Occupational and industrial psychology Books

Book Synopsis1. Einleitung.- 2. Christine Lavant (1915 – 1973) – Resilienz ist keine Lebensversicherung.- 3. Frank McCourt (1930 – 2009) – Der gemachte Rentner.- 4. Thomas Bernhard (1931 – 1989) – Der widerspenstige Kranke.- 5. Peter Härtling (1933 – 2017) – Lebenslange Wundbehandlung.- 6. Natascha Wodin (1945) – Der Preis der frühen Resilienz.- 7. John Burnside (1955 – 2024) – In mehreren Welten zuhause.- 8. Angelika Klüssendorf (1958) – rebellisch, verletzlich, gereift.- Fazit: Ergebnisse der Auswertung.

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Book SynopsisForeword Dr. Klaus Sejkora.- Foreword Dr. Barbara Hochstrasser.- Foreword Dr. Martin Keck.- Introduction.- Structure of this book.- The essentials in brief.- Chapter I.- Chapter II – The Tidal Wave – Illness.- Chapter III.- The Sea – Recovery and Setbacks.- Chapter IV.- The Driftwood – Being Supported & Allowing the Good.- Chapter V.- The House on the Coast – Reflection/Gaining Security.- Chapter VI – The Lighthouse – Making Sense of Uncertainty.- Chapter VII.- The Wide World – Integration Within and Without.- Epilogue.- Final Words and Outlook.- Appendix.

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Book SynopsisSie haben erstmals eine Führungsrolle übernommen oder stehen kurz davor? – Dieses Buch bietet frischgebackenen Führungskräften eine kurze und bündige Orientierung und erleichtert ihnen mit praxisnahen Werkzeugen und Lösungsvorschlägen den Einstieg in die neue Rolle – ohne lange theoretische Exkurse, mit Fokus auf das, was wirklich wichtig ist! – Mit Interviews von Führungskräften aus unterschiedlichen Berufsfeldern – auch zum Downloaden und Anhören als mp3-File.Table of ContentsSelbstführung.- Mitarbeiterführung.- Vorgesetzte.- Setting.- Nachwort.

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Book SynopsisSchlüsselqualifikationen, Handlungskompetenzen, Kommunikationsfertigkeiten und Soft Skills – so wird umschrieben, was junge Menschen heutzutage neben Fachkompetenzen benötigen, um erfolgreich zu sein in Ausbildung, Schule, Studium und Beruf. Dieses Buch bietet einen kompakten Überblick über die 50 wichtigsten „Skills“ aus 4 verschiedenen Kompetenzbereichen – für junge Berufstätige, Studierende und Schüler sowie für Dozenten, Lehrer und Ausbilder. Das müssen Sie wissen und können, um heutzutage beruflich erfolgreich zu sein: Praktisches Grundwissen, verknüpft mit konkreten Tipps und Anwendungshinweisen.Trade Review“... Der Band Vermittelt Grundlegendes zu Schlüsselkompetenzen aus theoretischer Sicht mit klarem Anwendungsbezug. ... Die Lesefreundliche Aufmachung, Abbildungen und die Zugriffsmöglichkeiten (gegliedertes Inhaltsverzeichnis und umfangreiches Stichwortverzeichnis) erhöhen den Gebrauchswert ...” (Controller Magazin, Jg. 43, Heft 4, Juli-August 2018)Table of ContentsEinleitung.- I. Sozial-kommunikative Kompetenzen.- Bedeutung sozialer Kompetenzen.- Kommunikationsmodelle: Grundlagen.- Kommunikationsmodelle: Umfassendere Erklärungsansätze.-Formen der Kommunikation.- Persönliche Kompetenzen.- Sozial-kommunikative Kompetenzen.-Präsentieren und Visualisieren.- II. Methodenkompetenzen.- Berufliche Methodenkompetenzen.- Kreativität.- Kreativitätstechniken.- Lernkompetenz.- Selbst- und Zeitmanagement.- Medienkompetenz.- III. Managementkompetenzen.- Management Skills.- Werteorientierte Führung.- Teams.- Teamführung.- Konflikte.- Konfliktmanagement.- Umgang mit Mobbing, sexueller Belästigung und Stalking.- Umgang mit Diskriminierung und sozialer Ungleichbehandlung.- IV. Interkulturelle Kompetenz.- Kulturelle Identität.- Interkulturelle Kompetenz.- Interkulturelles Lernen.

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Book Synopsis1 Einführung.- Einordnung und Aktualität des Themas Umwelt- und Klimaschutz am Arbeitsplatz.-2 Umweltfreundliches Verhalten am Arbeitsplatz.- 3 Gestaltung umweltfreundlicher Verhaltensweisen am Arbeitsplatz.- 4 Herausforderungen und Erfolgsfaktoren.- 5 Schlussbemerkung.- 6 Literatur.

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Book SynopsisThis volume presents evidence-based ideas on all three converging forces to suit an array of individuals and their organisations. The volume is thick with evidence, detail and case studies that the reader can draw upon and apply to their own situations. ​Defining exactly what is leadership has been a persistent problem for researchers and theorists. Discovering how to create or produce leaders likewise has been a difficult challenge over the years. Written by an academic, executive and coach, the author focuses on three important converging aspects: leadership, followership and coaching. Focus on leaders is disproportionate to what actually occurs within most organisations especially the relationship between the leader and the followers. That leadership is tantamount with being in control of a situation is challenged, together with the belief that leadership capability is primarily shaped in line with a set of success criteria. The coach plays a significant part in this process although rarely visible. Table of ContentsChapter 1. Leadership, Followership and Coaching: Asking the Questions.- Chapter 2. Leadership: What is It and How Can We Learn from This Knowledge.- Chapter 3. Coaching Leaders and Followers for Learning: Understanding the How and Why.- Chapter 4. Followership.- Chapter 5. Gendered Leadership.- Chapter 6. Practising Leadership and Coaching.- Chapter 7. Leadership and Coaching: Over the Frontier.- Chapter 8. Ethical Leadership and Followership.- Chapter 9. Let the Leaders Speak for Themselves.- Chapter 10. Concluding Note.- Appendix.- Index.- Glossary.

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Book SynopsisA cutting-edge synthesis of behavioral psychology, cognitive science, and educational theory that teaches businesses how to learn better and faster.Trade ReviewAs digital technologies race ahead there is a growing need for creativity and innovation. But how can we build organizations that foster the highest levels of creativity and innovation? Learn or Die is a blueprint for creating such organizations. -- Erik Brynjolffson, Co-author, The Second Machine Age In Learn or Die Ed Hess knits an impressive fabric of insights from widely disparate strands of thought, experience, research, and real cases. Hess harnesses new evidence to challenge old nostrums. Practical and provocative, this book ranges across vital issues such as learning, innovation, team-building, and leadership. Read this book and prosper; read it before your competitor gets to it. -- Robert Bruner, Dean, Darden School of Business This book does a beautiful job bringing together the most important ideas in organizational learning, established by academics and practitioners over the past thirty years or more, into one place. -- Amy C. Edmondson, Novartis Professor of Leadership and Management, Harvard Business School An excellent book. In Learn or Die, Edward D. Hess captures a central element to enhancing and sustaining success as a business organization or as one of its leaders-being a high-performance learning organization. This book is a thought-provoking study of the technological advances making this need ever more relevant and provides a comprehensive roadmap of the culture, leadership, employee learning behaviors, HR policies and other organizational processes necessary to build and lead such an organization. -- Roger Carlile, Executive Vice President and CFO, FTI Consulting Learn or Die is a thoughtful and easy-to-read synthesis of the leading thinking on organizational and individual learning. Not only does Hess neatly summarizes what a savvy business person needs to know, but he also provides practical suggestions that will allow the reader to take action. This book contains essential lessons on an important topic-I highly recommend it. -- Joe Timko, chief strategy officer, ADP Learn or Die is a tremendous look into the requirements of high performance individual and team learning. Ed Hess does a masterful job of conveying that learning happens best in a humanistic work environment, enabled by leaders who in reality are great coaches striving to serve others. Learn or Die will help anyone who wants to improve themselves-it changes the game. -- Sam Presti, executive vice president and general manager of Oklahoma City Thunder The smart money is on innovation, which depends on personal and group learning. Ed Hess combines a tour d'horizon of what is known about individual learning and about conducive environments for organizational learning with fascinating case studies of companies who use learning to win. Any leader who needs to encourage innovation will find information and reflections that will be both humbling and inspiring. -- Michael Balay, head of global strategy, Cargill, Inc. Learn or Die in a masterful manner makes it clear that consistent business growth can only be achieved through learning-there is no other way-and that the pace of business change today requires a scientific approach to building a high performance learning organization. For those responsible for leading, Learn or Die should be mandatory reading. -- Terry S. Brown, chairman and chief executive officer, Edens Investment Trust Learn or Die allows the reader to not only to visualize the future, but also, and more importantly, to create the future by unleashing the power and potential of building a learning organization. It has been demonstrated that strategies, systems and processes can be copied by others, yet a company's people, and the way they learn, are true differentiators. Ed Hess captures the essence of a high performing organization and shares his "secret sauce" through an actionable blueprint for becoming a leading-edge learner and creating a high performing organization. -- Jeffrey S. Shuman, senior vice president and chief human resources officer, Quest Diagnostics Ed Hess is doing some of the most interesting and important work in management today and his newest book, Learn or Die, is already my personal favorite. This book is characteristic of all of Ed's work-providing wise but straight-forward and pragmatic advice on finding the right people, creating the right environment and installing the right processes to embed learning. In a globalizing world, where adapting to and learning from difference is likely to be the most critical source of competitive advantage, Learn or Die is a must read for any manager interested in solid, research-based advice on how to survive the increasingly unpredictable, chaotic world we live in. -- Jeanne Liedtka, coauthor of Solving Problems with Design Thinking To achieve and sustain real business success in the 21st century-individual and organizational-you need to understand and leverage the new science of learning. Fortunately, there's "Learn or Die" by Ed Hess, who explains the "why" and "how" better than anybody. This deeply informed, yet practical book provides the new road map for a better "you" and a better company. Read or miss out. -- Andy Fleming, CEO, Way to Grow, Inc. Learn or Die makes a compelling case for the need to create high-performance, human-oriented learning organizations-and for the remarkable degree to which we are all capable of succeeding as leaders by following a path of ongoing, integrative learning. Combining fascinating behavioral research, actionable advice, and superb analysis of real-world business examples, Ed Hess has crafted essential reading for those seeking to prepare their organizations-and themselves-to thrive in a global marketplace characterized by rapid change, fierce competition, and a desperate need for leadership based on principles that are smart, sustainable, and, above all, humane. -- Ming-Jer Chen, former president, Academy of Management I read Learn or Die and found myself intrigued and frankly, a little uncomfortable. So I read it a second time and found that it made me rethink many aspects of my own management style and the guidance I provide our portfolio companies. What hit me like a ton of bricks from Ed's research was the realization that the current approach based on traditional management techniques and performance metrics was unlikely to be both effective and sustainable in the rapidly changing, Darwinian world of venture capital investing and technology innovation. His vision of the learning systems and cultural commitments that define a truly high performance organization is a must read for any business that wants to prepare itself to meet the challenges and succeed in todays business environment-before its too late. -- Frank H. Foster, managing partner, Draper Fisher Jurvetson Frontier and the Gideon Hixon Fund This is by far the best book I've read on the subject of learning. -- Shane Parrish Farnam Street Weekly Learn or Die is a book everyone who is serious about learning and growth - personally or organizationally - should read. If you thought you were serious about it, Learn or Die will take you to a whole new level with tools, case studies, and insights that will challenge your commitment to learning. Leadership Now A must-read for learning professionals. TD: Talent Development Magazine Hess does the great service of examining the processes of both organizational and individual learning... [He] conducts a dialogue with readers that is refreshingly unobscured by jargon and cant... How refreshing it is to have a serious discussion of these important issues. Bravo! ChoiceTable of ContentsAcknowledgments Part I: The Science of Learning 1. Learn or Die: Building a High-Performance Learning Organization 2. Learning: How Our Mind Works 3. Emotions: The Myth of Rationality 4. Learning: The Right People 5. Creating a Learning Environment 6. Learning Conversations 7. Critical Thinking Tools 8. A Conversation with Dr. Gary Klein Part II: Building a Learning Organization 9. Bridgewater Associates, LP: Building a Learning "Machine" 10. Intuit, Inc.: "It's Time to Bury Caesar" 11. United Parcel Services, Inc.: Being "Constructively Dissatisfied" Epilogue Notes Bibliography Index

