This timely Handbook addresses the concepts of stress and well-being among workers in various public sector roles and occupations across the globe. Emphasizing the importance of well-being and stress prevention initiatives in ever-changing workplace environments, this Handbook highlights successful organizational initiatives and provides insight into best practice for promoting healthy employees and workplaces. Chapters analyze the new and ongoing challenges public sector organizations face such as: cost cutting, pressures to improve performance, changes in societal and workplace demographics, and increasing levels of stress and strain amongst their employees. This wide-ranging Handbook utilizes empirical research, literature reviews and case studies to draw greater attention to these and other challenges. Containing contributions from leading international experts in their respective fields, the contributors hope that this multidisciplinary Handbook will help to enhance the health and well-being of public sector employees and the sector's performance and contribution to society. The Handbook of Research on Stress and Well-Being in the Public Sector will be of value to researchers and practitioners interested in the public sector and both individual and organizational health and performance. This will also be a key resource for public sector and government professionals responsible for human resource management and work and health.

Professors Vinnicombe, Burke, Blake-Beard, and Moore have assembled an internationally and intellectually diverse cast of contributors to chronicle and examine the implications of the seismic shift in women's roles in the global workforce. Collectively, they make a strong case for why advancing women s careers is a key business as well as societal issue that must be addressed if the full potential of all societal members is to be tapped. This book belongs on the bookshelf of all scholars of gender and career issues as an essential reference.' - Gary N. Powell, University of Connecticut, US'This is an excellent book posing key questions about women and careers in leadership, such as why do women have less access to the top jobs. It presents research on women's experiences in leadership, discusses the barriers they face as well as initiatives to promote their career advancement. I can see this being a critical resource for those who research and teach women in management.' - Fiona Wilson, University of Glasgow, UK 'As more women take on highly visible leadership roles, such as CEO or C-suite executive, I am often asked whether there continues to be a need for research on women's career development. This book effectively answers the challenge behind that question by documenting the status of women in business and by marshaling empirical evidence of gender effects on careers. The chapters provide a rich, theoretically grounded overview of women's career development and action steps for accelerating the growth of women's representation in leadership.' - Alison M. Konrad, Western University, Canada Why is it that relatively few women achieve senior management positions despite their increasing levels of education and years of work experience? How can we change this? In a changing world where women have dominated as graduates from universities in the West, recent research has shown that the same trend is also strikingly evident in the newly emerging markets. Tapping into this female talent pool is extremely important and advancing women s careers has become a key business issue. This Handbook lays out a number of promising approaches. First the business case for doing so is presented. The challenges facing women are reviewed, followed by various programs that address particular needs such as mentoring, leadership development programs for women, work and family initiatives, and succession planning. Finally, case studies of award-winning organizational initiatives are described. The book identifies obstacles women face in career advancement and possible initiatives to address them. The work will be highly sought by scholars and doctoral students interested in women in organizations. Human resource managers and consultants will also find plenty of invaluable information in this resource. Contributors: D. Anderson, S.M. Barnett, S.A. Berry, G. Bhattacharya, D. Bilimoria, S. Blake-Beard, L. Brook, R.J. Burke, S. Caleo, S.D. Carter, S.S. Case, S. Dinolfo, E. Doldor, S.L. Fielden, K. Giscombe, J. Graham, A. Gupta, C.E.J. Hartel, G.F. Hartel, S.A. Haslam, R. Hawarden, M.E. Heilman, M.M. Hopkins, S.V. Horner, C.M. Hunt, M.M.S. Kats, S. Kumra, X. Liang, S. Mavin, L.L. Moore, J.T. Nadler, S.M. Nkomo, J.S. Nugent, A.J. Oetama-Paul, D.M. Ohse, D.A. O Neil, K. Peters, C. Quental, M.K. Ryan, R. Sealy, F. Sheridan, V. Srinivasan, M.S. Stockdale, N. Sultana, R. Sumner, J.M. Turell, A. Valenti, H. van Emmerik, S. Vinnicombe, J. Williams, W.M. Williams, A. Wittenberg-Cox

