How and why does job stress manifest as negative emotions, disordered thoughts, deleterious behaviors, and physical illness? How can positive outcomes like growth and mastery be encouraged instead? Job stress theories provide insights that guide practical decision making on how to mitigate the negative effects, and promote the positive outcomes, of job demands for the organization and its constituents. This book provides a review of the empirical support for nearly 100 job stress frameworks, and presents guidance for theoretical applications, testing, refinement, and integrations. In addition to providing an overview of the theories, models, and hypotheses related to job stress, the authors present organizational and individual implications for both management and personal improvement. For scholars, gaps in the literature are identified to facilitate future research. Instructors and students will find this knowledge valuable for organizational psychology/behavior, occupational health psychology, or job stress classes, among others. Altogether, students, researchers, and practitioners will find this Introduction integral to their learning, and benefit from the actionable research ideas and suggestions for stress reduction.

Elgar Research Agendas outline the future of research in a given area. Leading scholars are given the space to explore their subject in provocative ways, and map out the potential directions of travel. They are relevant but also visionary. This insightful Research Agenda considers the current state of research into workplace stress and wellbeing and maps an innovative programme for future investigation that can advance understanding of the interrelationships between work and wellbeing. Bringing together international contributors to outline the field, the book examines the various costs and impacts of workplace stress on employers and employees. Chapters address key features of the workplace that influence employee wellbeing, including technology use, leadership, work-family relationships and aggression, as well as the unique contemporary effects of Covid-19 on wellbeing. Identifying both substantive and methodological questions that remain unanswered, the book considers the benefits of intervention strategies that are designed to enhance individual wellbeing in the workplace. Offering a unique picture of the field, this timely book is crucial reading for researchers and graduate students focused on work and wellbeing who are looking for new and innovative avenues for research. Managers and other practitioners will also benefit from its practical insights into the challenges posed by workplace stress and the potential strategies for managing stress.

This timely book explores the psychological repercussions of Brexit in the workplace. Illustrating the mental and emotional impact of the Brexit process, interdisciplinary chapters demonstrate its effect on the wellbeing of workers and its implications for the welfare of the workforce in the future. Bringing together international contributors from a range of disciplines, this topical book focuses on key areas of workplace functioning, including higher education institutions, corporate social responsibility and the emerging experiences of businesses, migrant workers and politicians. The major psychological, political and economic implications for employers, employees and policy-makers are considered, and the importance after Brexit of actions that preserve and build on progress already achieved in the UK workplace are highlighted. Brexit in the Workplace will appeal to scholars and students of politics, psychology and business, as well as business leaders and policy-makers wishing to gain valuable insights into the range of issues facing the workforce in the current atmosphere of political change and uncertainty around Brexit.

Covering the period of the financial crisis, this Research Handbook discusses the degree of importance of different driving forces on employee turnover. The discussions contribute to policy agendas on productivity, firm performance and economic growth. The contributors provide a selection of theoretical and empirical research papers that deal with aspects of employee turnover, as well as its effects on workers and firms within the current socio-economic environment. It draws on theories and evidence from economics, management, social sciences and other related disciplines. With its interdisciplinary approach, this book will appeal to a variety of students and academics in related fields. It will also be of interest to policy makers, HR experts, firm managers and other stakeholders. Contributors: I. Beltran Martin, S. Bevan, M. Bossler, C. Carrillo-Tudela, W.-J.A. Chang, M. Coles, C.L. Cooper, H. Dale-Olsen, M. Daskalaki, T. Eriksson, P. Ferreira, R.W. Griffeth, K.E. Hall, L. Holbeche, J.-T. Kao, Y. Lai, C.S. Long, A.-M. Mohammed, K. Morrell, E. Parry, J. Purl, G. Saridakis, S. Taylor, R. Upward, P. Urwin, W.K. Wan Ismail, M. Wong El Leen

