Personnel and human resources Books

Book SynopsisThis timely and insightful book offers an innovative, unifying conceptual framework for managing the crucial asset of human capital. In order to do this, Andrea Lanza and Giuseppina Simone bridge the gap between Strategy and Organization disciplines in the study of human capital. Clarifying ambiguous aspects overlooked by the extant literature, Lanza and Simone provide a new, theoretically grounded managerial tool to help organizations achieve the most from human capital. Based on original empirical evidence, the authors put forward a fresh perspective on human capital strategy. They also propose a fascinating, game-theoretic approach to solve the 'Principal-Agent' conflict in the context of human capital renewal, dramatically advancing the field of strategic human capital with respect to both academic knowledge and managerial applications. Innovative and cutting-edge, this book offers crucial insights for scholars investigating strategic management and strategic human capital, as well as researchers interested in entrepreneurship and human resource management. It will also benefit managers and practitioners, providing guidance in developing and implementing strategic human capital visions.Trade Review'This thoughtful text by Lanza and Simone considers one of the most important topics in management research today - how and when human capital is strategic, and its implications for firm performance. Not only does it offer a glimpse into the state of our current understanding of these issues, but it explores fresh and creative empirical analyses in an interesting context.' --Timothy Folta, University of Connecticut, USTable of ContentsContents: 1. Strategic Human Capital at the Crossroads 2. Understanding and clarifying the dynamics of Strategic Human Capital effects on performance: a quasi-replication of a major literature evidence 3. The effect of Strategic Human Capital renewal on organizational results: an empirical examination in the Italian Serie A professional football league 4. Get the most from your most important asset. A conceptual and managerial model for harnessing the value of Strategic Human Capital Index

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Book SynopsisOffering a conceptual framework that integrates strategy, product, process and human resource research, this timely book interrogates these four critical and interrelated areas of innovation management. Chapters examine new insights into the latest trends in the field, providing a holistic view into key management strategies that benefit both up-and-coming and established businesses. International contributions from leading scholars analyze cases and research from the USA, Japan, China and Brazil as well as a range of European countries, highlighting the successes and failures of key innovation management systems. The book looks at ways to create a sustainable innovation strategy, and how this can be implemented to achieve competitive advantage in the long run. The suggested integrated framework allows for a sound understanding of influential managerial elements, making this an important read for practitioners hoping to define and renew successfully innovative organisations. Management and entrepreneurship scholars will benefit from the novel insights into innovation strategy explored in the book. Contributors include: V. Auruskeviciene, F. Bernhard, J. Chen, A. Chmieliauskas, S. Conner, G. Gopal, K. Grigorjevaite, A. Klimaviciene, J. Li-Ying, D.P.T. Lopes, T. Onaka, E. Pilkauskaite, S. Senkevic, S. Sereika, S. Simkonis, V. Skudiene, O. Stangej, K. Tadakuma, G. Vezeliene, Y. Wang, R. WickramasekeraTrade Review'This book arrives in an insightful moment! Innovation Management is not only a relevant effort made by representative international authors, but also it is an up to date vision of the key topic of the 21st century, innovation and its management issues. Other than the role of strategy, product development and processes, we have to shed light to a fourth critical aspect on management of innovation: the role of people.' --Paulo A. Zawislak, Federal University of Rio Grande do Sul (UFRGS) and Innovation Research Center (NITEC), Brazil'Innovation is the lifeblood of an organization. For innovation management, one must address the strategy, product, process, and people components. This new book provides an invaluable contribution to the existing literature looking at innovation management from a worldwide perspective. New insights are gleaned from these case studies and global research perspectives. Keep on innovating!' --Jay Liebowitz, Harrisburg University of Sciences and Technology, US'I was excited to learn that Vida Skudiene, Jason Li-Ying, and Fabian Bernhard had teamed up to produce a book on innovation management from a strategic perspective. They did not disappoint. Building on their considerable international academic and practical experience, they have produced a must-read volume at the critical intersection of innovation and strategy from multiple perspectives. Drawing on the expertise of leading scholars from multiple countries, they have compiled critical insights into strategic, product, process, and human resource innovation management. Overall, this book offers solid economic and social perspectives which keenly inform the formulation of innovation strategy for managers, entrepreneurs, students, and academics.' --Charles H. Matthews, University of Cincinnati, USTable of ContentsContents: PART I INTRODUCTION 1 Innovation management: perspectives from strategy, product, process and human resource research 2 Vida Škudienė, Jason Li-Ying and Fabian Bernhard PART II INNOVATION MANAGEMENT STRATEGY 2 Innovation management through technology licensing in China 16 Jason Li-Ying, Yuandi Wang and Jin Chen 3 Innovation management: the Japanese way 27 Kenji Tadakuma, Tadao Onaka and Rumintha Wickramasekera PART III PRODUCT INNOVATION MANAGEMENT 4 Exploring best practices of new product development 48 Suzanne L. Conner 5 Product design innovation and functional innovation effects on consumers’ adoption of soft furniture 58 Vilte Auruskeviciene and Sabina Senkevic 6 Innovation and financial performance in telecommunication companies 72 Asta Klimaviciene and Sarunas Sereika PART IV PROCESS INNOVATION MANAGEMENT 7 Implementing process innovation by integrating continuous improvement and business process re-engineering 93 Gurram Gopal and Egle Pilkauskaite 8 New role of systems analysts in Agile requirements engineering 114 Alfredas Chmieliauskas, Kristina Grigorjevaite and Saulius Simkonis PART V HUMAN RESOURCE INNOVATION MANAGEMENT 9 Transforming human resource management: innovative e-HRM value creation for multinational companies 140 Vida Škudienė, Gintare Vezeliene and Olga Stangej 10 Human resource management perspective on innovation 167 Daniel Paulino Teixeira Lopes 11 On the emotions that spark innovative and entrepreneurial behaviors in employees 182 Fabian Bernhard PART VI CASE STUDY 12 UPS Lithuania – choose your own salary 190 Vida Škudienė and Ilona Buciuniene Index 196

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Book SynopsisEquality, diversity and inclusion (EDI) have become features of organizations as a result of both legal and societal advances as well as neoliberal economic reasoning and considerations. While current research approaches frequently fall short of addressing the challenges faced in EDI research, this benchmark Handbook brings coverage of research methods in EDI up to date, and advances the development of research in the field.Bringing together well-known academics and researchers, this Handbook is a distillation of current and novel research in the field of EDI. Chapters present groundbreaking new research and methodological perspectives on international, regional and national issues, from equal opportunities and gender mainstreaming to managing diversity in legal, political and socio-economic contexts. Alongside this, the authors discuss new analytic directions to advance empirical EDI research. This Handbook will help to shape the present and future EDI discourse.The book is an invaluable addition to the current literature, particularly for students of EDI and researchers working in the fields of human resource management, strategic management and organization, and culture and change management as well as entrepreneurship and marketing.Contributors include: D. Atewologun, C. Baron, I. Bleijenbergh, E.H. Buttner, H.A. Downs, H. Eberherr, D. Foley, K.M. Hannum, E. Henry, J. Hofbauer, R. Hofmann, E.L. Holloway, C.A. Houkamau, M. Janssens, D. Jones, A. Klarsfeld, K. Kreissl, M. Lansu, J. Louvrier, K. Lowe, R. Mahalingam, A.J. Mills, J.H. Mills, S. Mooney, E. Ng, B. Poggio, N. Rumens, I. Ryan, B. Sauer, H.L. Schwartz, C.G. Sibley, A. Striedinger, P. van Arensbergen, I. Wasserman, J. Wergin, P. ZanoniTrade Review'Despite the depth and volume of research on diversity in organizations, very little attention is given to research methods. The Handbook of Research Methods in Diversity Management, Equality and Inclusion at Work breaks new ground, providing a comprehensive volume of not just methods but also the social and political context in which diversity research is embedded. Particularly impressive is the ''diversity'' of epistemological perspectives so critical to today's global and transnational context.' --Stella Nkomo, University of Pretoria, South AfricaTable of ContentsContents: Introduction Lize A.E Booysen, Judith K. Pringle and Regine Bendl Part I Research Dilemmas in EDI 1. Contextualizing the EDI Research Agenda in the Larger Social Sciences Research Landscape Judith K. Pringle and Lize A.E. Booysen 2. Finding the Right Design for EDI Research Jon F. Wergin 3. Evaluation Research in the EDI Field Kelly M. Hannum and Holly A. Downs 4. Negotiating, Gaining and Maintaining Access: What Can We Learn About Diversity? Jonna Louvrier 5. Queered Methodologies for Equality, Diversity and Inclusion Researchers Nick Rumens 6. Comparative and Multi-Country Research in Equality, Diversity, and Inclusion Eddy S. Ng and Alain Klarsfeld Part II Methodology and Methods for collecting EDI Material 7. Intersectionality as a Methodological Tool in Qualitative Equality, Diversity and Inclusion Research Doyin Atewologun and Ramaswami Mahalingam 8. Theorizing Diversity and (In)equality Through the Lens of Critical Discourse Analysis Patrizia Zanoni and Maddy Janssens 9. Feminist Methods and the Study of Gendering of Organizations Over Time Albert J. Mills and Jean Helms Mills 10. Indigenous Research: Ontologies, Axiologies, Epistemologies and Methodologies Ella Henry and Dennis Foley 11. Autoethnography: Adding Our Stories to EDI Research Irene Ryan and Shelagh Mooney 12. Participants as Collaborators: Coordinated Management of Meaning (CMM) as Collaborative Research Method Ilene C. Wasserman 13. Chameleons Change Colour: Studying Academic Careers in Gendering Contexts - A Case for Multilevel Analysis Johanna Hofbauer, Katharina Kreissl, Birgit Sauer and Angelika Striedinger Part III Methods and Techniques for EDI data analysis 14. Surveys and Scales in EDI Research Carol Baron 15. Meta-Analytic Research in the Field of EDI: A Review of Some Current Findings and Identification of Opportunities for Future Research Kevin B. Lowe and E. Holly Buttner 16. Queering Quantitative Research: Dealing with Processes of Categorization in EDI Research Roswitha Hofmann 17. Participatory Action Research to Support Diversity and Inclusion Inge Bleijenbergh, Pleun van Arensbergen and Monic Lansu 18. Routinized Practices: Using the Documentary Method to Research Incorporated Knowledge Helga Eberherr 19. Deconstructing and Challenging Gender Orders in Organisations Through Narratives Barbara Poggio 20. Diversity Trouble: Feminist Foucauldian Discourse Analysis Deborah Jones 21. Mixed Methods and the Scientific Study of Māori Identity: The Story Behind the Multi-Dimensional Model of Māori Identity and Cultural Engagement Carla A. Houkamau and Chris G. Sibley 22. Drawing from the Margins: Grounded Theory Research Design and EDI Studies Elizabeth L. Holloway and Harriet L. Schwartz Index

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Book SynopsisThis Elgar Introduction provides an overview of some of the key theories that inform human resource management and employment relations as a field of study. Leading scholars in the field explore theories in the context of contemporary debates concerning policies that affect and regulate work and the management of employment, as well as the activities and experiences of actors within the employment relationship. The book is divided into three sections to capture different theoretical lenses used to reflect on HRM and ER concerns about work: systems and historical development; institutions; and people and processes. Expert contributors have drawn on extensive research experience to present a contemporary understanding of a range of theories, how they evolved, and how they might be used in the future. Essential reading for HRM, ER and management scholars and research students, this book challenges readers to reassess their thinking about the significance of theory in research and practice.Trade Review‘Bringing together a diverse set of authors of distinguished pedigree, this collection provides an authoritative survey of theories of the employment relationship. Classical theories of work and employment are fully represented, with excellent chapters on Marxism, pluralism, feminism, human relations, labour process and systems theory, but so too are newer theoretical currents, many of which have their point of origin in the broader field of management studies. There are strong chapters on trust, role theory, evolution, paradox, social exchange, RBV and AMO: bodies of thought that are generating fresh understandings of employment and how it is managed. The collection as a whole is an invaluable resource for students, teachers and researchers; a broad-ranging and imaginative survey of how we think about work.’ -- Edmund Heery, Cardiff University, UK‘What is wonderful about this book is that in one place you can find all the prominent theories of HR and employment relations. The individual chapters are outstanding, which is what I would have expected from a stellar editorial team and first-rate contributors. A must-read for anybody interested in human resource management.’ -- Sir Cary Cooper, CBE, University of Manchester, UKTable of ContentsContents: 1. Theories used in Employment Relations and Human Resource Management Keith Townsend, Aoife M. McDermott, Kenneth Cafferkey and Tony Dundon 2. Marxism at Work Roger Seifert 3. Neo-Pluralism in contemporary employment relations and HRM: the case for workplace and academic dialogue Peter Ackers 4. Applying Scientific Management to Modern HRM and ER Niall Cullinane and Jean Cushen 5. Cracking Labour Process theory in employment relations and HRM Shiona Chillas and Alina Baluch 6. The legacy of the Human Relations School: Looking back and moving forward Sarah Jenkins 7. The theory of high-performance work systems Peter Boxall and Meng-Long Huo 8. Systems Theory: Forgotten Legacy and Future Prospects Brian Harney 9. Evolutionary psychological theory and human resource management Andrew Timming 10. Personnel Economics: Managing Human Resources through Performance-related Pay Victoria Wass 11. Advances in Labour Regulation Theory Peter Waring and Mark Bray 12. Institutional Theory, Business Systems and Employment Relations Geoffrey Wood and Matthew Allen 13. Varieties of Capitalism Glenn Morgan and Heike Doering 14. Human Resource Management and Paradox Theory Anne Keegan, Julia Brandl and Ina Aust 15. Revisiting Human Capital Theory: Progress and Prospects Jonathan Winterton and Kenneth Cafferkey 16. Feminist Theory and Employment Relations Anne-Marie Greene 17. Trust, Distrust And Human Resource Management Neve Iseava, Colin Hughes and Mark Saunders 18. Social Exchange Theory, Employment Relations and Human Resource Management Christine Cross and Tony Dundon 19. Using Role Theory to Understand and Solve Employment Relations and Human Resources Problems Qian Yi Lee, Keith Townsend, Ashlea Troth and Rebecca Loudoun 20. Fairness in the workplace: Organisational justice and the employment relationship Melinda Laundon, Paula McDonald and Abby Cathcart 21. Ability, Motivation, and Opportunity Theory: A formula for employee performance? Ashlea Kellner, Kenneth Cafferkey and Keith Townsend 22. The Resource-Based View Approach and HRM Keith Whitfield 23. LMX and HRM: A multi-level review of how LMX is used to explain employment relationships Anna Bos-Nehles and Mieke Audenaert 24. Social Mobilisation Theory in HR and employment relations Lorraine Ryan, Caroline Murphy and Daniel Troy Index

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Book SynopsisElgar Advanced Introductions are stimulating and thoughtful introductions to major fields in the social sciences, business and law, expertly written by the world’s leading scholars. Designed to be accessible yet rigorous, they offer concise and lucid surveys of the substantive and policy issues associated with discrete subject areas.This Advanced Introduction provides a cutting edge review of employee engagement, illustrating the theories and key instruments for research that underpin the field and its antecedents and consequences. It translates the science into practice by offering recommendations on how to build an engaged workforce and how to socialize and engage newcomers.Key features include: A state-of-the-art review of the field, including an overview of potential methodologies for measuring employee engagement Informed and insightful discussions of different engagement targets and referents and strategic employee engagement A keen awareness of international variations in employee engagement. This book offers a critical research agenda for researchers in business and management hoping to develop their research in organizational settings. It will also benefit managers and other practitioners in overcoming common problems and developing an engaged workforce.Trade Review'This well-argued book will help researchers and practitioners navigate the complicated landscape of employee engagement. The authors offer a deceptively simple model that synthesizes antecedents, processes and consequences. They integrate key levels of analysis to create a compelling bridge between theory and practice. The field has come a long way, and the authors map what it is--and what it can yet become--with insight and passion.' -- William Kahn, Boston University, US'Few concepts in the management sciences that have captured the attention of both the academic and business communities like employee engagement. In this comprehensive introduction to the topic, Saks and Gruman explain the what, how, and why of employee engagement and offer a critical analysis of current science and practice. Whether novice or expert, scientist or practitioner, readers will come away with new insight into engagement in its many forms and foci.' -- John P. Meyer, Western University, Canada'Alan Saks and Jamie Gruman have been at the forefront of engagement research and practice for the past 15 years. Their work is always extremely well grounded in research and is very practical in application. This volume does an excellent job of both overviewing and diving deep into the conceptual and practical matters that researchers and practitioners need to come to terms with if they want to understand and action employee engagement.' -- Simon Albrecht, Deakin University, Australia‘Saks and Gruman provide a very comprehensive introduction to how employee engagement has been conceptualized and studied, and where it fits in the world of other related employee attitudes (e.g., job satisfaction, organizational commitment) - and, importantly, why it is significant for understanding both individual and organizational effectiveness.’ -- Benjamin Schneider, University of Maryland, USTable of ContentsContents: Preface 1. Introduction to employee engagement 2. The meaning of employee engagement 3. Theories of employee engagement 4. The measurement of employee engagement 5 Antecedents and consequences of employee engagement 6. Getting newcomers engaged 7. Global issues of employee engagement 8. Employee engagement in practice 9. Employee engagement: problems and prospects 10. Strategic employee engagement References Index

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Book SynopsisThe growing diversity of contemporary paid work has provoked increased interest in understanding and evaluating the quality of working lives. This Handbook provides critical reflections on recent research in the field, including examining the inextricable links between working life and well-being. The Handbook offers comprehensive support to researchers working in quantitative, qualitative and mixed methods traditions. Drawing from an international evidence base, the contributors use examples of research into key contemporary issues such as the gendered nature of work, skills mismatch, job insecurity, work-life balance, flexibility, the gig economy and the physical work environment. Chapters explore how research methods have been used to investigate aspects of both paid and unpaid work, raising further questions and highlighting limitations.The Handbook of Research Methods on the Quality of Working Lives is an essential resource for all those involved in areas that study, or touch on, the quality of working lives which will benefit both new and experienced researchers inside and outside academia and across disciplines such as economics, human resource management, psychology and social policy.Trade Review'Rapid and profound transformations in work have made understanding the quality of working lives a pressing concern for social scientists and policymakers. This Handbook is an indispensable source of information on the methodological and multidisciplinary strategies needed to study the impacts of changes in both paid and unpaid work.' --Arne L. Kalleberg, University of North Carolina at Chapel Hill, USTable of ContentsContents: 1 Introduction: Researching the Quality of Working Lives Daniel Wheatley PART I RESEARCHING THE QUALITY OF WORKING LIVES: PHILOSOPHICAL, CONCEPTUAL AND PRACTICAL CONSIDERATIONS 2. Generating and Measuring Impact: Insights from Research on the Quality of Working Lives Carol Atkinson 3. Using a Lifecourse Approach to Research Patterns of Paid and Unpaid Work Irene Hardill and Daniel Wheatley 4. Reviewing Measurement Instruments in Job Insecurity Research: Perceived Job Insecurity and the Gender Lens Perspective Pinar Bayhan Karapinar, Selin Metin Camgöz and Ozge Tayfur Ekmekci 5. Accessing and understanding autism spectrum conditions in the workplace Anne Cockayne 6. Research ethics and the “elephant in the room”: encountering violence in fieldwork concerning unpaid labour Irene Sotiropoulou PART II QUALITATIVE RESEARCH METHODS ON THE QUALITY OF WORKING LIVES 7. Accessing ‘Hard to Reach Groups’ and Emotions in the Research Process: ‘Work an Honest Day and Get the Usual Raw Deal’ Andrew Smith and Jo McBride 8. Using Discursive Methods to Research the Quality of Working Lives Cath Sullivan 9. Observing Neo-Villeiny and other Forms of Non-Standard Work Geraint Harvey 10. Ethnographic Methods with Limited Access: Assessing Quality of Work in Hard to Reach Jobs Adam Badger and Jamie Woodcock 11. Using Case Study Research to Capture the Quality of Working Lives John Burgess and Julia Connell 12. Combining gendered strategies, a narrative approach and coaching: examining the effect of behavioural ambidexterity on individual well-being and high performance work Ani Raiden and Christine Räisänen PART III QUANTITATIVE RESEARCH METHODS ON THE QUALITY OF WORKING LIVES 210 13. Effective Use of Secondary Quantitative Data Sources Chris Lawton 14. Secondary data analysis of large survey data: researching the quality of paid and unpaid working lives Tracey Warren 15. Quantitative Methods of Examining the Impact of the Physical Work Environment Elizabeth J. Sander, Alannah E. Rafferty and Peter J. Jordan 16. Using the Oaxaca-Blinder Decomposition to Quantitatively Assess the Gender Pay Gap Michaela Fuchs, Anja Rossen, Antje Weyh and Gabriele Wydra-Somaggio 17. Econometric Analysis of Educational Mismatch and Earnings using Survey Data from Ghana Christian K. Darko and Kennedy K. Abrokwa PART IV MIXED METHODS RESEARCH ON THE QUALITY OF WORKING LIVES 18. Use of Quantitative and Qualitative Methods to Research Migrant Workers in Low-Skilled Work Anne Green 19. Conducting Small Scale Primary Mixed Methods Research into the Impacts of Work-Related Travel Craig Bickerton 20. Evaluating New Techniques of Evidence-Based Management using Narrative Evidence Synthesis Adrian Madden, Catherine Bailey, Luke Fletcher and Kerstin Alfes 21. Using Occupational History Calendars in Semi-Structured Interviews to Capture Long Working Lives: a Small Sample Approach using Sequence Analysis Fiona Carmichael, Jo Duberley and Lorna Porcellato Index

