"The Work and Family Handbook" is a comprehensive edited volume, which reviews a wide range of disciplinary perspectives across the social sciences on the study of work-family relationships, theory, and methods. The changing demographics of the labor force has resulted in an expanded awareness and understanding of the intricate relations between work and family dimensions in people's lives. For the first time, the efforts of scholars working in multiple disciplines are organized together to provide a comprehensive overview of the perspectives and methods that have been applied to the study of work and family. In this book, the leading work-family scholars in the fields of social work, psychology, sociology, organizational behavior, human resource management, business, and other disciplines provide chapters that are both accessible and compelling. This book demonstrates how cross-disciplinary comparisons of perspective and method reveal new insights on the needs of working families, the challenges faced by those who study them, and how to formulate policy on their behalf.

Work-family researchers have had much success in encouraging both organizations and individuals to recognize the importance of achieving greater balance in life. The imbalance between work and family is detrimental to the organization in terms of stress, quality of life, and personal effectiveness and efficiency. At the heart of the work/life problems is the increasing complexity of modern life. Work and Life Integration addresses the intersect between work, life, and family in new and interesting ways. It discusses current challenges in dealing with work-life integration issues and sets the stage for future research agendas. The book enlightens the research community and informs the public debates on how workplaces can be made more family sensitive by providing contributions from psychologists, sociologists, and economists who have not shied away from asserting the policy implications of their findings. This text appeals to both practitioners and academics interested in seeking ways to creative meaningful lives.

With fresh insights on diversity, inclusion, and female leadership, this book will guide managers and organizations as they bridge the gap between research and practice, and better position women in work spaces. Creating Gender-Inclusive Organizations addresses how to improve the climate for gender inclusion; leverage the benefits of gender diverse teams; advance and retain women in STEM; support women in entrepreneurial and high growth firms; and implement D & I initiatives. This book is a must-read for practitioners and human resource and diversity leaders, as well as scholars and students focused on improving the effectiveness of gender diversity and inclusion initiatives within organizations.

"The Acceptance of Human Resource Innovation," based on a survey done by the author at the Valiant Insurance Corp., examines the adoption, implementation and acceptance of workplace innovations introduced by management. The purpose of the book is to provide an understanding of the gap that exists between the stated purpose of a new human resource program and its actual achievements. The study done at the insurance company was designed to measure employee reaction to and acceptance of the following human resource innovations: quality circles, job posting, flex-time, a fitness program, flexible benefits, case rewards, an employee newsletter and a peer award. The study found that executives and managers were more accepting of these innovations than were lower level employees. "Personnel Administrator"

A practical guide for personnel managers and human resource professionals, this book examines the adoption, implementation, and acceptance of work innovations introduced by management. The study is based on an extensive survey undertaken at a major insurance company to measure employee reactions to and acceptance of eight innovations: quality circles, job posting, flextime, a fitness program, flexible benefits, cash awards, an employee newsletter, and a peer award. The author analyzes why employees tend to accept certain innovations while rejecting others and offers suggestions for encouraging employee acceptance when it is lacking.

Kossek begins with an interdisciplinary review of theory from the innovation, personnel, and organizational development literature. The following chapters describe the research design, examine critical historical events in the adoption of the innovations studied, and set forth the measures used in the human resource innovation survey which forms the basis for the book. In analyzing her results, the author looks at differences in acceptance of innovations as a function of hierarchical level, race, sex, seniority, unit differences, and the properties of the innovations themselves. Based on her results, the author offers practical guidelines for the successful implementation of new programs and innovations. An indispensable tool for human resource managers and executives, this book will also be of significant value to students and researchers in the field.