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Driving for work has been identified as potentially one of the riskiest activities performed by workers within the course of their working day. Jurisdictions around the world have passed legislation and adopted policy and procedures to improve the safety of workers. However, particularly within the work driving setting, complying with legislation and the minimum safety standards and procedures is not sufficient to improve work driving safety. This chapter outlines the manner in which safety citizenship behavior can offer further improvement to work-related driving safety by acting as a complementary paradigm to improve risk management and current models and applications of safety culture.

Research on concepts associated with risk management and theoretical frameworks associated with safety culture and safety citizenship behavior are reviewed, along with their practical application within the work driving safety setting. A model incorporating safety citizenship behavior as a complementary paradigm to safety culture is proposed. It is suggested that this model provides a theoretical framework to inform future research directions aimed at improving safety within the work driving setting.

The aim of this chapter is to provide a literature review on daily recovery during non-work time. Specifically, next to discussing theories that help us understand the process of recovery, we will clarify how recovery and its potential outcomes have been conceptualized so far. Consequently, we present empirical findings of diary studies addressing the activities that may facilitate or hinder daily recovery. We will pay special attention to potential mechanisms that may underlie the facilitating or hindering processes. Owing to the limited research on daily recovery, we will review empirical findings on predictors and outcomes of a related construct, namely need for recovery. We conclude with an overall framework from which daily recovery during non-work time can be understood. In this framework, we claim that daily recovery is an important moderator in the process through which job characteristics and their related strain may lead to unfavorable states on a daily basis.

A core concept of work–home interface research is boundary permeability – the frequency with which elements from one domain cross, or permeate, the boundary of another domain. Yet, there remains ambiguity as to what these elements are and how these permeations impact important outcomes such as role satisfaction and role performance. The authors introduce a multidimensional perspective of work–home boundary permeability, identifying five forms of boundary permeation: task, psychological, role referencing, object, and people. Furthermore, based on the notion that employee control over boundary permeability behavior is the key to achieving role satisfaction and role performance, the authors examine how organizations’ HR practices, leadership, and norms impact employee control over boundary permeability in the work and home domains. The authors conclude with an agenda for future research.

Recovery seems to be one of the most important mechanisms explaining the relationship between acute stress reactions and chronic health complaints (Geurts & Sonnentag, 2006). Moreover, insufficient recovery may be the linking mechanism that turns daily stress experiences into chronic stress. Given this role recovery has in the stress process, it is important to ask in which contexts and under what circumstances recovery takes place.

This chapter explores what managers in the library and information science workplace can do to keep stress and burnout levels low. The literature on stress and burnout in human services, or the helping professions, is surveyed and the differences between the two phenomena are explained. Research is clear that keeping stress levels low and burnout at bay in the workplace benefits both employees and the organization. Even so, managers are given little training on how to identify and deal with stress and often fail to notice that their employees are chronically stressed. When managers become aware that they do have employees who are seriously stressed or burned out, they are often unsure whether they should address the problem and how to handle it. The author explains the differences between stress and burnout and clarifies how managers can minimize their negative impact by monitoring six areas in which workers are most likely to experience them: (1) the demands of the job which include the quantity of work and the knowledge required to perform; (2) the amount of control employees are permitted to exercise in the workplace; (3) the amount of the social support employee’s feel they have from managers and colleagues; (4) the quality of workplace relationships; (5) the clarity of one’s role on the job; and (6) support and honest communication during times of change. The practical implication of this information aimed at managers is to help them create a better workplace and mentally and physically healthier staff members.

In this chapter the notion of ‘the third context’ is presented as a useful perspective in order to reduce the gap between work and continuing education, as continuing education is argued to be an activity different from work as well as education, namely as something ‘third’. Consequently, ‘the third context’ is an alternative to the predominant understanding of work and education as two incompatible entities based on different paradigms. The understanding of incompatibility between work and education had extensive influence on learner engagement and learning outcome in two continuing education courses based on Facilitated Work Based Learning (FWBL). FWBL focuses extensively on integrating work and continuing education with the purpose of increasing employee involvement and engagement: Theoretically, FWBL is inspired by John Dewey and Problem Based Learning. Obstacles occurred during the FWBL courses, especially in relation to the question of ‘how can work and continuing education be integrated?’ More extensive use of information technology is argued to be a method supporting the alignment of processes between the FWBL course and the workplace.

The impact of workplace violence on occupational stress and well being is garnering increasing attention. Despite the fact that workplace violence has been identified as a critical organizational safety and health issue, there has been limited scholarly focus on the problem of domestic or intimate partner violence in the workplace. This paper examines intimate partner violence from both ecological and work family spillover modes of theorizing. Within this framework, we propose that the effects of intimate partner violence are reciprocal and spillover into the workplace, impacting employee and organizational well being. We conclude by discussing the implications of the integrated framework and by offering suggestions for future research in this area.

A sign of maturity of a scientific field is its theoretical growth that is based on an increased depth of understanding and a broadening of the contexts and issues addressed. Information behaviour research has grown substantially over the last 10 years, expanding from a focused exploration of utilitarian features such as problem-focused, work-related information behaviour to inclusion of aspects such as leisurely information needs and impact of spiritual information. Exploring new concepts and contexts helps to build an increasingly thorough and holistic understanding of information behaviour, which, in turn, lifts the field to a higher theoretical level.