Organizational theory and behaviour Books

Book SynopsisProfessors Vinnicombe, Burke, Blake-Beard, and Moore have assembled an internationally and intellectually diverse cast of contributors to chronicle and examine the implications of the seismic shift in women's roles in the global workforce. Collectively, they make a strong case for why advancing women s careers is a key business as well as societal issue that must be addressed if the full potential of all societal members is to be tapped. This book belongs on the bookshelf of all scholars of gender and career issues as an essential reference.'- Gary N. Powell, University of Connecticut, US'This is an excellent book posing key questions about women and careers in leadership, such as why do women have less access to the top jobs. It presents research on women's experiences in leadership, discusses the barriers they face as well as initiatives to promote their career advancement. I can see this being a critical resource for those who research and teach women in management.'- Fiona Wilson, University of Glasgow, UK'As more women take on highly visible leadership roles, such as CEO or C-suite executive, I am often asked whether there continues to be a need for research on women's career development. This book effectively answers the challenge behind that question by documenting the status of women in business and by marshaling empirical evidence of gender effects on careers. The chapters provide a rich, theoretically grounded overview of women's career development and action steps for accelerating the growth of women's representation in leadership.'- Alison M. Konrad, Western University, CanadaWhy is it that relatively few women achieve senior management positions despite their increasing levels of education and years of work experience? How can we change this?In a changing world where women have dominated as graduates from universities in the West, recent research has shown that the same trend is also strikingly evident in the newly emerging markets. Tapping into this female talent pool is extremely important and advancing women s careers has become a key business issue. This Handbook lays out a number of promising approaches. First the business case for doing so is presented. The challenges facing women are reviewed, followed by various programs that address particular needs such as mentoring, leadership development programs for women, work and family initiatives, and succession planning. Finally, case studies of award-winning organizational initiatives are described.The book identifies obstacles women face in career advancement and possible initiatives to address them. The work will be highly sought by scholars and doctoral students interested in women in organizations. Human resource managers and consultants will also find plenty of invaluable information in this resource.Contributors: D. Anderson, S.M. Barnett, S.A. Berry, G. Bhattacharya, D. Bilimoria, S. Blake-Beard, L. Brook, R.J. Burke, S. Caleo, S.D. Carter, S.S. Case, S. Dinolfo, E. Doldor, S.L. Fielden, K. Giscombe, J. Graham, A. Gupta, C.E.J. Härtel, G.F. Härtel, S.A. Haslam, R. Hawarden, M.E. Heilman, M.M. Hopkins, S.V. Horner, C.M. Hunt, M.M.S. Kats, S. Kumra, X. Liang, S. Mavin, L.L. Moore, J.T. Nadler, S.M. Nkomo, J.S. Nugent, A.J. Oetama-Paul, D.M. Ohse, D.A. O Neil, K. Peters, C. Quental, M.K. Ryan, R. Sealy, F. Sheridan, V. Srinivasan, M.S. Stockdale, N. Sultana, R. Sumner, J.M. Turell, A. Valenti, H. van Emmerik, S. Vinnicombe, J. Williams, W.M. Williams, A. Wittenberg-CoxTrade ReviewThis is the best single volume I have read that places lack of advancement of women in businesses into context, discusses the continuing challenges facing career women, examines several specific sectors and finishes up with good ideas on how to support the development of women.'--James McRitchie, Corporate Governance'Professors Vinnicombe, Burke, Blake-Beard, and Moore have assembled an internationally and intellectually diverse cast of contributors to chronicle and examine the implications of the seismic shift in women's roles in the global workforce. Collectively, they make a strong case for why advancing women's careers is a key business as well as societal issue that must be addressed if the full potential of all societal members is to be tapped. This book belongs on the bookshelf of all scholars of gender and career issues as an essential reference.'--Gary N. Powell, University of Connecticut, US'This is an excellent book posing key questions about women and careers in leadership, such as why do women have less access to the top jobs. It presents research on women's experiences in leadership, discusses the barriers they face as well as initiatives to promote their career advancement. I can see this being a critical resource for those who research and teach women in management.'--Fiona Wilson, University of Glasgow, UK'As more women take on highly visible leadership roles, such as CEO or C-suite executive, I am often asked whether there continues to be a need for research on women's career development. This book effectively answers the challenge behind that question by documenting the status of women in business and by marshaling empirical evidence of gender effects on careers. The chapters provide a rich, theoretically grounded overview of women's career development and action steps for accelerating the growth of women's representation in leadership.'--Alison M. Konrad, Western University, CanadaTable of ContentsContents: Introduction: Advancing Women’s Careers: A Key Business Issue Ronald J. Burke and Susan Vinnicombe PART I: SETTING THE SCENE 1. Gender Ratios in Organizations: Managerial and Cross-Cultural Issues Hetty van Emmerik and Merel M.S. Kats 2. The Continuing Challenge of Incorporating Race and Ethnicity into Research on Women’s Management Careers Stella M. Nkomo 3. Sprinters, Marathoners and Relay Runners: Profiles of Women’s Career Development Over Time Deborah A. O’Neil, Margaret M. Hopkins and Diana Bilimoria 4. Stop Fixing Women, Start Building Management Competencies Avivah Wittenberg-Cox PART II: CHALLENGES FACING CAREER WOMEN 5. Theoretical Advances in the Study of Sexual Harassment Margaret S. Stockdale, Seth A. Berry, Joel T. Nadler, Dawn M. Ohse and Gargi Bhattacharya 6. Gender Stereotypes and their Implications for Women’s Career Progress Suzette Caleo and Madeline E. Heilman 7. Women’s Occupational Motivation: The Impact of Being a Woman in a Man’s World Kim Peters, Michelle K. Ryan and S. Alexander Haslam 8. Women’s Impact on Women’s Careers in Management: Queen Bees, Female Misogyny, Negative Intra-relations and Solidarity Behaviours Sharon Mavin and Jannine Williams 9. Organizational Politics: The Missing Link to Women’s Progression into Managerial Roles Elena Doldor 10. Glass Networks: How Networks Shape the Careers of Women Directors on Corporate Boards Rosanne Hawarden 11. Beyond Bias and Barriers: A Biopsychosocial Lens for Understanding Gender Communication in Organizations Susan S. Case and Angela J. Oetama-Paul 12. Prejudice Against Women Leaders: Sex of Voice Fiona Sheridan PART III: WOMEN IN SPECIFIC OCCUPATIONAL SECTORS AND ROLES 13. Women in Professional Services Firms Camilla Quental 14. Gender Differences in the Academic Work Experiences of Faculty at Early, Middle and Late Career Stages Diana Bilimoria, Xiangfen Liang, Shani D. Carter and Jeffrey M. Turell 15. Where are the Women in Academic Science, Technology, Engineering and Mathematics Fields? Wendy M. Williams, Susan M. Barnett and Rachel Sumner 16. Breakthrough for Women on UK Boards Ruth Sealy 17. Women Professionals in the Software Services Sector in India Vasanthi Srinivasan and Amit Gupta 18. A Gendered Analysis of International Career Development: Progress, Pitfalls and Prospects Savita Kumra PART IV: SUPPORTING WOMEN’S CAREER DEVELOPMENT 19. Advancing Women: A Focus on Strategic Initiatives Julie S. Nugent, Sarah Dinolfo and Katherine Giscombe 20. Women’s Leadership Programmes are Still Important Susan Vinnicombe, Lynda L. Moore and Deirdre Anderson 21. The Effect of Race and Migration on the Managerial Advancement of Women Charmine E.J. Härtel, Nasreen Sultana and Günter F. Härtel 22. Factors Supporting Women’s Career Advancement: Differences between Male and Female CEOs in the United States Alix Valenti and Stephen V. Horner 23. Best Practice Case Studies Lesley Brook and Jacey Graham 24. E-Coaching as a Technique for Developing the Workforce and Entrepreneurs Carianne M. Hunt and Sandra L. Fielden Index

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Book SynopsisIs corporate social responsibility (CSR) a universal idea? Is the same exact definition of CSR relevant for any organization, regardless of context? Or would such a definition need to be adapted to fit different types of organizations, in different cultures, industries and sectors? This book discusses how CSR should preferably be practiced. The expert authors share their knowledge on whether a broad definition of CSR can be practiced as is or if it first has to undergo changes to suit the context.The leading group of contributors argues that anyone wishing to adopt the CSR idea in their organization needs to take the context into account and, thus, find a version of CSR that fits the specific industry, sector, national culture, religion and so on, in which the organization exists. The book discusses the universality of CSR and includes a comparison of the relevance of a broad, general definition of CSR for organizations in contexts such as Buddhism and Islam, developing countries and the food processing, shipping and pharmaceutical industries. Guidelines for conducting studies on the examination of the relevance of CSR for organizations in any particular generalized context are also provided.Academics, students and practitioners involved in the fresh field of CSR will find this an essential resource.Contributors include: A. Ahmad, T. Aroni, A. Athanasopoulou, F. Azmat, W.L. Chan, J.E.-T. Cheah, D.K. Davidson, I. Fafaliou, S. Görpe, P. Gottschalk, G.M. Hall, J.M. Hansen, M. Z. Haque, S.-w. Hsu, D. Jamali, C. Karam, M. Lekakou, L. Montanheiro, B. Öksüz, A. Örtenblad, P. Perry, P. Reinmoeller, J.W. Selsky, E. Stefanidaki, I. Theotokas, W. Visser, J. WeikertTrade Review'It is inspiring to see an innovative volume that focuses on the concept and variety of corporate social responsibility (CSR) frameworks, as conceptualized and manifested in a range of contexts - religious affiliation, level of economic development, continent, industry, and mixtures of these variables. The Handbook concludes with a thought-provoking proposal for CSR as a contingent universalist idea. This book should be essential reading by novice and mature scholars as well as inquisitive practitioners striving to ascertain how CSR is relevant and applicable to their own environments.' --Archie B. Carroll, University of Georgia'This book demonstrates, once and for all, that there is no one-size-fits-all approach to corporate social responsibility, and that it can only be understood and implemented in context. Drawing from a wide range of scholars across different countries and specialisms, it provides some unique perspectives that take the literature in new and interesting directions' --Andrew Crane, York University, CanadaTable of ContentsContents: Preface PART I. BACKGROUND AND INTRODUCTION 1. Introduction: Establishing the Art of Contextualizing CSR as a Research Area Anders Örtenblad 2. Corporate Social Responsibility as Concept and Activity: An Overview Serra Görpe and Burcu Öksüz 3. The Importance of Context in Understanding CSR D. Kirk Davidson 4. The Social Context in CSR Research: A Contextualist Approach with Critical Applications Andromachi Athanasopoulou and John W. Selsky PART II. CORPORATE SOCIAL RESPONSIBILITY IN CONTEXT Section A Religion/Level of Economic Development/Continent 5. Islamic and Buddhist Perspectives of Corporate Social Responsibility Patsy Perry and Aini Ahmad 6. CSR in Developed versus Developing Countries: A Comparative Glimpse Dima Jamali and Charlotte Karam 7. Does Diffusion Cover Differentiation? Looking into Corporate Social Responsibility in Asia Patrick Reinmoeller Section B Industry 8. Corporate Social Responsibility in Food Processing Industry George Michael Hall 9. Corporate Social Responsibility in Shipping Industry Maria Lekakou, Ioannis Theotokas and Evangelia Stefanidaki 10. Corporate Social Responsibility in the Pharmaceutical Industry Wen Li Chan, Jeremy Eng Tuck Cheah and Luiz Montanheiro Section C Mixed Contexts 11. Corporate Social Responsibility in the Ready Made Garments Industry in Bangladesh Fara Azmat and Mohammed Ziaul Haque 12. Corporate Social Responsibility in the Greek Shipping Business Irene Fafaliou and Tina Aroni 13. Corporate Social Responsibility in the Turkish Pharmaceutical Industry Serra Görpe and Burcu Öksüz Section D Specific Situation 14. The Relevance of CSR in the Case of Insurance Firm and Motorcycle Gang in Norway Petter Gottschalk 15. Fraud Examiners in White-collar Crime Investigations Petter Gottschalk PART III. COMMENTS AND REFLECTIONS 16. Reflections on the Universality and Philosophical Foundations of the ‘Corporate Social Responsibility’ Definition Jared M. Hansen 17. A Comment on the Use of the Seven Aspects of CSR Jochen Weikert 18. Stages of Corporate Social Responsibility Petter Gottschalk 19. The Future of CSR: Towards Transformative CSR, or CSR 2.0 Wayne Visser 20. Against CSR: The Meaning and Meaninglessness of CSR in China Shih-wei Hsu 21. Conclusions, A Contingency Model of CSR and Recommendations for Further Research Anders Örtenblad Index

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Book SynopsisWith the rapid growth of Asian economies and growing work, family and personal life demands, this book addresses a critical topic. The well-being of societies, families and workers is of increasing social and economic importance. The book will be a valuable addition for anyone who wants to understand the similarities and differences in how work-life dynamics are unfolding across Asia.'- Ellen Ernst Kossek, Purdue University, Krannert School of Management, US'Through its focus on work-life balance in Asian societies this much needed collection, edited by Luo Lu and Cary L. Cooper, addresses a significant omission in the field. Since the 1980s, research on the balance between employment and family commitments has grown massively. Yet most studies are based on Euro-American samples. The Handbook of Research on Work-Life Balance in Asia shifts this emphasis on Europe and the USA, mapping how work-life balance is negotiated within Asian societies such as China, Japan, South Korea, Malaysia and Vietnam. It offers state-of-the-art views on how work-life balance in Asia is experienced from a range of angles: individual, organizational and societal. In so doing, it contributes important new perspectives to the work-life balance field.'- Caroline Gatrell, Lancaster University Management School, UKIn Asian societies, work and family issues are only recently beginning to gain attention. The pressure of rapid social change and increasing global competition is compounded by the long hours work culture, especially in the Pan-Confucian societies such as Mainland China, Hong Kong, Taiwan, Singapore, Japan, and South Korea. Furthermore, with the rising female labor participation, more and more Asian employees are now caught between the demands of work and family life.The aim of this Handbook is, thus, to shed new light on work life balance in Asia by adopting a distinct Asian perspective in theory, research and practice. It provides a state-of-the-art collection of evidence from studies, and empirical research, to explain why and how work and family interference arises and affects well-being for Asian adults; and further address the topics through both a mono-cultural and cross-cultural analysis, with the help of expert contributors in the field.Students and scholars will find the comprehensive and updated review of empirical evidence useful in their research. The book also provides a thoughtful reflection on governmental and organizational family-friendly practices in major Asian societies, which will be of interest to practitioners in the field of management, business and investing.Contributors: P. Brough, D.E. Caughlin, C.-L. Chang, F.M. Cheung, E. Cho, C.L. Cooper, T. Kalliath, C.-W. Koh, Y. Li, H. Liu, C.-q. Lu, J. Lu, L. Lu, N.D. Mohd Mahudin, N.M. Noor, M. O'Driscoll, A. Shimazu, O.-L. Siu, J. Sun, H.-L.S. Tien, C. Timms, J.F. Uen, Y.-C. Wang, J.-M. Woo, T. Wu, X.-m. XuTrade Review‘With the rapid growth of Asian economies and growing work, family and personal life demands, this book addresses a critical topic. The well-being of societies, families and workers is of increasing social and economic importance. The book will be a valuable addition for anyone who wants to understand the similarities and differences in how work-life dynamics are unfolding across Asia.’ -- Ellen Ernst Kossek, Purdue University, Krannert School of Management, US‘Through its focus on work–life balance in Asian societies this much needed collection, edited by Luo Lu and Cary L. Cooper, addresses a significant omission in the field. Since the 1980s, research on the balance between employment and family commitments has grown massively. Yet most studies are based on Euro-American samples. The Handbook of Research on Work–Life Balance in Asia shifts this emphasis on Europe and the USA, mapping how work–life balance is negotiated within Asian societies such as China, Japan, South Korea, Malaysia and Vietnam. It offers state-of-the-art views on how work–life balance in Asia is experienced from a range of angles: individual, organizational and societal. In so doing, it contributes important new perspectives to the work–life balance field.’ -- Caroline Gatrell, Lancaster University Management School, UKTable of ContentsContents: 1. Introduction Cary, L. Cooper PART I: NEGOTIATING WORK-LIFE BALANCE AT THE INDIVIDUAL- AND FAMILIAL-LEVEL: THE ASIAN PERSPECTIVE 2. “I Love my Work, but I Love my Family More”-Testing a Cultural Theory of Work and Family in Taiwan Luo Lu 3. Work-family Conflicts and Coping Strategies in Asia Hsiu-Lan Shelley Tien and Yu-Chen Wang 4. Heavy Work Investment and Work-family Balance Among Japanese Dual-earner Couples Akihito Shimazu 5. Crossover Effects in Work-family Interface Between Chinese Dual-earner Couples Huimin Liu and Fanny M. Cheung 6. A Closer Look at Work-family Conflict: The Early Childrearing Experience of Dual-earner Couples in Urban China Jiafang Lu 7. Work-home Interference and Employees’ Well-being and Performance: The Moderating Role of Chinese Work Value Chang-qin Lu, Xiao-min Xu, and David E. Caughlin 8. Relationships among Work-family Conflict, Gender Role Attitude and Job Burnout Yuan Li and Jianmin Sun PART II: NEGOTIATING WORK-LIFE BALANCE AT THE ORGANIZATIONAL AND SOCIETAL LEVELS: THE ASIAN PERSPECTIVE 9. Generational Differences in Work-life Balance Values in Asia: The Case of the Greater China Region Workers Ting Wu and Jin Feng Uen 10. Research on Family-friendly Employment Policies and Practices in Hong Kong: Implications for Work-family Interface Oi-Ling Siu 11. Work-life Balance Policies in Malaysia: Theory and Practice Noraini M. Noor and Nor Diana Mohd Mahudin 12. The Policies to Support Work-life Balance and the Impact of Work Stress on the Family Life among Emotional Labourers in Korea Jong-Min Woo PART III: NEGOTIATING WORK-LIFE BALANCE: THE CROSS-CULTURAL PERSPECTIVE 13. Comparative Analysis of Work Life Balance Policies and Work Practices in Taiwan and Japan Chiu-Lan Chang 14. Governmental Interventions and Social Re-engineering to Facilitate Work-life Balance: Singapore and South Korea Eunae Cho and Chee-Wee Koh 15. Cross-cultural Impact of Work-life Balance on Health and Work Outcomes Carolyn Timms, Paula Brough, Oi Ling Siu, Michael O'Driscoll and Thomas Kalliath Index

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Book SynopsisWith a wide-ranging set of contributions, this book provides a compilation of cutting-edge original research in the field of entrepreneurial opportunities. The book reopens the subject from diverse perspectives focusing on theories and approaches to entrepreneurial opportunities. It provides a brief history of the idea of opportunity and a framework how opportunities develop in space and place. Further, this Research Handbook looks at process and context-based views on the topic. It also includes the latest research on impact factors, such as individual values on creating entrepreneurial opportunities. The book has been complemented by an outstanding Delphi panel of six leading scholars of the field: Lowell Busenitz, Dimo Dimov, James O. Fiet, Denis Grégoire, Jeff McMullen and Mike Wright. This carefully edited selection of current and topical contributions will be of immense value to students, researchers and scholars interested in the field of entrepreneurial opportunities.Contributors include: C. Albornoz, J.E. Amorós, T. Baker, B. Bjerke, L. Busenitz, M. Chiasson, D. Dimov, J.O. Fiet, J. Gaddefors, W.B. Gartner, D.A. Grégoire, A. Haas, T.P. Kenworthy, S. Korsgaard, A. Kurczewska, C. Léger-Jarniou, F. Linán, M. Marchesnay, J.S. McMullen, S.P. Sassmannshausen, F. Sautet, B.T. Teague, S. Tegtmeier, S.J. Vliamos, R.D. Wadhwani, M. WrightTrade Review'It was with great anticipation that I learned Catherine Leger-Jarniou and Silke Tegtmeier were combining their considerable talents to produce a Research Handbook on Opportunity Formation. This is an incredibly important and timely topic in the field of Entrepreneurship and they did not disappoint. They have assembled a formidable list of notable thought leaders in the field and skillfully combined and edited chapters each shedding key insights into the often elusive understanding of the nexus of opportunity recognition and new venture creation. Even a quick perusal of the table of contents reveals this is a must read for researchers, policy makers, and anyone engaged in the quest to advance theory and practice in Entrepreneurship in general and opportunity formation in particular. The breadth and depth of coverage make this volume a must add to any Entrepreneurship research library.' --Charles H. Matthews, University of Cincinnati'This book contains important theoretical, empirical, and methodological discussions on entrepreneurial opportunity. With contributions from leading scholars from around the world, it will have a significant impact on entrepreneurship research.' --Karl Wennberg, Linkoping University, Sweden'Leger-Jarniou and Tegtmeier's bold attempt at bringing together the wisdom of opportunity researchers should offer research scholars with a sound body of knowledge, not always available in such compendiums. It should also trigger creative engagement with the subject and its application in practice among seasoned academics and policymakers. Young academics and early stage doctoral students researching entrepreneurial opportunities will find this book particularly beneficial in understanding the current trends and advancing their research agendas/thought process. Opportunity being a very topical theme in entrepreneurship, this handbook justifies itself by discussing and redefining important theoretical, empirical and methodological contributions.' --Journal of Entrepreneurship and Innovation in Emerging EconomiesTable of ContentsContents: Introduction: Reopening the Debate – a Delphi Panel of the Leading Scholars in Research on Entrepreneurial Opportunities PART I ENTREPRENEURIAL OPPORTUNITIES – THEORIES AND APPROACHES 1. A Brief History of the Idea of Opportunity William B. Gartner, Bruce T. Teague, Ted Baker and R. Daniel Wadhwani 2. Starting a Business Venture Rationally or Naturally – Exploiting an Opportunity in Space or Developing a Place Björn Bjerke and Johan Gaddefors 3. Austrian Market Theory and the Entrepreneurial Function as Opportunity Recognition Frederic Sautet PART II THE OPPORTUNITY FORMATION PROCESS 4. Beyond Discovery: Exploring the Field of Entrepreneurship without a Discovery View Steffen Korsgaard and Sean Patrick Sassmannshausen 5. The Opportunity Development Process of Nascent Entrepreneurs Silke Tegtmeier and Catherine Léger-Jarniou PART III ENTREPRENEURIAL OPPORTUNITIES IN DIFFERENT CONTEXTS 6. Understanding the Knowledge - Opportunities - Entrepreneurship Mechanism Spyros J. Vliamos 7. A Shaped Fate: Interpreting Opportunity through an Actor Network Lens Thomas P. Kenworth and Mike Chiasson 8. From Information to Opportunity. The Role of Boundary Spanners in Sensing and Seizing Opportunities Aurore Haas 9. Opportunity: From Semantic Concept to Pragmatic Tool Michael Marchesney PART IV IMPACT FACTORS ON OPPORTUNITY FORMATION 10. Why are Some Individuals Willing to Pursue Opportunities and Others Aren’t? The Role of Individual Values Francisco Linán and Agnieszka Kurczewska 11. The Effect of Entrepreneurship Education on Opportunity Recognition Self-efficacy Carlos Albornoz and José Ernesto Amorós Index

