This volume embodies the twin purpose of highlighting topics beyond the purview of themes commonly associated with workplace bullying, emotional abuse and harassment and of presenting insights into those occupations, professions and sectors which either have received extensive research attention or hold a pronounced propensity to trigger workplace bullying, emotional abuse and harassment. Section 1, which comprises special topics, depicts the intersection between workplace bullying, emotional abuse and harassment and specific circumstances such as whistleblowing and customer abuse or particular attributes such as violence and ostracism. In so doing, it extends the boundaries of the substantive area, stimulating new themes for further inquiry and indicating new areas for action. Section 2 draws attention to how misbehaviour inheres in particular kinds of tasks and livelihoods due to job design, work organization and other elements such as power, external environment, employment patterns and so on. An array of occupations, professions and sectors such as academe, nursing, law, hospitality, precarious work and so on is covered, reflecting emergent developments in the labour market so as to include those with long-standing and considerable research findings and those where empirical inquiries are more recent.

What do human beings do when they work, how is work organized, and what are its multidimensional – economic, social, political, biographical, ecological – effects? We cannot answer these questions without drawing on the numerous categories that we use to describe work, such as "skilled" or "unskilled" work, "domestic work" or "wage labor," "gig work" or "platform work." Such categories are not merely theoretical labels as they also have practical effects. But where do these categories come from, what are their histories, how do they differ between countries, and how are they evolving? Shifting Categories of Work asks these questions, illuminating the many ways in which our societies categorize work. Written by sociologists, philosophers, historians and anthropologists as well as management and legal scholars, the contributions in this volume contrast different cultural practices and frameworks of categorizing work across different countries. Organized around the three axes of (un)organized work, (in)visible work and (in)valuable work, this book shows how ways of categorizing work express, but also recreate, lines of privilege and disadvantage – challenging our preconceived notions of what work is and what it could be, as it invites us to rethink the categories we use for understanding the work we do, and hence, to some extent, ourselves.

This book bridges the gap between theory and practice, incorporating real-world case studies to show how organisations and leaders can adapt after the global unrest and uncertainty caused by the COVID-19 pandemic and more recent challenges. Drawing from expert opinions across the world to highlight the current challenges and opportunities within this sector, it explores how these ideas can be effectively applied within the workplace. The book covers a wealth of topical and relevant themes that include defining wellbeing in a modern world, toxic leadership, mental health first aid, the application of positive psychology, and what the ‘new normal’ might look like. Together, these contributions offer a rich look into how Occupational Health and Wellbeing practices have developed, struggled and thrived. The COVID-19 pandemic forced many organisations to adapt fast and became the most significant accelerator in recent times for embracing, enhancing and improving employee health and wellbeing. Understanding this, the book demonstrates how Occupational Health and Wellbeing continues to rise on the corporate agenda as a key contributor to employee satisfaction, engagement and retention, increased financial stability and overall organisational success. The book is essential reading for senior executives, leaders and professionals involved in occupational health, human resources, health, safety and wellbeing, people support, people development, employee assistance, counselling as well as students within organisational and occupational psychology.

Organizations and institutions use diversity and inclusion mantras to signal opportunity and access for all. However, the real-world results are often underwhelming, and people are demanding that organizations recognize the value that diversity brings to a workplace and be held accountable to the diversity and inclusion mission statements on their websites. The Rowman & Littlefield Handbook on Workplace Diversity and Stratification provides a comprehensive yet concise overview of important issues, themes, and research regarding workplace diversity and stratification. The book analyzes present day and future implications of diversity in the workplace and offers concrete ways of developing policies and practices that will make diversity an intrinsic part of any organizational culture. Taking an interdisciplinary approach, the book covers topics including racism, sexism, socio-economic status, LGBTQ+ workers, education, intersectionality, neurodiversity, religion, and allyship. Practical, contemporary, and relevant, this is an excellent resource for anyone interested in understanding what workplace diversity and stratification mean for everyday people, institutions, and society as a whole.

This engaging and timely book provides an in-depth analysis of work and labour relations within global platform capitalism with a specific focus on digital platforms that organise labour processes, known as labour platforms. Well-respected contributors thoroughly examine both online and offline platforms, their distinct differences and the important roles they play for both large transnational companies and those with a smaller global reach.