Almost every person works at some point in their lives. The Research Handbook on Work and Well-Being examines the association of particular work experiences with employee and organizational health and performance. Ronald J. Burke and Kathryn M. Page bring together an impressive collection of contributions where well-being is considered an umbrella term for happiness, satisfaction, flow, engagement, commitment and organizational identification, among other concepts. Chapters describe successful organizational efforts to achieve high levels of employee well-being and creating psychologically healthy workplaces. They cover topics such as transformational leadership, organizational support, training and development and supportive work-family policies and programs. Acknowledging that work experiences and conditions can also contribute to dissatisfaction, insecurity, illness, injuries and even death, they also examine negative work experiences and conditions such as abusive supervision, occupational stress, little control and insecurity. Practical and engaging, this Handbook will appeal to academics and students interested in work and health. Containing the latest research evidence, it will also offer valuable insights to human resource managers, organizational wellness managers and occupational health practitioners. Contributors include: B.L. Ahrens, H.C. Atkinson, D.W. Ballard, T.M. Brobst, R.J. Burke S. Clarke, J.P. Dahms, A. Day, J.K. Dimoff, K.J. Emich, P. Fairlie, M.J. Grawitch, S. Gregersen, J. Halbesleben, N. Hartling, F. Hull, E.K. Kelloway, D. Klotz, C. Korunka, B. Kubicek, M. Lafleche, T. LaMontagne, L.M. Lavaysse, W. Lewchuk, H. Lingard, J. Leilanie Del Prado Lu, A. Milner, K. Moore, V.J. Morganson, A. Nienhaus, K. Page, A. Pervez, N. Reavley, A.M. Richardsen, T.Taris, C. Thomson, M. Turner, S. Vincent-Hoper, J. Weston, T.A. Wright, C.M. Youssef-Morgan

This book documents the progress that managerial and professional women have made in advancing their careers, and the challenges and opportunities that remain. In the context of increasing numbers of women entering the workplace and indeed pursuing professional and managerial careers, it examines why so few women occupy the top positions in corporations. The editors maintain that whilst the benefits of employing women in executive roles is now being recognised, and efforts are being made to ensure career advancement, female employees do still face a struggle against male bias and the proverbial 'glass ceiling'. In order to build upon the progress that has been made, the book advocates more successful role models for women, an increased commitment from corporations to look at the opportunities for leadership that women present, and extended research into the strengths and failings of organisations in this regard. A broad range of issues are explored, including ongoing challenges of work-family integration, perceptions of gender, leadership and career development, the ethics of office romances, and women at mid-life. Best practices for supporting women's career advancement are then illustrated using the efforts of award wining companies as case studies. The cutting-edge contributions to this book provide an outstanding review of the literature. As such, it will be invaluable to both academics and practitioners with an interest in business, management and human resources.

Rising life expectancy has led to the growth of the 'Sandwich Generation' - men and women who are caregivers to their children of varying ages as well as for one or both parents whilst still managing their own household and work responsibilities. This book considers both the strains and benefits of this position. Tackling a myriad of issues such as gender, parents and parents-in-law, ethnic differences, residential status, and developing changes in the caregiving relationship such as Alzheimer's or dementia, this book highlights the complexities of the caregiving relationship. Key chapters also address potential benefits including improved relationships, skill set development and generously giving to another. Expert contributors use examples to illustrate the need for organizations to address increases in caregiving among their employees and develop supportive policies and initiatives. They further show that there is a need at the country level to integrate employees, communities, employers, businesses and levels of government to deal with this increasing trend. This timely book will prove an indispensible reference for academics and students interested in the sandwich generation, caregiving and health. Its practical approach will also benefit human resource management professionals, managers dealing with sandwiched employees and health administrators at various levels of government. Contributors include: R. Attieh, S. Austen, R. Burke, L. Calvano, C.E. Greaves, T. Jefferson, N.L. Jimmieson, A.H. Kim, S. LoboPrabhu, N. Mandell, A. Mitra, V. Molinari, A. Ollier-Malterre, R. Ong, S.L. Parker, A.H. Prokos, J. Reid Keene, C. Reinicke, C.W. Rudolph, R. Sharp, P. Ulmanen, S.I. White Means, T. Yamashita, H. Zacher