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Book SynopsisThe Neuroscience of Organizational Behavior establishes the scientific foundations of organizational neuroscience, a nascent discipline that explores the neural correlates of human behavior in organizations. This timely and insightful book draws from several disciplines including the organizational sciences, neuroeconomics, cognitive psychology, social cognitive neuroscience and neuroscience to review the neuroscientific methods and techniques that organizational scholars can use to study the neural basis of organizational behavior.The topics discussed include the neural foundations of decision-making, leadership, fairness, trust and cooperation, emotions, ethics and morality, unconscious bias and diversity in the workplace. Organizational neuroscience can provide valuable insights for organizational scholars to develop new theories, refine existing theories, ask new questions or reformulate old questions.This book will not only serve as a resource for scholars and graduate students studying organizational behavior, it could also provide guidelines to managers in helping them to better understand and manage employees and organizations.Trade Review'In The Neuroscience of Organizational Behavior, Dr Constant Beugre captures an emerging scientific paradigm with thoroughness, precision, and insight. More than an excellent review of the available literature, Dr Beugre provides a detailed roadmap for future inquiry, illustrating past and potential neuroscientific contributions to such critical areas as decision-making, innovation, motivation, ethics, and more. In this important book, Dr Beugre has captured the future of our field.' --Russell Salvador Cropanzano, University of Colorado, Boulder, USTable of ContentsContents: Preface 1. The Nature of Organizational Neuroscience 2. Methods of Organizational Neuroscience 3. The Neural Basis of Decision Making 4. The Neural Basis of Creativity and Innovation 5. The Neural Basis of Motivation and Rewards 6. The Neural Basis of Leadership 7. The Neural Basis of Fairness 8. The Neural Basis of Trust and Cooperation 9. The Neural Basis of Ethics and Morality 10. The Neural Basis of Emotions and Unconscious Bias Conclusion References Index

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Book SynopsisTrust, Organizations and Social Interaction aims to promote new knowledge about trust in an organizational context. The book provides case-analysis of how trust is formed through processes of social interaction in which actors observe, reflect upon and make sense of trust behaviour and its meaning in an organizational and social environment. It greatly contributes to clarifying what a process view may mean in trust research and to the understanding how social interaction processes affect trust.The contributing authors demonstrate how trust and distrust are produced and reproduced in a complex interplay with social processes and practices. Instead of asking how trust may be measured or how trust is a resource for managers, they explore how trust develops and how managers become intertwined with and caught up in trust processes.This enlightening empirical analysis of trust and its relationship with organizational processes is a vital resource for students, academics and scholars of organization, management, organizational behaviour and change, HRM and learning.Contributors include: J. Allwood, N. Berbyuk Lindström, M. Bosse, M.-B. Ellingsen, B. Espedal, M. Frederiksen, L. Fuglsang, A.H. Gausdal, K. Grønhaug, U.K. Hansen, M. Ikonen, S. Jagd, S.T. Johansen, I.-L. Johansson, K. Malkamäki, K. Mogensen, L. Näslund, M. Neisig, K.A. Perry, M.A. Rasmussen, T. Savolainen, M. Selart, A. Swärd, N. Thygesen, S. VallentinTable of ContentsContents: Foreword by Guido Möllering 1. Studying Trust as Process Within and Between Organizations Søren Jagd and Lars Fuglsang PART I VARIATIONS OF TRUST 2. Trusting as Adapting Svein Tvedt Johansen, Bjarne Espedal, Kjell Grønhaug and Marcus Selart 3. Divided Uncertainty: A Phenomenology of Trust, Risk and Confidence Morten Frederiksen 4. Trusting and Distrusting in Dialogue: A Study of Authentic Medical Consultations Jens Allwood, Nataliya Berbyuk Lindström and Inga-Lill Johansson PART II TRUST-BUILDING AND SENSEMAKING 5. Playing by Ear: Trust Creation as Improvisation and Sensemaking Lovisa Näslund 6. Making Sense of War and Peace: From Extreme Distrust to Institutional Trust in Aceh, Indonesia Kirsten Mogensen 7. Trust-building in Networks as Practical Social Learning Processes Anne H. Gausdal 8. Process of Trust Building: A Case Study in the Management System Context Kirsti Malkamäki, Mirjami Ikonen and Taina Savolainen PART III FRAMING AND STABILIZING TRUST 9. Trust Processes in Inter-organizational Relations – The Role of Imprinting Anna Swärd 10. Trust and Distrust as Cultural Frames Kevin Anthony Perry 11. Expectations Matter when Studying Trusting as a Process: Developing Trust Based on Expectations Between Investment Managers and Entrepreneurs Uffe Kjærgaard Hansen, Maria Bosse and Mette Apollo Rasmussen 12. Process Dynamics of Trust Development: Exploring and Illustrating Emergence in the Team Context Taina Savolainen and Mirjami Ikonen PART IV INTERPLAY OF TRUST-PROCESSES 13. Trusting in the Change of New Public Management Margit Neisig 14. Trust, Control and Public Sector Reform Steen Vallentin and Niels Thygesen 15. From Bank to Business: Contextual Change and Transformation of Trust Bases May-Britt Ellingsen 16. Trust as Process within and Between Organizations: Discussion and Emerging Themes Søren Jagd and Lars Fuglsang Index

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Book SynopsisThe workforce is aging as people live longer and healthier lives, and mandatory retirement has become a relic of the past. Though workforces have always contained both younger and older employees the age range today has expanded, and the generational gap has become more distinct. This book advocates the need for talented employees of all ages as a way to prevent potential skill shortages and considers both the challenges and opportunities that these changes raise for individual organizations.The expert contributors discuss benefits including greater employee diversity with regards to knowledge, skills experience and perspectives, as well as challenges involving potential generational tensions, stereotypes and age biases. They further place an emphasis on initiatives to create generation-friendly workplaces; these involve fostering lifelong learning, tackling age stereotypes and biases, employing reverse mentoring where younger employees mentor older employees, and offering older individuals career options including phased retirement, bridge employment and encore careers.This wide-reaching book will be of use to academics, PhD students, human resource specialists, managers and government policy makers interested in the aging and multigenerational workforce.Contributors: A.-S.G. Antoniou, B. Baltes, J. Benson, S. Bisom-Rapp, R.J. Burke, L. Calvano, D. Campbell, C.L. Cooper, J.B. Cunningham, M. Dalla, J. Field, L. Fiksenbaum, A. Furnham, E.R. Greenglass, B.M. Hughes, J.K.Q. Katter, J. Kroeker-Hall, L.A. Marchiondo, J. McGinnis-Johnson, T. McNamara, D.M. McPhee, E.S.W. Ng, M. Pitt-Catsouphes, S. Sandhu, M. Sargeant, S. Sastrowardoyo, F. Schlosser, C. Scott-Young, S. Sweet, G. Thrasher, K. ZabelTrade Review'[T]he topics addressed are highly relevant and will appeal to both workforce practitioners and academic researchers' --Jaya Soni, Ph.D., International Social Science Review'The Multi-generational and Aging Workforce provides a much needed comprehensive review of the causes and consequences of the demographic reality facing organizations of all types today. This edited volume presents an in-depth analysis and understanding of this demographic phenomenon. Most importantly, the implications, opportunities and challenges facing organizations and management with respect to talent management, leadership development, organizational culture and performance, and many other topics, are thoroughly and insightfully discussed.' --Mitch Rothstein, University of Western Ontario, CanadaTable of ContentsContents: PART I SETTING THE STAGE 1. Managing an Aging and Multi-generational Workforce: Challenges and Opportunities Ronald J.Burke PART II UNDERSTANDING THE LARGER CONTEXT 2. Unemployment in the Digital Age Adrian Furnham 3. Surviving in Difficult Economic Times: Relationship between Economic Factors, Self-esteem and Psychological Distress in University Students Esther R. Greenglass, Joana K.Q. Katter, Lisa Fiksenbaum and Brian M. Hughes 4. Economic Crisis, Recession and Youth Unemployment: Causes and Consequences Alexander-Stamatios G. Antoniou and Marina Dalla 5. Cause, Effect and Solution? The Uneasy Relationship between Older Age Bias and Age Discrimination Law Susan Bisom-Rapp and Malcolm Sargeant Part III UNDERSTANDING THE NEEDS OF YOUNGER EMPLOYEES 6. Millenials: Who are they, How are they Different, and Why Should We Care? Eddy S.W. Ng and Jasmine McGinnis Johnson 7. Complexity in Multigenerational Organizations: A Socio-political Perspective Sukhbir Sandhu, John Benson, Saras Sastrowardoyo and Christina Scott-Young PART IV UNDERSTANDING THE NEEDS OF OLDER EMPLOYEES 8. Balancing Eldercare and Work Lisa Calvano 9. Motivational Goals and Competencies of Older Workers who Re-engaged in the Workforce J. Barton Cunningham, Diana Campbell and Jennifer Kroeker-Hall 10. Resilience at Work for Older Employees Gregory Thrasher, Keith Zabel and Boris Baltes 11. Age Stereotypes and Discrimination Lisa A. Marchiondo 12. Meeting the Needs of an Older Population and an Aging Workforce Ronald J. Burke 13 Retaining Aging Workers in the Workplace – Stakeholder Initiatives Deborah M. McPhee and Francine Schlosser Part V CREATING THE AGE-FRIENDLY WORKPLACE 14. Lifelong Learning and the Multigenerational Workforce John Field 15. Workplace Learning: Vital at all Ages Ronald J. Burke 16. Leveraging an Aging and Multigenerational Workforce Ronald J. Burke 17. Getting a Good Fit for Older Employees Marci Pitt-Catsouphes, Tay McNamara and Stephen Sweet Index

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Book SynopsisWork that used be tied to offices, cubicles and desks is undergoing a major transformation in terms of where, when and how it is carried out. Space and materiality of workplaces have long been taken for granted amongst organization studies scholars. But the changing definition of work and workspace has, in recent years, inspired a growing number of scholars to reconsider organizational theories and practices.By combining new research on leadership and workspaces, Leadership in Spaces and Places argues for a radical reconceptualization of leadership. Leadership is not only defined by leaders themselves, but is also affected by the built environment.With contributions from both scholars and practitioners alike, the authors discuss leadership in six different contexts: workspaces in change open office spaces virtual workspaces service spaces cultural spaces institutional spaces. The book is aimed at two audiences: leadership, organization and management scholars interested in cutting-edge leadership research; and managers, architects and workplace designers who want to update their knowledge on how workplace design contributes to organizational purposes and leadership.Contributors: S.H. Blakstad, G. Burrell, K. Dale, D. De Paoli, K. Greenlees, T. Grenness, R. Höykinpuro, A. Ropo, P. Salovaara, E. Sauer, N. Uolamo, A.L. Vaagaasar, M. VartiainenTrade Review'A wise person once said, 'Writing about music is like dancing about architecture.' The editors of Leadership in Spaces and Places have choreographed a masterpiece. They have assembled a superb collection of scholarship that sheds light on the relationship between humans and their environments, specifically in regard to the socio-materiality between leadership and space. The contributors to this twelve-chapter volume include scholars who are on the cutting edge of thinking about the embodiment of leadership, specifically as it applies to the constructed environment. . . The bibliographies alone are superb resources for anyone interested in this area of scholarship.' --Leadership and the HumanitiesTable of ContentsContents: Why Space Need to be Taken Seriously in Leadership and Organization Studies and Practice? Arja Ropo, Donatella De Paoli, Perttu Salovaara and Erika Sauer PART I WORKSPACES IN CHANGE 1. What Can Coworking Movement Tell Us About the Future of Workplaces? Perttu Salovaara 2. Work Isn’t Where It Used To Be Siri Hunnes Blakstad PART II OPEN-OFFICE SPACES 3. A Spatial Perspective to Leadership in Knowledge-Intensive Projects Anne Live Vaagaasar 4. Leading Employee Wellbeing by Workspace Experiences Niina Uolamo and Arja Ropo PART III VIRTUAL WORKSPACES 5. Virtual Organizations. A Call for New Leadership Donatella De Paoli 6. Virtual Spaces as Workplaces. Working and Leading in Virtual Worlds Matti Vartiainen PART IV SERVICE SPACES 7. The Symbolic Dimension of Space and Artefacts in a Bookstore. Leadership Without a Leader? Kaisa Greenlees 8. Front Stage With No Front-Stage Employees. Customer Perceptions of Self-Service Hotels Ritva Höykinpuro PART IV CULTURAL SPACES 9. Cities Lead Erika Sauer 10. Culture Matters. Space and Leadership in a Cross-Cultural Perspective Tor Grenness PART V INSTITUTIONAL SPACES 11. Leadership and Space in 3D. Distance, Dissent and Disembodiment in the Case of a New Academic Building Karen Dale and Gibson Burrell 12. Hospital as a Space of Power. Ownership of Space and Symbols of Power in the Hospital Setting Erika Sauer Index

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Book SynopsisThe term 'financialization' denotes the general tendency in the advanced Western economies to allow a substantial proportion of taxable profits to accumulate in the finance industry. Alexander Styhre discusses the financialization of the firm in the period after 1980 and stresses how key managerial activities have been redefined on the basis of finance theory and free-market ideologies. This book critically examines the literature and the implications of financialization for organizations and the economy as a whole.In seven chapters, Styhre covers topics such as the causes and consequences of financialization, corporate governance and financialization, managerial control, auditing, and accountability. He aims to broaden our concept of financialization to encapsulate socio economic and cultural changes since the early 1980s and, in doing so, expand its meaning to encompass more than a technical shift in policy.Academic researchers, graduate students in management programs and organization theory courses, practicing managers and management consultants will find this to be an engaging read.Trade Review'Any reader looking for a short, yet broad, introduction to the critical discourse on contemporary capitalism with a focus on the management of economic organizations is well served by The Financialization of the Firm. The book brings up many hotly debated economic, social, political, scientific, and moral questions concerning the role of the finance market particularly in the economic systems of the US and Great Britain: Is economic inequality on the rise and what is its impact on the legitimacy of democratic regimes? What were been the most important causes of the Great Recession? Is shareholder value maximization leading directly to short-termism and how detrimental could this be in the long term, for instance to R&D expenditure? How did neoclassical economists push the rise of the finance market?' --Science & Public Policy'With usual intellectual wit and creativity, Alexander Styhre proposes a serious and detailed analysis of an important phenomenon in today s business world and society: the financialization of the firm. He does so by drawing on a number of relevant ideas and concept central to social science, and discusses it in light of contemporary trends in management and social life at large. Not only is this a very timely and relevant book, it also help us better understand the conditions under which modern organizations operate.' --Mikael Holmqvist, Stockholm University, SwedenTable of ContentsContents: Preface 1. Introduction: From the Managerial Capitalism of the Society of Organizations to the Investor Capitalism of the Ownership Society PART I THE GREAT FINANCIALIZATION 2. What is Financialization? 3. Finance Industry Prominence: Causes and Consequences PART II ANALYZING THE MEDIATING DISCOURSES 4. Corporate Governance and Financialization 5. Managerial Control, Auditing, and Accountability 6. The Financialization of Working Life 7. Concluding Remarks: The Financialized Firm and its Implication Bibliography Index

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Book SynopsisThe author asks: what is the use of the research results that consist of descriptions of practices rather than the foundation of principles? And the answers that she provides are so unconventional and surprising that they make the reading of the book pure pleasure.'- Professor Silvia Gherardi, University of Trento, Italy'In this Theory of Organizing, Barbara Czarniawska treats us to a fascinating journey. Bringing together many of her previous theoretical contributions into a coherent sum, she constructs an enticing and highly original conceptual toolbox to read a world of expansive organizing. Professor Czarniawska outlines a constructivist perspective of organizing that is both highly sophisticated and a pleasure to read. This refreshing theoretical exercise, by a major organization scholar is a must read!'- Marie Laure Djelic, ESSEC Business School, FranceThis new edition of A Theory of Organizing continues to promote a processual view of organizing, and presents a theory developed by combining multiple field studies with recent theoretical insights. The author defends the constructionist perspective from idealist interpretations, demonstrating how people and machines collaborate in constructing action nets, which eventually produce both the global economy and its local translations. Helped by information technologies, global ideas travel across the world - in physical space and in cyberspace, over national, sectorial and organizational borders, within and outside organizations - and are then translated into local practices.Provocative in its questioning of established truths in the field of organizational studies, this book will continue to challenge and stimulate organizational theoreticians and organizational practitioners. It will also prove lively reading for academics from a range of backgrounds, including management studies, business administration, sociology, ethnology, and political sciences.Contents: 1. Perspective: A Constructionist View of Organizing 2. Starting Point: The Construction and Reconstruction of Action Nets 3. On Organizing: Narrating the Organizing and Organizing the Narratives 4. On Stability: How Institutions Become Inscribed in Technical Objects 5. On Codification: Ways of Managing Overflows 6. On Management: Leadership as Service 7. On Change: Is it Possible to Lift Oneself by The Hair? 8. On Imitation and Fashion: How Ideas Travel Around the World 9. On Gender: How Global is Discrimination? 10. On Speed and Slowness: Remembering and Forgetting 11. Epilogue: Organizing Without Organizations? References IndexTrade Review‘The author asks: what is the use of the research results that consist of descriptions of practices rather than the foundation of principles? And the answers that she provides are so unconventional and surprising that they make the reading of the book pure pleasure.’ -- Silvia Gherardi, University of Trento, Italy‘In this A Theory of Organizing, Barbara Czarniawska treats us to a fascinating journey. Bringing together many of her previous theoretical contributions into a coherent sum, she constructs an enticing and highly original conceptual toolbox to read a world of expansive organizing. Professor Czarniawska outlines a constructivist perspective of organizing that is both highly sophisticated and a pleasure to read. This refreshing theoretical exercise, by a major organization scholar is a must read!’ -- Marie Laure Djelic, ESSEC Business School, FranceTable of ContentsContents: 1. Perspective: A Constructionist View of Organizing 2. Starting Point: The Construction and Reconstruction of Action Nets 3. On Organizing: Narrating the Organizing and Organizing the Narratives 4. On Stability: How Institutions Become Inscribed in Technical Objects 5. On Codification: Ways of Managing Overflows 6. On Management: Leadership as Service 7. On Change: Is it Possible to Lift Oneself by The Hair? 8. On Imitation and Fashion: How Ideas Travel Around the World 9. On Gender: How Global is Discrimination? 10. On Speed and Slowness: Remembering and Forgetting 11. Epilogue: Organizing Without Organizations? References Index

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Book SynopsisWhatever happened to the Swedish model? Once the prime example of a Nordic welfare state, Sweden's labour market is now a highly individualized competitive arena. With attention to detail as well as global trends, this important book describes the dismantling of the Swedish welfare state across various arenas where being employable is increasingly framed as an individual responsibility. This book offers unique insight into current shifts from state to market, from institutional loyalty to marketing of self.'- Marianne Lien, University of Oslo, Norway'What remains of the emblematic Swedish model of the welfare state? Taking the example of labor market policy, Makeshift Work brings to light a major shift: from the commodification of work to the commodification of workers. In depth empirical investigations into the institutional and individual consequences of this shift make this book a reference for understanding the current transformations in Swedish society and more generally brings into focus the challenges facing Europe as a whole.'- Bénédicte Zimmermann, EHESS, France'The rise and development of the Swedish model of labour market policy has been thoroughly dealt with in many important social science and economic analyses, but the present dismantling of the model and its consequences have only started to be understood. This book is therefore an extremely important contribution in that it combines concrete analyses of changes in the infrastructure of employment services and of the implications thereof from a human perspective.'- Jan Ch. Karlsson, Karlstad University, SwedenIn the aftermath of the global financial crisis, people who had never before had cause to worry about losing their jobs entered the ranks of the unemployed for the first time. In Sweden, the welfare state has been radically challenged and mass unemployment has become a reality in what used to be viewed as a model case for a full employment society.With an emphasis on Sweden in the context of transnational regulatory change, Makeshift Work in a Changing Labour Market discusses how the market mediates employment and moves on to explore the ways in which employees adjust to a new labor market. Focusing on the legibility, measurability and responsibility of jobseekers, the expert contributors to this book bring together an analysis of activation policy and new ways of organizing the mediation of work, with implications for the individual jobseeker.Students and researchers of labor market policy, the organization of markets and work and society both in Sweden and abroad will find this book to be of interest. Policy makers will find the empirical examples of policy processes among employees an extremely useful and insightful tool.Trade Review‘Whatever happened to the Swedish model? Once the prime example of a Nordic welfare state, Sweden’s labour market is now a highly individualized competitive arena. With attention to detail as well as global trends, this important book describes the dismantling of the Swedish welfare state across various arenas where being employable is increasingly framed as an individual responsibility. This book offers unique insight into current shifts from state to market, from institutional loyalty to marketing of self.’ -- Marianne Lien, University of Oslo, Norway‘What remains of the emblematic Swedish model of the welfare state? Taking the example of labor market policy, Makeshift Work brings to light a major shift: from the commodification of work to the commodification of workers. In depth empirical investigations into the institutional and individual consequences of this shift make this book a reference for understanding the current transformations in Swedish society and more generally brings into focus the challenges facing Europe as a whole.’ -- Bénédicte Zimmermann, EHESS, France‘The rise and development of the Swedish model of labour market policy has been thoroughly dealt with in many important social science and economic analyses, but the present dismantling of the model and its consequences have only started to be understood. This book is therefore an extremely important contribution in that it combines concrete analyses of changes in the infrastructure of employment services and of the implications thereof from a human perspective.’ -- Jan Ch. Karlsson, Karlstad University, SwedenTable of ContentsContents: List of Contributors Acknowledgements 1. Introduction: Makeshift Work in a Global Labour Market Christina Garsten, Jessica Lindvert And Renita Thedvall PART I: A MARKET TO MEDIATE EMPLOYMENT TAKES SHAPE 2. A Policy for the New Job Market Jessica Lindvert 3. The Dual Role of the Public Employment Service: To Support and Control Lars Walter 4. Public Employment Officers as Agents and Therapists Julia Peralta 5. A Labour Market of Opportunities? Specialists Assess Work Ability and Disability Ida Seing 6. Temporary Staffing – Balancing Cooperation and Competition Gunilla Olofsdotter 7. Transition Programmes – A Disciplining Practice Ilinca Benson PART II: PEOPLE IN THE NEW LABOUR MARKET 8. Market-Oriented Relationships in Working Life – On the Perception of Being Employable Erik Berntson 9. Home Help Work: Balancing Loyalties Marie Hjalmarsson 10. In The Name of Evidence-Based Practice. Managing Social Workers Through Science, Standards and Transparency Renita Thedvall 11. Skills Development – An Empty Offer? Matilda Ardenfors and Jessica Lindvert 12. The Labour Market as a Market – Exchangeability, Measurability and Accountability Christina Garsten Index

