, managing staff who are terminally ill, and practical help after death including funerals. It is a unique and constant point of reference for anyone concerned with one of the most challenging issues to be faced in the workplace.

"Borderless Leadership is a must read for anyone involved in international business. It enables beginners to avoid common pitfalls, and seasoned executives will recognize many of their own mistakes and benefit from the frameworks Dr. Kraljevic provides." - Professor Sibrandes Poppema, President, University of Groningen, Netherlands "I just cannot stop recommending this book to ever so many people-my academic colleagues, industry colleagues, friends in the government, former students, students, young CEOs of start-ups that I mentor, and my media friends. The book is very special, deep with several gems of ideas, told in absorbing narrative; neither a text book nor a cook book but a candid, sincere, and extremely effective set of real world lessons for so many global citizens. Dr. Kraljevic uses personal examples from across continents, in diverse industry settings. All I can say is this: Go, grab the book on a Thursday night, and you will have a wonderful weekend reading this amazing book." - Professor S. Sadagopan, Director, International Institute of Information Technology of Bangalore, India "Everything I know about international markets, I owe it to Zlatica." - Sue Payne, Former ExxonMobil Area Manager U.S. & Mexico "As the global village rapidly expands, understanding borderless leadership becomes a prerequisite for international success in this 21st century. Kraljevic brings her vast and unique worldly experiences to open your mind with practical treasures, thoughtful how-to models, and conceptual insights. Find out about the human fractal on your journey to becoming a borderless leader." - Lane Sloan, Former President, Shell Chemical Company, USA Studies consistently show that international partnerships between organizations fail to generate expected results at a significant cost. The leading cause behind this failure is lack of trust among people at all levels within organizations. Borderless Leadership explores the disparity that exists between the ways that the West and other cultures conduct business. The book's premise is that if one cannot control the events or circumstances, one must learn how to control reactions to new environments. Using real-life examples, the book illustrates how to build trust and rapport with business partners across borders and establish relationships that help businesses grow. The book is about achieving success with and through total strangers as you progress from awareness to understanding and from understanding to acquiring, internalizing, and applying new knowledge so you bring your approach to life up to date. Only then can you transform obstacles into unsuspected opportunities that will have a positive impact on your personal and business success.

In The Wisdom of Crowds, New Yorker columnist, Surowiecki, explores the question of whether the many are better than an elite few - no matter their qualifications - at solving problems, promoting innovation and making wise decisions. Surowiecki's text uses multiple case studies and touches on the arenas of pop culture, sociology, business management and behavioural economics among others. Surowiecki's is a fascinating text that is key to considerations and theorisations about economics, politics and sociology.

The three primary papers in this special issue explore personality measurement in both directions, that is, more narrow and specific and more broad and heterogeneous. The first paper reviews research on conditional reasoning, with a focus on the construct of aggression. Next, tolerance for contradiction is explored, which is defined as a mode of thinking that accepts and even thrives on apparent contradictory information. The last primary paper covers core self evaluation, which combines measures of four traits: locus of control, self-esteem, generalized self-efficacy, and emotional stability. The special issue concludes with provocative and insightful critique and commentary of the three primary papers. It notes some important points of criticism, but is primarily positive and laudatory of these research programs.

Mental illness in the workplace is the fastest growing source of disability claims made by employers according to a recent Federal Survey. Recently, there is increasing recognition that it is in both employer's and employee's interests to keep the employee on the job even if this involves making accommodations to the employee's disability, in terms of time off for treatment, work schedule, placement in low stress position and so forth. As a result, employers are making accommodations and employees are seeking treatment for mental disorders. The idea of this book is as a text for graduate and continuing education courses that provides resources to students and mental health professionals on work related treatment of psychopathology. Psychopathology in the Workplace: Recognition and Adaptation provides students and professionals with the background knowledge they need to contribute to this new aspect of clinical practice. The book is divided into three parts: Part I, Overview lays the foundation of the interface of psychopathology, and the workplace; presents a model of mental illness, work, and life stressors; and the basics of assessing psychopathology. Part II, Categories of Dysfunction describes the major forms of mental illness, which are apt to be found in work settings. Each chapter in this section will follow a consistent format that includes a description of the disorder, epidemiology, case illustration, assessment, referral strategies, trigger stressors at work or home, empirically based treatment plan, relapse prevention and summary. Part III, Environmental and Managerial Interventions is made up of chapters that detail what organizations can do to accommodate those withmental health needs, motivate dysfunctional employees, promote mental health in the workplace, and develop employee assistance program strategies. The book can stand alone or as an adjunct in a one-semester course or serve as the background reference for a continuing education course.

