Table of Contents.- INTRODUCTION.- Chapter 1. Stuck between a rock and a hard place: Quality of work life; Reilly, N. P.- FOUNDATIONS.- Chapter 2. Professional ethical standards: The journey towards effective codes of ethics; Bateman, C.R.- Chapter 3. Employee well-being: An integrative perspective; Sirgy, M.J.- Chapter 4. Work stress: Help me get my feet back on the ground; Mickel, A. E.; Dallimore, E.J.- ETHICS AT WORK.- SUBSECTION: INDIVIDUAL SOURCES OF DILEMMAS.- Chapter 5. Mentoring in organizations: Mentor of tormentor?; Hurst, C. S.; Eby, L. T. Chapter 6. Selection for training: The forgotten employment decision?; Gorman, C. A.; Thibodeaux, C. N.; Eisenger, S. E.; Overstreet, B. L.- Chapter 7. Career stagnation: Underlying dilemmas and solutions in contemporary work environments; Abele, A; E., Volmer, J.; Spurk, D. Chapter 8. Employee well-being: Can performance management systems help? Yes, but they sure can hurt too!; Levy, P. E.; Herb, K.; Frantz, N.; Carr, A.- Chapter 9. Counterproductive work behaviors and their ethical dilemmas: Creating just, respectful, and productive organizations; Mazzola, J. J.; Kessler, S. R.- Chapter 10. Ethical imperatives of work/life balance; Bulger, C. A.; Fisher, G. G.- Chapter 11. When sending flowers is not enough: The eldercare dilemma in the workplace Shoptaugh; C. F., Visio; M. E.; Phelps, J. A.- Chapter 12. A new layer to inclusion: Creating singles-friendly work environments; Casper, W. J.; DePaulo, B.- SUBSECTION: ORGANIZATIONAL SOURCES OF DILEMMAS.- Chapter 13. Perceptions of justice in employee benefits; Spell, C.S.; Bezrukova, K.- Chapter14. Telecommuting and flexible work hours: Alternative work arrangements that can improve the quality of work life; Breaugh, J. A.; Farabee, A. M.- Chapter 15. Remote working and work-life balance; Sullivan, C.- Chapter 16. Ethical leadership and core job characteristics: Designing jobs for employee well-being; Piccolo, R. F.; Greenbaum, R. L.; Eissa, G.- Chapter 17. Blame and credit attributions and quality of work life: The effect of organizational structure; Gibson, D. E.; McCann, K.- Chapter 18. Teamwork, ethics and the quality of working life; Sewell, G.- Chapter 19. Workplace violence and aggression: When you don't want your company on the news; Neuman, J. H.- Chapter 20. Hostile work environment: "Is it just me or is it chilly in here?"; Leung, A. S. M.; Snape, E.- Chapter 21.Sexual Harassment: "Is it just me or are you hot?"; Nelson, C. G.; Carroll, K. A. SUBSECTION: CULTURAL SOURCES OF DILEMMAS.- Chapter 22. Generational differences: Something old, something new; Gardner, D.; Macky, K. Chapter 23. Religious diversity in the workplace; Ball, C.- Chapter 24. An overview of workplace spirituality and its likely relationship with employee well-being; Pawar, B.- INTEGRATION: THE ROAD AHEAD.- Chapter 25. From non-malfeasance to beneficence: Key criteria, approaches and ethical issues relating to positive employee health and well-being; Page, K. M.; Vella-Brodrick, D. A.-
About the Author: NORA P. REILLY is an organizational social psychologist (Ph.D., Dartmouth, 1985), Professor of Psychology, and Associate Dean of the College of Graduate and Professional Studies at Radford University in Virginia, US. She has published in the areas of quality of work life, the behavioral expression of commitment, perceptions of/reactions to stigmatizing conditions in the workplace and the self-regulation of affect in such outlets as The Journal of Vocational Behavior, Motivation and Emotion, Journal of Business and Psychology, Applied Research in Quality of Life, and The Academy of Management Journal, as well as serving on several editorial boards. Her teaching interests range from organizational psychology, applied social psychology, psychometrics, methodology, statistics and organization development. She has served as the coordinator of the master's program in industrial and organizational psychology at Radford as well as in numerous internal governance positions, including president of the faculty senate. She is currently responsible for graduate academic course and program reviews as well as the administration of graduate assistantships at Radford. She is a member of several professional organizations, including the Society for Industrial and Organizational Psychology, where she served on the Education and Training Committee. Finally, she is an active OD consultant, primarily in the area of healthcare. She may be reached at nreilly@radford.edu.
M. JOSEPH SIRGY is a management psychologist (Ph.D., U/Massachusetts, 1979), Professor of Marketing, and Virginia Real estate Research Fellow at VirginiaPolytechnic Institute and State University (Virginia Tech). He has publishedextensively in the area of consumer behavior, marketing/quality‐of‐life, andbusiness ethics. He is the author/editor of many books related to consumerbehavior, marketing communications, marketing and society, and quality of life.
He co‐founded the International Society for Quality‐of‐Life Studies (ISQOLS) in1995 and is currently serving as its Executive Director. In 1998, he received theDistinguished Fellow Award from ISQOLS. In 2003, ISQOLS honored him as theDistinguished QOL Researcher for research excellence and a record of lifetimeachievement in QOL research. He also served as President of the Academy ofMarketing Science from which he received the Distinguished Fellow Award in
the early 1990's and the Harold Berkman Service Award in 2007 (lifetimeachievement award for serving the marketing professoriate). In the early 2000's, he helped co‐found the Macromarketing Society and the Community IndicatorsConsortium and currently is serving as a board member of these twoprofessional associations. Furthermore, he is the current editor of the QOLsection in the Journal of Macromarketingand the editor‐in‐chief of Applied Researchin Quality of Life. He received the Virginia Tech's Pamplin Teaching ExcellenceAward/Holtzman Outstanding Educator Award and University Certificate ofTeaching Excellence in 2008. In 2010, ISQOLS honored him for excellence andlife‐time time service to the society. Also, in 2010 he won the Best Paper Award inthe Journal of Happiness Studies.
C. ALLEN GORMAN is the coordinator of the I/O Psychology Master's program at Radford University in Radford, VA. Allen received his B.A. in Psychology from the University of Georgia, his Master's in I/O Psychology from the University of Nebraska at Omaha, and his PhD in I/O Psychology from the University of Tennessee. His research on performance appraisal, training, and individual differences in work performance has been published in journals such as the Journal of Applied Psychology, the Journal of Vocational Behavior, and Performance Improvement Quarterly. Allen is a member of the Society for Industrial and Organizational Psychology, the American Psychological Association, the Academy of Management, and the Society for Human Resource Management.