Elgar Research Agendas outline the future of research in a given area. Leading scholars are given the space to explore their subject in provocative ways, and map out the potential directions of travel. They are relevant but also visionary. This state-of-the-art book takes a forward-looking perspective on the field of Human Resource Management (HRM). Each contribution takes a view, or position, on the likely development of the HR function, and identifies interesting areas and subjects of research that would help address this future positioning. The book's expert contributors provide short and succinct reviews of 12 key topics in strategic HRM, including HR strategy and structure, talent management, selection, assessment and retention, employee engagement, workplace well-being, leadership, HR analytics, productivity, innovation, and globalisation. Each chapter identifies the strengths and gaps in our knowledge, maps out the important intellectual boundaries for their field, and outlines current and future research agendas and how these should inform practice. In examining these strategic topics the authors point to the key interfaces between the field of HRM and cognate disciplines, enabling researchers and practitioners to understand the models and theories that help tie this agenda together. Offering a comprehensive guide to current research and pioneering perspectives for future avenues of inquiry, this Research Agenda will be essential reading for academics, practitioners and researchers in the field of HRM. Contributors include: J.W. Boudreau, C. Brewster, S. Cartwright, W.F. Cascio, A.H. Church, J. Coetsee, D.G. Collings, C. Cooper, P.C. Flood, J.A. Gruman, A. Hesketh, K. Jiang, J. Kautz, D. Lepak, V. Lin, A. McDonnell, J. McMackin, W. Mayrhofer, L. Otaye-Ebede, R.E. Ployhart, A.M. Saks, K. Sanders, H. Shipton, A. Smale, P. Sparrow, H. Yang

This insightful book provides a comprehensive overview of modern occupational health psychology, collated by leading international academics. The authors offer timely and expert discussion on core themes in this rapidly developing, state-of-the-art field. Each of the eleven original chapters describes an essential topic within occupational health psychology, all focusing on the most progressive and contemporary international research. Included are chapters on subjects with established research history, for example occupational stress and job satisfaction, alongside newly emerging additions such as work addiction and executive coaching. This book will be an invaluable and unique reference source for organizational health academics, researchers and postgraduate students. Workplace Psychological Health is also offered as a useful companion text to human resource professionals and practitioners wanting to maintain continuing professional development.

Elgar Research Agendas outline the future of research in a given area. Leading scholars are given the space to explore their subject in provocative ways, and map out the potential directions of travel. They are relevant but also visionary. This state-of-the-art book takes a forward-looking perspective on the field of Human Resource Management (HRM). Each contribution takes a view, or position, on the likely development of the HR function, and identifies interesting areas and subjects of research that would help address this future positioning. The book's expert contributors provide short and succinct reviews of 12 key topics in strategic HRM, including HR strategy and structure, talent management, selection, assessment and retention, employee engagement, workplace well-being, leadership, HR analytics, productivity, innovation, and globalisation. Each chapter identifies the strengths and gaps in our knowledge, maps out the important intellectual boundaries for their field, and outlines current and future research agendas and how these should inform practice. In examining these strategic topics the authors point to the key interfaces between the field of HRM and cognate disciplines, enabling researchers and practitioners to understand the models and theories that help tie this agenda together. Offering a comprehensive guide to current research and pioneering perspectives for future avenues of inquiry, this Research Agenda will be essential reading for academics, practitioners and researchers in the field of HRM. Contributors include: J.W. Boudreau, C. Brewster, S. Cartwright, W.F. Cascio, A.H. Church, J. Coetsee, D.G. Collings, C. Cooper, P.C. Flood, J.A. Gruman, A. Hesketh, K. Jiang, J. Kautz, D. Lepak, V. Lin, A. McDonnell, J. McMackin, W. Mayrhofer, L. Otaye-Ebede, R.E. Ployhart, A.M. Saks, K. Sanders, H. Shipton, A. Smale, P. Sparrow, H. Yang

