Workplace Well-Being : (Record no. 32417)
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| fixed length control field | 11174nam a22005293i 4500 |
| 001 - CONTROL NUMBER | |
| control field | EBC7103698 |
| 003 - CONTROL NUMBER IDENTIFIER | |
| control field | MiAaPQ |
| 005 - DATE AND TIME OF LATEST TRANSACTION | |
| control field | 20240724115627.0 |
| 006 - FIXED-LENGTH DATA ELEMENTS--ADDITIONAL MATERIAL CHARACTERISTICS | |
| fixed length control field | m o d | |
| 007 - PHYSICAL DESCRIPTION FIXED FIELD--GENERAL INFORMATION | |
| fixed length control field | cr cnu|||||||| |
| 008 - FIXED-LENGTH DATA ELEMENTS--GENERAL INFORMATION | |
| fixed length control field | 240724s2014 xx o ||||0 eng d |
| 020 ## - INTERNATIONAL STANDARD BOOK NUMBER | |
| International Standard Book Number | 9781118469415 |
| Qualifying information | (electronic bk.) |
| 020 ## - INTERNATIONAL STANDARD BOOK NUMBER | |
| Canceled/invalid ISBN | 9781118469453 |
| 035 ## - SYSTEM CONTROL NUMBER | |
| System control number | (MiAaPQ)EBC7103698 |
| 035 ## - SYSTEM CONTROL NUMBER | |
| System control number | (Au-PeEL)EBL7103698 |
| 035 ## - SYSTEM CONTROL NUMBER | |
| System control number | (OCoLC)1347023101 |
| 040 ## - CATALOGING SOURCE | |
| Original cataloging agency | MiAaPQ |
| Language of cataloging | eng |
| Description conventions | rda |
| -- | pn |
| Transcribing agency | MiAaPQ |
| Modifying agency | MiAaPQ |
| 050 #4 - LIBRARY OF CONGRESS CALL NUMBER | |
| Classification number | RC967.5 .D39 2014 |
| 082 0# - DEWEY DECIMAL CLASSIFICATION NUMBER | |
| Classification number | 158.69999999999999 |
| 100 1# - MAIN ENTRY--PERSONAL NAME | |
| Personal name | Day, Arla. |
| 245 10 - TITLE STATEMENT | |
| Title | Workplace Well-Being : |
| Remainder of title | How to Build Psychologically Healthy Workplaces. |
| 250 ## - EDITION STATEMENT | |
| Edition statement | 1st ed. |
| 264 #1 - PRODUCTION, PUBLICATION, DISTRIBUTION, MANUFACTURE, AND COPYRIGHT NOTICE | |
| Place of production, publication, distribution, manufacture | Newark : |
| Name of producer, publisher, distributor, manufacturer | John Wiley & Sons, Incorporated, |
| Date of production, publication, distribution, manufacture, or copyright notice | 2014. |
| 264 #4 - PRODUCTION, PUBLICATION, DISTRIBUTION, MANUFACTURE, AND COPYRIGHT NOTICE | |
| Date of production, publication, distribution, manufacture, or copyright notice | ©2014. |
| 300 ## - PHYSICAL DESCRIPTION | |
| Extent | 1 online resource (358 pages) |
| 336 ## - CONTENT TYPE | |
| Content type term | text |
| Content type code | txt |
| Source | rdacontent |
| 337 ## - MEDIA TYPE | |
| Media type term | computer |
| Media type code | c |
| Source | rdamedia |
| 338 ## - CARRIER TYPE | |
| Carrier type term | online resource |
| Carrier type code | cr |
| Source | rdacarrier |
| 490 1# - SERIES STATEMENT | |
| Series statement | New York Academy of Sciences Series |
| 505 0# - FORMATTED CONTENTS NOTE | |
| Formatted contents note | Intro -- Workplace Well-being: How to Build Psychologically Healthy Workplaces -- Copyright -- Contents -- About the Editors -- Contributors -- Preface -- Part I Introduction -- 1 Building a Foundation for Psychologically Healthy Workplaces and Well-Being -- The Historical Development of the Psychologically Healthy Workplace Construct -- The Workplace as a Source of Demands and Stressors -- The Workplace as a Health Resource -- Definition and Components of a Psychologically Healthy Workplace -- Discussion -- References -- 2 Business Benefits of a Healthy Workforce -- Workforce Health: Key Trends Affecting Businesses -- Why a Healthy Workforce Is Good for Business -- Reduced Absence from Work -- Reduced Accidents at Work -- Improved Retention -- Higher Employee Commitment -- Higher Labor Productivity -- Enhanced Employer "Brand" -- Greater Employee Resilience -- Persuading Business to Engage -- Future Research on Workplace Health Interventions -- Research design -- Reliance on "take-up" as a measure of success -- Workplace-only causes and cures -- Productivity and performance -- Focus on large organizations -- Chapter Summary -- References -- 3 Positive Psychology and the Healthy Workplace -- A Societal Call for Positive Psychology -- A Disciplinary Call for Positive Psychology -- Positive Organizational Scholarship and Positive Organizational Behavior: Perspectives on Positive Psychology -- Positive Organizational Research: The Debate -- Key theories in positive psychology and their applications to the workplace -- Broaden-and-Build Theory -- Orientations to happiness -- Hedonism -- Eudaimonia -- Engagement -- Psychological capital -- Sustainable Happiness Theory -- Positive workplace interventions -- Positive psychology applications -- Future research -- Conclusion -- Check out positive psychology on the web -- References. |