Global Leadership & Coaching: Flourishing Under Intense Pressure at Work is a unique and personal look at coaching, leading and working internationally, bringing together inspiring, original and dramatic stories of leadership from around the world. From war zones to refugee camps, prisons to hospitals, elite sport to supermarkets, each case study draws on psychoanalytic below the surface thinking to analyse, interpret and understand a leader's decisions, motivations and fears. Rachel Ellison's inter-cultural approach takes us to Afghanistan, Syria and Iraq, Sudan, Somalia and the Central African Republic, to Honduras, the Czech Republic, the USA and the UK. Global Leadership & Coaching presents a series of individual case studies from Ellison's own experiences working with senior commercial, public and third sector leaders across 35 different countries, cultures and organisational contexts. Compellingly written, this book explores the a diverse range of themes to consider when managing risk, danger and extreme emotional stress in some of the most hazardous and challenging work environments. Throughout the text, leaders share their stories of learning how to lead and develop others. Accessible, engaging and original research, Global Leadership & Coaching: Flourishing Under Intense Pressure at Work is essential reading for today's leaders and aspiring leaders looking to develop themselves personally and professionally. This book is also a resource for coaches and coach supervisors. Global Leadership & Coaching provides contemporary, practical and applicable examples of excellence in leadership, for individuals and organisations seeking to develop a high performance, reflective and reflexive corporate learning culture, which enables employees to successfully navigate challenge, increase productivity and find joy in coming to work.

This book addresses the psychological impact of sexual harassment and gender discrimination from both a clinical and theoretical perspective, whereas previous literature on the topic has emphasized legal and employment consequences. To start, Lenhart provides a comprehensive summary and integration of existing literature and discusses relevant aspects of the workplace and legal environments. The second portion of the book deals with the psychodynamics of sexual harassment and gender discrimination, placing these violations in proper psychological perspective, along the same lines as rape, battering and other forms of gender-based abuse. The wide spectrum of psychological consequences of discrimination will be discussed and an effective and integrative model for intervention and treatment will be presented.

This book examines numerous topic areas that are considered to be especially relevant for making a strategic leader development investment. The topics covered are areas that have theoretical and empirical connections to important aspects of growth, change, adult development, and underlying abilities, skills, and competencies needed to lead effectively in times of great complexity. In addition, these are investment areas identified by the U.S. Army--a world-class organization faced with the need for radical transformation--as particularly relevant for success and survival. This book identifies key concerns in developing leaders and leadership, and in transforming organizations to better meet the challenges of a complex world. There are two aspects of this book that distinguish it from the numerous existing volumes on leadership in the scholarly and popular-press literatures. Most important, the overarching focus of the present book is on development. There are many offerings on the topic of leadership, but relatively few that focus on leader development--especially from a scholarly, academic perspective. Also, this volume offers a unique perspective in examining those underlying psychological competencies and processes that are viewed as especially relevant for leader development. The chapters that are collected in this edited volume were originally commissioned by the U.S. Army Research Institute as "white papers" to better help Army officers and researchers understand important issues in leader development. The present organization of the papers is around four central themes: a) Accelerating Leader Development, b) Cognitive Skills Development, c) Developing Practical and Emotional Intelligence, and d) Enhancing Team Skills.

This book examines numerous topic areas that are considered to be especially relevant for making a strategic leader development investment. The topics covered are areas that have theoretical and empirical connections to important aspects of growth, change, adult development, and underlying abilities, skills, and competencies needed to lead effectively in times of great complexity. In addition, these are investment areas identified by the U.S. Army--a world-class organization faced with the need for radical transformation--as particularly relevant for success and survival. This book identifies key concerns in developing leaders and leadership, and in transforming organizations to better meet the challenges of a complex world. There are two aspects of this book that distinguish it from the numerous existing volumes on leadership in the scholarly and popular-press literatures. Most important, the overarching focus of the present book is on development. There are many offerings on the topic of leadership, but relatively few that focus on leader development--especially from a scholarly, academic perspective. Also, this volume offers a unique perspective in examining those underlying psychological competencies and processes that are viewed as especially relevant for leader development. The chapters that are collected in this edited volume were originally commissioned by the U.S. Army Research Institute as "white papers" to better help Army officers and researchers understand important issues in leader development. The present organization of the papers is around four central themes: a) Accelerating Leader Development, b) Cognitive Skills Development, c) Developing Practical and Emotional Intelligence, and d) Enhancing Team Skills.

