Working patterns and practices Books

Book SynopsisThis book is designed to help small businesses thrive in an increasingly competitive world.People are one of the few remaining, reliable sources of sustainable, competitive advantage. Competitors will copy marketing strategies, and technology and process advantages will fade over time, but having the best people for your organization will turn customers into raving fans, allowing you to have a more enjoyable ride as you achieve your goals.Most business owners give lip service to the mantra that people are our greatest assets, but how many really grasp the deeper implications of this? After all, people are listed on income statements as an expense (payroll) but are nowhere to be found under assets on our balance sheets.This book provides the keys to unlock the fundamental elements of an organization that serve as the foundation for small businesses to perpetually attract and retain top talent--those who fit with the organization's culture and core values and who contribute to achieving the organization's goals.

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Book SynopsisToday's organizational environment is characterized by high levels of cross-cultural, cross-national, and cross-religious communication, conflict, collaboration, and commerce. This environment produces myriad encounters between individuals who embrace different ideologies, religions and spiritual practices. As such, unanswered (and even unasked) questions about management, spirituality, and religion abound. This book, seeks to advance our understanding by asking the big questions.Blessed are Those Who Ask the Questions: What Should We be Asking About Management, Spirituality, and Religion in Organizations? is intended to be provocative in nature. Its chapters address novel ways that leadership, organizations, and organizational stakeholders mutually impact each other by their similarities and differences in religious, spiritual, and ideological traditions, cultures, and practices. Interdisciplinary in nature and firmly grounded in scholarly literature, this book identifies and maps out bold new trajectories for advancing the study of management spirituality, and religion (including but going far beyond Western, Christian conceptualizations of religion). Sometimes universal, sometimes quite specific, this volume identifies unexplored, underexplored, or unresolved issues in the field and proposes new streams of research. Diverse conceptual, empirical, theoretical, and critical treatments that honor a variety of inquiry styles and research methods push the boundaries of MSR research.Table of Contents Foreword - J. Goosby Smith Is God Greater Than Tenure? - Quintus R. Jett Can Work Be Redeemed Through Play? (Or Why Is Playing Not an Option) - Raymond Carr Is the Spirit 'Missing' in the Discourse of Management, Spirituality & Religion? - Shoaib Ul-Haq Inspiring Inclusion: What is the Evidence for a Faith-Based Approach to Leadership Development? - Valerie L. Myers What Happens When Classical Hollywood Narrative and American Mythos Converge? - Joi Carr Should Transformational Leadership Theory Include an Ethics Component? Insights From the Cupbearer to the King - Tom Clark What are the Biblical Roots of Servant Leadership? - Michael J. Mlynarczyk The Strategy of Spirituality: How Best Can Spiritual Leadership and Spirituality at Work Support and Sustain Organizational Strategy? A Christian Perspective - Richard Peters and Joe Ricks Motivation or Justification: How Is Religiosity Used in the Decision to Engage in Environmental Sustainability Practices? - Shalei V. K. Simms and Dorothy M. Kirkman Is Today's Focus on Innovation Enticing Global Managers Away From Religious and Spiritual Principles? - Matthew Guah (What's) the Matter With Babel? - Daniel Q. Vass-Goosby Religious and Wealthy: Can One Be Both? - Miles K. Davis and Clifford F. Thies How Can an Understanding of and Acknowledgment of the Effects of Sin and Evil Inform Solutions to Organizational and Societal Problems? - Larry G. Daniel How Can the Newest Global Religion—the Baha'i Faith—Impact the Future of Business? - Payam Zamani "Nuns" to Nones? Revisiting Management, Spirituality, and Religion in the Workplace for the New Generation - Latha Poonamallee About the Contributors

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Book SynopsisToday's organizational environment is characterized by high levels of cross-cultural, cross-national, and cross-religious communication, conflict, collaboration, and commerce. This environment produces myriad encounters between individuals who embrace different ideologies, religions and spiritual practices. As such, unanswered (and even unasked) questions about management, spirituality, and religion abound. This book, seeks to advance our understanding by asking the big questions.Blessed are Those Who Ask the Questions: What Should We be Asking About Management, Spirituality, and Religion in Organizations? is intended to be provocative in nature. Its chapters address novel ways that leadership, organizations, and organizational stakeholders mutually impact each other by their similarities and differences in religious, spiritual, and ideological traditions, cultures, and practices. Interdisciplinary in nature and firmly grounded in scholarly literature, this book identifies and maps out bold new trajectories for advancing the study of management spirituality, and religion (including but going far beyond Western, Christian conceptualizations of religion). Sometimes universal, sometimes quite specific, this volume identifies unexplored, underexplored, or unresolved issues in the field and proposes new streams of research. Diverse conceptual, empirical, theoretical, and critical treatments that honor a variety of inquiry styles and research methods push the boundaries of MSR research.Table of Contents Foreword - J. Goosby Smith Is God Greater Than Tenure? - Quintus R. Jett Can Work Be Redeemed Through Play? (Or Why Is Playing Not an Option) - Raymond Carr Is the Spirit 'Missing' in the Discourse of Management, Spirituality & Religion? - Shoaib Ul-Haq Inspiring Inclusion: What is the Evidence for a Faith-Based Approach to Leadership Development? - Valerie L. Myers What Happens When Classical Hollywood Narrative and American Mythos Converge? - Joi Carr Should Transformational Leadership Theory Include an Ethics Component? Insights From the Cupbearer to the King - Tom Clark What are the Biblical Roots of Servant Leadership? - Michael J. Mlynarczyk The Strategy of Spirituality: How Best Can Spiritual Leadership and Spirituality at Work Support and Sustain Organizational Strategy? A Christian Perspective - Richard Peters and Joe Ricks Motivation or Justification: How Is Religiosity Used in the Decision to Engage in Environmental Sustainability Practices? - Shalei V. K. Simms and Dorothy M. Kirkman Is Today's Focus on Innovation Enticing Global Managers Away From Religious and Spiritual Principles? - Matthew Guah (What's) the Matter With Babel? - Daniel Q. Vass-Goosby Religious and Wealthy: Can One Be Both? - Miles K. Davis and Clifford F. Thies How Can an Understanding of and Acknowledgment of the Effects of Sin and Evil Inform Solutions to Organizational and Societal Problems? - Larry G. Daniel How Can the Newest Global Religion—the Baha'i Faith—Impact the Future of Business? - Payam Zamani "Nuns" to Nones? Revisiting Management, Spirituality, and Religion in the Workplace for the New Generation - Latha Poonamallee About the Contributors

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Book SynopsisThe Research in Careers series is designed in five volumes to provide scholars a unique forum to examine careers issues in today’s changing, global workplace. What makes this series unique is that the volumes are connected by the use of Mainiero and Sullivan’s (2006) Kaleidoscope Career Model (KCM) as the organizing framework and the theme underlying the volumes. In this volume, Striving for Balance, we consider how individuals seek a healthy alignment between work and nonwork. In addition to building upon the established literature on work/family conflict, the chapters in this volume also examine the reciprocal positive influences between work and nonwork, considering such issues as balancing work with commitments to others, including spouse/partner, children, elderly relatives, friends, and the community.Chapters 1 and 2 of this volume focus on macro?issues surrounding work/nonwork balance, specifically studying the effectiveness of organizational policies. In Chapter 1, Westring, Kossek, Pichler and Ryan explore if there is a gap between an organization’s adoption of work/nonwork policies and its offering of a supportive environment for the employees’ use of such policies. In Chapter 2, Purohit, Simmers, Sullivan and Baugh draw from social exchange theory and the compensation literature to examine how employees’ satisfaction with their organization’s discretionary (i.e., not legally required) support initiatives influences their work?related attitudes and personal well?being.Chapters 3 and 4 examine balance from a micro perspective, focusing on generational differences in balance as well as how individuals’ reactions to work?nonwork conflicts influence career outcomes. In Chapter 3, Stawiski, Gentry and Baranik study balance using the lens of generational differences, exploring the relationship between work?life balance and promotability for members of the Baby Boom generation and Gen X. In Chapter 4, Boyd, Keeney, Sinha and Ryan discuss their qualitative analysis of how 1,359 university alumni’s reactions to work?life conflict events shaped their career choices, including entry, participation, and attrition decisions. Their approach offers a different lens to examine work?life conflict.Chapters 5 and 6 provide two perspectives on where scholars should focus their future research efforts in studying work/nonwork balance. In Chapter 5, van Emmerik, Bakker, Westman and Peeters provide a conceptual examination of the processes that affect work?family conflict, family?work conflict, and the overall resulting work/nonwork balance or imbalance. In Chapter 6, Bataille offers a multi?dimensional definition of work?family balance and develops a framework, which recognizes the dominant dimensions of work-family balance.

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Book SynopsisThe Research in Careers series is designed in five volumes to provide scholars a unique forum to examine careers issues in today’s changing, global workplace. What makes this series unique is that the volumes are connected by the use of Mainiero and Sullivan’s (2006) Kaleidoscope Career Model (KCM) as the organizing framework and the theme underlying the volumes. In this volume, Striving for Balance, we consider how individuals seek a healthy alignment between work and nonwork. In addition to building upon the established literature on work/family conflict, the chapters in this volume also examine the reciprocal positive influences between work and nonwork, considering such issues as balancing work with commitments to others, including spouse/partner, children, elderly relatives, friends, and the community.Chapters 1 and 2 of this volume focus on macro?issues surrounding work/nonwork balance, specifically studying the effectiveness of organizational policies. In Chapter 1, Westring, Kossek, Pichler and Ryan explore if there is a gap between an organization’s adoption of work/nonwork policies and its offering of a supportive environment for the employees’ use of such policies. In Chapter 2, Purohit, Simmers, Sullivan and Baugh draw from social exchange theory and the compensation literature to examine how employees’ satisfaction with their organization’s discretionary (i.e., not legally required) support initiatives influences their work?related attitudes and personal well?being.Chapters 3 and 4 examine balance from a micro perspective, focusing on generational differences in balance as well as how individuals’ reactions to work?nonwork conflicts influence career outcomes. In Chapter 3, Stawiski, Gentry and Baranik study balance using the lens of generational differences, exploring the relationship between work?life balance and promotability for members of the Baby Boom generation and Gen X. In Chapter 4, Boyd, Keeney, Sinha and Ryan discuss their qualitative analysis of how 1,359 university alumni’s reactions to work?life conflict events shaped their career choices, including entry, participation, and attrition decisions. Their approach offers a different lens to examine work?life conflict.Chapters 5 and 6 provide two perspectives on where scholars should focus their future research efforts in studying work/nonwork balance. In Chapter 5, van Emmerik, Bakker, Westman and Peeters provide a conceptual examination of the processes that affect work?family conflict, family?work conflict, and the overall resulting work/nonwork balance or imbalance. In Chapter 6, Bataille offers a multi?dimensional definition of work?family balance and develops a framework, which recognizes the dominant dimensions of work-family balance.

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Book SynopsisCorporate Social Performance In The Age Of Irresponsibility – Cross National Perspective is authored by a range of international experts with a diversity of backgrounds and perspectives and provides a collection of ideas, examples and solutions on CSP implementation in the time of irresponsibility. Although Corporate Social Performance (CSP) has become important part of the management agenda of many enterprises and many companies adding socially responsible statements to their websites and mission statements some firms behave irresponsibly while at the same time acting positively on some dimensions— “corporate social irresponsibility (CSI) and responsibility can exist at the same time in the same firm.” (Gonzalez-Perez, 2011).This volume is aimed at presenting Corporate Social Performance concept from distinct cultural perspectives with the reference to responsible and irresponsible practices of various entities from different parts of the world.