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Book SynopsisLanguage permeates every facet of international business in the 21st century. However, being aware of this multilingual reality is not enough. This book presents a case for recognizing and appreciating the importance of language, its multifaceted role and the range of effects it may have on internationalizing firms.Responding to the growing interest in the role of language in international business, this book presents language as a critical management challenge for the internationalizing firm. Several perspectives are explored, including the individual, the firm and the broader society in which language use is embedded. Empirical examples of language roles are identified through examining human resource management, international marketing and foreign operation modes and networks in business. Language in International Business reveals a fresh understanding of the complexity of the multilingual reality that internationalizing firms face.Students from undergraduate to PhD level studying international business and management, sociolinguistics or international business communication will benefit from the rich source of new research questions ascertained in this book. Business practitioners will find the book insightful, managerially-oriented, and easily accessible.Contents: 1. Language and Global Business Expansion 2. Translation 3. Confronting Language: The Individual in the Organisational Context 4. Language and International Management 5. Language and Networks 6. Language and Human Resource Management 7. Language and International Marketing 8. Language and Foreign Operation Modes 9. Language Strategy and Management 10. Conclusion IndexTrade Review‘This is a terrific book. With English now established as the lingua franca of business, some might be tempted to assume that language isn’t a big deal any more in the world of business. But the authors show how mistaken this assumption is. With a mix of careful of research and detailed examples, they show how language use in international firms influences the meaning of written documents, power relationships between people, and how individuals make sense of their corporate environment. Language becomes, in effect, a window on the entire set of challenges faced by an international firm, and this has profound implications for executives and researchers alike.’ -- Julian Birkinshaw, London Business School, UK‘A comprehensive treatment of a key international business variable that we all too often take for granted. Language is and will remain a critical component of business performance in a global environment.’ -- Oded Shenkar, Ford Motor Company Chair in Global Business Management, Fisher College of Business, The Ohio State University, US‘The authors' analysis of the multilingual reality of global business expansion is consistent with my experience as chairman of a global company. Although the book has been written by academics, the writing style is clear and direct, making it an accessible and enjoyable read for anyone in the business community who is interested in the way language impacts business performance. I am happy to recommend it.’ -- Antti Herlin, Board Chairman, KONE Corporation, FinlandTable of ContentsContents: 1. Language and Global Business Expansion 2. Translation 3. Confronting Language: The Individual in the Organisational Context 4. Language and International Management 5. Language and Networks 6. Language and Human Resource Management 7. Language and International Marketing 8. Language and Foreign Operation Modes 9. Language Strategy and Management 10. Conclusion Index

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Book SynopsisThe ecological study of firms has often been restricted by the approaches commonly used in organizational ecology. Uniquely, Colin Jones and Gimme Walter use autecology to explain the selective survival of all manner of firms that researchers, customers and resource providers encounter daily. It is the first work to unite views on the topic previously considered 'alternative', while remaining compatible with most theories of the firm. Autecology encourages researchers to contextualize ecological processes of firms, namely, their adaptive behaviors, the structure and dynamics of the environment, and their environmental interactions. This book emancipates the firm and its actors from a host of environmental assumptions that they are thought to share with others. In doing so, the authors explain how and why firms can and should be investigated on an ecological level. Drawing upon the historical and contemporary renaissance of autecological thought, this book elevates the ecological independence of the firm and its actors' agency to solve problems in its environment. This study provides the means to consolidate the ecological study of firms and, more broadly, other forms of ecological study beyond the domain of social studies. This book will appeal to organizational and managerial researchers, sociologists, and anthropologists, given the manner in which human agency is promoted in an ecological context. Researchers interested in critical realism will also find this an engaging work.Trade Review'Jones and Walter present an alternative view for studying organizations as ecologies, namely the autecological approach. This novel approach to studying organizations centres on the co-evolving relationship between the individual firm and its operational environment. The adaptation of firms is viewed within the context of how they experience and modify their unique operational environments. This firm-centred approach highlights the importance of ecological scale and environment heterogeneity, and the unique relationship between different environmental variables and the firm.' --Dermot Breslin, Sheffield University Management School, UK'An Autecological Theory of the Firm and its Environment posits many important challenges to how social scientists can properly understand organizational adaptation, evolution, and survival. The impressive autecological approach proposed in this book can shed new light on how both scholars and practitioners can interpret a number of phenomena associated with the current practice of business, especially in terms of firm-environment co-evolving relationships.' --Gianpaolo Abatecola, University of Rome ''Tor Vergata'', ItalyTable of ContentsContents: PART I AN ALTERNATIVE THEORY OF THE FIRM 1. An alternative ecological theory of the firm and its environment PART II THE FIRM AND ITS ENVIRONMENT 2. What is a firm? 3. What is an environment? 4. Modification and matching PART III EXPLAINING ADAPTATION 5. A model of transferred demand PART IV TOWARDS AN AUTECOLOGICAL APPROACH 6. Methodological issues 7. Opportunities and future directions Index

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Book SynopsisCovering the period of the financial crisis, this Research Handbook discusses the degree of importance of different driving forces on employee turnover. The discussions contribute to policy agendas on productivity, firm performance and economic growth. The contributors provide a selection of theoretical and empirical research papers that deal with aspects of employee turnover, as well as its effects on workers and firms within the current socio-economic environment. It draws on theories and evidence from economics, management, social sciences and other related disciplines.With its interdisciplinary approach, this book will appeal to a variety of students and academics in related fields. It will also be of interest to policy makers, HR experts, firm managers and other stakeholders. Contributors: I. Beltrán Martín, S. Bevan, M. Bossler, C. Carrillo-Tudela, W.-J.A. Chang, M. Coles, C.L. Cooper, H. Dale-Olsen, M. Daskalaki, T. Eriksson, P. Ferreira, R.W. Griffeth, K.E. Hall, L. Holbeche, J.-T. Kao, Y. Lai, C.S. Long, A.-M. Mohammed, K. Morrell, E. Parry, J. Purl, G. Saridakis, S. Taylor, R. Upward, P. Urwin, W.K. Wan Ismail, M. Wong El LeenTrade Review'Like a divorce, turnover is important for both partners: here, workers and firms. Some turnover in a firm is probably good, but how much should there be and how much is there? What are its drivers and consequences? And what, if anything, should we do about it? The current volume provides an extremely useful snapshot of this interdisciplinary literature, from which readers will come away with many ideas for future research.' --Andrew Clark, Paris School of Economics, France'This Handbook picks up a mature research area - employee turnover - and places it in the latest context. Turnover is looked at through a series of new lenses from the fields of organizational psychology, human capital management and analytics, mobility, and intergenerational research. The international contributors bring a global and contemporary perspective to the topic, and capture the latest evidence on the most important predictors, consequences and management options for turnover. An excellent resource for researchers and reflective practitioners alike.' --Paul Sparrow, Centre for Performance-led HR, Lancaster University Management School, UK'I warmly welcome this timely volume put together by George Saridakis and Cary Cooper. They have assembled an authoritative collection of papers and then provided an excellent editorial overview of issues relating to job turnover. I particularly liked the examination of job turnover from the very different perspectives of workers, businesses and the economy as a whole.' --David Storey, University of Sussex, UKTable of ContentsContents: 1. Introduction: The State of Employee Turnover George Saridakis and Cary L. Cooper 2. Employee Turnover Harald Dale-Olsen 3. Understanding and Measuring Employee Turnover Kevin Morrell 4. Two Decades of Employee Retention, Tenure and Turnover Peter Urwin and Emma Parry 5. Analysing, Monitoring and Costing Labour Turnover Stephen Bevan 6. Employee Turnover as a Cost Factor of Organisations Anne-Marie Mohammed, Yanqing Lai, Maria Daskalaki and George Saridakis 7. Inter- and Intra-firm Mobility of Workers Tor Eriksson 8. Perception of Training and Turnover Intention Choi Sang Long, Mikkay Wong Ei Leen and Wan Khairruzzaman Wan Ismail 9. Compensation Policy and Employee Turnover Stephen Taylor 10. Turnover amongst Generation Y Linda Holbeche 11. A Role Perspective on Turnover Intentions: Examining Behavioral Predictors Jui-Tang Kao and Wan-Jing April Chang 12. A Diagnostic Methodology for Discovering the Reasons for Employee Turnover using Shocks and Events Justin Purl, Kathleen E. Hall and Rodger W. Griffeth 13. Quit Turnover and the Business Cycle: A Survey Carlos Carrillo-Tudela and Melvyn Coles 14. Employment, Turnover and Career Progress Priscila Ferreira 15. Employee Turnover and the Expansion and Contraction of Employers Mario Bossler and Richard Upward 16. High Performance Human Resource Practices and Voluntary Employee Turnover Inmaculada Beltrán Martín Index

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Book SynopsisCovering the period of the financial crisis, this Research Handbook discusses the degree of importance of different driving forces on employee turnover. The discussions contribute to policy agendas on productivity, firm performance and economic growth. The contributors provide a selection of theoretical and empirical research papers that deal with aspects of employee turnover, as well as its effects on workers and firms within the current socio-economic environment. It draws on theories and evidence from economics, management, social sciences and other related disciplines.With its interdisciplinary approach, this book will appeal to a variety of students and academics in related fields. It will also be of interest to policy makers, HR experts, firm managers and other stakeholders. Contributors: I. Beltrán Martín, S. Bevan, M. Bossler, C. Carrillo-Tudela, W.-J.A. Chang, M. Coles, C.L. Cooper, H. Dale-Olsen, M. Daskalaki, T. Eriksson, P. Ferreira, R.W. Griffeth, K.E. Hall, L. Holbeche, J.-T. Kao, Y. Lai, C.S. Long, A.-M. Mohammed, K. Morrell, E. Parry, J. Purl, G. Saridakis, S. Taylor, R. Upward, P. Urwin, W.K. Wan Ismail, M. Wong El LeenTrade Review'Like a divorce, turnover is important for both partners: here, workers and firms. Some turnover in a firm is probably good, but how much should there be and how much is there? What are its drivers and consequences? And what, if anything, should we do about it? The current volume provides an extremely useful snapshot of this interdisciplinary literature, from which readers will come away with many ideas for future research.' --Andrew Clark, Paris School of Economics, France'This Handbook picks up a mature research area - employee turnover - and places it in the latest context. Turnover is looked at through a series of new lenses from the fields of organizational psychology, human capital management and analytics, mobility, and intergenerational research. The international contributors bring a global and contemporary perspective to the topic, and capture the latest evidence on the most important predictors, consequences and management options for turnover. An excellent resource for researchers and reflective practitioners alike.' --Paul Sparrow, Centre for Performance-led HR, Lancaster University Management School, UK'I warmly welcome this timely volume put together by George Saridakis and Cary Cooper. They have assembled an authoritative collection of papers and then provided an excellent editorial overview of issues relating to job turnover. I particularly liked the examination of job turnover from the very different perspectives of workers, businesses and the economy as a whole.' --David Storey, University of Sussex, UKTable of ContentsContents: 1. Introduction: The State of Employee Turnover George Saridakis and Cary L. Cooper 2. Employee Turnover Harald Dale-Olsen 3. Understanding and Measuring Employee Turnover Kevin Morrell 4. Two Decades of Employee Retention, Tenure and Turnover Peter Urwin and Emma Parry 5. Analysing, Monitoring and Costing Labour Turnover Stephen Bevan 6. Employee Turnover as a Cost Factor of Organisations Anne-Marie Mohammed, Yanqing Lai, Maria Daskalaki and George Saridakis 7. Inter- and Intra-firm Mobility of Workers Tor Eriksson 8. Perception of Training and Turnover Intention Choi Sang Long, Mikkay Wong Ei Leen and Wan Khairruzzaman Wan Ismail 9. Compensation Policy and Employee Turnover Stephen Taylor 10. Turnover amongst Generation Y Linda Holbeche 11. A Role Perspective on Turnover Intentions: Examining Behavioral Predictors Jui-Tang Kao and Wan-Jing April Chang 12. A Diagnostic Methodology for Discovering the Reasons for Employee Turnover using Shocks and Events Justin Purl, Kathleen E. Hall and Rodger W. Griffeth 13. Quit Turnover and the Business Cycle: A Survey Carlos Carrillo-Tudela and Melvyn Coles 14. Employment, Turnover and Career Progress Priscila Ferreira 15. Employee Turnover and the Expansion and Contraction of Employers Mario Bossler and Richard Upward 16. High Performance Human Resource Practices and Voluntary Employee Turnover Inmaculada Beltrán Martín Index

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Book SynopsisA high level of employee commitment holds particular value for organizations owing to its impact on organizational effectiveness and employee well-being. This Handbook provides an up-to-date review of theory and research pertaining to employee commitment in the workplace, outlining its value for both employers and employees and identifying key factors in its development, maintenance or decline.Including chapters from leading theorists and researchers from around the world, this Handbook presents cumulated and cutting-edge research exploring what commitment is, the different forms it can take, and how it is distinct from related concepts such as employee engagement, work motivation, embeddedness, the psychological contract, and organizational identification. Examining topics such as high-commitment work systems, work attitudes and motivation, the Handbook provides integration with related literatures. Internationally applicable, sections also discuss the implications of culture differences for commitment and present the latest developments in research methods and analytic techniques that can be used to advance our understanding of commitment.Comprehensive and engaging, the Handbook of Employee Commitment is essential reading for commitment scholars and researchers interested in the latest developments in the field as well as for international scholars who will benefit from its guidance on how to approach research in unique cultures. It will also prove of prime interest to managers and management consultants with its wealth of suggestions to guide evidence-based practice.Contributors: S.L. Albrecht, N.J. Allen, B.K. Anderson, L.M. Arciniega, J. Barling, T.E. Becker, K. Bentein, M.E. Bergman, D.R. Bobocel, N.L. Bremner, C.T. Brinsfield, G. Caesens, A.C. Chris, L. Clark, A. Cohen, S. Datta, V.L. Dhir, O.J. Dineen, R. Eisenberger, J.A. Espinoza, J. Felfe, M. Gagné, D.G. Gallagher, I.R. Gellatly, Y. Griep, S.D. Hansen, L.M. Hedberg, M.R.W. Hamstra, B.C. Holtom, P. Horsman, J. Howard, V.A. Jean, K. Jiang, Z. Junhong, E.K. Kelloway, H.J. Klein, J. Koen, E.R. Maltin, B. Marcus, J.P. Meyer, N.A. Morelli, A.J.S. Morin, F. Mu, A. Newman, H. Park, E. Read, R.A. Roe, O.N. Solinger, H. Spence Laschinger, D.J. Stanley, F. Stinglhamber, M. Trivisonno, R. Van Dick, W. Van Olffen, A.E.M. Van Vianen, R.J. Vandenberg, C. Vandenberghe, D. Wang, S.A. Wasti, J. WombacherTrade Review'If you need a readable topographical map of commitment in organizations, this is the book. Thorough, clear, grounded in research, and multinational in its contributors, the Handbook is a valuable resource for scholars, students, and reflective practitioners. Reflecting both areas of agreement and divergence, the Handbook brings the reader up to speed on key issues for research and practice, and guides researchers toward important avenues for future study.' --Denise M. Rousseau, Carnegie Mellon University, US'Workplace commitment has commanded the attention of established researchers for many years. Young, emerging scholars throughout the world are also drawn to this important topic. This Handbook does what a handbook should: it offers the latest thinking on commitment, its fundamental nature, its antecedents, its consequences, its targets, its measurement, and yes, even its ''dark sides''. We learn too there are still many unanswered questions and controversies surrounding commitment. This volume provides the impetus to answer these questions and to advance our understanding of this captivating topic.' --Paula C. Morrow, Iowa State University, US'This book is the most comprehensive examination of employee commitment in Eastern as well as Western cultures on the market. Hence, it will be of utmost interest to behavioral scientists as well as practitioners who work with international organizations' --Gary Latham, University of Toronto, CanadaTable of ContentsContents: Introduction 1. Employee Commitment: An Introduction and Roadmap J.P. Meyer Part I Conceptualization of Commitment 2. Commitment as a Unidimensional Construct H.J. Klein and H. Park 3. Commitment as a Multi-Dimensional Construct N.J. Allen 4. Multiple Foci of Workplace Commitments T.E. Becker Part II Related Constructs 5. A Motivational Model of Employee Attachment to an Organization M. Gagné and J. Howard 6. Organizational Commitment and Employee Engagement: 10 Key Questions S.L. Albrecht and O.J. Dineen 7. Job Embeddedness, Employee Commitment and Related Constructs B.C. Holtom 8. Organizational Identification R. Van Dick 9. Psychological Contracts S.D. Hansen and Y. Griep Part III Foci of Commitment 10. Occupational Commitment J.P. Meyer and J.A. Espinoza 11. Social commitments C. Vandenberghe 12. The Rise, Decline, Resurrection, and Growth of Union Commitment Research P. Horsman, D.G. Gallaghar and E.K. Kelloway 13. Action Commitments J.P. Meyer and B.K. Anderson Part IV Consequences of Commitment 14. Employee Turnover and Absenteeism I.R. Gellatly and L.M. Hedberg 15. Employee Commitment and Performance D.J. Stanley and J.P. Meyer 16. Counterproductive Work Behavior B. Marcus 17. Employee Commitment and Well-being A.C. Chris, E.R. Maltin and J.P. Meyer 18. Affective Consequences of Workplace Commitments H.J. Klein and C.T. Brinsfield Part V Drivers of Commitment 19. Individual Differences as Causes of the Development of Commitment M.E. Bergman and V.A. Jean 20. Person-Environment Fits as Drivers of Commitment A.E.M. van Vianen, M.R.W. Hamstra and J. Koen 21. Strategic Human Resource Management and Organizational Commitment K. Jiang 22. Organizational Leadership and Employee Commitment M. Trivisonno and J. Barling 23. Employee Empowerment and Organizational Commitment Laschinger, E. Read and Z. Junhong 24. Perceived Organizational Support F. Stinglhamber, G. Caesens, L. Clark and R. Eisenberger 25. Organizational Justice and Employee Commitment: A Review of Contemporary Research D.R. Bobocel and F. Mu Part VI Commitment across Cultures 26. Understanding Commitment Across Cultures S.A. Wasti 27. Commitment in Europe J. Felfe and J. Wombacher 28. Employee Commitment in China A. Newman and D. Wang 29. An Examination of the Social-Institutional, Cultural, and Organizational Antecedents of Commitment in India V.L. Dhir, N.L. Bremner and S. Datta 30. Commitment in the Middle East A. Cohen 31. Organizational Commitment: A Latin American Soap Opera L.M. Arciniega Part VII Methodological Issues 32. A Contemporary Update on Testing for Measurement Equivalence and Invariance R.J. Vandenberg and N.A. Morelli 33. Tracking Change in Commitment over Time: The Latent Growth Modeling Approach K. Bentein 34. Capturing the process of committing: Design Requirements for a Temporal Measurement Instrument W. van Olffen, O.N. Solinger and R.A. Roe 35. Person-Centered Research Strategies in Commitment Research A.J.S. Morin Part VIII Conclusion 36. Employee Commitment: A Back and Moving Forward J.P. Meyer Index

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Book Synopsis'The book is a much needed foundation into current scholarship on the practice and logic of team formation and function in entrepreneurial situations. The book offers both in-depth and comprehensive views of theory on entrepreneurial teams, as well as examples of current research. I am particularly impressed with the insights offered through a disciplined focus on the contextual aspects of entrepreneurial teams.'- William B. Gartner, Copenhagen Business School, Denmark and California Lutheran University, USIn recent years there has been an increasing body of evidence suggesting that firms founded by entrepreneurial teams are more likely to achieve fast growth than firms founded by lone actors. This Research HandbookM explores the position of entrepreneurial teams within existing literature and challenges current perspectives through a diverse range of research lenses. Research Handbook on Entrepreneurial Teams expands the boundaries of entrepreneurship literature by examining essential issues such as formation, structuring, deep-level diversity and emergent states. The chapters also consider different contexts of application and investigate under-researched topics such as entrepreneurial teams within indigenous communities, ethnically diverse groups and women entrepreneurs. This comprehensive Research Handbook offers a wide range of research methodologies, perspectives and insights that will appeal to scholars, practitioners and entrepreneurs alike.Contributors include: H.E. Aldrich, C. Ben-Hafaiedh, M. Brettel, G. Campopiano, L. Cassia, L.M. Cloutier, T.M. Cooney, S. Cueille, J.P. De Borst, A. Discua Cruz, F. Dufays, E. Hadjielias, M. Henare, C. Howorth, B. Huybrechts, M.K. Kihiko, P.H. Kim, M.W. Kinoti, J.-F. Lalonde, J. Levie, B. Lythberg, R. Mauer, T. Minola, A. Nicholson, G. Recasens, S. Schoss, D. Vredenburgh, C. Woods, W. ZhouTrade Review'This book is a must-read for anyone interested in entrepreneurial teams. The chapters span various issues in the structuring and processes of entrepreneurial teams and place entrepreneurial teams in multiple contexts. The book provides a solid foundation for developing or furthering understanding of entrepreneurial teams whether a novice or an experienced researcher or practitioner.' --Leon Schjoedt, Mahasarakham University, Thailand'Entrepreneurship is increasingly recognised as a joint effort amongst people with ambition and vision. This book brings together the latest research on entrepreneurial teams by the world's leading authorities on the subject. The chapters provide insight on contemporary theoretical and practical issues in relation to entrepreneurial teams and are a must-read for those interested in this growing aspect of the economy.' --Robert Blackburn, Kingston University, UK'Ben-Hafaiedh and Cooney have put together a book that is an impressive contribution to entrepreneurial team research and practice. It brings together a collection of studies on how these teams are formed, how they function, are led, and ultimately impact on venture performance. I highly recommend this collection of essays to researchers and those in the entrepreneurship eco-system who seek evidence based prescriptions to achieve venture team effectiveness.' --Maw-Der Foo, Entrepreneurship Theory & Practice and National University of SingaporeTable of ContentsContents: Foreword Mike Wright 1. Introduction Cyrine Ben-Hafaïedh and Thomas Cooney PART I LEARNING FROM THEORY AND PRACTICE 2. Entrepreneurial Teams Research in Movement Cyrine Ben-Hafaïedh 3. Urban Legends or Sage Guidance: A Review of Common Advice about Entrepreneurial Teams Phillip H. Kim and Howard E. Aldrich PART II DEVELOPING ENTREPRENEURIAL TEAMS 4. Entrepreneurial Team Formation: The Role of the Family Giovanna Campopiano, Tommaso Minola and Lucio Cassia 5. Entrepreneurs’ Perspectives on the Structuring Phase of the Entrepreneurial Team L. Martin Cloutier, Sandrine Cueille and Gilles Recasens 6. Which Deep-Level Diversity Compositions of New Venture Teams Lead to Success or Failure? Stephanie Schoss, René Mauer and Malte Brettel 7. How Owner-Manager Team Size Influences the Potential Economic Contribution of Owner-Managed Businesses Jonathan Levie and Johan P. De Borst 8. Dispositional Antecedents of Shared Leadership Emergent States on Entrepreneurial Teams Wencang Zhou and Donald Vredenburgh PART III CONTEXTUALIZING ENTREPRENEURIAL TEAMS 9. Family Entrepreneurial Teams Allan Discua Cruz, Elias Hadjielias and Carole Howorth 10. Te Ohu Umanga Māori: Temporality and Intent in the Māori Entrepreneurial Team Mānuka Hēnare, Billie Lythberg, Amber Nicholson and Christine Woods 11. Ethnic Diversity in Entrepreneurial Teams and the Role of Culture Shock on Performance Jean-François Lalonde 12. Women Empowerment through Government Loaned Entrepreneurship Teams (GLETs) in Kenya Mary Wanjiru Kinoti, Moses Kibe Kihiko and Thomas M. Cooney 13. Entrepreneurial Teams in Social Entrepreneurship: When Team Heterogeneity Facilitates Organizational Hybridity Frédéric Dufays and Benjamin Huybrechts Index