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Book SynopsisThoroughly revised and updated to include contemporary terms that have gained importance such as furlough, unconscious bias, platform work, and Great Resignation, this second edition of the Encyclopedia of Human Resource Management is an authoritative and comprehensive reference resource comprising almost 400 entries on core HR areas and concepts. Bringing together more than 200 international authorities on HRM and HR, the Encyclopedia presents an accessible and condensed overview of key HR topics, spanning from absenteeism and big data to whistleblowing and zero-hour contracts. Entries vary from singular concepts such as homeworking, equality, and digitalisation; to organisational behaviour terms such as organisational culture and job satisfaction; and broader management terms such as strategy and management development. Each entry provides a selected list of references and suggestions for further reading to enable the reader to gain a deeper awareness of the topic. An authoritative reference text, this dynamic Encyclopedia will be of immense value to undergraduate and postgraduate students, academic researchers, and HR practitioners and policy specialists looking for a succinct and expert summary of key HR concepts. Key Features: Almost 400 entries Organised alphabetically for ease of reference Cross-referenced to facilitate further reading Extensively updated to include new and popular terms Table of ContentsContents: Introduction to the Encyclopedia of Human Resource Management 1 Stewart Johnstone, Jenny K. Rodriguez and Adrian Wilkinson 360-degree appraisal 4 Amie Shaw Absenteeism 6 Renée de Reuver Acas 7 Gill Dix and George Boyce ADR 8 See: Alternative dispute resolution. Aesthetic labour 8 Andrew R. Timming Ageing workforce 9 David Lain Agile working 10 Ian Roper AI 11 See: Artificial intelligence. AIHRM 11 See: Artificial intelligence HRM. Algorithmic management 11 Francesco Bonifacio Alienation 12 Maurizio Atzeni Alternative dispute resolution 13 Paul Latreille AMO model 14 Eva Knies Annualized hours 15 James Arrowsmith Apprenticeship 16 Jim Stewart Aptitude test 17 Raymond Randall Arbitration 18 Paul Latreille Artificial intelligence 19 Lene Pettersen Artificial intelligence HRM 20 Maarten Renkema Assessment centre 21 Angela Baron Attitude survey 22 Paula K. Mowbray Balanced scorecard 24 Brian Harney Benchmarking 25 Brian Harney Benefits 26 Geoff White Best fit 27 Corine T. Boon Best practice 28 Corine T. Boon Big data 29 Tobias M. Scholz Big five 30 Daniel J. Cummings and Arthur Poropat Biodata 31 John G. O’Gorman and David Shum Blacklisting 32 Gregor Gall Blended learning 33 Chris Rowley and Ashish Malik Body work 34 Carol Wolkowitz Brexit 36 Philip B. Whyman and Alina I. Petrescu Bullying 37 See: Workplace bullying. Burnout 37 Marina Boulos Capability procedure 39 Nelarine Cornelius Career breaks 40 Nikos Bozionelos Careers 41 Jos Akkermans Change management 42 Bernard Burnes CIPD 44 Peter Cheese Circular economy 45 Matthew Anderson Coaching 46 Margarita Nyfoudi Co-determination 47 Miguel Martínez Lucio Collective agreements 48 Peter F. Beszter Collective bargaining 49 Peter F. Beszter Commitment 50 John P. Meyer Community unionism 51 Steve Williams Comparative HRM 52 Chris Brewster Competitive advantage 54 Brian Harney Conciliation 55 Paul Latreille Configurational model 56 Brian Harney Conflict 57 Gregor Gall Consultation 59 Amanda Pyman Contingency theory 60 Brian Harney Continuing professional development 61 Margarita Nyfoudi Control 62 See: Managerial control. Convergence theory 62 Alexandros Psychogios Coordinated market economy 63 Geoffrey Wood Core worker 64 Fang Lee Cooke Coronavirus 65 Tony Dobbins Corporate governance 66 Chris Rees Corporate social responsibility 68 Maura Sheehan and Michael Moran Co-working 69 See: Telework. CPD 69 See: Continuing professional development. Cross-cultural training 69 Dhara Shah CSR 70 See: Corporate social responsibility. Curriculum vitae 70 Christine Naschberger Custom and practice 71 Anni Hollings CV 72 See: Curriculum vitae. Datafication 73 Elisabeth Anna Guenther Deskilling 74 Maurizio Atzeni Digital picket line 75 Anthony Forsyth Digital work 76 See: Virtual work. Digitalization 76 Elisabeth Anna Guenther Dirty work 77 Linda Tallberg Disciplinary procedure 78 Emily Rose Discipline and grievance 79 Ian McAndrew Disconnected capitalism 81 Paul Thompson Discrimination 82 Jenny K. Rodriguez Distance learning 83 Jim Stewart Diversity management 84 Geraldine Healy Division of labour 86 Maurizio Atzeni Downsizing 87 Stewart Johnstone EDI 88 See: Equality, diversity and inclusion. E-HRM 88 See: Electronic HRM. E-learning 88 Jim Stewart Electronic HRM 89 Richard Cai and Jenny K. Rodriguez Emotional intelligence 90 Peter J. Jordan and Dirk Lindebaum Emotional labour 91 Xiaoni Ren Employability 92 Jason Heyes Employee 94 Emily Rose Employee engagement 94 Alan M. Saks Employee experience 95 Martin R. Edwards Employee networks 97 Francisca Álvarez-Figueroa Employee resource groups 98 See: Employee networks. Employee share ownership 98 Erik Poutsma Employee silence 100 Victoria Lister Employee value proposition 100 Sangita De Employee voice 101 Adrian Wilkinson Employee well-being 102 Sudong Shang Employer branding 103 Angela Baron Employers’ associations 104 Peter Sheldon Employment agency 105 Chris Forde and Gary Slater Employment relationship 106 John W. Budd Employment tribunal 107 Paul Latreille Empowerment 108 Adrian Wilkinson Equal opportunity 109 Glenda Strachan Equal pay 111 Mark Smith Equality 111 Shreya Roy Choudhury Equality, diversity and inclusion (EDI) 112 Isabel Távora Equity 114 John W. Budd Ethics 115 Michelle Greenwood Ethnocentric management 117 Dhara Shah European works councils 118 Andrew R. Timming Executive search firms 119 Monika Hamori Exit interview 119 Chris Rowley, Nagiah Ramasamy and Anne Cox Expatriate 121 Dhara Shah Expectancy theory 122 Hadi El-Farr Experiential learning 123 Carlos Gomez Diaz and Jenny K. Rodriguez External labour market 124 Matthew Xerri Extreme work 125 Minjie Cai Family-friendly policies 127 Natalie Skinner and Erich C. Fein Financial participation 128 Erik Poutsma Financialization 130 Jean Cushen Fire and rehire 131 Alan Bogg Fixed-term contract 132 Jonathan Lord Flexible firm 133 Stephen Procter Flexible working 134 Clare Kelliher Flexicurity 135 Marcello Pedaci Flexitime 136 Derek Eldridge and Tahir Nisar Four-day week 137 John Quiggin Fourth industrial revolution 138 Adrian Kaminski, Vishal Rana and Alan Nankervis Frames of reference 139 Niall Cullinane Freelance work 140 Oliver Mallett and Robert Wapshott Furlough 141 Tony Dobbins Future of work 142 Deborah Harrison Gamified HRM 144 Lena Murawski Gender 145 Vincenza Priola Gender gap 146 Jenny K. Rodriguez Gender pay gap 147 Mark Smith Generations 148 Annick van Rossem Geocentric management 149 Michael Isichei and David G. Collings Glass ceiling 150 Jenny K. Rodriguez Glass cliff 151 Daniela Fernandez and Michelle K. Ryan Global supply chains 153 Jimmy Donaghey Global value chains 154 Matthew Alford Globalization 155 Geoffrey Wood Golden handshake 156 Prantika Ray Graduate recruitment 157 Belgin Okay-Somerville Great resignation 159 Mussie T. Tessema Green HRM 160 See: Green human resource management. Green human resource management 160 Douglas W.S. Renwick Grievance procedure 161 Emily Rose Gross misconduct 162 Emily Rose Guanxi HRM 162 Li (Athena) Liu Halo effect 164 Chris Rowley, Nagiah Ramasamy and Anne Cox Hard and soft HRM 165 Stewart Johnstone Headhunting 166 Monika Hamori Herzberg 167 Daniel King Hierarchy of needs 168 Daniel King High-involvement management 169 Stephen Wood High-performance work systems 170 Stephen Procter Homeworking 172 Alan Felstead Horns effect 172 Chris Rowley, Nagiah Ramasamy and Anne Cox HR analytics 173 Martin R. Edwards HR Strategy 175 See: Human resource strategy. HRD 175 See: Human resource development. HRM 175 See: Human resource management. HRM process approach 175 Karin Sanders Human capital 176 Christopher M. Harris Human relations movement 177 Daniel King Human resource department 178 Fang Lee Cooke Human resource development 180 Angela Baron Human resource information system 181 Richard Cai and Jenny K. Rodriguez Human resource management 182 John Storey Human resource manager 184 Stewart Johnstone Human resource planning 185 See: Workforce planning. Human resource strategy 185 Monique Veld Hybrid working 186 Mengyi Xu Hygiene factors 187 See: Herzberg. IHRM 188 See: International human resource management. ILO 188 See: International Labour Organization. Immigration 188 Chris F. Wright Impression management 189 Martin Kleinmann, Pia Ingold and Annika Wilhelmy Indie unions 190 Holly Smith Indigenous employment 191 Corie Duff, Kate Hutchings and Kerry Bodle Induction 192 See: Onboarding. Industrial action 192 Andy Hodder Industrial relations 193 Tony Dundon Informal learning 195 Karin Sanders Institutional framework 196 Miguel Martínez Lucio Institutional logics 198 Syed Imran Saqib Institutional theories 199 Alexandros Psychogios Intellectual capital 201 Stephen T.T. Teo, Christine Soo and Amy Wei Tian Intelligence tests 202 John G. O’Gorman and David Shum Internal labour market 203 Matthew Xerri International assignment 203 Maranda Ridgway International human resource management 205 Pawan S. Budhwar International Labour Organization 207 Kashfia Ameen and Arjan Keizer International labour standards 208 See: International Labour Organization. Internships 208 Jackie Carter Interpersonal skills 209 Rachel L. Morrison Intersectionality 210 Jenny K. Rodriguez Interviews 211 Chris Rowley, Nagiah Ramasamy and Anne Cox Japanese management 213 John Benson Job analysis 214 Joseph McCune Job description 215 Chris Rowley, Nagiah Ramasamy and Anne Cox Job design 216 Sharon K. Parker and Joseph A. Carpini Job enlargement 218 Joseph A. Carpini and Sharon K. Parker Job enrichment 219 Sharon K. Parker and Joseph A. Carpini Job evaluation 220 Hadi El-Farr Job quality 221 Patricia Findlay Job rotation 222 Joseph A. Carpini and Sharon K. Parker Job satisfaction 224 Eva Knies Job security 224 Jenny K. Rodriguez Joint consultation 226 Peter F. Beszter Knowledge management 227 Donald Hislop Knowledge worker 228 Jean Cushen Knowledge, skills and abilities 229 Amie Shaw KSA 230 See: Knowledge, skills and abilities. Labour 231 Maurizio Atzeni Labour market 232 Chris F. Wright Labour migration 233 Stefania Marino and Miguel Martínez Lucio Labour mobility 234 Chris F. Wright Labour process 235 Paul Thompson Labour theory 236 See: Labour process. Labour turnover 236 Chris Rowley, Nagiah Ramasamy and Anne Cox Leader–member exchange 237 Herman H.M. Tse and Marie T. Dasborough Leadership 239 Rafia Faiz Lean production 240 Stephen Procter Learning cycle 241 Amie Shaw Learning organization 242 Margarita Nyfoudi Learning style 243 Amie Shaw Leaveism 244 James Richards Liberal market economy 245 Geoffrey Wood Lifetime employment 246 Katsuki Aoki Line managers 247 Douglas W.S. Renwick Living wage 248 Tony Dobbins and Peter Prowse LMX 249 See: Leader–member exchange. Long hours culture 249 See: Workaholism. Low pay 249 Damian Grimshaw Management consultancy 251 Joe O’Mahoney Management development 252 Thomas Garavan and Deirdre McQuillan Management style 254 Anni Hollings Managerial control 255 Paul Thompson Maslow 256 See: Hierarchy of needs. Maternity leave 256 See: Maternity, paternity and parental leave. Maternity, paternity and parental leave 256 Marian Baird Mayo 257 See: Human relations movement. MBTI 257 See: Myers–Briggs type indicator. McGregor 257 Daniel King Meaningful work 258 Ruth Yeoman Mediation 259 Paul Latreille Mental well-being 260 Cary L. Cooper Mentoring 262 Margarita Nyfoudi Migrant worker 262 Susan Ressia Millennials 263 Sangita De Minimum wage 264 Damian Grimshaw Misconduct 265 Emily Rose MNC 266 See: Multinational company. MNE 266 See: Multinational company. Motivation 266 Gary Latham and Jelena Brcic Motivators 268 See: Herzberg. Multinational company 268 Alexandros Psychogios Multinational corporation 269 See: Multinational company. Multinational enterprise 269 See: Multinational company. Multi-skilling 269 Christine Naschberger Myers–Briggs type indicator 270 Sangita De National culture 272 Alexandros Psychogios Negotiation 273 Ian McAndrew Neuro-HR 274 Alexandros Psychogios Neurodivergence 276 James Richards Neurodiversity 277 See: Neurodivergence. Non-unionism 277 Stewart Johnstone Notice period 278 Emily Rose OCB 279 See: Organizational citizenship behaviour. Occupational health and safety 279 Minjie Cai Off-the-job learning 280 Jim Stewart Office housework 281 Jenny K. Rodriguez On-the-job learning 282 Joanna Booth and Louise Oldridge Onboarding 283 Rodolfo Sommer Online learning 284 Chris Rowley and Ashish Malik Organization development 285 Chris Rowley and Ashish Malik Organizational career systems 286 Yehuda Baruch Organizational citizenship behaviour 287 Eva Knies Organizational climate 288 Jenny K. Rodriguez and Carlos Gomez Diaz Organizational culture 289 Alistair Cheyne Organizational learning 291 Maha Alfarhan, Haidang Nguyen and Helen Shipton Outsourcing 292 Fang Lee Cooke Overtime 293 James Arrowsmith Panel interviews 295 Chris Rowley, Nagiah Ramasamy and Anne Cox Part-time working 296 Mengyi Xu Partnership 297 Stewart Johnstone Paternity leave 298 See: Maternity, paternity and parental leave. Payment system 298 Stephen J. Perkins PDP 299 See: Personal development plan. Peer appraisal 299 Amie Shaw Pensions 300 Bethania Antunes Performance appraisal 301 Amie Shaw Performance appraisal interview 302 Amie Shaw Performance management 303 Elaine Farndale Performance-related pay 304 Geoff White Peripheral worker 305 Fang Lee Cooke Person specification 307 Susan Ressia Person–environment fit 307 Brianna Barker Caza Personal development plan 309 Jim Stewart Personality test 310 Susan Ressia Personality traits 311 David J. Hughes, John-Paul Martindale and Paul Irwing Picketing 312 Gregor Gall Platform work 313 Al James Pluralism 314 Niall Cullinane Polycentric management 316 Olga Tregaskis Precarious employment 317 Chris Forde Presenteeism 318 James Richards Probation 319 Chris Rowley, Nagiah Ramasamy and Anne Cox Profit-sharing 320 Erik Poutsma Promotion 321 Chris Rowley, Nagiah Ramasamy and Anne Cox Psychological capital 322 Maree Roche Psychological contract 324 Neil Conway Psychometric testing 325 Raymond Randall Race to the bottom 327 Nathaniel Tetteh Radicalism 328 Niall Cullinane Recruitment 329 Scott A. Hurrell Recruitment agency 330 Galit Klein Redeployment 331 Chris Rowley, Nagiah Ramasamy and Anne Cox References 332 Chris Rowley, Nagiah Ramasamy and Anne Cox Regulation 333 Miguel Martínez Lucio Repatriation 334 Michael J. Morley Representative participation 335 Tony Dundon Resignation 336 Chris Rowley, Nagiah Ramasamy and Anne Cox Resilience 337 Joshua Haist Resource-based view 338 Brian Harney Resourcing 339 Stephen Taylor Résumé 341 See: Curriculum vitae. Retention 341 Chris Rowley, Nagiah Ramasamy and Anne Cox Skill 361 Dimitrinka Stoyanova Russell Skills-based pay 362 Rebecca Hewett Small and medium-sized enterprises 363 Stewart Johnstone SMEs 364 See: Small and medium-sized enterprises. Social capital 364 Christine Soo, Amy Wei Tian and Stephen T.T. Teo Social media 365 Maria Khan Staff associations 367 Stewart Johnstone Staff networks 368 See: Employee networks. State 368 Miguel Martínez Lucio Strategic choice 369 Brian Harney Strategic HRM 370 Paul Boselie Strategy 372 Brian Harney Stress 373 Joshua Haist Strikes 374 Gregor Gall Subcontracting 375 Fang Lee Cooke Succession planning 376 Chris Rowley, Nagiah Ramasamy and Anne Cox Suggestion scheme 377 Paula K. Mowbray Systematic training cycle 378 Kathryn Moura Talent management 380 Anthony McDonnell and Siva Shaangari Seathu Raman Taylor 381 See: Scientific management. Taylorism 381 See: Scientific management. Team pay 381 Rebecca Hewett Teamwork 382 Stephen Procter Telework 383 Susan Ressia and Peter Ross Temporary work 384 Chris Forde and Gary Slater Theory X 384 See: McGregor. Theory Y 384 See: McGregor. Total reward 385 Geoff White Trade union recognition 386 Tony Dundon Trade unions 386 David Peetz Training and development 388 Dimitrinka Stoyanova Russell Training needs analysis 390 Kathryn Moura Transferable skills 391 Chris Rowley and Ashish Malik Transformational leadership 392 Paul S. Turner Transnational collective agreements 393 Miguel Martínez Lucio Ubuntu 395 Joy Tauetsile Unconscious bias 396 Lucy Taksa and Louise Thornthwaite Underemployment 397 Jason Heyes Union density 398 Steve Williams Union organising 399 Melanie Simms Unitarism 400 Niall Cullinane Universalistic theory 401 Brian Harney Upward appraisal 403 Amie Shaw Variable pay 404 Geoff White Virtual work 405 Mayra Ruiz Castro Vocational education and training 406 Simon McGrath Wasta 408 Maranda Ridgway Water cooler chat 409 Nora Denner and Thomas Koch Well-being 410 See: Employee well-being. Whistleblowing 410 Kate Kenny, Muhammad Irfan and Meghan Van Portfliet Work 411 John W. Budd Work organization 412 Bill Harley Workaholism 414 Xi Wen (Carys) Chan Worker 415 Emily Rose Workforce planning 416 Angela Baron Working from home 417 Ruth McPhail Working time 418 James Arrowsmith Work–life balance 420 Clare Kelliher Workplace bullying 421 Ria Deakin Workplace democracy 422 Andrew R. Timming Zero-hours contracts 424 Ioulia Bessa, Chris Forde and Mark Stuart Index 426

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Book SynopsisThe tourism, hospitality and events industries comprise one of the largest and most diverse workforces in the world, creating high demand for graduates with strong technical and managerial competencies. Case-based learning encourages students to think, understand, and apply the concepts and theories they're taught into practical, everyday situations faced in the world of work. Providing a broad selection of extensive global cases, this book forms a comprehensive one-stop-shop resource for readers to test their analytical skill and abilities in solving complex management issues. Cases include teaching notes to reflect theoretical perspectives, as well as questions, detailed learning activities and solutions. The book covers:- General management, including innovation, ethics, and sustainability;- Strategic management, including business models, SWOT analyses and internationalisation;- Human resource management, including motivating employees, conflict management and work-life balance;- Marketing, including managing service quality, branding and new service development;- Financial management, including budgeting, risk management and forecasting;- Operations management, including food and beverage delivery, revenue management and health and safety.A useful and engaging read for students of tourism, hospitality and events, this book is also a valuable compilation of examples of practice for people working in industry.