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Book SynopsisIdentity matters. Who we are in terms of our intersecting identities such as gender, race, social class, (dis)ability, geography, and religion are integral to who we are and how we navigate work and life. Unfortunately, many people have yet to grasp this understanding and, as a result, so many of our work spaces lack appropriate responses to what this means. Therefore, Identity Intersectionalities, Mentoring, and Work?life (Im) balance: Educators (Re)negotiate the Personal, Professional, and Political, the most recent installment of the work?life balance series, uses an intersectional perspective to critically examine the concept of work?life balance.In an effort to build on the first book in the series, that focused on professors in educational leadership preparation programs, the authors here represent educators across the P?20 pipeline (primary and secondary schools in addition to higher education). This book is also unique in that it includes the voices of practitioners, students, and academics from a variety of related disciplines within the education profession, enabling the editors to include a diverse group of educators whose many voices speak to work?life balance in unique and very personal ways.Contributing authors challenge whether the concept of work?life balance might be conceived as a privileged –and even an impractical?endeavor. Yet, the bottom line is, conceptions of work?life balance are exceptionally complex and vary widely depending on one’s many roles and intersecting identities. Moreover, this book considers how mentoring is important to negotiating the politics that come with balancing work and life; especially, if those intersecting identities are frequently associated with unsolicited stereotypes that impede upon one’s academic, professional and personal pursuits in life.Finally, the editors argue that the power to authentically “be ourselves” is not only important to individual success, but also beneficial to fostering an institutional culture and climate that is truly supportive of and responsive to diversity, equity, and justice. Taken together, the voices in this book are a clarion call for P?12 and higher education professionals and organizations to envision how identity intersectionalities might become an every?day understanding, a normalized appreciation, and a customary commitment that translates into policy and practice.

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Book SynopsisIdentity matters. Who we are in terms of our intersecting identities such as gender, race, social class, (dis)ability, geography, and religion are integral to who we are and how we navigate work and life. Unfortunately, many people have yet to grasp this understanding and, as a result, so many of our work spaces lack appropriate responses to what this means. Therefore, Identity Intersectionalities, Mentoring, and Work?life (Im) balance: Educators (Re)negotiate the Personal, Professional, and Political, the most recent installment of the work?life balance series, uses an intersectional perspective to critically examine the concept of work?life balance.In an effort to build on the first book in the series, that focused on professors in educational leadership preparation programs, the authors here represent educators across the P?20 pipeline (primary and secondary schools in addition to higher education). This book is also unique in that it includes the voices of practitioners, students, and academics from a variety of related disciplines within the education profession, enabling the editors to include a diverse group of educators whose many voices speak to work?life balance in unique and very personal ways.Contributing authors challenge whether the concept of work?life balance might be conceived as a privileged –and even an impractical?endeavor. Yet, the bottom line is, conceptions of work?life balance are exceptionally complex and vary widely depending on one’s many roles and intersecting identities. Moreover, this book considers how mentoring is important to negotiating the politics that come with balancing work and life; especially, if those intersecting identities are frequently associated with unsolicited stereotypes that impede upon one’s academic, professional and personal pursuits in life.Finally, the editors argue that the power to authentically “be ourselves” is not only important to individual success, but also beneficial to fostering an institutional culture and climate that is truly supportive of and responsive to diversity, equity, and justice. Taken together, the voices in this book are a clarion call for P?12 and higher education professionals and organizations to envision how identity intersectionalities might become an every?day understanding, a normalized appreciation, and a customary commitment that translates into policy and practice.

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Book SynopsisThe objective of this book is to provide a comprehensive examination of how organizational culture impacts employee commitment across different countries and cultural contexts. By presenting global perspectives, the book aims to shed light on the similarities and differences in organizational cultures and their influence on employee commitment in various parts of the world. Through in-depth research and analysis, it explores the factors that shape organizational culture, the role of leadership in fostering a positive culture, and the impact of cultural values on employee commitment. This book serves as a valuable resource for academics, researchers, and practitioners seeking to understand and enhance organizational culture and commitment on a global scale.Table of Contents Chapter 1 An Introduction to Organizational Culture Chapter 2 Inter-Organizational Culture – Linking Relationship Marketing with Organizational Behavior Chapter 3 Organizational Culture and Healthcare Providers Commitment Chapter 4 Diagnosing and Changing Organizational Culture Chapter 5 The Impact of Organizational Culture on Organizational Commitment Chapter 6 Competing Value Leadership: Creating Value in Organizations Chapter 7 Multiple Commitments in Workplace: An Integrative Approach

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

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Book SynopsisThis is an ambitious and engaging book. It lays the foundations for a methodology that bridges entrepreneurship researchers?' need to provide explanations and practitioners?' need to make their local world comprehensible --? by calling the researcher to also practise as an entrepreneur.Disclosing Entrepreneurship as Practice outlines and demonstrates this '?enactive?' approach and its outcomes in terms of a proposed practice theory of entrepreneurship. Presenting entrepreneurship as a sense-making, stabilising force in a liquid and ambiguous world, accordingly addressed as ?'entrepreneuring?', Bengt Johannisson argues that the duality of shrewdness and prudence provides the appropriate knowledge needed to practice entrepreneurship. By generalising entrepreneurship as creative organizing in multiple arenas beyond just the market, and conceptualising entrepreneurship as practice, this book presents a compelling rationale for considering entrepreneuring as ?'routinized improvisation?' dealing with situations as they arise.Reflective and thoughtful, this book will be of interest to researchers in the field of entrepreneurship concerned with theoretical and methodological matters, as well as those engaged with qualitative methodology in the social sciences.Trade Review'Bengt Johannisson's strength as a scholar and researcher is his ability to push the boundaries of what entrepreneurship is, as a process, as well as his keen sense of how and why entrepreneurial processes should be studied. Please acquire this book and, then, carefully explore the ideas and methods he proposes for entrepreneurship scholars to engage in enactive research as ''entresearchers'' - scholars who are actively involved in entrepreneurial activities who use these experiences as the basis for generating insights into enterpreneuring (entrepreneurship as a verb - as ''organizing'' is to ''organization''.) I enthusiastically support the ''entresearcher'' paradigm and the methods Bengt Johannisson describes for scholars to engage as ''entresearchers'' as part of their everyday practice. I believe that the ''entresearcher'' approach is the most fruitful way for scholars to gain profound insights into the nature of entrepreneurial processes.' --William B. Gartner, Bertarelli Foundation Distinguished Professor of Family Entrepreneurship, Babson College, US'In his new book, Bengt Johannisson develops the concept of entrepreneurship as practice (entrepreneuring). The contribution is original, relevant and valuable for both researchers and practitioners. The book's objectives appear particularly important. The first is to provide the intellectual/theoretical foundations for our understanding of entrepreneuring. The second objective is to offer a methodology that can enhance the dialogue between researchers and practitioners. As Kurt Lewin claimed, there is nothing more practical than a good theory. Thanks to the author this statement makes sense in entrepreneurship?' --Alain Fayolle, Emlyon Business School, FranceTable of ContentsContents: 1. Departure and Roadmap, Provisions and Destiny 2. From Process Philosophy to Practice Theory – Building and Furnishing a Paradigmatic Platform 3. Featuring Enactive Research as a Methodology 4. Practising Enactive Research – Constructing and Contrasting Tales of Entrepreneuring 5. The Practice of Entrepreneuring – Lessons From the Field 6. Exploring the Promises of Enactive Research Bibliography Index

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Book Synopsis'This comprehensive volume provides excellent coverage of the scholarly landscape for virtual teaming. Ivanaj and Bozon have integrated a variety of research streams and practical techniques that should prove to be very useful for anyone studying or working in virtual teams. The chapter on leadership and conflict management is an especially thoughtful and welcome addition to the literature, given we know less about these arenas, and yet they tend to be critical roadblocks for many teams. I commend the authors on developing an excellent resource!' - Cristina Gibson, University of Western Australia The book Managing Virtual Teams explores the critical elements that must be considered in managing virtual teams in organizations from structural, managerial, and process points-of-view. Based in solid research, the book provides a deep look at the nature of virtual teams and the factors that enable their success.Using a text-analysis method, the book consolidates results from both academic and practitioners' sources about virtual team inputs, processes, and outcomes. It lays out in clear detail the key characteristics of virtual teams and traces their emergence within organizations and research literature. Managing Virtual Teams addresses the particular practices of virtual teams, not only technological-focused but also socio-emotional, including the managerial attitudes required in virtual environments seeking well-performing teams. Incorporating case studies and research results, this book demonstrates how academic research can be used to successfully manage businesses in a virtual context.This book is a valuable contribution with clear guidelines for managerial practice, both for researchers interested in learning about virtual teams and to managers and organizations dealing with the challenges of managing them. Students will also benefit from this book as they learn how to become effective and operational virtual team members, and in future, successful managers.Trade ReviewManaging Virtual Teams is an absolutely essential read for anyone interested in learning more about today's most common work structure - global virtual teams. Because the book takes an evidence-based approach to understanding global virtual team leadership, readers can be confident that the advice and tools offered herein will help them in their journey to be better team leaders. The authors artfully blend research findings and practical examples to deliver an indispensable leadership toolkit for the 21st Century.' --Bradley L. Kirkman, North Carolina State University'The review they provide is quite thorough, describing strategy, tactics, and interventions for managing virtual teams and the people in them and identifying the main inputs, processes, and outputs of that management process. It summarizes enough of what is known about the management of virtual teams in modern industrial and service organizations to yield useful insights into ho that knowledge might be applied in various contexts; a handful of case studies exemplify practical applications. It is the sort of book one might first encounter as a textbook for an advanced professional course and then keep for latter use as a handbook.' --Research Technology Management'The book Managing Virtual Teams proposes a complete approach based on a solid analysis to understand the virtual team environment. It gives practical tips also, which is very helpful and can be adapted to various situations in business and/or education. Virtual team managers, virtual team members and anyone involved in virtual collaborative connections are clearly guided and will find answers to the main questions raised by virtual teaming.' --Corinne Gendron, University of Quebec at Montreal, CanadaTable of ContentsContents: PART I WHAT VIRTUAL TEAMS ARE ALL ABOUT? 1. Evolutive Definition of Virtual Teams 2. Emergence of Virtual Teams 3. Mapping the Virtual Team Research Field PART II VIRTUAL TEAM INPUTS 4. Elements Supporting Virtuality Within an Organization 5. Inputs and Characteristics of Virtual Teams PART III VIRTUAL TEAM PROCESSES 6. Socio-Emotional Processes 7. Technological and Work Processes 8. Managerial Processes : Leadership and Conflict Management PART IV OUTPUTS : VIRTUAL TEAMS A SOURCE OF PERFORMANCE 9. Teamwork Performance In Virtual Teams 10. Affective Performance In Virtual Teams 11. Final Conclusions PART V CASE STUDIES Index

