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Simon L. Albrecht is a registered psychologist and has a PhD and a master’s degree in Organizational Psychology. Simon’s PhD focused on identifying the dimensions, antecedents, and consequences of organizational trust. Simon is a Senior Lecturer within the Organizational Psychology program at Deakin University, Melbourne, Australia. Teaching, research, and practice interests are in the areas of work engagement, organizational development and change, leadership development, culture and climate, and organizational politics. Simon has published in numerous international journals, has numerous book chapters in print, and has presented at international conferences. In addition to his academic and research interests Simon also has considerable consultancy experience. He has previously been a director of a human resource consultancy engaged in delivering a broad range of organizational development activities and programs.

Neal M. Ashkanasy has a Ph.D. in Social and Organizational Psychology from the University of Queensland, and has research interests in leadership, organizational culture, and business ethics. In recent years, his research has focused on the role of emotions in organizational life. He has published his work in journals such as the Academy of Management Review, the Academy of Management Executive, and the Journal of Management, and is co-editor of three books: The Handbook of Organizational Culture and Climate (Sage) and Emotions in the Workplace; Theory, Research, and Practice (Quorum); Managing Emotions in the Workplace (ME Sharpe). He is a past Chair of the Managerial and Organizational Cognition Division of the Academy of Management.Claire E. Ashton-James is completing an Honors degree in Business Management through the University of Queensland Business School. Her undergraduate degree majors were in philosophy, music, and psychology. Her present research interest is in the role of the impact of cognitive information processing capacity on emotion regulation and social functioning.Cary L. Cooper is Professor of Organizational Psychology and Health, Lancaster University Management School, Lancaster University. He is the author of over 80 books and over 300 academic journal articles. He is Founding Editor, Journal of Organizational Behavior; Co-Editor, medical journal Stress & Health; and former Co-Editor, International Journal of Management Review. He is a Fellow of the British Psychological Society, The Royal Society of Arts, The Royal Society of Medicine, The Royal Society of Health, and an Academician of the Academy for the Social Sciences. He is President of the British Academy of Management and a Companion of the (British) Institute of Management. He is a Fellow of the (American) Academy of Management and recipient of its 1998 Distinguished Service Award. Professor Cooper was awarded a CBE (Commander of the Excellent Order of the British Empire) in the Queen’s Birthday Honours List for his contribution to health.Russell Cropanzano is Professor of Organizational Behavior in the Department of Management and Policy of the University of Arizona. Dr. Cropanzano is a member of the Academy of Management, the American Psychological Society, and the Society of Organizational Behavior. He is a fellow in the Society of Industrial/Organizational Psychology. Dr. Cropanzano is also active internationally, having given talks in Australia, France, New Zealand, and the United Kingdom. His research interests include workplace emotions and organizational justice.Achim Elfering is research fellow for the psychology of work and organizations at the University of Berne, Switzerland. He graduated with a Masters degree in psychology from the University of Wuerzburg, Germany. He received his Ph.D. in general psychology at the University of Frankfurt, Germany. His research interests include job stress, physiological stress responses, and in particular associations between psychosocial work factors and low back pain. His other research interests include personality, social support, job satisfaction, socialization and selection. In 2001, he received the 3rd Annual SPINE Journal Young Investigator Research Award.Steven M. Elias is an Assistant Professor of Social Psychology at Western Carolina University. Dr. Elias is a member of both the American Psychological Association and the American Psychological Society. Currently, Dr. Elias publishes empirical research in several areas related to perceived self-efficacy and social power.Joanne H. Gavin is Assistant Professor in the School of Management, Marist College, Poughkeepsie, New York. She was the recipient of the Otto Alois Faust Doctoral Fellowship in Character and Health (2000–2002) and earned her Ph.D. in organizational behavior at the University of Texas at Arlington. Ms. Gavin earned her M.B.A. and B.S. in Business Administration at the University of New Orleans. Her research interest is in the area of personal character, decision making and executive health. She is co-author of articles appearing in the Academy of Management Executive, Applied Psychology: International Review and the Academy of Management Journal. Dr. Gavin is also co-author of several chapters in books such as International Review of