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Book SynopsisThe Handbook of Organizational Politics offers a broad perspective on the intriguing phenomena of power, influence and politics in the modern workplace; their meaning for individuals, groups and other organizational stakeholders; and their effect on organizational outcomes and performances. Comprising entirely of new chapters and insights, this second edition revisits the theory on organizational politics (OP) and examines its progress and changes in emphasis in recent years.This timely and informative book provides a comprehensive set of state-of-the-art studies on workplace politics based on experiences from around the world. The contributors highlight topics such as political skills, political will, politics and leadership, compensations, politics and performance, and politics and the learning climate.Students and scholars will benefit from the up-to-date collection of studies in the field of OP. This Handbook will also be of interest to practitioners and managers from public and private sectors looking for better explanations of internal processes in business.Contributors: S.L. Albrecht, G. Blickle, S.L. Bohle, D.A. Buchanan, M.R. Buckley, A. Capezio, A.M. Carnes, A. Drory, A.J. DuBrin, L. Eldor, B.P. Ellen III, G.R. Ferris, R. Frieder, J.N. Harris, S.E. Hill, J.D. Jacobs, I. Kapoutsis, E.M. Landells, L.P. Maher, G. Meisler, J.P. Meriac, M. Mizrahi, T.P. Munyon, K. Oerder, G.B. Schmidt, N. Schütte, H. Sibunruang, A.L.E. Thomas, D.R. Vashdi, E. Vigoda-Gadot, A. Wihler, D. WindsorTrade Review'This edited Handbook is a must read for anyone interested in organizational politics. The beauty of this edition of the Handbook is that it not only provides an interesting and thorough historical review of the theories and concepts associated with organizational politics research but also delivers a much-needed road map for the future direction of the field.' --Micki Kacmar, Texas State University, USTable of ContentsContents: Introduction Eran Vigoda-Gadot and Amos Drory PART I POLITICAL SKILL, POLITICAL WILL, LEADERSHIP AND PERFORMANCE 1. The Roles of Political Skill and Political Will in Job Performance Prediction: A Moderated Nonlinear Persective John N. Harris, Liam P. Maher, and Gerald R. Ferris 2. Playing the Political Game at Work: The Roles of Political Will, Political Prudence, and Political Skill Ilias Kapoutsis 3. Political Skill, Leadership, and Performance: The Role of Vision Identification and Articulation Andreas Wihler, Rachel Frieder, Gerhard Blickle, Katharina Oerder and Nora Schütte 4. Political is the New Prosocial: Leaders’ Support of Followers through Political Behavior B. Parker Ellen III, Gerald R. Ferris and M. Ronald Buckley PART II ORGANIZATIONAL POLITICS AND THE SOCIAL SPHERE 5. Pay-For-Politics: Considering the Variable Compensation - Organizational Politics Relationship Timothy P. Munyon, Jacquelyn D. Jacobs, Andrew M. Carnes and Sergio López Bohle 6. How Social Media Can Impact the Organizational Political Process Gordon B. Schmidt 7. Political Blunders within Organizations Andrew J. DuBrin PART III BETWEEN DARK AND BRIGHT: ORGANIZATIONAL POLITICS IN COLORS 8. Learning Culture and Organizational Politics: A Theoretical Model and Preliminary Test of Their Impact on Effective Organizational Auditing Moshe Mizrahi, Dana R. Vashdi and Eran Vigoda-Gadot 9. Looking on the Bright Side: The Positive Role of Organizational Politics in the Relationship between Employee Engagement and Work Performance Liat Eldor 10. The Ethical Sphere: Organizational Politics, Fairness, and Justice Duane Windsor 11. The Effects of Machiavellian Leaders on Employees’ Use of Upward Influence Tactics: An Examination of the Moderating Roles of Gender and Perceived Leader Similarity Hataya Sibunruang and Alessandra Capezio PART IV NEW FRONTIERS: MATURITY, EMOTIONS, AND NEW METHODS 12. Organizational Politics and a Maturity Model: An Integration and Extension of Existing Models and Dimensions Erin M. Landells and Simon L. Albrecht 13. Emotion and Emotional Intelligence in Organizational Politics Amos Drory and Galit Meisler 14. Rats in the Shadows: Researching Organizational Politics David A. Buchanan 15. Political Behaviors, Politics Perceptions and Work Outcomes: Moving to an Experimental Study Sarah E. Hill, Amanda L.E. Thomas and John P. Meriac Index

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Book SynopsisThe Handbook of Organizational Politics offers a broad perspective on the intriguing phenomena of power, influence and politics in the modern workplace; their meaning for individuals, groups and other organizational stakeholders; and their effect on organizational outcomes and performances. Comprising entirely of new chapters and insights, this second edition revisits the theory on organizational politics (OP) and examines its progress and changes in emphasis in recent years.This timely and informative book provides a comprehensive set of state-of-the-art studies on workplace politics based on experiences from around the world. The contributors highlight topics such as political skills, political will, politics and leadership, compensations, politics and performance, and politics and the learning climate.Students and scholars will benefit from the up-to-date collection of studies in the field of OP. This Handbook will also be of interest to practitioners and managers from public and private sectors looking for better explanations of internal processes in business.Contributors: S.L. Albrecht, G. Blickle, S.L. Bohle, D.A. Buchanan, M.R. Buckley, A. Capezio, A.M. Carnes, A. Drory, A.J. DuBrin, L. Eldor, B.P. Ellen III, G.R. Ferris, R. Frieder, J.N. Harris, S.E. Hill, J.D. Jacobs, I. Kapoutsis, E.M. Landells, L.P. Maher, G. Meisler, J.P. Meriac, M. Mizrahi, T.P. Munyon, K. Oerder, G.B. Schmidt, N. Schütte, H. Sibunruang, A.L.E. Thomas, D.R. Vashdi, E. Vigoda-Gadot, A. Wihler, D. WindsorTrade Review'This edited Handbook is a must read for anyone interested in organizational politics. The beauty of this edition of the Handbook is that it not only provides an interesting and thorough historical review of the theories and concepts associated with organizational politics research but also delivers a much-needed road map for the future direction of the field.' --Micki Kacmar, Texas State University, USTable of ContentsContents: Introduction Eran Vigoda-Gadot and Amos Drory PART I POLITICAL SKILL, POLITICAL WILL, LEADERSHIP AND PERFORMANCE 1. The Roles of Political Skill and Political Will in Job Performance Prediction: A Moderated Nonlinear Persective John N. Harris, Liam P. Maher, and Gerald R. Ferris 2. Playing the Political Game at Work: The Roles of Political Will, Political Prudence, and Political Skill Ilias Kapoutsis 3. Political Skill, Leadership, and Performance: The Role of Vision Identification and Articulation Andreas Wihler, Rachel Frieder, Gerhard Blickle, Katharina Oerder and Nora Schütte 4. Political is the New Prosocial: Leaders’ Support of Followers through Political Behavior B. Parker Ellen III, Gerald R. Ferris and M. Ronald Buckley PART II ORGANIZATIONAL POLITICS AND THE SOCIAL SPHERE 5. Pay-For-Politics: Considering the Variable Compensation - Organizational Politics Relationship Timothy P. Munyon, Jacquelyn D. Jacobs, Andrew M. Carnes and Sergio López Bohle 6. How Social Media Can Impact the Organizational Political Process Gordon B. Schmidt 7. Political Blunders within Organizations Andrew J. DuBrin PART III BETWEEN DARK AND BRIGHT: ORGANIZATIONAL POLITICS IN COLORS 8. Learning Culture and Organizational Politics: A Theoretical Model and Preliminary Test of Their Impact on Effective Organizational Auditing Moshe Mizrahi, Dana R. Vashdi and Eran Vigoda-Gadot 9. Looking on the Bright Side: The Positive Role of Organizational Politics in the Relationship between Employee Engagement and Work Performance Liat Eldor 10. The Ethical Sphere: Organizational Politics, Fairness, and Justice Duane Windsor 11. The Effects of Machiavellian Leaders on Employees’ Use of Upward Influence Tactics: An Examination of the Moderating Roles of Gender and Perceived Leader Similarity Hataya Sibunruang and Alessandra Capezio PART IV NEW FRONTIERS: MATURITY, EMOTIONS, AND NEW METHODS 12. Organizational Politics and a Maturity Model: An Integration and Extension of Existing Models and Dimensions Erin M. Landells and Simon L. Albrecht 13. Emotion and Emotional Intelligence in Organizational Politics Amos Drory and Galit Meisler 14. Rats in the Shadows: Researching Organizational Politics David A. Buchanan 15. Political Behaviors, Politics Perceptions and Work Outcomes: Moving to an Experimental Study Sarah E. Hill, Amanda L.E. Thomas and John P. Meriac Index

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Book SynopsisIn this volume, Dean Shepherd focuses on the varying topics of entrepreneurship unified through conjoint analysis. Although the topic of entrepreneurial decision making is broad, in doing so, he reveals the mechanisms that come into play during the entrepreneurial decision-making process.Scholars of entrepreneurship and organizational behavior will find this collection an essential resource for understanding how decision making is achieved in entrepreneurial settings.Table of ContentsContents: Introduction Dean A. Shepherd PART I DECISION MAKING ABOUT ENTREPRENEURIAL OPPORTUNITIES 1. Young Rok Choi and Dean A. Shepherd (2004), ‘Entrepreneurs’ Decisions to Exploit Opportunities’, Journal of Management, 30 (3), June, 377–95 2. J. Michael Haynie, Dean A. Shepherd and Jeffery S. McMullen (2009), ‘An Opportunity for Me? The Role of Resources in Opportunity Evaluation Decisions’, Journal of Management Studies, 46 (3), May, 337–61 3. J. Robert Mitchell and Dean A. Shepherd (2010), ‘To Thine Own Self be True: Images of Self, Images of Opportunity, and Entrepreneurial Action’, Journal of Business Venturing, 25 (1), January, 138–54 4. Dean A. Shepherd, Holger Patzelt and Robert A. Baron (2013), ‘“I Care about Nature, but…”: Disengaging Values in Assessing Opportunities that Cause Harm’, Academy of Management Journal, 56 (5), October, 1251–73 PART II DECISION MAKING ABOUT ENTREPRENEURIAL PROJECTS 5. Judith Behrens, Holger Ernst and Dean A. Shepherd (2014), ‘The Decision to Exploit an R&D Project: Divergent Thinking across Middle and Senior Managers’, Journal of Product Innovation Management, 31 (1), January, 144–58 6. Anja Klaukien, Dean A. Shepherd and Holger Patzelt (2013), ‘Passion for Work, Nonwork-Related Excitement, and Innovation Managers’ Decision to Exploit New Product Opportunities’, Journal of Product Innovation Management, 30 (3), May, 574–88 7. Ethel Brundin, Holger Patzelt and Dean A. Shepherd (2008), ‘Managers’ Emotional Displays and Employees’ Willingness to Act Entrepreneurially’ Journal of Business Venturing, 23 (2), March, 221–43 8. Holger Patzelt and Dean A. Shepherd (2009), ‘Strategic Entrepreneurship at Universities: Academic Entrepreneurs’ Assessment of Policy Programs’, Entrepreneurship Theory and Practice, 33 (1), January, 319–40 PART III MAKING THE DECISION TO PURSUE AN ENTREPRENEURIAL CAREER 9. Evan J. Douglas and Dean A. Shepherd (2002), ‘Self-Employment as a Career Choice: Attitudes, Entrepreneurial Intentions, and Utility Maximization’, Entrepreneurship Theory and Practice, 26 (3), Spring, 81–90 10. Dean A. Shepherd, Evan J. Douglas and Jason R. Fitzsimmons (2008), ‘MBA Admission Criteria and an Entrepreneurial Mind-Set: Evidence from “Western” Style MBAs in India and Thailand’, Academy of Management Learning and Education, 7 (2), June, 158–72 11. Dean A. Shepherd and Andrew Zacharakis (2000), ‘Structuring Family Business Succession: An Analysis of the Future Leader’s Decision Making’ Entrepreneurship Theory and Practice, 24 (4), Summer, 25–39 12. Jeffery S. McMullen and Dean A. Shepherd (2006), ‘Encouraging Consensus-Challenging Research in Universities’, Journal of Management Studies, 43 (8), December, 1643–69 PART IV THE DECISION-MAKING PROCESS 13. J. Michael Haynie, Dean A. Shepherd and Holger Patzelt (2012), ‘Cognitive Adaptability and an Entrepreneurial Task: The Role of Metacognitive Ability and Feedback’, Entrepreneurship Theory and Practice, 36 (2), March, 237–65 14. J. Robert Mitchell, Dean A. Shepherd and Mark P. Sharfman (2011), ‘Erratic Strategic Decisions: When and Why Managers are Inconsistent in Strategic Decision Making’, Strategic Management Journal, 32 (7), July, 683–704 15. J. Robert Mitchell and Dean A. Shepherd (2012), ‘Capability Development and Decision Incongruence in Strategic Opportunity Pursuit’, Strategic Entrepreneurship Journal, 6 (4), December, 355–81 16. Volker Bruns, Daniel V. Holland, Dean A. Shepherd and Johan Wiklund (2008), ‘The Role of Human Capital in Loan Officers’ Decision Policies’, Entrepreneurship Theory and Practice, 32 (3), May, 485–506 PART V DECISION MAKING ABOUT PERSISTING WITH AN ENTREPRENEURIAL ENDEAVOUR 17. Dawn R. DeTienne, Dean A. Shepherd and Julio O. De Castro (2008), ‘The Fallacy of “Only the Strong Survive”: The Effects of Extrinsic Motivation on the Persistence Decisions for Under-Performing Firms’, Journal of Business Venturing, 23 (5), September, 528–46 18. Daniel V. Holland and Dean A. Shepherd (2013), ‘Deciding to Persist: Adversity, Values, and Entrepreneurs’ Decision Policies’, Entrepreneurship Theory and Practice, 37 (2), March, 331–58 19. Holger Patzelt and Dean A. Shepherd (2008), ‘The Decision to Persist with Underperforming Alliances: The Role of Trust and Control’, Journal of Management Studies, 45 (7), November, 1217–43 PART VI VENTURE CAPITALISTS’ DECISION MAKING 20. Dean A. Shepherd (1999), ‘Venture Capitalists’ Assessment of New Venture Survival’, Management Science, 45 (5), May, 621–32 21. Andrew L. Zacharakis and Dean A. Shepherd (2001), ‘The Nature of Information and Overconfidence on Venture Capitalists’ Decision Making’, Journal of Business Venturing, 16 (4), July, 311–32 22. Andrew L. Zacharakis, Jeffery S. McMullen and Dean A. Shepherd (2007), ‘Venture Capitalists’ Decision Policies across Three Countries: An Institutional Theory Perspective’, Journal of International Business Studies, 38 (5), September, 691–708 23. Dean A. Shepherd and Andrew Zacharakis (1999), ‘Conjoint Analysis: A New Methodological Approach for Researching the Decision Policies of Venture Capitalists’, Venture Capital: An International Journal of Entrepreneurial Finance, 1 (3), 197–217 Index

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Book SynopsisOur knowledge and understanding of organizations is both enabled and constrained by an invisible relationship of power that is embedded in the ways in which we act and speak. This book offers a succinct but comprehensive introduction to the vast field of organizational discourse analysis, the approach that studies organization as a linguistic phenomenon, and offers an original approach to investigate the relationship between materiality and discourse. Three original images of discourse are employed: discourse as a map, discourse as organizing and discourse as a mask. These metaphors are used as cognitive tools to highlight different implications and perspectives on discourse. The book critically compares and contrasts various linguistic-focused approaches to the study of organizations, and proposes the use of linguistic phenomena in connection with other methodologies. One section even offers an exemplification of the proposed approach to discourse analysis, presenting a map of discursive terrain, which plays a central role in the reproduction of local organizational and management discourses. This rich and approachable introduction is targeted at graduate and doctoral students, as well as non-specialist academics who want to familiarize themselves with the organizational discourse debate.Trade Review'Finally there is a book that explores the depths and contours of organizational discourse in a way that is simultaneously sophisticated and accessible. Marco Berti's achievement is to have canvassed a multitude of theoretical and methodological ways that discourse is deployed in the study of organizations, and to have distilled that into a comprehensive framework of metaphors. The result is a novel and valuable approach to organizational discourse analysis that synthesizes the field without sacrificing any of its complexity.' --Carl Rhodes, University of Technology Sydney, Australia'Research on organizational discourse has indeed become one of the most fruitful and interesting areas in the field of organization and management studies, and has not only improved our understanding of how communication works, but also helps to ''see'' how discourses shape reality. The book introduces three ''images'' of discourse with the purpose of both illustrating and enabling the emergence of new knowledge and meaning: organizational discourse as a map, as organizing and as a mask. Moreover it provides a concrete exemplification of an application of organizational discourse analysis: the global institution of business education. The heuristic potential of the approach is employed to critically describe a complex inter-organizational field of practices relevant to how we ''do'' society through discourses.' --Silvia Gherardi, University of Trento, ItalyTable of ContentsContents: Introduction: The Aim and Structure of the Book 1. Language and Organization 2. The Discourse of Organizational Discourse 3. The Power of Metaphors 4. Discourse as a Map 5. Discourse as Organizing 6. Discourse as Mask: Silence, Emptiness and Ambiguity in Discourse 7. Organizational Discourse Analysis in Practice: The Case of Business Education Discourse 8. References Index

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Book SynopsisOne-size-fits-all cluster policies have been rightly criticized in the literature. One promising approach is to focus cluster policies on the specific needs of firms depending on the stage of development (emergence, growth, sustainment or decline) their cluster is in. In this highly insightful book, these stage-specific cluster policies are analysed and evaluated. Moreover, several chapters also focus on smart specialization policies to promote regional development by taking into account the emergence and adaptation of clusters and industries. In so doing, the book contributes to a newly emerging literature on how the cluster life cycle concept can inform policies and how these policies differ from static approaches that ignore the dynamism of clusters. The underlying idea is to foster the ability of clusters to renew themselves and to generate new developmental paths, thus preventing stagnation and decline. This state-of-the-art exploration of smart specialization from a cluster life cycle perspective is an invaluable book for academics in the fields of economic geography, entrepreneurship, innovation, industrial economics, regional studies and cluster research. It will also appeal to regional policy makers and practitioners dealing with public policy.Contributors include: Y. Al-Saleh, B.T. Asheim, A. Auer, M. Benner, P. Cooke, D. Fornahl, J.K. Fosse, M. Fromhold-Eisebith, M. Grillitsch, R. Hassink, A. Isaksen, K. Koschatzky, H. Kroll, T. Lämmer-Gamp, B. Lageman, S. Mahroum, R. Martin, G. Meier zu Köcker, J. Nordhause-Janz, R. Normann, R. Ramlogan, D. Rehfeld, M. Rothgang, E. Schnab, T. Stahlecker, F. Tödtling, M. Trippl, E. Uyarra, J. VicenteTrade Review'Clusters pass through life cycles - they emerge, grow, mature and ultimately decline. Unlike the human body, however, they can adapt and transform to escape their terminal fate. This cyclic nature of cluster development has long been ignored by static and one-size-fits-all policy approaches. Linking cluster life cycles to cluster policies and initiatives, this carefully edited book bridges that gap by bringing together established scholars and experienced consultants. It is thus essential reading for scholars, students, policy-makers and practitioners.' --Matthias Kiese, Ruhr-University Bochum, Germany'This excellent book fills an important gap in the literature on clusters and cluster policy. In my view, it is the most comprehensive overview on evolutionary cluster thinking to date and therefore a must read for scholars in the field. But thanks to its relevant ideas, policy lessons and case studies, I also consider it a good read for forward-looking policy makers involved in cluster development.' --Gert-Jan Hospers, University of Twente, the NetherlandsTable of ContentsContents: Introduction: Towards a more open and dynamic approach on cluster policy Robert Hassink and Dirk Fornahl Part I Ideas - How should a policy be designed? 1. The role of clusters and public policy in new regional economic path development Bjørn T. Asheim, Arne Isaksen, Roman Martin and Michaela Trippl 2. Cluster policy in an evolutionary world? Rationales, instruments and policy learning Elvira Uyarra and Ronnie Ramlogan 3. Network failures and policy challenges along the life cycle of clusters Jérôme Vicente 4. Cluster Policy: Renewal through the integration of institutional variety Markus Grillitsch and Bjørn T. Asheim 5. Intra-regional collaborative learning between cluster initiatives – a factor of cluster (policy) dynamics? Martina Fromhold-Eisebith 6. Management strategies in cluster projects – Cases and discussion Jens Kristian Fosse and Roger Normann 7. Core design features of an integrated cluster policy Gerd Meier zu Köcker and Thomas Lämmer-Gamp Part II Smart Specialisation – What can we learn for cluster policy? 8. Smart specialization and cluster emergence: Elements of evolutionary regional policies Maximilian Benner 9. Cluster policy adjustments in the context of smart specialization? Impressions from Germany Knut Koschatzky, Henning Kroll, Esther Schnabl and Thomas Stahlecker Part III Case studies – How does cluster life cycle policy take place? 10. Are policies supporting cluster development? A comparative firm-level analysis Alexander Auer and Franz Tödtling 11. Do cluster initiatives develop in cycles? The example of Germany`s Spitzenclusters Michael Rothgang and Bernhard Lageman 12. Integration – Fragmentation – Reintegration? Studying cluster evolution, regional path development and cluster policies in the Ruhr Area Dieter Rehfeld and Juergen Nordhause-Janz 13. "Eventually even attractive illusions come to an end": the death of "Monitor" – and demise of "clusters"? Philip Cooke 14. The surrogate model of cluster creation: The case of Mubadala in Abu Dhabi Sami Mahroum and Yasser Al-Saleh Index

