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Volume 37 of Research in Personnel and Human Resources Management contains six original scholarly monographs written by thought leaders in the field of human resources management. This volume focuses on human resources branding, innovation and creativity in human resources management, high involvement work systems, work home boundary permeability, the emerging concept of grit in human resources management, and data visualization issues in human resources management.

Personnel management. --- Personnel management --- E-books --- Corporations --- Employment management --- Human resource management --- Human resources management --- Manpower utilization --- Personnel administration --- Management --- Public administration --- Employees --- Employment practices liability insurance --- Supervision of employees --- Business & Economics --- Personnel & human resources management. --- Human Resources & Personnel Management.

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Personnel management. --- Corporations --- Employment management --- Human resource management --- Human resources management --- Manpower utilization --- Personnel administration --- Management --- Public administration --- Employees --- Employment practices liability insurance --- Supervision of employees --- Personnel management --- E-books

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This OpenStax resource aligns to introductory courses in Organizational Behavior. The text presents the theory, concepts, and applications with particular emphasis on the impact that individuals and groups can have on organizational performance and culture. An array of recurring features engages students in entrepreneurial thinking, managing change, using tools/technology, and responsible management; furthermore, the unique chapter on Social Media and Communication contextualizes the importance and implications of various platforms and communications methods.

Management --- Business --- Personnel management --- Corporations --- Employment management --- Human resource management --- Human resources management --- Manpower utilization --- Personnel administration --- Public administration --- Employees --- Employment practices liability insurance --- Supervision of employees --- Trade --- Economics --- Commerce --- Industrial management --- Administration --- Industrial relations --- Organization

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Today, companies are more than ever dependent on a highly motivated workforce and hard-working employees. The purpose of this book is to expand the conceptual boundaries of work effort (WE) in order to gain critical insights into what makes people work hard. In spite of the acknowledged importance of WE, the concept was hitherto weakly understood, inconsistently defined, and lacked a clear conceptualization due to a lack of theoretical and empirical research. At theoretical level, this dissertation enhances the understanding of the WE concept, notably with respect to its antecedents. At practical level, the refined understanding will increase the leaders’ ability to impact and manage their employees’ WE levels. Contents The Meaning of Work Effort Antecedents of Work Effort Consequences of Work Effort Synthesizing the Current Status of Knowledge on Work Effort Fresh Insights from Alternative Psychological Disciplines Target Groups Scientists, lecturers, and students in the areas business management, psychology, sociology Senior managers and line managers, HR professionals The Author Dr. Timur Erim currently is the personal assistant of the publisher of one of Germany’s largest business magazines.

Employee motivation. --- Motivation (Psychology) --- Personnel management. --- Leadership. --- Behavioral economics. --- Human Resource Management. --- Business Strategy/Leadership. --- Behavioral/Experimental Economics. --- Behavioral economics --- Behavioural economics --- Ability --- Command of troops --- Followership --- Corporations --- Employment management --- Human resource management --- Human resources management --- Manpower utilization --- Personnel administration --- Management --- Public administration --- Employees --- Employment practices liability insurance --- Supervision of employees --- Personnel management

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Given that studies repeatedly suggest a 70 % failure rate of organizational change, Katharina de Biasi attempts to answer the question why traditional change theory has yet to prove successful, although mastering change has been identified as one of the “Management Challenges for the 21st century”. As a result the author proposes to leverage the change paradox continuity in times of change and to solve it by means of trust. A trust-based formula for successful change is derived which constitutes the finding that trust-formation must precede transformation and which outlines two levers for a positive outcome. Contents The Concept vs. the Reality of Change The Interdependent Relation Between Continuity and Change The Interdependent Relation Between Change and Trust Solving the Change Paradox and Leveraging the Power of Trust Target Groups Researchers and students in the fields of change management, economic and business ethics as well as leadership Consultants and managers dealing with change and transformation The Author Dr. Katharina de Biasi completed her doctoral study under the supervision of Prof. Dr. Andreas Suchanek at the Dr. Werner Jackstädt Chair of Economic and Business Ethics at HHL Leipzig Graduate School of Management, Germany.

Organizational change. --- Leadership. --- Organization. --- Personnel management. --- Business Strategy/Leadership. --- Human Resource Management. --- Corporations --- Employment management --- Human resource management --- Human resources management --- Manpower utilization --- Personnel administration --- Management --- Public administration --- Employees --- Employment practices liability insurance --- Supervision of employees --- Organisation --- Ability --- Command of troops --- Followership --- Personnel management --- Planning. --- Creation (Literary, artistic, etc.) --- Executive ability --- Organization