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Book SynopsisElgar Advanced Introductions are stimulating and thoughtful introductions to major fields in the social sciences, business and law, expertly written by the world’s leading scholars. Designed to be accessible yet rigorous, they offer concise and lucid surveys of the substantive and policy issues associated with discrete subject areas.This insightful Advanced Introduction provides a road map for building and maintaining a sustainable career. Delving into the meaning of a ‘sustainable career’, the book examines the factors that threaten a career’s sustainability, such as economic turbulence, changes in organizational practices, and advances in technology, offering actions that can be taken to overcome these threats and strengthen the sustainability of careers.Key Features: Identifies the role of gender in building a sustainable career Introduces a new model of career sustainability, emphasizing the relevance of employees’ home life in building a sustainable career Demonstrates how building a sustainable career is the shared responsibility of employees and their families, employers, and society Establishes that some groups in society are substantially more vulnerable than others and require additional or different resources to build and maintain a sustainable career This Advanced Introduction will be a valuable guide for scholars and advanced students of sustainable careers, human resource management, and organizational behavior. It will also be useful for practitioners and policy makers in these fields as well as individuals who want to build a more sustainable career.Trade Review‘How does one build and sustain a career over the lifespan? Greenhaus and Callanan provide a roadmap for how to navigate careers in today’s turbulent work environment. Full of practical tips and research-based insights, this book is a must read for anyone at any career stage who is interested in achieving health, satisfaction, and productivity at work.’ -- Tammy Allen, University of South Florida, US‘Jeff Greenhaus’s and Gerard A. Callanan’s book, Advanced Introduction to Sustainable Careers is a well-researched, well-written, and highly accessible book on the latest literature on sustainable careers. Readers will walk away with fresh new insights on sustainable careers, and how to build, manage, and renew them for healthy satisfied and productive lives on and off the job. Scholars, students, and managers will gain new understandings on the contemporary career challenges faced across the workforce in building sustainable careers including gig workers, vulnerable populations, the continuing work-home barriers facing women’s careers, and the career issues all workers face in increasingly turbulent environments.’ -- Ellen Ernst Kossek, Purdue University, USTable of ContentsContents: 1. An overview of the concept of a sustainable career 2. A model of career sustainability 3. Building a sustainable career: appraising the present and the future 4. Building a sustainable career: taking action 5. Employees who face vulnerabilities and obstacles to a sustainable career 6. The challenges of maintaining a sustainable career over the life span 7. Gender and the work–home challenge 8. Concluding thoughts on sustainable careers Index

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Book SynopsisThis cutting-edge book charts the latest ideas and concepts in employment relations research. Mapping out the intellectual boundaries of the field, The Future of Work and Employment outlines the key research and policy outcomes for work and employment in the age of digitisation and artificial intelligence. Internationally renowned contributors unpack the implications of the latest developments in employment relations, from the rise of the gig economy to the role of platform companies, from perspectives such as employment (in)security, equity, fairness, wellbeing and voice. Reviewing the extant literature on the future of work, and exploring the biggest issues facing the modern workforce, this book argues for a research base that allows more sober reflections on the grand claims that dictate the future of work. Empirically-grounded and incisively-argued, the book forms critical reading for both undergraduate and postgraduate students of business and human resource management, featuring insight into the latest developments in the field. Researchers, policymakers and practitioners will also benefit from its implications for policy and its blending of theory and practice. Trade Review'Many talk about the future of work. This volume refreshingly replaces grand pronouncements, sweeping generalizations, and a narrow focus on technology and the gig economy with thoughtful, nuanced reflections on a wide range of challenges. Taken together, this collection of stimulating chapters results in a robust research agenda that should help define the future of the future of work.' --John W. Budd, University of Minnesota, US, and author of The Thought of WorkTable of ContentsContents: PART I THE CHANGING CONTEXT 1 Understanding the future of work 2 Adrian Wilkinson and Michael Barry PART II CHANGING PRACTICES 2 Work ‘or’ employment in the 21st century: its impact on the employment relationship 19 Chris Brewster and Peter Holland 3 Unpaid work experience and internships: a growing and contested feature of the future of work 33 Paula McDonald and Deanna Grant-Smith 4 Diversity and inclusion in a changing world of work 49 Gill Kirton 5 Contemporary challenges in meaningful work 65 Catherine Bailey and Adrian Madden 6 Employment and work in Europe: improvement or just change? 83 David Foden PART III THE FUTURE OF THE FUTURE OF WORK 7 Financing the future of work: who pays? 103 Jean Cushen 8 Future of Work (FoW) and gender 119 Sarah Kaine, Frances Flanagan and Katherine Ravenswood 9 Biotechnological change and its implications 139 David Peetz and Georgina Murray 10 Work and wages in the gig economy: can there be a high road? 156 Joshua Healy and Andreas Pekarek 11 The growing disruptive impact of work automation: where should future research focus? 174 Victor Gekara and Darryn Snell 12 Governing Global Production Networks in the new economy 189 Huw Thomas 13 Navigating the future of work to build meaningful careers 204 Edwin Trevor-Roberts 14 The future of employee engagement: the challenge of separating old wine from new bottles 223 Bruce E. Kaufman, Michael Barry, Adrian Wilkinson and Rafael Gomez Index 245

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Book SynopsisIn this timely book, Barbara Czarniawska and Bernward Joerges examine the hopes and fears around work and job security inspired by automation, from the original coining of the term 'robot' to the present day media fascination. Have these hopes and fears changed or do they remain the same? This discerning book investigates whether these changes in perception correlate to actual changes taking place in the field of robotics. Exploring several streams of popular culture, including ground-breaking science fiction novels and films, the impact of these globally renowned works on public opinion regarding robotics is assessed. Detailed media analysis identifies the frequency and complexity of common views that stem from the ideas found in both fiction and scientific research results disseminated by the news. Recent social science works dedicated to the study of robotziation are then reviewed, illustrating current and future debates surrounding the phenomenon of the 'robot revolution'. Robotization of Work? will be a key resource for students and scholars studying the organization of work, IT and digitalization, and cultural studies. It will also be of interest to anyone engaged with the concepts of artificial intelligence (AI) and robotization.Trade Review'Within the rapidly proliferating field of social studies of cybernetics this brilliant book stands out in several ways. It revisits the epistemology of autopoiesis by unearthing how popular culture, science fiction and cybernetics co-constitute each other since the 1920's. In doing so this book on imaginaries and technological developments ingeniously translates one of the key problems of knowing the world into a down-to-earth empirical investigation of the various literatures and films on the robotization of work. While most recent publications that similarly aim to address the core issues of cybernetics surrender to the urge of making prophecies, Czarniawska and Joerges consequentially remain astute, sober and razor-sharp and thereby provocatively interrupt a current trend. The elegant precision of the argument and the clarity of the language deployed makes this erudite and yet modest book come as a relief when one feels overwhelmed by the high-flown premonitions surrounding us.' --Richard Rottenburg, University of the Witwatersrand, South Africa'There has been a lot of speculation recently about the consequences of robotization. In particular, how artificial intelligence (AI) might automate and replace tasks thought uniquely human. It would be easy to be carried away with the hyperbole. However, to ignore their potential effects would also be remiss. In the Robotization of Work, Czarniawska and Joerges provide the perfect antidote by studying how robotization and automation have been characterised in literature, film, media and the social sciences, and compare predictions from the 'first wave' of AI to those made today. Written with intelligence - and some humour - this book will be required reading for scholars interested in how (and in what form) ideas of automation continue to inhabit our imagination and drive our actions.' --Neil Pollock, University of Edinburgh, UK'In the midst of a full moral panic about robots and artificial intelligence, this wise and engaging book manages to avoid both the hype and hysteria by examining how popular culture - mainly science fiction movies and books - have portrayed robots and their impact on society. Brimming with new insights, the authors show how fiction has addressed many of the themes taken up in later scholarship. We imagine the worst but in the end our societies and institutions shape the actual technology we end up with.' --Trevor J. Pinch, Cornell University, USTable of ContentsContents: Introduction 1. Robot revolution? 2. Robotization and popular culture 3. Robots in popular culture 4. Robots in popular culture: A tentative taxonomy 5. Robotization in the media: 2014-2017 6. Robotization in social sciences 7. (Some) conclusions References Index

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Book SynopsisElgar Research Agendas outline the future of research in a given area. Leading scholars are given the space to explore their subject in provocative ways and map out the potential directions of travel. They are relevant but also visionary.This enlightening Research Agenda considers the latest developments within the world of work, arguing that the time is right to address the variety of Human Resource Management (HRM) practices and arrangements.Helping readers to deepen their theoretical understanding of HRM systems and processes, this Research Agenda brings insights from strategic human capital and theories that have been outside the main focus of strategic HRM researchers. Chapters look at attribution theories, the role of human and social capital in strategic HRM, as well as institutional or social forces that affect firm choices of HRM practices and outcomes. The book takes us beyond a best practice view by examining online labour platforms, the liquid workforce, networked organizations, and the management of human resources in entrepreneurial firms.Exploring the varying forms of HRM systems and practices, this book will be a key resource for scholars and PhD students in the fields of human resource management and strategic management.Trade Review‘While nearly all would agree that the world of work is undergoing dramatic change, there is an underappreciation of the increasing variation in organizational forms that is emerging. This volume fills the gap with thoughtful essays each of which provides new theory and evidence. Practitioners as well as theorists will benefit much from the many insights provided by top scholars in this volume. The essays clarify not only what is happening, but also why change is occurring and what policymakers could do to ensure society benefits from the ongoing changes.’ -- Harry C. Katz, Cornell University, USTable of ContentsContents: Preface xvii 1 Introduction to A Research Agenda for Strategic Human Resource Management 1 Peter D. Sherer PART I VARIETY IN THEORETICAL PERSPECTIVES AND PROCESSES 2 Failure to institutionalize? The case of high-performance work systems 21 Pamela S. Tolbert 3 The human resource management–outcomes relationship: an attributional HR process perspective 45 Karin Sanders 4 Leveraging strategic human capital research themes in strategic HRM research 67 Clint Chadwick, Mengwei Li and Ilhwan Na 5 An expanded model of HR strategy, social capital, and firm performance: the moderating effects of organizational contingencies and resource orchestration 93 Christopher J. Collins PART II VARIETY IN HRM FORMS 6 The liquid workforce 117 Peter Cappelli and Minseo Baek 7 Networked-based strategic human resource management: managing people within and beyond the boundaries of organizations 145 Juani Swart, David Cross, Nicholas Kinnie and Scott Snell 8 HRM practices for value creation and value capture in online labour platform ecosystems: towards an integrative perspective 167 Anne Keegan and Jeroen Meijerink 9 People management in entrepreneurial firms 195 Joonyoung Kim and M. Diane Burton 10 Future directions 225 Peter D. Sherer Index 233

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Book SynopsisInternational talent management has become a critically important topic for scholarly discussion, in policy debates, and among the business community. Despite this, however, research into talent management tends to lack theoretical underpinnings, especially from an international, multidisciplinary and comparative perspective. This Research Handbook fills this gap, bringing together a range of leading researchers, scholars, and thinkers to debate and advance the conceptualization and understanding of this multifaceted subject. With chapters covering key topics within multiple domains of management and organization studies, the Research Handbook of International Talent Management explores the topic in innovative entrepreneurial enterprises to international businesses. It also examines how talent management relates to sustainability and public management, providing in depth coverage of the field for an interdisciplinary approach to what is one of the grand contemporary challenges facing the global economy today. This Research Handbook will be a vital resource for students of human resources management, business studies and public management policy, as well as for researchers with an interest in talent management, international management, and entrepreneurship and innovation.Trade Review'This very important book, edited by Yipeng Liu, explores the issues surrounding talent management in a global context, from international work arrangements to managing expatriates to corporate governance to the changing role of the manager and the ''global war for talent''.' --Professor Sir Cary Cooper, University of Manchester, UK'An excellent aid for anyone seeking to better understand the importance of talent and how flows of human capital will shape future development. Adopting an interdisciplinary approach, the text provides a unique systematic analysis of the theory, practice, and impacts of talent management.' --Wang Huiyao, President, Centre for China and Globalization (CCG) and Counselor for China State Council'It takes an international and interdisciplinary perspective on talent management across a wide range of empirical contexts. Different kinds of talent and talent management systems are explored across different national cultures, industry sectors and organisational functions. The contributors also look at different kinds of organisations, from entrepreneurial start-ups and creative design firms to expatriate-staffed subsidiaries and public sector organisations. Comparisons within and across these organisational types then reveal a wide variety of approaches to a common goal; to attract, keep and deploy talent for the good of the organisation.' --Simon Collinson, University of Birmingham, UKTable of ContentsContents: Forewords Sir Cary L. Cooper, Huiyao Wang, Simon Collinson and David G. Collings Introduction: International talent management research – a multidisciplinary and interdisciplinary approach Yipeng Liu Part I International talent management, entrepreneurship and innovation 1. Talent Management and Innovation Management: Review of the Literature and Challenges for Future Research Daniela Baglieri, Maria Cristina Cinici and Antonio Crupi 2. Talent for services: How gaining access to talent enables successful servitization Marco Opazo-Basáez, Ferran Vendrell-Herrero and Oscar F. Bustinza 3. Serial entrepreneurs as “incubators”: individuals with inspiration and leadership that make for incubation Yin Mon Myint, Shilendra Vyakarnam and Alexandra Huener 4. A Design Thinking Approach for Talent Management – Can Talent Management benefit from Design Thinking? Beke Redlich and Christoph Lattemann Part II International talent management and international business 5. Managing Expatriates of emerging multinationals: An institutional work perspective David Fan, Yiyi Su and Zheng J. Yan 6. Global Work Arrangements and talent management in the Born-Virtual Organization: The Case Study of Automattic Alessandra Vecchi 7. Inpatriation management: a literature review and recommendations for future research Fedor Portniagin and Fabian Jintae Froese 8. Logic or Smiles?: International talent management across advanced and emerging economic contexts - Japanese expatriates’ cross-cultural communication friction in India Ashok Ashta, Peter Stokes and Paul Hughes 9. Compensation Disparity, Underpayment and Director Turnover: Evidence from China Mahmoud Ezzamel and Yang Zhao Part III International talent management, sustainability, public management and policy 10. Talents for key positions in organizations: Sustainability management as a profession Katharina Spraul, Julia Hufnagel, Cynthia Friedrich and Natalie Brill 11. Training Programs to Develop the Ethicality of Talents Dominic Kreismann and Till Talaulicar 12. Global Talent Management and Higher Education Governance: The Singapore Experience in a Comparative Perspective Hong Liu 13. Talent management strategies in the public sector: A review of talent management schemes in Southeast Asia Celia Lee and Shahamak Rezaei 14. China: Talent management in transition Tony Fang 15. Characterizing the ‘Global War for Talent’ Kyle Griffith Index

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Book SynopsisSpanning five continents, this cutting-edge book provides a thorough international overview of equality, diversity and inclusion at work. Analysing the demographics of the workplace and the economic outcomes achieved by different segments of the population, it offers readers a better understanding of diverse work environments and how they are influenced by legislation and populations.Grounded in theoretical and legal frameworks and supported by primary and secondary research, the Research Handbook highlights which dimensions of diversity and equality at work should be addressed. Chapters cover topics such as gender inequality and the underrepresentation of women in managerial positions, non-discrimination employment legislation, the labour participation of persons with disabilities and more. Focusing on previously under-researched countries across the world, from Bosnia and Herzegovina and Chile to Lebanon, Morocco, Singapore and several others from the Global South, this Research Handbook offers a fresh perspective on key issues within the workplace.This Research Handbook will be key reading for academics and graduate students in management, industrial relations, public policy and sociology looking to develop their knowledge of equality, diversity and inclusion in an organisational context and in under-researched countries. It will also be of great benefit to policy makers and employers in government, civil society and the private sector who wish to increase diversity and improve their equality and inclusion policies and practices in the workplace.Table of ContentsContents: Introduction to the Research Handbook on New Frontiers of Equality and Diversity at Work 1 Alain Klarsfeld, Lena Knappert, Angela Kornau, Eddy S. Ng and Faith W. Ngunjiri 1 At the European intersection: the Austrian way to equality, diversity and inclusion 16 Isabella Scheibmayr and Astrid Reichel 2 Perspectives on diversity and equality in Bangladesh 36 Samina M. Saifuddin, Harinder Chhina and Laila Zaman 3 Gender inequality and the under-representation of women in managerial positions in Bosnia and Herzegovina 54 Almina Bešić, Zijada Rahimić, Christian Hirt and Renate Ortlieb 4 The discovery of diversity in Chile: a review of legislation and research concerning equality, inclusion and diversity management 72 Francisca Álvarez-Figueroa, Juan Pablo Queupil and Daniel A. Díaz 5 The labor participation of persons with disabilities in India: journey from the old to the new act (1995–2016) 93 Amit Jain and Shreyashi Chakraborty 6 Diversity, equality and inclusion in Israel 115 Alain Klarsfeld and Avi Kay 7 Understanding diversity in the Lebanese workplace: legal protections in the context of protracted crises and occupation 132 Charlotte M. Karam 8 Equality and nondiscrimination employment legislation in Mexico: evolution and effectiveness by gender and age 160 Isis Gutiérrez-Martínez and Miguel R. Olivas-Luján 9 Exploring the unknown: forms of diversity in Morocco 182 Doha Sahraoui Bentaleb and Asma Ait Bounssiyal 10 EDI in Singapore: emerging issues with sexual and gender minorities and people living with HIV 198 Angeline Cuifang Lim, Jefferson Karthikeyan Rajah, Julian Wei Meng Sng and Yee Han Kuan 11 Employment equity and affirmative action in the South African landscape 217 Nasima M. H. Carrim, Caren Brenda Scheepers and Leon Moolman 12 Diversity and equality in Turkey: an institutional perspective 234 Duygu Acar Erdur Index