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

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

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

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Book SynopsisThis innovative and thought-provoking Research Handbook explores the theoretical debate surrounding work-life balance, and provides a reflection on the opportunity to adopt multilevel research approaches and perspectives, along gender and temporal axes. The Research Handbook is an international overview of current research on work-life balance, considered in macro, meso and micro perspectives. Offering both theoretical reflections and empirical research examples illustrating the multiple strategies through which the different articulations that characterize the work-life intersection can be analysed, this Research Handbook includes analyses of gendered labour, generational assets and technological changes. Contributors provide translation and actualization of specific research practices and methodological choices, focused on different national contexts. The empirical analysis ranges from comparative research based on quantitative methods, to qualitative approaches centered on longitudinal, discursive and narrative perspectives, and mixed-method studies. Further contributions adopt innovative research methods based on the use of digital and visual technologies. This Research Handbook will be an inspiring read for both undergraduate and postgraduate sociology and social policy students. The book is also addressed to researchers, consultants and policy makers interested in work-life balance issues.Trade Review‘This wonderful Research Handbook introduces scholarly debates on work-life balance, provides new theoretical approaches and insights, proposes innovative qualitative and quantitative research methods, and uses longitudinal and cross-national research examples in the analysis of how people define and reconcile family and work relationships.’ -- Hans-Peter Blossfeld, Emeritus of Excellence, TRAc, Otto-Friedrich-Universität Bamberg, Germany‘This excellent collection enriches substantially the work-life balance literature both at the theoretical and empirical level. Focusing on the changing and diversified contexts in which work-life tensions are experienced and balances negotiated across gender and employment relations, the authors shed new light on the different micro and macro dimensions involved, as well as on the importance of a life course perspective. Using a variety of research methods, they look at different kinds of workers and working conditions, highlighting also the ongoing redefinition of the boundaries between (paid) work and other life spheres.’ -- Chiara Saraceno, Collegio Carlo Alberto, Turin, ItalyTable of ContentsContents: 1 Introduction to the Research Handbook on Work–Life Balance 1 Sonia Bertolini and Barbara Poggio PART I THEORETICAL AND METHODOLOGICAL FRAMEWORK 2 Work–life balance and beyond: premises and challenges 8 Anna Carreri, Annalisa Dordoni, and Barbara Poggio 3 Doing research on work–life balance 27 Sonia Bertolini and Rosy Musumeci PART II MULTILEVEL PERSPECTIVES ALONG GENDER AND TEMPORAL AXES 4 Research on work–life balance: a gender structure analysis 50 Emily Hallgren and Barbara J. Risman 5 Work–life balance through the life course 72 Jeanne Ganault and Ariane Pailhé 6 Work-(later) life balance: shifting the temporal frame 90 Anne E. Barrett, Rachel Douglas and Jessica Noblitt PART III COMPARATIVE RESEARCH (APPROACHES AND STUDIES) 7 The household division of labour in Europe: a multilevel perspective 102 Dirk Hofäcker and Simone Braun 8 Subjective work–family conflicts: the challenge of studying self-employed workers 118 Rossella Bozzon and Annalisa Murgia PART IV LONGITUDINAL, DISCURSIVE AND NARRATIVE ANALYSIS 9 Qualitative longitudinal research for studying work–family balance (before and after childbirth) 142 Manuela Naldini 10 Fathers in focus: two discursive analyses on addressing men, work and care 160 Suvi Heikkinen, Marjut Jyrkinen and Emilia Kangas 11 Work–life balance for fathers during paternal leave in Norway: a narrative approach 176 Kristine Warhuus Smeby and Ulla Forseth PART V MIXED AND MULTIMETHOD RESEARCH 12 Beyond the lines: gender, work, and care in the new economy – a view from the U.S. 194 Kathleen Gerson and Mauro Migliavacca 13 The effect of childcare facilities on labour market participation among young adults in Estonia: a mixed-methods study 217 Kadri Täht, Marge Unt and Epp Reiska 14 Flexible work arrangements and diversity through a comparative and multilevel lens 237 Eleni Stavrou and Myrto Anastassiadou PART VI DIGITAL AND VISUAL METHODS 15 The gendered labour of work–life balance: using a new method to understand an enduring dilemma 258 Julia Cook and Dan Woodman 16 ‘My work is full of gossipers so I tried to keep my pregnancy secret’: ‘distant’ netnography as a qualitative method for exploring work–life balance among pregnant and breastfeeding employees 274 Caroline Gatrell 17 The performance of oneself through visuals in interviews: queering the work–life binary 293 Marjan De Coster and Patrizia Zanoni Index

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Book SynopsisThis innovative Handbook explores the complexity of cultural, conceptual and definitional issues surrounding research into organisational culture, outlining the varied frameworks and theories that underpin the field. International contributors present a broad range of qualitative and quantitative research methods that can be used in organisational culture measurement. They explore topics of special contemporary interest, such as high performance cultures, corporate entrepreneurship, organisational culture in nonprofits and safety culture, unpacking the textured relationships between leadership style, organisational culture and organisational outcomes. Highlighting key implications for organisational values and ethical climate, the Handbook provides practical guidance on how to move from culture assessment to action and improvement. Offering a critical outline for measurement approaches and tools, this Handbook is crucial reading for researchers and students of organisation studies, particularly those focusing on culture and leadership of organisations. It also provides practical insights for business consultants and senior management teams, proposing methods and frameworks for developing positive organisational cultures to improve the productivity, performance and quality of businesses.Trade Review‘The Handbook of Research Methods for Organisational Culture provides an excellent balance of breadth and depth with luminary insights from some of the most respected pioneers in organisational culture research.’ -- Chad Hartnell, Georgia State University, USTable of ContentsContents: 1 Introduction to the Handbook of Research Methods for Organisational Culture 1 Cameron Newton PART I CONCEPTUAL ISSUES RELATING TO ORGANISATIONAL CULTURE 2 Organisational culture: definitions, distinctions and functions 5 Penny Williams 3 Leadership and organizational culture 23 Athena Xenikou 4 Fit and congruence with organisational culture: definitions and measurement issues 39 Kamarul Zaman Bin Ahmad 5 Multilevel issues in organizations and culture: a review of theoretical and methodological innovations for the study of national and organizational culture 52 Ronald Fischer, Johannes Karl, Gerard Janse van Rensburg and Maria Cristina Ferreira PART II QUANTITATIVE AND QUALITATIVE APPROACHES 6 Values-based methods for measuring organizational culture: logic, evidence and critique 69 Stefano Calciolari and Anna Prenestini 7 Measuring organizational culture: converging on definitions and approaches to advance the paradigm 92 Jennifer A. Chatman and Andrew Choi 8 Methodological alignment in qualitative research of organisational culture 108 Alireza Javanmardi Kashan and Anna Wiewiora 9 Mixed methods research approaches to measuring organisational culture 126 Roslyn Cameron and Leesa Taylor PART III SPECIAL TOPICS OF ORGANISATIONAL CULTURE MEASUREMENT 10 Culture change: measurement approaches and challenges 139 Julian Randall 11 High-performance cultures: a framework for navigating definition and measurement challenges 155 Adelle J. Bish 12 Measuring culture of innovation: from assessment to action 174 Jay Rao and Shelby Danks 13 Corporate entrepreneurship culture 191 Jenna Campton 14 Measuring and developing an ethical organizational climate 205 Niel J. Christensen, Nathanael J.N. Lee and John B. Bingham 15 Measuring nonprofit organisational culture: key issues and insights 230 Ruth Knight 16 Leadership capabilities: the influence of organizational purpose and culture in the nonprofit sector 244 Adelle J. Bish, Karen Becker and Bernd Irmer 17 Deciphering “bad” organizational cultures 260 Sonja A. Sackmann 18 Measuring organizational culture in Christian churches 275 Angela J. Ward 19 Rolling up our sleeves and pulling up our socks: a critical review of safety culture definitions and measures, and innovative ways to move the field forward 291 Tristan W. Casey, Xiaowen Hu, Chantelle Reid, Phuong Anh Tran and Frank W. Guldenmund Index 312

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Book SynopsisIs work taking over your life? Is your life interfering with your success at work? Work-life balance is ever-evolving and can be hard to find and maintain, especially as your career develops and circumstances change. Get A Life! is a highly practical handbook to help you do just that. Written by experienced coach, counsellor and wellbeing consultant Rick Hughes, this book covers everything from assessing your own needs, delegation and workload management and the myths of perfectionism, to managing and investing in relationships at work and at home, considering professional and personal development, and creativity and self-worth. With a wealth of advice, case studies and useful action plans founded in over 25 years of real-world experience, Get A Life! will help you find the balance that works for you, now.Trade Review"Rick Hughes' years of experience as a psychological counsellor have given him deep insights into what matters to people and what makes for a fulfilling life, both at work and home. This book provides us with access to these insights in an easily digestible and relatable way. He emphasizes the importance of good relationships and communication and provides multiple case studies based in his experience. I can highly recommend this as a read that will help you reflect and put into practice some simple things that will improve your work-life harmony." * David Roomes, Chief Medical Officer, Rolls-Royce *"As a workplace wellbeing practitioner this is a fantastic book to help guide thinking and practical tools to manage workplace pressures. As an employee this has tips and ideas to enable us all to develop skills to perform at our best both at home and at work and better navigate the ever-complex world of work. A superb book for individuals and organisations alike." * Dr Judith Grant, Director of Health & Wellbeing, MACE group *"I'm delighted to fully endorse this well written book on a very important topic - our work life balance. Rick Hughes has expertly accessed this topic with humour, insight and useful calls to action. His case studies provide the reader with a rich seam of experience which magnifies and illustrates the key messages of the book. If the reader is looking for a book which is highly practical, superbly written and reaches the part that others can't reach, then search no further!" * Andrew Kinder, Professional Head of Mental Health Services, Optima Health *"It is great to see a publication that explores such an interesting and engaging topic as work-life balance - one might even call it 'brave' as this area is so personal and diverse, with a variety of meanings depending on where we are in our life. I think the content is well structured, engaging and practical and so I think all readers will benefit from this book." * Dr Shaun Davis, Global Director Compliance & Sustainability, Royal Mail Group - Honorary Assistant Professor, University of Nottingham *Table of Contents Chapter - 00: Introduction; Chapter - 01: Personal development; Chapter - 02: People; Chapter - 03: Professional issues; Chapter - 04: Productivity and performance; Chapter - 05: Psychological and physical wellbeing; Chapter - 06: Practical factors; Chapter - 07: Pulling it all together; Chapter - 08: Appendix; Chapter - 09: Index

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Book SynopsisNew information and communications technologies have revolutionized daily life and work in the 21st century. This insightful book demonstrates how telework has evolved in the last four decades, as technological developments have improved our capacity to work remotely. Based on a new conceptual framework, this book explores the global variations in telework, examining the effects on working conditions and individual and organizational performance. Breaking the traditional intellectual conception that telework is performed only in the home, this book surveys the full breadth of working environments, as technology allows employees increased working mobility. Contributors expose a profound ambiguity surrounding the effects of 21st-century telework, revealing that its advantages and disadvantages may simply be two sides of the same coin. This timely book is crucial reading for researchers of labour and employment interested in the evolution of contemporary telework and the influence of modern technologies in the workplace. Policy-makers will also benefit from this book's concrete policy recommendations to improve the practice of telework. Contributors include: S. Boiarov, P. D'Cruz, A. Dal Colletto, L. Gschwind, T. Harnish, K. Lister, A. Mello, J.C. Messenger, E. Noronha, A. Sato, O. VargasTrade Review'This volume explores the development, forms, and effects of telework in countries from different regions around the world, including Argentina, Brazil, ten Member States of the European Union (EU), India, Japan, and the United States. A must read for everyone who wants to understand the different ''generations'' of telework and its impact on working life, health and safety and productivity.' --Gerhard Bosch, University Duisburg-Essen, Germany'A valuable, long-term and comparative perspective on the continuously developing interface between work and the gradual advance in telecommunications technology that facilitates it to be done anytime, anywhere - in-home, off-site or around the globe. This carefully curated compilation will be useful to researchers, policy-makers, organizations, and anyone trying to keep up the pace of their own knowledge of the various effects of this transformation on well-being and organizations - good, evil or a bit of both - for workers, employers and countries.' --Lonnie Golden, Pennsylvania State University, Abington, USTable of ContentsContents: Introduction: Telework in the 21st century – an evolutionary perspective 1 Jon C. Messenger PART I ADVANCED ECONOMIES 1. Telework and its effects in Europe 36 Lutz Gschwind and Oscar Vargas 2. Telework and its effects in Japan 76 Akio Sato 3. Telework and its effects in the United States 128 Kate Lister and Tom Harnish PART II EMERGING ECONOMIES 4. Telework and its effects in Argentina 172 Sonia Boiarov 5. Telework and its effects in Brazil 211 Alvaro Mello and Armando Dal Colletto 6. Organization advantage: Experience of telework in India 255 Ernesto Noronha and Premilla D’Cruz 7. Conclusions and recommendations for policy and practice 286 Jon C. Messenger Index 317

