Ebook: Work and Quality of Life: Ethical Practices in Organizations

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.

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.

Content:
Front Matter....Pages i-vii
Front Matter....Pages 1-1
Stuck Between a Rock and a Hard Place: Quality of Work Life....Pages 3-18
Front Matter....Pages 19-19
Professional Ethical Standards: The Journey Toward Effective Codes of Ethics....Pages 21-34
Employee Well-Being: An Integrative Perspective....Pages 35-63
Work Stress: Help Me Get My Feet Back on the Ground....Pages 65-78
Front Matter....Pages 79-79
Mentoring in Organizations: Mentor or Tormentor?....Pages 81-94
Selection for Training: The Forgotten Employment Decision?....Pages 95-105
Career Stagnation: Underlying Dilemmas and Solutions in Contemporary Work Environments....Pages 107-132
Employee Well-Being: Can Performance Management Systems Help? Yes, But They Sure Can Hurt Too!....Pages 133-155
Counterproductive Work Behaviors and Their Ethical Dilemmas: Creating Just, Respectful, and Productive Organizations....Pages 157-179
Ethical Imperatives of Work/Life Balance....Pages 181-201
When Sending Flowers Is Not Enough: The Eldercare Dilemma in the Workplace....Pages 203-215
A New Layer to Inclusion: Creating Singles-Friendly Work Environments....Pages 217-234
Front Matter....Pages 235-235
Perceptions of Justice in Employee Benefits....Pages 237-249
Telecommuting and Flexible Work Hours: Alternative Work Arrangements that Can Improve the Quality of Work Life....Pages 251-274
Remote Working and Work-Life Balance....Pages 275-290
Ethical Leadership and Core Job Characteristics: Designing Jobs for Employee Well-Being....Pages 291-305
Blame and Credit Attributions and Quality of Work Life: The Effect of Organizational Structure and Culture....Pages 307-324
Teamwork, Ethics, and the Quality of Working Life....Pages 325-341
Workplace Violence and Aggression: When You Do Not Want Your Company on the News....Pages 343-373
Hostile Work Environment: “Is It Just Me or Is It Chilly in Here?”....Pages 375-394
Front Matter....Pages 235-235
Sexual Harassment: “Is It Just Me or Are You Hot?”....Pages 395-414
Front Matter....Pages 415-415
Generational Differences: Something Old, Something New....Pages 417-428
Religious Diversity in the Workplace....Pages 429-447
An Overview of Workplace Spirituality and Its Likely Relationship with Employee Well-Being....Pages 449-460
Front Matter....Pages 461-461
From Nonmalfeasance to Beneficence: Key Criteria, Approaches, and Ethical Issues Relating to Positive Employee Health and Well-Being....Pages 463-489
Back Matter....Pages 491-507

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.

Content:
Front Matter....Pages i-vii
Front Matter....Pages 1-1
Stuck Between a Rock and a Hard Place: Quality of Work Life....Pages 3-18
Front Matter....Pages 19-19
Professional Ethical Standards: The Journey Toward Effective Codes of Ethics....Pages 21-34
Employee Well-Being: An Integrative Perspective....Pages 35-63
Work Stress: Help Me Get My Feet Back on the Ground....Pages 65-78
Front Matter....Pages 79-79
Mentoring in Organizations: Mentor or Tormentor?....Pages 81-94
Selection for Training: The Forgotten Employment Decision?....Pages 95-105
Career Stagnation: Underlying Dilemmas and Solutions in Contemporary Work Environments....Pages 107-132
Employee Well-Being: Can Performance Management Systems Help? Yes, But They Sure Can Hurt Too!....Pages 133-155
Counterproductive Work Behaviors and Their Ethical Dilemmas: Creating Just, Respectful, and Productive Organizations....Pages 157-179
Ethical Imperatives of Work/Life Balance....Pages 181-201
When Sending Flowers Is Not Enough: The Eldercare Dilemma in the Workplace....Pages 203-215
A New Layer to Inclusion: Creating Singles-Friendly Work Environments....Pages 217-234
Front Matter....Pages 235-235
Perceptions of Justice in Employee Benefits....Pages 237-249
Telecommuting and Flexible Work Hours: Alternative Work Arrangements that Can Improve the Quality of Work Life....Pages 251-274
Remote Working and Work-Life Balance....Pages 275-290
Ethical Leadership and Core Job Characteristics: Designing Jobs for Employee Well-Being....Pages 291-305
Blame and Credit Attributions and Quality of Work Life: The Effect of Organizational Structure and Culture....Pages 307-324
Teamwork, Ethics, and the Quality of Working Life....Pages 325-341
Workplace Violence and Aggression: When You Do Not Want Your Company on the News....Pages 343-373
Hostile Work Environment: “Is It Just Me or Is It Chilly in Here?”....Pages 375-394
Front Matter....Pages 235-235
Sexual Harassment: “Is It Just Me or Are You Hot?”....Pages 395-414
Front Matter....Pages 415-415
Generational Differences: Something Old, Something New....Pages 417-428
Religious Diversity in the Workplace....Pages 429-447
An Overview of Workplace Spirituality and Its Likely Relationship with Employee Well-Being....Pages 449-460
Front Matter....Pages 461-461
From Nonmalfeasance to Beneficence: Key Criteria, Approaches, and Ethical Issues Relating to Positive Employee Health and Well-Being....Pages 463-489
Back Matter....Pages 491-507
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