This book focuses on how rivalry influences fan perceptions and behaviors, the role of organizations to responsibly promote rivalries, and discusses how to decrease negative and group-member deviance surrounding sport rivalry. Rivalry is a phenomenon that helps organizations and…
Contains articles on Human Resource Development (HRD), linking the concerns of states and business. The first section of this book contains advice on HRD for government leaders and policymakers. The second considers HRD in the corporate sector. This book is useful to statesmen, …
CSR AND SUSTAINABILITY IN THE PUBLIC SECTOR
This book focuses on CSR in the public sector, in all its manifestations around the world, in order to consider its application in practice and its connections to sustainable objectives. This book is unique in that all chapters were written by members of the Social Responsibilit…
This book provides a multi-stakeholder perspective on sustainable HRM for the policymakers, managers and academics, addressing issues, approaches, research studies/frameworks and emerging patterns relating to the subject. It discusses various aspects of sustainability, such as m…
This edited volume expands on Morgan's organizational metaphors through the lens of faith to illuminate organizational function. Part I uses metaphor to illustrate dysfunctional organizations, including the impact of dysfunction upon organizational trust, performance, and longev…
Work-related stress is a hindrance to the quality of working life. Stressful circumstances occur when individuals are no more able to handle, manage and cope with difficult situations. Events and situations are themselves not inherently stressful; it is the capability of people …
China’s achievement of developing a vigorous market economy is based on Chinese communist party (CCP)’s top-down reform and opening-up policies since 1978. Meanwhile, political reform of the second largest economy in today’s world is continuously delayed. Without an agenda of br…
Many of those who conduct empirical research in the field of human resource management (HRM) believe that a quantifiable and statistical, relation, association or link exists between HRM practices and organizational performance, and can be discovered using ‘scientific’ (looking)…
Despite the significance of understanding the reasons under which talented individuals are more likely or less likely to quit, the nature of the relationship between Human Resource Management Practices (HRMPs) and turnover intentions has proven to be unclear. Prior studies sugge…