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Book SynopsisHarassment at work as a public health and labour issueTrade ReviewMolé's exploration of mobbing in Italy is both informative and insightful. She offers readers in the United States insight into an entirely different way of interpreting many of the detrimental workplace changes that they, too, have experienced. * American Journal of Sociology *This detailed and critical ethnography of neoliberalizing processes . . . will be of deep interest to scholars of labor and gender, the state, neoliberalism, and medical anthropology. * Anthropology of Work *Recommended. Labor studies collections at graduate and research levels. * Choice *Molé's book is an ethnographically sound and theoretically sophisticated contribution to the understanding of how neoliberal policies are experienced and embodied in Southern Europe, and also of how such policies are conceptualized in medical and legal terms. As such, it is recommended for those interested in the anthropology of Italy, for medical and legal anthropologists, and for students of labor relations. * American Ethnologist *What does neoliberalism feel like? . . . Anyone interested in the social life of the precariat . . . should read Noelle Molé's Labor Disorders. This superb ethnography astonishes on many fronts and is a unique contribution to our understanding of what it means to live and breathe under a hyper-flexibilized labor regime. * Council for European Studies *Labor Disorders is essential research for anyone interested in what happens to worker subjectivities under the neoliberal hegemony. * Work, Employment, and Society *[A] rich case study of the articulation between the state, global capitalism, and the medicalized body. . . .The study is topically relevant, theoretically sophisticated, and methodologically sound.Sept. 2014 * MEDICAL ANTHROPOLOGICAL Quarterly *In an admirably rigorous and thoughtful ethnography, Noelle J. Molé unpacks the crisis and contradictions of workplace mobbing in Italy. . . . Molé has not only impressively detailed a phenomenon of the Italian workplace, she has also elucidated many fascinating aspects of Italian society without resorting to stereotypes or misrepresentations, which has been noted as a problem in Mediterranean studies of the past. * Contemporary Sociology *Table of ContentsPrefaceAcknowledgments Introduction 1. Toward Neoliberalism2. The Politics of Precariousness 3. Existential Damages 4. Feminizing the Inflexible5. Living It on the Skin6. The Sex of Mobbing7. Project Well-Being NotesBibliographyIndex

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Book SynopsisTo alter an organization's culture, change agents must first understand its attitudes, beliefs and assumptions. Marc Schabracq's innovative new book is based on a fresh way of thinking that deals with both the functional and structural features of cultures. Focusing on the greatest barrier to organizational change - the attitudes and assumptions of people it offers three approaches that collectively assist the change process: changing goals through the leader; improving effectiveness through the members; and enriching assumptions through group dialogue. The scales, checklists and exercises are available online. A priceless resource for consultants and change agents, Changing Organizational Culture is also valuable reading for senior managers and business students interested in the change process.Table of ContentsAbout the Author. Introduction. Part I: Changing organizational culture. Chapter 1. Organizational culture. Chapter 2. Assessing the organization and cultural change. Chapter 3. Everyday reality, attitude and leadership. Chapter 4. Mapping and taking away ineffectiveness. Chapter 5. Dialogue. Part II: techniques, personal issue and exercises. Chapter 6. Techniques and tools. Chapter 7. Personal issues. Chapter 8. Exercises. Part III: Addenda. Addendum 1: Some meanings of the non-verbal behavioral elements in Chapter 8. Addendum 2. Some connotations of the words in the You-We-It exercise in Chapter 8. Addendum 3. Examples of unproductive assumptions (Chapter 8, Walk 2). Bibliography. Index.

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Book SynopsisEmployees have a set of needs as part of the 'psychological contract' of employment. However, organizations operate for a reason and they too have agendas and needs. It is how the two come together that determines the capacity for good human relations and optimum productivity.Trade Review"This is an extremely well-researched and referenced work that contains a wealth of information covering organisational and mental health issues in the workplace." (Nursing Management, July 2008) "Would be an excellent reference book for anyone studying this topic in-depth…Good value for a detailed guide to employee wellbeing." (Nursing Standard, June 2008)Table of ContentsAbout the Editors. List of Contributors. Foreword – The Fourth Wave. Acknowledgements. Introduction: Adapting to Change (Andrew Kinder, Rick Hughes and Cary L. Cooper). Part 1 Organisational Behaviour Issues and Well-being. 1 In Consideration of a Toxic Workplace: a Suitable Place for Treatment (Michael Walton). 2 Leading to a Healthy Workplace (E. Kevin Kelloway, Mike Teed and Matt Prosser). 3 Understanding and Improving Psychological Well-being for Individual and Organisational Effectiveness (Ivan Robertson and Gordon Tinline). 4 Employee Well-being: the Heart of Positive Organizational Behavior (Debra L. Nelson, Laura M. Little and M. Lance Frazier). 5 Employee Support Strategies in Large Organisations (Steve Boorman). 6 Coaching Skills for Managers (Gladeana McMahon). 7 Behaviour Risk Management (Sharon Clarke). 8 Positive Coping Strategies at Work (Philip Dewe). 9 Organisational Duty of Care: Workplace Counselling as a Shield against Litigation? (Peter Jenkins). 10 Managing Diversity (David Weaver). 11 Understanding Mental Health – a Guide for All Employees(Andrew Buckley). Part 2 Responding to Specific Organisational Challenges. 12 Organisational Responses to Traumatic Incidents (Alison Dunn). 13 Managing Suicide and Sudden Death within Organisations(Andrew Kinder and Emily Duval). 14 Bullying and Mistreatment at Work: How Managers May Prevent and Manage Such Problems (Stale Einarsen and Helge Hoel). 15 Counselling and Coaching in Organisations: An Integrative Multi-Level Approach (Vanja Orlans). 16 What Makes a Good Employee Assistance Programme? (Mark A. Winwood and Stephanie Beer). 17 Tackling the Macho Culture (Mark Brayne and Neil Greenberg). Part 3 Mental Health, Emotions and Work. 18 Rehabilitation of Mental Health Disabilities (David Wright). 19 An Organisational Approach to the Rehabilitation of Employees Following Stress-Related Illness (Louise Thomson and Jo Rick). 20 Stress Management for Employees: an Evidence-based Approach (Stephen Palmer and Kristina Gyllensten). 21 Perspectives on Managing Workplace Conflict (Tony Buon). 22 Whose Agenda Does Workplace Counselling Serve? (Rick Hughes). 23 The Emergence of Coaching as a New Profession and Its Global Influence (Patrick Williams). 24 Mentoring and Employee Well-being (David Clutterbuck). 25 Building Resilience – An Organisational Cultural Approach to Mental Health and Well-being at Work: A Primary Prevention Programme (Derek Mowbray). Index.

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Book SynopsisPreventing Stress in Organizations:How to Develop Positive Managersoffers an innovative, evidence-based approach to help managers prevent and reduce workplace stress in their staff. Winner of the 2013 BPS Book Award - Practitioner Text category Provides information on the critical skills managers must develop in order to prevent stress in their staff, and the key ongoing behaviours that promote a healthy work environment Shows practitioners in occupational psychology, HR, Health and Safety and related professions how positive management can be integrated into an organizationâs existing practices and processes Serves as an essential guide for managers themselves on how to incorporate proven stress management skills into their everyday interactions with team members Balances rigorous research grounding with real-world vignettes, case studies and exercises Trade Review"In its way, this is a groundbreaking book since it recognises that, no matter what the policy says, tackling organisational stress has to be implemented by normal, fallible people who happen to be managers - and that they could do with all the help they can get." (RoSPA Occupational Safety & Health Journal, 1 September 2011) "The three authors – all chartered occupational psychologists – have used their real-life experience and coupled it with a good understanding of research and theory to create an excellent “How to” book for line managers. I would go so far as to say this is almost an essential read for anybody with line-management responsibility and it also has an important educative role for strategic managers who need to understand exactly the psychological culture that will protect and support their organisation." People Management (July 2011)Table of Contents1 Introduction 1 What is Stress? 2 What Stress is Not: Common Misperceptions 3 Common Causes of Stress 4 Work-Related Stress and the Line Manager 5 Summary 9 References 9 2 Why managing stress is important: The business and legal reasons 11 The Business Case 11 The Costs of Work-Related Stress 12 Calculating the Cost of Stress to Your Business 19 What Should We Be Doing to Monitor these Costs? 23 The Legal Case 24 Legal Cases of Work-Related Stress 25 What Should We Be Doing to Comply with Legislation? 28 Summary 29 References 29 3 How to manage work-related stress 31 Prevention 32 Training and Development 35 Support 37 Organizational, Manager and Team, and Individual Level Interventions 38 What Should Our Organization Be Doing? 41 Where Does the Line Manager Fit In? 42 Summary 44 Reference 44 4 Developing a framework to promote positive manager behaviour 45 Rationale: The Need For a Stress Management Approach Focusing on Positive Manager Behaviour 46 Why We Took a Competency-Based Approach 49 The Research Underlying the Positive Manager Behaviour Framework and Approach 51 The Positive Manager Behaviour Framework 55 Evidence to Support a Positive Manager Behaviour Approach 56 Useful Resources 64 References 65 5 Respectful and responsible: Managing emotions and having integrity (management competency 1) 67 Integrity 68 Managing Emotions 75 Considerate Approach 81 Summary 85 References 87 6 Managing and communicating existing and future work (management competency 2) 89 Proactive Work Management 90 Problem Solving 101 Participative/Empowering 106 Summary 119 References 121 7 Managing the individual within the team (management competency 3) 123 Personally Accessible 124 Sociable 132 Empathetic Engagement 137 Summary 144 References 145 8 Reasoning/managing difficult situations (management competency 4) 147 Managing Conflict 148 Use of Organizational Resources 157 Taking Responsibility for Resolving Issues 164 Summary 168 References 169 9 Overcoming barriers to positive manager behaviour 171 Personal Level Barriers 172 Individual Work or Job Level Barriers 176 Team and Relationship Level Barriers 182 Organizational and Wider Level Barriers 186 Reference 189 10 Supporting managers to change their behaviour 191 Behaviour Change Is Possible 192 Theories of Behaviour Change 193 Implementing Behaviour Change Interventions 195 References 207 11 Is stress management just good management? 209 Comparing Positive Manager Behaviour with General Management/Leadership Competency Frameworks 211 Implications for Practice 214 How to Do Your Own Mapping 215 How to Identify Missing Positive Manager Behaviour Elements 224 How to Integrate Missing Positive Manager Behaviour Elements 225 Valuing People Management Skills 227 References 230 12 The way forward 231 Where are You Now? 231 Starting Out – Understanding Positive Manager Behaviour and How It Might Be Useful 233 Deciding How to Use Positive Manager Behaviour 234 Gaining Buy-In 240 Applying Positive Manager Behaviour 244 Sustainable Impact 250 References 253 Appendix 255 Index 261