'Excellent', 'Outstanding' and 'Inspirational' were words used to describe the highly acclaimed and award winning first edition of Women in Management Worldwide. Edited by two of the world's most eminent researchers into the role of women in work and management, their findings from around the world confirmed that the glass ceiling was still firmly in place, and there were few women directors or CEOs of large corporations, indeed few in any posts at the top level of private sector organizations. For the second edition of Women in Management Worldwide: Progress and Prospects, Professors Davidson and Burke have assembled over 30 experts replete with facts, figures and analysis, to ensure this expanded and updated edition provides a genuinely cross-cultural global assessment of women in management. This important book examines what has and has not changed, and provides evidence that an understanding of the values, norms and cultural issues bearing on the progress or otherwise of women in organizations is becoming ever more necessary. There is a looming crisis in organizational leadership, with demographic factors and globalization leading to an international talent war. Against that background, continuing bias against women seeking leadership responsibilities means organizations are failing to develop available talent, and when corporations experience economic difficulties the consequences bear disproportionately on women managers. With findings from a broader and more representative range of countries, the editors have arranged this second edition country by country to enable comparisons of the data both between countries and regions and between past, present, and likely futures. Researchers, policy makers, legislators and officials needing an understanding of women's status and progress, as well as those teaching or studying international, cross-cultural and human resources management will need to read this book.

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 hospitality and tourism sector is an increasingly significant contributor to GDP worldwide, as well as a key source of employment in developing regions. Drawing on contemporary research, this Handbook provides a provocative review of the major human resource challenges facing the hospitality and tourism sector today. Leading international scholars examine how hospitality and tourism businesses succeed through a consistently high level of service, particularly through the attitudes and behaviours of front-line employees to positively impact upon guest satisfaction and improve intention to return. Against this background, chapters analyse the myriad of reasons the industry struggles to attract and retain quality employees, including long and unsocial hours, non-competitive pay and unsophisticated management practices. Offering a thorough review of these human resource challenges through employee focus groups, in-depth interviews and surveys, this Handbook offers evidence-informed recommendations for their resolution. These include; strategies and tactics associated with brand internalisation, talent management, engagement, high-performance practices, learning and leadership development. Practical and engaging, this Handbook will be of interest to students and scholars researching hospitality and tourism from a business management perspective. Senior hospitality leaders will also benefit from the ideas herein, gaining competitive advantage by creating and supporting highly engaged and effective employees. Contriibutors include: T. Baum, M.-H. Budworth, R.J. Burke, C. Cheung, J. Christensen-Hughes, A. Jenkins, C.E. Kapoor, D. Kara, L. Lee, J.M. Madera, S. Mann, S. Mooney, W.C. Murray, A. Ogle, W. Pallett, T.-W. Tang, Y.-Y. Tang, M. Uysal, M.C.-H. Wang, T.C. Wang

This timely Handbook addresses the concepts of stress and well-being among workers in various public sector roles and occupations across the globe. Emphasizing the importance of well-being and stress prevention initiatives in ever-changing workplace environments, this Handbook highlights successful organizational initiatives and provides insight into best practice for promoting healthy employees and workplaces. Chapters analyze the new and ongoing challenges public sector organizations face such as: cost cutting, pressures to improve performance, changes in societal and workplace demographics, and increasing levels of stress and strain amongst their employees. This wide-ranging Handbook utilizes empirical research, literature reviews and case studies to draw greater attention to these and other challenges. Containing contributions from leading international experts in their respective fields, the contributors hope that this multidisciplinary Handbook will help to enhance the health and well-being of public sector employees and the sector's performance and contribution to society. The Handbook of Research on Stress and Well-Being in the Public Sector will be of value to researchers and practitioners interested in the public sector and both individual and organizational health and performance. This will also be a key resource for public sector and government professionals responsible for human resource management and work and health.

This important new book addresses the growing international interest in women on corporate boards of directors. The contributors explore the position of women on corporate boards and future trends in different countries including Australia, Canada, France, Iceland, Jordan, New Zealand, Norway, Spain, Tunisia, the UK and the USA. They go on to report the latest research on the experiences and different contributions made by women directors on corporate boards. Issues discussed include: * How women directors champion difficult issues and debates * How women influence boardroom behaviour * The contribution of women directors' human and social capital * Gendered experiences and the glass cliff * The glass ceiling or a bottleneck? * Networking to harness local power for national impact * Women on board in best practice companies * Whether critical mass makes a difference? * Future directions for research. Women on Corporate Boards of Directors brings together the significant international research base with suggestions aimed at individuals aspiring to board membership, women and men currently serving on corporate boards, companies interested in attracting women to their boards, and government bodies wanting to identify the challenges and opportunities facing them as they consider various options for increasing women's representation on corporate boards. This will also be an important book for academics interested in women directors, women's careers at senior levels in organizations and workforce diversity.

