Over the years, careers have transformed to be flexible and changing rather than stable, life-long commitments to an organization. As such, making work meaningful, controlling the work environment, and taking the opportunity to get required training for the next job are as important as the financial advantages. Educators' careers cannot be isolated from the rest of the labor market, and these developments are expected to influence the career decisions of educators. Vocational Identity and Career Construction in Education uses career construction theory to investigate objective factors influencing career choices and paths of educators, including factors influencing vocational personality development, career counseling activities, transition from school to work, adaptation to different work environments, and meaning of work for educators. Featuring research on topics such as diagnosing career barriers, person-environment fit, and workforce adaptability, this book is designed for educational administrators, human resources theorists, students studying career-related subjects, and practitioners working in managerial positions in private and public educational organizations.

Workplace safety kicks off with a discussion on functional and construction safety.

This unique book applies Safety Management concepts to the work environment and is aimed at informing on safety in industry, confined space work risk and occupational hygiene. Other topics covered in detail include hazardous chemical substances, thermal stress, risk assessment and first aid.

This book is reccomended for 1st year students in Safety Management courses.

A high level of employee commitment holds particular value for organizations owing to its impact on organizational effectiveness and employee well-being. This Handbook provides an up-to-date review of theory and research pertaining to employee commitment in the workplace, outlining its value for both employers and employees and identifying key factors in its development, maintenance or decline. Including chapters from leading theorists and researchers from around the world, this Handbook presents cumulated and cutting-edge research exploring what commitment is, the different forms it can take, and how it is distinct from related concepts such as employee engagement, work motivation, embeddedness, the psychological contract, and organizational identification. Examining topics such as high-commitment work systems, work attitudes and motivation, the Handbook provides integration with related literatures. Internationally applicable, sections also discuss the implications of culture differences for commitment and present the latest developments in research methods and analytic techniques that can be used to advance our understanding of commitment. Comprehensive and engaging, the Handbook of Employee Commitment is essential reading for commitment scholars and researchers interested in the latest developments in the field as well as for international scholars who will benefit from its guidance on how to approach research in unique cultures. It will also prove of prime interest to managers and management consultants with its wealth of suggestions to guide evidence-based practice. Contributors: S.L. Albrecht, N.J. Allen, B.K. Anderson, L.M. Arciniega, J. Barling, T.E. Becker, K. Bentein, M.E. Bergman, D.R. Bobocel, N.L. Bremner, C.T. Brinsfield, G. Caesens, A.C. Chris, L. Clark, A. Cohen, S. Datta, V.L. Dhir, O.J. Dineen, R. Eisenberger, J.A. Espinoza, J. Felfe, M. Gagne, D.G. Gallagher, I.R. Gellatly, Y. Griep, S.D. Hansen, L.M. Hedberg, M.R.W. Hamstra, B.C. Holtom, P. Horsman, J. Howard, V.A. Jean, K. Jiang, Z. Junhong, E.K. Kelloway, H.J. Klein, J. Koen, E.R. Maltin, B. Marcus, J.P. Meyer, N.A. Morelli, A.J.S. Morin, F. Mu, A. Newman, H. Park, E. Read, R.A. Roe, O.N. Solinger, H. Spence Laschinger, D.J. Stanley, F. Stinglhamber, M. Trivisonno, R. Van Dick, W. Van Olffen, A.E.M. Van Vianen, R.J. Vandenberg, C. Vandenberghe, D. Wang, S.A. Wasti, J. Wombacher

Now in paperback, the acclaimed guide by a leading workplace expert that offers essential advice about how to succeed at work by avoiding the pitfalls of pervasive credit-grabbing and finger-pointing.
In this important book, praised by bestselling management expert Robert Sutton as "a modern management classic; one of the most well-crafted business books I have ever read," psychologist and workplace consultant Ben Dattner reveals that at the root of the worst problems at work is the skewed allocation of credit and blame. It's human nature to resort to blaming others, as well as to take more credit for successes than we should. Many managers also foster a "blame or be blamed" culture that can turn a workplace into a smoldering battlefield and upend your career. Individuals are scapegoated, teams fall apart, projects get derailed, and people become disengaged because fear and resentment take hold. But Dattner shows that we can learn to understand the dynamics of this bad behavior so that we can inoculate ourselves against it.
In lively prose, Dattner tells a host of true stories from individuals and teams he's worked with, identifying the eleven personality types who are especially prone to credit and blame problems and introducing simple methods for dealing with each of them. The rich insights and powerful practical advice Dattner offers allow readers to master the vital skills necessary for rising above the temptations of the blame game, defusing the tensions, and achieving greater success.

With the globalization and growth of world economic markets, the importance of a strong workforce has become paramount to business success. Organizations cannot achieve this global reach unless they intend to tackle issues regarding equality in the workplace. In a time when sustainability and corporate responsibility have become the norm, organizations value the creation of an egalitarian workplace. Macro and Micro-Level Issues Surrounding Women in the Workforce: Emerging Research and Opportunities is a critical scholarly resource that voices issues and challenges faced by women and provides guidance for organizations in developing strategic initiatives to involve women in decision-making processes and improve women's wellbeing in the workplace. The book explores macro (socio-economic) and micro-level (organizational) issues in relation to women's positions at work including occupational segregation, gender pay gap, diversity management, and socio-cultural roles attached to women. It is essential for executives, managers, executive board members, human resources professionals, policymakers, business practitioners, academicians, researchers, corporate professionals, and students.

'And then I saw it. And once I had seen it, I saw it everywhere. Why are men still winning at work? If women have equal leadership ability, why are they so under-represented at the top in business and society? Why are we still living in a man's world? And why do we accept it? In this provocative book, Gill Whitty-Collins looks beyond the facts and figures on gender bias and uncovers the invisible discrimination that continues to sabotage us in the workplace and limits our shared success. Addressing both men and women and pulling no punches, she sets out the psychology of gender diversity from the perspective of real personal experience and shares her powerful insights on how to tackle gender equality.

The shifting influence of growing organizational cultures and individual standards has caused significant changes to modern organizations. By creating a better understanding of these influences, the quality of organizations can be improved. Exploring the Influence of Personal Values and Cultures in the Workplace is a pivotal reference source for the latest research on how culture and personal values shape and influence employees' actions, behaviors, and leadership styles. Featuring extensive coverage on relevant areas such as psychological health, career management, and job satisfaction, this publication is an ideal resource for practitioners, professionals, managers, and researchers seeking innovative perspectives on the impact of personal values and cultures in the workplace.