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Book SynopsisAccording to Jessica Pryce-Jones, happiness at work is not some abstract idea but a practical reality with a clear impact on you and your workplace. This book reveals that the happier you are the more you'll achieve, yielding tangible benefits to you and your organization.Trade Review"After reading this book, I certianly did not need any more convincing that happiness at work matters. I am usually wary of self-help books, but the author's message is too simple to be ignored.... Read this book, take action and get happier at work." (Edge, 1 September 2011) "Pryce-Jones, who is among a growing number of experts studying the connection between happiness and productivity in the workplace, suggests there's a significant difference between happiness and engagement." (Human Resource Executive Online, October 2010) "This book is a useful addition to the array of books published in recent years the objective of which is to help folks who are not social scientists or clinical therapists understand happiness as a concept and how the research thereon over the past few decades can be used to achieve greater levels of personal happiness and the successes in life that go therewith." (Social Indicators Network News, May 2010) "The author undertook an enormous five year study of the concept and implications of happiness at both work and at home. The result of the intensive interviews underlined the critical importance of workplace happiness, and its correlation with a happier personal life." (Blog Business World, June 2010) "Normally I pick a book up, read the first few pages, then find I can't face it and end up leaving it in a hotel room. But this book, I picked it up, started to read it and I thought, ‘Hallelujah! Here is a book that makes sense at last.' And that was just so refreshing. I don't even have a copy at the moment, because I have given about ten of them away to people saying, 'You have just got to read this!'" (Fivebooks.com, June 2010) "So, if you want a workplace filled with happy workers who are more productive, engaged and willing to contribute, then you need to read this wonderful book by Jessica Pryce-Jones." (Inside Personal Growth, May 2010) "Everyone gripes about work, but Jessica Pryce-Jones, founder of British human-asset management consultancy iOpener, discovered that, believe it or not, work makes us happy. In her straightforward examination of the relationships among work, productivity and happiness, she takes readers on a journey through the core elements of happiness at work, ultimately tasking them with reaching their own happy place." (Kirkus Living Well Supplement, June 2010) "Whether you're an individual who wants to enjoy the personal benefits that derive from happiness or part of a management team that recognizes the direct correlation between happiness and productivity, Happiness at Work is the essential guide to understanding this once-elusive subject." (HR.com, April 2010) "An excellent study in employee happiness. There is a lot of value to be gained from this book." (Teach the Soul, April 2010) "A useful and informative guide in helping employers create environments and structures that keep employees happy and productive." (Basil & Spice, April 2010) "Sharing the results of her four–year research journey in simple, jargon–free language, [Pryce-Jones] exposes unexpected secrets about being happy at work." (StrategyDriven, April 2010) "[Pryce-Jones] demystifies the latest research, illustrating her findings with a fascinating array of over 80 revealing interviews." (The CEO Refresher, April 2010) "A fascinating new book based on many years of consulting and coaching experience … .Packed with case studies." (CNNMoney.com, April 2010) "Good trainer that she is, Pryce-Jones works hard to convert knowledge to understanding, and finally, to practical action. This is a 'How To' book for grown-ups who recognise they can try harder and deserve better." (Management Today, February 2010) "A very good book for understanding aspects of work that traditionally aren't considered 'important.' And if you're struggling with a job (either new or long-term) that doesn't seem to have that 'spark,' you may find out why (as well as how to change yourself and get re-centered)." (Duffbert's Random Musings, March 2010)Table of ContentsPrologue. Acknowledgments. 1 Why Happiness at Work? Why Now? 2 The Research Journey. 3 Contribution from the Inside-Out. 4 Contribution from the Outside-In. 5 Conviction. 6 Culture. 7 Commitment. 8 Confidence. 9 Pride, Trust, and Recognition. 10 Achieving Your Potential. Happiness at Work: A Conclusion. What Next? References. Dramatis Personae. Index.

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Book SynopsisThere is one constant factor in the chaos of the markets and that constant is human psychology. In the Psychology of Finance readers are shown how the market''s characteristics that arise can be interpreted and learnt from. This revised edition contains new examples and updates to charts. There is also a summary of the characteristics of each phase of the equity market, bear bottom, rise, bull peak, and decline. It includes an appendix covering the history of economic psychology Written in an extremely readable and enjoyable style it shows how psychology can drive movements in the prices of financial assets, breakdown key market phenomena, eg, irrational attitude changes in the individual, and their indicators.Table of ContentsPart I: The Dark Forces of Time and Ignorance. Rational Agents and Real Worlds. A Few Practical Terms. Part II: The Four Terrible Truths about Finance. The First Rule: The Market Is Ahead. The Second Rule: The Market is Irrational. The Third Rule: Chaos Reigns. The Fourth Rule: Charts are Self-fulfilling. Part III: The Psychology of Man. The Beginning of Psychology. The Major Schools Emerge. Part IV: The Behaviour Of Groups. The Alchemists. Psychology Meets Finance. Part V: The Psychology of Market Information. The Fastest Game in Town. Smoke without Fire?. Little and Big Fish. Frames and Attitudes. Part VI: The Psychology of Trending Markets. Entering the Staircase. Harmony and Resonance. Meet Mr Ponzi. Differences between Bull and Bear Markets. Part VII: The Psychology of Ranging Markets. Doubt and Hesitation. When Markets get Overextended. Part VIII: The Psychology of Turning Points. What's Really Going On when a Trend Reverses? Warning Signals for Major Trend reversals. Part IX: The Psychology of Panics. Tracing the Monster's Tracks. Animal Spirits. Part X: Beating the Gun. Exposure and Timing. The Road to Ruin. Appendix I: Timeline of General Psychology. Appendix II: Timeline of Economic Psychology. Appendix III: Timeline of Technical Analysis. Appendix IV: List of Historical Financial Crises. Appendix V: Summary of Possible Psychological Phenomena During Trends, Turning Points and Panics.

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Book SynopsisThis is the eighteenth in the most prestigious series of annual volumes in the field of industrial and organizational psychology. The series provides authoritative and integrative reviews of the key literature of industrial psychology and organizational behavior.Table of ContentsAbout the Editors. List of Contributors. Editorial Foreword. Flexible Working Arrangement: Implementation, Outcomes and Management (Suzan Lewis). Economic Psychology (Erich Kirchler and Erik Hölzl). Sleepiness in the Workplace: Causes, Consequences, and Countermeasures (Autumn D. Krauss, et al.). Research on Internet Recruiting and Testing: Current Status and Future Directions (Filip Lievens and Michael M. Harris). Workaholism: A Review of Theory, Research, and Future Directions (Lynley H.W. McMillan, et al.). Ethnic Group Differences and Measuring Cognitive Ability (Helen Baron, et al.). Implicit Knowledge and Experience in Work and Organizations (André Büssing and Britta Herbig). Index. Contents of Previous Volumes.

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Book SynopsisThis is the nineteenth in the most prestigious series of annual volumes in the field of industrial and organizational psychology. The series provides authoritative and integrative reviews of the key literature of industrial psychology and organizational behaviour.Table of ContentsAbout the Editors. List of Contributors. Editorial Foreword. 1. Empowerment and Performance (Toby D. Wall, Stephen J. Wood, and Desmond J. Leach). 2. 25 Years of Team Effectiveness in Organizations: Research Themes and Emerging Needs (Eduardo Salas, Kevin C. Stagl, and C. Shawn Burke). 3. Creating Healthy Workplaces: The Supervisor’s Role (Brad Gilbreath). 4. Work Experience: A Review and Research Agenda (Miguel A. Quiñones). 5. Workplace Experiences of Lesbian and Gay Employees: A Review of Current Research (Brian Welle and Scott B. Button). 6. My Job is My Castle: Identification in Organizational Contexts (Rolf van Dick). 7. Virtual Teams: Collaborating across Distance (Carolyn M. Axtell, Steven J. Fleck, and Nick Turner). 8. Learning at Work: Training and Development (Sabine Sonnentag, Cornelia Niessen, and Sandra Ohly). Index. Contents of Previous Volumes.

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Book SynopsisThe twenty-sixth volume in the most prestigious series of annual volumes in the field of industrial and organizational psychology, providing authoritative and integrative reviews of the key literature in the field All chapters written by established experts and all topics carefully chosen to reflect the major concerns in both the research literature and in current practice Presents developments in such established areas as stress and well-being, consumer behavior, employee trust, deception and applicant faking, the assessment of job performance and work attitudes, and the employment interview Newer topics explored include methodological issues in the development and evaluation of multiple regression models, and the psychological impact of the physical office environment Each chapter offers a comprehensive and critical survey of the chosen topic, and each is supported by a valuable bibliography Table of ContentsAbout the Editors. Contributors. Editorial Foreword. 1. Stress andWell-Being are Still Issues and Something Still Needs to be Done: Or Why Agency and Interpretation are Important for Policy and Practice (Kevin Daniels). 2. Brain, Emotion, and Contingency in the Explanation of Consumer Behaviour (Gordon R. Foxall). 3. Longitudinal Assessment of Changes in Job Performance and Work Attitudes: Conceptual and Methodological Issues (David Chan). 4. Estimating the Relative Importance of Variables in Multiple Regression Models (Dina Krasikova, James M. LeBreton, and Scott Tonidandel). 5. Employee Trust in Organizational Contexts (Rosalind Searle, Antoinette Weibel, and Deanne N. Den Hartog). 6. The Physical Environment of the Office: Contemporary and Emerging Issues (Matthew C. Davis, Desmond J. Leach, and Chris W. Clegg). 7. Deception and Applicant Faking: Putting the Pieces Together (Brian H. Kim). 8. Actions Speak Too: Uncovering Possible Implicit and Explicit Discrimination in the Employment Interview Process (Therese Macan and Stephanie Merritt). Index. Contents of Previous Volumes.

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Book SynopsisKey for senior management and human resources professionals, as well as counselors, psychologists, and medical staff, this handbook explores contemporary post-trauma intervention models specifically tailored for the workplace environment. Models include Trauma Risk management, Support Post Trauma, Rewind technique, and Psychological First Aid.Trade Review"This book is not just a reference tool to consider the subject in greater detail; it is a workplace essential for individuals and organisations, especially those with responsibility for engaging the service of trauma practitioners." (Counselling at Work, 1 October 2012) "Those interested in designing workplace programs would do well to examine their reliance on CISM and its efficacy on their clients. Summing Up: Highly recommended. Graduate students, researchers, and practitioners." (Choice, 1 December 2012) "By including international contributions, the editors are able to demonstrate how professionals across a swathe of different cultural or social environments and different disciplines are responding to and managing traumatic events. This helpfully demonstrates the influence of social, political and cultural factors on responses to workplace trauma and support. The book demonstrates quite clearly that one size does not fit all. Overall the book provides something for everyone who is or may be involved in working with trauma in the workplace. This book is both a reference tool of biblical dimensions and an invaluable workplace tool for practitioners and fororganisations that contract their services." (Therapy Today (BACP Journal), October 2012)Table of ContentsAbout the Editors ix List of Contributors xi A The Evolution and Development of Workplace Trauma Support 1 1 The Evolution of Models of Early Intervention for Adults: From Inspired Help Giving toward Evidence-based Pragmatism 3 Roderick J. Ørner 2 Evidence-based Trauma Management for Organizations: Developments and Prospects 17 Jo Rick and Rob Briner 3 Large-scale Trauma: Institutionalizing Pre- and Post-trauma Prevention, Intervention, and Treatment 30 Joyce A. Adkins and Bryan M. Davidson 4 Commonalities and New Directions in Post-trauma Support Interventions: From Pathology to the Promotion of Post-traumatic Growth 48 Stephen Regel and Atle Dyregrov B The Legal and Business Imperatives to Manage Trauma Effectively 69 5 The Trauma Impact on Organizations: Causes, Consequences, and Remedies 71 Ronald J. Burke 6 ASSIST: A Model for Supporting Staff in Secure Healthcare Settings after Traumatic Events That Is Expanding into Other European Territories 87 Annette Greenwood, Carol Rooney, and Vittoria Ardino 7 SAV-T First: Managing Workplace Violence 105 Kate Calnan, E. K. Kelloway, and Kathryne E. Dupre 8 The Occupational Implication of the Prolonged Effects of Repeated Exposure to Traumatic Stress 121 Alexander C. McFarlane 9 The Challenge for Effective Interventions in a Violent Society: Boundaries and Crossovers between Workplace and Community 139 Merle Friedman and Gerrit van Wyk 10 Adversity: Reconceptualizing the Post-trauma Response 154 Kevin Friery C New Understandings on Models of Trauma Support 165 11 The Role and Nature of Early Intervention: The Edinburgh Psychological First Aid and Early Intervention Programs 167 Chris Freeman and Patricia Graham 12 An Organizational Approach to the Management of Potential Traumatic Events: Trauma Risk Management (TRiM) – the Development of a Peer Support Process from the Royal Navy to the Police and Emergency Services 181 Neil Greenberg and Marilyn Wignall 13 Evidence-Based Support for Work-related Trauma: The Royal Mail Group Experience 199 Jo Rick, Andrew Kinder, and Steven Boorman 14 The Development of a Practice Research Network and Its Use in the Evaluation of the “Rewind” Treatment of Psychological Trauma in Different Settings 213 William Andrews and Scott Miller 15 The Emergency Behaviour Officer (EBO): The Use of Accurate Behavioral Information in Emergency Preparedness and Response in Public and Private Sector Settings 227 Mooli Lahad, Ruvie Rogel, and Steven Crimando 16 Trauma-related Dissociation in the Workplace 240 Onno van der Hart, Xiao Lu Wang, and Roger M. Solomon D The Theory and Practice of Post-trauma Support 257 17 Utilization of EMDR in the Treatment of Workplace Trauma 259 Roger Solomon and Isabel Fernandez 18 Trauma Inoculation: Mindful Preparation for the Unexpected 274 Gordon Turnbull, Rebekah Lwin, and Stuart McNab 19 How Employee Assistance Programs (EAPs) Respond to Trauma Support and Critical Incident Management: An International Focus 295 Mandy Rutter 20 Training Resilience for High-risk Environments: Towards a Strength-based Approach within the Military 313 Sylvie Boermans, Roos Delahaij, Hans Korteling, and Martin Euwema E The Organizational Response to Trauma Support 331 21 Preparing for and Managing Trauma within Organizations: How to Rehabilitate Employees Back to Work 333 Andrew Kinder and Jo Rick 22 Healing the Traumatized Organization: An Exploration of Post-trauma Recovery and Growth in the Workplace Setting Using the Metaphor of the Nervous System as a Template to Highlight Collective Learning 350 Tony Buckley and Alison Dunn 23 The Management of Emotionally Disturbing Interventions in Fire and Rescue Services: Psychological Triage as a Framework for Acute Support 368 Erik L. J. L. De Soir 24 Working with Tsunami Survivors in South India: The Problem Lies in a Four-letter Word 384 Sue Santi Ireson and Hash Patel 25 Turning Training into Reality: Considerations When Training Teams for Deployment to Disasters 401 Gail Rowntree and Mark Akerlund 26 Combating the Effects of Post-traumatic Stress and Other Trauma Associated with the Theatre of War 416 Walter Busuttil 27 Trauma Counseling and Psychological Support in the People’s Republic of China (PRC) 436 Xiaoping Zhu, Zhen Wang, and Tony Buon 28 How Professionals can Help the Traumatized Organization 447 Pauline Rennie Peyton 29 Military Veterans’ Mental Health: Long-term Post-trauma Support Needs 458 Walter Busuttil 30 Post-trauma Support: Learning from the Past to Help Shape a Better Future 474 Rick Hughes, Andrew Kinder, and Cary Cooper Index 487