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

Employee well-being and organizational success are closely linked. In light of this connection, corporate wellness programs have emerged in recent decades as a way to achieve organizational health and success. Corporate Wellness Programs offers contributions from international experts, examining the planning, implementation and evaluation of wellness initiatives in organizations, and offering guidance on how to introduce these programs in to the workplace. Previous research evidence surrounding corporate wellness programs is reviewed, to illustrate reduced health care costs, higher levels of employee well-being, greater work engagement, higher levels of performance, and financial gains on investment costs. Organizational case studies in various countries are explored, highlighting best practice and lessons to be learned from them. This book offers a unique addition to employee and organizational health research, emphasizing both theoretical and empirical examples of best-practice corporate wellness programs. Researchers and academics interested in individual and organizational health will find this book a valuable resource and reference point. Managers and consultants working with organizational health will benefit from the best practice recommendations presented in the book. Contributors: D.R Anderson, T.S Bailey, D.W. Ballard, W.B. Baun, C.Biron, R.J. Burke, Q. Campbell, M.-E. Caouette, M. Carter, S. Dawkins, M.F.Dollard, J. Grossmeier, L.M.Holland, A. Kaufman, R.K. Kelly, G. Kok, A. Martin, C.D.Morris, C.W. Morris, R.J. Ozminkowski, M.-E. Paradis, S. Pignata, A.M. Richardsen, R.A.C.Ruiter, J. Spero, P.E. Terry, F.R.H. Zijlstra

The ILO estimates that around 2.3 million workers die annually as a result of occupational accidents and diseases. A further one million workers suffer workplace accidents every day. Alongside the human impact, these accidents cost an estimated 4 per cent of GDP in the US, equating to 2.8 trillion US dollars. This book considers occupational health and safety, and the ways in which it can be increased to both improve working conditions and reduce the material costs of accidents. Bringing together leading academics in the field, and presenting original research from both the private and public sectors, Increasing Occupational Health and Safety in Workplaces argues for greater reporting of workplace accidents and injuries. It also incorporates stress as a factor in rates of accidents and injuries, and suggests ways in which workplace safety cultures can be fostered and improved. This book will be an invaluable tool for students of management, especially those with an interest in small businesses. Its insights will also be of interest for organizational administrators responsible for workplace accidents and injuries at various levels, and for government employees with an interest in occupational health and safety.

Self-Management and Leadership Development offers a unique perspective on how leaders and aspiring leaders can and should take personal responsibility for their own development.This distinguished book is differentiated from other books on this topic with its view on the instrumental role played by individuals in managing their own development, rather than depending on others, such as their organization, to guide them. Expert scholars in the area of leadership emphasize the importance of self-awareness as the critical starting point in the process. Explicit recommendations are provided on how individuals can manage their own self-assessment as a starting point to their development. The contributors present insights and practical recommendations on how individuals can actively self-manage through a number of typical leadership challenges. Business school faculty teaching electives in leadership, and managers who engage in leadership development for themselves or others, should not be without this important resource. Consulting firms and training institutions offering leadership development programs and participants in MBA and executive development programs will also find it invaluable.

Diversifying the workforce is becoming increasingly important, with gender equality being a central feature of overall equality. Men seem to be part of the problem and a necessary part of the solution. This collection ties these themes together in the context of talent management and organizational effectiveness. Talented women continue to have difficulty advancing their careers in organizations wordwide. Organizations and their cultures were created by men, for men and reflect the wider patriarchal society. As a consequence, some women are disadvantaged and face barriers to advancement. Burke and Major present an examination of men, masculinity and gendered organizational cultures to get both a better understanding of why women have made such slow progress and ways in which men can become allies and champions of women, supporting their advancement and workplace equality. By taking an unusual approach to the subject of gender equality, this topical book will be a refreshing read for st

It is very easy for organizations to ignore or overlook the impact of social and commercial change-of increased pressure to deliver profit (above all else) and of transformation in the ways in which we are now working-on the mental health and, consequently, the performance of their employees. And yet there is plenty of evidence that in many workplaces, performance is down, stress is up and professional employees are struggling to balance their home and work lives. This collection, while looking at individuals, places the spotlight on organizational initiatives to support the development of attitudes, values, character and behaviors in employees. The aim of these initiatives is to increase our resilience to those experiences and events which impact on performance. There is a particular focus on managerial and professional jobs where employee discretion and commitment are critical. The Fulfilling Workplace extends the themes developed in early titles in the Psychological and Behavioral Aspects of Risk Series deeper into organizations; to explore the organization's role in coming to grips both with human frailties and toxic workplaces-both destructive to individual and organizational health.

