Equality, diversity and inclusion (EDI) have become features of organizations as a result of both legal and societal advances as well as neoliberal economic reasoning and considerations. While current research approaches frequently fall short of addressing the challenges faced in EDI research, this benchmark Handbook brings coverage of research methods in EDI up to date, and advances the development of research in the field. Bringing together well-known academics and researchers, this Handbook is a distillation of current and novel research in the field of EDI. Chapters present groundbreaking new research and methodological perspectives on international, regional and national issues, from equal opportunities and gender mainstreaming to managing diversity in legal, political and socio-economic contexts. Alongside this, the authors discuss new analytic directions to advance empirical EDI research. This Handbook will help to shape the present and future EDI discourse. The book is an invaluable addition to the current literature, particularly for students of EDI and researchers working in the fields of human resource management, strategic management and organization, and culture and change management as well as entrepreneurship and marketing. Contributors include: D. Atewologun, C. Baron, I. Bleijenbergh, E.H. Buttner, H.A. Downs, H. Eberherr, D. Foley, K.M. Hannum, E. Henry, J. Hofbauer, R. Hofmann, E.L. Holloway, C.A. Houkamau, M. Janssens, D. Jones, A. Klarsfeld, K. Kreissl, M. Lansu, J. Louvrier, K. Lowe, R. Mahalingam, A.J. Mills, J.H. Mills, S. Mooney, E. Ng, B. Poggio, N. Rumens, I. Ryan, B. Sauer, H.L. Schwartz, C.G. Sibley, A. Striedinger, P. van Arensbergen, I. Wasserman, J. Wergin, P. Zanoni

The growing diversity of contemporary paid work has provoked increased interest in understanding and evaluating the quality of working lives. This Handbook provides critical reflections on recent research in the field, including examining the inextricable links between working life and well-being. The Handbook offers comprehensive support to researchers working in quantitative, qualitative and mixed methods traditions. Drawing from an international evidence base, the contributors use examples of research into key contemporary issues such as the gendered nature of work, skills mismatch, job insecurity, work-life balance, flexibility, the gig economy and the physical work environment. Chapters explore how research methods have been used to investigate aspects of both paid and unpaid work, raising further questions and highlighting limitations. The Handbook of Research Methods on the Quality of Working Lives is an essential resource for all those involved in areas that study, or touch on, the quality of working lives which will benefit both new and experienced researchers inside and outside academia and across disciplines such as economics, human resource management, psychology and social policy.

This comprehensive Handbook sets out the nature and scope of International Human Resource Development (IHRD) to advance our understanding of research and practice in the field. Drawing on expertise from a global team representing some of the field's most distinguished researchers, the Handbook explores a range of contextual, process and people development practice issues impacting IHRD research and practice. Focusing on IHRD as a distinct field of research and practice, the authors offer comprehensive coverage of a number of critical contextual dimensions that shape the IHRD goals that organisations pursue; impact the IHRD systems, policies and practices that are implemented; and influence the types of IHRD research questions that are investigated. The Handbook examines the processes or actions taken by organisations to globalise IHRD practices and discusses important people development practices that come within the scope of IHRD. By bringing together a variety of research strands and engaging in key debates while also acknowledging the emergent, dynamic and constantly evolving nature of the field, the authors of this Handbook have created an invaluable resource for academics, students, professionals and practitioners in IHRD, HRD, HRM, international management, organisational behaviour and leadership. Contributors: M. Alagaraja, H. Alhejji, V. Anderson, A. Ardichvili, E.E. Bennett, A. Bratton, R. Carbery, N. Clarke, N. D'Annuzio Green, T. Garavan, J. Gedro, K. Grant, C. Gubbins, M. Hammond, J. Kim, S. Kim, Y. Lai, A. McCarthy, A. McDonnell, R.R. McWhorter, H. Moon, C.T. Nolan, D. O'Shea, J. Pearson, V. Pereira, O. Pruetipibultham, W.E.A. Ruona, V. Shanahan, M. Sheehan, C. Valentin, J. Winterton