| 505 8# - FORMATTED CONTENTS NOTE | |
| Formatted contents note | Part II The Psychologically Healthy Workplace -- 4 Occupational Health and Safety -- Conceptualizing OHS: Managing What Is Measured -- Uses of OHS Performance Metrics -- Classifications of OHS Performance Metrics -- Lagging OHS measures for loss prevention and reduction -- Leading OHS measures for loss prevention and reduction -- Limitations of Using Lagging OHS Measures -- Key Individual Factors That Shape OHS Performance -- Key Work Contexts That Shape OHS Performance -- Key Organizational Factors That Shape OHS Performance -- Challenges and Future Research Directions -- References -- 5 Introduction to Work-Life Balance -- Work-Life Constructs -- Overview of Work-Family Theoretical Frameworks -- Role Theory -- Systems Theory -- Boundary Theory -- Work-Family Border Theory -- Antecedents and Outcomes of Work-Family Conflict -- Antecedents of work-family conflict -- Outcomes of work-family conflict -- Work-family conflict and health -- Organizational and Policy Implications -- New Directions in the Work-Family Field -- Work, family, and recovery -- Work, family, and sleep -- Work-home resources model -- Organizational Best Practices and the Corresponding Need for Intervention Evaluation -- Concluding Comments -- References -- 6 Employee Empowerment and Engagement -- Introduction -- What Is Empowerment? -- About the concept of empowerment -- About the models of empowerment -- The Measurement of Empowerment -- Antecedents of Empowerment -- Task and social resources -- Empowering leadership -- Work changes -- Personal resources -- Consequences of Empowerment -- How Does Empowerment Enhance Engagement at Work? -- Empowerment as a Driver of Work Engagement -- A Theoretical Framework: The HERO Model -- Empowering Work Engagement: Some Practical Strategies -- Strategy 1: Assessing and evaluating engagement. |
| 505 8# - FORMATTED CONTENTS NOTE | |
| Formatted contents note | Strategy 2: Job and organization (re)design and changing workplaces -- Strategy 3: Enhancing positive, empowering leadership -- Strategy 4: Work training in efficacy beliefs -- Strategy 5: Career management -- Strategy 6: Potentiate me! -- A General Overview of the Chapter and Conclusions -- Acknowledgment -- References -- 7 Employee Development and Growth -- What Do We Know? -- Individual Differences Matter -- Learners Need to be Active Not Passive -- Learning Needs to be Challenging but Not Overwhelming -- Postlearning Interventions are Useful -- Climate can Facilitate (or Inhibit) Learning -- What do We Need to Know? -- Broaden the scope of growth and well-being criteria -- Examine learning from new theoretical perspectives -- Examine work-life balance in relation to learning -- Examine the role of informal learning -- Focus on earner agility -- Best Practices -- Conclusion -- References -- 8 Employee Recognition -- Characteristics of Employee Recognition Programs -- Motivational Bases for the Effects of Employee Recognition -- Job performance -- Job satisfaction -- Engagement -- Stress and exhaustion -- Gratitude and appreciation -- Countereffects of Employee Recognition Programs -- Conclusions and Implications -- References -- 9 Culture, Communication, and Making Workplaces Healthier -- Organizational Culture -- Communication -- Sense-giving communication -- Sense-making communication -- Reducing resistance to change -- Making Organizations Healthier -- Phase I -- Phase II -- Phase III -- Making sense of change -- Examples of Best Practice -- Directions for Future Research -- Conclusions -- References -- Part III Building a Psychologically Healthy Workplace -- 10 Respectful Workplaces -- Respect as a Vital Resource -- Job demands and resources -- Risk assessment -- Resiliency -- Consequences of respectful workplaces. |
| 505 8# - FORMATTED CONTENTS NOTE | |
| Formatted contents note | Workplace Mistreatment as a Workplace Demand -- Predictors/causes of workplace mistreatment -- Outcomes of workplace mistreatment -- Conclusion -- Taking action -- Conclusion -- References -- 11 Leadership and Climate in a Psychologically Healthy Workplace -- Leadership and Climate in Psychologically Healthy Workplaces: Relational Perspectives -- The quality of relationships between leaders and followers: leader-member exchange -- Relational leadership in a group context: social identity theory of leadership -- Leaders as role models -- Behavioral Leadership: Transformational Leaders' Role in Creating Healthy Organizations -- Transformational leaders shape working conditions, trust, and self-efficacy -- Transformational Leaders in Eldercare: An Example of Best Practice -- Intellectual stimulation -- Idealized influence -- Inspirational motivation -- Individualized consideration -- Integrating Relational and Behavioral Perspectives on Leadership -- Leaders Managing Healthy Organizational Change -- Relational and behavioral leadership and the management of healthy change -- Future Research on Leadership and Climate in Creating Psychologically Healthy Workplaces -- References -- 12 Unions and Changes in Working Life: New Challenges, New Opportunities -- Challenges -- Individualization -- "Atypical" employment -- Lack of job security -- Psychologically Healthy Workplaces: The Union Perspective -- From job security to employment security -- Flexicurity -- Workplace learning and career development -- Wage negotiation -- Health and well-being initiatives -- Health promotion -- Psychological safety -- Work-life balance -- Discussion -- Concluding Remarks -- References -- 13 Corporate Social Responsibility and Psychologically Healthy Workplaces -- Academic Focus on CSR -- Construct Definitions -- CSR and Psychologically Healthy Workplaces. |
| 505 8# - FORMATTED CONTENTS NOTE | |
| Formatted contents note | CSR and indicators of a psychologically healthy workplace -- CSR and employee psychological health -- Employee involvement in CSR -- Organizational ethics and psychologically healthy workplaces -- Future research -- Conclusion -- References -- 14 Creating a Healthy Small Business -- Small Businesses and the Healthy Workplace -- Health Promotion Interventions and Small Businesses -- How to Invest for Success: Interventions to Create a Healthy Organization -- Creating a Healthy Climate for Small Businesses -- Recommendations for the Creation of a Healthy Small Business -- Directions for Future Research -- References -- 15 Designing Healthy Workplaces -- Introduction -- Total Worker Health -- Healthy Workplace Practices: Individual and Organizational Outcomes -- Key Aspects of High-Performance Work Systems -- Barriers to High-Performance Work Systems -- High-Performance Work Systems and Total Worker Health -- Self-managed teams and decentralization as basic elements of organizational design -- Selective hiring -- Reduction of status differences -- Sharing information -- Training -- High compensation contingent on organizational performance -- Employment security -- High-Performance Work Systems: Then and Now -- High Involvement through Information Sharing and Participative Decision Making -- Growth and Development (Training and Knowledge beyond Basic Job Skills) -- Employee Recognition (Including Incentives and Reward Practices Linked to Performance) -- High-Performance Work Systems and the Workforce of the Future -- High-Performance Work Systems in an International Context -- Directions for Future Research -- Conclusion -- Appendix 15.A Practical Questions for Managers in Designing High-Performance Work Systems Leading to Total Worker Health -- Note -- References -- 16 Concluding Comments -- Health and Safety. |
| 505 8# - FORMATTED CONTENTS NOTE | |
| Formatted contents note | Involvement, Empowerment, and Engagement. |
| 588 ## - SOURCE OF DESCRIPTION NOTE | |
| Source of description note | Description based on publisher supplied metadata and other sources. |
| 590 ## - LOCAL NOTE (RLIN) | |
| Local note | Electronic reproduction. Ann Arbor, Michigan : ProQuest Ebook Central, 2024. Available via World Wide Web. Access may be limited to ProQuest Ebook Central affiliated libraries. |
| 650 #0 - SUBJECT ADDED ENTRY--TOPICAL TERM | |
| Topical term or geographic name entry element | Employee health promotion. |
| 650 #0 - SUBJECT ADDED ENTRY--TOPICAL TERM | |
| Topical term or geographic name entry element | Employees-Mental health. |
| 650 #0 - SUBJECT ADDED ENTRY--TOPICAL TERM | |
| Topical term or geographic name entry element | Industrial psychiatry. |
| 650 #0 - SUBJECT ADDED ENTRY--TOPICAL TERM | |
| Topical term or geographic name entry element | Psychology, Industrial. |
| 655 #4 - INDEX TERM--GENRE/FORM | |
| Genre/form data or focus term | Electronic books. |
| 776 08 - ADDITIONAL PHYSICAL FORM ENTRY | |
| Relationship information | Print version: |
| Main entry heading | Day, Arla |
| Title | Workplace Well-Being |
| Place, publisher, and date of publication | Newark : John Wiley & Sons, Incorporated,c2014 |
| International Standard Book Number | 9781118469453 |
| 797 2# - LOCAL ADDED ENTRY--CORPORATE NAME (RLIN) | |
| Corporate name or jurisdiction name as entry element | ProQuest (Firm) |
| 830 #0 - SERIES ADDED ENTRY--UNIFORM TITLE | |
| Uniform title | New York Academy of Sciences Series |
| 856 40 - ELECTRONIC LOCATION AND ACCESS | |
| Uniform Resource Identifier | <a href="https://ebookcentral.proquest.com/lib/orpp/detail.action?docID=7103698">https://ebookcentral.proquest.com/lib/orpp/detail.action?docID=7103698</a> |
| Public note | Click to View |
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