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Book SynopsisManagement practices within the health care sector are shaped by a multitude of professional, social, political and technical factors. This Elgar Encyclopedia of Healthcare Management provides insights and definitions on essential themes that clarify complexity and specificity of leading within the health sector, as well as the latest trends in health policy that affects management practices. Its structure is built on the current agenda of health managers and health management scholars and it offers a broad look into new challenges and principles that are re-shaping managerial dynamics of the health sector and the way the health services should be designed and delivered.Key Features: 117 accessible entries organized by theme An up-to-date examination of emerging healthcare paradigms Over 50 leading contributors from a variety of backgrounds and specialisms A balanced subject range aimed at improving the proficiencies of healthcare leaders, across technical skills and management practices This authoritative work will be incredibly useful for students and scholars of healthcare management, policy and economics.Trade Review‘This expertly-edited Encyclopedia is an outstanding resource for managers and students of today’s healthcare systems and organizations who must navigate a range of unprecedented challenges. Taken together, the 117 chapters provide a comprehensive, timely, and useful summary and discussion of key topics in the field of healthcare management.’ -- Thomas D'Aunno, New York University, US‘The Elgar Encyclopedia of Healthcare Management is a unique resource for truly understanding the many nuances and complexities of the healthcare sector. Comprehensive in scope and global in viewpoint, Professor Lega provides a contemporary array of topics that are organized thematically and written by acknowledged subject matter experts. This ambitious and impressive Encyclopedia is an essential resource for healthcare policy makers, leaders, clinicians, researchers, and students.’ -- Stephen J. O’Connor, University of Alabama at Birmingham, USTable of ContentsContents: Preface xiv PART I SCENARIOS 1 Big data and artificial intelligence 2 Martina Cappellina 2 Disruptive technology innovations 6 Claudia Bianchino 3 Genomics 8 Andrea Sommariva 4 Globalization 11 Houseyin Akyil 5 Medical tourism 13 Shir Sara Bekhor 6 Precision medicine 16 Valeria Mazzola 7 Robotics 19 Michele Giovanni Cusmai PART II BASIC MODELS OF HEALTH SYSTEMS 8 Beveridge model 22 Yagis Bey 9 Bismarck model 24 Assaf Ben Haim 10 Market-driven model 26 Eric Berrou PART III EVOLUTION OF THE PHARMA AND MEDTECH INDUSTRY 11 Market access 30 Emanuele Marsili 12 Digital therapeutics 33 Elena Maggioni 13 Biotech 36 Francesco Bagordo, Antonella De Donno and Tiziana Grassi PART IV FOUNDATIONS OF HEALTH ECONOMICS 14 Baumol’s cost disease 40 David Brett Doerksen 15 Disease mongering 42 Giulia Gallo 16 Moral hazard in health insurance 44 Ana Paula Fontoura Andrade Reis 17 Quasi-markets 46 Mario del Vecchio 18 Supplier-induced demand 48 Ghina el Nounou PART V FUNDING 19 Payment mechanisms 51 Martina Pisarra 20 Sources of funding 55 Guido Noto 21 Tariff vs price 57 Guido Noto PART VI HEALTH POLICY PRINCIPLES 22 Equality and equity 60 Silvia de Donato 23 Universalism 62 Giulia de Fortunato 24 Well-being 64 Valentina Lombardi PART VII INVESTMENT ANALYSIS 25 Business planning of healthcare services 69 Giovanni Aguzzi 26 Sources of funding for investments 71 Clara Del Prete, Marta Marsilio and Fabio Amatucci PART VIII LEVELS OF CARE 27 Acute, sub-acute and post-acute care 77 Mehmet Can Cifci 28 Chronic care 79 Ana Ciobanu 29 Home care and community care 83 Claudia Bianchino, Davide Carnevali and Niccolò Principi 30 Hospital 86 Clara Del Prete 31 Long term care 91 Zignat Courtoux 32 Prevention 93 Elisabetta Pierini 33 Screenings 97 Federica Natarelli 34 Primary healthcare 101 Carolina Curti 35 Secondary vs tertiary vs quaternary care 104 Magdalena Czajkowska PART IX NEW PARADIGMS 36 Access to healthcare 108 Claudia Bianchino 37 Co-production 110 Marta Marsilio and Chiara Guglielmetti 38 Demedicalization 113 Francesco Mazziotta 39 Evidence-based medicine 115 Pietro Magnoni 40 From compliance to concordance 119 Bharat Nandakumar 41 Gender medicine 121 Eduardo Marra 42 Global health 123 Giovanna Clerici 43 Health literacy 125 Sara Garlini 44 Initiative medicine 127 Preetha Karki 45 Integrated care 130 Sanem Inci 46 Population health management 133 Federica Michelozzi 47 Skill mix and task shifting in healthcare 136 Alfredo Marchetti 48 Value-based vs volume-based healthcare 138 Vanessa Maffi PART X PLAYERS 49 Boundaryless hospital 142 Benedetta Calcaterra Borri 50 Community and country hospital 144 Gloria Castelletti 51 Intermediate and transitional care settings 147 Emilie Cozzani 52 Primary care center 150 Edoardo Campioli 53 Research hospital 152 Navpreet Tiwana 54 Teaching hospital 154 Laura Cavazzana PART XI TRENDS 55 Business models 157 Federico Lega 56 Decentralization and devolution in healthcare 159 Federico Lega 57 Multidisciplinarity and inter- professionality 161 Anna Prenestini 58 Telemedicine 164 Claudia Bianchino 59 Vertical and horizontal integration (hub and spoke network) 168 Alice Danieli PART XII BEHAVIOURS: CHALLENGES TO LEADING HEALTH ORGANIZATIONS 60 Accountability 173 Andrea Rotolo 61 Accountable care plan and organization 174 Steven Howard 62 Iatocracy, professional bureaucracy and corporatization 177 Federico Lega 63 Political arena 180 Federico Lega 64 Professional vs managerial culture 182 Marco Sartirana 65 Professionalism 184 Marco Sartirana 66 Stakeholder management 186 Andrea Rotolo 67 Teamwork 187 Luca Solari 68 Turf wars 189 Elena Maggioni PART XIII PRACTICES 69 Change management 193 Riccardo Primavera 70 Disaster management 195 Clara del Prete 71 Leadership and leadership styles 199 Gabriele del Castillo PART XIV ROLES 72 Case manager 203 Annachiara Rotolo 73 Clinical engineer 205 Paolo Oliva 74 Clinical leader 208 Peter Lees 75 Controller 211 Clara Carbone and Bernardo Provvedi 76 Family and community nurse 215 Cecilia Rossi 77 General practitioner 218 Antony Peris 78 Hospitalist 220 Sonia Maria Prevedello 79 Medical director 223 80 Operations manager 225 Marta Marsilio and Anna Prenestini 81 Pharmacist 228 Maria Grazia Cattaneo, Sabrina Beltramini, Susanna Ciampalini, Domenica Costantino, Maria Cristina Galizia and Piera Polidori 82 Quality and risk manager 233 Francesca Montesi Righetti PART XV TOOLS SYSTEM AND PROCESS: DISEASE MANAGEMENT 83 Clinical governance 237 Gaia Ratti 84 Guidelines and protocols in healthcare systems 239 Alert Vukatana PART XVI INNOVATION MANAGEMENT 85 Clinical trial 243 Davide Salvadori 86 Health technology assessment 246 Claudia Bianchino PART XVII OPERATIONS 87 Electronic clinical records 251 Anushka Shankar 88 Patient flow logistics 253 Stefano Villa and Rossella Pellegrino 89 Patient management 256 Lisa de Felice 90 Supply chain 258 Shatakshi 91 Techniques for process and organizations improvement: lean management in healthcare 261 Marta Marsilio PART XVIII ORGANIZATION 92 Clinical service lines 264 Aswathy Varma 93 Converging trends in hospital transformation 267 Federico Lega 94 Divisionalization, clinical directorates and Troika model in healthcare 271 Federico Lega 95 Organizational culture 273 Anna Prenestini and Stefano Calciolari 96 Organizational design and development for healthcare organizations 276 Federico Lega 97 Patient-centered hospital and health organization 281 Gabriele Zimei PART XIX PEOPLE 98 Clinical and professional engagement 285 Martyna Emilia Pszczolka 99 Great Place to Work® 288 Federica Natarelli 100 Magnet hospital 291 Michele Giovanni Cusmai PART XX PERFORMANCE 101 Balanced scorecard in healthcare organizations 294 Anna Prenestini 102 Budgeting (financial vs operational) 298 Michele Giovanni Cusmai 103 Customer satisfaction 301 Elena Maggioni 104 DRG and case mix index 303 Francesca Grosso 105 Length of stay 305 Gabriele del Castillo 106 Performance measurement and management systems 307 Anna Prenestini and Guido Noto 107 PROMs and PREMs 310 Fivia Stavrou 108 Strategic control 313 Anna Prenestini PART XXI PLANNING 109 Strategic planning 318 Andrea Rotolo 110 Strategy making 320 Corrado Cuccurullo PART XXII PROCUREMENT 111 Centralized procurement 324 Marta Marsilio 112 Innovation procurement 327 Marta Marsilio 113 Managed entry agreements (MEA) 330 Benjamin Oskar and Francesca Randon 114 Value-based procurement 333 Silvia Tarricone PART XXIII QUALITY 115 Accreditation in healthcare 337 Marta Szlaszynska 116 Audit 340 Francesco Mazziotta 117 Quality management 343 Francesca Montesi Righetti Index 346

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Book SynopsisThis thoroughly revised second edition presents up-to-date analysis from various academic streams and disciplines that illuminate our understanding of employee voice from a range of different perspectives. This wide-ranging Handbook demonstrates that research on employee voice has gone beyond union and non-union voices to build a wider and deeper knowledge base. Exploring the previously under-represented paradigm of the organizational behaviour approach, new chapters take account of a broader conceptualization of employee voice. Written by expert contributors, this Handbook explores the meaning and impact of employee voice for various stakeholders and considers the ways in which these actors engage with voice processes such as collective bargaining, individual processes, mutual gains, task-based voice and grievance procedures. This comprehensive Handbook will enable the reader to engage with the debates surrounding employee voice and help to extend our overall understanding of what goes on in workplaces at the heart of modern economies. This second edition of the Handbook of Research on Employee Voice will be a vital resource for academics and students researching human resource management, organizational behaviour and employment relations, while its forward-thinking approach will also appeal to policy makers, employers and union officials. Contributors include: M.M.C. Allen, A.C. Avgar, A. Barnes, M. Barry, C. Benassi, J. Benders, C.T. Brinsfield, A. Bryson, J.W. Budd, C. Casey, J. Chan, S. Chillas, N. Cullinane, T. Dobbins, V. Doellgast, J. Donaghey, T. Dundon, M. Edwards, R. Freeman, R. Gomez, J.A. Gruman, B. Harley, J. Harmer, E. Heery, P. Holland, J.A. Ingvaldsen, M. Irfan, S. Johnstone, S. Kaine, S. Kalfa, B.E. Kaufman, K. Kenny, B. Klaas, T. Kretschmer, D. Lewin, A.A. Luchak, M.M. Lucio, C. MacMillan, A. Marks, M.G. Menéndez, P. Mowbray, K.R. Murphy, W. Nienhüser, D. O Shea, G. Patmore, D.M. Pohler, S. Procter, A. Pyman, A.M. Saks, S. Sekwao, P. Strom, J. Syed, L. Thornthwaite, K. Townsend, W. Vandekerckhov, A. Wilkinson, S. Williams, P. WillmanTrade Review'This superb collection of chapters on employee voice represents the cutting edge of research in this area. The authors are leading international authorities in the field and the insights they share will be valuable to scholars, practitioners and students alike.' --Andrew R. Timming, The University of Western Australia'This book provides an intelligent and thoughtful account of employee voice and employee silence from a range of different academic perspectives. It stretches from historical accounts to thoughts for the future, all supported by an impressive number of empirically robust and theoretically rich accounts of current practice. It is an outstanding and timely work and is sure to be a must-read for anyone studying or conducting research in the area.' --Irena Grugulis, University of Leeds, UKTable of ContentsContents: Part I Perspectives and Theories of Voice – 1. Employee voice: bridging new terrains and disciplinary boundaries Adrian Wilkinson, Tony Dundon, Jimmy Donaghey and Richard Freeman 2 Employee voice before Hirschman: its early history, conceptualization, and practice Bruce E. Kaufman 3 Hirschman and voice Matthew M.C. Allen 4 Employee voice and the transaction cost economics project Paul Willman, Alex Bryson, Rafael Gomez and Tobias Kretschmer 5 Industrial democracy in the twenty-first century Catherine Casey 6 Labour process Abigail Marks and Shiona Chillas 7 Employee voice and silence in organizational behavior Chad T. Brinsfield and Marissa Edwards PART II ACTORS 8 Managing voice: an employers perpective Peter Holland 9 Line managers Keith Townsend and Paula Mowbray 10 Union voice Sarah Kaine 11 The missing employee in employee voice research Dionne M. Pohler, Andrew A. Luchak, & J.M. Harmer 12 The expression of worker voice through civil society organizations Edmund Heery and Stephen Williams) 13 Employee Voice and Democracy: A Critique of National and Transnational Laws Glenn Patmore PART III Voice PROCESSES 14 Collective bargaining Virginia Doellgast and Chiara Benassi 15 Works councils Werner Nienhüser 16 Joint consultative committees Amanda Pyman 17 Individual voice: grievance and other procedures David Lewin 18 High performance work systems and employee voice . Bill Harley 19 Task-based voice and teamworking Stephen Procter , Jos Benders and Jonas Ingvaldesen 20 Workplace partnership Stewart Johnstone 21 Voice in the mutual gains organization Ariel C. Avgar Stacey Sekwao ,Phoebe Strom 22 Non-union employee representation Tony Dobbins and Tony Dundon 23 Employee and Collective Voice Engagement: Being psychologicallypresent when speaking up at work Jamie A. Gruman and Alan M. Saks 24 Individual Voice in Informal and Formal Contexts in Organizations. Deirdre O’Shea and Kevin Murphy 25 Whistleblowing. Kate Kenny, Wim Vandekerckhov and Muhammad Irfan PART IV EVALUATING VOICE 26. Voice across borders: comparing and explaining the dynamic of participation in a context of change Maria González Menéndez and Miguel Martínez Lucio 27 Employee silence Niall Cullinane and Jimmy Donaghey 28 Diversity management and missing voices Jawad Syed 29 The Internet, the Web and Social Media: the promise and practice of E-Voice Louise Thornthwaite, Craig Macmillan and Alison Barnes 30. Charting Voice in a developing economy: the case of China Jenny Chan PART V Future Directions on voice 31. Workplace Voice: Assessing Its Impact on the Individual and the Organization Brian Klaas. 32 Integrating voice : Voice Within Hospitals: Reciprocal Relationship Between Employee Voice Related to Patient Care with Working Conditions Voice Adrian Wilkinson , Michael Barry Paula Mowbray and Ariel Avgar 33 The future of employee voice Senia Kalfa and John W. Budd Index

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Book SynopsisAs artificial intelligence and machine learning practices grow, entire industries and jobs could become more automated or cease to exist altogether. HR Without People? traces provocative and challenging timelines for future developments in ten, thirty and fifty years’ time, to interrogate how modern HR practices need to respond to far reaching technological and industrial change. Focusing on the role these technologies are playing in changing the HR profession and how they could and should develop industry practices in the future, HR experts Anthony R. Wheeler and M. Ronald Buckley explore how this profession has a vital role in responding to these changes and how it can adapt to meet the new challenges faced by both employers and employees. Examining key issues such as the effects of big data and algorithms ongoing role in influencing recruiting and selection, the changes in virtual technology that will alter training, and how the role of government will expand to address the needs of citizens affected by the rate of change in workforce displacement, HR Without People? is a stimulating and confrontational challenge to conventional thinking on this people-centric profession’s role in the future of work.Table of ContentsChapter 1. The Evolution of Humans and Their Work Chapter 2. The Importance of Work to Societies Chapter 3. The Current and Future States of Automation, Artificial Intelligence, and Machine Learning Chapter 4. The Current State of HRM with Automation, Artificial Intelligence, and Machine Learning Chapter 5. Near Term Human Resources Challenges in the Age of Automation, Artificial Intelligence and Machine Learning Chapter 6. The Next Generation Chapter 7. A Century of Stress Headed into the Next Century Chapter 8. Serving Multiple Segments of the Population Chapter 9. The Uneven Spread of the Fourth Industrial Revolution Chapter 10. A Technology-Enabled Future Renaissance?

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Book SynopsisSignificantly revised and updated, the second edition of Smart Talent Management presents a fresh perspective on two important areas of emphasis for current research and practice: talent management (TM) and knowledge management (KM). It identifies, defines, and explores the implementation of talent management strategies aimed at facilitating effective knowledge management in an organization.A valuable hybrid, this book integrates the field of knowledge management with talent management areas of specialization focusing in particular on staffing, training, professional development, and organizational learning and change. This book identifies obstacles to talent management’s success, providing new perspectives associated with the ongoing debate on ‘inclusive’ versus ‘exclusive’ models of talent management.Taking a fresh new look at an organization’s human talent as a repository of knowledge – both tacit and explicit – the second edition of Smart Talent Management will appeal to advanced undergraduate and graduate students, scholars, practicing managers and consultants in the field of human resources.Trade Review‘This book will give leaders, scholars and policymakers unique and practical insights to integrate knowledge and talent management. Knowledge is a vital pillar in the future of work and organizations. Vlad Vaiman, Charles M. Vance, and Ling Ju have compiled many important global perspectives here.’ -- John Boudreau, University of Southern California, Marshall School of Business, US‘A deep understanding of talent and knowledge management is critically important in a post-pandemic world characterized by flexible, hybrid, and remote working arrangements. This volume thoroughly explores highly relevant issues for research and practice in both areas.’ -- Wayne F. Cascio, University of Colorado, Denver, US'Smart Talent Management, a term coined by the editors (Vaiman and Vance) in the previous edition of this highly informative and instructive book, is “simply the combination of talent management and knowledge management.” In this second edition, the editors advance our understanding of smart talent management rather substantially. One of the many ways is by incorporating a more macro, global perspective. They do this through guidance they have provided to and shared with their excellent cadre of chapter contributors. Indeed, this second edition could as well define smart talent management as “simply the combination of global talent management, talent management and knowledge management.” Another significant way is by incorporating a great deal of the relatively recent phenomena of the increasing importance in organizations of diversity, inclusion, flexibility, resilience, adaptability, and a new emphasis on workplace and non-workplace work venues. It is to their credit that the authors have embraced these new phenomena into their own work and this second edition. In doing so, they have provided a broader path forward for future researchers in the areas of talent management and knowledge management.’ -- Randall S. Schuler, Rutgers University, US and University of Lucerne, SwitzerlandTable of ContentsContents: Foreword xv David Collings 1. Smart talent management: the productive fusion of talent and knowledge management 1 Vlad Vaiman, Charles M. Vance and Ling Ju 2. Conceptualizing and operationalizing ‘inclusive’ talent management: four different approaches 18 Françoise Cadigan, Nicky Dries and Anand van Zelderen 3. In the war for talent: just who is worthy of development? Talent development in organizations 46 Thomas Garavan, Clíodhna MacKenzie and Colette Darcy 4. Accelerated development of organizational talent and executive coaching: a knowledge management perspective 67 Konstantin Korotov 5. Employee learning and development from the perspective of strategic HRM 84 Saba Colakoglu, Yunhyung Chung and Ying Hong 6. Talent staffing systems for effective knowledge management 107 Mark L. Lengnick-Hall and Andrea R. Neely 7. Leveraging firms’ absorptive capacity by talent development 128 Marina Latukha and Maria Laura MacLennan 8. Employee knowledge hiding: the roles of protean career orientation, HR system and relational climate 150 Anne Roefs, Saša Batistič and Rob F. Poell 9. The unrealized value of global workers: the need for global talent management 165 Anthony McDonnell, Stefan Jooss and Kieran M. Conroy 10. Upward global knowledge management: a review and preliminary field validation of the host country national local liaison role model 181 Charles M. Vance, Marian van Bakel, Torben Andersen and Vlad Vaiman Index

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Book SynopsisCognizant of the complexity and uncertainty that characterizes our post-pandemic world, this book highlights how learning and development needs to be wired into the culture of a business. Karen E. Watkins and Victoria J. Marsick extend the vision of learning and development to embrace a full range of learning interventions, considering what it means to change the culture of an organization into a learning-rich environment.Examining current practice and cutting-edge research in the field, the authors investigate how and why learning and development is evolving. Featuring case examples and vignettes of workplace learning and development at key global organizations including Pepsico, IBM, Unilever, Bank of America, and ESPN/Disney, the book explores alternative approaches to workplace learning. The authors delve into the hidden curriculum of informal and incidental learning, team learning, and the changing dimensions of learning organizations, ultimately mapping out how the L&D function can aid the progression of organizations.Rethinking Workplace Learning and Development will be of value to students and faculty in academic programs for workplace learning and development as well as those in business and human resource management. Its practical insights on how to best design, support and sustain L&D in the workplace will also benefit practitioners, managers and leaders of learning and development.Trade Review‘Watkins and Marsick, along with their various collaborators, provide in their most recent and prescient text, a blueprint for understanding critical learning challenges in today’s workplace. We cannot simply presume the learning challenges they discuss will occur, the challenges are here upon us now, and much depends on them being addressed. The authors wisely make use of their past extensive writings on workplace learning as a basis for showing the way forward now. An important contribution to the workplace learning and development literature.’ -- Ronald L. Jacobs, University of Illinois, US‘To say this must-read book is timely is an understatement. Learning and development is now at the pinnacle of any list of critically important workplace issues. There are no better guides than Karen Watkins and Victoria Marsick for the urgent and necessary journey to rethink workplace learning and development in these complex and uncertain times.’ -- Kenneth R. Bartlett, University of Minnesota, USTable of ContentsContents: 1. Introducing learning in complexity 2. Understanding workplace learning 3. Exploring future trends in L&D 4. Learning informally at work 5. Learning incidentally in complexity—with Jill Karen Jinks 6. Creating a learning culture 7. Teaming to innovate 8. Developing collective leadership—with Rachel Fichter 9. Rethinking evaluation of L&D 10. Continuing reflections References Index