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Book SynopsisThis groundbreaking book arrives at a time of growing concern for the future of true scholarship. Morten Huse calls upon the scholarly community to reflect on the recent dramatic changes to academia, calling for coordinated efforts to reorganise the scholarly ecosystem. Offering a holistic view of academia, Huse outlines the institutions, audiences, messages, channels and communities that interact in this ecosystem, introducing a 'sharing philosophy' as the foundation of change. Reflecting on the past and looking to the future, this exciting book demands a communal approach to scholarship that comprises an open, innovative and impact-driven attitude to research that can change the academic game. Incisive and optimistic for the future, this book is crucial reading for PhD students and junior faculty members hoping to find new avenues for impactful and innovative research. Established scholars, as well as leaders of academic institutions, academies and associations concerned with recent structural changes to scholarship will also benefit from Huse's strong critique and alternative pathways.Trade Review'Huse makes an original, convincing contribution that not only gets to the heart of the problem with the current publish or perish culture driving academic research but he also proposes a bold, innovative ecosystem that can free us to engage in research that matters. It is a must read for all of us who want to move beyond complaining about the problem to being part of the solution.' --Stella M. Nkomo, University of Pretoria, South Africa'A very personal and engaging book, from an engaged scholar who speaks and writes from the bottom of his heart. A beautiful metaphor starring boats, lighthouses, tugboats and good wine. This is about academic communities, institutions, individuals, stakeholders, rules of the game, and even more so about sharing, openness, training, mentoring, contributing, having an impact, doing good. A very special and valuable contribution to rethink and redesign the ecosystems and practices of conducting research. A well-documented, well-articulated piece. A wealth of experiences so warmly put together.' --Thomas Durand, Conservatoire national des arts et métiers, France and President, European Academy of Management'What a wonderful, timely and profound book. And what a thoughtful and eye-opening perspective on contemporary movements in scholarly research internationally it provides. And what inspiration the book gives for how research can provide much wider and truer scholarship than it does now. This book provides a wonderful capstone on Morten Huse's career, one that truly embodies the sharing philosophy he introduces, explains, and invites scholars to join.' --Jean M. Bartunek, Boston College, USTable of ContentsContents: Preface: Introspection and ‘Ritorno al Passato’ Introduction: Resolving the crisis in research 1. Is scholarship in crisis? Part one: Our scholarly ecosystem 2. Where is academia going? - Living with a POP culture 3. AOM Presidential speeches 1993-2018 4. What about EURAM? 5. Initiatives for changing the ecosystem equilibrium Part two: A sharing philosophy 6. A communal approach – the clan 7. An open innovation approach – head, heart and hands 8. An impact driven approach – making a change 9. A new ecosystem equilibrium – true scholarship 10. A sharing philosophy – changing the game References Index

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Book SynopsisIncisive and forward-thinking in its approach, this prescient book investigates the conditions of the often unstable school-to-work transition (SWT) period, calling for an improvement in labour market entry processes in order to facilitate the smooth integration of school leavers into employment.School-to-Work Transition in Comparative Perspective captures the complex nature of SWTs by proposing and evaluating a new set of metrics which can act as a composite indicator of early employment security. Case studies in the form of biographies from individuals who have experienced turbulent transitions are then analysed in order to outline potential lessons from these lived experiences. Through detailed multi-disciplinary study, the book delivers a cross-country comparative assessment of the SWT period, providing new insights into the complex and dynamic nature of this transition process. It further examines what models of SWT are present in post-socialist countries, with a specific focus on Central and Eastern European states.This compelling book will be an important read for students, academics and researchers in the fields of sociology and social policy, labour policy, welfare states, education and economics. Its presentation of new measures through which to evaluate the SWT period will also greatly benefit professionals and practitioners working in education, labour policy and welfare states.Trade Review‘This highly original and innovative book covers issues and groups of countries that have rarely been dealt with in cross-national research. The editors and contributors combine quantitative and qualitative data in a way that enriches our understanding of young peoples’ trajectories, employment quality, job insecurity, job entry and the role of welfare systems. This book is a significant contribution to the field.’ -- Bjørn Hvinden, Norwegian Social Research, NorwayTable of ContentsContents: 1 Introduction to School-to-Work Transition in Comparative Perspective 1 Dominik Buttler, Maciej Ławrynowicz, Piotr Michoń PART I NEW INDICES IN SCHOOL-TO-WORK TRANSITION RESEARCH 2 Constructing a composite indicator of early employment security 9 Maria Symeonaki, Glykeria Stamatopoulou and Dimitris Parsanoglou 3 Employment quality of young workers in Europe and its determinants 38 Dominik Buttler PART II DETERMINANTS AND CONSEQUENCES OF TURBULENT TRANSITIONS 4 Learning from precarious trajectories: portraits of young adults in four European countries 65 Margherita Bussi, Ondřej Hora, Maciej Ławrynowicz and Mi Ah Schoyen 5 Recruiters’ valuation of young people’s employment insecurities in Bulgaria and Switzerland: making sense of job-hopping and unemployment in the hiring process 89 Christian Imdorf, Matthias Pohlig, Lysann Zander 6 Do the interactions with employment services and other institutions facilitate school-to-work transitions? Experiences of young people in Bulgaria, Czechia and Poland 122 Tom‡š Sirov‡tka, Ondřej Hora, Veneta Krasteva and Maciej Ławrynowicz PART III TOWARDS A NEW TYPOLOGY OF TRANSITION REGIMES. THE CASE OF POST-SOCIALIST COUNTRIES 7 School-to-work transition regimes in post-socialist countries: an introduction 157 Irene Dingeldey and Dominik Buttler 8 School-to-work transition in Czechia: integration of a majority, marginalization of some 175 Ondřej Hora, MarkŽta Hor‡kov‡ and Tom‡š Sirov‡tka 9 School-to-work transition in Bulgaria: smooth for some, precarious for many 202 Veneta Krasteva 10 School-to-work transition in Latvia: Many paths, few pathbreakers 228 Olga Rajevska, Anna Broka, Ilona Gehtmane-Hofmane 11 School-to-work transition in Poland: a false reality of numbers 260 Piotr Michoń 12 Transition from education to work in Bulgaria, Czechia, Latvia and Poland: a comparative summary 289 Piotr Michoń 13 Conclusions on school-to-work transition in comparative perspective 304 Dominik Buttler, Maciej Ławrynowicz, Piotr Michoń 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 cutting-edge Research Agenda takes a hard look at workplace innovation practices that are vital for dealing with the global disruptive changes we currently face. It unpacks the ways in which organisations can become more sustainable, not only for value creation and profitability but also for sustainable employability and employee skill development.Exploring the ways in which workplace innovation provided necessary safeguards to deal with technological and environmental change, chapters provide a state-of-the art discussion of the topic in light of digital disruption and the Green Revolution. These areas of concern do not beg for one overall solution but for more resilient organisations in general. Bringing together the most renowned scholars in the field of workplace innovation from Europe, Australia and Asia, this Research Agenda looks at how we can learn to tackle these issues on an international level.With invaluable insight into workplace innovation spanning companies and individuals, nations and regions this Research Agenda explores the results of workplace innovation practices in very different global contexts. It will be of great value to researchers, policy-makers, practitioners, consultants and students of workplaces, organisations, human behaviour and digital transitions.Trade Review‘Digital disruption is widespread across our economies and societies. Bringing together an array of highly qualified contributors, this timely book contains important theory, research and analysis on this challenging phenomenon. It includes valuable guidance on how to engage with digital transformation through the mutually beneficial process of workplace innovation.’ -- Peter Boxall, University of Auckland, New Zealand‘The organization of work and the workplace is under stress. COVID-19 is one example but the longstanding pressure of technological change is another as are labor supply shocks flowing from demographics. How are organizations adapting? What constitutes best practice? What are the consequences of different strategies for the organization and for the workforce? These are urgent questions and via thoughtful comparative chapters A Research Agenda for Workplace Innovation provides answers. This is a timely and much needed contribution.’ -- Paul Osterman, Massachusetts Institute of Technology, Sloan School of Management, US‘An insightful and fascinating book that will reshape the way you approach innovation in this challenging and disruptive era of unprecedented digital transformation. This book will provide you with tools and strategies to successfully navigate workplace innovation transition and manage the impacts of technology to support and empower your future workforce…read this book and learn from the best!’ -- Al Jawhari, Innovate Inn Pty Ltd, Australia‘As the world moves to ever greater integration of technology with economic, social, and environmental issues, this work sets the scene for transitioning the workplace through technology adoption. This is a powerful and timely edition with logically organised parts and international cases. It will prove to be a valuable resource for managers and scholars alike.’ -- Allan O’Connor, University of South Australia‘This book is timely published when digital technologies are transforming work across the globe. It is an invaluable contribution to how inclusively to combine human labour and disruptive technologies by analyzing various country experiences of workplace innovation in the context of new technologies and COVID-19.’ -- Kiu Sik Bae, formerly president of Korea Labour Institute, current standing member of Korean Economic, Social and Labour Council‘As with every previous wave of change, the information revolution and the green transition are bound to transform both consumption and work patterns. This book takes a deep look at the workplace transformation and how to go about doing it well and studying it. Important, useful, and timely for academics, managers, and workers.’ -- Carlota Perez, Author of Technological Revolutions and financial Capital: The Dynamics of Bubbles and Golden Ages; University College London, University of Sussex, UK and TalTech, EstoniaTable of ContentsContents: Foreword xix 1 An Introduction to the Research Agenda for Workplace Innovation 1 Steven Dhondt, Adela J. McMurray and Peter R.A. Oeij PART I TECHNOLOGY AND ORGANISATION: NEW TECHNOLOGY AS A DRIVER FOR CHANGE IN THE ORGANISATION, FOR ITS WORK PROCESSES AND THE WORK OF EMPLOYEES 2 Workplace innovation at the digital frontier 15 Steven Dhondt, Peter R.A. Oeij and Gerben Hulsegge 3 Analysing production disturbances for aligning work organisation, human resource management, and digital transformation 35 Ezra Dessers, Monique Ramioul, Yennef Vereycken, Michiel Bal, Ine Smits and Geert Van Hootegem 4 Augmented telework with avatar technology: impact on workplace and required actions 51 Kentaro Watanabe 5 The impact of technology on work: enabling workplace innovation by technological and organisational choice 67 Peter R.A. Oeij, Gerben Hulsegge and Wouter van der Torre 6 Workplace innovation in the digital era: a role for SMART work design 91 Sharon Kaye Parker and Alexandra A. Boeing 7 How can the Korean workplace become conducive to workplace innovation? Learning from a case study of a manufacturing firm 113 Se Ri No and Kyetaik Oh 8 Examining workplace innovation as a driver for innovation in the public sector: evidence from Australia 129 Mahmoud Moussa and Adela McMurray PART II INDIVIDUAL BEHAVIOUR CONTRIBUTING TO PERFORMANCE GOALS: WORKPLACE ENGAGEMENT TO IMPROVE THE BUSINESS AND THE QUALITY OF WORK 9 The determination of a psychological workplace innovation construct 147 Adela J. McMurray and Don Scott 10 Job crafting and work engagement among remote workers in Italy: Lessons for workplace innovation 167 Arianna Costantini and Serena Rubini 11 Ethical leadership as workplace innovation and enabler for employee commitment and innovative work behaviours in Vietnam 183 Michael K. Muchiri, Hiep Cong Pham, Mathews Nkhoma and Adela J. McMurray PART III CONVERGENCE, POLICY ABOUT WORKPLACE INNOVATION, AND THE AGENDA FOR THE FUTURE 12 A converging or diverging research field? 201 Peter R.A. Oeij, Steven Dhondt and Adela J. McMurray 13 Towards research-based policy and practice of workplace innovation in Europe 255 Frank D. Pot, Tuomo Alasoini, Peter Totterdill and Claudio Zettel 14 Developing a scientific and policy research agenda for workplace innovation: an invitation for conversation and collaboration 273 Peter R.A. Oeij, Steven Dhondt and Adela J. McMurray Index