This international collection examines violence and abuse in and around organisations. The collection documents the causes, specifically from the perspective of human relations and of the workplace conditions. It also highlights the specific risks associated with high-risk professions or working environments. The first section considers types of violence and abuse, their relative frequencies, potential individual and workplace antecedents, costs to individuals, family's organisations and societies, the fact both are increasing in frequency with new types (e.g., terrorism) appearing, and why addressing these has become increasingly important for individuals and organisations. The second section considers violence in interpersonal relationships such as bullying, incivility, bias and harassment, and toxic leadership. The third section examines unsafe workplaces, accidents, injuries, and deaths. The fourth section considers exploitive work conditions and arrangements such as precarious employment, the exploitation of immigrants, and human slavery. The final section offers suggestions on ways to address violence and abuse in and around organisations. These include aggression preventative supervisor behaviours in health care, suicide prevention in the workplace, dealing with disgruntled employees and former employees, and workplace interventions that address stress reduction more broadly. As with other titles in the Psychological and Behavioural Aspects of Risk Series, this research-based collection is firmly grounded in the boundary between work and society and offers important insights into how social and cultural problems are manifest in the workplace and how poor and abusive workplace practice, in turn, spills out into wider life.

Building a peak performing organization is not easy or else everybody would be achieving this goal. Organizations today are facing heightened challenges in remaining competitive in a more demanding global business environment. New technology, customer expectation, outsourcing, low cost competitors and needs for both higher performance and more innovation from employees are only a few of these. In this book Burke and Cooper present an international collection of current research and new perspectives, examining why people and human resource management matter to the success of organizations and presenting examples of efforts to build more satisfying and effective organizations that have worked.

The book includes chapters on organizational processes as well as organizational strategies and design. The former includes performance management, building employee engagement, developing psychological capital (e.g., resilience, self-esteem), managing talent, supporting teams and inspiring leaders at all levels of the organization. The latter tackles how to develop and sustain an ethical organizational culture, fostering the ability to cork across cultures (cultural agility), employer branding, the sustainable organization and improving corporate governance practices. These chapters offer suggestions as to how organizations can embrace the need for continual change.

It is very easy for organizations to ignore or overlook the impact of social and commercial change-of increased pressure to deliver profit (above all else) and of transformation in the ways in which we are now working-on the mental health and, consequently, the performance of their employees. And yet there is plenty of evidence that in many workplaces, performance is down, stress is up and professional employees are struggling to balance their home and work lives. This collection, while looking at individuals, places the spotlight on organizational initiatives to support the development of attitudes, values, character and behaviors in employees. The aim of these initiatives is to increase our resilience to those experiences and events which impact on performance. There is a particular focus on managerial and professional jobs where employee discretion and commitment are critical. The Fulfilling Workplace extends the themes developed in early titles in the Psychological and Behavioral Aspects of Risk Series deeper into organizations; to explore the organization's role in coming to grips both with human frailties and toxic workplaces-both destructive to individual and organizational health.

What are the effects of conflict between home and work? Does work stress affect those who live with you? In the rapidly changing modern work environment, time pressures seem ever increasing and new technology allows work to be conducted any time and anywhere. These are just two of the factors that make it more and more difficult for working men and women to integrate work and home life. Consequently, there is a need for flexible and innovative solutions to manage the work-home interface. Work-Life Balance: A Psychological Perspective presents up-to-date information on work-home issues, including the latest research findings. The book's emphasis is strongly psychological, with a focus on practical solutions, and includes chapters which deal with psychological issues such as the conflict between work and family, how work stresses may affect partners, and recovery from work. It also includes sections on legal issues, as well as examples of initiatives being implemented by leading employers. Contributors are drawn from the leading researchers in their fields and reflect the international character of the current challenges facing employers and employees. Its practical focus and innovative approach make this an essential book for managers, HR professionals and organizational psychologists, as well as students in these disciplines. The theoretical basis and research focus mean the book will also be invaluable for researchers investigating workplace issues.