The difference between a drama and a crisis is down to good management - or more specifically, good communication. How you communicate with everyone: shareholders, other business partners, employees, the press, and so on, in the hours and days following a potential business crisis is critical. Get it right and the crisis may even strengthen your corporate reputation. Get it wrong and you can imagine the consequences for yourself. Managing Communications in a Crisis details how crisis situations can be identified and dealt with, ensuring the risk to the organisation's financial well-being and reputation is minimised. The book deals with all aspects of communication management in a crisis. Part I considers definitions of a crisis and the theory behind dealing with crisis communications, both externally and internally. Part II explores the practicalities of crisis management communications, the identification of audiences and how each should be dealt with and by whom. The third part of the book contains valuable checklists and succinct supporting information for the key aspects and roles of the communication process. The combination of these three approaches will help you to develop your own crisis strategy, tailor-made for your organization. The text is supported by a wide range of case histories. Some of these you will recognise and others, perhaps through good management, never entered your radar. The authors are highly experienced advisors to companies of all sizes in the demands of crisis management communications. Their company, The Aziz Corporation, is the UK's leading executive communications consultancy, specialising in presentation skills, media handling and crisis management.

Working in a stressful environment not only increases the risk of physical illness or distress, but also increases the likelihood of workplace accidents. While legislation provides some guidelines for risk assessment of physical hazards, there remains limited guidance on the risks of psychosocial hazards, such as occupational stress.
This book takes the risk management approach to stress evaluation in the workplace, offering practical guidelines for the audit, assessment and mitigation of workplace stressors. Based on both research and case-studies, this book provides a comprehensive source of theoretical and practical information for students and practitioners alike.
This book includes chapters on:
*environmental stress factors
* psychological stress factors
*work-related accidents
*job stress evaluation methods
With its up-to-date approach to a fascinating area of study, Managing the Risk of Workplace Stress is key reading for all students of organizational psychology and those responsible for workplace safety.

The Handbook of Research on Identity Theory in Marketing features cutting-edge research that delves into the origins and consequences of identity loyalty and organizes these insights around five basic identity principles that span nearly every consumer marketing subdomain. The Handbook explores [1] what makes an identity come to mind [2] what creates strong associations between identities and products [3] how consumers use brands to verify who they are or want to become [4] how consumption enhances or resolves conflict amongst identities and [5] how marketing and consumption becomes particularly relevant to particular identities. Each of these five principles are fully analyzed by a who's who of world-class international marketing scholars. This Handbook is a comprehensive and state of the art treatment of identity and marketing: An authoritative and practical guide for academics, brand managers, marketers, public policy advocates and even intellectually curious consumers. Contributors include: J. Angle, K. Aquino, J.J. Argo, A. Barasch, D.A. Briley, L.N. Chaplin, S. Chen, N.V. Coleman, S. Connors, S.W. Dagogo-Jack, D.W. Dahl, S. Danziger, K.G. DeMarree, K. Diehl, S.L. Dommer, L. Dunn, K.M. Durante, J. Edson Escalas, I. Gallo, T. Gaustad, M. Graso, L. Grewal, V. Griskevicius, G.R. Henderson, T. Hill, K.C. Husemann, G.V. Johar, A.C. Jones, K. Jung, K.L. Kettle, C. Lamberton, J. Laran, C. Lelchuk, E. Leung, T.M. Lowrey, B. McFerran, R. Mehta, A.C. Morales, H. Nikolova, E. Ok, J.G. Olson, G. Paolacci, A.W. Perkins, S. Puntoni, T. Rank-Christman, R. Scott, J. Shang, L.J. Shrum, B. Simpson, K. Spangenberg, A.T. Stephen, L. Weiss, S.C. Wheeler, K. White, K. Wilcox, K.P. Winterich, L. Xu, G. Zauberman

