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This helpful book takes a pragmatic, real-world approach to research methods that gives readers the tools and confidence to carry out their own research in and out of the classroom. Expertly weaving quantitative, qualitative, and mixed methods together, it encourages readers to be open-minded in choosing the most appropriate methods for their projects. Featuring a full set of updated and integrated digital resources, as well as three new chapters on visual methods, qualitative data analysis with NVivo, and digital research, the new Fourth Edition remains on the forefront of practical, applied research and guides readers through every step of the research process from start to finish. Brimming with checklists, interdisciplinary examples, and tips about navigating the realities of planning a project, collecting and analyzing data, and sharing research findings, Doing Research in the Real World is still the companion for any student undertaking a research project. -- Machine generated contents note

This study examines occupational commitment among a sample of female hospital nurses working at a hospital in an urban Florida community. Previous research on work commitment and women is reviewed, and the significance of domestic relations and gender ideology for organizational commitment is discussed. Three categories of variables are used in the analysis: personal characteristics and experience, domestic relations, and gender ideology. The results revealed that organizational commitment among this sample of nurses has significant negative relationships with feminist gender ideology, and the extent to which work interferes with family life and a significant positive relationship with the presence of children. The implications of these findings are reviewed and the prospects of future research concerning organizational commitment among nurses is discussed.

This study examines job satisfaction among a sample of Australian nurses. Job satisfaction is considered in the context of nursing's position in the medical division of labor and the various political strategies that the occupation has pursued to improve its status. Examination of the data reveals that seniority, rank, sex, and type of basic training have the strongest effects on job satisfaction. Job technology and interactions between job technology, education, and postbasic training are also significant. The implications of these findings are discussed in terms of the political strategies nursing has used to improve the status of the occupation and the satisfaction of nursing work.

During the last decade there has been a significant increase in industrial conflict among health‐care workers in many Western health‐care systems. This study examined the effects of personal characteristics, work routinisation and job satisfaction on attitudinal militancy among a sample of Australian nurses. The results of the study indicated that job satisfaction was the most important factor influencing attitudinal militancy. Job satisfaction was also found to be an important intervening variable in mediating the effects of personal characteristics and routinisation on attitudinal militancy.

As can be seen from its website, and reiterated in numerous editorials (e.g., Anderson, 2017; Nimon, 2017; Reio & Werner, 2017), Human Resource Development Quarterly (HRDQ) provides a central focus on human resource development (HRD) issues as well as the means for disseminating empirical research across the breadth of the discipline. Furthermore, the listing of keywords on its website indicates the importance HRDQ places on knowing more about learning in workplace settings as it includes words and phrases such as workplace issues, workplace learning, organizational studies, and workplace performance. This is in line with general increased interest in organizational learning in recent years (Higgins & Aspinall, 2011). Therefore, it is concerning that HRDQ seldom reports on an area of workplace learning in a sector that, in many countries throughout the world, encompasses approximately 99% of all businesses, provides over 50% of employment, and can generate around 50% of national turnover (Chartered Institute for Personnel & Development [CIPD], 2015; Coetzer & Perry, 2008; European Commission, 2016; Federation of Small Businesses, 2015; Hamburg, Engert, Anke, & Marin, 2008; Matlay, 2014; Mellett & O'Brien, 2014; U.K. Parliament, 2014; U.S. Census Bureau, 2012). If you have not yet guessed, this area of learning, which is vital to economies across the globe, occurs in small and medium‐sized enterprises (SMEs). Consequently, in this editorial, we seek to explore the extent of this omission, not only in HRDQ but also in other journals, and then investigate possible reasons for this. We hope that by emphasizing both the importance of and the lack of reported research into HRD in SMEs, we will encourage further dialogue and submissions related to this important topic.

"This is the definitive introduction to coaching and mentoring, written by an experienced and multidisciplinary team. Taking you all the way through from the emerging theory to informed practice, the book covers: Skills, purposes and outcomes of coaching and mentoring processes, the many settings in which they take place--public, private and voluntary, coaching and mentoring's evidence base and how it is assessed, [and] the professionalization of coaching and mentoring and a move towards integration. Supported by a wide range of case studies, activities, further questions and topics for discussion, this book is a comprehensive but accessible introduction. The authors take a critical approach and go beyond the basics, to support your development as a critically reflective practitioner"--Publisher's website

Based on longitudinal fieldwork with unemployed managers and professionals in their 50s, the article examines the meaning of job loss to these people and charts their subsequent efforts to restore their lives. The article identifies core similarities in their experiences and discerns different narrative strategies through which they have tried to make sense of their dismissal and sustain their selfhood. For all, job loss was a considerable trauma leading to a fragmentation of identity; this was compounded by subsequent rejection and perceived discrimination. Few were able to resume their earlier careers; the majority had to adjust their expectations downwards and opt for either virtual deskilling in less well paid and less demanding jobs or for an assortment of part-time, casual and voluntary work. Best 'adapted' (and least fragmented) were those who were prepared to forsake hopes of a return to high-powered jobs and display flexibility, resourcefulness and opportunism in adapting to their reduced circumstances.

Based on fieldwork conducted at the outset of the 2008 economic downturn, this paper examines the experiences of a group of unemployed managers and professionals in their fifties. Following a review of existing literature, the authors use a narrative methodology to explore how these people incorporate the experience of job loss into their self-images and identities. They identify certain core similarities in the experiences of unemployed professionals and then discern three narrative strategies through which unemployed professionals tried to make sense of their dismissal and sustain their sense of selfhood. The term 'narrative coping' is proposed as a way of describing each unemployed professional's struggle to construct a story that offers both meaning and consolation. The study reveals that individuals expressing the most profound despair (those for whom job loss was the 'end of the line') were those whose stories had achieved 'closure'. By contrast, most of those who maintained more open-ended narratives were better able to contain their emotions, either by holding on to the belief that unemployment was a temporary career aberration or by abandoning the idea that life is the same as career and by moving on to a new stage of experimentation and bricolage akin to an identity moratorium.