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Book SynopsisThis groundbreaking book arrives at a time of growing concern for the future of true scholarship. Morten Huse calls upon the scholarly community to reflect on the recent dramatic changes to academia, calling for coordinated efforts to reorganise the scholarly ecosystem. Offering a holistic view of academia, Huse outlines the institutions, audiences, messages, channels and communities that interact in this ecosystem, introducing a 'sharing philosophy' as the foundation of change. Reflecting on the past and looking to the future, this exciting book demands a communal approach to scholarship that comprises an open, innovative and impact-driven attitude to research that can change the academic game. Incisive and optimistic for the future, this book is crucial reading for PhD students and junior faculty members hoping to find new avenues for impactful and innovative research. Established scholars, as well as leaders of academic institutions, academies and associations concerned with recent structural changes to scholarship will also benefit from Huse's strong critique and alternative pathways.Trade Review'Huse makes an original, convincing contribution that not only gets to the heart of the problem with the current publish or perish culture driving academic research but he also proposes a bold, innovative ecosystem that can free us to engage in research that matters. It is a must read for all of us who want to move beyond complaining about the problem to being part of the solution.' --Stella M. Nkomo, University of Pretoria, South Africa'A very personal and engaging book, from an engaged scholar who speaks and writes from the bottom of his heart. A beautiful metaphor starring boats, lighthouses, tugboats and good wine. This is about academic communities, institutions, individuals, stakeholders, rules of the game, and even more so about sharing, openness, training, mentoring, contributing, having an impact, doing good. A very special and valuable contribution to rethink and redesign the ecosystems and practices of conducting research. A well-documented, well-articulated piece. A wealth of experiences so warmly put together.' --Thomas Durand, Conservatoire national des arts et métiers, France and President, European Academy of Management'What a wonderful, timely and profound book. And what a thoughtful and eye-opening perspective on contemporary movements in scholarly research internationally it provides. And what inspiration the book gives for how research can provide much wider and truer scholarship than it does now. This book provides a wonderful capstone on Morten Huse's career, one that truly embodies the sharing philosophy he introduces, explains, and invites scholars to join.' --Jean M. Bartunek, Boston College, USTable of ContentsContents: Preface: Introspection and ‘Ritorno al Passato’ Introduction: Resolving the crisis in research 1. Is scholarship in crisis? Part one: Our scholarly ecosystem 2. Where is academia going? - Living with a POP culture 3. AOM Presidential speeches 1993-2018 4. What about EURAM? 5. Initiatives for changing the ecosystem equilibrium Part two: A sharing philosophy 6. A communal approach – the clan 7. An open innovation approach – head, heart and hands 8. An impact driven approach – making a change 9. A new ecosystem equilibrium – true scholarship 10. A sharing philosophy – changing the game References Index

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Book SynopsisPromoting a greater understanding of intercultural interactions, this timely and engaging Research Handbook provides an overview of the current state of research on cultural intelligence and analyzes its prospects for the future. Including contributions from key researchers in the field as well as those with a more critical perspective, this comprehensive Research Handbook addresses the conceptual backdrop, the measurement and the antecedents of cultural intelligence. It further examines the outcomes associated with cultural intelligence, offers a higher-level analysis of the concept, and concludes with an evaluation of the future research prospects of cultural intelligence. All in all, the Handbook investigates the heightened importance of intercultural interactions among individuals, groups, organizations, and societies in an increasingly interconnected global community. Covering a wide range of perspectives on cultural intelligence and related constructs, this Research Handbook will be essential reading for students, scholars, and researchers in the areas of employment relations, international business, international and cross-cultural management, occupational psychology, and organizational behavior.Trade Review‘As a retired academic, I find it heartening that the field of cultural intelligence that I was involved in 20 years ago with David Thomas has become such a major focus for research, that its early pioneers continue to do ground-breaking work, and that so many other fine scholars have been attracted. The progress represented in this book is astonishing, and it will help to ensure that the next two decades of work on cultural intelligence are as ground-breaking as the first two.’ -- Kerr Inkson, University of Auckland, New ZealandTable of ContentsContents: Preface xxi PART I CONCEPTUAL BACKGROUND OF CULTURAL INTELLIGENCE 1 Introduction: cultural intelligence in perspective 2 Chris Earley and Elaine Mosakowski 2 Cultural intelligence, global mindset, and cosmopolitanism: a tale of three constructs 12 Hyun-Jung Lee and Orly Levy 3 Philosophy and theory of intercultural sensitivity: a review 27 Dharm P. S. Bhawuk 4 Reexamining social intelligence, emotional intelligence, and cultural intelligence, for congruence and divergence: does social intelligence still exist? 45 Kerri Anne Crowne and Kevin Lo 5 Cultural agility and cultural intelligence 59 Paula Caligiuri PART II MEASURING CULTURAL INTELLIGENCE 6 Is there really any good way to measure cultural intelligence, and what exactly is it, anyway? 72 Xiaowen Chen and William Gabrenya 7 A bi-factor model of cultural intelligence: comparison with four-factor and hierarchical models 89 Thomas Rockstuhl and Linn Van Dyne 8 The torturous evolution of the short form cultural intelligence scale (SFCQ) 105 Yuan Liao and David C. Thomas PART III ANTECEDENTS OF CULTURAL INTELLIGENCE 9 Developing cultural intelligence through teaching and training 122 Jacob Eisenberg and Ting Zhao 10 Taking a fresh look at the CQ-personality mediation hypothesis: a network perspective 137 Ronald Fischer and Johannes A. Karl 11 Minoritized multiculturals and the development of intercultural competence 154 Angela-MinhTu D. Nguyen, Kimberly Avila, Brittnie A. Ferguson, and Verónica Benet-Martínez 12 Cultural metacognition: a large, well-stocked, organized and illuminated toolshed in the mind 172 Andre A. Pekerti PART IV OUTCOMES OF CULTURAL INTELLIGENCE 13 Cultural intelligence and language proficiency: do they substitute or complement each other in predicting adjustment? 192 Catherine Peyrols Wu, Kok Yee Ng, and Soon Ang 14 Cultural intelligence as a global leadership competency in disruptive contexts 214 Kevin S. Groves, Ann E. Feyerherm, and Dana Sumpter 15 Navigating cultural paradoxes: an integrative framework of leader cultural intelligence and paradoxical leadership behaviors 232 Steven Poelmans and Sabrina Duijnisveld 16 CQ and global work: a focus on work contexts and referent others 251 Sarah E. Henry, Margaret A. Shaffer, and Mila Lazarova 17 Cross-cultural impacts in the domestic workplace: multicultural work environment, cultural intelligence, and extra-role performance 267 Robert Engle and Christopher Schlaegel 18 Cultural intelligence and the pursuit of a global career 289 Jean-Luc Cerdin and Eren Akkan 19 Cultural intelligence as key competency for inclusion in diverse workgroups and organizations 309 Valerie Alexandra PART V CULTURAL INTELLIGENCE AND HIGHER LEVELS OF ANALYSIS 20 The role of cultural intelligence in teams with newcomers: a multilevel model 324 Xing Liu and Elizabeth C. Ravlin 21 Minding mindfulness: an important process for cultural intelligence in culturally diverse teams 341 Terence Chia and Cristina Gibson 22 The influence of metacognitive cultural intelligence on global virtual team members’ psychological safety during COVID-19 360 Linda S. Henderson and Rebekah Dibble 23 Cultural intelligence from an intergroup perspective 378 Melody M. Chao, Angela T. Maitner, and Franki Y. H. Kung 24 Cultural intelligence and global citizenship: conceptualizing and establishing interrelationships 396 Alfred Presbitero PART VI LOOKING BACK AND LOOKING FORWARD 25 A bibliometric overview of cultural intelligence (CQ) research 412 Andrea Caputo and Mariya Kargina 26 Addressing the dark side of cultural intelligence: a conceptual model and research agenda 429 Marius Brand, Christopher Schlaegel, and Günter K. Stahl 27 Cultural intelligence research: where to from here? 450 Dana L. Ott and Snejina Michailova Index 465

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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 SynopsisIn light of the COVID-19 pandemic, this timely Handbook builds upon research and practice to discuss and assess what is currently known about virtual work and its evolution, given the increasing numbers of those working virtually. Taking a holistic approach to the subject, the expert contributors review the critical areas of virtual work split into five thematic parts. Firstly technology, the foundation of virtual work, is thoroughly discussed focussing on new forms of technology and the use of AI. Working practices of both the individual and virtual teams are then fully reviewed alongside the organisation, context and emerging systems that support virtual work in practice. Forward-thinking, this Handbook, looks at the future direction and where we go from here towards the next decade of virtual work. Managers and practitioners who are moving towards virtual or hybrid working or continuing to work remotely will find this an excellent resource for ongoing and future guidance. Scholars and researchers interested in this expanding subject will find this illuminating and informative.Trade Review‘The Handbook of Virtual Work provides a gold mine of incredible insights on working virtually, from selecting communication technology and artificial intelligence augmentation, to managing the work-family interface and emotions, and maximizing the collective dynamics that characterize collaboration in the virtual world. Gilson and her colleagues have assembled a multidisciplinary set of global authorities on these topics. The virtual workplace is here to stay and this Handbook is poised to help researchers and practitioners alike navigate the challenges and celebrate the advantages for years to come.’ -- Cristina Gibson, Pepperdine University, California, US‘What a pleasure to see this new contribution to one of the more challenging topics for managers in the post Covid-19 era. While we have been writing about and researching virtual, distant, and remote workers for several years, the Pandemic made this a critical topic for managers to address as many employees worked at home. Gilson, O’Neill and Maynard have done a tremendous job of addressing this issue by collecting the ideas and research from experts from across the world. They offer here a comprehensive and organized review of what we know about virtual work into five key topic areas. From the technology to individual employees to organizational considerations, this Handbook covers it all. For anyone who wants to learn the latest and best knowledge available on virtual work, this is the book to read.’ -- Robert C. Ford, Professor Emeritus, University of Central Florida, USTable of ContentsContents: Introduction xx PART I TECHNOLOGY: THE FOUNDATION FOR VIRTUAL WORK 1 Bringing technological affordances into virtual work 3 Jennifer L. Gibbs and Nitzan Navick 2 Role of communication technologies in virtual work 21 Anu Sivunen, Jeffrey W. Treem and Ward van Zoonen 3 Virtual collaboration: human foundations augmented by intelligent technology 41 Terri L. Griffith and Utpal Mangla 4 Using AI to enhance collective intelligence in virtual teams: augmenting cognition with technology to help teams adapt to complexity 67 Anita Williams Woolley, Pranav Gupta and Ella Glikson 5 Principles on how to manage interactions between human workers and artificial intelligence/machine learning technologies 89 Michael A. Zaggl and Ann Majchrzak 6 Refocusing human–AI interaction through a teamwork lens 109 Christopher Flathmann, Beau G. Schelble and Nathan J. McNeese PART II THE PEOPLE MAKE THE VIRTUAL PLACE 7 When the time-space continuum shifts: telework and alterations in the work–family interface 130 Timothy D. Golden and Valerie J. Morganson 8 Remoteness or virtuality? A refined framework of individual skills needed for remote and virtual work 146 Erin E. Makarius and Barbara Z. Larson 9 Emotions and emotional management in virtual contexts 164 Isabel D. Dimas, Teresa Rebelo, Marta P. Alves and Paulo R. Lourenço 10 Digital nomads: curiosity or trend? 186 Robert C. Litchfield and Rachael A. Woldoff PART III VIRTUALITY AND VIRTUAL TEAM INPUTS 11 Virtuality and the eyes of the beholder: beyond static relationships between teams and technology 199 Patrícia Costa and Lisa Handke 12 Leadership and virtual work in a pandemic and post-pandemic world 216 Claudia C. Cogliser, William L. Gardner, Haimanti Ghosh and Azucena Grady 13 Faultlines in virtual teams 235 Sherry M.B. Thatcher and Ramón Rico 14 The surge in digitalization: new challenges for team member collaboration 257 Thomas Hardwig and Margarete Boos PART IV VIRTUAL TEAM PROCESSES AND EMERGENT STATES 15 Virtual teams and team cognition 280 Stephen M. Fiore, Rhyse Bendell and Jessica Williams 16 Understanding trust in virtual work teams 305 Angie N. Benda, William S. Kramer, Mary E. Baak and Jennifer Feitosa 17 Bouncing back as a virtual team: essential elements of virtual team resilience 325 Nohelia Argote, Chloe Darlington, Jennifer Feitosa and Eduardo Salas 18 Engendering creativity in temporary virtual project teams: the case of a product design firm 347 Petros Chamakiotis and Niki Panteli PART V THE ORGANIZATION: CONTEXT, CULTURE, AND SYSTEMS THAT SUPPORT VIRTUAL WORK 19 Organizational context and climate for virtual work 363 Emma Nordbäck and Niina Nurmi 20 Virtuality and inclusiveness in organizations 384 Jakob Lauring, Charlotte Jonasson and Marta Jackowska 21 Embracing the digital workplace: a SMART work design approach to supporting virtual work 403 Bin Wang and Sharon K. Parker 22 Global multinational organizations and virtual work 425 Miriam Erez, Ella Glikson and Raveh Harush 23 Orchestrating dynamic value networks: interface-focused pathways to enhance coordination and learning 442 Sanjay Gosain, Arvind Malhotra and Omar A. El Sawy PART VI CONCLUSION 24 Virtual work – where do we go from here? Setting a research agenda 466 Thomas O’Neill, M. Travis Maynard, Lucy L. Gilson, James M. Hughes and Nathaniel Easton Index

