Work and Quality of Life - encadernado, livro de bolso

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Número ISBN/EAN: 9789400740587

Número ISBN - Ortografia alternativa:
94-007-4058-1, 978-94-007-4058-7
Ortografia alternativa e termos de pesquisa relacionados:
Autor do livro: gorman, nora, reil, joseph, allen, reilly von
Título do livro: life and work, life international, towards quality life, where work, second life, handbook, nora

Dados da editora

Autor: Nora P. Reilly; M. Joseph Sirgy; C. Allen Gorman
Título: International Handbooks of Quality-of-Life; Work and Quality of Life - Ethical Practices in Organizations
Editora: Springer; Springer Netherland
507 Páginas
Ano de publicação: 2012-06-07
Dordrecht; NL
Impresso / Feito em
Língua: Inglês
320,99 € (DE)
329,99 € (AT)
354,00 CHF (CH)
POD
VIII, 507 p.

BB; Hardcover, Softcover / Medizin/Allgemeines; Persönliche Gesundheit und Gesundheitswesen / Gesundheitserziehung; Verstehen; Anti-discrimination strategies on the work floor; Consequences of Job Satisfaction; Employee well-being; Employer Responsibilities; Ethical Dilemmas and Employee Rights; Ethics and Quality of Work Life; Human Development Theories; Job Satisfaction; Job Satisfaction and Personal Happiness; Job-Specific Well-Being; Organizational Commitment; Physical Security; Quality of Work Life; The Work Environment; Quality of Life Research; Work and Organizational Psychology; Human Resource Management; Counseling Psychology; Arbeits-, Wirtschafts- und Organisationspsychologie; Personalmanagement, HRM; Psychologie; EA; BC

Employees have personal responsibilities as well as responsibilities to their employers. They also have rights. In order to maintain their well-being, employees need opportunities to resolve conflicting obligations. Employees are often torn between the ethical obligations to fulfill both their work and non-work roles, to respect and be respected by their employers and coworkers, to be responsible to the organization while the organization is reciprocally responsible to them, to be afforded some degree of autonomy at work while attending to collaborative goals, to work within a climate of mutual employee-management trust, and to voice opinions about work policies, processes and conditions without fear of retribution. Humanistic organizations can recognize conflicts created by the work environment and provide opportunities to resolve or minimize them.

This handbook empirically documents the dilemmas that result from responsibility-based conflicts. The book is organized by sources of dilemmas that fall into three major categories: individual, organizational (internal policies and procedures), and cultural (social forces external to the organization), including an introduction and a final integration of the many ways in which organizations can contribute to positive employee health and well-being.

This book is aimed at both academicians and practitioners who are interested in how interventions that stem from industrial and organizational psychology may address ethical dilemmas commonly faced by employees.

Table of Contents.- INTRODUCTION.- Chapter 1. Stuck between a rock and a hard place: Quality of work life; Reilly, N. P.- FOUNDATIONS.- Chapter 2. Professional ethical standards: The journey towards effective codes of ethics; Bateman, C.R.- Chapter 3. Employee well-being: An integrative perspective; Sirgy, M.J.- Chapter 4. Work stress: Help me get my feet back on the ground; Mickel, A. E.; Dallimore, E.J.- ETHICS AT WORK.- SUBSECTION: INDIVIDUAL SOURCES OF DILEMMAS.- Chapter 5. Mentoring in organizations: Mentor of tormentor?; Hurst, C. S.; Eby, L. T. Chapter 6. Selection for training: The forgotten employment decision?; Gorman, C. A.; Thibodeaux, C. N.; Eisenger, S. E.; Overstreet, B. L.- Chapter 7. Career stagnation: Underlying dilemmas and solutions in contemporary work environments; Abele, A; E., Volmer, J.; Spurk, D. Chapter 8. Employee well-being: Can performance management systems help? Yes, but they sure can hurt too!; Levy, P. E.; Herb, K.; Frantz, N.; Carr, A.- Chapter 9.Counterproductive work behaviors and their ethical dilemmas: Creating just, respectful, and productive organizations; Mazzola, J. J.; Kessler, S. R.- Chapter 10. Ethical imperatives of work/life balance; Bulger, C. A.; Fisher, G. G.- Chapter 11. When sending flowers is not enough: The eldercare dilemma in the workplace Shoptaugh; C. F., Visio; M. E.; Phelps, J. A.- Chapter 12. A new layer to inclusion: Creating singles-friendly work environments; Casper, W. J.; DePaulo, B.- SUBSECTION: ORGANIZATIONAL SOURCES OF DILEMMAS.- Chapter 13. Perceptions of justice in employee benefits; Spell, C.S.; Bezrukova, K.- Chapter14. Telecommuting and flexible work hours: Alternative work arrangements that can improve the quality of work life; Breaugh, J. A.; Farabee, A. M.- Chapter 15. Remote working and work-life balance; Sullivan, C.- Chapter 16. Ethical leadership and core job characteristics: Designing jobs for employee well-being; Piccolo, R. F.; Greenbaum, R. L.; Eissa, G.- Chapter 17. Blame andcredit attributions and quality of work life: The effect of organizational structure; Gibson, D. E.; McCann, K.- Chapter 18. Teamwork, ethics and the quality of working life; Sewell, G.- Chapter 19. Workplace violence and aggression: When you don’t want your company on the news; Neuman, J. H.- Chapter 20. Hostile work environment: “Is it just me or is it chilly in here?”; Leung, A. S. M.; Snape, E.- Chapter 21.Sexual Harassment: “Is it just me or are you hot?”; Nelson, C. G.; Carroll, K. A. SUBSECTION: CULTURAL SOURCES OF DILEMMAS.- Chapter 22. Generational differences: Something old, something new; Gardner, D.; Macky, K. Chapter 23. Religious diversity in the workplace; Ball, C.- Chapter 24. An overview of workplace spirituality and its likely relationship with employee well-being; Pawar, B.- INTEGRATION: THE ROAD AHEAD.- Chapter 25. From non-malfeasance to beneficence: Key criteria, approaches and ethical issues relating to positive employee health and well-being; Page, K. M.; Vella-Brodrick, D. A.