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Book SynopsisIn just one generation, South Korea has transformed from a recipient of foreign aid to a member of the G20. In this informative book, South Korea is used as a case by which to explore and illustrate specific issues arising from the complex relationships between the nation's economic development and society. O. Yul Kwon considers the task of achieving sustainable and equitable social and economic development in South Korea. Kwon presents an in-depth analysis from macro perspectives as well as examining micro-level relationships between economic development and social trust in the recent past. Grounded in empirical research of Korean society and economy, Kwon offers practical suggestions by which to achieve sustainable and equitable development in South Korea. This insightful and timely book provides valuable information for a scholarly audience interested in South Korean history, economics and society, and for researchers investigating the significance of the relationship between economic development and society as well as social trust.Table of ContentsContents: Preface Introduction PART I SOCIOECONOMIC DEVELOPMENTS AND SOCIAL TRUST IN KOREA 1. Social trust: its concepts, determinants, roles, and raising ways 2. Recent economic development and emerging social issues in Korea 3. Social evolution in conjunction with economic development in Korea 4. Social Trust and Economic Development in Korea 5. Economic Bipolarization and its Effects on Society in Korea PART II RECENT DEVELOPMENTS IN SOCIAL TRUST AND THEIR SOCIOECONOMIC EFFECTS IN KOREA 6. Interpersonal Trust 7. Social Trust in Government 8. Social Trust in Business 9. Social Trust in Labor Index

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Book SynopsisThis volume demonstrates the dynamism and diversity of entrepreneurship as it is practised by men and women across a variety of contexts, and also the vibrancy and relevance of the entrepreneurship research field as it attempts to understand and communicate this widespread social and economic phenomenon.'- Sara Carter, Strathclyde Business School, UK'This book showcases thought-provoking studies that reflect what European entrepreneurship scholarship has successfully pioneered: penetrating analyses of often taken-for-granted assumptions about the nature of entrepreneurship. These chapters direct readers to where entrepreneurship scholarship will likely go in the future, particularly in using 'gendered' perspectives to realize the heterogeneity of entrepreneurial activity in various contexts.'- William B. Gartner, Copenhagen Business School, Denmark and California Lutheran University, USBy combining high-quality and in-depth research in the field, this book provides a state-of-the-art analysis of the current topical issues in European entrepreneurship and small business research.With contributions from international experts, the book provides a particular focus on the behaviour between individuals and groups within different contexts; the personal and structural factors that shape entrepreneurial and small business activity; and a focus on gender in entrepreneurship within different contexts.Students and academics interested in gender and entrepreneurship will benefit from this far-reaching book. The contextual and practical approach will also be of use to national and regional policy makers.Contributors: S. Aaltonen, R. Blackburn, J. Byrne, A. Chepurenko, O. Duygulu, S. Fattoum, C.I. Gögüs, M. Guerrero, J. Hermes, U. Hytti, T. Mainela, S. Marlow, J. Mitra, Ö. Örge, S. Tegtmeier, D. Urbano, F. WelterTrade Review‘This volume demonstrates the dynamism and diversity of entrepreneurship as it is practised by men and women across a variety of contexts, and also the vibrancy and relevance of the entrepreneurship research field as it attempts to understand and communicate this widespread social and economic phenomenon.’ -- Sara Carter, Strathclyde Business School, UK‘This book showcases thought-provoking studies that reflect what European entrepreneurship scholarship has successfully pioneered: penetrating analyses of often taken-for-granted assumptions about the nature of entrepreneurship. These chapters direct readers to where entrepreneurship scholarship will likely go in the future, particularly in using “gendered” perspectives to realize the heterogeneity of entrepreneurial activity in various contexts.’ -- William B. Gartner, Copenhagen Business School, Denmark and California Lutheran University, USTable of ContentsContents: 1. Introduction Robert Blackburn, Ulla Hytti and Friederike Welter 2. Entrepreneurial Activity under ‘Transition’ Alexander Chepurenko 3. Women Gender and Entrepreneurship: Why Can’t a Woman be More Like a Man? Susan Marlow 4. Institutional Entrepreneuring in Erratic Environments Jan Hermes and Tuija Mainela 5. The Effect of University and Social Environments on Graduates’ Start-up Intentions: An Exploratory Study in IberoAmerica Maribel Guerrero and David Urbano 6. Determinants and Measurement of Entrepreneurial Self-efficacy Among Woman Entrepreneurs Silke Tegtmeier and Jay Mitra 7. Gendering Entrepreneurship: A Discursive Analysis of a Woman’s Entrepreneur Competition Celile Itır Göğüş, Örsan Örge and Ozan Duygulu 8. The Gendered Nature of Family Business Succession: Case Studies from France Janice Byrne and Salma Fattoum 9. Practices Hindering Employee Innovative Behaviour in Manufacturing SMEs Satu Aaltonen and Ulla Hytti Index

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Book SynopsisThis collection of articles uses economic theory to explain the governance of organizations. It covers the governance of families, oligarchies, democracies, for profit firms and non-profit institutions such as religious organizations. The widespread and novel subject matter within a set of focused economic questions results in fascinating reading allowing the reader to see how similar issues can be answered in areas where the person has little knowledge of the subject. This is an engaging and useful tool for students, researchers and academics wanting to expand their area of expertise into new and exciting realms.Contributors include: D. Acemoglu, R. Gibbons, H. Hansmann, P. Leeson, P. Rubin, B. WeingastTable of ContentsContents: Introduction Donald Wittman PART I WHO GOVERNS? 1. Henry Hansmann (1988), ‘Ownership of the Firm’, Journal of Law, Economics, and Organization, IV (2), Fall, 267–304 2. Paul H. Rubin (1978), ‘The Theory of the Firm and the Structure of the Franchise Contract’, Journal of Law and Economics, 21 (1), April, 223–33 3. Sanford J. Grossman and Oliver D. Hart (1986), ‘The Costs and Benefits of Ownership: A Theory of Vertical and Lateral Integration’, Journal of Political Economy, 94 (4), August, 691–719 4. Jonathan Levin and Steven Tadelis (2005), ‘Profit Sharing and the Role of Professional Partnerships’, Quarterly Journal of Economics, 120 (1), February, 131–71 5. Peter T. Leeson (2007), ‘An-arrgh-chy: The Law and Economics of Pirate Organization’, Journal of Political Economy, 115 (6), December, 1049–94 PART II POWER RELATIONS IN SHARED-GOVERNANCE 6. Shelly Lundberg and Robert A. Pollak (1996), ‘Bargaining and Distribution in Marriage’, Journal of Economic Perspectives, 10 (4), Fall, 139–58 7. L.S. Shapley and Martin Shubik (1954), ‘A Method for Evaluating the Distribution of Power in a Committee System’, American Political Science Review, 48 (3), September, 787–92 8. David P. Baron and John A. Ferejohn (1989), ‘Bargaining in Legislatures’, American Political Science Review, 83 (4), December, 1181–206 9. Rui J.P. de Figueiredo, Tonja Jacobi and Barry R. Weingast (2006), ‘The New Separation-of-Powers Approach to American Politics’, in Barry R. Weingast and Donald A.Wittman (eds), Oxford Handbook of Political Economy, Chapter 11, New York, USA: Oxford University Press, 199–222 PART III HOW DO THOSE WHO GOVERN ACTUALLY CONTROL? 10. Eugene F. Fama and Michael C. Jensen (1983), ‘Separation of Ownership and Control’, Journal of Law and Economics, XXVI (2), June, 301–25 11. Neil Bruce and Michael Waldman (1990), ‘The Rotten-Kid Theorem Meets the Samaritan’s Dilemma’, Quarterly Journal of Economics, 105 (1), February, 155–65 12. Donald Wittman (2005), ‘The Internal Organization of the Family: Economic Analysis and Psychological Advice’, Kyklos, 58 (1), February, 121–44 13. Ronald Wintrobe (1990), ‘The Tinpot and the Totalitarian: An Economic Theory of Dictatorship’, American Political Science Review, 84 (3), September, 849–72 14. Daron Acemoglu, Thierry Verdier and James A. Robinson (2004), ‘Alfred Marshall Lecture: Kleptocracy and Divide-and-Rule: A Model of Personal Rule’, Journal of the European Economic Association, 2 (2–3), April–May, 162–92 15. Donald Wittman (2013), ‘Strategic Behavior and Organizational Structure in Religions’, British Journal of Political Science, 44 (4), October, 717–39 16. Mathew D. McCubbins and Thomas Schwartz (1984), ‘Congressional Oversight Overlooked: Police Patrols versus Fire Alarms’, American Journal of Political Science, 28 (1), February, 165–79 PART IV DEMOCRACIES VERSUS OLIGARCHIES 17. James M. Enelow and Melvin J. Hinich (1984), ‘Probabilistic Voting and the Importance of Centrist Ideologies in Democratic Elections’, Journal of Politics, 46 (2), May, 459–78 18. Gene M. Grossman and Elhanan Helpman (1996), ‘Electoral Competition and Special Interest Politics’, Review of Economic Studies, 63 (2), April, 265–86 19. Donald Wittman (2009), ‘How Pressure Groups Activate Voters and Move Candidates Closer to the Median’, Economic Journal, 119 (540), October, 1324–43 20. Mancur Olson (1993), ‘Dictatorship, Democracy, and Development’, American Political Science Review, 87 (3), September, 567–76 21. Daron Acemoglu (2008), ‘Oligarchic versus Democratic Societies’, Journal of the European Economic Association, 6 (1), March, 1–44 PART V WHY GOVERNANCE? 22. Robert Gibbons (2005), ‘Four Formal(izable) Theories of the Firm?’, Journal of Economic Behavior and Organization, 58 (2), October, 200–245 23. Kai A. Konrad and Stergios Skaperdas (2012), ‘The Market for Protection and the Origin of the State’, Economic Theory, 50 (2), June, 417–43 24. Jack Hirshleifer (1995), ‘Anarchy and Its Breakdown’, Journal of Political Economy, 103 (1), February, 26–52 25. David Skarbek (2011), ‘Governance and Prison Gangs’, American Political Science Review, 105 (4), November, 702–16 Index

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Book SynopsisAlmost every person works at some point in their lives. The Research Handbook on Work and Well-Being examines the association of particular work experiences with employee and organizational health and performance. Ronald J. Burke and Kathryn M. Page bring together an impressive collection of contributions where well-being is considered an umbrella term for happiness, satisfaction, flow, engagement, commitment and organizational identification, among other concepts. Chapters describe successful organizational efforts to achieve high levels of employee well-being and creating psychologically healthy workplaces. They cover topics such as transformational leadership, organizational support, training and development and supportive work-family policies and programs. Acknowledging that work experiences and conditions can also contribute to dissatisfaction, insecurity, illness, injuries and even death, they also examine negative work experiences and conditions such as abusive supervision, occupational stress, little control and insecurity. Practical and engaging, this Handbook will appeal to academics and students interested in work and health. Containing the latest research evidence, it will also offer valuable insights to human resource managers, organizational wellness managers and occupational health practitioners.Contributors include: B.L. Ahrens, H.C. Atkinson, D.W. Ballard, T.M. Brobst, R.J. Burke S. Clarke, J.P. Dahms, A. Day, J.K. Dimoff, K.J. Emich, P. Fairlie, M.J. Grawitch, S. Gregersen, J. Halbesleben, N. Hartling, F. Hull, E.K. Kelloway, D. Klotz, C. Korunka, B. Kubicek, M. Lafleche, T. LaMontagne, L.M. Lavaysse, W. Lewchuk, H. Lingard, J. Leilanie Del Prado Lu, A. Milner, K. Moore, V.J. Morganson, A. Nienhaus, K. Page, A. Pervez, N. Reavley, A.M. Richardsen, T.Taris, C. Thomson, M. Turner, S. Vincent-Hoper, J. Weston, T.A. Wright, C.M. Youssef-MorganTrade Review'Well-being and stress have become a reality in our work lives. Burnout, job insecurity, and precarious employment lead to poor employee outcomes. Extraordinary leadership, gratitude, and psychological capital lead to positive well-being. This volume, written by leading scholars in the field, provides current and comprehensive research on the nature of stress and well-being in the contemporary workplace. It also covers topics on leadership interventions, new work hazards, psychologically healthy workplace practices, and mindfulness at work, with implications for managers and organizations.' --(Eddy Ng, Dalhousie University, Canada)'This volume brings together an impressive cast of contributors, international experts in the field, and provides much needed insights connecting work to health, delving into the evidence across countries, and occupations, inspiring empirically-based practice and public policy to improve worker health and well-being. (Un)Fortunately, due to the bad and good of work, it has never been more timely.' --(Maureen Dollard, University of South Australia)Table of ContentsContents: PART I INTRODUCTION: WHY WELL-BEING MATTERS 1. Work and Well-Being Ronald J. Burke 2. The Many “Faces” of Well-Being Thomas A. Wright, Kyle J. Emich and Dorothy Klotz 3. Job Demands in a Changing World of Work Bettina Kubicek and Christian Korunka 4. Models in Work and Health Research: The JDC(S) and JD-R Frameworks Toon W. Taris PART II WORK AND WELL-BEING: THE BAD NEWS 5. Burnout and Well-Being Adam Pervez and Jonathon Halbesleben 6. Job Insecurity: Implications for Employee Well-Being Tahira M. Probst and Lindsey M. Lavaysse 7. Precarious Employment: What it Means for Workers and Their Families Wayne Lewchuk and Michelynn Laflèche PART III AN ANALYSIS OF WORK AND HEALTH IN SOME OCCUPATIONS 8. Well-Being of Farmers and Miners: A Study on the Occupational and Safety Risks of These Vulnerable Populations Jinky Leilanie Del Prado-Lu 9. Work and Wellbeing in the Construction Industry Helen Lingard and Michelle Turner 10. Stress in Policing: Sources, Consequences Ad Interventions Ronald J. Burke 11. Workplace Mental Health in the Veterinary Sector Kathryn M. Page, Nicola J. Reavley, Alison J. Milner, Jenny Weston, Christine E. Thomson and Anthony D. LaMontagne PART IV WORK AND WELL-BEING: THE GOOD NEWS. 12. Leadership and Employee Well-Being Sophie Vincent-Hoper, Friederike Teetzen, Sabine Gregersen and Albert Nienhaus 13. Work Engagement and Employee Well-Being Paul Fairlie 14. Gratitude: An Antidote to Work Stress. Carolyn M. Youssef-Morgan and Barbara L. Ahrens 15. Developing Psychological Capital to Boost Work Performance and Wellbeing. Carolyn M. Youssef-Morgan and Jeff Dahms 16. A Safe Workplace Environment. Sharon Clarke 17. Work-Family Enrichment: A Literature Review Valerie J. Morganson and Holly C. Atkinson 18. Finding the Balance: Initiatives to Promote Work-Life Balance Arla Day and Nikola Hartling PART V INTERVENTIONS ADDRESSING THE WORK-WELL-BEING RELATIONSHIP 19. The Global Workplace and the New Work Hazards: What are the Necessary Responses at the National and Firm Levels? Jinky Leilanie Del Prado-Lu 20. Leadership Interventions to Improve Well-Being E. Kevin Kelloway and Jennifer K. Dimoff 21. Mindfulness at Work Kathleen A. Moore 22. Corporate Wellness Programs: Do They Increase Employee Well-Being? Astrid M. Richardsen 23. Psdychologically Healthy Workplace Practices and Employee Well-Being. David W.Ballard and Matthew J. Grawitch Index

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Book SynopsisThis Handbook provides an overview of neuroscience-driven research methodologies and how those methodologies might be applied to theory-based research in the nascent field of neuroentrepreneurship. A key challenge of this field is that few neuroscientists are trained as entrepreneurship scholars and few entrepreneurship scholars are trained as neuroscientists, but this book skillfully bridges that gap. Expert contributors include concrete examples of new ways to conduct research in their contributions, which have the potential to shed light onto areas such as decision making and opportunity recognition and allow neuroentrepreneurs to ask different, perhaps better, questions than ever before. This Handbook also presents current thinking and examples of pioneering work, serves as a reference for those wishing to incorporate these methods into their own research, and provides several helpful discussions on the nature of answerable questions using neuroscience techniques. Neuroentrepreneurship is an important, emerging field for neuroscientists and entrepreneurship scholars alike. For the former audience, this book presents concrete research questions and entrepreneurship applications; for the latter, it serves as a primer and introduction to neuroscientific methods. Graduate students studying entrepreneurship, and practitioners who are keen to promote innovation and entrepreneurial skills in their leadership, will also find this Handbook to be of interest.Contributors include: W. Becker, C. Bellavitis, M.C. Boardman, M. Colosio, C. Couffe, M. Day, P.M. de Holan, A.A. Gorin, S. Guillory, N. Krueger, A. Passarelli, V. Pérez-Centeno, C. Reeck, L. Schjoedt, K.G. Shaver, A. Sud, T. Treffers, M.K. WardTrade Review'By bringing together neurological science with entrepreneurship studies, the editors of this book have created startling new insights, methodologies, and ultimately an important new field. This pathbreaking new book will cause scholars in both areas to rethink their traditional methods, topics and reach of their research.' --David Audretsch, Indiana University, Bloomington, USTable of ContentsContents: Preface 1. Introduction Mellani Day, Mary C. Boardman and Norris Krueger Part I Neuroscience Principles, Techniques and Tools 2. Brain-Driven Entrepreneurship Research: A Review and Research Agenda Víctor Pérez-Centeno 3. Human Psychophysiological and Genetic Approaches in Neuroentrepreneurship Marco Colosio, Cristiano Bellavitis and Alexei A. Gorin 4. Unpacking Neuroentrepreneurship: Conducting Entrepreneurship Research with EEG Technologies Pablo Martin De Holan and Cyril Couffe 5. A Brief Primer on Using Functional Magnetic Resonance Imaging (fMRI) in Entrepreneurship Research M. K. Ward, Crystal Reeck and William Becker 6. Experimental Methodological Principles for Entrepreneurship Research Using Neuroscience Techniques Víctor Pérez-Centeno Part II Neuroscience Applications - Entrepreneurial Judgement, Decision-Making and Cognition 7. Entrepreneurial Return on Investment through a Neuroentrepreneurship Lens Mellani Day and Mary C. Boardman 8. The Cognitive Neuroscience of Entrepreneurial Risk: Conceptual and Methodological Challenges Kelly G. Shaver, Leon Schjoedt, Angela Passarelli and Crystal Reeck 9. A Few Words about Entrepreneurial Learning, Training and Brain Plasticity Aparna Sud 10. A Few Words about Neuro-experimental Designs for the Study of Emotions and Cognitions in Entrepreneurship Theresa Treffers 11. Which Tool Should I Use? Neuroscientific Technologies for Brain-Driven Entrepreneurship Researchers Víctor Pérez-Centeno 12. A Few Words about What Neuroentrepreneurship Can and Cannot Help Us With Sean Guillory, Mary C. Boardman and Mellani Day Index

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Book SynopsisThis timely Handbook establishes the 'contextualization' of the learning organization idea as a research field.In contrast to much of the previous literature, which has approached the learning organization as a panacea that every organization could and should adopt, this major new Handbook puts the learning organization into context. It examines the relevance of the learning organization idea to organizations in various specific contexts, employing examples from a wide variety of cultures including China and Islamic nations, and from industries as diverse as the police force, care services for the elderly and family firms.Scholars and students with an interest in organizational learning will find this important Handbook enriching. Human resource practitioners will also find plenty of invaluable information in this resource.Contributors: C. Abrahamson Löfström, A. Ahmad, M. Babur, Y. Baruch, N. Birdthistle, D.A. Blackman, C. Blantern, P. Bogolyubov, T. Boydell, H.T.M. Bui, J. Burgoyne, X. Cong, D.J. Delgado-Hernández, M. Drobnjak, M. Easterby-Smith, Z. Fan, C. Filstad, T.N. Garavan, P. Gottschalk, J.F.L. Hong, S.-w. Hsu, D. Jamali, B. Li, Z. Li, M. Lin, C. Lloyd, D. McDowall, A. Örtenblad, C. Peng, Y. Sidani, R.S. Snell, C. Stothard, S. Talbot, M. Torokoff-Engelbrecht, K.E. Watkins, D. Weir, J. ZhouTrade ReviewÖrtenblad offers a contingency framework differentiating the idea of the learning organization as portrayed in research and practice to shed light on context as key to the idea's relevance. The contingency framework anchors chapter authors' interrogation into adaptation of enduring, underlying principles by divergent context - in industry, sector, national culture, religious orientation, and philosophical underpinnings. Readers will value analysis and synthesis of what is known from research as well as informed probing of what could be learned through the lens of provocative viewpoints. Scholars will appreciate Örtenblad's assessment of extant research and arguments made for ''researcher-assisted adaptation'' to balance rigid prescriptions with informed guidance in navigating contextual differences when deciding to enact the learning organization. --Victoria J. Marsick, Columbia UniversityThe handbook is a very well researched and excellent tool for anyone interested in the concept of learning, and particularly in the global organizational context. I highly recommend this book to managers of companies both large and small wanting to compete in the global landscape by highlighting the important learning that occurs in their organizations. --Vanessa Ratten, Thunderbird International Business ReviewTable of ContentsContents: Preface Anders Örtenblad PART I: INTRODUCTION AND BACKGROUND 1. Introduction: Putting the Learning Organization into Context: An Emerging Research Field Anders Örtenblad 2. What do we Mean by ‘Learning Organization’? Anders Örtenblad 3. Putting the Learning Organization into Context: Contributions from Previous Works Anders Örtenblad, Ziyun Fan, Chenghao Peng, Boying Li, Ziyan Li, Xiaoying Cong and Jie Zhou 4. Contextualizing the Learning Organization: Approaches to Research Design Anders Örtenblad 5. Obstacles to the Learning Organization David Weir and Anders Örtenblad PART II: THE LEARNING ORGANIZATION IN CONTEXT Section A. Culture and Religion 6. National Culture and the Learning Organization: An Integrative Framework Pavel Bogolyubov and Mark Easterby-Smith 7. Developing Learning Organizations in China Jacky F.L. Hong, Robin Stanley Snell and Mian Lin 8. Learning Organization Practices in Mexico: An Empirical Study David Joaquín Delgado-Hernández and Made Torokoff-Engelbrecht 9. Islamic Perspective of the Learning Organization Aini Ahmad Section B. Industries and Sectors 10. Learning, Trust and Change within the Australian Army: The Development of the Army Learning Organization Questionnaire (ALOQ) Maya Drobnjak, Christina Stothard, Steven Talbot, Karen E. Watkins and Denise McDowall 11. The Police Force: To be or not to be a Learning Organization? Cathrine Filstad and Petter Gottschalk 12. The Learning Organization in Elderly Care – Can it Fit? Carina Abrahamson Löfström 13. Family Firms as Learning Organizations Naomi Birdthistle and Thomas N. Garavan 14. Universities as Learning Organizations: Internationalization and Innovation Hong T.M. Bui and Yehuda Baruch Section C. Mixed Contexts 15. Public Sector Organizations as Learning Organizations: Insights from the Education System in Pakistan Muhammad Babur 16. The Learning Organization: Opportunities and Challenges for Small and Medium-sized Enterprises in Developing Countries Dima Jamali, Yusuf Sidani and Charissa Lloyd PART III: REFLECTIONS ON THE LEARNING ORGANIZATION 17. The Universality of Learning Company Principles: A Critical Realist Approach John Burgoyne 18. Who is the Learning Organization For? A Stakeholder Contingency Approach to Contextualizing Managerial Panaceas Anders Örtenblad 19. ‘The Learning Organization’ – Drop the Dead Metaphor! Performing Organizing and Learning in Networks (So to Speak) Chris Blantern, Tom Boydell and John Burgoyne 20. Alternative Learning Organization Shih-wei Hsu 21. Contextualising the Learning Organization: How will it Help us Learn in the Future? Deborah Ann Blackman 22. Towards a Contingency Model: Recommendations for Further Research Anders Örtenblad Index