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Book SynopsisThe digitalization of work processes and the generalization of IT are creating unprecedented opportunities. An increasing part of the workforce is experimenting with new forms of work, as freelancers, self-employed or highly skilled employees with greater autonomy. International in scope, this book comprehensively explores these new models of work, mobility and life trajectories, and the increasing role of non-metropolitan coworking spaces.This interdisciplinary book investigates new trends in relationships between work, life plans, work-life balance, and mobility in the context of ongoing societal digitalization. An expert group of contributors adopts a comparative approach in assessing the coworking phenomenon. They examine the social embeddedness of collaborative workspaces and consider topics such as social exchange, cooperation, and collaboration, critically assessing the question of individual and collective mobilities, and exploring the historical roots of coworking and its developing meanings and uses in practice.Gathering a wide variety of studies which investigate the diversity of social trajectories, institutional context, social transition, cooperation, policy measures, and mobility patterns, this book will be an interesting read for academics and students in the fields of organizational behavior, human geography, sociology of work, cities, and regional studies. Politicians interested in territorial development, elected officials, workers of municipalities and regions, and journalists who cover work issues, will similarly find this to be a beneficial read.Trade Review‘An impressive selection of cases that reflects the variety and scope of the coworking phenomenon, setting a milestone for future research on the topic.’ -- Alessandro Gandini, University of Milan, Italy‘Diane-Gabrielle Tremblay and Gerhard Krauss have brought together an impressive array of scholars from the US, Canada, and Europe in what will certainly become an indispensable handbook for all, teachers and students alike, interested in understanding what coworking is all about.’ -- Mario Polèse, Institut National de la Recherche Scientifique, CanadaTable of ContentsContents: Introduction to The Coworking (R)evolution 1 Gerhard Krauss and Diane-Gabrielle Tremblay PART I CONCEPTUALIZATION AND DEFINITIONS OF THIRD PLACES, COWORKING, AND COWORKING SPACES 1 Third places, coworking, and coworking spaces as concepts responding to current social and economic trends 7 Gerhard Krauss and Diane-Gabrielle Tremblay 2 Collaborative working, coworking spaces, and communities of practice: their origins, definitions, forms, different types, and forms of collaboration 26 Diane-Gabrielle Tremblay and Arnaud Scaillerez PART II THE SOCIAL DIMENSION OF COLLABORATIVE WORKSPACES 3 How coworking spaces have spread beyond larger metro areas: a spatial diffusion analysis in France 42 Christine Liefooghe, Guy Baudelle, Sébastien Le Gall, and Clément Marinos 4 A new mode of reconciliation of professional and personal life: the contribution of coworking space 59 Guy Baudelle, Flavie Ferchaud, Gerhard Krauss, Anne-Laure Peyrou, and Diane-Gabrielle Tremblay 5 Perceived health and well-being of workers: understanding the effects observed in coworking spaces 75 Nathalie Marceau and Diane-Gabrielle Tremblay PART III SOCIAL EXCHANGE, COOPERATION AND COLLABORATION 6 Motivations to collaborate and motivations to work in coworking spaces: a comparative analysis 93 Jennifer Urasadettan, Anne-Laure Le Nadant, Pascal Glémain, and Gerhard Krauss 7 Coworking, legitimate practice, and physical presence in the modern workplace 111 Peter A. Bacevice and Gretchen M. Spreitzer 8 Co-working and entrepreneurship in non-metropolitan Third Working-places: which local transition? A first analysis in the west region of France 125 Pascal Glémain, Jennifer Urasadettan, and Valérie Billaudeau 9 Nuances of working together: the influence of managerial approaches on collaboration within coworking spaces 142 Costantino Romeo, Ignasi Capdevila, Barbara Da Roit, and Maurizio Busacca PART IV THE MOBILITY OF CO-WORKERS 10 Coworking spaces: a way of promoting more sustainable mobility and lifestyles? The example of the Auvergne-Rhône-Alpes region of France 160 Patricia Lejoux, Aurore Flipo, Nathalie Ortar, Nicolas Ovtracht, and Stéphanie Souche-Lecorvec 11 Daily mobility patterns of coworkers in non-metropolitan areas: a French case study 174 Benoît Feildel PART V THE DIVERSITY OF SOCIAL TRAJECTORIES, INSTITUTIONAL CONTEXT, COOPERATION, POLICY MEASURES, AND MOBILITY PATTERNS: LESSONS FROM EMPIRICAL FIELD STUDIES IN FRANCE, ITALY, NORWAY, CANADA, VIETNAM, LEBANON AND POLAND 12 Coworking spaces, digital nomads, and urban development: insights from Beirut, Lebanon 192 Divya Leducq and Étienne Bou Abdo 13 Third places for transitions? The role of an awareness-raising method with the transition-meter 209 Valérie Billaudeau and Pascal Glémain 14 The coworking space: a catalyst for initiatives at the crossroad of mobility and embeddedness. Lessons from peripheral areas of Western France 226 Sébastien Le Gall, Guy Baudelle, Anne-Laure Peyrou, and Clément Marinos 15 Public libraries as new community hubs for remote workers? 244 Mina Di Marino and Ilaria Mariotti 16 The diversity of coworking spaces: case studies from Canada 257 Arnaud Scaillerez and Diane-Gabrielle Tremblay 17 The little-observed spread of coworking spaces in Asia and their potential for urban and economic transition: the case of Vietnam 270 Helga-Jane Scarwell and Divya Leducq 18 Case studies in post-socialist Poland: the development of coworking spaces in small towns and rural areas 284 Barbara Konecka-Szydłowska and Mariusz Czupich Conclusion to the coworking (r)evolution 301 Diane-Gabrielle Tremblay and Gerhard Krauss Index

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Book Synopsis

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Book Synopsis

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Book SynopsisMental health issues, stress and chronic illness are the biggest causes of absence from work and loss of productivity in most Western economies. Research and public awareness of this epidemic of physical and mental ill-health among working age people is growing, but our understanding of its impact on company performance and productivity and possible solutions for the future is less advanced. The Healthy Workforce: Enhancing Wellbeing and Productivity in the Workers of the Future examines current challenges and future solutions to understand issues around how we can improve the health of today's and tomorrow's workforce. This book will look at why workforce health is such an important challenge for businesses, governments and for employees today and how this will increase in the future with an ageing workforce. Closely linked to the authors' exploration of health issues in the work context is a focus on the impact of worker health on direct and indirect productivity costs. This book offers practical guidance for professionals on getting started in the delivery of an effective and evidence-based workplace health plan which can enhance and sustain productivity growth in business now and for the future.Table of ContentsForeword; Andy Haldane Chapter 1. Why Worker Health and Productivity Matter Chapter 2. How Health Affects Productivity Chapter 3. Health and Work in a Pandemic Chapter 4. Is Your Manager Bad for Your Health? Chapter 5. Productivity at Work: The Role of Healthcare Professionals Chapter 6. Workplace Health Interventions to Improve Productivity Chapter 7. Rethinking Workforce Health as an Asset Chapter 8. A Roadmap to Better Worker Health

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Book SynopsisThis is an ambitious and engaging book. It lays the foundations for a methodology that bridges entrepreneurship researchers?' need to provide explanations and practitioners?' need to make their local world comprehensible --? by calling the researcher to also practise as an entrepreneur.Disclosing Entrepreneurship as Practice outlines and demonstrates this '?enactive?' approach and its outcomes in terms of a proposed practice theory of entrepreneurship. Presenting entrepreneurship as a sense-making, stabilising force in a liquid and ambiguous world, accordingly addressed as ?'entrepreneuring?', Bengt Johannisson argues that the duality of shrewdness and prudence provides the appropriate knowledge needed to practice entrepreneurship. By generalising entrepreneurship as creative organizing in multiple arenas beyond just the market, and conceptualising entrepreneurship as practice, this book presents a compelling rationale for considering entrepreneuring as ?'routinized improvisation?' dealing with situations as they arise.Reflective and thoughtful, this book will be of interest to researchers in the field of entrepreneurship concerned with theoretical and methodological matters, as well as those engaged with qualitative methodology in the social sciences.Trade Review'Bengt Johannisson's strength as a scholar and researcher is his ability to push the boundaries of what entrepreneurship is, as a process, as well as his keen sense of how and why entrepreneurial processes should be studied. Please acquire this book and, then, carefully explore the ideas and methods he proposes for entrepreneurship scholars to engage in enactive research as ''entresearchers'' - scholars who are actively involved in entrepreneurial activities who use these experiences as the basis for generating insights into enterpreneuring (entrepreneurship as a verb - as ''organizing'' is to ''organization''.) I enthusiastically support the ''entresearcher'' paradigm and the methods Bengt Johannisson describes for scholars to engage as ''entresearchers'' as part of their everyday practice. I believe that the ''entresearcher'' approach is the most fruitful way for scholars to gain profound insights into the nature of entrepreneurial processes.' --William B. Gartner, Bertarelli Foundation Distinguished Professor of Family Entrepreneurship, Babson College, US'In his new book, Bengt Johannisson develops the concept of entrepreneurship as practice (entrepreneuring). The contribution is original, relevant and valuable for both researchers and practitioners. The book's objectives appear particularly important. The first is to provide the intellectual/theoretical foundations for our understanding of entrepreneuring. The second objective is to offer a methodology that can enhance the dialogue between researchers and practitioners. As Kurt Lewin claimed, there is nothing more practical than a good theory. Thanks to the author this statement makes sense in entrepreneurship?' --Alain Fayolle, Emlyon Business School, FranceTable of ContentsContents: 1. Departure and Roadmap, Provisions and Destiny 2. From Process Philosophy to Practice Theory – Building and Furnishing a Paradigmatic Platform 3. Featuring Enactive Research as a Methodology 4. Practising Enactive Research – Constructing and Contrasting Tales of Entrepreneuring 5. The Practice of Entrepreneuring – Lessons From the Field 6. Exploring the Promises of Enactive Research Bibliography Index

