This book focuses on rules for teleworking generated by the coronavirus pandemic (COVID-19) that exist without a national strategy. The research goes further to address implications for everyday situations, many that already existed before the pandemic. The research offers an opportunity to take a new look at teleworking in all situations regardless of the reasons that make it necessary or prudent. This book addresses telework issues and answers: trustworthiness, performance, productivity, employee risk, achievement, accountability, emotional intelligence, and radical change. It addresses the need for and the existence of a shared understanding where leaders and employees openly discuss the challenges presented by teleworking. It also asks whether there are impediments or obstacles that organizations could remove or reduce to enable employees to accomplish the same amount of work they are currently doing in the office, but in a shorter duration of time while teleworking. This work conducts a deeper evaluation of telework than is currently available in relevant literature so that we can understand how to build strengths and mitigate weaknesses in trustworthiness and performance as they are applied in organizational development. The evaluation begins with a description of the current state of teleworking. This examination identifies plans and resources that can be used to improve teleworking tomorrow. This book also collects and analyzes LMX - leader-member exchange - to ensure the lens of evaluation is focused on all parties from member to leader to CEO. It examines whether organizations have made decisions to mandate or encourage teleworking formally and informally, making the possibility of participation available to the whole organization.

Occupational stress is a growing area of interest as ensuring employees are cared for physically and emotionally in the workplace has become vital across industries. To fully understand the various forms and factors of occupational stress, further study is required in order to provide the best work environment for employees. Dissecting and Dismantling Occupational Stress in Modern Organizations explores key concepts of occupational stress in modern organizations across the globe such as how stress is felt and dealt with by professionals from various sectors operating in the globalized environment. The book also provides an in-depth understanding of the magnitude and reasons behind the varying impacts of stressors within modern organizations. Covering topics such as health capital, turnover intentions, and work-family conflict, this reference work is an excellent resource for business leaders, managers, human resource managers, librarians, government officials, occupational therapists, researchers, academicians, scholars, educators, and students.

The Leader-Member Exchange (LMX) model of leadership has shown that effective leader-follower relationships predict employee well-being and performance. Less research, however, addressed how diversity variables may affect the development of leader-member exchange and outcomes. This book moves the field forward by addressing the 21st century challenges of how diversity may impact the development of effective working relationships. Key trends in the workforce suggest that the impact of diverse employees will challenge a leader's ability to develop effective working relationships with all direct reports. New frameworks are needed to understand how various groups such as women, Hispanics, African Americans, Millennials, LGBTQ, and persons with Autism Spectrum Disorder develop effective working relationships with their supervisors. This edited volume will bring together the top scholars in the field to address these segments of the workforce and offer practical advice for managers. This book will be used in college undergraduate and/or graduate level leadership classes. It might also be adopted for courses in managing diversity. Scholars will find the book a useful reference work. In addition, practicing managers will be interested in the implications of developing effective working relationships in diverse leader-member dyads.

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.

Disruptions are being caused in the workplace due to the development of advanced software technology and the speed at which these technological advancements are being produced. These disruptions could take diverse forms and affect various aspects of work and the lives of entities in the workplaces and families of the individual employees. Work and family are caught in the crossfire between technological disruptions and human adaptation. Hence, there is a need to assess the overall effect that the Fourth Industrial Revolution would have on work, employee work-family satisfaction, and employee well-being. Future of Work, Work-Family Satisfaction, and Employee Well-Being in the Fourth Industrial Revolution is a critical reference source that discusses practical solutions and strategies to manage challenges and address fears regarding the effect of the Fourth Industrial Revolution on the future of employment and the workforce. Featuring research on topics such as corporate governance, job satisfaction, and mental health, this book is ideally designed for human resource professionals, business managers, industry professionals, government officials, policymakers, corporate strategists, consultants, work-life balance experts, human resources software developers, business policy experts, academicians, researchers, and students.

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

The integration of digital technologies into practice presents opportunities and challenges for the field of youth work. Digitalization procedures transform interactions with users, in addition to their needs. These also transform the organizations where youth workers are involved in professional practice. Adapting digital technological tools is a crucial challenge for the youth work profession. The Handbook of Research on Youth Work in a Digital Society is an essential scholarly publication that explores how to overcome any challenges and issues facing youth development work in the digital age and to what extent modern digital technologies can contribute to empowering youth work practice. Featuring a wide range of topics such as digital inclusion, mobile technologies, and social media, this book is ideal for executives, managers, researchers, professionals, academicians, policymakers, practitioners, and students.

Employees of different labor sectors are involved in different projects and pressed to deliver results in a specific period of time, which increases their mental workload. This increase can lead to a high mental workload, which in turn leads to a decline in job performance. Therefore, strategies for managing mental workload and promoting mental health have become necessary for corporate success. Evaluating Mental Workload for Improved Workplace Performance is a critical scholarly book that provides comprehensive research on mental workload and the effects, both adverse and positive, that it can have on employee populations as well as strategies for decreasing or deleting it from the labor sector. Highlighting an array of topics such as psychosocial factors, critical success factors (CSF), and technostress, this book is ideal for academicians, researchers, managers, ergonomists, engineers, industrial designers, industry practitioners, and students.

During the Covid-19 pandemic, the home as a workplace became a widely discussed topic. However, for almost 300 million workers around the world, paid work from home was not news. Home-Based Work and Home-Based Workers (1800-2021) includes contributions from scholars, activists and artists addressing the past and present conditions of home-based work. They discuss the institutional and legal histories of regulations for these workers, their modes of organization and resistance, as well as providing new insights on contemporary home-based work in both traditional and developing sectors. Contributors are: Jane Barrett, Janine Berg, Eloisa Betti, Chris Bonner, Eileen Boris, Patricia Conoman Carrilo, Janhavi Dave, Saniye Dedeoglu, Laura K Ekholm, Jenna Harvey, Frida Hallander, K. Kalpana, Srabani Maitra, Indrani Mazumdar, Gabriela Mitidieri, Silke Neunsinger, Malin Nilsson, Narumol Nirathron, Asa Norman, Leda Papastefanaki, Archana Prasad, Maria Tamboukou, Nina Trige Andersen, and Marlese von Broembsen.