This book provides contemporary means to solve an age-old conundrum in management - do happy workers perform better? Decades of research and empirical evidence have been unable to establish a strong link between affective well-being, intrinsic job satisfaction and managers' performance. A unique methodology, fresh empirical evidence and a definitive analysis of previous theory and research are employed to support the happy productive worker thesis. The authors test a kindred idea - the 'happy-performing managers' proposition, using advanced statistical techniques. Performance is measured to a previously unachievable level. New empirical evidence is used to predict how affective wellbeing and intrinsic job satisfaction influences managers' contextual and task performance. These findings are argued to have significantly progressed our understanding of what underpins human performance at work. The book prescribes how managers' jobs might be changed to enhance or avoid a decline in happiness because managers' performance is impacting as never before on organisational productivity and the economic prosperity of nation-states. Extraordinary shifts in the global corporate environment mean managers' 'personal troubles' have now become 'public concerns'. An emerging movement to Positive Organisational Scholarship is countering such forces by developing ways to create positive human and organisational wellbeing. Happy-Performing Managers will be invaluable to academics, postgraduate students, human resource practitioners, executives and managers who are interested in gaining a deeper understanding of the factors that influence human performance in the workplace.

Research suggests that an increasing number of people experience organisational changes such as mergers and acquisitions as highly emotional life events. Indeed, given that, as the authors prove, 70% of all mergers and acquisitions fail to reach their initial goals largely because of neglected people issues, it is a must for every manager and M&A researcher to understand the emotional side of such change processes. This fascinating book explains how managerial behaviour and communication styles influence the emotions of employees and affect their readiness to contribute to a successful post-merger integration. It combines emotion theories from other disciplines with recent M&A findings, and offers practical implications through illustrative case studies. Academics and practitioners will find the combination of management literature with psychology and sociology literature of great interest.

Covering the period of the financial crisis, this Research Handbook discusses the degree of importance of different driving forces on employee turnover. The discussions contribute to policy agendas on productivity, firm performance and economic growth. The contributors provide a selection of theoretical and empirical research papers that deal with aspects of employee turnover, as well as its effects on workers and firms within the current socio-economic environment. It draws on theories and evidence from economics, management, social sciences and other related disciplines. With its interdisciplinary approach, this book will appeal to a variety of students and academics in related fields. It will also be of interest to policy makers, HR experts, firm managers and other stakeholders. Contributors: I. Beltran Martin, S. Bevan, M. Bossler, C. Carrillo-Tudela, W.-J.A. Chang, M. Coles, C.L. Cooper, H. Dale-Olsen, M. Daskalaki, T. Eriksson, P. Ferreira, R.W. Griffeth, K.E. Hall, L. Holbeche, J.-T. Kao, Y. Lai, C.S. Long, A.-M. Mohammed, K. Morrell, E. Parry, J. Purl, G. Saridakis, S. Taylor, R. Upward, P. Urwin, W.K. Wan Ismail, M. Wong El Leen

Since the enactment of the gender equality laws in the USA in the mid 1970s, scholars and policy makers have placed much focus on the situation of women within management. In this authoritative collection, the editors have brought together seminal articles by leading academics to demonstrate that there continue to be differences between equal opportunities policies and work place practices. Areas covered in this excellent two-volume set include career breaks and the gender pay gap, women and work?life integration, the glass ceiling, and gender and diversity. This topical collection will be of immense value to scholars researching women in management and gender in management for many years to come.

Stress is defined as a feeling experienced when a person perceives that demands exceed the personal and social resources the individual is able to mobilize. It can occur due to environmental issues, such as a looming work deadline, or psychological, for example, persistent worry about familial problems. While the acute response to life-threatening circumstances can be life-saving, research reveals that the body's stress response is largely similar when it reacts to less threatening but chronically present stressors such as work overload, deadline pressures and family conflicts. It is proffered that chronic activation of stress response in the body can lead to several pathological changes such as elevated blood pressure, clogging of blood vessels, anxiety, depression, and addiction. Organizational Stress Around the World: Research and Practice aims to present a sound theoretical and empirical basis for understanding the evolving and changing nature of stress in contemporary organizations. It presents research that expands theory and practice by addressing real-world issues, across cultures and by providing multiple perspectives on organizational stress and research relevant to different occupational settings and cultures. Personal, occupational, organizational, and societal issues relevant to stress identification along with management techniques/approach to confront stress and its associated problems at individual and organizational level are also explored. It will be of value to researchers, academics, practitioners, and students interested in stress management research.