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Book SynopsisDespite intense international interest in organizational culture, the dominant literature in the field continues to be skewed to an Anglo--US model and perspective. Until this book, there were no authoritative guides to understanding and managing organizational culture that integrated both US and European approaches.Table of ContentsAbout the Editors. List of Contributors. Introduction (C. Cooper, et al.). CONCEPTUAL ISSUES AND PERSPECTIVES (P. Earley). Organizational Culture: A Sociological Perspective (R. Goffee & G. Jones). Time Flies Like an Arrow: Tracing Antecedents and Consequences of Temporal Elements of Organizational Culture (M. Zellmer-Bruhn, et al.). Multinational Groups and the Structuration of Organizational Culture: a Sociological Perspective (C. Butler & P. Earley). ASSESSMENT AND RESEARCH METHODS (P. Sparrow). Developing Diagnostics for High Performance Organization Cultures (P. Sparrow). A Three Dimensional Framework for Analyzing and Assessing Culture/Climate and its Relevance to Culturale Change (R. Payne). Recent Approaches to the Qualitative Analysis of Organizational Culture (K. Davey & G. Symon). Cultural Complexity in Organizations: The Value and Limitations of Qualitative Methodology and Approaches (S. Sackmann). Assessment of Cultures: A Way to Problem Solving or a Way to Problematic Solutions? (I. Smit). CULTURE AND ITS IMPLICATIONS FOR INDIVIDUALS AND ORGANIZATIONS (J. Chatman). Modeling Organizational Culture: Demography and Influence Networks (J. Harrison & G. Carroll). Economics and Corporate Culture (B. Hermalin). Strong Cultures and Innovation: Oxymoron or Opportunity? (F. Flynn & J. Chatman). Does Culture Always Flow Downstream? Linking Group Consensus and Organizational Culture (E. Mannix, et al.). CULTURE AND CHANGE (T. Cummings). Culture Change in the Strategic Enterprise: Lessons from the Field (D. Nadler, et al.). Working with Cultures: Social Rules Perspective (C. Lundberg). Organizational Culture: Can it be a Key Lever for Driving Organizational Change? (D. Denison). CULTURE: THE INTERNATIONAL DIMENSION (N. Holden). The Modes of Social Relation in Japanese Management Practice (C. Tackney). Stereotyping in International Business (A. Zarkada-Fraser). Management Change in Central and Eastern Europe (K. Gilbert). Managing Globalization: Constructivist Perspective (N. Holden & D. Salskov-Iversen). Direct/Indirect and Formal/Informal Communication: A Re-assessment (M.-T. Claes). Intercultural Issues in Management and Business: The Interdisciplinary Challenge (G. Fink & W. Mayrhofer). Towards an Innovation Culture: What are its National, Corporate, Marketing and Engineering Aspects, Some Experimental Evidence (J. Ulijin & M. Weggeman). THE FUTURE OF ORGANIZATIONAL CULTURES (W. Starbuck). Where are Organizational Cultures Going? (P. Baumard & W. Starbuck). Collaborative Insight or Privacy Invasion? Trust Climate as a Lens for Understanding Acceptance of Awareness Systems (D. McKnight & J. Webster). In Diversity is There Strength? Ruminations on Changing Faces in Business (N. Pant & K. Singh). Culture in-the-Making in Telework Settings (R. Dunbar & R. Garud). Organizational Culture and Imaginary Organizations (B. Hedberg & C. Maravelias). Author Index. Subject Index.

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Book SynopsisWorkplace initiatives to manage diversity seek to fully develop the potential of each employee and turn their unique skills into a business advantage. Such fostering of difference enhances team creativity, innovation and problem-solving and is therefore an essential strategy for today's employers.Table of ContentsAbout the Editors. About the Contributors. Series Preface. Preface. Acknowledgements. Part I: STRATEGIC APPROACHES TO DIVERSITY. 1. Developing Strategic Approaches to Diversity Policy (Gill Kirton). 2. Practice Chapter - The Importance of Diversity in Innovation (Carolann Ashton). 3. Diversity in the Context of Business Ethics (Catherine Cassell and Phil Johnson). 4. Managing Diversity: Developing a Strategy for Measuring Organizational Effectiveness (Michael L. Wheeler). Part II: LEGAL AND CULTURAL ISSUES. 5. Management of Diversity in the UK - The Legal and Psychological Implications (Jill Earnshaw). 6. Affirmative Action as a Means of Increasing Workforce Diversity (Alison M. Konrad and Frank Linnehan). 7. Principles and Practice of Gender Diversity Management in Australia (Mary Barrett and Andrew Hede). 8. Organizational Efforts to Manage Diversity: Do They Really Work? (Penny Dick). 9. Managing Diversity: Caste and Gender Issues in Organizations in India (Elisabeth M. Wilson). Part III: SPECIFIC FORMS OF DIVERSITY. 10. Gender Diversity and Organizational Performance (Deborah Hicks-Clarke and Paul Iles). 11. Analysing the Operation of Diversity on the Basis of Disability (Carol Woodhams and Ardha Danieli). 12. Managing Racial Equality and Diversity in the UK Construction Industry (Andrew W. Gale, Marilyn J. Davidson, Peter Somerville, Dianne Sodhi, Andy Steele and Sandi Rhys Jones). 13. Is Diversity Inevitable? Age and Ageism in the Future of Employment (Chris Brotherton). Part IV: DIVERSITY TRAINING AND ITS EFFECTIVENESS. 14. Designing a Diversity Training Programme that Suits your Organization (Roberta Youtan Kay and Donna M. Stringer). 15. Diversity Issues in the Mentoring Relationship (David Clutterbuck). 16. Networking and the Modernization of Local Public Services: Implications for Diversity (Jean Hartley and Lyndsay Rashman). 17. Workable Strategies and Effectiveness of Diversity Training (David L. Tan, Lee A. Morris and James Romero). Part V: RECOGNIZING STEREOTYPES, ATTITUDES AND BIAS. 18. What You See is What You Get: Popular Culture, Gender and Workplace Diversity (Alison Sheridan and Jane O'Sullivan). 19. Male Managers' Reactions to Gender Diversity Activities in Organizations (Anna Wahl and Charlotte Holgersson). 20. Bias in Job Selection and Assessment Techniques (Mike Smith). Part VI: THE FUTURE - THE MANAGEMENT OF DIVERSITY BEYOND THE MILLENNIUM. 21. Cultural Diversity Programmes to Prepare for the 21st Century: Failures and Lost Opportunities (Norma M. Riccucci). 22. Cultural Diversity in the IT-Globalizing Workplace: Conundra and Future Research (Nada Korac-Kakabadse, Alexander Kouzmin and Andrew Korac-Kakabadse). 23. The Future of Workplace Diversity in the New Millennium (Tony Montes and Graham Shaw). Index.

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Book SynopsisComposed of a series of annual volumes, it offers state-of-the-art reviews in the field of industrial and organizational psychology. Topics include psychological aspects of major organizational restructuring; methodological issues in personnel selection research; health, well-being and working women; measuring performance; the role of industrial and organizational psychology in developing countries and more. A sizable list of key references is also provided.Table of ContentsRecent Developments in Industrial and Organizational Psychology inPeople's Republic of China (Z. Wang). Mediated Communication and New Organizational Forms (J.Andriessen). Performance Measurement: A Multi-Discipline View (D. Ilgen & J.Schneider). Ergonomics: Trends and Influences (E. Megaw). Aging and Work (D. Davies, et al.). Methodological Issues in Personnel Selection Research (H. Schuler& A. Guldin). Mental Health Counseling in Industry (N. Swanson, et al.). Person-Job Fit: A Conceptual Integration, Literature Review, andMethodological Critique (J. Edwards). Job Satisfaction: Dispositional and Situational Influences (R.Arvey, et al.). Index.

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Book SynopsisThe third volume in an annual series on health psychology, which contains review chapters covering the following areas: general concepts and methodology; health behaviour and health promotion; illness behaviour and health care; and practical and professional issues.Table of ContentsPartial table of contents: GENERAL CONCEPTS AND METHODOLOGY. A Psychological Look at Public Health: Contents and Methodology (L. Schmidt). Stress Resistance Resources and Health: A Conceptual Analysis (S. Hobfoll, et al.). Vital Exhaustion and the Acute Coronary Syndromes (A. Appels, et al.). HEALTH BEHAVIOUR AND HEALTH PROMOTION. The Prevention of Suicidal Behaviour: A Review of Effectiveness (R. Diekstra & J. Kerkhof). ILLNESS BEHAVIOUR AND HEALTH CARE. Self-Regulation and Control of Rheumatic Disorders (D. Park). Psychological Preparation for Surgery: Marshalling Individual and Social Resources to Optimize Self-Regulation (R. Contrada, et al.). Index.

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Book SynopsisThis is the eleventh in a series of annual volumes which provide authoritative reviews in the field of Industrial and Organizational Psychology. The chapters are written by established experts and the topics are carefully chosen to reflect the major concerns in the research literature and in current practice. Each chapter offers a comprehensive and critical survey of a chosen topic, and is supported by a valuable bibliography. Topics for future volumes in the series will be selected for their importance and relevance at that time, so that the series will be the main authoritative and current guide to important areas and developments in the field of Industrial and Organizational Psychology, for professional psychologists, managers and scholors.Table of ContentsSelf-Esteem and Work (E. Locke, et al.). Job Design (G. Oldham). Fairness in the Assessment Centre (H. Baron & K. Janman). Subgroup Differences Associated with Different Measures of SomeCommon Job- Relevant Constructs (N. Schmitt, et al.). Common Practices in Structural Equation Modeling (E.Kelloway). Contextualism in Context (R. Payne). Employee Involvement (J. Cotton). Part-Time Employment (J. Barling & D. Gallagher). The Interface Between Job and Off-Job Roles: Enhancement andConflict (M. O'Driscoll). Index. Contents of Previous Volumes.