Industrial and Organizational Psychology and Psychology Builds a Healthy World. In 2001, she presented a paper entitled “Transcendent decision-making: Defining the role of virtue-based character in the decision-making process” at the Society for Business Ethics.Simone Grebner is senior research fellow for the psychology of work and organizations at the University of Berne, Switzerland. She graduated with a Master’s degree in psychology from the University of Wuerzburg, Germany. She earned her Ph.D. in work psychology from the University of Berne. Her primary research interests include job stress, job analysis, emotion work, and well-being, with a particual emphasis on psychoneuroendocrine and cardiovascular stress responses.Wayne A. Hochwarter is Associate Professor of Management at Florida State University. Prior to this appointment, Dr. Hochwarter was on the faculty at Mississippi State University and the University of Alabama. He has published over 70 articles and book chapters in the areas that include organizational politics, social influence, job stress, and dispositional factors. His work has appeared in the Journal of Applied Psychology, Journal of Management, Journal of Vocational Behavior, and Research in Personnel and Human Resources Management. Dr. Hochwarter’s current research interests include social influence in organizations, accountability, and the attitudinal consequences of job insecurity of layoff survivors.Peter J. Jordan is a Senior Lecturer in the School of Management at Griffith University, Australia. He gained his Ph.D. in management at the University of Queensland. Peter’s current research interests include emotional intelligence, emotions in organizations, team performance and conflict. He has published in a range of international journals including the Academy of Management Review, Human Resource Management Review, and Advances in Developing Human Resources. He has also been invited to deliver presentations to a number of business groups across South East Asia. Prior to entering academia he worked in strategic and operational planning for the Australian Government.Michael P. Leiter is Professor of Psychology and Vice President (Academic) of Acadia University in Canada. He is Director of the Center for Organizational Research & Development that applies high quality research methods to human resource issues confronting organizations. He received degrees in Psychology from Duke University (BA), Vanderbilt University (MA), and the University of Oregon (Ph.D.). He teaches courses on organizational psychology and on stress at Acadia University. The research center provides a lively bridge between university studies and organizational consultation for himself and his students. Dr. Leiter has received ongoing research funding for 20 years from the Social Sciences and Humanities Research Council of Canada as well as from international foundations. He is actively involved as a consultant on occupational issues in Canada, the USA, and Europe. The primary focus of his research and consulting work is the relationships that people develop with their work. This work addresses strategies for preventing dysfunctional relationships, such as burnout, as well as for building productive engagement with work.David A. Mack is Assistant Dean for Program Development at the University of Texas at Arlington’s College of Business Administration. He received his Ph.D. from UT Arlington in May 2000. Dr. Mack earned an MBA in Entrepreneurship from DePaul University in 1993. Dr. Mack has published a number of articles and book chapters on job stress, workplace violence, and small business. His Organizational Dynamics article “EDS: An Inside View of a Corporate Life Cycle Transition” examined the spin-off of EDS from General Motors Corporation. He has had extensive management experience in the insurance industry and is co-owner, with his wife, of a financial services marketing/management business in the Dallas-Fort Worth Metroplex. Dr. Mack teaches undergraduate and graduate courses at UT Arlington and has taught graduate business courses at both DePaul University and Texas Wesleyan University.Christina Maslach is Vice Provost for Undergraduate Education and Professor of Psychology at the University of California at Berkeley. She received her A.B. in Social Relations from Harvard-Radcliffe College, and her Ph.D. in Psychology from Stanford University. She has conducted research in a number of areas within social and health psychology. However, she is best known as one of the pioneering researchers on job burnout, and the author of the Maslach Burnout Inventory (MBI), the most widely used research measure in the burnout field. In addition to numerous articles, she has written several books on this topic. She has also received numerous teaching awards, and in 1997 she received national recognition from the Carnegie Foundation as “Professor of the Year.”Debra L. Nelson, Ph.D. is The CBA Associates Professor of Business Administration and Professor of Management at Oklahoma State University. She holds a Ph.D. from the University of Texas at Arlington. Dr. Nelson’s research has been published in the Academy of Management Executive, Academy of Management Journal, Academy of Management Review, MIS Quarterly, Journal of