In recent decades, due to unprecedented technological advancements, Europe has seen a move towards on-demand service economies. This has allowed the growth of self-employed professionals who are able to satisfy an increasing demand for flexible and high-skilled work. This book explores the need for reform of regulations in Europe, studying the variance in legal status, working conditions, social protection and collective representation of self-employed professionals. It provides insights into ways that policy could address these important challenges. Presenting the results of a wide-reaching European survey, this book highlights key issues being faced across Europe: the implementation of universal social protection schemes; active labour market policies to support sustainable self-employment and the renewal of social dialogue through bottom-up organisations to extend the collective representation of self-employed professionals. With its theoretically-informed, empirical and interdisciplinary comparative analysis, this book identifies and explains key strategies to resolve these challenges. This book will be of great benefit to both advanced undergraduate and postgraduate students of labour and economic sociology, political science, industrial relations, human resource management and social law. It will also appeal to scholars, practitioners and policymakers concerned with the labour market and self-employment in the European context.

This unique Research Handbook covers a wide range of issues that affect the careers of those in diverse groups: age, appearance, disability, gender, race, religion, sexuality and transgender. This work includes cross-disciplinary contributions from over 50 international academics, researchers, policy-makers, managers and psychologists, who review current thinking, practices, initiatives and developments within diversity and careers research on an international scale. They also consider the implication of diversity legislation for organizations and the individual, providing an insight into the future direction of research and practice. Unlike other research in the field, this work presents wide-ranging and holistic coverage of diverse groups in addition to considering the implication of individuals who appear in multiple categories. Students, academics and researchers in the fields of human resources, management and employment as well as those whose study encompasses diversity, development and equality will find this Research Handbook to be a useful and insightful read. Contributors: E.O. Achola, T. Agarwala, N. Arshad-Mather, D. Atewologun, G.L. Bend, A. Broadbridge, T. Calvard, S.M. Carraher, E.T. Chan, S.A. Chaudhry, F. Colgan, A. Elluru, S.L. Fielden, D. Foley, F. Gavin, L. Gutmann Kahn, K. Hirano, L.L. Huberty, M. Hynd, S. Javed, H. Jepson, S.K. Johnson, J. Jones, M. Jyrkinen, K. Karl, K. Keplinger, R. Kilpatrick, T. Koellen, L. Lindstrom, J. McGregor, L. McKie, M.E. Moore, D. Nickson, M.B. Ozturk, E. Parry, E. Pio, T. Povenmire-Kirk, T. Pratt, V. Priola, M.V. Roehling, P.V. Roehling, N. Rumens, Y.M. Sidani, S.E. Sullivan, J. Syed, S.A. Tate, A. Tatli, R. Thomas, F. Tomlinson, R. Turner, J. Van Eck Peluchette, H. Woodruffe-Burton

In today's modern business world, the dominant factor of any organization's success is human capital. Appropriately acquiring and managing talented staff is crucial to the growth and development of companies and provides them with a considerable competitive advantage in the industry. Further study on the importance of talent management is required to ensure businesses are able to thrive in the present environment. The Handbook of Research on Post-Pandemic Talent Management Models in Knowledge Organizations discusses strategic human resource management and the talent management of post-modern knowledge-based organizations during the COVID-19 pandemic and post-pandemic paradigm. Covering critical topics such as organizational performance and creative work behavior, this major reference work is ideal for managers, business owners, entrepreneurs, academicians, researchers, scholars, instructors, and students.

Older employees are often seen as an obstacle and not as an opportunity for companies, especially regarding the transfer of knowledge and experience. Effective development and utilization of older professional and managerial employees is an important issue as most organizations are not prepared to tailor their training methods to the needs and preferences of these employees due to negative stereotypes. Managing a rapidly aging workforce and sustaining economic dynamism calls for systematic research to prevent age discrimination due to an incomplete knowledge of older workers and politically challenging policy choices that require strong political commitments, robust management leadership, and social consensus. International Perspectives and Strategies for Managing an Aging Workforce examines the differences in stereotypes of older employees compared to younger employees in companies; analyzes the impact of the aging workforce on retention, productivity, and well-being; and investigates organizational systems, processes, and practices for managing older workers. Covering a range of topics such as retention and retirement, this reference work is ideal for researchers, academicians, practitioners, business owners, managers, human resource workers, instructors, and students.