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Book SynopsisHow do clients perceive the counselling process? What do they require from it? Counsellors and therapists are increasingly aware of the need to bring the client s viewpoint into the therapeutic relationship.Table of ContentsConsultation and Counselling. The Presenting Problem. Problem Meaning and Ideology. The Client's Ideology About Consultation and the Consultant. Making the "Consultation Statement". Organizing the Follow-up Session. Theoretical Foundations. References. Indexes.

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Book SynopsisThis is the twelfth in a series of annual volumes which provide authoritative reviews in the field of Industrial and Organizational Psychology. The chapters are written by established experts and the topics are carefully chosen to reflect the major concerns in the research literature and in current practice. Each chapter offers a comprehensive and critical survey of a chosen topic, and is supported by a valuable bibliography. Topics for future volumes in the series will be selected for their importance and relevance at that time, so that the series will be the main authoritative and current guide to important areas and developments in the field of Industrial and Organizational Psychology, for professional psychologists, managers and scholars. Contributors to Volume 12 John Arnold Thomas J. Bouchard, Jr Russell Cropanzano Gordon Foxall Jerald Greenberg Michael M. Harris Gary Johns Elchanan I. Meir John P. Meyer Phyllis Tharenou Michael L. Trusty Aharon Tziner BusinessTable of ContentsThe Psychology of Careers in Organizations (J. Arnold). Managerial Career Advancement (P. Tharenou). Work Adjustment: Extension of the Theoretical Framework (A. TzinerE. Meir). Contemporary Research on Absence from Work: Correlates, Causes andConsequences (G. Johns). Organizational Commitment (J. Meyer). The Explanation of Consumer Behaviour: Form Social Cognition toEnvironmental Control (G. Foxall). Drug and Alcohol Programs in the Workplace: A Review of RecentLiterature (M. Harris M. Trusty). Progress in Organizational Justice: Tunneling Through the Maze (R.Cropanzano J. Greenberg). Genetic Influence on Mental Abilities, Personality, VocationalInterests and Work Attitudes (T. Bouchard). Index. Contents of Previous Volumes.

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Book SynopsisThis is the thirteenth in a series of annual volumes which provide authoritative reviews in the field of Industrial and Organizational Psychology. The chapters are written by established experts and the topics are carefully chosen to reflect the major concerns in the research literature and in current practice. Each chapter offers a comprehensive and critical survey of a chosen topic, and is supported by a valuable bibliography. Topics for future volumes in the series will be selected for their importance and relevance at that time, so that the series will be the main authoritative and current guide to important areas and developments in the field of Industrial and Organizational Psychology, for professional psychologists, managers and scholars.Table of ContentsTeam Effectiveness in Organizations (M. West, et al.). Turnover (C. Maertz & M. Campion). Learning Strategies and Occupational Training (P. Warr & C.Allan). Meta-Analysis (Y. Fried & J. Ager). General Cognitive Ability and Occupational Performance (M. Ree& T. Carretta). Consequences of Alternative Work Schedules (C. Daus, et al.). Organizational Men: Masculinity and Its Discontents (R. Burke &D. Nelson). Women's Careers and Occupational Stress (J. Langan-Fox). Computer-Aided Technology and Work: Moving the Field Forward (A.Majchrzak & B. Borys). Index. Contents of Previous Volumes.

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Book SynopsisIn this cross-cultural study of emotion management, the author argues that even though the goals of normative control in factories, offices, and shops may be similar across cultures, organizational structure and the surrounding culture affect how that control is discussed and conceived.

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Book SynopsisThe author discusses how business managers can lead with input, consistency and accountability and still succeed in the results-oriented business world.Trade ReviewOne of the Strategy+Business Best Business Books 2016 in Management Winner of the 2016 Bronze Medal in Operations Management / Lean / Continuous Improvement, Axiom Business Book Awards Honorable Mention for the 2016 PROSE Award in Business, Finance & Management, Association of American Publishers "[In The Process Matters, Brockner] suggests ways managers can include employees in the process while maintaining trust--and keeping the best workers."--BizEd Magazine "[The Process Matters] is packed with examples from organizational settings... but, as Brockner contends, it is also relevant to anyone in an authority position, including parents, educators and politicians."--NationalTable of ContentsAcknowledgments vii 1 Introduction 1 2 It's Only Fair 21 3 Making Change Happen: It's All (or at Least Largely) in the Process 53 4 Taking the Process Personally 123 5 For Ethicality, the Process Also Matters 184 6 A High-Quality Process: Easier Said Than Done 233 Appendixes A The Change Implementation Survey 271 B Scoring Guide for the Change Implementation Survey 276 C Measure of Regulatory Focus 278 D Measure of Work Regulatory Focus 281 E Measure of "Openers" 283 F Allport-Vernon-Lindzey Values 284 G Measure of Moral Identity 286 H Measure of Emotional Reappraisal 288 Notes 291 Index of Names 305 Index of Subjects 311

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Book SynopsisCommunicating Emotion at Work chronicles the rich emotional experiences of employees drawn from a broad cross-section of industries and occupations. It takes a decidedly positive approach, recognizing that emotional communication is a vital and creative response to the challenges of life in complex organizations.Trade Review"This book promises to be required reading for students of organizational communication. No one is better suited than Vince Waldron to provide a state-of-the-art explanation of this important set of issues." Ted Zorn, University of Waikato, New Zealand "This book offers a rich tapestry of the emotional fabric of organizational life. Drawing on recent research, it situates emotional communication as an essential feature of occupational roles, work relationships, and moral judgment. Its superb examples entice the reader through sharing the joys and traumas of the modern workplace." Linda L. Putnam, University of California, Santa Barbara "As someone who has studied and taught about emotions in organizations for many years, I have been consistently disappointed that most books gloss over communication when exploring the issues of work and feelings. Well, I am no longer disappointed! Vince Waldron's book Communicating Emotion at Work presents a thoughtful and meaningful treatment of how emotions, communication, and work intersect to complicate work life in recognized and unrecognized ways. Waldron also goes beyond looking solely at individual-level communication by exploring the organizational, societal, and global factors impacting communication and emotion in organizations. If you're a serious scholar of emotions and communication at work, this book is a key resource you must have on your shelf. Bravo!" Professor Pam Lutgen-Sandvik, University of New Mexico, USA "A thorough and thoroughly engaging read, Communicating Emotion at Work provides an up-to-date overview of the complex role of emotion in the workplace. The cases and illustrations, along with the author's accessible writing style, make this an ideal book for undergraduate and advanced undergraduate classes. It is also a ‘must have' for practitioners and scholars interested in the topic." Patricia Sias, Washington State UniversityTable of ContentsList of Figures and Tables. Preface 1 Emotional Connections: Intersections of Communication, Work, and Feeling. 2 Communicating Emotion: Levels of Organization and Forms of Expression. 3 Emotional Occupations. 4 Work Relationships: Getting Emotional with Peers, Supervisors, and Others. 5 Emotion and Organizational Morality. 6 Emotional Trends. References.

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Book SynopsisAlan Cutler has had a varied career, including 16 years commissioned service in the Royal Air Force, retiring as a Squadron Leader in 1989, and Head of Hospitality Services at Aston University. For the past 14 years he has run his own training and consultancy company, Hospitality Leadership. He is also a Senior Associate of Adair International and a Fellow of both the Chartered Management Institute and the Institute of Hospitality.Trade Review"Alan Cutler has reflected deeply on the theory and practice of leadership and has written a book that is a stimulating contribution to the subject." * Professor John Adair, Chair of Leadership Studies, United Nations System Staff College *"Leadership Psychology offers practical guidance for leaders, based upon relevant psychological theory." * Dr. Gail Steptoe-Warren, Principal Lecturer, Psychology and Behavioural Studies, Coventry College *"Everything is carefully and considerably mixed together, case studies, feedback, viewpoints, to make an engaging, thoughtful, critical and candid read. A very good, rounded book on a fascinating subject." * Darren Ingram, Darren Ingram Media *"The book is clearly written, very readable, refreshingly free of obfuscating jargon, logically organized, comprehensive, and informative. It will certainly be of value to anyone interested in the field of leadership either from a theoretical and conceptual perspective on the one hand or from a practical, hands-on, and developmental perspective on the other." * Ira J.Morrow, Assoc. Prof. of Management, Lubin School of Business, Pace Univ., Personnel Psychology *Table of Contents Chapter - 00: Introduction; Chapter - 01: Leadership theory – past and present; Chapter - 02: Future challenges – the 21st-century leader; Chapter - 03: Motivation – the enduring principles; Chapter - 04: The emotionally intelligent leader – identifying and controlling emotions; Chapter - 05: Leader development – identifying and promoting the inner self; Chapter - 06: The psychological contract – unwritten expectations of leaders and followers; Chapter - 07: Strategic leadership – navigating a course into an uncertain future; Chapter - 08: Extreme leadership – leading when life is threatened; Chapter - 09: Future leadership – the way forward

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Book SynopsisDr Paul Brown is Faculty Professor, Organizational Neuroscience, Monarch Business School Switzerland; Honorary Chairman of the Vietnam Consulting Group and International Director of SIRTailors. He is a clinical and organizational psychologist and executive coach. Joan Kingsley is a consultant clinical and organizational psychotherapist. She is Honorary Consultant Psychotherapist at the National Hospital for Neurology and Neurosurgery and is on the psychotherapist register of the School of Life. Joan is registered with the UK Council for Psychotherapy.Dr Sue Paterson is an oil and gas professional with over 30 years' UK and international experience. She worked for Shell International in exploration, new business development and JV management, as well as talent management, leadership development, learning and recruitment. In 2010 she set up her own consultancy.Trade Review"I wish I had read something like this a long time ago. In my decades as a corporate leader, I observed and learned the hard way about a lot of themes in the book.... I came to know these things were real over the years but never really understood why they were happening until reading this book." * Thomas M. Botts, retired Executive Vice President, Royal Dutch Shell *"Beautifully written, clearly structured and brimming with compelling case studies, this new work transports us into the psychological core of organizational life and provides us with rich recipes for understanding the complex and often tortured dynamics of the workplace." * Professor Brett Kahr, Senior Clinical Research Fellow in Psychotherapy and Mental Health at the London Centre for Child Mental Health *"If you work in an organization, you already know this: fear runs the place. What you may not know is that fear is going to ruin it, too, sooner or later. This book tells us why. Then it tells us how to change that." * Nancy Kline, author of Time to Think *"The jewel in the crown of all the recent books on this subject... All leaders of complex organizations should have this book by their bedside and their office." * Professor Patrick Pietroni, Director, Centre for Psychological Therapies in Primary Care, University of Chester *"This book superbly explains what is really going on together with fascinating insights on the fears that all of us have experienced in the workplace and which have such a destructive effect on culture. And then the authors provide some practical advice on how to change things for the better." * Charlie Geffen, Chair, London Corporate, Gibson Dunn *"[T]he essential manual for effective management. It provides the practical methods needed to motivate people to do their best work. The authors explain, simply and understandably, how to apply the most advanced neuroscientific insights to business management. It is ground breaking and indispensable." * Dotson Rader, Contributing Editor, Parade *"Fear pervades the workplace. It corrodes profits and stunts growth. This essential read equips CEOs with the tools to build a fear-free environment -and success." * Robin Morgan, CEO, Iconic Images *"[I]t outlines a range of effective, practical strategies to help build a healthier environment that can deliver real and measurable benefits to the individual, teams and the organization - the fear-free organization." * Dr Brian Marien, Founder and Director of Positive *"Leadership is about making sense, and this book makes a lot of sense. I highly recommend it for leaders, and those who aspire to become one." * Rien Herber, former Shell Executive and Professor at Groningen University *Table of Contents Section - ONE: The person; Chapter - 01: Fear essentials and the development of the Self; Chapter - 02: The brain; Chapter - 03: Memories are made of this; Chapter - 04: Relationships; Chapter - 05: Trust; Section - TWO: The organization, energy flow and profit; Chapter - 06: Fear in the workplace; Chapter - 07: The nature of energy; Chapter - 08: Leaders and HR; Section - THREE: The future of organizations; Chapter - 09: The role of leadership; Chapter - 10: Change, adaptability and flow; Chapter - 11: The fear-free organization;