Organizational Behavior, and other journals. Her books include Stress and Challenge at the Top: The Paradox of the Successful Executive, Advancing Women in Management, Preventive Stress Management in Organizations, Gender, Work Stress and Health, and Organizational Behavior: Foundations, Realities, Challenges among others. Her primary research interests are workplace stress and gender issues at work.James Campbell (Jim) Quick is Professor of Organizational Behavior and Director, Doctoral Program in Business Administration, The University of Texas at Arlington. The American Psychological Foundation honored him with the 2002 Harry and Miriam Levinson Award as an outstanding consulting psychologist. He is a Fellow of the Society for Industrial and Organizational Psychology, the American Psychological Association (APA), the American Institute of Stress, and was awarded a 2001 APA Presidential Citation. He was Founding Editor of APA’s Journal of Occupational Health Psychology and was APA’s stress expert to the National Academy of Sciences (1990). He is co-author with Debra L. Nelson of Organizational Behavior: Foundations, Realities, and Challenges, 4th Edition (Thompson/Southwestern). He is listed in Who’s Who in the World (7th Edition). He was awarded The Maroon Citation by the Colgate University Alumni Corporation, and The Legion of Merit by the U.S. Air Force. He is married to the former Sheri Grimes Schember.Jonathan D. Quick is Director, Essential Drugs and Medicines Policy (EDM) for the World Health Organization, Geneva. EDM works to ensure for people everywhere access to safe, effective, good quality essential drugs that are prescribed and used rationally. He joined WHO in 1995 after 20 years in international health, serving in Pakistan, Kenya, and over 18 other countries in Africa, Asia, and Latin America. He has authored or edited ten books, including as senior editor of Managing Drug Supply (1997/1978), and over 40 articles and chapters on essential drugs, public health, and stress management. He is a Diplomat of the American Board of Family Practice, and a Fellow of both the Royal Society of Medicine (UK) and the American College of Preventive Medicine. He earned an A.B. degree magna cum laude from Harvard University and a M.D. degree with distinction in research and a M.P.H. from the University of Rochester.Norbert Semmer is professor for the psychology of work and organizations at the University of Berne, Switzerland. He earned his Ph.D. from the Technical University of Berlin and worked for the Technical University of Berlin, and the German Federal Health Office in Berlin before moving to Berne. He has a long standing interest in stress at work and its relationship to health, in recent years with a special emphasis on low back pain. He has also published about job satisfaction, the development of efficient strategies in groups, on human error, and on the transition of young people into work. He is a member of the editorial board of the European Journal of Work and Organizational Psychology, the Journal of Occupational and Organizational Psychology, the Zeitschrift für Arbeits- und Organisationspsychologie, and the Scandinavian Journal of Work, Environment and Health, and he served as Associate Editor for Applied Psychology. An International Review from 1992 to 1998, and for the Psychologische Rundschau from 1995 to 1998.Arie Shirom is Professor of Organizational Behavior and Health Care Management at the Faculty of Management, Tel Aviv University. He received his Ph.D. from the University of Wisconsin, Madison. He has published several reviews on burnout, burnout and health, organization development, and the impact of stress on employee health, each including a section describing his past research in the respective area. These reviews are downloadable from his internet site at Tel Aviv University. He is currently funded by the Israel Science Foundation to conduct a large scale, four-year study on the effects of positive emotions, including vigor, on employee health.Bret L. Simmons is Assistant Professor of Management in the College of Business at North Dakota State University. He received his Ph.D. in Management from Oklahoma State University. Dr. Simmons is a member of the Academy of Management, the American Psychological Association, and the Society for Industrial and Organizational Psychology. His research interests include eustress and positive psychology at work.Tores Theorell, M.D., Ph.D. is a world-renowned lecturer and widely published pioneer in psychosocial factors research. He is Director of the National Institute for Psychosocial Factors and Health and Professor of Psychosocial Medicine, Department of Public Health Sciences, Karolinska Institute, Stockholm, Sweden. His research interests include psychosocial factors, health, and occupational stress.Howard M. Weiss is Professor of Psychological Sciences at Purdue University. He is also co-director of Purdue’s Military Family Research Institute, which is funded by the Department of Defense and dedicated to studying the relationships between quality of life and job satisfaction, retention and performance. He received his Ph.D. from New York University. His research interests focus on the emotions in the workplace and on job attitudes.