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Book SynopsisStrategic innovation dynamically brings about strategic positioning through new products, services and business models. Through detailed reviews of existing dynamic capabilities and in-depth case studies, this book presents a theoretical model of a strategic innovation system to enable a large company to maintain its competitiveness and establish sustainable growth. Companies studied include Apple, Sony, Cisco, SoftBank and Fujifilm. Large corporations have to be innovators that can reinforce their positions through incremental innovation, while constantly renewing or destroying existing business through radical innovation. To achieve this, Mitsuru Kodama presents the concept of 'Capabilities Congruence' - a business factor in large corporations that brings about sustainable growth over the long term by achieving strategic innovation as the corporation enacts dynamic capabilities and strategic innovation capabilities. Sustainable Growth Through Strategic Innovation offers fresh insights to academics, researchers and students in business and management. It is also intended to provide practical guidance to leaders and managers in the broader business environment.Trade Review`This book examines dynamic capabilities from both theoretical and empirical perspectives and elaborates the practical application of the theory while retaining academic rigor at the same time. Professor Mitsuru Kodama does not just reside in business academia but practices business himself in the high-tech field. His original approach to the theorization of strategic innovation is highlighted in his new, thought-provoking framework. This book is full of practical and theoretical insights not only for students of management theory and practitioners but also researchers and scholars.' --Ikujiro Nonaka, Hitotsubashi University, JapanTable of ContentsContents: 1. Strategic Innovation for Sustainable Growth: Reviews of existing capabilities theories, and new propositions 2. Dynamic Capabilities, Ordinary Capabilities and Strategic Innovation Capabilities: A Dynamic View of Capabilities Theory 3. The Concept of Capabilities Congruence: Theoretical Framework from Three Insights 4. Apple versus Sony: Strategy Transformation by Capabilities Congruence through Asset Orchestration 5. Capabilities congruence through collaboration management at Cisco 6. New Product Innovation through Dynamic Capabilities: The case of Fujifilm versus Kodak 7. Successful and Unsuccessful Strategic Innovation in the Mobile Telephone Industry: The cases of NTT DOCOMO and SoftBank 8. Strategic Innovation Capabilities through Capabilities Integration: The cases of Qualcomm and TSMC versus Japanese semiconductor manufacturers 9. Strategic Innovation through Sustainable Capabilities Congruence 10. Implications and Future Research Issues: Schumpeter's view of innovation Index

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Book SynopsisThis timely book offers a review of the current research and literature around creating a healthy organisation. Providing an informative guide of the field, it presents cutting-edge international research, which addresses the key areas of consideration for organisations as well as the areas in which they need to challenge organisational perceptions and innovate.Chapters present both theoretical and practical guidance, covering important topics such as diversity, health and safety, organisational perceptions and learning, and explore the psychological advantages and unique challenges of developing a healthy organisation. Explaining how to use evidence-based practice to develop, implement and evaluate change at different scales and paces, the authors focus on the organisation, the individual, or a combination of both. It highlights the importance of context and process in interventions and the value of locally tailored interventions for the sustainability of practice.This will be a helpful read for management scholars wishing to gain a better understanding of the nature of healthy organisations. Written in a transferable style, it would also assist government officials, policy makers and management of any sector in both developed and emerging economies.Trade Review‘The book is well written and provides an account of practices and research in creating and sustaining a healthy organisation. It is a readable and implementable book.’ -- Alaa Garad, Action Learning Research and Practice'Sandra, Helen and Carianne make a significant contribution to our understanding of what a healthy organisation is. By revealing the antecedents, correlates and consequences of building healthy organisations in 10 distinct chapters, authors do not only identify health conditions for organisations but also explicate pathways for creating healthy organisations through change and development. This book will inform future research agendas and make its way to reading lists in organisational behaviour, employment relations and other relevant subjects.' -- Mustafa Ozbilgin, Brunel University London, UK'Contemporary times have brought the issues of health of individuals and organisations into primary focus. The book deals with the antecedents and organisational interventions for promoting healthy organisations. Starting from the meaning of health and well-being at work, the authors through the 10 chapters have traced a broad range of related issues such as employee expectation, bullying and sexual harassment and the importance of building capacity for sustaining a healthy workplace. Through the book, Creating a Healthy Organisation: Perceptions, Learning, Challenges and Benefits, the authors Fielden, Woolnough and Hunt make a timely contribution to organisational literature. As health issues become a key factor in building an engaged workforce, the book is an essential reader for management students and organisations.' -- Tanuja Agarwala, University of Delhi, India'Creating a Healthy Organisation: Perceptions, Learning, Challenges and Benefits is one of the first books to guide managers, employees, practitioners, scholars and students through what it takes to create an organisation that is viable, sustainable and effective in today’s global marketplace. The book serves as a comprehensive guide for anyone who needs the tools and resources for understanding the underlying elements needed to create, evolve and maintain a healthy organisation. This is done through a series of well-researched and well-written series of chapters that strive to outfit the reader with the key elements needed at each stage of an organisation's beginnings, growth and development. As such, it is a must-read primer and a call to action for anyone interested in topics related to human resource management, organisational behaviour, organisational change and organisational development.' -- Andrea Smith-Hunter, Siena College, USTable of ContentsContents: PART I ANTECEDENTS OF A HEALTHY ORGANISATION 1. Introduction to Creating a Healthy Organisation 2. Health and well-being in the workplace – crucial considerations 3. How diverse is diversity? 4. Psychological contract: understanding employee expectation 5. Dealing with bullying behaviour in organisations 6. Sexual harassment on trial PART II DEVELOPING CHANGE AND BUILDING CAPACITY 7. Championing mentoring relationships to create and sustain 8. The benefits of coaching for the health of individuals and organisations 9. Designing, delivering and evaluating development interventions 10. Future trends Final words Index

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Book SynopsisThe origins of organizing are conventionally seen as emerging from the historiographical works of Western social scientists in the early 20th century. Here, the authors address a gap in current literature by exploring previously unrecognized or marginalized global origins in both modern and ancient history. This innovative collection of original, research-based work covers a variety of historical epochs and theoretical streams from ancient civilizations to modern movements in philosophy and the social sciences. Among other topics, the chapters evaluate ideas of organizing by Quakers, 16th-century Jesuits and communities in the Roman Empire and ancient China. The authors creatively and insightfully engage with the historiography and philosophy of organizing, presenting alternatives to the dominant Western-focused development of organizational theory and practice. Origins of Organizing is significant in expanding the field of organizational theory to incorporate key examples that move away from mainstream and traditional perspectives. It will serve as a complementary text for graduate students in the fields of organization theory, management history and critical management studies.Contributors include: J. Bento da Silva, C. Bettin, M. Brigham, G. Burrell, P. Case, B. Czarniawska, W. Dai, H. Gaggiotti, I. Iordanou, D. Kavanagh, M. Kostera, P. Krzyworzeka, A.J. Mills, T. PeltonenTrade Review'We need to reflect upon the historical origins of organizing that extend far further than people usually think. This reflection must be critical and open to alternative histories and explanations. Origins of Organizing does just that. This book offers fascinating insights not only for those interested in organization and management history or critically oriented management and organizational studies, but for anyone engaged with organization theory or management practice, seeking for a deeper understanding of what organizing is all about. This is because the book is compiled and written in a reflexive manner that does not offer one truth but a number of perspectives that help to enrich our understanding of organizing and its various origins.' --Eero Vaara, Aalto University School of Business, Finland'Origins of Organizing is a major contribution to the ''historic turn'' in organization theory. For those wishing to explore this fascinating aspect of organizational analysis I can think of no better source. Simply an outstanding collection of essays by some of the world's foremost thinkers in the field. Highly recommended.' --John Hassard, University of Manchester, UKTable of ContentsContents: Introduction: In search of alternative origins of organizing Tuomo Peltonen, Hugo Gaggiotti and Peter Case PART I THEORETICAL ORIGINS 1. Chaos: The Unspeakable Other to Origins and Organizing Gibson Burrell 2. Revisiting the sociological origins of organization theory: The forgotten legacy of Pitirim Sorokin Tuomo Peltonen 3. Neglecting the Anthropological Origins of Organizing: causes and consequences Hugo Gaggiotti, Monika Kostera and Paweł Krzyworzeka 4. She Came and Stayed: A de Beauvoirean Approach to Organizing Caterina Bettin and Albert J. Mills PART II HISTORICAL ORIGINS 5. Organizing in the Roman Empire Barbara Czarniawska 6. A Daoist epistemology for understanding an alternative origin of organizing Wenjin Dai 7. The Origins of Organizing in the Sixteenth Century Jose Bento da Silva and Ioanna Iordanou 8. The Quakers: Forgotten Pioneers Donncha Kavanagh and Martin Brigham Index

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Book SynopsisHow and to what extent do decisions affect business performance? Despite years of study by academic researchers and industry practitioners, there still remains a need to draw a clear and established connection between decision making and performance. By closely examining consequential business decisions made by key executives, this book offers a better understanding of business performance and recommendations for improved business practices.Through the use of case studies and interviews with business leaders based on 17 theorized measures of performance, this breakthrough study not only clarifies the impact of decisions on business performance, but also defines and distinguishes decisions that lead to successful and unsuccessful performance. Recommendations are made to optimize decision making for businesses of all sizes and projections about the future of decision making and performance are provided. This book can be used both as a reference source for academic researchers and students seeking further research on the subject, and as a practical guide for leaders and business professionals seeking advancement and better decision making within the industry.Table of ContentsContents: 1. Introduction 2. Decisions 3. Performance 4. Modeling Performance and Research Approach 5. First Round Findings 6. Detailed Findings and Analysis 7. Underlying Performance Factors 8. Overall Research Conclusions 9. Recommendations for Business 10. Deciding and Performing in the Future Index

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Book SynopsisLearning in labour markets is a key feature concerning how labour markets operate. This research reviews discusses classic and important recent contributions by leading scholars concerning how firms learn about worker abilities and other worker attributes. Topics covered include; theory of symmetric learning, evidence of symmetric learning and evidence from asymmetric learning. This research review will serve as a valuable resource for scholars, libraries, and graduate students.Trade Review‘Any scholar interested in career patterns of employees in organizations should consult this collection. It combines in one volume a comprehensive collection of seminal articles in economics that analyze the processes of learning about employees‘ talents and its implications for educational choices, promotion decisions and salary structures in firms. It demonstrates how powerful microeconomic analysis has become to help us develop a precise understanding of careers within and across organizations.’ -- Dirk Sliwka, University of Cologne, GermanyTable of ContentsContents: Introduction Michael Waldman PART I CLASSICS 1. Michael Spence (1973), ‘Job Market Signaling’, 87 (3), Quarterly Journal of Economics, August, 355–74 2. Boyan Jovanovic (1979), ‘Job Matching and the Theory of Turnover’, Journal of Political Economy, 87 (5), Part 1, October, 972–90 3. Eugene F. Fama (1980), ‘Agency Problems and the Theory of the Firm’, Journal of Political Economy, 88 (2), April, 288–307 4. Michael Waldman (1984), ‘Job Assignments, Signaling and Efficiency’, Rand Journal of Economics, 15 (2), Summer, 255-67 5. Bruce C. Greenwald (1986), ‘Adverse Selection in the Labour Market’, Review of Economic Studies, 53 (3), July, 325-47 6. Bengt Holmstrom (1999), ‘Managerial Incentive Problems: A Dynamic Perspective’, Review of Economic Studies, 66 (1), January, 169-82 PART II EDUCATION 7. John G. Riley (1979), ‘Testing the Educational Screening Hypothesis,’ Journal of Political Economy, 87 (5), Part 2: Education and Income, October, S227–S252 8. Kevin Lang and David Kropp (1986), ‘Human Capital Versus Sorting: The Effects of Compulsory Attendance Laws’, Quarterly Journal of Economics, 101 (3), August, 609–24 9. Thomas Hungerford and Gary Solon (1987), ‘Sheepskin Effects in the Returns to Education’, Review of Economics and Statistics, 69 (1), February, 175–7 10. Kelly Bedard (2001),’Human Capital versus Signaling Models: University Access and High School Dropouts’, Journal of Political Economy, 109 (4), 749–75 11. Fabian Lange (2007), ‘The Speed of Employer Learning’, Journal of Labor Economics, 25 (1), 1–35 12. Peter Arcidiacono, Patrick Bayer and Aurel Hizmo (2010), ‘Beyond Signaling and Human Capital: Education and the Revelation of Ability,’ American Economic Journal: Applied Economics, 2 (4), October, 76–104 PART III THEORY OF SYMMETRIC LEARNING 13. Milton Harris and Bengt Holmstrom (1982), ‘A Theory of Wage Dynamics’, Review of Economic Studies, 49 (3), July, 315–33 14. Robert Gibbons and Michael Waldman (1999), ‘A Theory of Wage and Promotion Dynamics Inside Firms’, Quarterly Journal of Economics, 114 (4), November, 1321–358 15. Jaime Ortega (2001), ‘Job Rotation as a Learning Mechanism’, Management Science, 47 (10), October, 1361–70 16. Edward P. Lazear (2004), ‘The Peter Principle: A Theory of Decline’, Journal of Political Economy, 112 (1) Part 2, S141–S163 PART IV EVIDENCE ON SYMMETRIC LEARNING 17. Robert Gibbons and Kevin J. Murphy (1992), ‘Optimal Incentive Contracts in the Presence of Career Concerns: Theory and Evidence’, Journal of Political Economy, 100 (3), June, 468–505 18. Curtis J. Simon and John T. Warner (1992), ‘Matchmaker, Matchmaker: The Effect of Old Boy Networks on Job Match Quality, Earnings and Tenure’, Journal of Labor Economics, 10 (3), July, 306–30 19. Henry S. Farber and Robert Gibbons (1996), ‘Learning and Wage Dynamics’, Quarterly Journal of Economics, 111 (4), November, 1007–47 20. Joseph G. Altonji and Charles R. Pierret (2001), ‘Employer Learning and Statistical Discrimination’, Quarterly Journal of Economics, 116 (1), February, 313–50 21. Lisa B. Kahn and Fabian Lange (2014) ‘Employer Learning, Productivity, and the Earnings Distribution: Evidence from Performance Measures’, Review of Economic Studies, 81, 1575–613 22. Amanda Pallais (2014), ‘Inefficient Hiring in Entry-Level Labor Markets’, American Economic Review, 104 (11), 3565–99 23. Jeanine Miklós-Thal and Hannes Ullrich (2016), ‘Career Prospects and Effort Incentives: Evidence from Professional Soccer’, Management Science, 62 (6), 1645–67 PART V THEORY OF ASYMMETRIC LEARNING 24. Paul Milgrom and Sharon Oster (1987), ‘Job Discrimination, Market Forces, and the Invisibility Hypothesis’, Quarterly Journal of Economics, CII (3), August, 453–76 25. James D. Montgomery (1991), ‘Social Networks and Labor-Market Outcomes: Toward an Economic Analysis’, American Economic Review, 81, (5), December, 1408–418 26. Dan Bernhardt (1995) ‘Strategic Promotion and Compensation’, Review of Economic Studies, 62 (2), April, 315–39 27. Chun Chang and Yijiang Wang (1996), ‘Human Capital Investment under Asymmetric Information: The Pigovian Conjecture Revisited ’, Journal of Labor Economics, 14 (3), July, 505–19 28. Ján Zábojník and Dan Bernhardt (2001), ‘Corporate Tournaments, Human Capital Acquisition, and the Firm Size-Wage Relation’, Review of Economic Studies, 68 (3), 693–716 29. Hideo Owan (2004), ‘Promotion, Turnover, Earnings, and Firm-Sponsored Training’, Journal of Labor Economics, 22 (4), October, 955–78 PART VI EVIDENCE FROM ASYMMETRIC LEARNING 30. Robert Gibbons and Lawrence F. Katz (1991), ‘Layoffs and Lemons’, Journal of Labor Economics, 9 (4), October, 351–80 31. Daron Acemoglu and Jorn -Steffen Pischke (1998) ‘Why do Firms Train? Theory and Evidence’, Quarterly Journal of Economics, 113 (1), February, 79–119 32. Uta Schönberg (2007), ‘Testing for Asymmetric Employer Learning’, Journal of Labor Economics, 25 (4), October, 651–91 33. Joshua C. Pinkston (2009), ‘A Model of Asymmetric Employer Learning with Testable Implications’, Review of Economic Studies, 76 (1), January, 367–94 34. Jed DeVaro and Michael Waldman (2012), ‘The Signaling Role of Promotions: Further Theory and Empirical Evidence’, Journal of Labor Economics, 30 (1), January, 91–147 35. Lisa B. Kahn (2013), ‘Asymmetric Information Between Employers’, American Economic Journal: Applied Economics, 5 (4), October, 165–205 Index

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Book SynopsisThis lively guide showcasing original and carefully curated research illustrates the dynamic relationship between discourse and organizational psychology. It maps the origins and development of discursive approaches in the field of organizational psychology and provides a timely review of the challenges that may confront researchers in the years to come, thereby charting the current and future boundaries of the field.A Guide to Discursive Organizational Psychology delineates a potential research agenda for discursive organizational psychology. Contributions include empirically rich discussions of both traditional and widely studied topics such as resistance to change, inclusion and exclusion, participation, multi-stakeholder collaboration and diversity management, as well as newer research topics such as language negotiations, work time arrangements, technology development and discourse as intervention. Discursive devices for addressing these phenomena include interpretive repertoires, modes of ordering, rhetorical strategies and sense-making narratives.This timely book will serve as a guide for students or researchers who are new to discourse analysis in the field of organization and management studies, and provide new perspective to anyone seeking to enhance their conceptual and methodological understanding of the field. It marks a central reference point for anyone interested in the intersection of discursive approaches and organizational psychological phenomena.Contributors include: P. Dey, C. Gaibrois, A.-K. Heydenreich, P. Hoyer, C.D. Jacobs, C. Michels, J.C. Nentwich, R. Pfyl, D. Resch, F. Schulz, C. Steyaert, F. UeberbacherTrade Review'Discursive approaches to issues such as creativity and participation are well established in management and organization studies but are much less developed in the field of Organizational Psychology. This book fills this gap in a timely and informative manner, providing much needed insights into how language does not simply represent the social world, but actively produces it. This book illustrates how the "turn to language" in the social sciences can be usefully applied to the field of Organizational Psychology.' --Penny Dick, University of Sheffield, UK'The contributors to this book make a compelling case for a greater consideration of discourse in organizational psychology. Focusing on discursive psychology's 'potential for bringing about social change or engaging with emancipatory projects', the chapters examine change from different perspectives including participation, resistance, creativity and change interventions. The breadth of empirical settings is impressive, ranging from the UN World Summit on Sustainable Development to the European Organization for Nuclear Research (CERN) to multilingualism in multinational companies. Similarly, the book covers a range of different methods. The contributions of discourse are made clear so that readers can easily see how discourse can enhance our understanding of organizational change.' --Cynthia Hardy, University of Melbourne, AustraliaTable of ContentsContents: Preface PART I INTRODUCTION 1. Towards a Discursive Research Agenda for Organizational Psychology Patrizia Hoyer, Chris Steyaert and Julia C. Nentwich 2. Mapping the Field: Key Themes in Discursive Organizational Psychology Julia C. Nentwich, Patrizia Hoyer and Chris Steyaert PART II PARTICIPATION AND CHANGE 3. Divergence and Convergence in Multi-party Collaboration: ‘Moving the Paradox On’ Anna-Katrin Heydenreich 4. Performing Participation: Re-assembling a New Museum Christoph Michels 5. Maneuvering Acts: Inclusion and Exclusion in a Women’s Sports Club Julia C. Nentwich and Anja Ostendorp PART III RESISTANCE AND CHANGE 6. Probing the Power of Entrepreneurship Discourse: An Immanent Critique Pascal Dey 7. Part-time Work as Resistance: The Rhetorical Interplay Between Argument and Counter-argument Patrizia Hoyer and Julia C. Nentwich 8. Multilingual Organizations as ‘Linguascapes’ and the Discursive Position of English Chris Steyaert, Anja Ostendorp and Claudine Gaibrois PART IV CREATIVITY AND CHANGE 9. The Expectations Gap and Heteroglossic Practices of (Non-)Compliance in Banking Regulation Roland Pfyl 10. Anticipating Intended Users: Prospective Sensemaking in Technology Development Claus D. Jacobs, Chris Steyaert and Florian Ueberbacher 11. Career Change: The Role of Transition Narratives in Alternative Identity Constructions Patrizia Hoyer PART V INTERVENTION AND CHANGE 12. De-normalizing Subject Positions: How Different can Differences Be(come)? Anja Ostendorp and Chris Steyaert 13. The Coaching Conversation as a Discursive HRM Intervention Florian Schulz 14. Discourse Analysis as Intervention: A Case of Organizational Changing Pascal Dey and Dörte Resch Index