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Book SynopsisAdrian Furnham is professor of psychology at UCL, and adjunct professor of management at the Norwegian School of Management. He has written over 1,000 scientific papers and 70 books and is among the most well-known psychologists in the world.Ian MacRae is Director of High Potential, an organizational consultancy providing customised psychological tests and reports for improving performance, predicting potential and developing people. He is a PhD candidate at Maastricht University.Trade Review"Few topics are as important, yet poorly understood, as workplace motivation. This book provides an authoritative guide for leaders and professionals interested in leveraging the science of motivation to enhance individual, team, and organisational performance. A must-read if you care about evidence-based management and understand the limits of intuition." * Tomas Chamorro-Premuzic, CEO of Hogan Assessments and Professor of Business Psychology at University College London and Columbia University *"Everyone knows that an engaged workforce is more productive and profitable yet so many try to achieve this with a singular 'silver bullet' solution that often harms as much as it helps. Motivation and Performance gives balance to the complex factors at play, shows leaders where to look and guides their judgement. It clearly shows just what startling results can be achieved by getting it right and how dire the consequences of getting it wrong. Leaders of any size of organisation can learn and profit from this book." * Group Captain John Jupp, PhD, OBE *"This book is an extremely valuable resource for leaders of businesses of all sizes and anyone working in HR. It contains great practical tools such as templates and guidelines for best practice. The anecdotes and case studies bring the academically informed points to life articulately making it relevant and accessible to readers." * Paul Rein, Principal Consultant Psychologist, Thomas International *"There is no doubt that despite its huge significance and decades of work, organisations do not yet set out to systematically review and improve motivation and/or performance. Why not? There are quick wins to be had, and this book describes very clearly the constructs required to make substantial and long-lasting improvements." * Mike Haffenden, founder and Director of Strategic Dimensions and of Corporate Research Forum (CRF) and Performance and Reward Centre (PARC) *"As a small business owner and teacher, I found this book a valuable resource as well as being interesting and often entertaining. It uses stories and examples to highlight many of the issues and opportunities that all businesses need to know about. I would recommend this book to my students and business owners." * Louise Dannhauer, Owner, Spa Time & Instructor, Vancouver Community College *"Motivation and Performance is an excellent balance between theory and practice. Any business professional would benefit from the very practical examples, and step-by-step processes provided throughout. As well, the inclusion of the 'why' behind these processes give reason and credibility to the suggestions offered." * Roberta Sawatzky MA CPHR, Professor at Okanagan School of Business and Adjunct Professor at University of British Columbia Okanagan *Table of Contents Section - 01: Introduction; Section - 02: A Model of Motivation; Section - 03: Generational Differences; Section - 04: The Biology of Stress and Well-being; Section - 05: Measuring Motivation; Section - 06: The Power of Communication and Conversations; Section - 07: Intrinsic Motivation; Section - 08: Work Engagement, Organizational Health and Culture; Section - 09: Extrinsic Motivation and Rewards; Section - 10: Culture and Values; Section - 11: The Importance of Motivation Gaps; Section - 12: Outsourcing Motivation; Section - 13: The Dark Side and Derailed Motivation; Section - 14: Best and Worst Practice from Real Companies;

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Book SynopsisDr Sheila Keegan is a Chartered Psychologist and has a doctorate in organizational change. In 1983, she co-founded Campbell Keegan Ltd, a business psychology consultancy working in the private and public sectors. An organizational consultant and qualitative researcher for more than 25 years, she helps clients in the private and public sectors to make better decisions in the areas of business strategy, social policy and organizational change management. She is a Fellow of the Market Research Society and an Associate Fellow of the British Psychological Society.Trade Review"Whatever the root of fear at the workplace, high-quality leadership - which sees employees as humans, trusts them to be professional and empowers them - seems to be necessary to ensure that such fear does not compromise innovation and productivity. I hope that leaders of academic/corporate organizations read this book and ponder about the environments they are creating at the workplace." * Professor Ranjini Swamy, Goa Institute of Management *"This book should be read by everyone who has anything to do with managing organizations. It is soundly based in history, the literature and personal experience. Keegan not only describes and explains the increase of fear in organizations but also suggests how to reduce it so that everyone can be happier and more productive." * Emeritus Professor Malcolm Harper, Cranfield University *"Sheila Keegan provides a wide-ranging and incisive treatment of this very taboo subject. She questions many current organization practices, including goal setting, and shows how these can easily result in fear and dysfunctional performance. The practice approaches she provides for reducing fear in organizations will provide real value to managers and HR professionals alike." * Michael Wellin, Chartered Psychologist, and Director at Business Transformation consultants *"This book is an interesting read and during the course of my engagement I learnt some great information and many interesting facts. The book is split into two sections the first part of the book sets the scene and introduces the reader to the relationship that both the body and the brain have with fear, it further iterates how that manifests itself in the workplace or how a workplace environment can induce the state of fear either by its organisational structure or by the leadership within. There is a great chapter around the Hawthorne experiments with a useful reference which I will be following up on and thoughts around groupthink and how it can create a collaborative way of thinking be this positive or negative. The second half of the book revolves around how to utilise this source of energy and further covers the areas around appreciative enquiry, trust and the power of language; though during these chapters the topic of fear was digressed it eventually reverts back to the original subject matter. Ultimately this translates into utilising fear as a positive force rather than a negative, and positivity is always a worth sought desire in the wellbeing to life. 4 stars: Strong, strongly recommended for managers and leaders for want to review the type of organisation they manage." * Robert Orton, Information and Content Developer, Chartered Institute of Marketing *"this book is a must read for all who feel the need for a good dose of civilised decency and scholarship to be brought to what many people see as the grubby world of commerce....This is a great little book, full of wisdom on a longstanding problem..." * Malcolm McDonald, Cranfield University, for the International Journal of Market Research *"strongly recommended for managers and leaders wanting to review the type of organisation they manage." * Philip Clarke, Chartered Management Institute book reviewer *Table of Contents Section - ONE: The nature of fear and how it shapes organizations; Chapter - 01: The paradox of fear; Chapter - 02: The cultural backdrop of fear; Chapter - 03: Perspectives on fear; Chapter - 04: Cultures of fear within organizations; Chapter - 05: Feeling fear at work; Chapter - 06: Over-control and manipulation in the workplace; Chapter - 07: Organizations in crisis; Section - TWO: How we can harness fear to improve productivity and organizational health through promoting human values; Chapter - 08: Being human; Chapter - 09: Creating psychologically healthy workplaces; Chapter - 10: Leadership and appreciative inquiry; Chapter - 11: Developing resilience; Chapter - 12: Building trust within organizations; Chapter - 13: The power of language; Chapter - 14: Building a culture of innovation; Chapter - 15: What about the future?

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Book SynopsisDr Paul Brown is Faculty Professor, Organizational Neuroscience, Monarch Business School Switzerland; Honorary Chairman of the Vietnam Consulting Group and International Director of SIRTailors. He is a clinical and organizational psychologist and executive coach. Joan Kingsley is a consultant clinical and organizational psychotherapist. She is Honorary Consultant Psychotherapist at the National Hospital for Neurology and Neurosurgery and is on the psychotherapist register of the School of Life. Joan is registered with the UK Council for Psychotherapy.Dr Sue Paterson is an oil and gas professional with over 30 years' UK and international experience. She worked for Shell International in exploration, new business development and JV management, as well as talent management, leadership development, learning and recruitment. In 2010 she set up her own consultancy.Trade Review"I wish I had read something like this a long time ago. In my decades as a corporate leader, I observed and learned the hard way about a lot of themes in the book.... I came to know these things were real over the years but never really understood why they were happening until reading this book." * Thomas M. Botts, retired Executive Vice President, Royal Dutch Shell *"Beautifully written, clearly structured and brimming with compelling case studies, this new work transports us into the psychological core of organizational life and provides us with rich recipes for understanding the complex and often tortured dynamics of the workplace." * Professor Brett Kahr, Senior Clinical Research Fellow in Psychotherapy and Mental Health at the London Centre for Child Mental Health *"If you work in an organization, you already know this: fear runs the place. What you may not know is that fear is going to ruin it, too, sooner or later. This book tells us why. Then it tells us how to change that." * Nancy Kline, author of Time to Think *"The jewel in the crown of all the recent books on this subject... All leaders of complex organizations should have this book by their bedside and their office." * Professor Patrick Pietroni, Director, Centre for Psychological Therapies in Primary Care, University of Chester *"This book superbly explains what is really going on together with fascinating insights on the fears that all of us have experienced in the workplace and which have such a destructive effect on culture. And then the authors provide some practical advice on how to change things for the better." * Charlie Geffen, Chair, London Corporate, Gibson Dunn *"[T]he essential manual for effective management. It provides the practical methods needed to motivate people to do their best work. The authors explain, simply and understandably, how to apply the most advanced neuroscientific insights to business management. It is ground breaking and indispensable." * Dotson Rader, Contributing Editor, Parade *"Fear pervades the workplace. It corrodes profits and stunts growth. This essential read equips CEOs with the tools to build a fear-free environment -and success." * Robin Morgan, CEO, Iconic Images *"[I]t outlines a range of effective, practical strategies to help build a healthier environment that can deliver real and measurable benefits to the individual, teams and the organization - the fear-free organization." * Dr Brian Marien, Founder and Director of Positive *"Leadership is about making sense, and this book makes a lot of sense. I highly recommend it for leaders, and those who aspire to become one." * Rien Herber, former Shell Executive and Professor at Groningen University *Table of Contents Section - ONE: The person; Chapter - 01: Fear essentials and the development of the Self; Chapter - 02: The brain; Chapter - 03: Memories are made of this; Chapter - 04: Relationships; Chapter - 05: Trust; Section - TWO: The organization, energy flow and profit; Chapter - 06: Fear in the workplace; Chapter - 07: The nature of energy; Chapter - 08: Leaders and HR; Section - THREE: The future of organizations; Chapter - 09: The role of leadership; Chapter - 10: Change, adaptability and flow; Chapter - 11: The fear-free organization;

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Book SynopsisUsing the narrative structure method in mediation practice to move people in conflict from stubbornness, hostility, fear to openness, collaboration, and forgiveness, this book focuses on the transformative power of stories. Its case studies include the perspectives of all the parties in conflict and cover a wide range of conflicts and disputes.Trade Review"This book is guaranteed to strike a chord with anyone seekinggreater understanding of the dynamics of conflict and the paths totransformation. Cloke and Goldsmith draw on their vast experienceas mediators, taking us inside the world of conflict stories. Theyshow us how to listen at three levels and ask questions that opendoors for understanding, healing, and growth. An invaluable book!"(Karl Slaikeu, president of Chorda Conflict Management; author,When Push Comes to Shove) "An eloquent primer for anyone trying to live a successful andsatisfying life. Using conflict as a prism, Joan Goldsmith andKenneth Cloke provide an indispensable look at the elementsnecessary to transformation." (Eileen Moran Brown, president,Cambridge College) "A classic! Full of timeless insights into highly sophisticatedmediating. The stories are told in detail, so that moves andresponses by the parties and the mediators are apparent. Themediators' exquisite sense of timing and respect for the partiescombine to produce often astonishing results. Essential reading forexperts as well as novices." (Barbara Ashley Phillips, author,Finding Common Ground and The Field Guide to Mediation) "Those who seek a cookbook approach to mediation will find thisvolume far too rich. A varied menu of stories from the authors'twenty year practice shows how a trained ear, an open mind, arespectful and intuitive stance, and humane values can anchor andsteer a broad and flexible repertoire of effective third-partypractices. Tasty reading!" (Laura Chasin, director, PublicConversations Project)Table of ContentsPreface. 1. The Hidden Meaning of Conflict Stories. 2. Working with Stories to Resolve Conflict. 3. Stories Unheard and Untold. 4. Stories that Sacrifice Life. 5. Stories that Hold Organizations Hostage. 6. Stories that Justify Boundary Violations. Conclusion: Living Happily Ever After. About the Authors. Index.