Peter Y. Chen heads the Occupational Health Psychology Training program within the Industrial/Organizational Psychology program at Colorado State University. His primary research interests are in occupational health, performance evaluation, training, and methodology. He has published a book, numerous book chapters and various empirical articles appearing in the Journal of Applied Psychology, Journal of Business and Psychology, Journal of Management, Journal of Occupational Health Psychology, Journal of Organizational and Occupational Psychology, Journal of Organizational Behavior, Journal of Personality Assessment, Group and Organization Management: An International Journal.Shoshi Chen is a Ph.D. Candidate at the Faculty of Management, Tel-Aviv University, Israel (M.Sc., Organizational Behavior). Her current research interests are: work and stress, preventive stress management, and IT implementation.Oranit B. Davidson is a Ph.D. Candidate at the Faculty of Management, Tel-Aviv University, Israel (M.Sc., Organizational Behavior). Her current research interests are: job stress and strain, respite relief, expectation effects and self-fulfilling prophecy.Michelle K. Duffy is an Associate Professor and Gatton Endowed Research Professor in the Gatton College of Business and Economics at the University of Kentucky. She received a B.S. in Psychology from Miami University (Ohio), an M.A. in Industrial/Organizational Psychology from Xavier University, and a Ph.D. in Organizational Behavior/Human Resources Management from the University of Arkansas. She previously worked as a Research Psychologist at the National Institute of Occupational Safety and Health (NIOSH). Dr. Duffy teaches courses in the area of Organizational Behavior. Her research interests include employee health and well being, social undermining behaviors and processes, and team composition issues. Her research has appeared or been accepted for publication in journals such as the Academy of Management Journal, Journal of Applied Psychology, Journal of Management, Research in Personnel and Human Resources Management, Group and Organization Management, Small Group Research, and Security Journal, among others.Rudy Fenwick received his Ph.D. in Sociology from Duke University. He is currently Associate Professor of Sociology at the University of Akron. Previously, he taught at the University of South Carolina. His research interests include the effects of markets and organizational structures on jobs characteristics and worker well being, particularly job stress and participation in organizational decision making. His most recent research has appeared in The American Behavioral Scientist, Journal of Health and Social Behavior, and Journal of Family and Economic Issues. In 2003, he served as guest editor of a special edition of Sociological Focus on “Organizations Transforming Work; Work Transforming Organizations.”Glenda M. Fisk is a doctoral student in Industrial/Organizational Psychology at the Pennsylvania State University. She earned her B.A. degree in psychology at the University of Calgary. Her primary research interests include emotions in the workplace and organizational justice.Corina Graif received her Masters in Sociology from the University of Akron. She is a Ph.D. candidate in the Department of Sociology at Harvard University. Her interests include studying social organizations, institutions, networks, social justice, deviance, gender, and class inequality. She is also interested in the socio-legal mechanisms behind the adoption of social policy programs in the context of comparative social, political, and economic development.Alicia A. Grandey earned her Ph.D. at Colorado State University and has been an assistant professor in industrial-organizational psychology at Penn State University since 1999. Her research focuses on the experience and expression of emotions and stress in the workplace, particularly within the service industry and as it relates to work-family issues. Her work in these areas has been published in such journals as Organizational Behavior and Human Decision Processes, Academy of Management Journal, Journal of Vocational Behavior, and Journal of Organizational Behavior, as well as several book chapters. Dr. Grandey is a member of the American Psychological Association, Society for Industrial and Organizational Psychology (APA Div. 14), and Academy of Management.Paula L. Grubb is a Research Psychologist in the Division of Applied Research and Technology, Organizational Science and Human Factors Branch at the National Institute for Occupational Safety and Health. Dr. Grubb received her doctorate in experimental psychology from the University of Cincinnati. Dr. Grubb’s research interests include workplace violence and psychological aggression, racial/ethnic discrimination, traumatic