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Book SynopsisThis timely Handbook addresses the concepts of stress and well-being among workers in various public sector roles and occupations across the globe. Emphasizing the importance of well-being and stress prevention initiatives in ever-changing workplace environments, this Handbook highlights successful organizational initiatives and provides insight into best practice for promoting healthy employees and workplaces. Chapters analyze the new and ongoing challenges public sector organizations face such as: cost cutting, pressures to improve performance, changes in societal and workplace demographics, and increasing levels of stress and strain amongst their employees. This wide-ranging Handbook utilizes empirical research, literature reviews and case studies to draw greater attention to these and other challenges. Containing contributions from leading international experts in their respective fields, the contributors hope that this multidisciplinary Handbook will help to enhance the health and well-being of public sector employees and the sector's performance and contribution to society. The Handbook of Research on Stress and Well-Being in the Public Sector will be of value to researchers and practitioners interested in the public sector and both individual and organizational health and performance. This will also be a key resource for public sector and government professionals responsible for human resource management and work and health.Trade Review'This Handbook should be commended for its international representation of public sector employees who tend to be undervalued and frequently occupy high stress jobs. The attention to negative health and well-being effects associated with high stress occupations, especially first responders such as fire, police, and healthcare is a major contribution to scholarly works in the organizational sciences. I expect that this edited volume will broaden understanding of the strategies for reducing workplace stress, leading to improved safety, health, and well-being outcomes for public sector workers.' --Leslie Hammer, Portland State University and Oregon Health and Science University, US'An outstanding piece of work. The book is well written, very readable and entertaining. Its topics are comprehensive and diverse, encompassing employees across a variety of public sector roles and occupations. Lessons learned are translated into practical guidelines for interventions and organizational change. This very interesting book will be an important resource for both researchers and students interested in the area of occupational stress and well-being - a great read!' --Jan de Jonge, Eindhoven University of Technology, the Netherlands'This book brings together an international group of top researchers to explore occupational stress in the context of the public sector. It explores what might be unique about a wide range of settings including education, first responders, health care, and social services. This book debunks the view of public employees having an easy time by underscoring how some of the most stressful jobs can be found in the public sector.' --Paul E. Spector, University of South Florida, USTable of ContentsContents: PART I INTRODUCTION 1 Introducing the collection 2 Silvia Pignata 2 Increasing well-being of workers in the public sector: research and practice 4 Ronald J. Burke 3 Trade unions and stress at work: the evolving responses and politics of health and safety strategies in the case of the United Kingdom 15 Miguel Martínez Lucio 4 Psychosocial factors and worker health: comparisons between private and public sectors in Australia 33 Tessa S. Bailey, Mikaela S. Owen and Maureen F. Dollard PART II STRESS AND WELL-BEING IN VARIOUS PUBLIC SECTOR OCCUPATIONS 5 Stress and well-being of first responders 58 Dessa Bergen-Cico, Pruthvi Kilaru, Rachael Rizzo and Patricia Buore 6 Managing boredom and motivation: the unusual case of stress in firefighting 74 Maude Villeneuve, Pierre-Sébastien Fournier and Caroline Biron 7 Nurses’ experiences of workplace mistreatment 88 Zhiqing E. Zhou, Xin Xuan Che and Wiston A. Rodriguez 8 Emotions in nursing 106 Gillian Lewis and Neal M. Ashkanasy 9 The impact of emotional intelligence on daily work life 122 Keri A. Pekaar, Arnold B. Bakker, Dimitri van der Linden and Marise Ph. Born 10 Stress and well-being in prison officers 137 Andrew J. Clements, Gail Kinman and Jacqui Hart 11 Well-being in academic employees – a benchmarking approach 152 Gail Kinman and Siobhan Wray 12 Stress, well-being and aging in the Italian banking sector: evidence and future perspectives 167 Gabriele Giorgi, Giulio Arcangeli, Jose M. Leon-Perez, Massimo Fioriti, Eleonora Tommasi and Nicola Mucci PART III CASE STUDIES OF EFFORTS TO BRING ABOUT ORGANIZATIONAL CHANGE 13 Applications of psychological capital in the public sector 182 Carolyn M. Youssef-Morgan, Barbara L. Ahrens, Kristi Bockorny, Lanell Craig and Matthew Peters 14 The benefits of individual proactive and adaptive performance: an organizational learning perspective 200 Mindy Shoss, Clair Kueny and Dustin K. Jundt 15 Building a health and safety culture: actions, commitment, and perceptions 216 Sybil Geldart and Christine Alksnis 16 An organizational perspective on well-being in the health sector: a focus on leadership, systems, and culture 232 Peter Spurgeon PART IV ORGANIZATIONAL INITIATIVES AND CHANGING WORKPLACE ENVIRONMENTS 17 Developing nurse leaders for well-being and performance 248 Margaret M. Hopkins and Deborah A. O’Neil 18 Introducing a National Well-being Service for emergency responders in the United Kingdom 260 Ian Hesketh and Cary L. Cooper 19 Occupational health and safety: in crisis, or in charge? 275 Renae Hayward and John Durkin 20 Stress in Australian universities: initiatives to enhance well-being 294 Silvia Pignata Index 309

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Book SynopsisThis insightful Research Handbook delivers a comprehensive analysis of the significant contemporary trends and issues affecting human resource management (HRM) for health care, and their subsequent impact on individuals, organisations and national health services.Over the last twenty years the combination of new role creation, technical advances in clinical work, changes to clinician working hours and patient-service expectation has changed HRM within health care beyond recognition. Bringing together original contributions from leading international scholars, this Research Handbook utilises empirical evidence within theoretical frameworks to explain the dynamics behind the management of human resources for health care and their resulting effects. Through an in-depth analysis of the potential means of improvement, contributors highlight key action areas for critical issues facing health care providers, such as the collaboration between HRM and public health, the importance of support workers and the crucial need for HRM leadership at multiple organisational levels.The Research Handbook on Contemporary Human Resource Management for Health Care provides a forward-thinking resource for students, academics and researchers working in HRM health and social care, health care leadership and health management. It will also be of great benefit to policy makers, human resource managers and clinical professionals in both local and national health care organisations.Trade Review‘This Research Handbook assembles outstanding scholars from across the globe to provide compelling, expansive, holistic, and sophisticated analyses of both the daunting workplace challenges to sustainably delivering accessible, high-quality care and the promise of engaged and imaginative human resource management as a solution to these challenges.’ -- Timothy Vogus, Vanderbilt University, US‘I am very impressed with the scope of the new Research Handbook on Contemporary Human Resource Management for Health Care, in particular its international character and the inclusion of a section on the contexts – political economic, demographic, organizational and technological – in which health care work takes place.’ -- Adrienne Eaton, Rutgers University, USTable of ContentsContents: 1 Introduction to Research Handbook on Contemporary Human Resource Management for Health Care 1 Aoife M. McDermott, Paula Hyde, Louise FitzGerald and Ariel C. Avgar PART I THE CONTEXT FOR HUMAN RESOURCE MANAGEMENT IN HEALTH CARE 2 Commentary on Part I. Context: a pretext and opportunity for the renovation of human resources policies and practices in health and social care 18 Jean-Louis Denis 3 The international health labour market and health worker migration 25 Jennifer Creese and Niamh Humphries 4 Organisation and delivery of HRM: strategic HRM, business models and private equity 41 Paula Hyde 5 Employment relationships in health care 55 Nick Krachler and Stephen Bach 6 Labor relations in health care 72 Rebecca Kolins Givan and Nick Krachler 7 Confronting technological change on the frontlines of health care delivery 90 Adam Seth Litwin PART II THE CLINICAL WORKFORCE AND STAFFING 8 Commentary on Part II. The clinical workforce 109 Trish Reay 9 Cycles of deterioration: the medical workforce and the working lives of hospital doctors 117 John-Paul Byrne and Niamh Humphries 10 Researching how to ‘retain and sustain’ the nursing and midwifery professions: time to intervene to improve the practice environment 132 Anne Matthews and Marcia Kirwan 11 Allied health professionals: hidden but essential 149 Matthew Walker, Pauline Stanton, Beni Halvorsen, Jillian Cavanagh and Timothy Bartram 12 Key issues in workforce redesign: insights from support roles in health care 164 Ian Kessler 13 Key considerations in health workforce planning 181 Sarah Simkin, Caroline Chamberland-Rowe and Ivy Lynn Bourgeault PART III ORGANIZING WORK AND TEAMWORK 14 Commentary on Part III. Organizing work and teamwork 201 Jody Hoffer Gittell 15 Occupational segregation, workforce re-design and the consequences for work and employment (in)equalities 206 Anne McBride 16 Participation, involvement and employee voice in health care 224 Leah Hague, Michael Barry, Paula K. Mowbray and Adrian Wilkinson 17 Maintaining workforce capacity: retention and recruitment of health care workers 238 Rachel Williams 18 High-performance work practices in health care: progress on key themes and prospects for future research 255 Steven Kilroy 19 Managing interprofessional teamwork: strategic relational human resource management and the power of relational coordination 273 Qian Zhang, Hao Gong and Jody Hoffer Gittell PART IV EXPERIENCES OF WORK 20 Commentary on Part IV. The experience of work in health care 290 David E. Guest 21 Creating a healthy work environment and worker well-being 300 Anthony Montgomery and Olga Lainidi 22 Pay and reward in health care services: insights from the case of the UK 318 Mark Exworthy and David Nash 23 Job quality: looking after the people who look after the people 335 David A. Buchanan and Simone Jordan 24 Work–life balance in health care 357 Sari Mansour, Malik Faisal Azeem and Denis Chênevert 25 Organizational, team and individual resilience in health care: what does this mean for HRM? 373 Anaïs Galy, Patrick Groulx, Julia Aubouin-Bonnaventure, Denis Chênevert, Evelyne Fouquereau and Séverine Chevalier PART V HRM SUPPORT FOR LEADERSHIP, MANAGEMENT AND IMPROVEMENT 26 Commentary on Part V. HRM support for leadership, management and improvement: the key role of health contexts and professionalism 397 Gerry McGivern 27 Virtualizing HR in health care: early insights from a study of surgical teams during COVID-19 406 Tracey Rosell and Martin Kitchener 28 Key issues in management and leadership of interorganisational coordination 420 Ninna Meier 29 A call for strategic HRM to support service innovation in health care 436 Graeme Currie 30 Conclusion to Research Handbook on Contemporary Human Resource Management for Health Care 446 Aoife M. McDermott, Paula Hyde, Louise FitzGerald and Ariel C. Avgar Index 460

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Book SynopsisThis comprehensive and judicious Research Handbook examines the fundamental influence of the emergence of contemporary disruptive technologies, including artificial intelligence, online platforms, the internet of things, and social robots, on Human Resource Management (HRM).

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Book Synopsis

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Book SynopsisOur Elgar Concise Introductions are inspiring and considered. They explain the key principles in business and are expertly written by some of the world’s leading scholars. The aims of the series are two-fold: to pinpoint essential concepts of business and management, and to offer insights that stimulate critical thinking. This Concise Introduction describes current approaches to measuring and managing performance in organisations and offers insights into how they may need to evolve as the working environment changes. It demonstrates the need to see performance management in the context of the culture and leadership of the organisation and not as a standalone activity. Key Features: Provides examples of good practice and highlights pitfalls to be avoided Describes principal tools and techniques such as The Balanced Scorecard, Performance Prism and Success Mapping Combines recent academic research with discussion of how techniques are used in practice The Concise Introduction to Performance Management will be indispensable for managers seeking to improve their skills and knowledge. It will also be of use for students and researchers of management, business and economics. Trade Review‘Having known Mike and Pippa for many years, between them they have several decades of experience in practising and researching performance measurement. In this book, they provide a no frills, complete and concise introduction to the subject of measuring and managing organisational performance, which would be invaluable to the practitioner. Highly recommended.’ -- Umit Bititci, Heriot-Watt University, UK‘A brilliant guide for leaders and managers wanting to design and use meaningful performance measures. It covers all the essentials, the traps to avoid and the critical role of culture, brought to life with fitting examples and metaphors. “An organisation is like an orchestra. Every part of it plays a vital role in its success”. This book provides the score.’ -- Elizabeth Honer, Chief Executive, Government Internal Audit Agency, UK‘Mike and Pippa have written an important and valuable reference for busy executives and managers who want to quickly absorb the key components and characteristics of good performance measurement, including the “watch-outs” of what not to do. Their approach to presenting the subject is very helpful for understanding, with clear definitions and explanations of ideas, and being one of those rarer written guides that is both comprehensive and succinct. It is excellently researched, describing pragmatic and practical approaches to achieving joined-up performance measurement. Mike and Pippa present well the subtleties that have to be considered when target setting and when making performance measurement work well for the organisation, and the book contains invaluable guidance on how to encourage success.’ -- Mark Baker, Cranfield School of Management, UK‘This essential book offers a wealth of perceptive and pragmatic insights presented in an accessible and compelling style. Whether you are a board member, entrepreneur, executive, academic, or learner, you will gain invaluable wisdom from its pages. The guidance on establishing a common purpose and fostering a conducive culture is indispensable.’ -- Dan Stull, University of Washington, USTable of ContentsContents: Introduction to Performance Management 1. What is performance? 2. Why measure performance? 3. How do you decide what to measure? 4. How do you measure performance? 5. How do you make it work? 6. Managing performance 7. What can go wrong? 8. What are the new developments? Index

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Book SynopsisOur Elgar Concise Introductions are inspiring and considered. They explain the key principles in business and are expertly written by some of the world’s leading scholars. The aims of the series are two-fold: to pinpoint essential concepts of business and management, and to offer insights that stimulate critical thinking. This Concise Introduction describes current approaches to measuring and managing performance in organisations and offers insights into how they may need to evolve as the working environment changes. It demonstrates the need to see performance management in the context of the culture and leadership of the organisation and not as a standalone activity. Key Features: Provides examples of good practice and highlights pitfalls to be avoided Describes principal tools and techniques such as The Balanced Scorecard, Performance Prism and Success Mapping Combines recent academic research with discussion of how techniques are used in practice The Concise Introduction to Performance Management will be indispensable for managers seeking to improve their skills and knowledge. It will also be of use for students and researchers of management, business and economics. Trade Review‘Having known Mike and Pippa for many years, between them they have several decades of experience in practising and researching performance measurement. In this book, they provide a no frills, complete and concise introduction to the subject of measuring and managing organisational performance, which would be invaluable to the practitioner. Highly recommended.’ -- Umit Bititci, Heriot-Watt University, UK‘A brilliant guide for leaders and managers wanting to design and use meaningful performance measures. It covers all the essentials, the traps to avoid and the critical role of culture, brought to life with fitting examples and metaphors. “An organisation is like an orchestra. Every part of it plays a vital role in its success”. This book provides the score.’ -- Elizabeth Honer, Chief Executive, Government Internal Audit Agency, UK‘Mike and Pippa have written an important and valuable reference for busy executives and managers who want to quickly absorb the key components and characteristics of good performance measurement, including the “watch-outs” of what not to do. Their approach to presenting the subject is very helpful for understanding, with clear definitions and explanations of ideas, and being one of those rarer written guides that is both comprehensive and succinct. It is excellently researched, describing pragmatic and practical approaches to achieving joined-up performance measurement. Mike and Pippa present well the subtleties that have to be considered when target setting and when making performance measurement work well for the organisation, and the book contains invaluable guidance on how to encourage success.’ -- Mark Baker, Cranfield School of Management, UK‘This essential book offers a wealth of perceptive and pragmatic insights presented in an accessible and compelling style. Whether you are a board member, entrepreneur, executive, academic, or learner, you will gain invaluable wisdom from its pages. The guidance on establishing a common purpose and fostering a conducive culture is indispensable.’ -- Dan Stull, University of Washington, USTable of ContentsContents: Introduction to Performance Management 1. What is performance? 2. Why measure performance? 3. How do you decide what to measure? 4. How do you measure performance? 5. How do you make it work? 6. Managing performance 7. What can go wrong? 8. What are the new developments? Index

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Book SynopsisStudents invest significant resources in coming to university and universities play a crucial role in enabling their students to benefit from this investment and to be employable once they have finished their degree. Giving a platform to the debate about graduate employability from the student, university and employer perspectives, this innovative How To Guide explores the challenges associated with ensuring the employability of university graduates. In defining the nature of employability, the book discusses how the concept is a shared responsibility dependent on individual capabilities, the labour market and social capital.Considering what employers want from graduates, this book looks at how universities can provide strong graduate outcomes and inclusive career opportunities irrespective of student background. The book illustrates ways to embed employability across the curriculum, suggesting innovative approaches to careers guidance and specific employability initiatives, while upholding the benefits of entrepreneurial activities and widening participation opportunities. With insights from around the world, the book concludes by thinking about the institutional response to the challenges faced by the employability agenda, reflecting on how research has developed over the past 20 years.Interdisciplinary and comparative in scope, this book of international case studies of employability approaches across a wide range of educational institutions will prove an engaging resource for students and scholars of business, education management, and teaching methods. Its exploration of regulatory environments will also prove useful for policymakers working in education.Trade Review‘How to Enable the Employability of University Graduates is a comprehensive blueprint for enabling employability and improving student outcomes. The contributors suggest innovative approaches to embedding employability in the curriculum vis-à-vis strong graduate outcomes and inclusive career opportunities, understanding what employers want from graduates with a strong focus on developing employable graduates who continue to be useful in the long term.’ -- Obinna Okereke, Higher Education Policy Institute (HEPI) Blog‘A thoughtful and challenging compendium of insights into employability – a really important agenda for individuals, employers and policymakers alike. This book highlights research that we can all learn from and build on in pursuit of securing positive graduate outcomes for all.’ -- Daisy Hooper, Chartered Management Institute, UK‘How to Enable the Employability of University Graduates is a valuable and much-needed addition to the complex conversation around graduate employability. With its emphasis on shared responsibility and a genuine vision for improving graduate outcomes for non-traditional students, this book will appeal to practitioners, policy makers and students alike.' -- Caroline Rueckert, Griffith University, Australia‘The book provides valuable insights into developing student employability, paying due consideration to unlocking the potential of under-represented student groups. It recognises the need for future students to create work, exploring entrepreneurism’s fit with employability. The book should be an interesting read for researchers and practitioners in higher education, given the importance of graduate employability in the sector.’ -- Denise Jackson, Edith Cowan University, AustraliaTable of ContentsContents: Foreword xvii Preface xix List of abbreviations xxiii PART I INTRODUCTION AND CONTEXT 1 Why employability matters 2 Saskia Loer Hansen and Kathy Daniels 2 Whose job is it to make a graduate employable? 13 Martin Edmondson 3 Employability: the student voice 24 Omolabake Fakunle and Yuchen Xiao PART II WHAT EMPLOYERS WANT FROM GRADUATES 4 Creating a new university to meet the employability challenge 36 Ross Renton and Fiona McGonigle 5 Developing employability skills through working in a law clinic 47 Kaye Howells and Sue Jennings 6 Problems delivering the skills employers want? Creativity – a case in point 56 Elaine Clarke 7 Mind the gap: employers’ and students’ perceptions of skills and knowledge needed by accounting graduates in Greece 67 Efimia Anastasiou, Siobhan Neary and Alison Lawson PART III EMPLOYABILITY AND THE CURRICULUM 8 Employer input to curriculum and assessment 79 Gillian O’Brien and Darren Siggers 9 Real work opportunities in the curriculum: three different approaches 89 Charles Hancock, Tracy Powell, John Day and Alison Lawson 10 Using a professional skills module to develop student confidence 100 Parminder Johal and Ruth Smith 11 Developing an ecosystem: employability skills and authentic assessments 109 Sarah Montano PART IV INNOVATIVE APPROACHES TO CAREER GUIDANCE 12 Using career pathways to tailor and personalise employability activities 118 Rebekah Marangon 13 The Career Studio: peer-to-peer support 127 Emma Moore and Paul Gratrick 14 Supporting employment outcomes for students from Asia 136 Louise Nicol PART V PRACTICAL EXAMPLES OF EMPLOYABILITY ACTIVITIES 15 Using social action to support skill development 149 Fiona Walsh 16 The Big Challenge: interdisciplinary development of employability skills 159 Valerie Derbyshire, Laurice Fretwell and Caroline Harvey 17 Modifying the journey to graduate employment through changes to work-based learning 168 Catherine O’Connor PART VI ENTERPRISE/ENTREPRENEURIAL OPPORTUNITIES 18 ‘One for all and all for one’: the 3Es (employability, enterprise, and entrepreneurship) 179 Emily Beaumont 19 BSEEN: extra-curricular enterprise and entrepreneurship support 188 Carolyn Keenan PART VII WIDENING PARTICIPATION 20 Employability monsters: breaking barriers to employability for widening participation students 198 Dawn Lees and Kate Foster 21 Supporting ‘first in family’ students: My Generation Career Coaching Programme 207 Heather Pasero 22 Unlocking the potential of under-represented students 215 Iwan Williams and Pamela McGee 23 Social mobility and London’s left-behind graduates 224 Emily Dixon PART VIII INTERNATIONAL STUDENTS 24 Using the net promoter score to understand international alumni satisfaction 234 Shane Dillon 25 Meeting the employability expectations of international students in transition to higher education in the UK 244 Victoria Wilson-Crane and Linda Cowan 26 How partnerships can make a difference to securing jobs for international students 253 Jacklyn Tubb and Caroline Fox PART IX INSIGHTS FROM AROUND THE WORLD 27 How England’s policy and regulatory levers have shifted accountability for graduate employment 263 Lizzy Woodfield 28 Approaches to developing graduate employability in Australia 273 Judie Kay and Sonia Ferns 29 Enabling employability in New Zealand 284 Brett Berquist 30 Lessons from Germany 295 Patrick Glauner 31 European University initiative in enabling student success 304 Renáta Tomášková, Ida Andersson-Norrie, Bice Della Piana, Anna Chudy, Melpo Iacovidou and Colombine Madelaine PART X INSTITUTIONAL RESPONSE 32 Global Professional Award: a three-year skills development programme 314 James Forde 33 An integrated institutional approach to employability 323 Dino Willox, Anna Richards and Madelaine-Marie Judd 34 A strategic institutional approach to employability 333 Susan Smith and Emily Huns 35 Student experience(s) and an integrated pastoral approach to employability 342 Matthew Vince and Thea Jones PART XI A FINAL REFLECTION 36 Reflections on 20 years of research on employability and its effect on policy and practice 351 Helen Higson Index