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Book SynopsisFinally, a resource....guide...roadmap....to help team members and team leaders alike understand what it takes to function as a high performing team, how doing so can personally enrich your life, and why it''s critical for organizations to function only in this way. The Emotionally Intelligent Team connects the dots between the task at hand, achieving and making a difference, and personal happiness. Imagine where humankind would be if every entity on the planet operated within a series of high performing teams. Marcia Hughes and James Terrell show us that it''s possible! Suzanne Kirk, SVP, Branch Service Center, Bank of the West We value teams at Medtronic so we know that this book will be a powerful tool in understanding and developing successful team behaviors! Michael Mihalczo, District Manager, Walter Cooper, District Manager, Medtronic CRDM Marcia Hughes'' and James Terrell''s latest book, The Emotionally Intelligent Team, is a ''must read'' foTrade Review"...relevant and, above all, inspiring and engaging." Edge May 2008Table of ContentsIntroduction 1 PART ONE: THE VALUE OF EMOTIONAL AND SOCIAL INTELLIGENCE FOR YOUR TEAM 9 1 Why Emotional Intelligence Is So Valuable for Teams 11 2 The Business Case for Team Emotional Intelligence 26 PART TWO: THE SEVEN SKILLS OF A TEAM’S EMOTIONAL AND SOCIAL INTELLIGENCE 35 3 The First Skill: Team Identity 37 4 The Second Skill: Motivation 55 5 The Third Skill: Emotional Awareness 69 6 The Fourth Skill: Communication 88 7 The Fifth Skill: Stress Tolerance 106 8 The Sixth Skill: Confl ict Resolution 121 9 The Seventh Skill: Positive Mood 139 PART THREE: RESULTS GAINED BY EMOTIONALLY AND SOCIALLY INTELLIGENT TEAMS 155 10 The Emotionally Intelligent Team Player 157 11 Leading the Emotionally Intelligent Team 169 12 Values and Ethics 182 13 Results 190 14 Conclusion 202 References 204 Acknowledgments 209 About the Authors 211 Index 213

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Book SynopsisHow have women managed to break through the glass ceiling of the business world, and what management techniques do they employ once they ascend to the upper echelons of power? What difficult situations have these female business leaders faced? This volume answers these questions by highlighting the professional accomplishments of twelve remarkable women.Trade Review"This unique and bold publication is an extremely useful book for teaching, provoking self-reflection and analysis of the choices made by women in business." -- Mary Ellen Clark * Executive Director New York City Employment and Training Coalition *"This unique and bold publication is an extremely useful book for teaching, provoking self-reflection and analysis of the choices made by women in business." -- Mary Ellen Clark * Executive Director New York City Employment and Training Coalition *Table of ContentsForeword Preface Acknowledgments JoAnn Heffernan Heisen: Enabling Women’s Leadership at Johnson & JohnsonGrace Howard and Dana M. Britton Sara Blakely: Reinventing Women’s Shapewear with SpanxAmanda Roberti and Lisa Hetfield Madam C. J. Walker: Leadership Grounded in Social and Racial UpliftRosemary Ndubuizu and Lisa Hetfield Diane McCarthy: Responding to Crisis through Connected Leadership at VerizonKathleen E. McCollough and Lisa Hetfield Jane Ni Dhulchaointigh: Changing the World through Participatory DesignLaura Lovin and Dana M. Britton Ursula Burns: Restructuring an American Icon at XeroxRosemary Ndubuizu and Dana M. Britton Alice Waters: Transforming American FoodStina Soderling and Lisa Hetfield Avid Modjtabai: Leading Change at Wells FargoAmanda Roberti and Dana M. Britton Martha Stewart: The Rise, Fall, and Comeback of a BrandCarolina Alonso Bejarano and Lisa Hetfield Barbara Krumsiek: Putting Social Responsibility on the Investment AgendaCrystal Bedley and Lisa Hetfield Roseline Marston: Navigating Transition in an Employee-Owned Firm at A. D. Marble & CompanyCarolina Alonso Bejarano and Dana M. Britton Subha Barry: Changing the Cultural DNA at Merrill LynchGrace Howard and Dana M. Britton Contributors

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Book SynopsisThe Handbook of Stress in the Occupations sets a new agenda for stress research and gives fresh impetus to scholars who wish to focus on issues and problems associated with specific jobs, some of which have received little attention in the past.Table of ContentsContents: Foreword Dame Carol Black Introduction Janice Langan-Fox PART I: HEALTH Nurses 1. Incivility and Bullying in the Nursing Workplace Dianne M. Felblinger 2. Occupational Stress in the Remote Area Nursing Profession Tessa Opie, Sue Lenthall and Maureen F. Dollard Surgeons 3. Surgeon Stress in the Operating Room: Error-free Performance and Adverse Events Janice Langan-Fox and Vedran Vranic Psychiatrists 4. Occupational Stress, Professional Burnout and Job Satisfaction Among Psychiatrists Antonio Lasalvia Social Workers 5. Occupational Stress in Social Work Practice Nikki R. Wooten, HaeJung Kim and Sunday B. Fakunmoju Interns 6. Intern Coping, Stress and Patient-Adverse Events: The Human, Hospital and System ‘Cost’ of Developing Medical Expertise Janice Langan-Fox and Vedran Vranic Dentists 7. Occupational Stress Among Dentists Rod Moore Emergency Medical Technicians 8. Acute and Chronic Workplace Stress in Emergency Medical Technicians and Paramedics Janice Halpern and Robert G. Maunder PART II: EDUCATION Teachers 9. Teacher Stress: From Prevalence to Resilience Chris Kyriacou Head Teachers 10. Stress in Head Teachers Samantha Phillips and Dil Sen PART III: EMERGENCY SERVICES AND PRISONS First-Responder Officers 11. Stress and Trauma in the Emergency Services Cheryl Regehr and Vicki LeBlanc Firefighters 12. Prevention of Work-Stress-Related Health Complaints in Firefighters Judith K. Sluiter, Marie-Christine J. Plat and Monique H.W. Frings-Dresen Prison Workers 13. Working in Prisons: A Critical Review of Stress in the Occupation of Correctional Officers Maarten J.J. Kunst PART IV: OIL-RIG DRILLING, FISHING AND ENGINEERING Oil Rig Laborer/Driller 14. Stress and Well-being Among Workers on Oil Rigs Ronald J. Burke and Astrid M. Richardsen Fishing 15. Stress and the Occupation of Fishing Richard B. Pollnac, Iris Monnereau, John J. Poggie, Victor Ruiz and Azure D. Westwood Engineers 16. Physical and Psychological Work Strain and Health-Related Coping Strategies Among Men and Women in Various Occupations Margareta Wandel, Marte K. Råberg Kjøllesdal and Gun Roos PART V: FINANCE, ENTREPRENEURSHIP AND MUSIC Financial Dealers 17. Stress Amongst Financial Dealers in the City of London Howard Kahn and Cary L. Cooper Entrepreneurs 18. On Being Entrepreneurial: The Highs and Lows of Entrepreneurship Sharon Grant Farm Entrepreneurs 19. Stress in Farm Entrepreneurs Marja K. Kallioniemi, Ahti Simola, Birgitta Kinnunen and Hanna-Riitta Kymäläinen Musicians 20. Music Performance Anxiety and Occupational Stress Among Classical Musicians Michiko Yoshie, Eriko Kanazawa, Kazutoshi Kudo, Tatsuyuki Ohtsuki and Kimitaka Nakazawa PART VI: TRANSPORT, SPORT, SOCIAL SERVICES AND HIGH-INTENSE OCCUPATIONS Truck and Bus Drivers 21. The Psychosocial Environment of Commercial Driving: Morbidities, Hazards, and Productivity of Truck and Bus Drivers Yorghos Apostolopoulos, Andrew A. Peachey and Sevil Sönmez Sport Officials 22. Sources of Stress and Coping Strategies of Sport Officials Mike Voight Non-profit Social Services 23. Work in Nonprofit Organizations – The Effects on Worker Health Agnieszka Kosny High-intense Occupations 24. Work and Rumination Mark Cropley and Fred R.H. Zijlstra Index

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Book SynopsisPsychological ownership as a phenomenon and construct attracts an increasing number of scholars in a variety of fields. This volume presents a comprehensive and up-to-date review of the psychological ownership literature with particular attention paid to the theory, research evidence, and comments on managerial applications.Table of ContentsContents: Preface 1. Life’s Ownership Experiences: An Introduction to Psychological Ownership 2. The Construct: Psychological Ownership 3. Roots: The Genesis of Psychological Ownership 4. Owners and the Targets of Ownership Feelings 5. The ‘Routes to’ Psychological Ownership 6. Effects: The Hypothesized Consequences of Psychological Ownership 7. The Hypothesized Antecedents of Psychological Ownership 8. Formal and Psychological Ownership: The Employee-owned Organization 9. The Sense of Ownership within the Work and Organizational Context: The Empirical Evidence 10. Psychological Ownership and its Measurement: Construct Validation Evidence 11. Collective Psychological Ownership 12. Where Do We Go From Here? Theory, Empirical Research, and Application? Bibliography Index

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Book SynopsisThis comprehensive yet concise Handbook provides an overview of innovative approaches to, and new perspectives on, the study of creativity.Trade Review‘This scholarly and important volume has an impressive interdisciplinary and international scope. We hear from psychologists, sociologists, philosophers, legal scholars, and economists. These refreshing chapters broaden our understanding of human innovation, contributing to a developing sociocultural approach to the study of creativity. These chapters directly challenge the myth of solitary genius, by documenting the social and cultural systems within which new ideas emerge.’ -- Keith Sawyer, Washington University in St Louis, US‘This penetrating volume both summarizes compellingly what we know about creativity and examines critically loose concepts of creativity, cases where creativity does harm, and deceptive hype about creativity. This volume neither romanticizes creativity nor reduces it to the servant of economic and cultural development, offering instead a differentiated and penetrating examination of the nature of creativity and its diverse positive and sometimes negative roles.’ -- David Perkins, Harvard University Graduate School of Education, USTable of ContentsContents: Preface Introduction to the Chapters Janet Chan and Kerry Thomas PART I: RESEARCH ON CREATIVITY 1. Researching Creativity and Creativity Research Janet Chan 2. Sources and Conditions of Scientific Creativity Søren Harnow Klausen 3. Presences and Absences: A Critical Analysis of Recent Research About Creativity in Visual Arts Education Enid Zimmerman PART II: WAYS OF CONCEPTUALIZING AND ASSESSING CREATIVITY 4. What is a Creative Idea? Little-c versus Big-C Creativity Dean Keith Simonton 5. Creativity as a System in Action Philip McIntyre 6. Marxism and Creativity Jim McGuigan 7. Creativity as Designer Capitalism: Deleuze|Guattarian Interventions jan jagodzinski 8. Playing to the Gallery: Myth, Method and Complexity in the Creative Process Chris Bilton 9. Attributing Creativity in Science and Engineering: The Discourses of Discovery, Invention and Breakthrough David Philip Miller 10. For a Critical Creativity: The Radical Imagination of Cornelius Castoriadis Christian De Cock, Alf Rehn and David Berry 11. Creativity in Schools: Delusions, Realities and Challenges John Steers 12. The Lived Experience of a Contemporary Creative Identification Stephanie Taylor 13. Understanding Malevolent Creativity David H. Cropley, James C. Kaufman and Arthur J. Cropley 14. Rating the Creativity of Products David H. Cropley and James C. Kaufman 15. Issues in Conceptions of Creativity and Creativity Assessment in Music Education Pamela Burnard and Anne Power 16. From ‘National Creativity’ to Social Recognition and Success in the Visual Arts: A Sociological Perspective on Rankings of the ‘Top 100 Artists in the World’ Alain Quemin PART III: THE CREATIVE PROCESS 17. Creative Thinking: Processes, Strategies and Knowledge Michael D. Mumford, Vincent Giorgini, Carter Gibson and Jensen Mecca 18. Time and the Composition: Creativity in Modern and Contemporary Works of Art Terry Smith 19. Experimental Research in the Digital Media Arts Tim Barker 20. The Chances of Chance – Challenging Creativity by Chance and Collaboration Karlheinz Essl 21. The Role of Inhibition and Perception in Artistic Creativity: A Cognitive Explanation Emery Schubert PART IV: PRACTICES OF CREATIVITY 22. The Ontology of Creative Performance and the Aesthetics of Design Neil C.M. Brown 23. How to Start an Art Centre Vivien Johnson 24. The ‘Illusio’ of the Creative Life: Case Studies of Emerging Artists Kerry Thomas 25. Making a Living from Creativity: Careers, Employment and Work in the Creative Industries Doris Ruth Eikhof 26. Authorship and Collaborative Creativity in New Media Art Roanna Gonsalves and Janet Chan 27. Dochaku: Artistic Evolution at the Confluence of Cultures Toshiko Oiyama 28. Re-creating Performance Art: The Rise of Re-enactment Edward Scheer PART V: CONDITIONS FOR CREATIVITY 29. Creative Encounters and Collaborative Agency in Science, Technology and Innovation Reijo Miettinen 30. What’s Stopping Us? Barriers to Creativity and Innovation in Schooling Across Europe Shakuntala Banaji, Sue Cranmer and Carlo Perrotta 31. Copyright as an Incentive System for Creativity? The Case of Contemporary Visual Arts Nobuko Kawashima PART VI: LEADING/MANAGING CREATIVITY 32. European Cultural Policies and the ‘Creative Industries’ Turn Pierre-Michel Menger 33. How to Get the Most Creativity and Innovation Out of Groups and Teams Paul B. Paulus and Runa Korde 34. Creativity in R&D Sven Hemlin, Lisa Olsson and Leif Denti 35. Leading Science: The Role of Research Leaders in Scientific Creativity Janet Chan Index