Contents:
1. Introduction: Costs associated with occupational stress: Risk Management of stress: The Structure of the book: 2. The Effects of Stress on Employee-Related Outcomes: Absenteeism, Turnover and Productivity: Work-Related Accidents: 3. Environmental Factors and Occupational Safety: Organisational Accidents: Organisation and Management: Safety Management Practices: Safety Culture: Safety Climate: Leadership: Supervision: Safety Subclimates: 4. Psychological Factors and Occupational Safety: Human Factors: Human Error: Violations: Accident Proneness: Personality Characteristics: Risk Propensity: 5. Job-Stress and Work-Related Accidents: Job Stress and Unsafe Acts: Job Stress and Safety Behavior: Individual Differences: 6. A Risk Management Approach to Occupational Stress: The Concept of Risk Assessment: Risk Assessment Methodologies: Risk Assessment of Occupational Stress: Risk Evaluation: Risk Reduction: Stress Interventions: 7. Assessment of Job Stress: Stress Audit Tools: Case Study - Stress Auditing at Somerset County Council: Stage One: Assessment of Job Stress: 8. Risk Evaluation: Risk Factors: Assessing Safety Risks: Case Study - Managing Stress and Accidents in the Offshore Oil and Gas Industry: Stage Two: Risk Evaluation: Risk Control: 9. Risk Reduction: Secondary / Tertiary Stress Prevention: Primary Stress Prevention: Reducing Safety Risks: Stage Three: Risk Reduction: Index

In a time of increasing divisiveness in politics and society there is a desperate need for leaders to bring people together and leverage the power of diversity and inclusion. Inclusive Leadership: Transforming Diverse Lives, Workplaces, and Societies provides leaders with guidance and hands-on strategies for fostering inclusion and explains how and why it matters. Inclusive Leadership explores cutting-edge theory, research, practice, and experience on the pivotal role of leadership in promoting inclusion in diverse teams, organizations, and societies. Chapters are authored by leading scholars and practitioners in the fields of leadership, diversity, and inclusion. The book is solidly grounded in research on inclusive leadership development, diversity management, team effectiveness, organization development, and intergroup relations. Alongside the exhaustive scholarship are practical suggestions for making teams, groups, organizations, and the larger society more inclusive and, ultimately, more productive. Leaders and managers at all levels, HR professionals, and members of diverse teams will find Inclusive Leadership invaluable in becoming more effective at cultivating inclusive climates and realizing its many benefits-including innovation, enhanced team and organizational performance, and social justice. For more, visit: https://inclusiveleader.com

-first resource to apply solution-focused approach to the realm of running family businesses -in-depth coverage of important topic within the subject area, that of passing a family business to a new generation

Sociologists and health experts from the U.K., Scandinavia, Australia, and the U.S. discuss issues surrounding stress in the workplace, including its causes and ways in which jobs can be designed to minimize it. The book is intended for professionals and students in occupational health and safety.

Workplaces can often be sources of stress, interfering with both job satisfaction and performance. This book explores ways to combat the factors contributing to an unhealthy workplace by building on the advances in positive psychology and organizational scholarship over the last 15 years. Focusing on ground-breaking concepts such as psychological capital, 'happiness compassion', virtuousness, support and gratitude, this book offers ways to target and reshape the unhealthy workplace environment. Each chapter provides real-life organizational situations in which companies of all sizes implement strategies that either hinder or successfully create a healthy workplace environment. The world-leading authors identify key causes that reduce employee satisfaction and job performance, offering a range of interventions that can prevent negative experiences to ultimately produce happier workforces and boost productivity. This book will be a vital reference for doctoral students studying the links between work and health as well as faculty studying ways to improve employee well-being. Those on advanced courses in human resource management, organization effectiveness and organizational change will also benefit from the vast array of international insights into a healthy workplace environment. Contributors: D.W. Ballard, C. Bohlmann, R.J. Burke, A. Carlsen, M. Carvalho de Azevedo, L. Craig, K.A. Davis, A. Day, C.A. Demsky, P. Fairlie, C. Fritz, M.J. Grawitch, D.B. Gulseren, E.B. Hwang, E.K. Kelloway, R.K. Kelly, C. Knight, K. Layous, J. Leblanc, M.P. Leiter, R. Lengnick-Hall, S.T. Lyons, T.K. McNamara, D. McPhee, V.J. Morganson, J.S. Nugent, K. Petersen, M. Pitt-Catsouphes, A.M. Richardsen, S. Snow, G. Spreitzer, J. Sundet, T. Thibault, M. Tims, L.E.M. Traavik, D.J. Travis, C.M. Youssef-Morgan, H. Zacher, G.I.J.M. Zwetsloot

The toughness model proposed in this book incorporates psychological research and neuroscience to explain how a variety of toughening activities - ranging from confronting mental and physical challenges to meditation - sustain our brains and bodies, and ultimately build our mental and psychological capacities degenerated by stress and by aging.

