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The body of literature in the field now commonly known as the “quality of working life” (QWL) has grown steadily over a period in which the industrialised nations have increasingly come to question the role and status of human beings in the modern technological environment. In recent years concern with the nature of work, its impact upon people, and their attitudes towards it, seem to have sharpened. Investigation of, and experimentation with, the qualitative aspects of working life—its ability to confer self‐fulfilment directly, for example, as opposed to being a means of acquiring goods—has gained momentum under the influence of a unique set of economic, social, political and technological factors. The outpouring of books, reports and articles from a wide variety of sources has, not surprisingly, grown apace.

Addresses the standardization of the measurements and the labels for concepts commonly used in the study of work organizations. As a reference handbook and research tool, seeks to improve measurement in the study of work organizations and to facilitate the teaching of introductory courses in this subject. Focuses solely on work organizations, that is, social systems in which members work for money. Defines measurement and distinguishes four levels: nominal, ordinal, interval and ratio. Selects specific measures on the basis of quality, diversity, simplicity and availability and evaluates each measure for its validity and reliability. Employs a set of 38 concepts ‐ ranging from “absenteeism” to “turnover” as the handbook’s frame of reference. Concludes by reviewing organizational measurement over the past 30 years and recommending future measurement reseach.

The purpose of this paper was to explore the well-being and experiences of working from home (WFH) for psychology staff across a range of specialties working within one health board in Scotland during the COVID-19 pandemic.

In total, 161 clinical psychology professionals took part in an online survey that explored experiences of WFH during the COVID-19 pandemic and assessed well-being during this period.

A number of challenges with WFH were identified, including challenges with carrying out clinical work (e.g. communication difficulties, risk assessment) and fewer opportunities for collaborative working and technical/equipment issues. During the WFH period, 46% experienced fatigue, 45% felt stressed and anxious and 30% felt lonely and isolated, compared to normal. Physical health complaints were also common with 37% experiencing aches/pains in back compared to normal and 40% experiencing headaches or migraines.

Remote therapy should be directed to those with less complex needs or who require straightforward assessments. There should be increased access to occupational health assessments and provision of ergonomic furniture when WFH, and all staff should be supported to access well-being resources available within the health board. Further evaluation should be carried out to support evidence-based practice of remote clinical work.

Few studies have explored the experiences of WFH and/or remotely from the perspectives of clinical psychologists in a Scottish health board. It is expected that this way of working will continue, albeit to a smaller extent; therefore, WFH policy will be informed by the findings.

This paper aims to achieve a critical understanding of the place of psychological knowledge with regard to the international regulation of the world of work. Specifically, it seeks to explore the place and operations of psychology involved in the constitution of workers as subjects in countries that do not produce this knowledge but appropriate, adapt and hybridise it.

The transition from a “traditional” passengers transport system to a “rapid bus service” named Transmilenio is considered as a “local” focus of analysis. Working conditions and some psychological practices established in a multi‐site ethnographic study conducted within the transport system are considered to illustrate ways in which psychological knowledge contributes to the production of drivers as subjects, and to perpetuate the relationships of international subordination.

The paper establishes the particular transformations that, in terms of working conditions, frame the application of psychological knowledge. It also shows how psychological practices applied in different types of transport companies are connected to produce “traditional” workers as “the other” which has to be transformed. Finally, the psychological practices are linked to some of the global flows which aim to produce a global management at a distance”.

Even though work psychology is a source of inspiration for management techniques, there is not much research related to the local‐global implications of its practices. Thus, this paper contributes to the understanding of the ways in which North‐Atlantic psychology operates when it is applied to work settings located in the South.

The purpose of this study is to determine the effect of optimistic expectations on job satisfaction at work and whether job crafting behaviour plays a mediating role in this effect. At the same time, this model presents the need for “expectation management” in the context of work psychology to the attention of all academics and practitioners.

To test the hypotheses of the study, data were obtained from 475 health-care workers in a public hospital. Hypotheses were tested using Process Macro Model of Hayes (2018).

The result of the analyses determined that the optimistic expectations for the organization as a whole have a positive effect on job satisfaction, both directly and indirectly, and that job crafting behaviour has a partial mediating role in this effect.

The first limitation is that the data were obtained only by a cross-sectional method. The second is that among the various workplace behaviours and workplace psychologies job crafting and job satisfaction were examined in the study. The partial mediation effect between the research variables reveals the existence of many other variables and constitutes the third limitation. The fourth is that only optimistic expectations effects on positive behaviours and positive psychological states were evaluated in this study. Finally, a fifth limitation of this study is that the sample is limited to those working in the health sector and public hospitals.

First, the data were obtained only by a cross-sectional method, and the longitudinal method was not implemented in how the study was designed. Second, among the workplace behaviours, only job crafting behaviour and only job satisfaction as a workplace psychology were analysed. Third, partial mediation effect was found to be among the other variables might indicate the role of additional variables that could be uncovered by further research. Fourth, only optimistic expectations and their effects on positive behaviours and positive psychological states at the workplace were evaluated. Fifth, the sample is limited to those working in the health sector and public hospitals.

This study draws attention to “Expectation Management” as a management activity worth exploring and its potential in terms of social and working relations.

This study provides versatile answers to the question of why individuals perform differently despite working under the same conditions. The model suggested in the study takes the conventional way of thinking in the literature one step further by offering an alternative answer to this critical question, whose answers we have been discovering step by step since the Hawthorne studies. In addition, the proposed model draws attention to the need for “expectation management” in the context of business psychology in theory and practice.

This chapter explores the development of an individual-level measure of decent work. It draws on a recent article written by the authors, which was part of a larger international project to validate a cross-cultural self-report measure of decent work within the context of the Psychology of Working Theory (Dodd et al., 2019). It discusses the importance of a psychological perspective on decent work to better understand working lives; summarizes the findings from the validation studies Decent Work Scale (DWS) in eight countries; outlines potential uses of the DWS; and considers the limitations of the DWS as well as challenges to conceptualizing decent work more generally.

Libraries supporting a forensic psychology undergraduate and/or graduate level college program need to collect materials from a range of disciplines – psychology, law, psychiatry and criminal justice. This guide identifies the major reference works, journals, databases and other resources that should be in a good forensic psychology collection.

This paper aims to reflect on the work of Virginia E. Schein and her paper “The functions of work‐related group participation for poor women in developing countries: an exploratory look.”

Professor Schein traveled to Nicaragua, to lower‐income settings, where she observed and recorded the experiences of women working in self‐organized groups, and used those observations to argue to the profession generally that self‐organized groups of women, however marginal the work itself, can be instrumental in developing the key sense of agency, and self‐efficacy. These are basic capabilities; the stuff of the Millennium Development Goals.

For this special issue, therefore, the authors have made Schein's 2003 study a focal point. To set the context they asked Dr Schein to reiterate the rationale for the research, and provide a brief overview of the original observations. To help expand the debate on gender, work and poverty reduction, the authors have asked noted colleagues to provide a series of Commentaries on the original article.

Women, especially those raising children alone, are among the poorest of the poor in developing and more developed economies. Research that is applicable and relevant to their work‐related concerns can and should be a larger part of worldwide efforts to reduce poverty. Organizational psychology has much to contribute to those long‐overdue efforts.