stress, supervisory best practices, organization of work, and job stress. Her current research focuses on developing intervention and evaluation strategies for workplace psychological aggression, as well as examining workplace violence and psychological aggression policies and organizational decision-making.Stevan Hobfoll has authored and edited 11 books, including Stress, Social Support and Women, Traumatic Stress, The Ecology of Stress, and Stress Culture and Community. In addition, he has authored over 150 journal articles, book chapters, and technical reports, and has been a frequent workshop leader on stress, war, and terrorism. He has received over $9 million in research grants on stress and health. Dr. Hobfoll is currently Distinguished Professor of Psychology at Kent State University and Director of the Applied Psychology Center and the Summa-KSU Center for the Treatment and Study of Traumatic Stress. Formerly at Tel Aviv and Ben Gurion Universities, he has also been involved with the problem of stress in Israel. Dr. Hobfoll received special commendation for his research on The Psychology of Women and for his AIDS prevention programs with ethnic minority populations, and was cited by the Encyclopædia Britannica for his contribution to knowledge and understanding for his Ecology of Stress volume. He was co-chair of the American Psychological Association Commission on Stress and War during Operation Desert Storm, helping plan for the prevention of prolonged distress among military personnel and their families, and a member of APA’s Task Force on Resilience in Response to Terrorism. He maintains a private practice as a clinical psychologist and organizational consultant.Michiel A. J. Kompier has a full chair in Work and Organizational Psychology at the University of Nijmegen (The Netherlands). His research area is occupational health psychology. He has published many (inter)national articles, books and book chapters on topics such as work stress, the psychosocial work environment, mental work load, sickness absenteeism, work disability, work and health, productivity, work-home interaction, and working conditions policies. In his studies the emphasis is on prevention and intervention studies in organizations and applied research methodology. Michiel Kompier is chairman of the scientific Committee “Work Organization and Psychosocial Factors” of ICOH (International Commission on Occupational Health), co-editor of the Scandinavian Journal of Work, Environment and Health, and member of the editorial boards of Work and Stress and the International Journal of Stress and Health.Shavit Laski is a Ph.D. Candidate at the Faculty of Management, Tel-Aviv University, Israel (M.Sc., Organizational Behavior). Her current research interests are: work stress, burnout and work-non-work relationship.Lawrence R. Murphy, Ph.D. received from DePaul University, Chicago, Illinois and did postdoctoral training at the Institute for Psychosomatic and Psychiatric Research, Michael Reese Medical Center. He joined the Work Organization and Stress Research Section, National Institute for Occupational Safety and Health (NIOSH), as a Research Psychologist in 1977. He has published articles and book chapters on job stress, stress management, and safety climate, and co-edited several books, including Stress Management in Work Settings (1989), Organizational Risk Factors for Job Stress (1995), and Healthy and Productive Work: An International Perspective (2000). He serves on the editorial board of the Journal of Occupational Health Psychology, Work and Stress, and Journal of Business and Psychology. His current research involves identifying characteristics of healthy and productive work organizations, and assessing the quality of work life using a national sample of U.S. workers.Anne M. O’Leary-Kelly is a Professor in the Department of Management at the University of Arkansas. She received her Ph.D. in Organizational Behavior and Human Resources Management from Michigan State University in 1990 and previously has been on the faculty at Texas A&M University and the University of Dayton. Her research interests include the study of aggressive work behavior (violence, sexual harassment) and individual attachments to work organizations (psychological contracts, identification, cynicism). Her work has appeared in (among others) the Academy of Management Review, the Academy of Management Journal, the Journal of Applied Psychology, the Journal of Management, the Journal of Management Inquiry, the Journal of Organizational Behavior, Research in Personnel and Human Resources Management, Research in Organizational Change and Development, and the American Business Law Journal. She is a member of the Academy of Management and has been co-recipient of the Outstanding Publication in Organizational Behavior