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This e-book seeks to help with understanding the antecedents and consequences of police stress given the important functions policing serves in any community, leaving moot the question of whether policing places officers under more, the same or less stress than members of other professions

PurposeThe purpose of this paper is to examine the relationship of managerial and professional men's perception of organizational values supporting work‐personal life balance in their workplace and their work experiences, indicators of work and life satisfaction and psychological wellbeing.Design/methodology/approachData are collected from 283 men using anonymous questionnaires.FindingsManagerial men reporting organizational values more supportive of work‐personal life balance also report working fewer hours and extra hours, less job stress, greater joy in work, lower intentions to quit, greater job career and life satisfaction, fewer psychosomatic symptoms and more positive emotional and physical wellbeing.Originality/valueThis paper provides useful information on the relationship of managerial and professional men's perception of organizational values supporting work‐personal life balance in their workplace and their work experiences, indicators of work and life satisfaction and psychological wellbeing.

This study examined the relationship of managerial and professional men's perception of organizational values supporting work‐personal life balance in their workplace and their work experiences, indicators of work and life satisfaction and psychological wellbeing. Data were collected from 283 men using anonymous questionnaires. Managerial men reporting organizational values more supportive of work‐personal life balance also reported working fewer hours and extra hours, less job stress, greater joy in work, lower intentions to quit, greater job career and life satisfaction, fewer psychosomatic symptoms and more positive emotional and physical wellbeing.

This exploratory study examined predictors of the number of women serving on corporate boards of directors of Canadian companies. Company size and board size were positively and significantly correlated with number of women board members. In addition, industry sector also affected both company and board size. Implications for increasing women's representation on corporate boards and future research suggestions are proposed.

This study examined the effects of marital and parental status on a number of work and psychological well‐being measures. Data were collected from 792 women graduates of a single Canadian school of business. Respondents tended to be in the early career stage. Hierarchical regression analyses indicated more effects of parental than marital status on these outcomes. In addition, the pattern of findings almost always showed that being married or having children had negative career consequences for these professional and managerial women.

PurposeThis paper aims to raise some important questions for cross‐cultural research on occupational stress and well‐being and sets the stage for the five papers in the special issue.Design/methodology/approachThis paper reviews some previous literature on cross‐cultural understanding of occupational stress and well‐being, why such research is difficult to undertake, and summarizes the five original manuscripts that comprise this special issue.FindingsManuscripts in this special issue represent authors from several countries and report data collected from over a dozen countries. Some contributions attempt to replicate previous North American and European research findings in other countries while others undertake comparative studies of two or more countries.Originality/valueIt is important to undertake more cross‐cultural comparative research of the effects of occupational stress and well‐being to determine whether any boundary conditions exist for previous results based in North American and European samples. In addition, future research should include assessments of some national culture values.

PurposeThe purpose of this paper is to review research findings on the effects of a variety of disasters, including the events of 9/11, on the general public and members of organizations.Design/methodology/approachA literature search was undertaken. Three areas were targeted: impact on public attitudes and morale, on organizations and human resource management, and on organizational resilience.FindingsFour conclusions were drawn. First, disasters such as 9/11 have immediate negative effects on emotions and behaviors. Second, with the passage of time these effects dissipate for most people. Third, organizations directly affected by 9/11 immediately stopped functioning. Fourth, fortunately many of these firms bounced back surprisingly quickly.Research limitations/implicationsRelatively little research has been conducted on the effects of 9/11, limiting our understanding of it.Practical implicationsThe people in these resilient firms, those more directly affected by the terrorist attacks, made the difference. Human resource management practices and cultural values already in place were the key factors in bringing about a speedy recovery. These factors can also be developed in other organizations as a precaution.Originality/valueThis paper explores important yet still under‐researched areas of management and organizational responses to terrorism.

PurposeThe purpose of this introduction is to review some of the major issues that arose after 9/11 and set the stage for the articles that follow.Design/methodology/approachA literature review was undertaken using both academic and mass media sources.FindingsThe events of 9/11 have produced potentially positive as well as negative consequences, some anticipated and others unforeseen.Research limitations/implicationsRelatively little research has been conducted on the events following 9/11, making it difficult to arrive at solid conclusions at this time.Practical implicationsThis special issue links the events of 9/11 with the management of organizations, a topic that has received little attention, and hopefully will encourage more scholarship in this area.Originality/valueIt is important to more fully understand why 9/11 happened and what measures need to be taken to reduce the likelihood of future terrorist attacks, as well as improve the resiliency of both citizens and their organizational employers in dealing with the aftermath of such attacks should they occur again.

Diversifying the workforce is becoming increasingly important, with gender equality being a central feature of overall equality. Men seem to be part of the problem and a necessary part of the solution. This collection ties these themes together in the context of talent management and organizational effectiveness. -- Talented women continue to have difficulty advancing their careers in organizations wordwide. Organizations and their cultures were created by men, for men and reflect the wider patriarchal society. As a consequence, some women are disadvantaged and face barriers to advancement. Burke and Major present an examination of men, masculinity and gendered organizational cultures to get both a better understanding of why women have made such slow progress and ways in which men can become allies and champions of women, supporting their advancement and workplace equality. -- By taking an unusual approach to the subject of gender equality, this topical book will be a refreshing read for students and academics. It will be of great use to human resource practitioners, managers, policymakers and employers at every level.

This insightful book presents current thinking and research evidence on the role of human resource management policies and practices in increasing service quality, efficiency and organizational effectiveness in the public sector. -- Internationally, public sector organisations face enormous challenges, including increasingly uncertain political and economic environments, more vigilant and cost-conscious governments, rapidly evolving community needs and an ageing workforce. This collection examines a range of HRM-related topics that will influence the capacity of public sector agencies to negotiate and respond to the challenges ahead. These topics include managing public sector human resources during an economic downturn, enhancing the satisfaction and motivation of public sector employees, attracting and retaining talent, leadership development, and case studies in successful public sector organizational change. -- With each chapter drawing on the latest research, but also emphasizing the practical implications, this collection is suitable for practitioners, researchers and students alike. It will also be valuable for HR specialists and managers of HR units in the public sector.