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Edited by Wendy Murphy and Jennifer Tosti-Kharas

This Handbook of Research Methods in Careers serves as a comprehensive guide to the methodologies that researchers use in career scholarship. Presenting detailed overviews of methodologies, contributors offer numerous actionable best practices, realistic previews, and cautionary tales based on their vast collective experience of research in the discipline. 
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Edited by Joanna Crossman and Sarbari Bordia

This comprehensive Handbook explores both traditional and contemporary interpretations of qualitative research in the workplace, examining a variety of foundational and innovative qualitative methodological approaches.
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Edited by Adrian Wilkinson, Jimmy Donaghey, Tony Dundon and Richard B. Freeman

This thoroughly revised second edition presents up-to-date analysis from various academic streams and disciplines that illuminate our understanding of employee voice from a range of different perspectives. Exploring the previously under-represented paradigm of the organizational behaviour approach, new chapters take account of a broader conceptualization of employee voice. Written by expert contributors, this Handbook explores the meaning and impact of employee voice for various stakeholders and considers the ways in which these actors engage with voice processes such as collective bargaining, individual processes, mutual gains, task-based voice and grievance procedures
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Career Dynamics in a Global World

Indian and Western Perspectives

Edited by Premarajan Raman Kadiyil, Anneleen Forrier and Michael B. Arthur

Career Dynamics in a Global World takes on a major question in the global research and practice of career development and adopts a distinctive approach in response. The authors address the question of how and to what extent a predominant influence of Western thinking about careers interferes with our understanding of careers in other parts of the world. The approach involves identifying career topics for further exploration, recruiting teams of Indian and Westerns scholars on each topic to share their insights, and laying out those insights to help both careers researchers and practitioners see their significance.
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Ritsa Fotinatos-Ventouratos and Cary Cooper

The global economic crisis of 2008 caused the collapse of the world’s financial institutions, large-scale unemployment, the devaluing of housing stocks leading to mortgage defaults and left many countries in debt, unable to meet their financial obligations. The consequences of this in the workplace were substantial and for those who remained employed, longer working hours, heavier workloads, an insecure working environment and micro-management became manifest. Examining the impact of the recession on organizations and individuals at work, this book explores the long lasting effect the crisis will have on workplaces for the future. An insightful and thorough account of how the economic crisis has unfolded on an international scale is presented and the profound psychological impact that this recession has had on the workplace assessed.
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Makeshift Work in a Changing Labour Market

The Swedish Model in the Post-Financial Crisis Era

Edited by Christina Garsten, Jessica Lindvert and Renita Thedvall

In the aftermath of the global financial crisis, people who had never before had cause to worry about losing their jobs entered the ranks of the unemployed for the first time. In Sweden, the welfare state has been radically challenged and mass unemployment has become a reality in what used to be viewed as a model case for a full employment society. With an emphasis on Sweden in the context of transnational regulatory change, Makeshift Work in a Changing Labour Market discusses how the market mediates employment and moves on to explore the ways in which employees adjust to a new labour market. Focusing on the legibility, measurability and responsibility of jobseekers, the expert contributors of this book bring together an analysis of activation policy and new ways of organizing the mediation of work, with implications for the individual jobseeker.
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Edited by Mine Karataş-Ozkan, Katerina Nicolopoulou and Mustafa F Özbilgin

This innovative book analyses the intersection between the fields of Corporate Social Responsibility (CSR) and Human Resource Management (HRM), with a focus on diversity management. The book presents the scope of institutional engagements with CSR and diversity policies in a range of organisations and organisational networks.
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Managing Intensity and Play at Work

Transient Relationships

Niels Åkerstrøm Andersen

In this thought-provoking book Niels Åkerstrøm Andersen uses a unique combination of deconstruction, systems theory and discourse theory to critically discuss topics such as the management of feelings, partnerships as second order promises, and work–life balance as an immune defense against over-socialized employees. He assesses the parallels between layoffs in intimate organizations and modern professional divorce discourses, and explores the dichotomy of double-bounded management commanding both ‘do as I say’ and ‘be autonomous’. In so doing, Professor Andersen encourages the reader to look at relationships in the workplace in new ways.
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Branded Lives

The Production and Consumption of Meaning at Work

Edited by Matthew J. Brannan, Elizabeth Parsons and Vincenza Priola

Branded Lives explores the increasingly popular concept of employee branding as a new form of employment relationship based on brand representation. In doing so it examines the ways in which the production and consumption of meaning at work are increasingly mediated by the brand. This insightful collection draws on qualitative empirical studies in a range of contexts to include services, retail and manufacturing organizations. The contributors explore the nuances of employee branding from various disciplinary standpoints such as: organization studies, marketing, human resource management and industrial relations. They take a critical perspective on work and organizations and document the lived experience of work and employment under branded conditions. In investigating the extent to which a variety of organizational strategies seek to mould workplace meanings and practices to further build and sustain brand value and the effectiveness of these in terms of employee responses, the authors question whether the attempt to ‘brand’ workers’ lives actually enhances or diminishes the meaning and experience of work.
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Edited by Rosalind H. Searle and Denise Skinner

An organization’s human resource management (HRM) policies and their implementation have long been claimed to influence trust within an organizational environment. However there has, until now, been a limited examination of the relationship between the two. In this unique book, the contributors explore the HRM cycle from entry to exit, and examine in detail the issue of trust and its links with HRM. Each chapter takes an aspect of HRM including; selection, performance management, careers and personal development, training, change management and exit, and offers a new understanding and insight into the role, importance and challenges to trust within these processes.