Award (given by the Organizational Behavior Division) and co-recipient of the Dorothy Harlow Outstanding Paper Award (given by the Gender and Diversity in Organizations Division). She currently serves on the Executive Committee of the OB Division of the Academy of Management.Rashaun K. Roberts is a Research Psychologist in the Division of Applied Research and Technology, Organizational Science and Human Factors Branch at the National Institute for Occupational Safety and Health. Dr. Roberts received her master’s and doctorate degrees in Clinical Psychology from Case Western Reserve University. Prior to joining the research team at NIOSH in 2002, Dr. Roberts was a fellow at Duke University Medical Center in the Division of Occupational and Environmental Medicine, where she developed an expertise in occupational mental health. Dr. Roberts’ current research at NIOSH focuses on the contributions of structural and psychosocial variables to the emergence of psychological aggression in the workplace and on understanding the implications of psychologically aggressive behaviors for occupational safety and health. As a member of the Federal Interagency Task Force on Workplace Violence Research and Prevention, she is collaborating to develop NIOSH’s research agenda in these areas. Dr. Roberts’ other research interests include issues related racial/ethnic health disparities, occupational mental health, and women’s health.Steven L. Sauter received his Ph.D. in Industrial Psychology from the University of Wisconsin-Madison and held an appointment in the University of Wisconsin, Department of Preventive Medicine until joining the National Institute for Occupational Safety and Health (NIOSH) in Cincinnati, Ohio in 1985. He currently serves as Chief of the Organizational Science and Human Factors Branch at NIOSH, and leads the NIOSH research program on work organization and health. He also holds an appointment as an Adjunct Professor of Human Factors Engineering at the University of Cincinnati, Department of Industrial Engineering. His research interests focus on work organization and occupational stress. He serves on editorial boards of several scholarly journals – including Work and Stress and the Journal of Occupational Health Psychology, he has prepared several books and articles on psychosocial aspects of occupational health, and he is one of the senior editors of the 4th Edition of the International Encyclopedia of Occupational Safety and Health.Kristin L. Scott is a doctoral student in Organizational Behavior/Human Resources Management in the Gatton College of Business and Economics at the University of Kentucky. She received a B.S. in Business Administration from Villanova University and an M.A. in Human Resources from the University of South Carolina. She previously worked as a Human Resources Manager at General Electric Company. Her research interests include employee emotional responses, justice issues, employee antisocial behavior, and compensation and reward systems. Currently, she has manuscripts under review at the Academy of Management Journal, Journal of Applied Psychology, Journal of Management and the Leadership Quarterly.Lori Anderson Snyder received her Ph.D. in Industrial/Organizational Psychology from Colorado State University. She is now an assistant professor in the psychology department at the University of Oklahoma. Her research interests include workplace aggression, safety, performance errors, multisource feedback, and the Assessment Center method.Naomi G. Swanson is head of the Work Organization and Stress Research group at the National Institute for Occupational Safety and Health (NIOSH) in the U.S. She received her Ph.D. from the University of Wisconsin-Madison in 1989. Along with Dr. Steven Sauter, NIOSH, she was involved in some of the initial research in the U.S. examining the relationship of organizational factors to non-fatal workplace violence. She is currently participating in research examining the relationship between workplace stressors and depression, the assessment of work organization interventions designed to improve worker health and well being, and the assessment of workplace violence programs and practices.Toon W. Taris is an associate professor at the Department of Work and Organizational Psychology of the University of Nijmegen, The Netherlands. He holds a MA degree in Administrative Science (1988) and took his Ph.D. in Psychology in 1994, both from the Free University of Amsterdam. Since 1993 he has been affiliated with various psychology departments of several Dutch universities and also served as a research consultant. His research interests include work motivation, psychosocial work stress models, and longitudinal reearch methods. Taris has published on a wide range of topics in journals such as Journal of Vocational