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Book SynopsisThis How to guide presents expert guidance on effectively conducting research in industrial-organizational (I-O) psychology. Distinguished authors address topics encompassing all stages of the research process, using practical examples and real-life experiences.

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Book SynopsisThis forward-thinking Handbook explores cutting-edge research on how employees within firms should be managed in order to increase their wellbeing and performance.Trade Review‘Practitioners and scholars alike have long sought to understand how human resource management affects employee and organizational outcomes. HRM process theories help to address this enigmatic question. This edited volume is dedicated to unpacking relevant attribution and HRM system strength theories, with commentary from world-leading scholars. Through insightful theorizing and promising empirical evidence, conceptual and methodological questions pertinent to employees, line managers, organization leaders, and HR professionals are raised and addressed, setting the stage for exciting future research and practice.‘Table of ContentsContents: 1 Introduction to human resource management process 1 Charmi Patel, Huadong Yang and Karin Sanders PART I THE STATE OF HR PROCESS RESEARCH 2 HR attributions: a critical review and research agenda 8 Rebecca Hewett 3 HR strength: past, current and future research 28 Karin Sanders, Timothy C. Bednall and Huadong Yang 4 Perceptions of HRM: When do we differ in perceptions? When is it meaningful to assess such differences? 47 Yvonne G.T. van Rossenberg PART II NEW APPLICATIONS 5 Team leaders’ HR attributions and their implications on teams and employee-level outcomes 71 Yucheng Zhang, Zhiling Wang and Xin Wei 6 Putting perceived HR credibility into the HRM process picture: insights from the elaboration likelihood model 84 Xiaobei Li 7 HRM system strength implementation: a multi-actor process perspective 100 Anna Bos-Nehles, Jordi Trullen and Mireia Valverde 8 The hard problem: human resource management and performance 116 Keith Townsend, Kenneth Cafferkey, Tony Dundon and Safa Riaz 9 Employee attributions of talent management 133 Adelle Bish, Helen Shipton and Frances Jorgensen 10 Change within organizations: an attributional lens 146 Karin Sanders and Alannah Rafferty PART III STRENGTHS, WEAKNESSES AND FUTURE DIRECTIONS 11 Reflections on the HR landscape 163 Cheri Ostroff 12 The role of line managers in the HRM process 178 David E. Guest Index

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Book SynopsisTrade Review‘Gloor (MIT) draws on AI technology to research and analyze employee happiness and performance. He first clarifies fundamental concepts and the personal and social network structures within work environments. Essentially, he redefines aspects of organizational behavior and psychology and relates them to well-known business concepts like collaboration, and also to relatively unique ideas such as entanglement. The second half of the book moves into slightly more technical discussions of measurement, collection, analysis, data visualization, and the AI/KM tools that can be leveraged, but it never strays far from the fundamental and ultimate concept of personal and organizational well-being. Along the way, Gloor presents interesting, timely, and practical supporting materials and reinforces his concepts with quotes from Dostoevsky all the way to Freddie Mercury. Gloor's book is highly readable, interesting, and at times entertaining, enabling the reader to quickly grasp his concepts. The subject matter is also very timely in the face of the recent pandemic and the transition, in many cases, to a partial virtual working environment.’ -- A. Pantelides, Choice MagazineTable of ContentsContents: 1. Introduction to happimetrics: leveraging artificial intelligence to untangle the surprising link between ethics, happiness and business success PART I PRINCIPLES OF GROUPFLOW 2. What is groupflow? 3. The influence of morality on emotions 4. Building blocks of happiness 5. Virtual tribes 6. Beeflow, antflow and leechflow 7. Entanglement is more than collaboration 8. Creating entangled collaborative innovation networks 9. Virtual mirroring 10. Steps to entanglement PART II MEASURING GROUPFLOW 11. AI makes emotions measurable by aggregating the wisdom of the crowd 12. AI-based interaction analysis between humans (and other living creatures) 13. Measuring social network structure 14. Measuring emotions 15. Measuring moral values from facial expressions 16. Measuring moral values from email 17. Measuring influence through quoting novel words 18. Measuring entanglement 19. Measuring tribes 20. Building a social compass Epilogue: from collective intelligence to collective wisdom References Index

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Book Synopsis

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Book SynopsisThis cutting-edge Handbook takes stock of a diverse set of theoretical and methodological perspectives that address creativity, innovation, and the ways in which they intersect. Considering the development of the field, the Handbook examines current trends to chart a path forward for promising future research.Trade Review'This outstanding Handbook brings together leading scholars who show us, across different levels of analysis and methodological approaches, how creativity and innovation relate to topics as diverse as leadership, social networks, and loneliness. The intersection of different research trajectories is woven throughout. The book is structured to provide foundations for understanding existing research, social contexts in which creativity and innovation occur, and directions for future work. This volume captures the current universe of leading ideas concerning a vital research area.' -- Martin Kilduff, University College London, UKTable of ContentsContents: Introduction: shared foundations and diverse inquiries for advancing creativity and innovation research 1 Jing Zhou and Elizabeth D. Rouse PART I FOUNDATIONS OF CREATIVITY AND INNOVATION RESEARCH 1 Conducting rigorous research on individual creativity 12 Christina E. Shalley and Amy P. Breidenthal 2 The dual pathway to creativity model: implications for workplace creativity 28 Bernard A. Nijstad, Eric F. Rietzschel, Matthijs Baas, and Carsten K.W. De Dreu 3 Team creativity and innovation 49 Daan van Knippenberg and Inga J. Hoever 4 Creativity and standardization: tension, complementarity, and paradox 67 Robert C. Litchfield, Yuna S.H. Lee, and Lucy L. Gilson PART II THE ROLE OF SOCIAL INFLUENCES, INTERACTIONS, AND PROCESSES IN CREATIVITY AND INNOVATION 5 Social network and creativity 82 Ronald S. Burt 6 Creative leadership across contexts 105 Charalampos Mainemelis, Olga Epitropaki, and Ronit Kark 7 Leading groups and teams towards successful innovation 129 Eric F. Rietzschel, Diana Rus, and Barbara Wisse 8 Teams as synthesizers: the role of constraints in the process of creative synthesis 156 Sarah Harvey and Poornika Ananth 9 Family and its influences on work creativity 181 Nora Madjar 10 Creativity connects: how the creative process fosters social connection and combats loneliness at work 204 Jack A. Goncalo, Joshua H. Katz, Lynne C. Vincent, Verena Krause, and Shiyu Yang PART III STRETCHING HOW WE MAKE SENSE OF AND STUDY CREATIVITY AND INNOVATION 11 Creative spirals: when ideas beget ideas 225 Andrew Hargadon 12 Creativity over the career 245 Pier Vittorio Mannucci 13 Unraveling the bias against novelty: guiding the study of our tendency to desire but reject the new 267 Jennifer Mueller and Yidan Yin 14 Who is the creator? How uncertainty, threat and implicit models create paradoxical evaluations of creativity 290 Kerrie L. Unsworth and Aleksandra Luksyte 15 Using qualitative methods to generate divergence in creativity theory 309 Elizabeth D. Rouse and Michael G. Pratt Index 330

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Book SynopsisTrade Review‘This volume makes an excellent contribution to the study of human and societal core issues such as job insecurity, precarious employment and burnout. All of them are lasting phenomena and currently represent critical challenges for scientists, professionals and policy makers.’ -- José M. Peiró, University of Valencia, Spain‘Nele De Cuyper, Eva Selenko, Martin Euwema, and Wilmar Schaufeli have given us a remarkable book in which some of the leading scholars on job insecurity, precarious employment, and burnout look back at extant literature but also look ahead and reflect on what the future of employment will look like. The chapters in this timely and much needed book, while honoring the work and scholarship of Hans De Witte, one of the leading authors of our times in organizational psychology, will nudge you into asking bigger questions and equip you with ideas and tools to understand (and hopefully improve!) the lives of workers in the 21st century.’ -- Andrea Bazzoli, Baruch College, City University of New York, USTable of ContentsContents: Introduction: Facts and fables in work psychology: a critical interrogation and future proofing of job insecurity, precarious employment and burnout 1 Nele De Cuyper, Eva Selenko, Martin Euwema, & Wilmar Schaufeli PART I JOB INSECURITY: LOOKING BACK 1 Job insecurity, job security, job future ambiguity? Oh my… A new step towards conceptual clarity 12 Gabriel Fischmann, Andreea Corbeanu, Roxana Spinu, Coralia Sulea, & Dragoș Iliescu 2 Job insecurity and job performance: Why do job-insecure employees not perform better? 30 Jasmina Tomas & Darja Maslić Seršić 3 Borrowing trouble? A debate on how social exchange theory is used and can be used in job insecurity research 48 Nele De Cuyper, Anahí Van Hootegem, & Lara C. Roll PART II JOB INSECURITY AND PRECARIOUS EMPLOYMENT: LOOKING AHEAD! 4 Is job insecurity still relevant? Unpacking the meaning of “job” and “insecurity” in today’s economy 68 Tahira M. Probst, Eva Selenko, & Mindy Shoss 5 Is there a future for research on job insecurity and the psychological contract in a changing world of work? 87 David Guest & Kerstin Isaksson 6 Can unions represent the interests of insecure workers? 105 Magnus Sverke, Isabelle Ferré Hernandez, Anna S. Tanimoto, Johnny Hellgren, & Katharina Näswall PART III BURNOUT: CONTEMPORARY ISSUES 7 Burning questions in burnout research 127 Wilmar Schaufeli, Jari Hakanen, & Akihito Shimazu 8 Contextual factors moderating the relationship between qualitative job insecurity and burnout: A plea for a multilevel approach 149 Tinne Vander Elst, Sofie Vandenbroeck, & Lode Godderis 9 Age differences in levels and risk factors of burnout in three European countries: A contribution from consultancy practice 177 Pulso Group: Dirk Antonissen, Audrey Eertmans, Inge Van den Brande, & Lore Van den Broeck PART IV INTERVENTIONS: GETTING PEOPLE ON BOARD 10 Organizational interventions within occupational health psychology 195 Karina Nielsen & Paula Brough 11 Motivating the unemployed: How motivational interviewing may help to tailor interventions to different unemployment profiles 216 Anja Van den Broeck & Maarten Vansteenkiste PART V METHODS MATTER! 12 Methodological challenges for studying trends in perceived immigrant threat 236 Jaak Billiet & Bart Meuleman 13 What’s in a name! The thin line between being bullied and lacking social support: Are both ‘just’ the same? 256 Elfi Baillien & Guy Notelaers Index 272

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