Recent work has demonstrated that incidents, accidents and disasters tend to result from complex socio-technical failures, rather than just 'human error' on the one hand, or simple technical failures on the other. For the reduction of accidents, therefore, it is necessary to deal with systems factors, in which both technical and human-factors elements play an equal and complementary role. However, many of the existing techniques in ergonomics and risk management concentrate on plant/technical issues and downplay human factors and "subjectivity". The present text describes a body of theory and data which addresses this issue squarely, drawing on systems theory and applied psychology, and which stresses the importance of human agency within systems. The central roles of social consensus and reliability, and the nature of verbal reports and 'functional discourse' are explained in some detail.

This book therefore presents a new, 'Qualitative Systems Approach' to safety management, offering both greater safety and economic savings. It presents a series of methodological 'tools' whose reliability and validity have been shown through extensive work in the rail and nuclear industries and which allow organisational and systems failures to be analysed much more effectively in terms of quantity, precision and usefulness.

This is a textbook for undergraduate and graduate students in occupational psychology, human factors, ergonomics and HCI, and the sociology of disasters and risk. It is also useful for safety managers and professionals in many safety critical firms and organisations, reliability engineers, risk managers, and human factors specialists.

The growing interest in multiple commitments among researchers and practitioners is evinced by the greater attention in the literature to the broader concept of work commitment. This includes specific objects of commitment, such as organization, work group, occupation, the union, and one's job. In the last several years a sizable body of research has accumulated on the multidimensional approach to commitment. This knowledge needs to be marshaled, its strengths highlighted, and its importance, as well as some of its weaknesses made known, with the aim of guiding future research on commitment based on a multidimensional approach. This book's purpose is to summarize this knowledge, as well as to suggest ideas and directions for future research. Most of the book addresses what seems to be the important aspects of commitment by a multidimensional approach: the differences among these forms, the definition and boundaries of commitment foci as part of a multidimensional approach, their interrelationships, and their effect on outcomes, mainly work outcomes. Two chapters concern aspects rarely examined--the relationship of commitment foci to aspects of nonwork domains and cross-cultural aspects of commitment foci--that should be important topics for future research.
Addressing innovative focuses of multiple commitments at work, this book:
*suggests a provocative and innovative approach on how to conceptualize and understand multiple commitments in the workplace;
*provides a thorough and updated review of the existing research on multiple commitments;
*analyzes the relationships among commitment forms and how they might affect behavior at work; and
*covers topics rarely covered in multiple commitment research and includes all common scales of commitment forms that can assist researchers and practitioners in measuring commitment forms.

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 volume presents the first wide-ranging critical review of validity generalization (VG)--a method that has dominated the field since the publication of Schmidt and Hunter's (1977) paper "Development of a General Solution to the Problem of Validity Generalization." This paper and the work that followed had a profound impact on the science and practice of applied psychology. The research suggests that fundamental relationships among tests and criteria, and the constructs they represent are simpler and more regular than they appear.
Looking at the history of the VG model and its impact on personnel psychology, top scholars and leading researchers of the field review the accomplishments of the model, as well as the continuing controversies. Several chapters significantly extend the maximum likelihood estimation with existing models for meta analysis and VG. Reviewing 25 years of progress in the field, this volume shows how the model can be extended and applied to new problems and domains. This book will be important to researchers and graduate students in the areas of industrial organizational psychology and statistics.

Aging and Work in the 21st Century, 2nd edition, reviews, summarizes, and integrates existing literature from various disciplines with regard to aging and work, but with a focus on recent advances in the field. Chapter authors, all leading experts within their respective areas, provide recommendations for future research, practice, and/or public policy. Fully revised and updated, the second edition takes up many of the same critical topics addressed in the first edition, and incorporates twelve new authors across the volume and three brand new chapters on recruitment and retention, legal issues, and global issues in work and aging. The intended audience is advanced undergraduate and graduate students, as well as researchers in the disciplines of industrial and organizational psychology; developmental psychology; gerontology; sociology; economics; and social work. Older worker advocate organizations, such as AARP, will also take interest in this edited book.