Behavior, Personnel Psychology, Journal of Organizational and Occupational Psychology, and Sociological Methods and Resarch. Further, he serves on the boards of several journals, including Work & Stress and the Scandinavian Journal of Work, Environment and Health.Mark Tausig received his Ph.D. in Sociology from the State University of New York at Albany. He is has been at the University of Akron since 1983 and currently holds the title of Professor of Sociology. His research interests include investigating the relationships between macro-economic conditions, work organization and worker well being. His most recent research has appeared in The American Behavioral Scientist, Journal of Family and Economic Issues and, The Journal of Health and Social Behavior. He is also co-author of A Sociology of Mental Illness.Mina Westman an associate professor and Researcher, at Faculty of Management, Tel Aviv University, Israel (Ph.D. in Organizational Behavior, Tel Aviv University). Her primary research interests include determinants and consequences of job and life stress, negative and positive crossover between partners and team members, work-family interchange, effects of vacation on psychological and behavioral strain and the impact of short business trips on the individual, the family and the organization. She has authores empirical and conceptual articles that have appeared in such journals as the Journal of Applied Psychology, Human Relations, Journal of Organizational Behavior, Journal of Occupational Health Psychology, Applied Psychology: An International Journal, and Journal of Vocational Psychology. In addition, she has also contributed to several book chapters and presented numerous scholarly papers at international conferences. She is on the editorial board of Journal of Organizational Behavior and Applied Psychology: An International Journal.Thomas A. Wright is a Professor of Organizational Behavior at the University of Nevada, Reno. He received his Ph.D. in organizational behavior and industrial relations from the University of California, Berkeley. Similar to the Claude Rains character from the classic movie, Casablanca, he has published his work in many of the “usual suspects” including the Academy of Management Review, Journal of Applied Psychology, Psychometrika, Journal of Organizational Behavior, Journal of Occupational Health Psychology, Journal of Management and the Journal of Management Inquiry. He has consulted with a number of organizations over the years on such topics as: optimizing employee performance and organizational productivity, sustaining employee commitment, stimulating employee motivation, developing employee recruitment and retention strategies, and enhancing employee health and well being.Angela Young is an Associate Professor in the Department of Management at California State University, Los Angeles. Current research interests include mentoring relationships, organizational relationships, equity and fairness in the workplace, and the interview process. Her work has been published in Journal of Management, Human Resource Management Review, Sex Roles: A Journal of Research, and other journals. She has presented her research at numerous conferences including National Academy of Management, American Psychological Association, Western Academy of Management, and Society for Industrial/Organizational Psychology.

During the past decade, the winds and raucous waves of positive psychology have altered the landscape and brought new life to the profession and discipline of psychology. Since Seligman and Csikszentmihalyi (2000) proffered the positive psychology manifesto at the turn of the century, an amazing plethora of books, articles, research investigations, grants, awards, and applications for improving human welfare and society at large have emerged (see Donaldson, 2011a). Sheldon, Kashdan, and Steger (2011) fully described this impressive groundswell of positive psychology activity in their recent edited volume on Designing positive psychology: Taking stock and moving forward. This rapid growth of scholarly activity has also spawned new professional societies such as the International Association of Positive Psychology (http://www.ippanetwork.org/Home/), scholarly journals including the Journal of Positive Psychology (http://www.tandf.co.uk/journals/titles/17439760.asp) and Journal of Happiness Studies (http://www.springer.com/social+sciences/well-being/journal/10902), and top tier graduate programs such as the Masters of Applied Positive Psychology at the University of Pennsylvania and the MA and PhD programs in Positive Organizational Psychology and Positive Developmental Psychology at Claremont Graduate University. All of these efforts share the desire to better organize and foster the continued growth and impact of positive psychology.