From the reviews:

“Contributing to the literature on quality of work life, this volume examines ethical dilemmas resulting from conflicts at work. … Although a wide variety of topics is covered in this volume, readers can explore each in depth because chapters often provide strong literature reviews based on relatively recent scholarly research as well as suggestions for future research, long lists of references, and concluding comments. … Summing Up: Recommended. Business practitioners and academic researchers, upper-division undergraduates and up.” (G. E. Kaupins, Choice, Vol. 50 (5), January, 2013)

as well as serving on several editorial boards.   Her teaching interests range from organizational psychology, applied social psychology, psychometrics, methodology, statistics and organization development.  She has served as the coordinator of the master’s program in industrial and organizational psychology at Radford as well as in numerous internalgovernance positions, including president of the faculty senate.  She is currently responsible for graduate academic course and program reviews as well as the administration of graduate assistantships at Radford.  She is a member of several professional organizations, including the Society for Industrial and Organizational Psychology, where she served on the Education and Training Committee.  Finally, she is an active OD consultant, primarily in the area of healthcare.  She may be reached at nreilly@radford.edu.

is a management psychologist (Ph.D., U/Massachusetts, 1979),Professor of Marketing, and Virginia Real estate Research Fellow at VirginiaPolytechnic Institute and State University (Virginia Tech). He has publishedextensively in the area of consumer behavior, marketing/quality‐of‐life, andbusiness ethics. He is the author/editor of many books related to consumerbehavior, marketing communications, marketing and society, andquality of life.

He co‐founded the International Society for Quality‐of‐Life Studies (ISQOLS) in1995 and is currently serving as its Executive Director. In 1998, he received theDistinguished Fellow Award from ISQOLS. In 2003, ISQOLS honored him as theDistinguished QOL Researcher for research excellence and a record of lifetimeachievement in QOL research. He also served as President of the Academy ofMarketing Science from which he received the Distinguished Fellow Award in

.

. Allen is a member of the Society for Industrial and Organizational Psychology, the American Psychological Association, the Academy of Management, and the Society for Human Resource Management.

Employees have personal responsibilities as well as responsibilities to their employers. They also have rights. In order to maintain their well-being, employees need opportunities to resolve conflicting obligations. Employees are often torn between the ethical obligations to fulfill both their work and non-work roles, to respect and be respected by their employers and coworkers, to be responsible to the organization while the organization is reciprocally responsible to them, to be afforded some degree of autonomy at work while attending to collaborative goals, to work within a climate of mutual employee-management trust, and to voice opinions about work policies, processes and conditions without fear of retribution. Humanistic organizations can recognize conflicts created by the work environment and provide opportunities to resolve or minimize them.

This handbook empirically documents the dilemmas that result from responsibility-based conflicts. The book is organized by sources of dilemmas that fall into three major categories: individual, organizational (internal policies and procedures), and cultural (social forces external to the organization), including an introduction and a final integration of the many ways in which organizations can contribute to positive employee health and well-being.

This book is aimed at both academicians and practitioners who are interested in how interventions that stem from industrial and organizational psychology may address ethical dilemmas commonly faced by employees.