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Book SynopsisThis thoroughly revised second edition draws on the author’s decades of observations and experiences in academia, providing insight and responding to the challenges of fostering a successful academic career. Written in a clear and concise style, the book provides fully updated, forthright and practical counsel on achieving and maintaining a successful, balanced career amidst today’s intensifying institutional needs and demands. Iain Hay offers a deep understanding of academic career development from PhD to retirement and in this book addresses a wide range of areas such as writing compelling job applications, handling job offers, academic networking, preserving your public reputation, working with research teams, and how to undertake productive sabbatical leave. The breadth of coverage in this updated book ensures that it will be an excellent resource not only for students and early career academics striving to understand how to establish and cultivate an excellent career path, but also to more senior scholars who are mentoring post graduate students and junior colleagues whilst working to sustain their own careers.Trade Review‘The book’s new edition revisits and builds on the insightful and actionable advice previously given in the already solid first edition. Notably, it adds more nuance to its content, which will make it even more relevant to academics outside of higher education institutions located in English-speaking countries.’ -- Iván Farías Pelcastre, University of Birmingham, UK‘In the context of increasingly challenging and precarious times in higher education, this highly readable 2nd edition offers valuable and insightful advice based on experience and research for lecturers at any stage of their career to reflect upon as they seek to navigate and sustain rewarding and balanced academic careers.’ -- Ruth Healey, University of Chester, UK‘Written as an accessible and thoughtful guide, How to be an Academic Superhero is an essential resource for navigating the many stages of an academic career. From the pre-Ph.D. school selection stage through tenure and retirement, Iain Hay exposes the frequently hidden pathways and challenges of an engaged and successful academic career by emphasizing the importance of planning and imagining one’s individual trajectory while also highlighting the importance of maintaining broader life balance.How to be an Academic Superhero provides relevant examples, current resources and a concise set of strategies for successfully navigating each career stage. Although much is written about early career stages, many fewer resources exist for traversing mid-and-later career opportunities and challenges. Iain Hay leverages his deep experiences across multiple positions in the academy and clearly and concisely distils the essential elements of a well-rounded academic career.’ -- Holly Barcus, Macalester College, US‘An academic career is an increasingly challenging one, and professional success clearly requires a truly vocational level of commitment. In this comprehensive work, Professor Iain Hay, himself a decorated academic superhero, provides a comprehensive and practical guide to realizing excellence in the multiple and complex roles that an aspiring academic must fulfill.’ -- Michael Meadows, Nanjing University, China‘In this volume, Iain Hay, a highly successful scholar in his own right, methodically outlines the steps needed to make oneself into an academic star. This is well-considered advice about the do’s and don’ts of success in the world of researchers, intellectuals, and teachers for those who want to make a living from the life of the mind. In an era of budget cuts, widespread anxiety, and limited opportunities for aspiring scholars, this book offers insightful, practical, and inspiring guidance about how to realize one’s potential as a researcher and teacher. Hay confronts head-on the multiple challenges faced by today’s young academics, and the paths around or through them. I wish I had such a book back when I was a budding scholar.’ -- Barney Warf, University of Kansas, USTable of ContentsContents: 1 Making academic superheroes PART I SETTING OUT AS AN ACADEMIC SUPERHERO 2 Get qualified 3 Find a good adviser 4 Get mentors; get advice 5 Prepare a good CV PART II REFINING YOUR ACADEMIC SUPERHERO CREDENTIALS 6 Focus your powers 7 Make an early impact 8 Get informed and stay current 9 Get known and networked 10 Learn about local cultures and use ‘the system’ PART III APPLYING YOUR ACADEMIC SUPERPOWERS WHERE THEY ARE NEEDED 11 Cultivate high quality referee reports 12 Find the right job 13 Write a compelling job application 14 Perform well at job interviews 15 Manage job interview failure and success PART IV PERFORMING AS AN ACADEMIC SUPERHERO 16 Manage your career 17 Manage your time 18 Publish papers 19 Publish a book (or two) 20 Speak 21 Secure funding 22 Attract postgraduate students 23 Join or start a research team 24 Teach well 25 Think about university service and leadership positions 26 Find a voluntary role 27 Consider consulting 28 Get recognized PART V PRESERVING YOUR ACADEMIC SUPERPOWERS 29 Review your performance 30 Take sabbatical 31 Get refreshed 32 Sustain collegiality 33 Preserve your public reputation 34 Stay happy and healthy 35 Manage disruptions, interruptions and transitions successfully 36 Conclusion: acknowledging dual strands of success for your academic career References Index

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Book SynopsisThe 'C-Suite' Executive Leader in Sport explores the challenges of this unique role within elite professional sport. Taking a multidisciplinary approach, the book blends academic theory with practitioner interviews from leading figures working a range of elite sporting disciplines and organisations, enhancing understanding of the C-Suite executive within the world of elite sports, where the exploration of the role remains ambiguous and conflicted. The 'C-Suite' Executive Leader in Sport studies a range of issues including global sport governance and best practice, high performance organisations, masterminding innovation and change, diversity and inclusion, current and future key challenges faced by sports organisations, C-Suite leader education and professional development, and the future of the C-Suite leader in elite sport. Examining the lived experience of C-Suite executives, contributors analyse how this relates to existing research, seeking to inform and challenge those individuals responsible for identification, recruitment and promotion of C-Suite sports industry personnel. The book's findings have far reaching implications for analysis of C-Suite effectiveness and efficiency across sporting sectors.Table of ContentsChapter 1. Origins of the C-SuiteChapter 2. Leadership Chapter 3. High Performance Organisations Chapter 4. Masterminding Innovation and Change Chapter 5. The ‘Best’ Person for the Job Chapter 6. Inclusion and Diversity in the Boardroom Chapter 7. C-Suite Leader Education and Professional Development Chapter 8. The Future of the C-Suite Leader in Elite Sport

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

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Book SynopsisThis unique Research Handbook covers a wide range of issues that affect the careers of those in diverse groups: age, appearance, disability, gender, race, religion, sexuality and transgender.This work includes cross-disciplinary contributions from over 50 international academics, researchers, policy-makers, managers and psychologists, who review current thinking, practices, initiatives and developments within diversity and careers research on an international scale. They also consider the implication of diversity legislation for organizations and the individual, providing an insight into the future direction of research and practice. Unlike other research in the field, this work presents wide-ranging and holistic coverage of diverse groups in addition to considering the implication of individuals who appear in multiple categories.Students, academics and researchers in the fields of human resources, management and employment as well as those whose study encompasses diversity, development and equality will find this Research Handbook to be a useful and insightful read.Contributors: E.O. Achola, T. Agarwala, N. Arshad-Mather, D. Atewologun, G.L. Bend, A. Broadbridge, T. Calvard, S.M. Carraher, E.T. Chan, S.A. Chaudhry, F. Colgan, A. Elluru, S.L. Fielden, D. Foley, F. Gavin, L. Gutmann Kahn, K. Hirano, L.L. Huberty, M. Hynd, S. Javed, H. Jepson, S.K. Johnson, J. Jones, M. Jyrkinen, K. Karl, K. Keplinger, R. Kilpatrick, T. Köllen, L. Lindstrom, J. McGregor, L. McKie, M.E. Moore, D. Nickson, M.B. Ozturk, E. Parry, E. Pio, T. Povenmire-Kirk, T. Pratt, V. Priola, M.V. Roehling, P.V. Roehling, N. Rumens, Y.M. Sidani, S.E. Sullivan, J. Syed, S.A. Tate, A. Tatli, R. Thomas, F. Tomlinson, R. Turner, J. Van Eck Peluchette, H. Woodruffe-BurtonTrade Review'This comprehensive Research Handbook provides an in-depth analysis of thinking and research in the field of diversity and careers. With original contributions from key international scholars, it addresses contemporary issues around individual career development based on eight diversity themes that include ''core'' areas of gender, age, disability and race as well as new, emergent areas of relevance: appearance, sexuality, religion and transgender. In bringing together scholarship from a range of national contexts and of disciplinary backgrounds, it provides a wide-ranging view of contemporary thinking on diversity and careers and future directions of research.' --Ruth Simpson, Brunel University, UK'This Research Handbook offers a wide cover of the intersection between career studies and diversity management. The collection pulls together available knowledge written by experts in the field. This is a much needed Research Handbook for scholars in these fields, edited by two scholarly leaders, with high level of rigor and relevance.' --Yehuda Baruch, University of Southampton, UKTable of ContentsContents: Introduction Adelina M. Broadbridge and Sandra L. Fielden PART I Age 1. Age and generational diversity in careers Emma Parry 2. to mid-career women managers: experiences of gendered age, care and work Linda McKie and Marjut Jyrkinen 3. Older women and career development: double (triple) jeopardy or endless opportunities? Judy McGregor 4. The last career transition? A gendered perspective on retirement Frances Tomlinson PART II Appearance 5. The importance of how you look for getting in and getting on in the workplace Dennis Nickson 6. Size does matter: the impact of size on career Patricia V. Roehling, Mark V. Roehling and Austin Elluru 7. ‘She’s got the look’: examining feminine and provocative dress in the workplace Joy Van Eck Peluchette and Katherine Karl 8. The perils of pretty: effects of personal appearance on women’s careers Stefanie K. Johnson, Ksenia Keplinger, Jessica F. Kirk and Elsa T. Chan PART III Disability 9. Diversity orientation and disability in organizational leadership Mark E. Moore and Lana L. Huberty 10. Career development for individuals with disabilities: examining issues of equity, access and opportunity Lauren Lindstrom, Kara Hirano and Richie Thomas 11. Career development for young adults with disabilities: an intersectional analysis Laurie Gutmann Kahn, Edwin Obilo Achola, and Tiana Povenmire-Kirk 12. What about a career? The intersection of gender and disability Gemma L. Bend and Vincenza Priola PART IV Gender 13. Impostor syndrome as a way of understanding gender and careers Thomas Calvard 14. Using the Kaleidoscope Career Model to create cultures of gender equity Sherry E. Sullivan and Shawn M. Carraher 15. Bullying and career consequences in the academy: experiences of women faculty Tanuja Agarwala 16. Career issues for women in the banking sector Melissa Hynd and Adelina M. Broadbridge PART V Race 17. Minority ethnic careers in professional services firms Doyin Atewologun 18. Visioning Muslim women leaders and organisational leadership in the 21st century Shirley Anne Tate and Naheed Arshad-Mather 19. Aboriginal entrepreneurship: is it a career or a lifestyle change? Dennis Foley 20. Gender, employment and careers in Pakistan Sammar Javed, Jawad Syed and Royce Turner PART VI Religion 21. Glass doors or sealed borders? Careers of veiled Muslim women in Lebanon Yusuf M. Sidani 22. Muslim women at work Edwina Pio 23. Veiling careers: comparing gendered work in Islamic and foreign banks in Pakistan Shafaq Chaudhry and Vincenza Priola 24. Religion and callings: the divine in careers Edwina Pio, Robert Kilpatrick and Timothy Pratt PART VII Sexuality 25. Sexuality, gender identity and career journeys Mustafa Bilgehan Ozturk and Ahu Tatli 26. Out at Work? Fiona Gavin 27. Coming out of the closet? The implications of increasing visibility and voice for the career development of LGB employees in UK private sector organisations Fiona Colgan 28. Lesbian career experiences Sandra L. Fielden and Hannah Jepson PART VIII Transgender 29. Transpeople, work and careers: a queer theory perspective Nick Rumens 30. Declining career prospects as ‘transition loss’? On the career development of transgender employees Thomas Köllen 31. Brothers are doing it for themselves: transmen and the creation of boundaryless and protean career choices Helen Woodruffe-Burton 32. ‘Trans-ferring in the workplace Jackie Jones Index

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Book SynopsisIn this timely book, Barbara Czarniawska and Bernward Joerges examine the hopes and fears around work and job security inspired by automation, from the original coining of the term 'robot' to the present day media fascination. Have these hopes and fears changed or do they remain the same? This discerning book investigates whether these changes in perception correlate to actual changes taking place in the field of robotics. Exploring several streams of popular culture, including ground-breaking science fiction novels and films, the impact of these globally renowned works on public opinion regarding robotics is assessed. Detailed media analysis identifies the frequency and complexity of common views that stem from the ideas found in both fiction and scientific research results disseminated by the news. Recent social science works dedicated to the study of robotziation are then reviewed, illustrating current and future debates surrounding the phenomenon of the 'robot revolution'. Robotization of Work? will be a key resource for students and scholars studying the organization of work, IT and digitalization, and cultural studies. It will also be of interest to anyone engaged with the concepts of artificial intelligence (AI) and robotization.Trade Review'Within the rapidly proliferating field of social studies of cybernetics this brilliant book stands out in several ways. It revisits the epistemology of autopoiesis by unearthing how popular culture, science fiction and cybernetics co-constitute each other since the 1920's. In doing so this book on imaginaries and technological developments ingeniously translates one of the key problems of knowing the world into a down-to-earth empirical investigation of the various literatures and films on the robotization of work. While most recent publications that similarly aim to address the core issues of cybernetics surrender to the urge of making prophecies, Czarniawska and Joerges consequentially remain astute, sober and razor-sharp and thereby provocatively interrupt a current trend. The elegant precision of the argument and the clarity of the language deployed makes this erudite and yet modest book come as a relief when one feels overwhelmed by the high-flown premonitions surrounding us.' --Richard Rottenburg, University of the Witwatersrand, South Africa'There has been a lot of speculation recently about the consequences of robotization. In particular, how artificial intelligence (AI) might automate and replace tasks thought uniquely human. It would be easy to be carried away with the hyperbole. However, to ignore their potential effects would also be remiss. In the Robotization of Work, Czarniawska and Joerges provide the perfect antidote by studying how robotization and automation have been characterised in literature, film, media and the social sciences, and compare predictions from the 'first wave' of AI to those made today. Written with intelligence - and some humour - this book will be required reading for scholars interested in how (and in what form) ideas of automation continue to inhabit our imagination and drive our actions.' --Neil Pollock, University of Edinburgh, UK'In the midst of a full moral panic about robots and artificial intelligence, this wise and engaging book manages to avoid both the hype and hysteria by examining how popular culture - mainly science fiction movies and books - have portrayed robots and their impact on society. Brimming with new insights, the authors show how fiction has addressed many of the themes taken up in later scholarship. We imagine the worst but in the end our societies and institutions shape the actual technology we end up with.' --Trevor J. Pinch, Cornell University, USTable of ContentsContents: Introduction 1. Robot revolution? 2. Robotization and popular culture 3. Robots in popular culture 4. Robots in popular culture: A tentative taxonomy 5. Robotization in the media: 2014-2017 6. Robotization in social sciences 7. (Some) conclusions References Index

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Book SynopsisThis timely Research Handbook brings together 24 chapters with a wide range of different theoretical perspectives, empirical research, and innovative thought provoking ideas relating to an area of organisation and management that has been neglected for many decades – line managers.With a resurgence of interest in the topic in recent decades, this Research Handbook argues that line managers are a critical element of both employee experiences and organisational performance and worthy of close attention. Split into three sections, chapters present various ways in which line managers can implement HRM practices in the organisation, considering the implementation of a variety of HRM policies and practices (content), a variety of implementation processes (process), and a variety of line management actors. It also develops future directions for research on line managers, such as the future of work, digitalisation, robotisation and AI and the gig economy.Integrating theoretical and empirical research, the Research Handbook on Line Managers will be a key resource for scholars in the fields of business leadership, human resource management and organisation studies. It also provides managerial practices for organisations and line managers who are looking to improve the effectiveness and the efficiency of their work.Table of ContentsContents: 1 Line managers in human resource management: theory, analysis and new developments 1 Keith Townsend, Anna Bos-Nehles and Kaifeng Jiang PART I THEORIES IN LINE MANAGEMENT RESEARCH 2 A systems theory perspective on the frontline manager role 12 Brian Harney and Qian Yi Lee 3 Fitting the line: a review of person‒environment fit theory in line manager research 29 Adam Robertson and Jennifer Chelsea Veres 4 Line managers, role theory and HRM 52 Samantha Evans 5 Frontline managers and human resource management: a social exchange theory perspective 65 Anindita Roy Bannya and Hugh T.J. Bainbridge 6 Line managers and HRM: a relational approach to paradox 82 Julia Brandl, Anne Keegan and Ina Aust 7 The role of line managers in the formation of employees’ HR attributions 95 Rebecca Hewett and Amanda Shantz PART II TOPICS IN LINE MANAGEMENT RESEARCH 8 The underappreciated role of line managers in human resource management 114 Joon Young Kim and Rebecca R. Kehoe 9 Line manager capabilities and human resource practice implementation 136 David M. Sikora 10 The allocation of HRM responsibilities to line managers: where is it most likely to happen? 156 Michael Brookes and Chris Brewster 11 Line managers in the public sector 169 Eva Knies, Adelien Decramer and Mieke Audenaert 12 HRM in small firms: owner-managers as line managers 184 Carol Atkinson, Ben Lupton and Charles Dahwa 13 The debateable leadership role of frontline managers 201 Keith Townsend, Ashlea Troth and Rebecca Loudoun 14 Line managers’ empowering leadership and employees’ task i-deals: an explanation from self-determination theory 217 Elise Marescaux, Anja Van den Broeck and Sophie De Winne 15 Global talent management: the central role of line managers throughout the organisation in shaping and implementing effective GTM 237 Karin A. King 16 Line management and the resolution of workplace conflict in the UK 258 Richard Saundry, Virginia Fisher and Sue Kinsey 17 Almost at the top, but not quite: senior management’s sources of power and their influence on HRM 270 Atieh Mirfakhar, Jordi Trullen, and Mireia Valverde 18 The role of line managers in the implementation of work adjustment practices for chronically ill employees: a qualitative study 285 Silvia Profili, Alessia Sammarra, Laura Innocenti, and Anna C. Bos-Nehles 19 Mental disability disclosure in the workplace: the role of line managers 305 Rina Hastuti and Andrew R. Timming 20 Line management in emergency services occupations: exploring personal challenges and organizational change in a uniformed culture 320 Joanne Mildenhall and Leo McCann PART III FUTURE DIRECTIONS IN LINE MANAGEMENT RESEARCH 21 The future of work: implications for the frontline manager’s role in HR implementation 335 Kathy Monks and Edel Conway 22 The role of line managers in the implementation of digitalization 349 Violetta Khoreva, Anna Bos-Nehles and Sari Salojärvi 23 Reconceptualizing the HRM role of the line manager in the age of artificial intelligence 367 Ewold Drent, Maarten Renkema and Anna Bos-Nehles 24 Line managers and the gig economy: an oxymoron? Paradox navigation in online labor platform contexts 388 Jeroen Meijerink, Philip Rogiers and Anne Keegan Index

