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List of tables -- List of figures -- Foreword by Tara Fenwick -- Notes on contributors -- List of abbreviations -- The nature of employee-driven innovation -- Employee-driven innovation: a new phenomenon, concept and mode of innovation / Steen Hoyrup -- Employee-driven innovation: operating in a chiaroscuro / Ann-Charlotte Teglborg, Renaud Redien-Collot, Céline Viala, Maria Bonnafous-Boucher -- In search of best practices for employee-driven innovation: experiences from Norwegian work life / Tone Merethe Aasen, Oscar Amundsen, Leif Jarle Gressgård, Kåre Hansen -- Employee-driven innovation in the workplace mediated through employee's learning -- Creating work: employee-driven innovation through work practice reconstruction / Oriana Milani Price, David Boud, Hermine Scheeres -- Explaining innovation at work: a sociopersonal account / Stephen Billett -- Innovation competency: an essential organizational asset / Lotte Darso -- Employee-driven innovation and practice-based learning in organizational cultures / Cathrine Hasse, Ulrik Brandi -- Employee-driven innovation amongst "routine" employees in the UK: the role of organizational "strategies" and individual "tactics" / Edmund Waite, Karen Evans, Natasha Kersh -- Employee-driven innovation unfolded in global networks and complex systems -- Moving organizations toward employee driven innovation (EDI) in work practices and on a global scale: possibilities and challenges / Maja Lotz, Peer Hull Kristensen -- Exploring the employee-driven innovation concept by comparing "innovation capability management" among German and Chinese firms / Werner Fees, Amir H. Taherizadeh -- Privileged yet restricted?: employee-driven innovation and learning in three R&D communities / Tea Lempiälä, Sari Yli-Kauhaluoma -- Employee driven innovation and industrial relations / Stan De Spiegelaere, Guy Van Gyes

Make sense of the managed care systems that dominate the world of EAP professionals and programs today!Employee Assistance Programs in Managed Care gives you a valuable overview of modern employee assistance programs. It compares and contrasts EAPs with managed behavioral care products and examines how EAPs are often provided in conjunction with managed care services. This timely book, vital in today's ever-changing EAP climate, will familiarize you with essential managed behavioral technology such as the application of medical necessity criteria. This is especially important today in an envir

State and local governments have promised nearly $1 trillion in retiree healthcare benefits to public employees. Although retiree healthcare benefits represent a form of compensation, historically, state and local governments have not set aside any money to pay for the promised benefits. Compensating employees with promises of future benefits has enabled state legislatures to use public dollars for other priorities, while ignoring the growing liabilities associated with the healthcare promises. As these liabilities have come due, they have strained state and local budgets. Some public employers have simply cut the benefits, and public employees have had limited recourse to hold cities and states to their original deal. At the same time, many public employers have actually begun to pay down their unfunded liabilities for retiree healthcare. In 2004, new disclosure requirements forced state and local governments to acknowledge the full scope of their commitments for post-employment benefits. By 2015, some 35 state legislatures had created irrevocable trusts to set aside assets for benefits due in future years. However, while some of the trusts—most notably some that cover state legislators and judges—have accumulated assets to cover the liabilities, other trusts have remained glaringly empty. Using newly collected data on over 100 state-administered retiree healthcare plans, this Article shows that stronger constraints on legislative control over funding decisions, as well as stronger measures of fiscal health at the state level, have been associated with better funding progress. Ultimately, this Article contends that although the trend toward prefunding is encouraging, the current legal framework regulating retiree healthcare benefits impedes serious funding efforts. Disclosure requirements and governance reforms can promote funding discipline and mitigate uncertainty in the short term. In the long term, any significant resolution requires a deeper rethinking of employer promises for post-employment healthcare benefits and of the institutions best suited to manage such promises for decades to come.

Using data from the 2000 Census and the 2002 National Survey of Family Growth, in September 2009, the Williams Institute estimates that there are approximately 418,000 LGBT state government employees in the United States and 585,000 local government employees, totaling slightly more than 1 million state and local LGBT employees. There are just under 7 million LGBT private employees and just over 200,000 LGBT people working for the federal government.

An experimental field study involving over three hundred blue-collar male employees and their superiors was conducted to investigate the hypothesis that participation in management decision-making is a determinant of satisfaction at work. A system of participation - Action Planning Groups - based on regular meetings between shop-floor employees and management proved effective in influencing organizational decisionmaking and was seen to be worthwhile by both parties. However, the increased participation achieved was not reflected in greater employee satisfaction. It is argued that these findings are consistent with previous experimental evidence. The reasons which lie behind the frequently expressed belief that participation is an important determinant of satisfaction at work are discussed. Employee desires for participation were also found to be unaffected by the experimental manipulation.

In this study, the key factors in Edward Lawler's conceptualization of employee involvement are examined with respect to program c participative management efforts reported by Fortune 1000 firms. The results support the proposition that the degree of employee involvement existing within an organization is related to both the use of participative management programs and average participation within programs. In addition, the results support the contention that measurement issues continue to hinder efforts to clarify the definitional questions surrounding employee participation.

Self-insurance is a popular way to fund employee health benefits, but it presents a potential barrier to state health insurance reform initiatives because self-insured health plans are able to avoid state regulation. Thus it is important to understand why employers self-insure. This study tests an explanatory model of self-insurance, using data from the 1989 Survey of Health Insurance Plans. Models predicting self-insurance are estimated for private employers and for all health plan sponsors, including public employers, unions, and trade associations. The author found a threshold for self-insuring among private employers at about 100 employees and another at about 200 workers when all health plan sponsors were considered. Plans with union members are more likely to be self-insured. Self-insurance is more likely in the presence of alcohol treatment mandates but less likely with mental health mandates.

This article examines briefly the nature of employee representation on company boards, its extent in western Europe and the revival of the European Company Statute which has once again brought this form of indirect worker participation to the fore. The article goes on to outline some of the main findings of recent research by the author into board-level representation in five countries (Finland, Germany, Greece, Ireland and the Netherlands), highlighting areas of diversity and of convergence.

This study aims to analyze the influence of transformational leadership (TL) and knowledge management (KM) on employee performance (EP) through work motivation (WM) at construction companies in Jakarta, Indonesia. The data was collected from construction firms that have grade high qualification in Jakarta, Indonesia. A sample of 138 companies representatives was drawn from 138 construction firms in Jakarta. The structural equation modelling – partial least squares (SEM-PLS) was used to test the proposed hypothesizes. TL has a significant effect on EP through WM. KM has a significant effect on EP through WM. The relevance of the research stems from the context of a major city in Jakarta, Indonesia. Furthermore, this research is one of the initial attempts to investigate EP by considering TL and KM and its applicability to Jakarta construction firms.