With employee wellbeing at the forefront, Wellbeing at Work is the succinct and practical guide to designing and implementing an effective strategy that will help reduce workplace stress and improve overall performance. This book not only explains the reasons to consider employee mental health and wellbeing in the workplace but states why it is vital and draws from a people's approach on how to provide a clear framework to increase staff engagement. Updated by experts with the latest research, insightful approaches and key takeaways, this new edition illustrates how managers and leaders can introduce and maintain the right environment to reduce presenteeism and employee anxiety, as well as positively influence employees' overall wellbeing. Filled with advice and case studies pertaining to the effects of hybrid working, and how to effectively manage employees without jeopardizing their wellbeing, this second edition takes readers through the entire process of improving wellbeing at work.

This timely book explores the psychological repercussions of Brexit in the workplace. Illustrating the mental and emotional impact of the Brexit process, interdisciplinary chapters demonstrate its effect on the wellbeing of workers and its implications for the welfare of the workforce in the future. Bringing together international contributors from a range of disciplines, this topical book focuses on key areas of workplace functioning, including higher education institutions, corporate social responsibility and the emerging experiences of businesses, migrant workers and politicians. The major psychological, political and economic implications for employers, employees and policy-makers are considered, and the importance after Brexit of actions that preserve and build on progress already achieved in the UK workplace are highlighted. Brexit in the Workplace will appeal to scholars and students of politics, psychology and business, as well as business leaders and policy-makers wishing to gain valuable insights into the range of issues facing the workforce in the current atmosphere of political change and uncertainty around Brexit.

The Enterprise Culture of the 1980s helped transform economies of Western Europe, but left behind a legacy of stress, both for managers and shop floor workers. The cost to business is seen in absenteeism, reduced productivity, compensation claims, health insurance and direct medical costs, which in the US cost approximately $150 billion a year. Stress related absences are about ten time more costly in the UK than all industrial relations disputes put together, and sickness absence, premature death and retirement due to alcoholism costs a staggering £2 billion a year.
The future is likely to get worse. As the pace of change increases and competition intensifies, organisations will restructure and the pressure on individual workers will increase. They can expect to feel less in control and more insecure in their work.
This major work includes a collection of good practice examples and has been drawn together in a structured way to allow clear comparisons of a number of companies in the USA and Europe, ranging from the US Air Force, to an international pharmaceutical company (Zeneca), and a high-powered international retailer (Marks and Spencer). Human resource and occupational health professionals should find this an enlightening work, full of good examples to help them create a healthy environment for their workforce.

eBook available with sample pages: 0203305647

Changing the workplace to help prevent stress is much more cost effective in the long term than treating employees for the effects of stress. But to date, there has been little guidance for employers who wish to implement such programmes. This text has gathered together examples of best practice in the workplace across a range of EU countries and organizations. It explores the costs and benefits of stress prevention for workers and organizations and includes case studies, evaluations and reviews. It should be of value to occupational psychologists, consultants and managers across a wide range of work settings.

Almost everything we do as humans is influenced by our personalities. The study of personalities has been a topic of great interest and debate from the earliest psychologists to present day researchers who specialize in applications of personality theory in the education and business worlds. This set of critical readings in personality theory brings together all the major contributions in the field. All the classical papers on the critical theories of personality are included, as well as more contemporary work on cross-cultural and social approaches. With an emphasis throughout on looking at the major issues in personality work, key topics covered include: how personality is defined; how personality can be measured; how different personalities interact; how personality work should be conducted; and how personality is applied in education, business and clinical settings. Central issues associated with personality, such as assessment, and topics allied to personality, such as motivation, nature versus nurture, expectancies and attributions, and the self are also addressed.

Over recent years, many companies have developed an awareness of the importance of an active, rather than passive, approach to wellbeing at work. Whilst the value of this approach is widely accepted, turning theory into effective practice is still a challenge for many companies. The Routledge Companion to Wellbeing at Work is a comprehensive reference volume addressing every aspect of the topic. Split into five parts, it explores different models of wellbeing; personal qualities contributing to wellbeing; job insecurity and organizational wellbeing; workplace supports for wellbeing; and initiatives to enhance wellbeing. The international team of contributors provide a solid foundation to research and practice, including contemporary topics such as architecture, coaching, and fitness in the workplace. Edited by two of the world's leading scholars on the subject, this text is a valuable tool for researchers, students, and practitioners in HRM and organizational psychology.