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Book SynopsisJudgment and Leadership presents original thinking and addresses age-old concerns regarding the relationship between judgment and leadership. These two concepts are inseparable. Judgment guides every action that a leader takes and underlies every thought, emotion, or justification that leaders form. This volume extends the study of judgment and leadership across disciplinary and conceptual boundaries.For the first time, the most original and influential thinkers on judgment and leadership are brought together in a single volume and they represent a diverse set of disciplines, including critical studies, psychology, political theory, international policy, adult learning theory, management and organizational studies, philosophy, cross-cultural studies, and neuroscience. The result is an engaging look at one of the most important issues facing organizations, politics, and society: leaders and their judgment. The book describes the challenges and opportunities that leaders face when confronted with political, social and business challenges and offers an insightful and comprehensive review of leadership and its role in crisis. The authors explore how a leader's actions and judgments are shaped by their experiences. It is a highly accessible account of how leaders learn and practice judgment and a guide for leaders faced with intense and challenging problems.Scholars studying leadership, judgment, decision-making, critical thinking or problem-solving seeking the latest original thinking on the topic of leadership and judgment as well as educators seeking to develop their students' knowledge about judgment from a multidisciplinary perspective will find this volume an invaluable resource as will leadership trainers, educators, coaches, and human resource professionals seeking to improve and develop leaders.Table of ContentsContents: 1 Introduction to judgment and leadership 1 Anna B. Kayes and D. Christopher Kayes PART I CONCEPTUALIZATION AND PROCESSES OF LEADERSHIP JUDGMENT 2 Cognition counts: cognitive skills contributing to leader judgment 11 E. Michelle Todd, Tanner Newbold and Michael D. Mumford 3 Character-infused judgment and decision making 25 Brenda Nguyen and Mary Crossan 4 The judgment of Arendt 49 Rita A. Gardiner and Katy Fulfer 5 Judgments and justifications 60 Markus Kornprobst 6 How leaders judge creativity: a look into the idea evaluation process 72 Vignesh R. Murugavel and Roni Reiter-Palmon 7 Judgment and decision making: a “brain-first” perspective 87 John P. Sullivan PART II LEADERSHIP JUDGMENT BARRIERS, BLIND SPOTS, AND BAD JUDGMENT 8 Hubris, bad judgement and practical wisdom in politics and business 104 Eugene Sadler-Smith 9 Feeling and dirty hands: the role of regret experienced by responsible agents 117 Terry L. Price 10 Context corrupts: what makes leaders fail to see their (mis)behaviors 130 Andrea Pittarello and Roseanne J. Foti 11 Resilience leadership judgment: findings from a cosmology episode study of the shootdown of Flight MH17 145 Kari A. O’Grady, Matthijs Moorkamp, René Torenvlied and J. Douglas Orton PART III DEVELOPING AND LEARNING LEADERSHIP JUDGMENT 12 Cultural intelligence and leadership judgment & decision making: ethnology and capabilities 168 Soon Ang, Thomas Rockstuhl and Georgios Christopoulos 13 Disjuncture and development: a learning theory approach to leadership judgement 181 Chris Saunders 14 On facilitating the development of leaders’ ability to exercise good judgment 191 Matthew Eriksen 15 Improving leader judgment through experiential learning 202 Anna B. Kayes and D. Christopher Kayes 16 Conclusion: what the chapters tell us about leadership and judgment 218 Anna B. Kayes and D. Christopher Kayes Index

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Book SynopsisExamining the modern day challenges faced by academics throughout their working lives, this timely book investigates the ways in which academic careers are changing, the reasons for these changes and their potential future impacts. Contributors with experience of work in both traditional and contemporary institutions utilise theoretical and empirical methods to provide international perspectives on the key issues confronting modern day academics. Split across three chronological parts this book guides the reader through the phases of an academic's working life and the unique challenges encountered at each stage. For those entering academia key issues considered relate to career paths and motivations and transitions from industry to academia. During academia chapters study the understanding of external examiners, questions surrounding student supervision, work-life balance, use of technology and the trade off between teaching and research. Upon leaving academia concerns turn to the difficulties of working past retirement age and emeritus roles. Exploring how academics survive and thrive in the modern higher education arena, this analytical book will be a useful tool for new and established academics and policy makers working in higher education as well as for programme leaders in educational management. Contributors include: A. Agarwal, D. Anderton, K.E. Andreasen, M. Antoniadou, W. Chambers, C. Cook, M. Crowder, P. Cureton, E. Epaminonda, M. Gibson-Sweet, J. Haddock-Fraser, J. Jones, A. Karayiannis, H. Kogetsidis, P.D. Ktoridou, S.-J. Lennie, B. Longden, S. Marriott, M. Mouratidou, T. Proctor, A. Rasmussen, C. Rees, S.K. Rehbock, K. Rowlands, P.J. Sandiford, J. Stewart, S. WellsTrade Review'This is a timely and welcome book, providing both fascinating insights into the changing role of academics and an articulate discussion of the impact of these changes on universities around the world. By highlighting the various challenges that academics navigate over the course of their careers, from managing workloads to engaging in emotional labour through to adopting new technologies, it provides a critical and valuable basis for future debates over the evolving role of academics and indeed their universities.' --Anna Sutton, University of Waikato, New ZealandTable of ContentsContents: Introduction xvii PART I ENTERING ACADEMIA 1 Living the dream … but for how long? Being an early-career academic in the context of ‘excellence’ 2 Marilena Antoniadou 2 Career transitions from industry to academia 16 Mark Crowder and Maria Mouratidou 3 Career issues, paths and motivations: career stories of four UK academics 31 Maria Mouratidou 4 Three scholars at work: making sense of the twenty-first century academy 44 Peter John Sandiford, Ankit Agarwal and Sam Wells PART II DURING ACADEMIA 5 Get me a job! Thinking about student employability 67 Dane Anderton and Sue Marriott 6 From euphoria to letting go: experiences of cross-cultural adaptation of international academics in UK higher education 82 Marilena Antoniadou 7 Exploring perceptions of academic management roles in the undergraduate student experience 99 Marilena Antoniadou, Mark Crowder and Jim Stewart 8 External examiners: what do they do and how does someone become one? 120 Mark Crowder 9 ‘Signature of mediocrity’? Variability and uncertainty associated with PhD assessment processes in the UK 135 Christopher J. Rees and Kate E. Rowlands 10 Providing research supervision: a personal polemic 152 Jim Stewart 11 The effects of control on academic engagement, work–life balance and work–life conflict: is how we manage and what we measure actually contributing to what we strive to pursue? 168 Caryn Cook, Joanna Jones and Monica Gibson-Sweet 12 The balance between teaching and research: challenges and contradictions in the context of the modern university 183 Annette Rasmussen and Karen E. Andreasen 13 Caring and coping: an interpretative phenomenological analysis of lecturers’ emotional labour in the context of higher education commercialisation and the consequences for staff and student wellbeing 196 Sarah-Jane Lennie 14 The unseen pressures of academia 211 Janet Haddock-Fraser 15 Apps and smartphone technology acceptance: lecturers’ likelihood of using interactive polling systems in the lecture theatre 226 Dane Anderton 16 Being an academic in an era of rapid technological change and distance learning education: views of faculty members of a business school 238 Harry Kogetsidis, Despo Ktoridou, Epaminondas Epaminonda and Achilleas Karayiannis 17 Academic leadership: challenges and opportunities for leaders and leadership development in higher education 252 Stephanie K. Rehbock 18 Institutional research: unintended consequences in higher education 265 Bernard Longden PART III LEAVING ACADEMIA 19 Academics moving from higher education institutions: careers of PhDs after graduation 286 Annette Rasmussen and Karen E. Andreasen 20 Retirement: a valediction to work? 300 Peter Cureton 21 Working past retirement age: from the point of view of a business and management academic 312 Tony Proctor 22 But I don’t like golf: emeritus roles 324 William Chambers Conclusion: time for a change 349 Index 353

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Book SynopsisPresenting a contemporary outlook on how organizations must adjust to the ‘Era of Me’, this timely book analyses contemporary learning paradigms, sustainability, performance management, and theories of work-related attitudes to promote organizational culture and productivity in workplaces in the volatile modern era.In the 21st century, the organizational environment in most western-oriented societies is dynamic, multifaceted, complex, and ambiguous. This comprehensive book explores the unique challenges faced by modern organizations due to increasingly varied, flexible, and virtual work arrangements, shifting employee characteristics, technological developments, increased competition, and enhanced diversity in business. Covering a broad range of salient topics and shifting the employee–employer relationship to one of mutual goals and trust, chapters challenge old management styles while recommending novel future methods of engineering the world of work in an era of constant change.Using a symbiosis of research, theory, and practice, Engineering the World of Work will be an invaluable resource for students, and scholars of psychology, organizational studies and business administration. It will also be an essential guide to managers, stakeholders, consultants, and policymakers who are interested in practical ways of adjusting to the changes of the 21st century.Trade ReviewLife is change, and reflecting this, the book Engineering the World of Work is topical and timely. The world of work continues to rapidly evolve in the 21st century, and understanding these changes and processes is critical for organisations, as well as for their people. Tziner has done an excellent job in bringing together a collection of contributions which are inspiring and engaging. -- Yehuda Baruch, Southampton Business School, UKTable of ContentsContents: Preface x Acknowledgments xiii 1 The “Era of Me”: design and integration of career paths in an era of self-directed careers 1 Mirit K. Grabarski and Daphna Schwartz-Asher 2 Freelancers in organizations: a novel perspective 21 Or Shkoler and Aharon Tziner 3 Organizational learning: personalization, blended learning, and tailor-made learning solutions 39 Liad Bareket-Bojmel 4 Diversity and inclusion: challenges and best practices for creating inclusive organizations 58 M. Anthony Machin 5 Examining stress reactions in the world of work in the 21st century 77 M. Anthony Machin and Erich C. Fein 6 Managing performance in the “Era of Me” 88 Erich C. Fein 7 Revisiting theories of work-related attitudes in the “Era of Me” 105 Erich C. Fein 8 Compensation and rewards for work performance in the “Era of Me” work world 120 Liad Bareket-Bojmel 9 Racism at work: a conspectus – approaches, perspectives, and potential palliatives 135 Lily Chernyak-Hai and Aharon Tziner Conclusion 180 Aharon Tziner Index

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Book SynopsisThis innovative textbook provides a systematic approach to developing practices of perception, reflection and inquiry to facilitate sound ethical action in organizational settings. Now in its second edition, Donna Ladkin’s Mastering Ethics in Organizations invites readers to reflect and experiment on ethical behaviours with targetted activities in unique organizational contexts.Key features of the second edition include:A step-by-step approach to developing ethical astutenessBrand new case studies on companies including Volkswagen, Amazon and BoeingArt-based pedagogical material, including unique storytelling approaches through mythology and filmGuided and informed discussions about contemporary ethical issues concerning the use of social media, artificial intelligence and human-centred design.Offering curated contextualized insights into the field, this textbook will be ideal reading for MBA business ethics courses, as well as Masters courses in leadership. It will also benefit Continuing Professional Development audiences dealing with ethical situations.Trade Review‘This is a terrific book. It takes seriously the idea that to do ethics effectively we have to, in Dewey's words, ‘‘get inside the problem‘‘. The book is a treasure trove of ideas and techniques that will help decision-makers really understand themselves and the ethical issues that they face.‘Table of ContentsContents: 1. Groundings LEVEL I FOUNDATIONAL PRACTICES 2. Paying attention 3. Asking artful questions LEVEL II PERCEPTUAL PRACTICES 4. Developing moral perception 5. Developing moral imagination LEVEL III PRACTICES TOWARDS ACTION 6. Building blocks for ethical action 7. Taking ethical action LEVEL IV ENGAGING WITH ORGANIZATIONAL ISSUES ETHICALLY 8. Navigating organizational systems ethically 9. The problems and possibilities of human-centered design – Dani Chesson 10. Organizational ethics and social media 11. Organizational ethics at the frontier: engaging with artificial intelligence ethically 12. Continuing the journey of ethical mastery References Index

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Book SynopsisThis innovative textbook provides a systematic approach to developing practices of perception, reflection and inquiry to facilitate sound ethical action in organizational settings. Now in its second edition, Donna Ladkin’s Mastering Ethics in Organizations invites readers to reflect and experiment on ethical behaviours with targetted activities in unique organizational contexts.Key features of the second edition include:A step-by-step approach to developing ethical astutenessBrand new case studies on companies including Volkswagen, Amazon and BoeingArt-based pedagogical material, including unique storytelling approaches through mythology and filmGuided and informed discussions about contemporary ethical issues concerning the use of social media, artificial intelligence and human-centred design.Offering curated contextualized insights into the field, this textbook will be ideal reading for MBA business ethics courses, as well as Masters courses in leadership. It will also benefit Continuing Professional Development audiences dealing with ethical situations.Trade Review‘This is a terrific book. It takes seriously the idea that to do ethics effectively we have to, in Dewey's words, ‘‘get inside the problem‘‘. The book is a treasure trove of ideas and techniques that will help decision-makers really understand themselves and the ethical issues that they face.‘Table of ContentsContents: 1. Groundings LEVEL I FOUNDATIONAL PRACTICES 2. Paying attention 3. Asking artful questions LEVEL II PERCEPTUAL PRACTICES 4. Developing moral perception 5. Developing moral imagination LEVEL III PRACTICES TOWARDS ACTION 6. Building blocks for ethical action 7. Taking ethical action LEVEL IV ENGAGING WITH ORGANIZATIONAL ISSUES ETHICALLY 8. Navigating organizational systems ethically 9. The problems and possibilities of human-centered design – Dani Chesson 10. Organizational ethics and social media 11. Organizational ethics at the frontier: engaging with artificial intelligence ethically 12. Continuing the journey of ethical mastery References Index

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Book SynopsisThis cutting-edge Handbook offers a comprehensive introduction to the emerging research field of artificial intelligence (AI) in human resource management (HRM). Broadly mapping AI fields relevant for HR, it not only considers the more well-known areas of machine learning and natural language processing, but also lesser-known fields such as affective computing and robotic process automation.Expert contributors analyze the applications of machine learning in human resources, including machine learning on text data, audio and video data, social media data, and in recruiting and staffing. They also explore a range of innovative topics such as knowledge representation and reasoning, and evolutionary computing. Discussing the explainability, fairness, accountability, and legitimacy of AI in HR, chapters bring normative issues to the fore. Approaches to researching AI in HR and to employing AI in HR research are also tackled. Offering an insight into existing research on artificial intelligence in human resources, the Handbook introduces core issues and considers implications for future research.This Handbook will be critical reading for scholars and students of human resource management, knowledge management, organizational innovation, computer science, and information systems. It will also be beneficial for practitioners in these fields.Trade Review‘This Handbook is a must-have whether you know a little or a lot about AI and human resource management. Topics range from the highly technical for specialists to the more foundational for novices. Readers can dive in to get answers to specific questions or read the whole volume to gain a thorough grounding. AI is here to stay in human resource management. It poses many challenges for scholars and practitioners. This Handbook is a great guide for addressing those challenges.' -- Mark Lengnick-Hall, University of Texas at San Antonio, US‘The potential for better decisions in managing people and also the conflicts between AI principles and those that have governed human resources are profound. This Handbook offers the most detailed and wide-ranging account available as to what AI solutions look like in this realm, not just those available now but most importantly those in the works.’ -- Peter Cappelli, University of Pennsylvania, US‘This Handbook provides a comprehensive overview of how AI might be deployed in the field of human resources and includes incisive analysis of some of the key challenges: explaining AIs’ decisions, fairness and legal regulation. It is a really excellent resource.’ -- Andy Charlwood, University of Leeds, UKTable of ContentsContents: Preface xii 1 Artificial intelligence in human resources – an introduction 1 Stefan Strohmeier PART I APPLICATIONS OF ARTIFICIAL INTELLIGENCE IN HUMAN RESOURCES PART I.1 APPLICATIONS OF MACHINE LEARNING IN HUMAN RESOURCES 2 HR machine learning – an introduction 25 Stefan Strohmeier 3 HR machine learning on text data 46 Felix Gross 4 HR machine learning on audio and video data 68 Carmen Fernández-Martinez and Alberto Fernández 5 HR machine learning on social media data 89 Jake T. Harrison and Christopher J. Hartwell 6 HR machine learning in recruiting 105 Sven Laumer, Christian Maier, and Tim Weitzel 7 Machine learning in HR staffing 127 Florian J. Meier and Sven Laumer 8 Machine learning in personnel selection 149 Cornelius J. König and Markus Langer PART I.2 FURTHER APPLICATIONS OF ARTIFICIAL INTELLIGENCE IN HUMAN RESOURCES 9 HR knowledge representation and reasoning 169 Jorge Martinez-Gil 10 HR robotic process automation 187 Peter Fettke and Stefan Strohmeier 11 HR evolutionary computing 207 Lena Wolbeck and Charlotte Köhler 12 HR natural language processing – conceptual overview and state of the art on conversational agents in human resources management 226 Sven Laumer and Stefan Morana 13 HR affective computing 243 William J. Becker, Sarah E. Tuskey, and Constant D. Beugré PART II CONSEQUENCES OF ARTIFICIAL INTELLIGENCE IN HUMAN RESOURCES 14 Consequences of artificial intelligence in human resource management 261 Maarten Renkema PART III NORMATIVE ISSUES OF ARTIFICIAL INTELLIGENCE IN HUMAN RESOURCES 15 Explainability of artificial intelligence in human resources 285 Markus Langer and Cornelius J. König 16 Fairness of artificial intelligence in human resources – held to a higher standard? 303 Sandra L. Fisher and Garret N. Howardson 17 Accountability of artificial intelligence in human resources 323 Katharina A. Zweig and Franziska Raudonat 18 Legitimacy of artificial intelligence in human resources – the legal framework for using artificial intelligence in human resource management 337 Kai von Lewinski and Raphael de Barros Fritz PART IV RESEARCH ISSUES OF ARTIFICIAL INTELLIGENCE IN HUMAN RESOURCES 19 Design considerations for conducting artificial intelligence research in human resource management 353 Richard D. Johnson and Dianna L. Stone 20 Employing artificial intelligence in human resources research 371 Chulin Chen and Richard Landers Index 392

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Book SynopsisThis insightful book draws together expansive international and interdisciplinary evidence to develop a comprehensive framework for understanding and enhancing workplace well-being through the lens of job quality. It analyses how paid work influences the well-being of workers, the organizations for which they complete tasks of employment, and the societies in which we live.Daniel Wheatley constructs a theoretical framework around three strategic elements: the culture of the organization and its workers, the structures that govern their activities, and the physical and psychological work environment. The book then explores six dimensions which underpin these strategic elements: job properties, flexibility, rewarding careers, relationships, giving, and physical space and activity. Incorporating case studies and practical insights for applying the framework, including measurement methods, the book offers a comprehensive account of the influences and impacts of paid work on the quality of working lives.Contributing to the understanding of the complex and dynamic relationship between well-being and the quality of our working lives, this book will be a valuable resource for scholars and students of human resource management, organization studies, employment relations and organizational behaviour. Its practical guidance will also be beneficial for business managers and practitioners in these fields.Trade Review‘The importance of work for one’s well-being is being increasingly recognized by scholars and policymakers alike. This insightful book enhances considerably our understanding of the variety of ways in which paid work influences both objective and subjective aspects of well-being. Its multidimensional, multimethod, and multidisciplinary approach underscores the utility of a holistic, comprehensive framework for comprehending and addressing the impacts of work quality on workers that will prove useful to managers as well as researchers.’ -- Arne L. Kalleberg, University of North Carolina at Chapel Hill, USTable of ContentsContents: 1. Well-Being and the Quality of Working Lives: an introduction PART I DEVELOPING A FRAMEWORK FOR WORKPLACE WELL-BEING 2. Understanding well-being 3. Well-being and work PART II THE DIMENSIONS OF WORKPLACE WELL-BEING 4. Job properties 5. Flexibility 6. Rewarding careers 7. Relationships 8. Giving 9. Physical space and activity 10. Conclusions: ways to working well References Index

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Book SynopsisThis book presents Human Resource Management (HRM) as a tool for improving the performance of organizations in developing and transitional countries. It does this through the presentation of an integrated model of human resource management, informed by the practical realities of applying such a model in developing and transitional countries. Using exercises and real-life examples, the authors emphasize the need to practise (and to study) HRM in context, taking account of the contrast between what theory says should happen and what actually happens in practice. Having introduced a strategic model of HRM, the book explores the key HRM activities of human resource planning, job analysis, managing pay, recruitment and selection, performance management, learning and training, job reduction and employee relations. The authors stress that every HRM model must be critically assessed in the particular setting in which it is being used, and then adopted, adapted or abandoned. This process of critical adaptation of international models of 'good practice' is the essence of global HRM.This textbook offers a clear and highly accessible introduction to the theory and practice of HRM in developing and transitional countries. It has been designed for students on a wide range of human resource oriented courses, including development management and administration. It will also be a valuable reference tool for HRM practitioners in the private and public sector and in NGOs.Trade Review‘Global Human Resource Management is a timely and excellent resource, and its focus on developing and transitional countries fills something of a gap in the literature. It is a welcome addition to the list of resources available to HR managers working in the international scene.' -- Geoffrey De Lacy, HR MonthlyTable of ContentsContents: 1. Global Human Resource Management: A ‘Crossvergent’ Approach 2. Strategic Human Resource Management 3. Human Resource Planning 4. Job Analysis 5. Managing Pay 6. Recruitment, Selection and Equal Opportunities 7. Performance Management and Appraisal 8. Learning and Training 9. Job Reduction 10. Employee Relations Bibliography Index