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Book SynopsisSocial Contracts and Informal Workers in the Global South draws on the accounts of informal workers, who represent over 60 per cent of the global workforce, to advocate for radically new conceptualizations of state-society, capital-labour and state-capital-labour relations, illustrating how current social contracts may be considered inadequate, irrelevant or unjust.Bridging social contract theories, both mainstream and critical, and the experiences of informal workers – self-employed, wage employed and sub-contracted – this book sheds light on how many existing social contract models stigmatize informal workers and do not offer legal or social protection. Instead of ideologically driven ‘top-down’ calls to revitalize the social contract, it advocates for ‘bottom-up’ initiatives focused on the demands of the working poor in the informal economy.With a wealth of cross-national evidence, as well as promising case studies, this timely and thought-provoking book will prove vital for scholars and researchers of informal workers and of state-capital-labour relations; and for policy makers negotiating new social contracts.Trade Review‘An original and insightful contribution to rethinking the social contract. Instead of prescribing from above, the authors redirect attention to the perspective of informal workers, to their needs, demands and agency, and to the new realities of informality exposed by COVID-19, digital employment, and new forms of collective action.’ -- Kate Meagher, London School of Economics, UK'Informal work arrangements predominate in developing countries and are increasing in rich nations. How should we deal with this? This book makes a novel case for an approach based on social contracts that recognise informal workers as legitimate economic agents, and therefore include them in social dialogue and policy-making and rule-setting processes. Such imaginative thinking about informality is urgent and necessary.' -- Jayati Ghosh, University of Massachusetts Amherst, US‘Most people work in the informal sector and yet our social contracts often exclude them. This volume provides compelling evidence from around the world as to why a better social contract for all of us would provide great security and opportunity for the world’s informal sector workers. A must read for those who care about creating a fairer world.’ -- Minouche Shafik, London School of Economics, UK and author of What We Owe Each Other: A New Social ContractTable of ContentsContents: Introduction: social contracts and informal workers in the global South 1 Sophie Plagerson, Laura Alfers and Martha Chen 1 Recognition, responsiveness and reciprocity: what informal worker leaders expect from the state, the private sector and themselves 31 Sally Roever and Ana Carolina Ogando 2 Self-employment and social contracts: from the perspective of the informal self-employed 49 Martha Chen 3 “Dependent Contractor”: towards the recognitions of a new labor category 73 Françoise Carré 4 Taxation and the informal sector in the global South: strengthening the social contract without reciprocity? 85 Michael Rogan 5 Towards a more inclusive social protection: informal workers and the struggle for a new social contract 106 Laura Alfers and Rachel Moussié 6 Extended Producer Responsibility: opportunities and challenges for waste pickers 126 Taylor Cass Talbott 7 Human rights and transnational social contracts: the recognition and inclusion of homeworkers? 144 Marlese von Broembsen 8 Informal workers harnessing the power of digital platforms in India 169 Salonie Muralidhara Hiriyur 9 “Essential and disposable? Or just disposable?” Informal workers during COVID-19 189 Sarah Orleans Reed Conclusion: Post-pandemic epilogue – the bad old contract, an even worse contract or a better social contract for informal workers? 216 Laura Alfers, Martha Chen and Sophie Plagerson Index

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Book SynopsisThis comprehensive two-volume collection draws together the key contributions - both theoretical and empirical - from economics and management literature on human and organisational knowledge, learning and routine behaviours. Volume I discusses conceptions of knowledge and the problems of organisational and technological learning. Volume II contains both theoretical and applied research on organisational routines.Trade Review'Almost imperceptibly the two expressions 'information society' and "knowledge economy" have passed into general use in the last few years. Social scientists have actually been working on the origins and evolution of this society for a long time and it is invaluable to have the key papers brought together in these two volumes on knowledge, learning and routines. The concept of a reference collection is in itself a useful contribution to the knowledge economy.' -- Chris Freeman, SPRU - Science and Technology Policy Research, University of Sussex, UK and Maastricht University, The NetherlandsTable of ContentsContents: Volume I: Knowledge and Learning Acknowledgements Introduction Nathalie Lazaric and Edward Lorenz PART I KNOWLEDGE A The Computational Tradition 1. Herbert A. Simon and Allen Newell (1964), ‘Information Processing in Computer and Man’ 2. John H. Holland, Keith J. Holyoak, Richard E. Nisbett and Paul R. Thagard (1989), ‘A Framework for Induction’ B Knowledge as Image 3. Kenneth E. Boulding (1956), ‘Introduction’ 4. Martin Fransman (1994), ‘Information, Knowledge, Vision and Theories of the Firm’ C The Debate over Tacit Knowledge 5. Michael Polanyi (1969), ‘The Logic of Tacit Inference, 1964’ 6. Donald MacKenzie and Graham Spinardi (1995), ‘Tacit Knowledge, Weapons Design, and the Uninvention of Nuclear Weapons’ 7. Robin Cowan, Paul A. David and Dominique Foray (2000), ‘The Explicit Economics of Knowledge Codification and Tacitness’ 8. Paul Nightingale (1998), ‘A Cognitive Model of Innovation’ D Knowledge in Context 9. Bart Nooteboom (2000), ‘Knowledge’ 10. Karl E. Weick (1995), ‘The Nature of Sensemaking’ 11. Edwin Hutchins (1995), ‘Cultural Cognition’ E Distributed Knowledge and the Economy 12. Fritz Machlup (1984), ‘New Knowledge, Dispersed Information and Central Planning’ 13. Alanson P. Minkler (1993), ‘The Problem with Dispersed Knowledge: Firms in Theory and Practice’ PART II LEARNING A Mathematical and Computational Models of Learning 14. Kathleen Carley (1992), ‘Organizational Learning and Personnel Turnover’ 15. L. Marengo (1992), ‘Coordination and Organizational Learning in the Firm’ 16. Massimo Egidi (1992), ‘Organizational Learning, Problem Solving and the Division of Labour’ B Learning, Practice and Communities 17. John Seely Brown and Paul Duguid (1998), ‘Organizing Knowledge’ 18. Etienne Wenger (1998), ‘Learning’ C Learning and Capabilities in Firms and the Economy 19. Bengt-Äke Lundvall and Björn Johnson (1994), ‘The Learning Economy’ 20. Brian J. Loasby (1999), ‘Capabilities’ 21. Daniel A. Levinthal and James G. March (1993), ‘The Myopia of Learning’ 22. Bo Hedberg (1981), ‘How Organizations Learn and Unlearn’ D Technological Learning 23. Nathan Rosenberg (1982), ‘Learning By Using’ 24. Wesley M. Cohen and Daniel A. Levinthal (1989), ‘Innovation and Learning: The Two Faces of R & D’ 25. Richard R. Nelson and Sidney G. Winter (1982), ‘2. A Markov Model of Factor Substitution’ 26. Gerald Silverberg and Bart Verspagen (1994), ‘Learning, Innovation and Economic Growth: A Long-run Model of Industrial Dynamics’ Name Index Volume II: Routines Acknowledgements An introduction by the editors to both volumes appears in Volume I A The Notion of Routine Defined and Debated 1. Richard R. Nelson and Sidney G. Winter (1982), ‘Organizational Capabilities and Behavior’ 2. Michael D. Cohen, Roger Burkhart, Giovanni Dosi, Massimo Egidi, Luigi Marengo, Massimo Warglien and Sidney Winter (1996), ‘Routines and Other Recurring Action Patterns of Organizations: Contemporary Research Issues’ 3. Tony Lawson (1997), ‘Society and Economy as Reproduced Inter-dependencies’ 4. Nathalie Lazaric (2000), ‘The Role of Routines, Rules and Habits in Collective Learning: Some Epistemological and Ontological Considerations’ 5. Bénédicte Reynaud (1996), ‘Types of Rules, Interpretation and Collective Dynamics: Reflections on the Introduction of a Salary Rule in a Maintenance Workshop’ B Routines in Their Cognitive Dimension 6. Michael D. Cohen and Paul Bacdayan (1994), ‘Organizational Routines Are Stored as Procedural Memory: Evidence from a Laboratory Study’ 7. Brian T. Pentland and Henry H. Rueter (1994), ‘Organizational Routines as Grammars of Action’ 8. Edward Lorenz (2001), ‘Models of Cognition, the Contextualisation of Knowledge and Organisational Theory’ C Routines in Their Strategic and Political Dimensions 9. Benjamin Coriat and Giovanni Dosi (1998), ‘Learning how to Govern and Learning how to Solve Problems: On the Co-Evolution of Competences, Conflicts and Organizational Routines’ 10. Steven Postrel and Richard P. Rumelt (1992), ‘Incentives, Routines, and Self-Command’ 11. Pierre-André Mangolte (2000), ‘Organisational Learning and the Organisational Link: The Problem of Conflict, Political Equilibrium and Truce’ 12. Sidney G. Winter (1995), ‘Four Rs of Profitability: Rents, Resources, Routines, and Replication’ D Routines Observed in the Field 13. Alessandro Narduzzo, Elena Rocco and Massimo Warglien (2000), ‘Talking about Routines in the Field: The Emergence of Organizational Capabilities in a New Cellular Phone Network Company’ 14. Martha S. Feldman (2000), ‘Organizational Routines as a Source of Continuous Change’ 15. Neil Costello (2000), ‘Learning and Routines in High-Tech SMEs: Analyzing Rich Case Study Material’ 16. Connie J.G. Gersick and J. Richard Hackman (1990), ‘Habitual Routines in Task-Performing Groups’ Name Index

