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Occupational stress is a known health risk for a range of psychological, behavioral, and medical disorders and diseases. Organizations and individuals can mitigate these disorders through preventive stress management and enhanced wellbeing. This article addresses, first, the known health risk evidence related to occupational stress; second, the use of preventive stress management in organizations as the framework for intervention; and third, the emerging domain of enhancing wellbeing, which strengthens the individual. Premature death and disability along with chronic suffering from occupational stress are not inevitable, despite being known outcome risks.

We propose to bridge the domains of positive health and leadership. We suggest that a \"positive\" health model helps explain highly effective leadership. The leader must strive for health and facilitate health in his/her followers. We look at leadership through this new and positive lens, that of \"positive\" health promotion.

Now in its third edition, this authoritative handbook offers a comprehensive and up-to-date survey of work and health psychology. Updated edition of a highly successful handbook Focuses on the applied aspects of work and health psychology New chapters cover emerging themes in this rapidly growing  field Prestigious team of editors and contributors

Purpose – The purpose of this paper is to develop a theory of preventive health management for high-risk employees, who are the 1-3 percent with a propensity to become dangerous. Design/methodology/approach – The paper reviews the literature and design a prevention model for high-risk employees that relies on primary, secondary, and tertiary surveillance indicators as well as prevention methods. The behaviors of these employees are often not accidental, even if not always intentional. Findings – Primary prevention through organizational socialization and supervision can reduce emergence of high-risk employees. Early identification through secondary surveillance then prevention of incivility and deviance can deter escalation to violent behavior. When high-risk employees become dangerous and violent, tertiary prevention calls for containment, caregiving, forgiveness, and resilience. Practical implications – The paper suggests that HR professionals can advance health, well-being, and performance while averting danger and violence by identifying and managing high-risk employees, anticipating their needs, and providing supportive resources and advising. Originality/value – The paper applies public health prevention to deviant and violent employees.

The purpose of this paper is to discuss why organizations who are looking for top executives, should enlist former military officers and senior enlisted leaders, who make excellent candidates. Questionnaires with both closed- and open-ended questions generate responses from more than 300 former Navy admirals. This paper reports the qualitative findings emerging from the open-ended questions. The authors identify the perspectives that enable a smooth transition from the structured military to a civilian career. Embracing the new environment proves essential, while clinging to the past has detrimental outcomes. It is yet to be determined whether former military leaders represent the wider population of executives at traditional organizations moving to a business environment. The admirals' career shift should shed light on broader questions of transition into a business environment, as well as the specific element of embarking on a second career at a late age and the impact of organizational support mechanisms. Careers in industry since the last quarter of the twentieth century have become boundaryless, turbulent, even chaotic. Many people have to change their approach to careers, yet few studies examine mass transition from traditional systems to a second career in business. This paper should assist HR theorists and practitioners who deal with such career transition.

A comprehensive work that brings together and explores state-of-the-art research on the link between stress and health outcomes. Offers the most authoritative resource available, discussing a range of stress theories as well as theories on preventative stress management and how to enhance well-being Timely given that stress is linked to seven of the ten leading causes of death in developed nations, yet paradoxically successful adaptation to stress can enable individuals to flourish Contributors are an international panel of authoritative researchers and practitioners in the various specialty subjects addressed within the work

How do we create a culture of zero tolerance for sexual violence on college campuses? In a world where one in five women on campus experience some form of sexual assault, what would it take to create a campus culture that was free of violence against women? From a public health perspective, sexual assault is an epidemic on campuses, but why? What is it about a campus community culture that permits or encourages this, at a time when a majority of students are now female? In this practical guide for colleges and universities, Joanne H. Gavin, James Campbell Quick, and David J. Gavin lay out a community-based model that is designed to eliminate sexual misconduct, spot it before it happens, punish its perpetrators, support its victims/survivors, and end this epidemic. Ending Sexual Violence in College is a prescriptive guide for creating a campus culture that is intolerant of sexual misconduct regardless of who is involved or the context in which it happens. A culture of intolerance, the authors argue, does not consider the role or status of either the perpetrator or victim/survivor. Rather, this culture protects all members. Using a public health model with an emphasis on prevention to create this cultural change, the book utilizes psychological and organizational research to understand the challenges of making these changes while enhancing the odds of permanent cultural change for the better. Designed to spur community-wide conversations on how we can make our campuses safe from sexual violence, this book's preventive approach allows communities to self-monitor. The authors include case studies of institutions that have not been proactive in putting programs in place to protect students, as well as examples of institutions that are effectively addressing these problems. Aimed at college administrators and Title IX coordinators who are responsible for leading campuses that are safe for everyone, Ending Sexual Violence in College also enables those who work or live on a college campus to take an active role in making the campus safer.

Purpose - This study examined how six institutionalized socialization tactics affect a particular occupation of knowledge workers - information technology (IT) professionals' role adjustment (role conflict and role ambiguity) and organizational attachment variables (job satisfaction, affective commitment, continuance commitment and intention to quit).Design methodology approach - The research model and hypotheses were tested using path analysis techniques with survey data collected from 187 recently hired IT professionals.Findings - The results showed that the six socialization tactics affected IT professionals differently. Socialization tactics that recognize employees' values and skills (investiture tactics) and that emphasize the interpersonal and mentoring aspects (serial tactics) had the most significant effects on employees' role adjustment and organizational attachment. The study also revealed complex mediating relationships among socialization tactics, role adjustment and organizational attachment variables.Originality value - This study provides new insights about the differential effects of the various socialization tactics on IT professionals' role adjustment and organizational attachment. It also sheds light on the complex mediating relationships among socialization tactics, role adjustment and organizational attachment variables. Without considering the logical relationships between the various variables, studies examining the direct effects of socialization on isolated organizational outcome variables may overlook important linkages that are critical for explaining the inconsistent results in past empirical studies.

Stress, emotional exhaustion, and burnout are widespread in the medical profession in general and in orthopaedic surgery in particular. We attempted to identify variables associated with burnout as assessed by validated instruments. Surveys were sent to 282 leaders from orthopaedic surgery academic departments in the United States by e-mail and mail. Responses were received from 195 leaders for a response rate of 69%. The average surgeon worked 68.3 hours per week and more than ½ of this time was allocated to patient care. Highest stressors included excessive workload, increasing overhead, departmental budget deficits, tenure and promotion, disputes with the dean, and loss of key faculty. Personal-professional life imbalance was identified as an important risk factor for emotional exhaustion. Withdrawal, irritability, and family disagreements are early warning indicators of burnout and emotional exhaustion. Orthopaedic leaders can learn, and potentially model, ways to mitigate stress from other high-stress professions. Building on the strength of marital and family bonds, improving stress management skills and self-regulation, and improving efficiency and productivity can combine to assist the orthopaedic surgery leader in preventing burnout and emotional exhaustion.

Proper scale development and validation provide the necessary foundation to facilitate future quantitative research in the organizational sciences. Using the framework provided by the Researcher’s Notebook, the purpose of this study is twofold. First, we present a modern summary of best practice procedures for scale development, reliability analysis, and validity analysis. Second, we explain and illustrate these best practice procedures by describing each procedure in the context of developing and psychometrically analyzing a new Character Strength Inventory (CSI).