This study aims to test the role that organizational sociopsychological variables may play in influencing job stress and work engagement in an organizational identity change scenario.

On a sample of 118 employees of an Italian company in the personnel training services sector, multivariate statistical analysis tests a pattern where organizational variables such as work support (by supervisors and coworkers, independent variables) – moderated by corporate identification (moderating variable) – and mediated by organizational trust (mediating variable) – boosts employee work engagement and lowers psychosocial risks (dependent variables).

The mediating effect of “organizational trust” is significant in the relationships of “supervisor social support” and “coworker social support” with the “absence of psychosocial risks.” Moreover, an increase in supervisor social support can lead to a statistically significant increase in work engagement. This occurs only for employees with low or medium identification and not in highly identified individuals.

The findings from the analysis on moderation are of primary importance because they show us a new perspective that can play the role of a guiding and practical principle on how to act on an organization’s human resources, specifically targeting those with lower or medium corporate identification.

Julian Barling received his PhD in 1979 from the University of the Witwatersrand (South Africa) and is currently associate dean with responsibility for the graduate and research programs. Julian is the author/editor of several books, including Employment, Stress and Family Functioning (1990, Wiley) and The Psychology of Workplace Safety (1999, APA). He is senior editor of the Handbook of Work Stress (2005, Sage) and the Handbook of Organizational Behavior (2008, Sage), and he is the author of well over 150 research articles and book chapters. Julian was formerly the editor of the Journal of Occupational Health Psychology. In 2002, Julian received the National Post's “Leaders in Business Education” award and Queen's University's Award for Excellence in Graduate Student Supervision in 2008. He is a fellow of the Royal Society of Canada, SIOP, APS, and the European Academy of Occupational Health Psychology. He is currently involved in research on leadership, work stress, and workplace aggression.

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.

Academic and practitioner attention to the constructs of authentic leadership and work engagement and their implications for organizations has grown dramatically over the past decade. Consideration of the implications of these constructs for high-performance human resource practices (HPHRP) is limited, however. In this monograph, we present a conceptual model that integrates authentic leadership/followership theory with theory and research on HPHRP. Then, we apply this model to systematically consider the implications of skill-enhancing, motivation-enhancing, and opportunity-enhancing HR practices in combination with authentic leadership for authentic followership, follower work engagement, and follower performance. We contend that authentic leadership, through various influences processes, promotes HPHRP, and vice versa, to help foster enhanced work engagement. By cultivating greater work engagement, individuals are motivated to bring their best, most authentic selves to the workplace and are more likely to achieve higher levels of both well-being and performance.

The purpose of this article is to understand how academics in management deal with the concept of generation in the workplace. We begin by conducting an interdisciplinary literature analysis, thereby elaborating a conceptual framework concerning generational diversity. This framework consists of four levels of analysis (society, career, organisation and occupation) and three dimensions (age, cohort and event/period). We then conduct a meta-analysis using this conceptual framework to analyse papers from the management field. The results from this analysis reveal the existence of a diversity of generational approaches, which focus on the dimensions of age and cohort on a societal level. Four factors seem to explain these results: the recent de-synchronisation of generational dimensions and levels, the novelty of theoretical models, the amplification of stereotypes by mass media and the methodologies employed by researchers. In sum, this article contributes to a more realistic view of generational diversity in the workplace for both academics and practitioners.