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Book SynopsisThis book explores the range of challenges faced by women in business and leadership today, identifying how far we need to progress before women in business experience the same level of advancement as men. Including a range of different viewpoints, the book analyses women's position at work from three perspectives: the constraints affecting women's career advancements, gender-specific challenges to women in leadership roles, and women's experiences of undertaking these roles while trying to maintain a work-life balance. By highlighting the specific disadvantages relating to gender, chapters outline the extent of change needed culturally, as well as through policy and attitude, if women are to achieve parity with their male counterparts.Researchers and students of gender in management, leadership and organisation studies will find this a thought provoking read, particularly those studying work-family balance and the future paths to breaking the glass ceiling for women in business. Contributors include: V. Aggelou, Y. Ang, A.-S. Antoniou, M. Apergi, V. Bevan, S. Bisom-Rapp, R. Burke, P. Burkinshaw, S. Carter, K. Clayton-Hathway, N. Drosos, E. Dunn, U. Fasbender, A. Furnham, C. Gatrell, F.H. Gerpott, E. Hamilton, B. Hawkins, J. Kampa, C.-T. Kechagias, L. Lavaysse, K. Otto, S. Perera Sanjee, P. Perrewe, N. Peyton, J.C. Potwora, T. Probst, I. Rittenhofer, M. Sargeant, S. Schlamp, R. Sealy, R. Searle, C. Tully, R. Ventouratou, S. Voelpel, L. Weis, K. White, L.-D. WojtasTrade Review‘Women, Business and Leadership is an important contribution to the literature on gender in organisational settings. The book advances not only organisational theory but also practice by offering concrete, specific solutions that can be applied in organisations. Finally, the most important message that the book delivers is that the change in our policies, attitudes, culture, and expectations needs to come, and we cannot and should not wait for another 50 years.’ -- Joanna Sosnowska, Tijdschrift voor GenderstudiesTable of ContentsContents: Introduction PART I LEADERSHIP AND AUTHORITY: WOMEN AT THE HELM 1. Women’s entrepreneurship: discussing legal perspectives in light of individual and institutional drivers Ulrike Fasbender and Yue S. Ang 2. Women in management and on corporate boards of directors: accelerating progress Ronald J. Burke 3. Women leaders in times of economic crisis: leadership style, career self-efficacy, and job insecurity Alexander-Stamatios Antoniou, Nikos Drosos and Mara Kourtoglou 4. For better or worse? Human resource practices and women in leadership Sanjeewa Perera 5. Gender and authentic leadership: antecedents and consequences of leaders’ emotional labor Laura D. Wojtas, Judith Kampa and Kathleen Otto 6. Gender and leadership in education Alexander-Stamatios Antoniou and Marioleni Apergi 7. Goddess Athena as leader and mentor in Homeric epics Christos-Thomas Kechagias and Alexander-Stamatios Antoniou 8. Transpersonal business leadership, global information economies, and diversity Iris Rittenhofer 9. Understanding women’s entrepreneurial leadership in the context of families in business Allan Discua Cruz, Eleanor Hamilton and Sarah L. Jack PART II EXPERIENCE: HOW WOMEN IN BUSINESS AND MANAGEMENT NEGOTIATE THEIR POSITION 10. Networking and gender equality in academic leadership Paula Burkinshaw and Kate White 11. Gender-specific networking: mind the gap Laura Weis and Alixe Lay 12. Female managers with male-type behavior Alexander-Stamatios Antoniou and Virginia Aggelou 13. Gender norm enforcement at work Jason C. Potwora and Tahira M. Probst 14. ‘Don’t you know that it’s different for girls?’: a dynamic exploration of trust, breach and violation for women en route to the top Rosalind Searle, Ruth Sealy and Beverley Hawkins 15. Experiencing a secret career in healthcare science Valerie Bevan 16. Pregnancy in the workplace: the role of stigmas, discrimination, and identity management Pamela L. Perrewé, Shanna R. Daniels, Kaylee J. Hackney and Liam Maher 17. Pushback: negative career development experiences of United States post-tenure female faculty 1988–2011 Shani D. Carter and Cathyann D. Tully PART ΙΙΙ CONSTRAINTS: STRUCTURAL AND CULTURAL IMPEDIMENTS AFFECTING WOMEN’S CAREER ADVANCEMENT 18. Shattering the stained glass ceiling: women leaders in the Church of England Caroline Gatrell and Nigel Peyton 19. The steep way to the top: barriers to female leadership in tall hierarchical organizations Sofia Schlamp, Fabiola H. Gerpott and Sven C. Voelpel 20. The psychological and social implications of the gender wage gap Ritsa Fotinatos-Ventouratos 21. Stereotype threat: impacts for women at work Lindsey M. Lavaysse and Tahira M. Probst 22. Attitudes toward women managers and female authority: an empirical study among women managers in Greece Nikos Drosos and Alexander-Stamatios Antoniou 23. Another financial crisis? The underrepresentation of women in UK financial services Elaine Dunn 24. Women as leaders and managers in sports: understanding key career enablers and constraints in the British horseracing industry Kate Clayton-Hathway and Ulrike Fasbender 25. Lifetime disadvantage requires lifetime solutions Susan Bisom-Rapp and Malcolm Sargeant 26. A blind spot in organization studies: gender with ethnicity, nationality and religion Shehla Riza Arifeen and Caroline Gatrell Index

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Book SynopsisAs the importance of corporate social responsibility grows, especially environmental responsibility, it is imperative to acknowledge the impact of the individual on a company's environmental performance. Given that individuals spend much of their day in the workplace, it is crucial to understand both their behaviours and the potential impact they can have on the company's environmental performance and the environment. Bringing together leading academics from various research fields, this Handbook examines the features and challenges within the area of employee pro-environmental behaviour.The Research Handbook on Employee Pro-Environmental Behaviour brings contributions that consolidate existing research in the field as well as adding new insights from organisational psychology, human resource management and social marketing. Drawing on studies from across the methodological spectrum, this Handbook covers a broad range of topics from the antecedents and consequences of employee pro-environmental behaviour to ways in which employers can encourage pro-environmental behaviour.This Handbook will be an invaluable tool for those engaged in research in employee environmental behaviour and sustainability. It will be especially useful for postgraduate students of environmental employee behaviour as well as environmental consultants and practitioners seeking to gain an understanding of employee behaviour.Contributors include: B. Asfar, N. Ashkanasy, W. Binney, M. Bissing-Olson, F. Bowen, P. Bradley, L. Brennan, J. Callewaert, Y.H. Cheung, C. Ciocirlan, M. Davis, S. Dilchert, C. Dutra, P. Endrejat, S. Fudge, B. Gatersleben, D. Gregory-Smith, A. Güntner, R. Hahn, S. Kauffeld, R. Klein, F. Klonek, M. Leach, A. Leung, S. Lockrey, D. Manika, R. Marans, N. Murtagh, T. Norton, D. Ones, F. Ostertag, P. Paillé, S. Parker, A. Ruepert, S. Russell, I. Shah, A. Shahjahan, W. Staples, L. Steg, T. Tudor, D. Uzzell, C. Verfuerth, K. Verghese, V. Wells, B. Wiernik, L. Yang, H. ZacherTable of ContentsContents: 1. Introduction to the Research Handbook on Employee Pro-Environmental Behaviour Victoria K. Wells, Diana Gregory-Smith and Danae Manika PART I WHAT IS EMPLOYEE PRO-ENVIRONMENTAL BEHAVIOUR? 2. Multiple Domains and Categories of Employee Green Behaviours: More than Conservation Deniz S. Ones, Brenton M. Wiernik, Stephan Dilchert and Rachael M. Klein 3. Green Human Resources Management Cristina E. Ciocirlan PART II ANTECEDENTS AND CONSEQUENCES OF EMPLOYEE PRO-ENVIRONMENTAL BEHAVIOUR 4. Individual Antecedents of Pro-Environmental Behaviours: Implications for Employee Green Behaviours Brenton M. Wiernik, Deniz S. Ones, Stephan Dilchert and Rachael M. Klein 5. Disentangling Voluntary Pro-Environmental Behaviour of Employees (VPBE) – Fostering Research through an Integrated Theoretical Model Regina Hahn and Felix Ostertag 6. Environmental considerations as a basis for employee pro-environmental behaviour Angela Ruepert and Linda Steg 7. Between- and Within-Person Variability in Employee Pro-Environmental Behaviour Hannes Zacher and Megan J. Bissing-Olson 8. Workplace Green Behaviour of Managerial and Professional Employees in Hong Kong Yu Ha Cheung and Alicia S. M. Leung 9. Dare to care in environmental sustainability context: How managers can encourage employee pro-environmental behaviour Pascal Paillé 10. Leadership and Employee Pro-Environmental Behaviours Bilal Afsar, Asad Shahjehan and Imad Shah 11. A virtuous cycle: How green companies grow green employees (and vice versa) Thomas A. Norton, Stacey L. Parker, Matthew C. Davis, Sally V. Russell and Neal M. Ashkanasy 12. Organisational and Employee Symbolic Environmental Behaviours: An Integrated Multi-level Framework Lei Yang, Danae Manika and Frances Bowen PART III EMPLOYEE ENVIRONMENTAL BEHAVIOUR, INTERVENTIONS. CAMPAIGNS AND MARKETING 13. Motivation Towards “Green” Behaviour at the Workplace: Facilitating Employee Pro-Environmental Behaviour Through Participatory Interventions Paul C. Endrejat and Simone Kauffeld 14. A socio-motivational perspective on energy conservation in the workplace: The potential of motivational interviewing Amelie V. Güntner, Florian E. Klonek and Simone Kauffeld 15. Enabling employees and breaking down barriers: Behavioural infrastructure for pro-environmental behaviour Simon Lockrey, Linda Brennan, Karli Verghese, Warren Staples and Wayne Binney PART IV EMPLOYEE ENVIRONMENTAL BEHAVIOUR, FEEDBACK AND TECHNOLOGY 16. Workplace Energy Use Feedback in Context Niamh Murtagh, Birgitta Gatersleben and David Uzzell 17. The role of social norms in incentivising energy reduction in organisations Peter Bradley, Shane Fudge and Matthew Leach PART V EMPLOYEE ENVIRONMENTAL BEHAVIOUR IN CONTEXT 18. Embedding pro-environmental behaviour change in large organisations: perspectives on the complexity of the challenge Terry Tudor and Cleber Dutra 19. Measuring and Tracking Pro-Environmental Behaviour Amongst University Employees John Callewaert and Robert W. Marans PART VI OTHER PERSPECTIVES ON PRO-ENVIRONMENTAL EMPLOYEE BEHAVIOUR 20. Spillover of Pro-environmental Behaviour Caroline Verfuerth and Diana Gregory-Smith Index

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Book SynopsisDespite how much we know about emotion, Social Functions of Emotion and Talking About Emotion at Work uniquely examines the utility of emotion in organizations against the ways in which both individuals and groups talk about them. Drawing on psychological and sociological research, this book provides groundbreaking insights for understanding how emotions are used in the workplace.Bringing together contributions from leading emotion researchers, this book features chapters focusing on 10 emotions, ranging from awe to shame. Through its exploration of the ways each emotion functions in relation to how we talk about them, this book injects fresh theoretical and practical momentum into how our discussions of workplace emotion can affect how emotional events are appraised over time and place. This, in turn influences the causes, expressions, and consequences of emotions in the workplace.With its novel approach, this book will be an invaluable tool for academics researching emotion, as well as postgraduate students working in the social sciences seeking reference material on emotion. HR managers and general readers seeking greater insight into emotions at work will also find this book to be a useful tool.Contributors include: N.M. Ashkanasy, R.A. Baron, S. Connelly, M. Dasborough, C.D. Fisher, D. Geddes, P. Harvey, M.L.A. Hayward, P.J. Jordan, S. Kiffin-Petersen, H.C. Lench, D. Lindebaum, K.E. Moura, K.A. Perez, R.H. Smith, R.K. Smith, P.N. Stearns, A.C. Troth, M.R. Turner, K.L. Tyran, T.S.H. WingenbachTrade Review'This is a very important book that helps to fill a serious gap in the OB/Organizational Psychology literature on emotions. The editors have assembled a stellar collection of contributors and each and every chapter is worth studying. As a whole, the volume points to the social functions of discrete emotions and the way those emotions are communicated in work settings. Beyond that, the theme of the collection reminds us that the appropriate unit of analysis for human behavior is always people actively engaging with the world, including the social world.' --Howard M. Weiss, Georgia Institute of Technology, US'Do emotions exist without words? Animals clearly feel and communicate emotions. But people, with their ability to speak, are much more eloquent in their emotions. People really ''do'' emotions, in large part, by talking about them. Work on emotional labor, in the 1980s brought awareness of emotions as integral to organizational roles. This new set of essays, collected and edited by Dirk Lindebaum, Deanna Geddes and Peter Jordan, pushes forward the understanding that talking about emotion at work is integral to the social influence of emotion. Talking is integral to attributions and emotion regulation strategies of receivers (targets and observers) of anger expressions in the workplace. The discussed illegitimacy of talking about certain feelings - boredom, envy, fear, pride - means these feelings remain repressed and misreported. The essays are provocative, presenting functional and dysfunctional aspects to the norms of talking (or not talking) about emotional experiences. The book is stimulating in the discussion of emotions that are less obvious to organizational research, such as awe, boredom, and fear. And it provides new insights on more commonly discussed emotions, with a historical perspective on happiness and a functional analysis of sadness. Warmly recommended reading, as stimulation for new research, and as a window into one's own emotional discourse, and its social implications.' --Anat Rafaeli, Technion-Israel Institute of Technology, Israel'Emotions are a powerful force in social and organizational life, not just through their effects on the self but also through their effects on others. Building on the fast-growing literature on the social effects of emotions, this book draws attention to the under-explored question of how the (dys)functionality of emotions in the workplace is shaped by how people think and talk about emotions. The diverse contributions collected in this volume illustrate the important notion that organizational norms and discourses profoundly influence the interpretation of emotion-eliciting events, emotional experience, emotion regulation, and the interpersonal dynamics of emotions at work. This original and intellectually stimulating book underlines the inherently social constitution of emotion and opens up important new avenues of research.' --Gerben van Kleef, University of Amsterdam, the NetherlandsTable of ContentsContents: 1. Theoretical advances around social functions of emotion and talking about emotion at work Dirk Lindebaum, Deanna Geddes and Peter J. Jordan 2. Inside Out: A Receiver’s Experience of Anger in the Workplace Kathryn E. Moura, Peter J. Jordan and Ashlea C. Troth 3. Benefits of Awe in the Workplace Kenneth A. Perez and Heather C. Lench 4. Boredom at Work: What, Why, and What Then? Cynthia D. Fisher 5. Shaping Benign and Malicious Envy in Organizations Rosanna K. Smith, Tanja S. H. Wingenbach and Richard H. Smith 6. Functional and Dysfunctional Fear at Work: Dual Perspectives Shane Connelly and Megan R. Turner 7. Happiness at Work: a tension in contemporary history Peter N. Stearns 8. Employee Pride and Hubris Mathew L. A. Hayward, Neal M. Ashkanasy and Robert A. Baron 9. The Deeper Side of Sadness at Work: Why Being Sad is Not Always Bad Kristi Lewis Tyran 10. Talking About Schadenfreude: Sharing Versus the Social Function Paul Harvey and Marie T. Dasborough 11. Ashamed of Your Shame? How Discrepancy Self-Talk and Social Discourse Influence Individual Shame at Work Sandra A. Kiffin-Petersen Index

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Book Synopsis'In the current surge of organizational theory research on emotions in organizations, Dirk Lindebaum's book makes a unique and important contribution. He identifies and explores how workers' emotions are being abused as a tool of social repression by our bosses. In bringing together critical theory and theory on emotion regulation, he stimulates us to see through the workings of managerial power and, in the same go, offers ways to resist repressive emotional conditions in the workplace. A remarkable accomplishment that deserves to be read for both its theoretical insights and practical relevance!'- Frank den Hond, Hanken School of Economics, FinlandEmotion is often used by organizations to manipulate and repress workers. However, this repression can have adverse psychological and social consequences for them. This book articulates the pathways through which this repression occurs, and offers emotion regulation as a tool for workers to emancipate themselves from this repression and social control.Bringing together the largely unconnected literatures on critical theory and emotion regulation, this book articulates two pathways to social control currently underexplored in management: one where the social functions of emotion are exploited, and one where discussions about emotion override its social function. The author illustrates the processes through which workers can start to 'see through' the repression, and enlist emotion regulation strategies to emancipate themselves from it. These strategies may work in the short to medium term but, in the long term, workers may eventually change jobs. If staff turnover becomes unsustainable, the organization can seek to change the social structures causing the repression of workers in the first place. Combining fresh theoretical insights with practically informed vignettes, this book will appeal to academics and students across many social science disciplines, including business studies, organization studies, cognitive change, sociology and psychology. Both practising managers and disenchanted workers will also find this an enlightening read.Trade Review'In today's Western industrialized world, emotional regulation is usually taken to be a sine qua non. In this book, however, Lindebaum challenges this assumption, asserting that our emotions are critical for individual achievement and wellbeing and that, rather than seeking to control our emotions, we need to ''act with creativity, spontaneity, and autonomy''. Arguing from a critical management perspective, he makes a convincing case. This is a book that will be of interest not only to researchers, but also to management practitioners and consultants.' --Neal M. Ashkanasy, UQ Business School, The University of Queensland, Australia'This is a passionate book which has grown out of the author's different experiences of organizational injustices and oppressions in which emotions play a major part. . . Emotional labour now stands on par with intellectual and manual labour as an arena of workplace politics, a politics that frequently leaves workers exploited, oppressed and depressed. This book takes the discourse a stage further. Lindebaum not only seeks to redeem emotions from the stifling controls to which they are put, but he also argues that emotional regulation by the workers themselves can act as a defence against organizational injustice and, more ambitiously, as an emancipatory force.' --Organization'Whose business is emotions? Your own? Your workplace's? Your culture's? In this erudite book Dirk Lindebaum steers through this fascinating territory to pinpoint the emotional traps that workers face and, importantly, how they may escape from them. This well-researched book helps us look at emotion with fresh eyes and offers important insights for scholars and students of emotion.' --Stephen Fineman, University of Bath, UKTable of ContentsContents: 1. Introduction 2. Emotion, its function and Emancipation from social control 3. Emancipation from emotional repression through emotion regulation 4. Conclusion Index

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Book SynopsisOur knowledge and understanding of organizations is both enabled and constrained by an invisible relationship of power that is embedded in the ways in which we act and speak. This book offers a succinct but comprehensive introduction to the vast field of organizational discourse analysis, the approach that studies organization as a linguistic phenomenon, and offers an original approach to investigate the relationship between materiality and discourse. Three original images of discourse are employed: discourse as a map, discourse as organizing and discourse as a mask. These metaphors are used as cognitive tools to highlight different implications and perspectives on discourse. The book critically compares and contrasts various linguistic-focused approaches to the study of organizations, and proposes the use of linguistic phenomena in connection with other methodologies. One section even offers an exemplification of the proposed approach to discourse analysis, presenting a map of discursive terrain, which plays a central role in the reproduction of local organizational and management discourses. This rich and approachable introduction is targeted at graduate and doctoral students, as well as non-specialist academics who want to familiarize themselves with the organizational discourse debate.Trade Review'Finally there is a book that explores the depths and contours of organizational discourse in a way that is simultaneously sophisticated and accessible. Marco Berti's achievement is to have canvassed a multitude of theoretical and methodological ways that discourse is deployed in the study of organizations, and to have distilled that into a comprehensive framework of metaphors. The result is a novel and valuable approach to organizational discourse analysis that synthesizes the field without sacrificing any of its complexity.' --Carl Rhodes, University of Technology Sydney, Australia'Research on organizational discourse has indeed become one of the most fruitful and interesting areas in the field of organization and management studies, and has not only improved our understanding of how communication works, but also helps to ''see'' how discourses shape reality. The book introduces three ''images'' of discourse with the purpose of both illustrating and enabling the emergence of new knowledge and meaning: organizational discourse as a map, as organizing and as a mask. Moreover it provides a concrete exemplification of an application of organizational discourse analysis: the global institution of business education. The heuristic potential of the approach is employed to critically describe a complex inter-organizational field of practices relevant to how we ''do'' society through discourses.' --Silvia Gherardi, University of Trento, ItalyTable of ContentsContents: Introduction: The Aim and Structure of the Book 1. Language and Organization 2. The Discourse of Organizational Discourse 3. The Power of Metaphors 4. Discourse as a Map 5. Discourse as Organizing 6. Discourse as Mask: Silence, Emptiness and Ambiguity in Discourse 7. Organizational Discourse Analysis in Practice: The Case of Business Education Discourse 8. References Index

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Book SynopsisAs we grapple with how to respond to some of the world's most pressing problems, there is growing global interest in 'social innovation' as a potential solution. But what exactly is 'social innovation'? And how can it help us to think about problems such as inequality, poverty and climate change? Danielle Logue theorizes social innovation as a contemporary manifestation of the historical tensions between 'economy' and 'society' and the simultaneous pursuit of economic and social progress. Going back to the historical work of Adam Smith and his discussion of markets and morality, the author draws on organizational and management theory to present three theoretical lenses for understanding social innovation. These lenses include theorizing social innovation as social value creation, capture and distribution; social innovation as polysemous; and social innovation as institutional change. She then considers some of the current issues confronting social innovation in practice and the challenges for organizations in 'doing good' and 'being good'. This generative introduction is targeted at graduate and doctoral students, as well as non-specialist academics. It aims to stimulate further discussion and analysis by providing a comprehensive understanding of social innovation and a choice of frameworks when examining complex and wicked problems and the organization and management of efforts to solve them. Table of ContentsContents: Introduction: the aim and structure of the book 1. Social innovation and its contemporary evolution 2. Social innovation as social value creation, capture and distribution 3. Social innovation as polysemous 4. Social innovation as institutional change 5. Social innovation: Morality, markets and theories of impact 6. Social innovation: Tensions in purpose and practice Index