The ten up-to date research reviews that are presented in this book provide new insights into the HR academic literature. The chapters provide clear lessons that can be learnt from, along with strategies, approaches and processes in which HR could be used by both practitioners and policy makers to drive growth.The book shows how suitable strategy can increase workforce knowledge, leadership skills, entrepreneurial spirit, organizational involvement, safety and well-being and how HR can enhance performance within small and large, private and public, single-site and multi-site firms. This book explores cross-disciplinary human resources literature and up-to-date trends and directions relevant to academics, research students, policy makers, the business world and other stakeholders. Contributors: J. Bloodgood, H.-M. Chen, C. Cooper, K. Daniels, J. Field, N. Haworth, J.C. Hayton, J.S. Hornsby, Y.-L. Huang, S. Johnstone, J. Kitching, Y. Lai, J. Lavelle, K.-J. Lin, S. Marlow, A. McDonnell, C. Ogbonnaya, C. Sahadeo, G. Saridakis, H. Scullion, S. Sookram, O. Tregaskis, M. van Veldhoven, A. Wilkinson, J. Winterton

Small and medium sized enterprises constitute the vast majority of businesses in most developed economies. Although a large number of people are employed in such organizations, research and practice in occupational health and safety has largely ignored the unique challenges of this sector. In this highly relevant book, international experts in the field summarize existing knowledge and identify the best practices for enhancing occupational health and safety in small and medium sized enterprises. The authors specifically identify solutions that are appropriate for small businesses. Covering a full range of topics from traditional safety to psychosocial health, this insightful book will appeal to multidisciplinary audience, including researchers and graduate students in occupational health psychology; academics in the area of small business; practicing occupational health psychologists; as well as small business owners. Contributors: J. Barling, P. Brough, P.Y. Chen, S. Clarke, C.L. Cooper, A. Day, A.M. Dionisi, M. Fleming, J. Haar, S. Johnson, E.K. Kelloway, M.P. O'Driscoll, N. Scott, L. Stallones, M. Teed

This impressive book assembles the latest research findings and thinking on the management of voluntary/nonprofit sector organizations and the effective utilization of both paid staff and volunteers. The authors expertly look into the challenges faced by this sector and the growing role that it plays in society. They review HRM in the voluntary sector and discuss the challenges of bringing about best practices, as well as suggesting how to improve leadership of voluntary/nonprofit organizations.Non-profit organizations serve several useful purposes in society and exist in every country in the world. Like organizations in other sectors, non-profit organizations now have to do more with less. This book indicates the ways in which human resource management policies and practices can improve the effectiveness of non-profit organizations. The authors consider the roles played by non-profit organizations in effective leadership and its development, developing the non-profit brand, enhancing learning and skills development of both paid staff and volunteers and encouraging and supporting organizational change. They also examine how university-based education programs are developing talent in the non-profit sector. This timely book will prove invaluable to academics and doctoral students interested in all aspects of management within the non-profit/voluntary sector. Government professionals working in this sector will also find this compendium insightful. Contributors include: J. Blackmar, R.J. Burke, H.L. Carpenter, S.M. Chandler, C.L. Cooper, C.W. Coultas, I. Cunningham, D. Fields, S.L. Grau, W.E. Hein, M. Johansen, J. Jones, B. Kindel, S.B. Kleiser, N. Laidler-Kylander, K. Leroux, M. McDonald, R. Mirabella, T.R. Packard, J.C. Ronquillo, E. Salas, S. Zajac

