Work and Quality of Life

Beschreibung

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.

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.

Autor*in

Nora P. Reilly

Themen in »Work and Quality of Life«

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

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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)

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