Ergonomics promotes sustainability through the presence of more humane companies, that is, healthier, safer, more comfortable and efficient businesses with one of the objectives of the business being the promotion of well-being in the context of the discourse on sustainability. Taking health into account in business policies helps ensure sustainable production systems. The role of ergonomics in companies in the business sustainability environment can contribute to increasing the performance of the organization. Sustainable development includes social aspects among its objectives, where work and the worker are fundamental. Likewise, work can also benefit sustainable development since workers are active agents in society. Sustainable work is one that improves the performance of the organization and promotes professional development, as well as the health of workers in a broad and positive way (not limited to the absence of disease, but in the sense of building health) and well-being. In this way, respect and the development of intelligence and creativity (in the face of alienating work) are promoted when carrying out work that makes sense, where not only is the profound importance of physical, cognitive and organizational issues understood, but also , above all, the importance of work for the development of culture. There seems to be a natural synergy between sustainability and ergonomics, with the aim of understanding and optimizing the results of human system interactions. When speaking of men (human factor), machines (technical factor) and environment (socio-technical factor), one must try to find the concrete conditions of their interaction through the integrated ergonomic triad. The result of integration is a whole of common characteristics that is above the individual characteristics of the factors, to humanize the other elements in terms of man. The objective of this book is to present the new trends in sustainable work through the analysis and application of methods to evaluate and improve the interaction of human beings with their work, their work area, and their environment. This book is divided into sections that focus on concept chapters, case studies, and research work in the industry, suggesting the use of method engineering tools, physical ergonomics, organizational ergonomics, cognitive ergonomics, environmental ergonomics, and sustainable development. The target audience includes students, academics, researchers, engineers working in the industry, professionals responsible for ergonomics or safety and hygiene, and the general professional public committed to the well-being of human capital and the performance of the organization. Therefore, the contributions should address the scientific and practical implications of industrial engineering, ergonomics, and sustainable development in manufacturing and services.

In this extensively revised fourth edition textbook, authors Vladimir Pucik, Ingmar Bjoerkman, Paul Evans and Gunter Stahl take a people management and organizational perspective on the complex issues involved in successfully managing today's multinational firms. Taking account of contemporary business challenges of digitalization, inclusion, and sustainability, The Global Challenge explores how international strategies are executed through people management. Key Features: Practical examples from leading and emerging multinational firms from around the world Connected yet self-contained chapters to be used as teaching material in courses and programs Critical insights provided by a team of scholars with extensive teaching, research, and consulting experience worldwide Focus on topical issues such as mechanisms of cross-border control and coordination, virtual work and collaboration, diversity and inclusion, management of knowledge and innovation, and the role of people management in tackling societal problems and global sustainability challenges Balancing thoroughly updated case studies with the latest academic research, this cutting-edge fourth edition textbook will be an invaluable resource for students enrolled in MBA, EMBA, and Master's programs worldwide. Executives, managers, and HR professionals in multinational companies will also benefit from its examination of challenges and contradictions that firms confront when operating across borders.

Clocking Out gives readers a new way to think about their careers and delivers practical advice to first assess and consolidate individual power then make thoughtful, meaningful changes and choices for a successful transition. Ten fascinating stories bring to life the key components of effective career transition - choice, mindset, agility, and trust - and highlight how each interplay during a career change.

More women are studying science at university and they consistently outperform men. Yet, still, significantly fewer women than men hold prestigious jobs in science. Why should this occur? What prevents women from achieving as highly as men in science? And why are so few women positioned as 'creative genius' research scientists? Drawing upon the views of 47 (female and male) scientists, Bevan and Gatrell explore why women are less likely than men to become eminent in their profession. They observe three mechanisms which perpetuate women s lowered 'place' in science: subtle masculinities (whereby certain forms of masculinity are valued over womanhood); (m)otherhood (in which women's potential for maternity positions them as 'other'), and the image of creative genius which is associated with male bodies, excluding women from research roles.