This insightful book discusses vital concepts of system sustainability in terms of productivity, quality improvement, innovation and cost control in the context of maximizing the potential of staff in the health care sector through effective human resource management.Health systems in the western world face increasingly intense pressure to contain or reduce costs, while countries such as China and India move towards universal coverage. The contributors illustrate that radical gains in efficiency and innovative practice are required internationally in health care systems. They argue that the high proportion of health care system costs invested in staffing place the human resource function at the forefront of meeting this challenge. Sustained system change and productivity gains, more effective management of staff and work climate are essential elements of reform and are all covered in this book The book provides practical examples as to how health service managers can rise to the challenge of sustaining services against greater pressures than ever before. It will strongly appeal to academics and students of health service management and public sector management. Health service managers, HR professionals in health as well as clinical staff will also find plenty of informative information in this enriching compendium. Contributors include: J. Appleby, N. Ashkanasy, F. Barwell, H. Bevan, M. Cooke, S. Cross, H. Flanagan, A. Grove, J. Hartley, M. Hopkins, H. Laschinger, S. Leggat, P. Mazelan, J. Ovretveit, A. Richardsen

The workforce is aging as people live longer and healthier lives, and mandatory retirement has become a relic of the past. Though workforces have always contained both younger and older employees the age range today has expanded, and the generational gap has become more distinct. This book advocates the need for talented employees of all ages as a way to prevent potential skill shortages and considers both the challenges and opportunities that these changes raise for individual organizations. The expert contributors discuss benefits including greater employee diversity with regards to knowledge, skills experience and perspectives, as well as challenges involving potential generational tensions, stereotypes and age biases. They further place an emphasis on initiatives to create generation-friendly workplaces; these involve fostering lifelong learning, tackling age stereotypes and biases, employing reverse mentoring where younger employees mentor older employees, and offering older individuals career options including phased retirement, bridge employment and encore careers. This wide-reaching book will be of use to academics, PhD students, human resource specialists, managers and government policy makers interested in the aging and multigenerational workforce. Contributors: A.-S.G. Antoniou, B. Baltes, J. Benson, S. Bisom-Rapp, R.J. Burke, L. Calvano, D. Campbell, C.L. Cooper, J.B. Cunningham, M. Dalla, J. Field, L. Fiksenbaum, A. Furnham, E.R. Greenglass, B.M. Hughes, J.K.Q. Katter, J. Kroeker-Hall, L.A. Marchiondo, J. McGinnis-Johnson, T. McNamara, D.M. McPhee, E.S.W. Ng, M. Pitt-Catsouphes, S. Sandhu, M. Sargeant, S. Sastrowardoyo, F. Schlosser, C. Scott-Young, S. Sweet, G. Thrasher, K. Zabel

Classics in Management Thought presents by theme an authoritative selection of the most important articles in management published during the last fifty years. Under the general editorship of Cary Cooper, an international panel of leading management thinkers have identified those published articles and papers which in their view provide the essential foundations of modern management thought. These articles and papers were originally published in a wide range of journals and books many of which will not be available in scholarly libraries. Classics in Management Thought is an essential reference to the relatively few path-breaking articles that have shaped management science in key areas such as decision making, leadership, motivation and all aspects of organizational behaviour. It will be an essential companion for both scholars and practitioners in management.

Stress is defined as a feeling experienced when a person perceives that demands exceed the personal and social resources the individual is able to mobilize. It can occur due to environmental issues, such as a looming work deadline, or psychological, for example, persistent worry about familial problems. While the acute response to life-threatening circumstances can be life-saving, research reveals that the body's stress response is largely similar when it reacts to less threatening but chronically present stressors such as work overload, deadline pressures and family conflicts. It is proffered that chronic activation of stress response in the body can lead to several pathological changes such as elevated blood pressure, clogging of blood vessels, anxiety, depression, and addiction. Organizational Stress Around the World: Research and Practice aims to present a sound theoretical and empirical basis for understanding the evolving and changing nature of stress in contemporary organizations. It presents research that expands theory and practice by addressing real-world issues, across cultures and by providing multiple perspectives on organizational stress and research relevant to different occupational settings and cultures. Personal, occupational, organizational, and societal issues relevant to stress identification along with management techniques/approach to confront stress and its associated problems at individual and organizational level are also explored. It will be of value to researchers, academics, practitioners, and students interested in stress management research.