Search

Essentials of Occupational Health Psychology provides a thorough overview of Occupational Health Psychology (OHP) with a focus on empowering readers to take appropriate and reasoned action to address a wide variety of worker health, safety, and well-being challenges that are present in working situations all over the world.Although relatively new as an area of specialization, OHP research and intervention efforts are already having major impacts on the way work is done around the world. Each of the twelve chapters in Essentials of Occupational Health Psychology addresses an essential aspect of OHP, with a consistent emphasis on putting what is known about that area into practice. Topics include essential background information regarding the history of OHP and major areas of OHP research and practice, such as work-related stress and recovery, psychological and physical demands and resources, interpersonal mistreatment, work and nonwork role dynamics, and safety. Each chapter features a discussion of why these topics are important to workers and organizations, as well as pertinent evaluation and/or intervention recommendations to help readers better understand what they can do to improve worker health, safety, and well-being, and how to convince others of the value of such efforts. Additional supplements within each chapter include a set of targeted learning objectives to help structure student reading and in-class discussion, focused discussion questions, pertinent media resources to provide current examples of these topics, and professional profiles based on interviews conducted by the authors with fourteen well-known and widely respected OHP researchers and practitioners. Essentials of Occupational Health Psychology is valuable to graduate and advanced undergraduate students as well as working professionals who are interested in learning how to manage work environments that support worker health, safety, and well-being. The chapters in this text could also provide supplemental reading for training and development workshops for professionals in related disciplines who could benefit from a better understanding of the psychology associated with work experiences.

In a time of flexible and mutable work arrangements, there is hardly a domain of organizing that has not been affected by liminality. Temporary workers who switch companies based on projects, consultants who operate at the boundaries between the consultant and the client companies, or ‘hybrid entrepreneurs'who start new ventures, while still keeping their previous job, are examples of liminality in organizations. Liminality is also felt by managers who handle interorganizational relationships within customer-supplier networks or scientists who, albeit affiliated with R&D units, have strong ties with their scientific communities, acknowledging that they belong to neither setting thoroughly. Precious hints for enriching our comprehension of liminality in organizational settings can be conveyed by the reflection that has flourished in different fields. This book advances knowledge of liminality management by elaborating on a model that puts together aspects of the liminal process that have been mostly described in a separate way so far, benefiting from the input provided by experience in sociology, medicine, and education. Through the articulation of a model that accounts for the antecedents, content, and consequences of liminality in organizations, the book intends to prompt quantitative research on this topic. It will be of value to those interested in organizational behavior, organization and management, marketing, sociology of work, and sociology of organizations.

Current Issues in Work and Organizational Psychology is a series of edited books that reflect the state-of-the-art areas of current and emerging interest in the psychological study of employees, workplaces, and organizations. Each volume focuses on a particular topic and consists of chapters contributed by international experts, with an introductory overview written by the editors, who are leading figures in their areas.For the first time, this book offers a comprehensive new collection which gathers together some of the most influential chapters from the series into one volume, providing an essential overview of the hottest topics in work and organizational psychology. Including 24 chapters by many of the leading researchers in the field, the book is split into two parts; the individual in the workplace, and how individuals are organized at work. Topics such as burnout, recruitment, well-being and organizational change are covered, as well as research on emerging topics such as flow, humor, i-deals, and socialization. With an introduction and conclusion by Professor Sir Cary Cooper, this is the ideal companion for any student or practitioner looking for an insightful overview of the most researched topics in work and organizational psychology.

The Self at Work brings researchers in industrial and organizational psychology and organizational behavior together with researchers in social and personality psychology to explore how the self impacts the workplace. Covering topics such as self-efficacy, self-esteem, self-control, power, and identification, each chapter examines how research on the self informs and furthers understanding of organizational topics such as employee engagement, feedback-seeking, and leadership. With their combined expertise, the chapter authors consider how research on the self has influenced management research and practice (and vice-versa), limitations of applying social psychology research in the organizational realm, and future directions for organizational research on the self. This book is a valuable resource for researchers, graduate students, and professionals who are interested in how research on the self can inform industrial/organizational psychology.

It is very easy for organizations to ignore or overlook the impact of social and commercial change-of increased pressure to deliver profit (above all else) and of transformation in the ways in which we are now working-on the mental health and, consequently, the performance of their employees. And yet there is plenty of evidence that in many workplaces, performance is down, stress is up and professional employees are struggling to balance their home and work lives. This collection, while looking at individuals, places the spotlight on organizational initiatives to support the development of attitudes, values, character and behaviors in employees. The aim of these initiatives is to increase our resilience to those experiences and events which impact on performance. There is a particular focus on managerial and professional jobs where employee discretion and commitment are critical. The Fulfilling Workplace extends the themes developed in early titles in the Psychological and Behavioral Aspects of Risk Series deeper into organizations; to explore the organization's role in coming to grips both with human frailties and toxic workplaces-both destructive to individual and organizational health.

We know that positive, fulfilling and satisfying relationships are strong predictors of life satisfaction, psychological health, and physical well-being. This edited volume uses research and theory on the need to belong as a foundation to explore various types of relationships, with an emphasis on the influence of these relationships on employee attitudes, behaviors and well-being. The book considers a wide range of relationships that may affect work attitudes, specifically, supervisory, co-worker, team, customer and non-work relationships. The study of relationships spans many sub-areas within I/O Psychology and Social Psychology, including leadership, supervision, mentoring, work-related social support, work teams, bullying/interpersonal deviance and the work/non work interface.