This insightful book presents current thinking and research evidence on the role of human resource management policies and practices in increasing service quality, efficiency and organizational effectiveness in the public sector.Internationally, public sector organisations face enormous challenges, including increasingly uncertain political and economic environments, more vigilant and cost-conscious governments, rapidly evolving community needs and an ageing workforce. This collection examines a range of HRM-related topics that will influence the capacity of public sector agencies to negotiate and respond to the challenges ahead. These topics include managing public sector human resources during an economic downturn, enhancing the satisfaction and motivation of public sector employees, attracting and retaining talent, leadership development, and case studies in successful public sector organizational change. With each chapter drawing on the latest research, but also emphasizing the practical implications, this collection is suitable for practitioners, researchers and students alike. It will also be valuable for HR specialists and managers of HR units in the public sector. Contributors: A. Akkerman, A.F. Allisey, M. Arnaboldi, G. Azzone, T.S. Bailey, A.B. Bakker, M. Bradbury, R.J. Burke, C.L. Cooper, M.F. Dollard, M.E. Guy, J.J. Hakanen, J.E. Kellough, T. LaMontagne, J.J. Llorens, K. Manning, M. Martinez Lucio, P. McGurk, S.S. McLinton, K.J. Meier, M.A. Newman, A.J. Noblet, L.J. O'Toole (Jr), K. Page, C.J. Rees, P. Singh, J.E. Sowa, P. Stanton, R. Torenvlied, C. Truss, W. Vandenabeele

We exist in an era of great change and widespread uncertainty in which course-determining decisions lie with organizational leaders; in this continually shifting climate we require their courage to take action. Billions of dollars are spent annually on developing leaders, yet despite these efforts, most organizations report a shortage of leaders - a leadership gap - and estimates of leadership failures approach fifty per cent. Authored by some of the best names in the subject area, this book addresses this issue and provides readers with an innovative approach to learning leadership skills, merging theory with practice to enable a better understanding of this complex and significant subject. It emphasizes a balance of skills, the critical role of feedback in learning and development, and innovative thoughts on developing women leaders. Taking an international perspective, this outstanding text will be an invaluable resource for those studying leadership, organizational behaviour and human resource management as well as those on specialist masters and MBA courses, and will be especially useful for those undertaking the difficult task of leading within organizations.

We exist in an era of great change and widespread uncertainty in which course-determining decisions lie with organizational leaders; in this continually shifting climate we require their courage to take action. Billions of dollars are spent annually on developing leaders, yet despite these efforts, most organizations report a shortage of leaders - a leadership gap - and estimates of leadership failures approach fifty per cent. Authored by some of the best names in the subject area, this book addresses this issue and provides readers with an innovative approach to learning leadership skills, merging theory with practice to enable a better understanding of this complex and significant subject. It emphasizes a balance of skills, the critical role of feedback in learning and development, and innovative thoughts on developing women leaders. Taking an international perspective, this outstanding text will be an invaluable resource for those studying leadership, organizational behaviour and human resource management as well as those on specialist masters and MBA courses, and will be especially useful for those undertaking the difficult task of leading within organizations.

Although increasing attention has been paid to it, there are no signs that crime and corruption in organizations is decreasing, so if you're a manager or government policy maker, and your mandate is to reduce crime and corruption, where do you start? The international authors of this book fill a critical need to address such a prevalent and costly topic with a detailed analysis of the risks associated with crime and corruption in organizations. They examine the causes and consequences, and the choices we face in our efforts to eradicate these social maladies. They focus on the risks to individuals and organizations surrounding criminal and corrupt acts, with an emphasis on the psychological, behavioral and organizational factors supporting such behaviors. Finally, they explore the phenomenon of crime and corruption across a diverse array of organizational settings (ranging from public to private, for-profit to non-profit) and occupational categories (e.g., police officers, physicians, accountants, and academicians). The constant barrage of scandals publicized by the media demands 'front burner' attention dedicated to stemming this tide. Accordingly, this book turns to prominent researchers employing their talents to produce more ethical organizations. The result is the most up-to-date thinking on both classic (e.g., cognitive moral development) and novel (e.g., moral attentiveness) approaches to crime and corruption, as well as scientifically-grounded approaches to reducing illicit behavior in organizations.