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Book SynopsisAlthough the activities of large industrial and financial corporations dominate economies around the world, their impact on the distribution of employment and the use of new production techniques is much disputed. In this two-volume set, the editors examine the changes which have taken place in the organization of work and the nature of employment over the last half century. The articles selected for these volumes address the issues of work, skills and employment, with particular focus on the manufacturing sector, which has seen rapid change in working practices, and on the expanding service sector, where new kinds of jobs entail serving customers and working in the money, banking and financial services, call-centres and the public and government sector. Many of the studies challenge the utopian view of post-Fordist work regimes and raise questions about the effectiveness of post-Fordist concepts in accounting for the variety of changes in the world economy.In a new introduction the editors offer a comprehensive overview and discussion of these concerns.Trade Review'The world of work has changed dramatically over the past 50 - or even 30 - years, and it is fashionable to speak of a transformation from Fordism to Post-Fordism. But what exactly is new, and what remains the same? With their comprehensive selection of readings and their own sensitive overview of the issues, Huw Beynon and Theo Nichols provide the foundation for a nuanced answer - and show that the brave new world of work is no utopia.' -- Richard Hyman, London School of Economics, UKTable of ContentsContents: Volume I: Acknowledgements Introduction Huw Beynon and Theo Nichols PART I FORDISM/POST-FORDISM? WHAT IS THE QUESTION? 1. Ray Kiely (1998), ‘Globalization, Post-Fordism and the Contemporary Context of Development’ 2. Kuniko Fujita and Richard Child Hill (1995), ‘Global Toyotaism and Local Development’ 3. George Ritzer (1989), ‘The Permanently New Economy: The Case for Reviving Economic Sociology’ 4. Randy Hodson (1995), ‘Worker Resistance: An Underdeveloped Concept in the Sociology of Work’ 5. Paul Thompson and Stephen Ackroyd (1995), ‘All Quiet on the Workplace Front? A Critique of Recent Trends in British Industrial Sociology’ 6. Ethan B. Kapstein (1996), ‘Workers and the World Economy’ 7. Charles Tilly (1995), ‘Globalization Threatens Labor’s Rights’ PART II WORK, SKILLS AND EMPLOYMENT: THE JOBS ISSUE 8. John Atkinson and Denis Gregory (1986), ‘A Flexible Future: Britain’s Dual Labour Force’ 9. Doreen Massey (1983), ‘The Shape of Things to Come’ 10. Peter Cappelli (1995), ‘Rethinking Employment’ 11. John Francis Geary (1992), ‘Employment Flexibility and Human Resource Management: The Case of Three American Electronics Plants’ 12. Colin Crouch (1997), ‘Skills-based Full Employment: The Latest Philosopher’s Stone’ 13. Duncan Gallie (1991), ‘Patterns of Skill Change: Upskilling, Deskilling or the Polarization of Skills?’ 14. Damian Grimshaw, Huw Beynon, Jill Rubery and Kevin Ward (2002), ‘The Restructuring of Career Paths in Large Service Sector Organizations: “Delayering”’ 15. Jamie Peck and Nikolas Theodore (2000), ‘“Beyond ‘Employability”’ PART III MANUFACTURING JOBS: MOTORS – OLD JOBS, NEW CONTEXTS 16. Alan McKinlay and Ken Starkey (1994), ‘After Henry: Continuity and Change in Ford Motor Company’ 17. John Holloway (1987), ‘The Red Rose of Nissan’ 18. Stephen Wood (1987), ‘On the Line’ 19. Jonas Pontusson (1992), ‘Unions, New Technology, and Job Redesign at Volvo and British Leyland’ 20. Ruy de Quadros Carvalho and Hubert Schmitz (1989), ‘Fordism is Alive in Brazil’ 21. Constance Lever-Tracy (1990), ‘Fordism Transformed? Employee Involvement and Workplace Industrial Relations at Ford’ 22. Alice R. de P. Abreu, Huw Beynon and José Ricardo Ramalho (2000), ‘“The Dream Factory”: VW’s Modular Production System in Resende, Brazil’ 23. Jorge Carrillo V. (1995), ‘Flexible Production in the Auto Sector: Industrial Reorganization at Ford-Mexico’ Name Index Volume II Acknowledgements An introduction by the editors to both volumes appears in Volume I PART I BEYOND MOTORS – MANUFACTURING CHANGE 1. Rik Huys, Luc Sels, Geert Van Hootegem, Jan Bundervoet and Erik Hendrickx (1999), ‘Toward Less Division of Labor? New Production Concepts in the Automotive, Chemical, Clothing, and Machine Tool Industries’ 2. Ian M. Taplin (1995), ‘Flexible Production, Rigid Jobs: Lessons from the Clothing Industry’ 3. Alastair Whyte Greig (1992), ‘Rhetoric and Reality in the Clothing Industry: The Case of Post-Fordism’ 4. Chul-Kyoo Kim and James Curry (1993), ‘Fordism, Flexible Specialization and Agri-Industrial Restructuring: The Case of the US Broiler Industry’ 5. Joel Novek (1989), ‘Peripheralizing Core Labour Markets?: The Case of the Canadian Meat Packing Industry’ 6. Jody Knauss (1998), ‘Modular Mass Production: High Performance on the Low Road’ 7. Chris Rowley (1998), ‘Manufacturing Mobility? Internationalization, Change and Continuity’ PART II NEW KINDS OF JOBS: CALL CENTRES 8. Sue Fernie (1998), ‘Hanging on the Telephone’ 9. Stephen J. Frenkel, May Tam, Marek Korczynski and Karen Shire (1998), ‘Beyond Bureaucracy? Work Organization in Call Centres’ 10. Gavin Poynter (2000), ‘“Thank You for Calling”: The New Ideology of Work in the Service Economy’ 11. David Holman and Sue Fernie (2000), ‘Can I Help You? Call Centres and Job Satisfaction’ 12. Phil Taylor, Chris Baldry, Peter Bain and Vaughan Ellis (2003), ‘“A Unique Working Environment”: Health, Sickness and Absence Management in UK Call Centres’ PART III JOBS IN FINANCIAL SERVICES 13. John Storey, Peter Cressey, Tim Morris and Adrian Wilkinson (1997), ‘Changing Employment Practices in UK Banking: Case Studies’ 14. Andrew Leyshon and Nigel Thrift (1993), ‘The Restructuring of the U.K. Financial Services Industry in the 1990s: A Reversal of Fortune?’ 15. D.J. Pratt (1998), ‘Re-placing Money: The Evolution of Branch Banking in Britain’ 16. Adam Tickell (1997), ‘Restructuring the British Financial Sector into the Twenty-first Century’ 17. Terry Austrin (1991), ‘Flexibility, Surveillance and Hype in New Zealand Financial Retailing’ PART IV SERVING THE CUSTOMER 18. Holly J. McCammon and Larry J. Griffin (2000), ‘Workers and Their Customers and Clients’ 19. Paul du Gay (1993), ‘“Numbers and Souls”: Retailing and De-Differentiation of Economy and Culture’ 20. Patrice Rosenthal, Stephen Hill and Riccardo Peccei (1997), ‘Checking Out Service: Evaluating Excellence, HRM and TQM in Retailing’ 21. Yvonne Guerrier and Amel S. Adib (2000), ‘“No, We Don’t Provide That Service”: The Harassment of Hotel Employees by Customers’ 22. Linda Fuller and Vicki Smith (1991), ‘Consumers’ Reports: Management by Customers in a Changing Economy’ PART V WORKING FOR THE STATE 23. Bob Carter (1997), ‘Restructuring State Employment: Labour and Non-Labour in the Capitalist State’ 24. Deborah Foster and Paul Hoggett (1999), ‘Change in the Benefits Agency: Empowering the Exhausted Worker?’ 25. Geraldine Lee-Treweek (1997), ‘Women, Resistance and Care: An Ethnographic Study of Nursing Auxiliary Work’ 26. Donna Baines (2004), ‘Caring for Nothing: Work Organization and Unwaged Labour in Social Services’ 27. Stephen Harrison and George Dowswell (2002), ‘Autonomy and Bureaucratic Accountability in Primary Care: What English General Practitioners Say’ 28. Tim May (1994), ‘Transformative Power: A Study in a Human Service Organization’ 29. Chris Jones (2001), ‘Voices From the Front Line: State Social Workers and New Labour’ PART VI BEYOND THE STATE: THE FUTURE OF WORK? 30. Theo Nichols and Julia O’Connell Davidson (1993), ‘Privatisation and Economism: An Investigation amongst “Producers” in Two Privatised Public Utilities in Britain’ 31. Michael Burawoy and Pavel Krotov (1992), ‘The Soviet Transition from Socialism to Capitalism: Worker Control and Economic Bargaining in the Wood Industry’ 32. Helen Sampson (2003), ‘Transnational Drifters or Hyperspace Dwellers: An Exploration of the Lives of Filipino Seafarers Aboard and Ashore’ Name Index

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Book SynopsisLeadership Through the Screen is a business leadership guidebook that tells a story. The book defines and helps provide key solutions for some of the greatest leadership challenges facing global managers today. Written in an easy-to-read manner, each chapter highlights a single issue through the eyes of a fictional VP of marketing. The authors have done the research and included it in these pages so that business leaders do not have to.This book is meant to serve as a map to help modern managers weave their way through many of the fundamental challenges of leading people in a global and virtual realm. It provides the tools, knowledge, and potential solutions these leaders can use to forge successful and productive virtual teams.

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Book SynopsisThis book is perfect for leaders across the enterprise who have a difficult time attracting, retaining, understanding, communicating with, motivating, engaging, and otherwise developing their millennial employees and job candidates.Diving deep into millennial psychology and language using a potent blend of data and anecdotes, stories and history, What Millennials Really Want from Work and Life debunks the many myths around millennials pushed by sensationalist media, showing how millennials want many of the same things as other generations, just more quickly and in a different order and form.Giving helpful context based on his own powerful and unlikely story of continuous struggle and overcoming massive challenges as a millennial, the author weaves a compelling narrative through the historical, psychological, linguistic, and other threads underlying the millennial experience at work and in life. Based on his in-depth analysis of data and trends, Kruman makes specific recommendations for corporate leaders looking to get—and keep and develop—top millennial talent into their ranks, diving deep into specific benefits, communication methods and tools, mission and vision, and other elements of branding relevant to millennial attraction, engagement, and retention. This book is likewise for early and mid-career millennials looking to better under stand themselves and make compelling cases for improvements around the aforementioned in their own companies.

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Book SynopsisYou can’t understand humanistic business management unless you understand what humanism is. This book provides a short introduction to the philosophy of humanism and discusses how and why it is being applied to business and why it is so effective when you do so. Humanism helps us prioritize human value as important. It supports positive interpersonal relationships and collaborative and respectful decision-making. Since all businesses are in the business of solving problems, good problem solving is essential to good business.Humanism has already transformed many other disciplines including psychology, medicine, nursing, and more. Additionally, humanism is foundational to the practice of human resources, without which businesses cannot operate. It is important for business managers to understand the philosophy fully so they can understand how to not only manage people more effectively, but how to operate their businesses in a way that helps the communities in which they operate. This book will provide the primer they need to create more effective and ethical businesses.

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Book SynopsisResearch shows that 90 percent of a project manager’s time is spent communicating with various stakeholders. This book offers strategies that enhance communication throughout the project cycle and describes innovative techniques for bridging cultural gaps, increasing understanding, and ensuring project success.

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Book SynopsisJobs, and nature of work as we know it, are changing rapidly. As companies become more ""digital,"" employees need to be empowered to become more innovative. Disruptive changes to work behaviors and business models will have a profound impact on the nature of work and worker.In many industries and countries, the most in-demand occupations, specialties, and skills did not exist 10 or even five years ago, and the pace of change is set to accelerate. This will have a tremendous impact on how the workforce of the future acquires and applies new skills, and how companies organize work to stay nimble and competitive.In this book, experts from industry and academia explore these trends and discuss how innovative companies are leveraging Artificial Intelligence and intelligent tools to make the workforce more inclusive, and enhance and augment human worker rather than replace it.

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Book SynopsisIn our time of great and uncertain change, business, government, and education must partner in many forms of technical and cultural convergence–for the benefit of both human welfare and economic recovery.This innovative book explores the new relationships connecting computer science, social science, and the humanities. One popular form of artificial social intelligence, recommender systems, can become a far more valuable tool for research on the arts, beginning with movies and computer games, then extending to all the other art forms.While artificial intelligence can be a powerful tool for description of physical reality, it must become both social and cultural if it is to be a valued tool of human expression. Many new developments offer opportunities and challenges for both industry and government policy. This book shows how artificial intelligence and related information technologies can converge successfully with the social sciences and humanities, so together they can achieve maximum benefits for people.

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Book SynopsisThis book is a survival manual for corporate life which guides the reader on how best to navigate its pitfalls and avoid being trapped. It fuses three separate but intertwined disciplines of the Animal kingdom, The Guerrilla battlefield and the corporate world to help establish patterns of behavior and the motivations that underpin each action.All three areas share a common environment; the jungle, where visibility is limited and ambush is the only method of attack by predators. The book blends animal and human psychology and gives safe passage in all its encounters. The book has been meticulously researched with animal behavior being documented and applied to human psychology with additional research on Military techniques and combat psychology on ambush and counter insurgency also applied to human psychology in the attempts to understand and react to conflict in the workplace. This book is designed to assist people at any stage in their career to better understand the motivations that underpin human interactions within the workplace. I have attempted to fuse three separate but closely related environments to highlight patterns and similarities that we can use to better ourselves in our daily interactions in our working lives. As stated above; the corporate world, the animal kingdom and the battlefield all seem like an unlikely amalgamation but you will see that that all environments share common objectives, strategies and interdependencies that underpin everyday survival. This book does not condone war, quite the opposite as you will see it takes more of a defensive position in repelling attacks and seeks to promote the occurrence of collaboration over individual competition which will also become apparent.It is not a ‘call to arms’ or a promotion of anarchy, not by any stretch of the imagination, as it merely assists the individual in adapting within their environment in order to ensure their survival. Whether you work as an Accountant, IT consultant, Lawyer, Salesperson or Project Manager; the same logic still applies as there is a natural order in all corporate vocations. It matters not whether the majority of your business is carried out via teleconferences, Video conference or in person, the same logic will still apply. Face to face however will normally be the most impactful but you must learn to see the same politics played out through other mediums. The book's main message is that in order to be effective and survive in this world you will need to become an expert in three interrelated areas; You will need to know your environment, know your opponent an above all know yourself. Once you have mastered these three areas, you will enjoy the corporate world like never before.

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