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Book SynopsisWith organizational environments becoming increasingly unstable, uncertain and equivocal, the concept of resilience has become increasingly significant for management studies and practice. Resilience connotes organizational, team and individual capacities to absorb external shocks and to learn from them, while simultaneously preparing for and responding to external jolts. This book pinpoints the essential aspects of managerial and organizational resilience and offers insights that stimulate critical thinking. As the concept of resilience is essentially made up of contrasting forces, the volume presents some innovative synthetic interpretation that allows a deeper comprehension of the phenomenon and provides managers and policy makers with a solid basis for taking their decisions.This book provides an accessible yet rigorous systematization of individual resilience, team resilience and organizational resilience. Rich with real-life concept illustrations and containing practice-oriented tools, reflection questions and exercises, it shows how resilience can be cultivated across levels of organizational aggregation: individuals, teams, organizations and communities. The authors distinguish individual and collective resilience from related constructs and shed light on the boundaries of resilience and its potential implications for management practice. Elgar Introduction to Theories of Organizational Resilience will serve as a key resource for graduate students and advanced undergraduate students as well as academics and practitioners who are interested in deepening their understanding of resilience.Trade Review‘The book is full of real-life examples that distinguishes the boundaries of resilience and its potential implications on organisational practices [...] It describes many contrasting forces and deeper interpretations of the resilience phenomenon. It is a knowledge source for researchers of interest in resilience engineering, resilience economy and the subject of resilience in general.’ -- Mohamed Buheji, International Journal of Inspiration & Resilience Economy‘The Elgar Introduction to Theories of Organizational Resilience sets itself apart from other works by acknowledging the jargon-filled wasteland of meanings that has undermined scholarship in resilience. The book has clear goals: shedding light on the definition of resilience, distinguishing it from related ideas, setting forth models of organizational resilience, and offering a dialectical understanding of the term in practice as a process, dependent on the interaction of adaptation and reaction.’ -- Christopher L. Atkinson, International Journal of Public AdministrationTable of ContentsContents: 1. Introduction. The aim and structure of the book 2. Resilience in management and organization studies 3. Resilience in individuals 4. Resilience in collectives 5. The diffusion of resilience via cross-level interactions 6. Resilience as dialectical synthesis 7. Future trajectories for research on resilience Index

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Book SynopsisThis unique book provides a novel and challenging framework for understanding and influencing organizational change. It reimagines managing and leading change as the mindful mobilization of maps, masks and mirrors.The book challenges overly rational views of change management and leadership. Addressing the gaps, paradoxes and ironies of organizational change, it exposes how deep the faults of traditional change management lie. The authors successfully bridge the divide between scholarly treatises and textbooks on leading change. Summarizing and integrating the diverse literatures on change, this dynamic book is an invaluable resource for change researchers and specialists. Abundant with popular imagery, stories, case studies and reflective activities, Ironies of Organizational Change is the perfect companion and guide for lecturers and advanced students of business and organization studies. It also serves as a research based pragmatic handbook for practitioners looking to manage change more effectively. Trade Review‘Many writings and much thinking on organizational change are optimistic and simplistic. In this book the authors brilliantly point at ironies, difficulties and dilemmas, at the same time they provide the reader with an excellent overview of what to consider in change work. The book offers a very good balance between advice-giving and awareness of problems and obstacles in organizations seldom adaptive to plans rarely fully working when confronted with reality. The book is original, very accessible and at times also entertaining to read. It should be read by practitioners, students and scholars interested in change work.’ -- Mats Alvesson, University of Bath, UK and University of Queensland, Australia‘If change is illusive, how do we manage it? Badham and Santiago peel back the curtain on organizations to offer a view into and tools to live with change management’s irrationality. Their approach – filled with metaphors, stories, images, and pop culture – models the way, delighting the reader in the treacherous journey of managing change management. It is like the Turkish candy of change management – serious sweets presented with enchanting elegance. Leaders across the world will value this book!’ -- Wendy Smith, Dana J. Johnson Professor of Management, University of Delaware, US‘Badham and Santiago’s Ironies of Organizational Change presents an inspired, creative and practical way of addressing a practice that has confounded managers for generations. The book challenges us to reimagine the myths about change that we have held onto for too long, providing a fresh perspective on what can be done to get it right. An essential guide for today’s and tomorrow’s leaders.’ -- Carl Rhodes, University of Technology Sydney, Australia‘This is a remarkable and highly entertaining overview of “change models” because it does what so few of us have either the bandwidth or the motivation to actually compare lots of models and research claims and theories in this field of change practice. This book makes it quite clear that not only do we differ in our structural theories but we are all over the map in our practices. It is high time that someone points this out and invites us to look at the ironies that our own efforts produce when our practices don't match our theories.’ -- Edgar H. Schein, Professor Emeritus, Massachusetts Institute of Technology, and co-author of Humble Inquiry (2021)‘Planned change often fails. Here is an innovative approach to getting it right. Richard and Brenda develop a novel framework involving maps, mirrors and masks – as executing change is a performance. Their creative onboard and online resources, including movies, will help you to reimagine the process, and reimagine yourself.’ -- David A. Buchanan, Emeritus Professor of Organizational Behaviour, Cranfield University School of Management, UK‘Ironies of Organizational Change is a welcome perspective on the complexities and ironies of change, while at the same time providing actionable frameworks for change agents and leaders. The book outlines several reasons for which rationalist change approaches may not hit the mark, while providing ways to appreciate the subtleties of organizations and change in a way that can lead to more effective change processes.’ -- Loizos Heracleous, University of Warwick, UK‘I often listen to Nobel Laureate Bob Dylan. One of his many memorable lines is “that he is not busy being born is busy dying”. It is not only life that is a process of constant change and shifts in performative identity in the presentation of self; the same is also true of the frameworks in which lives are led. Organizations provide frameworks for work, rest and play and they change performatively as do we. All is in process. Organizations and the individuals within them may seem to be managing change but the gap between aspirations and reality can always ironically undermine the stable sense of identity as being in control. In the space of organizational life’s coming into being and passing away, ironic performativity makes the process of change humanly manageable, in insights which this engaging book channels to creative purpose.’ -- Stewart Clegg, University of Sydney, Australia‘This book is a tour de force of scholarly practice. It is up to date academically and engaging and inspirational in its writing, its examples, its links to new sources of information, and its invitations to readers, regardless of the degree of our academic, manager, or consultant orientations. It encourages us all to imagine and act on organizational change in new ways and to recognize and appreciate the ironies in approaches to change that insist it is failing when it’s actually providing valuable learning experiences.’ -- Jean M. Bartunek, Boston College, US‘Thinking change, go no further. This book not only challenges us with thought provoking ideas and concepts but also grounds the contradictions, dilemmas, and ironies of change through exercises and cases that offer practical advice. A novel and excellent read for those who wish to reflect, reimagine and reinvent.’ -- Patrick Dawson, Emeritus Professor, University of Aberdeen, UK‘Planned change often fails. Here is an innovative approach to getting it right. Richard and Brenda develop a novel framework involving maps, mirrors, and masks – as executing change is a performance. Their creative onboard and online resources, including movies, will help you to reimagine the process, and reimagine yourself.’ -- David A. Buchanan, Emeritus Professor of Organizational Behaviour, Cranfield University School of Management, UK‘Buy this book! It is an important, erudite, insightful, and entertaining look at management and change. The book is based on decades of successfully teaching and advising managers, and of researching change in organizations. The book’s basic argument is very simple and highly difficult: in order to change our world, we have to change ourselves. To do that, we have to see the world and ourselves in a different light. Richard Badham and Brenda Santiago show us how to do this and I can’t think of anyone better equipped to do so. Whether you are a manager, practitioner, lecturer, or student, this book is for you.’ -- Bernard Burnes, University of Stirling, UK‘Sooner or later, somebody had to say – loudly and openly – that without understanding the role of paradoxes and irony, it is impossible to understand the functioning of contemporary organizations. Richard Badham and Brenda Santiago did just that. It is therefore of utmost importance that students and young scholars acquaint themselves with this provocative but correct image of organizational change.’ -- Barbara Czarniawska, University of Gothenburg, Sweden‘Ironies of Organizational Change is a welcome perspective on the complexities and ironies of change, while at the same time providing actionable frameworks for change agents and leaders. The book outlines several reasons for which rationalist change approaches may not hit the mark, while providing ways to appreciate the subtleties of organizations and change in a way that can lead to more effective change processes.’ -- Loizos Heracleous, University of Warwick, UK‘Maps, masks, mirrors – Professor Badham conjures up marvellous metaphors that do not just describe change, but work as change agents in classrooms and boardrooms. A helpful resource, a powerful reactant, insightful research: a must read.’ -- Martin Kornberger, Vienna University of Economics and Business, AustriaTable of ContentsContents: Prologue ACT I RE-IMAGINING CHANGE 1. The change problem 2. Re-imagining change, re-inventing yourself ACT II THE CYCLE OF CHANGE 3. Maps and orientation 4. Masks and performance 5. Mirrors and reflection ACT III LEADERSHIP OF CHANGE 6. Knowing–doing gaps 7. Paraurther reading 8. Ironies of change Epilogue Bibliography Index

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Book SynopsisEthnography is at the heart of what researchers in management and organization studies do. This crucial book offers a robust and original overview of ‘’doing’’ organizational ethnography, guiding readers through the essential qualitative methods for the study of organizations.Preparing students to enter the field with a confident outlook and a toolkit of skills, chapters present a series of action-learning projects to arm readers with practical exercises that will hone the abilities of the organizational ethnographer. Expert contributors offer crucial outlines into a variety of essential skills, including shadowing, autoethnography, interviews, media analysis and storytelling. The book concludes with a chapter by a doctoral student, providing unique insights into the development of the ethnographic understanding of organizational realities.Featuring useful exercises and an accessible style, this book is critical reading for PhD and Masters students in business administration and organizational theory, as well as social science students undertaking qualitative methodology programmes. It will also be useful for students on MBA courses in need of a humanistic approach to organizations.Trade Review’If only I had a book like this when I was starting out! Organizational Ethnography gives helpful direction for doing this important type of qualitative research in a multitude of ways. Each chapter presents an accessible account of a different ethnographic technique presented by researchers who have practiced it successfully. Insightful examples and helpful tips abound. I highly recommend this book to anyone intending to practice ethnography in organizations, new students and experienced researchers alike.’ -- - Mary Jo Hatch, University of Virginia, US and author of Organization Theory: Modern, Symbolic and Postmodern PerspectivesTable of ContentsContents List of contributors vii 1 Doing ethnography: introduction 1 Nancy Harding and Monika Kostera 2 Notes and poetry from the field: a fieldwork diary 18 Monika Kostera and Joanna Średnicka 3 Observation: on the importance of being there 31 Monika Kostera 4 How to shadow organizing 45 Barbara Czarniawska 5 Autoethnography 59 Mark Learmonth and Mike Humphreys 6 To look at the world from the Other’s point of view: interview 74 Monika Kostera and Anna Modzelewska 7 Inter-ethnography: from individual beings to collective becoming 91 David Calås, Katarina Ellborg, Daniel Ericsson, Elin Esperi Hallgren and Alina Husung 8 Media analysis: on the importance of everyday images 110 Alexia Panayiotou 9 Reading and interpreting social media: exploring positive emotional expressions in organizing 129 Noomi Weinryb, Nils Gustafsson and Cecilia Gullberg 10 Autoethnography through the folk tale lens 151 Anna Zueva 11 Ethnography meets storytelling: a marriage made in heaven 166 Hamid Foroughi 12 In search of openness to the ethnographic analysis of work: early organisational anthropology and contemporary organisational theorising 178 Paweł Krzyworzeka and Hugo Gaggiotti 13 Learning to see the wood through the trees as a PhD ethnographer 200 Sarah Bloomfield Index 217

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Book SynopsisThe Business and Society (BAS) 360 book series is an annual publication targeting cutting-edge developments in the broad business and society field, such as stakeholder management, corporate social responsibility and citizenship, business ethics, sustainability, corporate governance and others. Each volume will feature a comprehensive discussion and review of the current "state" of the research and theoretical developments in a specific business and society area. For instance, volume two focuses on research drawn from work grounded in "corporate social responsibility" and "corporate citizenship." Scholars known in this discipline contribute to a 360-degree evaluation of the theory, including cross-discipline research, empirical explorations, cross-cultural studies, literature critiques, and meta-analysis projects. As business and society is an inherently multi-disciplinary scholarly area, the book series will draw from work in areas outside of business and management, such as psychology, sociology, philosophy, religious studies, economics and other related fields, as well as the natural sciences, education, and other professional areas of study. This book series should appeal to wide range of readers - from emerging and senior business school educators researching and teaching in the business and society field to doctoral and masters level students across the business, social sciences and natural sciences seeking to learn about this multi-discipline and sustained field of management study. Business executives and managers could benefit from reading how the business and society field began, the path it has taken and the new, emerging directions that scholars envision for the field.Trade ReviewThis volume compiles 13 essays on corporate social responsibility. Researchers working in business and management fields in Europe, North America, and Asia discuss its evolution, concepts, and current and emerging issues; corporate social responsibility in Japan, South Korea, India, China, and Belgium; corporate social responsibility as practiced from various perspectives, such as the Benefit Movement and benefit corporations, scientific management, political policies, and the relationship between corporate ecological sustainability and corporate financial performance, as well as the pace of corporate social responsibility implementation; and the role of corporate responsibility in the future, including the move towards corporate system responsibility, and the need for a new socioeconomic narrative for system change. -- Annotation ©2018 * (protoview.com) *Table of ContentsChapter 1. Corporate Social Responsibility: From Founders to Millennials; William C. FrederickChapter 2. Corporate Social Responsibility: A Review of Current Concepts, Research, and Issues; Archie B. Carroll and Jill A. Brown Chapter 3. Corporate Social Responsibility Across Asia: A Review of Four Countries; D. Kirk Davidson, Kanji Tanimoto, Laura Gyung Jun, Shallini Teneja, Pawan K. Teneja and Juelin Yin Chapter 4. Legislated CSR: A Brief Introduction; Rajat Panwar, Shweta Nawani, and Vivek Pandey Chapter 5. Social Responsibility within Brussels Municipalities: An Exploratory Study; Nikolay A. Dentchev, Philippe Eiselein and Thomas Kayaert Chapter 6. Much Ado About Nothing: The Glacial Pace of CSR Implementation in Practice; Daina Mazutis Chapter 7. Safeguarding Corporate Social Responsibility: The Benefit Movement; Caddie Putnam Rankin Chapter 8. Taylor Won: The Triumph of Scientific Management and Its Meaning for Business and Society; Vanessa Hill and Harry Van Buren III Chapter 9. Aligning Adverse Activities? Corporate Social Responsibility and Political Activity; Kathleen Rehbein, Frank den Hond and Frank G. A. de Bakker Chapter 10. What We Know about the Economic Payoffs of Corporate Ecological Sustainability; Edeltraud Guenther, Timo Busch, Jan Endrikat, Thomas Guenther and Marc Orlitzky Chapter 11. Getting from Corporate Social Responsibility to Corporate System Responsibility: Toward a Dialogic Process for Network Governance; Jerry M. Calton Chapter 12. Beyond CSR to System Change: Creating a New Socio-Economic Narrative; Sandra Waddock Chapter 13. Corporate Social Responsibility Scholarship: Retrospect and Prospect; Donna J. Wood

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Book Synopsis'The digital age provide tremendous opportunities for organizations who adapt new technologies, implement disruptive business models, introduce new ways of working and who drive on innovation. There is no doubt that one of the most important capabilities for 21st century organizations is ''mastering creativity''. Andres Hatum has done a fabulous job in taking readers of his latest book on a journey where they learn how to build and include creativity in the DNA of their organizations. A must-read for every business and talent profession.'-Nick van Dam, Global Chief Learning Officer, McKinsey & Company, Nyenrode Business University, the Netherlands and the University of Pennsylvania, US'This book is a welcome addition to the steadily growing literature on creativity and organization. The author achieves the twin hurdles of rigorous analysis for the academics and practice-based relevance for practitioners. The book provides ample frameworks and case examples to identify key factors which influence and enhance creativity in organizations. These factors range from individual characteristics through organizational factors such as structure and culture to more contextual and environmental conditions. The author then shows how developing creativity, as a key organizational competence, can positively influence strategic decision making to enhance exploration rather than exploitation, to increase agility and to facilitate proactive change.'- David Wilson, Open University, UK'Mastering Creativity in Organizations offers a comprehensive and pedagogical treatise of the forces and factors that facilitate creativity in organizations and the numerous challenges that this involves. The book is richly illustrated with a variety of cases from a range of different sectors, including sports, advertising, manufacturing, consulting, primary education, the entertainment industry, and the culinary industry. Thanks to his fantastic access, Professor Hatum takes us behind the scenes and gives us an inside look into a number of iconic organizations such as Cirque de Soleil, FC Barcelona and Tetra Pak - exploring their leadership practices, HR strategies, office design and several other key issues. However, as the authors attests, creativity is not just for the exceptionally talented genius or for the people working in these extraordinary organizations. Everybody, and every organization, can learn to work in more creative ways from the unique cases in this book.'- Torkild Thanem, Stockholm University, SwedenThis book identifies best practices, leadership styles, and organizational structures for the stimulation of organizational creativity. Andrés Hatum first explains what creativity means in an organizational context. He then explores the ways in which an organization can foster it, with an aim to help any company - not just companies in creative fields or industries - become an organization in which new ideas flow, new processes are developed, and new products are brought to market. In doing so, he provides scholars with a solid framework for studying and understanding the deeper meaning of creativity.Andrés Hatum's new framework for understanding organizational creativity offers examples from a rich variety of companies and situations. The book balances theory and practice for a multifaceted approach that brings its analysis into the real world. In-depth case studies include FC Barcelona, elBulli, Almodovar, and Cirque du Soleil.Managers will find case studies describing exceptional organizational creativity and practical takeaways that can be applied in their own firms. Students will find concrete analytical frameworks for thinking about creativity in organizations, and academics will find a different approach to the study of creativity, one that is grounded in practice.Trade Review'Andrés Hatum's book is essential for anyone interested in the topics of creativity in organizations and talent management. The topics are very timely (such as collaborative talent, new forms of organizations, among others). It is full of great examples, photos, and suggestions that make it easy and fun to read.' --Akram Al Ariss, Toulouse Business School, France'This book focuses on a very timely issue that is relevant to almost any organization across the world: how to master organizational creativity. Andres Hatum opens up and structures insights on organizational creativity that previously were scattered across the disciplines of psychology, sociocultural studies and its subdisciplines. He offers a rare blend of theory and practice, drawing on the very lively cases of FC Barcelona, Cirque du Soleil, elBulli, the Creative Factory and others to argue how creativity fuels the innovation pipeline. I highly recommend this very entertaining book which is the culmination of decades of work!' --Manuel Hensmans, Brussels School of Economics and Management, Belgium'The new book by Andres Hatum offers a very useful examination of what is arguably the most important competitive advantage in the 21st century - innovation. For a company to succeed in domestic or international competition, it has to be able to adjust to rapidly changing conditions and also to create new products, services, ways of doing business, etc. As Professor Hatum points out from the very beginning of his analysis, the focus is on how organizations can meet this challenge. The examples from around the world rather than just in the United States provide another very valuable perspective on innovation in the 21st century.' --Robert Grosse, Thunderbird School of Global ManagementTable of ContentsContents: 1. Introduction 2. The Role of Talent for Organizational Creativity 3. New Ways of Organizing 4. Human Resource Management as Facilitator of Creativity 5. Creative Leadership and a Creative Organizational Culture: A Conceptual Approach 6. Challenges Ahead for Creative Firms Index

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Book SynopsisDecision-making is an activity in which everyone is engaged on a more or less daily basis. In this book, Karin Brunsson and Nils Brunsson explore the intricacies of decision-making for individuals and organizations. When, how and why do they make decisions? The authors identify four distinct ways of reasoning that decision-makers use. The consequences of decisions vary: some promote action, others impede it, and some produce more responsibility than others. With in-depth discussions of rationality, justifications and hypocrisy, the authors show how organizational and political decision processes become over-complicated and difficult for both decision makers and external observers to understand. Decisions is a concise and easy-to-read introduction to a highly significant and intriguing topic. Based on research from several fields, it provides useful reading and essential knowledge for scholars and students throughout the social sciences and for everyone who wants to understand their own decisions and those of others.Trade Review'Decision-making is often a confusing and confused process. Emotions, judgements and prejudices can all play a part, whether a decision is made by an individual, a group or an organization. The study of decision making, however, doesn't have to be either confusing or confused as this excellent book eloquently demonstrates. The four logics of decision-making identified here provide the authors with a framework which enables them to explain in clear and simple terms decisions that appear complex, confusing or irrational.' --Yiannis Gabriel, University of Bath, UK'This rich, imaginative little book offers fascinating insights into the intricacies of decision making by both individuals and organizations, and a sobering appraisal of the delayed Swedish response to the 2004 tsunami. Any new book by Karen and Nils Brunsson is a welcome treat, and this one is a gem!' --Walter W. Powell, Stanford University'Decisions: The Complexities of Individual and Organizational Decision-Making by Nils and Karin Brunsson offers an excellent introduction to the complexities of decision-making. Decades of research on decision making are succinctly summarized and presented in a refreshing and easily accessible way. A must read for researchers, students and practitioners who want to get an overview of the latest insights into the particularities of individual and organizational decision-making.' --David Seidl, University of Zurich, SwitzerlandTable of ContentsContents: The Quake 1. Decisions 2. Individuals as decision makers 3. Organizations as decision makers 4. The Consequences of Decisions 5. Complex decision processes After the tsunami References Index

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Book SynopsisThis concise text introduces an integrated view of all project management-related activities in an organization, called Organizational Project Management (OPM). Practical cases from several organizations, as well as popular theories such as the Resource-Based Theory and Institutional Theory provide for an insightful yet realistic understanding of OPM as an integrative tool for organizations to improve their efficiency and effectiveness. The reader will learn how separate organizational functions, such as project, program and portfolio management and governance integrate in a cohesive manner. The authors describe how different approaches to competing in the marketplace link to strategies, and the ways of selecting the 'best' business opportunities for organizations and integrating them into existing workflows and structures. They develop and describe a model that shows how OPM works within organizations. The book is a valuable resource for top managers, reflective practitioners, academics, and postgraduate students in organization theory.Trade Review'This fascinating book by renowned authors not only takes the organizational context of project management seriously, but also focuses on the interface as well as interplay between the temporary and the more permanent part of organizations. Discussing the value of the resource-based view and the neo-institutional approach as well as of governmentality theory for the analysis of organizational project management, the authors elaborate on the valuable link between project management and organization theory. They illustrate their ideas with the help of case studies. Reading recommended!' --Jörg Sydow, Freie Universität Berlin, GermanyTable of ContentsContents: 1. Introduction to Organizational Project Management Part I The OPM Model 2. Organizational Philosophy 3. OPM Approach 4. OPM Governance 5. Business Integration 6. Organizational Integration 7. Project Governance 8. Project Management Part II Theories and the OPM Model 9. Resource-Based Theory and OPM 10. Institutional Theory and OPM 11. A Theory of the OPM Model Part III Applications of the OPM Model 12. Case Study: OPM and the Management of Megaprojects 13. Case Study: OPM in an Organization for Public Good 14. OPM Assessment 15. Designing OPM Systems References Index

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