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Book SynopsisIt is becoming increasingly recognised that the way in which human resources are managed is a key source of sustainable competitive advantage for business. Nowhere, Michael Zanko argues, is this seen to be more relevant than in the Asia-Pacific region.The aim of the Handbook and its systematically codified economy human resource management (HRM) profiles is to improve knowledge and understanding of HRM policy and practices in the Asia-Pacific region. It serves as a practical guide to predominantly macro-level HRM policies and practices in ten APEC economies, covering Australia, Chinese Taipei (Taiwan), Hong Kong, Indonesia, Japan, Korea, Malaysia, People's Republic of China, Thailand and the United States of America.The Handbook of Human Resource Management Policies and Practices in Asia-Pacific Economies Volume I will be essential reading for lecturers, researchers, academics and managers concerned with human resource management, international business, management, and cross-cultural studies. The Handbook will also be of great interest to those involved in industrial and employment relations.Trade Review'There is considerable rigour behind the work and the contexts are well positioned. The books have excellent HR data for not only businesses, but employees considering a transfer to an international location. In addition to the primary authors cadres of industry advisors were assembled of considerable status and representing mainstream organisations and unions. The countries covered total twenty one and, in addition, there is a summary chapter in volume two on issues, trends and implications. Obviously there are other reference points available on single countries and indeed dual country comparisons, but this work is timely, highly relevant and extremely valuable. It is recommended most highly.' -- Geoffrey N. De Lacy, Australian Human Resource Institute Journal'A very welcome and valuable addition to the literature, this two-volume handbook covers current HRM policies and practices in all 21 APEC (Asia-Pacific Economic Cooperation) member economies. For the first time, we have single-source access to a codified set of macro-level HRM profiles for APEC membership economies . . . this project helps fill the need for systematic and accurate HRM data in a very large geographic area, including four continents divided by the Pacific Ocean . . . this is an impressive compilation and will benefit government and business organizations when formulating strategy for employment relations. It will also assist those in the academic sector with the research and teaching of cross-cultural management issues. It should be a welcome addition to most academic and special libraries with interests in the Asia and the Pacific.' -- David A. Flynn, Business Information AlertTable of ContentsContents: 1. Introduction 2. The Implications of Supra-National Regionalism for Human Resource Management in the Asia-Pacific Region 3. Australia 4. Chinese Taipei 5. Hong Kong 6. Indonesia 7. Japan 8. Republic of Korea 9. Malaysia 10. People’s Republic of China 11. Thailand 12. United States of America Index

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Book SynopsisThe strategic value of human resource management (HRM) in successful, sustainable competitive advantage is fully acknowledged and yet, until now there has been little in the way of descriptive analytic profiles of countries and markets outside of the US and Europe. Together with Volume 1 this Handbook forms a complete codification of HRM policies and practices of all 21 APEC (Asia-Pacific Economic Cooperation) member economies.This unique volume contains 11 profiles of Brunei Darussalam, Canada, Chile, Mexico, New Zealand, Papua New Guinea, Peru, Philippines, Russia, Singapore and Vietnam. The Handbook of Human Resource Management Policies and Practices in Asia-Pacific Economies, Volume 2 will be essential reading for lecturers, researchers, academics and managers concerned with human resource management, international business, management, and cross-cultural studies. The Handbook will also be of great interest to those involved in industrial and employment relations.Trade Review'There is considerable rigour behind the work and the contexts are well positioned. The books have excellent HR data for not only businesses, but employees considering a transfer to an international location. In addition to the primary authors cadres of industry advisors were assembled of considerable status and representing mainstream organisations and unions. The countries covered total twenty one and, in addition, there is a summary chapter in volume two on issues, trends and implications. Obviously there are other reference points available on single countries and indeed dual country comparisons, but this work is timely, highly relevant and extremely valuable. It is recommended most highly.' -- Geoffrey N. De Lacy, Australian Human Resource Institute Journal'A very welcome and valuable addition to the literature, this two-volume handbook covers current HRM policies and practices in all 21 APEC (Asia-Pacific Economic Cooperation) member economies. For the first time, we have single-source access to a codified set of macro-level HRM profiles for APEC membership economies . . . this project helps fill the need for systematic and accurate HRM data in a very large geographic area, including four continents divided by the Pacific Ocean . . . this is an impressive compilation and will benefit government and business organizations when formulating strategy for employment relations. It will also assist those in the academic sector with the research and teaching of cross-cultural management issues. It should be a welcome addition to most academic and special libraries with interests in the Asia and the Pacific.' -- David A. Flynn, Business Information AlertTable of ContentsContents: 1. Introduction 2. Brunei Darussalam 3. Canada 4. Chile 5. Mexico 6. New Zealand 7. Papua New Guinea 8. Peru 9. Philippines 10. Russia 11. Singapore 12. Vietnam 13. HRM Issues, Trends and Implications for APEC Index

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Book SynopsisWhenever a group of individuals comes together and interact in order to reach a common goal, differing individual preferences can lead to conflict. This book focuses on the management of these internal conflicts within business organizations. Peter-J. Jost and Utz Weitzel analyze organizational conflicts and illustrate how the parties involved utilize strategic actions to achieve a desired outcome in conflict. The authors use numerous examples of internal conflicts that are well-known to both practitioners and academics to define and explain the basic concepts of game theory. They then focus on the management of conflict, highlighting how the strategic behavior of conflicting parties can be influenced by direct governance or by changing organizational framework parameters. In contrast to much of the existing literature in this field, the focus is not on formal definitions or mathematical proofs, but solely on the application of game theory to strategic conflict management.This book represents a valuable tool in the assessment of organizational conflicts from a fresh, strategic perspective underpinned by game theory. It will therefore prove fascinating reading for scholars and practitioners with an interest in a broad range of fields encompassing business and management, strategic management, organizational studies, human resource management and game theory.Table of ContentsContents: Preface 1. Introduction Part I: Conflict Analysis 2. Conflicts with Independent Decisions 3. The Dynamics of Conflicts Part II: Conflict Management 4. Vertical Conflict Management 5. Lateral Conflict Management References Index

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Book SynopsisThis authoritative collection provides a wide-ranging survey of the most significant previously published papers on knowledge and learning within organizations. It explores beyond economics into the fields of cognitive science and sociology. The first volume investigates cognition in general and contains a number of classic articles which furnish the fundamentals of 'embodied cognition', the social basis of cognition and categorization. The second volume explores the application of these fundamentals to organizations and includes key papers on organizational, as opposed to individual, cognition and on the related themes of unity and diversity, stability and change.Bart Nooteboom's authoritative introduction provides explanatory information and points the way for future work in this area.Trade Review'Improving our understanding of how firms evolve and develop requires that we delve into the cognitive science sources of knowledge and learning. This collection of essays promises to do just that.' -- Douglass C. North, Washington University, USTable of ContentsContents: Volume I: The Fundamentals of Embodied Cognition Acknowledgements Introduction Bart Nooteboom PART I FUNDAMENTAL CLASSICS 1. F.A. Hayek ([1952] 1976), ‘The Structure of the Mental Order’ 2. John H. Flavell (1963), ‘Basic Properties of Cognitive Functioning’ 3. Lev Vygotsky ([1934] 1986), ‘Thought and Word’ 4. Gregory Bateson ([1972] 2000), ‘The Logical Categories of Learning and Communication’ PART II BODY AND MIND 5. George Lakoff and Mark Johnson (1999), ‘The Embodied Mind’ 6. Antonio Damasio (2003), ‘Ever Since Feelings’ PART III THE SOCIAL DIMENSION 7. George H. Mead (1982), ‘1927 Class Lectures in Social Psychology’ 8. D.A. Kolb (1984), ‘The Process of Experiential Learning’ PART IV CONCEPTS AND REPRESENTATIONS 9. Eleanor Rosch (1978), ‘Principles of Categorization’ 10. Roger C. Schank and Robert P. Abelson (1977), ‘Scripts’ 11. B. Shanon (1993), ‘A Picture of Mind’ and ‘The Representational and the Presentational’ 12. Horst Hendriks-Jansen (1996), ‘Situated Activity, Cultural Scaffolding, and Acts’ Name Index Volume II: Knowledge and Learning in Organizations Acknowledgements Introduction Bart Nooteboom PART I ORGANIZATIONAL COGNITION 1. Bruce Kogut and Udo Zander (1992), ‘Knowledge of the Firm, Combinative Capabilities, and the Replication of Technology’ 2. Michael D. Cohen and Paul Bacdayan (1994), ‘Organizational Routines Are Stored as Procedural Memory: Evidence from a Laboratory Study’ 3. Scott D.N. Cook and Dvora Yanow (1993), ‘Culture and Organizational Learning’ 4. Karl E. Weick (1979), ‘Enactment and Organizing’ 5. Linda E. Smircich and Gareth Morgan (1982), ‘Leadership: The Management of Meaning’ 6. Bart Nooteboom (1992), ‘Towards a Dynamic Theory of Transactions’ 7. Wesley M. Cohen and Daniel A. Levinthal (1990), ‘Absorptive Capacity: A New Perspective on Learning and Innovation’ PART II UNITY AND DIVERSITY 8. Paul DiMaggio (1997), ‘Culture and Cognition’ 9. Haridimos Tsoukas (1996), ‘The Firm as a Distributed Knowledge System: A Constructionist Approach’ 10. John Seely Brown and Paul Duguid (1991), ‘Organizational Learning and Communities-of-Practice: Toward a Unified View of Working, Learning and Innovation’ 11. John Seely Brown and Paul Duguid (2001), ‘Knowledge and Organization: A Social-Practice Perspective’ 12. Steven Postrel (2002), ‘Islands of Shared Knowledge: Specialization and Mutual Understanding in Problem-Solving Teams’ 13. Morten T. Hansen (1999), ‘The Search-Transfer Problem: The Role of Weak Ties in Sharing Knowledge across Organization Subunits’ 14. Alessia Contu and Hugh Willmott (2003), ‘Re-Embedding Situatedness: The Importance of Power Relations in Learning Theory’ PART III STABILITY AND CHANGE 15. Chris Argyris and Donald A. Schön (1978), ‘What is an Organization that it May Learn?’ 16. James G. March (1991), ‘Exploration and Exploitation in Organizational Learning’ 17. Rebecca M. Henderson and Kim B. Clark (1990), ‘Architectural Innovation: The Reconfiguration of Existing Product Technologies and the Failure of Established Firms’ 18. Michael L. Tushman and Philip Anderson (1986), ‘Technological Discontinuities and Organizational Environments’ 19. Robert A. Burgelman (1991), ‘Intraorganizational Ecology of Strategy Making and Organizational Adaptation: Theory and Field Research’ 20. Martha S. Feldman and Brian T. Pentland (2003), ‘Reconceptualizing Organizational Routines as a Source of Flexibility and Change’ 21. Bart Nooteboom (1999), ‘Innovation, Learning and Industrial Organisation’ Name Index

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Book SynopsisOver the past twenty years or so there has been a marked increase in the study of personnel issues by labour economists. These studies have explored such topics as incentives, compensation methods, human resource strategies and institutional structures, and have provided an insightful empirical literature rich in the creative use of new data. In these two volumes, the editors bring together many of the theoretical papers which were key in establishing personnel economics as a discipline within economics, as well as a selection of empirical studies which have been important in developing an understanding of the economics of human resource issues. The editors have written an authoritative introduction to complement their selection.Table of ContentsContents: Volume I: The Concepts Acknowledgements Introduction Edward P. Lazear and Robert McNabb PART I THEORETICAL FOUNDATIONS A Basics 1. Gary S. Becker (1962), ‘Investment in Human Capital: A Theoretical Analysis’ 2. Stephen A. Ross (1973), ‘The Economic Theory of Agency: The Principal’s Problem’ 3. Joseph E. Stiglitz (1975), ‘Incentives, Risk, and Information: Notes Towards a Theory of Hierarchy’ 4. Edward P. Lazear (1979), ‘Why Is There Mandatory Retirement?’ 5. Bengt Holmström (1979), ‘Moral Hazard and Observability’ 6. Eugene F. Fama (1980), ‘Agency Problems and the Theory of the Firm’ 7. Assar Lindbeck and Dennis J. Snower (1986), ‘Wage Setting, Unemployment, and Insider–Outsider Relations’ B Tournaments 8. Edward P. Lazear and Sherwin Rosen (1981), ‘Rank-Order Tournaments as Optimum Labor Contracts’ 9. Sherwin Rosen (1986), ‘Prizes and Incentives in Elimination Tournaments’ 10. Edward P. Lazear (1989), ‘Pay Equality and Industrial Politics’ C Measurement 11. Edward P. Lazear (1986), ‘Salaries and Piece Rates’ 12. George P. Baker (1992), ‘Incentive Contracts and Performance Measurement’ 13. Margaret A. Meyer (1994), ‘The Dynamics of Learning with Team Production: Implications for Task Assignment’ PART II THEORETICAL ISSUES: PUZZLES, ANALYSIS AND ANSWERS 14. H. Lorne Carmichael (1988), ‘Incentives in Academics: Why Is There Tenure?’ 15. Charles Kahn and Gur Huberman (1988), ‘Two-sided Uncertainty and “Up-or-Out” Contracts’ 16. Eugene Kandel and Edward P. Lazear (1992), ‘Peer Pressure and Partnerships’ 17. Canice J. Prendergast (1995), ‘A Theory of Responsibility in Organizations’ 18. Sherwin Rosen (1992), ‘The Military as an Internal Labor Market: Some Allocation, Productivity, and Incentive Problems’ PART III THE JOB 19. Edward P. Lazear (1992), ‘The Job as a Concept’ 20. George Baker, Michael Gibbs and Bengt Holmstrom (1994), ‘The Internal Economics of the Firm: Evidence from Personnel Data’ 21. Michael L. Wachter and Randall D. Wright (1990), ‘The Economics of Internal Labor Markets’ 22. Robert Gibbons and Michael Waldman (1999), ‘A Theory of Wage and Promotion Dynamics Inside Firms’ 23. Oliver E. Williamson, Michael L. Wachter and Jeffrey E. Harris (1975), ‘Understanding the Employment Relation: The Analysis of Idiosyncratic Exchange’ PART IV PERSONNEL STRATEGY 24. Casey Ichniowski, Kathryn Shaw and Giovanna Prennushi (1997), ‘The Effects of Human Resource Management Practices on Productivity: A Study of Steel Finishing Lines’ 25. Richard B. Freeman and Edward P. Lazear (1995), ‘An Economic Analysis of Works Councils’ 26. Julio J. Rotemberg (1994), ‘Human Relations in the Workplace’ 27. Raaj Kumar Sah and Joseph E. Stiglitz (1986), ‘The Architecture of Economic Systems: Hierarchies and Polyarchies’ 28. Renée M. Landers, James Rebitzer and Lowell J. Taylor (1996), ‘Rat Race Redux: Adverse Selection in the Determination of Work Hours in Law Firms’ Name Index Volume II: Personnel Economics and Performance Acknowledgements An introduction by the editors to both volumes appears in Volume I PART I PIECE RATE PAY 1. Edward P. Lazear (2000), ‘Performance Pay and Productivity’ 2. Beth J. Asch (1990), ‘Do Incentives Matter? The Case of Navy Recruiters’ 3. Sue Fernie and David Metcalf (1999), ‘It’s not What You Pay it’s the Way that You Pay it and that’s What Gets Results: Jockeys’ Pay and Performance’ 4. Charles Brown (1990), ‘Firms’ Choice of Method of Pay’ PART II PROFIT SHARING AND TOURNAMENT PAY STRUCTURES, OTHER INCENTIVE SCHEMES 5. Robert Drago and Gerald T. Garvey (1998), ‘Incentives for Helping on the Job: Theory and Evidence’ 6. Tor Eriksson (1999), ‘Executive Compensation and Tournament Theory: Empirical Tests on Danish Data’ 7. Charles R. Knoeber and Walter N. Thurman (1994), ‘Testing the Theory of Tournaments: An Empirical Analysis of Broiler Production’ 8. Daniel M.G. Raff and Lawrence H. Summers (1987), ‘Did Henry Ford Pay Efficiency Wages?’ 9. Jonathan S. Leonard (1987), ‘Carrots and Sticks: Pay, Supervision, and Turnover’ 10. David G. Blanchflower and Andrew J. Oswald (1988), ‘Profit-Related Pay: Prose Discovered?’ 11. Robert McNabb and Keith Whitfield (1998), ‘The Impact of Financial Participation and Employee Involvement on Financial Performance’ PART III EXECUTIVE COMPENSATIONS 12. Michael C. Jensen and Kevin J. Murphy (1990), ‘Performance Pay and Top-Management Incentives’ 13. Robert Gibbons and Kevin J. Murphy (1990), ‘Relative Performance Evaluation for Chief Executive Officers’ 14. Brian G.M. Main, Alistair Bruce and Trevor Buck (1996), ‘Total Board Remuneration and Company Performance’ 15. Jonathan S. Leonard (1990), ‘Executive Pay and Firm Performance’ Name Index

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Book SynopsisFast track route to jump-starting your career Covers key career management techniques, from lifelong learning to getting promoted, and from surviving office politics to goal setting Packed with lessons and tips from great careers and ideas from great thinkers like Charles Handy Includes a glossary of key concepts and a comprehensive resources guide ExpressExec is a unique business resource of one hundred books. These books present the best current thinking and span the entire range of contemporary business practice. Each book gives you the key concepts behind the subject and the techniques to implement the ideas effectively, together with lessons from benchmark companies and ideas from the world's smartest thinkers. ExpressExec is organised into ten core subject areas making it easy to find the information you need: 01 Innovation 02 Enterprise 03 Strategy 04 Marketing 05 Finance 06 Operations and Technology 07 Organizations 08 Leading 09 People 10 Life and Work ExpressExec is a perfect learning solution for people who need to master the latest business thinking and practice quickly.Table of ContentsIntroduction to Express Exec Introduction to Career Management What is Career Management? The Evolution of Career Management The E-Dimension The Global Dimension The State of the Art In Practice Key Concepts and Thinkers Resources Ten Steps to Making Career Management Work Frequently Asked Questions (FAQs) Acknowledgements Index

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Book SynopsisFast track route to hiring the best and locking in top talent Covers the key areas of recruitment and retention, from newtechniques for expanding your search and finding candidates forhard-to-fill jobs to making the best hiring decision and retainingyour high-performance talent pool Examples and lessons from some of the world's most successfultalent managers, including Cigna, Fujitsu Limited, the U.S. ArmedServices, General Electric, Hewlett Packard, Steelcase, andAlliedSignal, and ideas from the smartest thinkers, includingFrederick Herzberg, Abraham Maslow, Richard Boyatzis, Martha R. A.Fields, and Peter D. Weddle Includes a glossary of key concepts and a comprehensiveresources guide.Table of ContentsIntroduction to Express Exec Introduction Definition of Terms Evolution The E-Dimension The Global Dimension The State of the Art of Recruitment and Retention In Practice Key Concepts and Thinkers Resources Ten Steps to Making Recruitment and Retention Work Frequently Asked Questions (FAQs) Index

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Book SynopsisFast track route to motivating individuals and teams Covers the key areas of motivation, from the development of academic theories and celebrated workplace experiments to the contemporary dilemmas caused by restructuring and job insecurity Examples and lessons from some of the world's most successful businesses, including LVMH and BP, and ideas from the smartest thinkers, including Abraham Maslow, Douglas McGregor, W Edwards Deming, Lynda Gratton, Fons Trompenaars and Meredith Belbin Includes a glossary of key concepts and a comprehensive resources guideTable of ContentsIntroduction to Express Exec Introduction to Motivation What is Motivation? Evolution Motivation The E-Dimension to Motivation Globalization The State of the Art In Practice: Success Stories Key Concepts and Thinkers Resources Ten Steps to Making Motivation Work Frequently Asked Questions (FAQs) Acknowledgements Index

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