Deryn Guest
Biographic Data
| ID | 81324 |
|---|---|
| NAME | Deryn Guest |
| GIVEN NAMES | Deryn |
| FAMILY NAME | Guest |
| SIGNATURE | GUEST D |
| AFFILIATIONS | King's College London |
| ORCID | 0000-0003-0457-6077 |
| VERIFIED | Yes |
| TOTAL WORKS | 36 |
| TOTAL CITATIONS | 191 |
| AUTHOR COUNT | 36 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1987 |
| LATEST PUBLICATION YEAR | 2023 |
| H-INDEX | 8 |
Human resource management in the age of generative artificial intelligence: Perspectives and research directions on ChatGPT
ChatGPT and its variants that use generative artificial intelligence (AI) models have rapidly become a focal point in academic and media discussions about their potential benefits and drawbacks across various sectors of the economy, democracy, society, and environment. It remains unclear whether these technologies result in job displacement or creation, or if they merely shift human labour by generating new, potentially trivial or practically irr…
Regret in organisational life: An overview and research agenda
Regret is a remarkably common occurrence and a fundamental part of life. Defined as ‘the emotion that we experience when realising or imagining that our current situation would have been better, if only we had decided differently’, regret comes along with unpleasant feelings and a wish to undo one's present circumstance. Characterised by self‐blame for a poorly made decision, regret materialises following a comparison with a perceived superior al…
Altarplay: A Technology of the Soul
This article theorises how home altars can support healing, individuation and personal transformation. It is informed by theory pertaining to Jungian sandplay therapy and Donald Winnicott’s ideas about transitional space and the holding environment. The methodology is grounded in a critical reflexive autobiographical approach that illustrates how altarplay can support the practitioner when negotiating a difficult shift from Christian to postchris…
Service-oriented high-performance work systems and service role performance: Applying an integrated extended self and psychological ownership framework
How do organizations build an internal capability or processes to implement a service excellence strategy and thereby create sustained competitive advantage? Drawing on an integrated extended self and psychology of ownership framework as well as Bowen and Ostroff’s human resource (HR) system strength perspective, this study examines processes linking perceived service-oriented high-performance work systems (HPWS) and overall service role performa…
Humanizing work in the digital age: Lessons from socio-technical systems and quality of working life initiatives
New and residual challenges related to digital technology, COVID-19, precarious employment and scientific management are a reminder of research published in the early years of Human Relations that laid the foundation for socio-technical systems theory and its later conceptual offspring, the quality of working life. Analysing the evolution, challenges, legacy and lessons of socio-technical systems and quality of working life, we develop guiding pr…
Human resource management and employee well‐being: Towards a new analytic framework
The mutual gains model suggests that HRM should benefit both individuals and organisations. However, the dominant models within HRM theory and research continue to focus largely on ways to improve performance, with employee concerns very much a secondary consideration. Furthermore, pressures at work and in society more widely are creating an increasing threat to employee well‐being. If employee concerns and the threats to well‐being are to be tak…
Troubling the Waters: םןהח Transgender, and Reading Genesis Backwards
The case for reinvigorating quality of working life research
The quality of working life became an important topic in the 1960s and 1970s, helping to stimulate an early approach to evidence-based policy advocacy drawing on interdisciplinary research by social scientists. Over the years it fell out of the limelight but much relevant, albeit fragmented, research has continued. We present a case for rekindling an integrated and normative approach to quality of working life research as one means of promoting w…
Transgender, Intersex and Biblical Interpretation
Bounded or boundaryless? An empirical investigation of career boundaries and boundary crossing
The article argues that the long-running debate between organizationally bounded and boundaryless careers has been too narrow and neglects the variety and distinctive characteristics of career boundaries. Drawing on boundary theory, it investigates the main career-relevant domains and boundaries, and the motivations and structural conditions that influence boundary crossing or having a career within a specific domain among a sample of professiona…
Team‐Working
Teams are groups that work together to produce a wide variety of goods and services. They have distinctive characteristics including undertaking complete tasks, possessing workers with a variety of skills, member interdependence, autonomy, and accountability. The evidence suggests that well‐constituted teams have a positive impact on outcomes but that there is a wide diversity of team performance. The more effective teams possess the core charact…
Evaluation of Training
The aim of training evaluation is to determine whether the training has met its aims. It may be formative or summative. Formative evaluation provides feedback during training to aid learning. Summative evaluation occurs after the training and can address reactions, learning, changes in attitudes and behavior, and impact on individual and organizational performance. The feasibility of all stages of systematic evaluation is a function of the nature…
Human Capital
Human capital consists of the knowledge, skills, abilities, and other characteristics of employees that can result in positive outcomes. It can be acquired through recruitment and selection or developed through training. While there is evidence that greater human capital is associated with higher performance, it is best viewed as a necessary but not sufficient requirement that needs to be set alongside policies and practices to enhance motivation…
Commitment
Attitudinal or affective commitment addresses identification with and attachment to an organization, a team, or some other feature. A widely cited distinction is often made between affective, continuance and normative commitment, typically to an organization. There are established measures. Research shows that affective commitment is the most salient and a range of antecedents and outcomes have been established, although links to outcomes are oft…
Organizational Citizenship Behavior
Organizational citizenship behavior (OCB) is extra‐role behavior designed to support the social and psychological organizational environment. It takes a variety of forms including helping others and civic virtue activities. A range of antecedents have been identified including greater use of human resource (HR) practices. OCBs have also been associated with a range of other positive organizational outcomes.
Career Counseling
Career counseling helps individuals arrive at decisions about their careers. Organization‐based counseling includes career planning workshops, individual counseling, and outplacement. Some evidence shows that those who received counseling from trained counselors and followed the advice reported better outcomes than those in similar circumstances who did not receive counseling.
Organizational Exit
Organizational exit occurs for a number of reasons. Some may be largely out of the control of the organization such as voluntary labor turnover and retirement. Some may be more influenced by organizational decisions including involuntary turnover/dismissals and redundancy. Organizational exit should be viewed as the final stage in an HR process and should be recognized as influenced by preceding processes such as selection. Excessive unplanned ex…
Career Management
Career management is a core HR activity concerned with seeking to influence the careers of employees. Activities include management of internal labor markets, identifying and developing talent, and succession planning. The process faces challenges from organizational changes and changes in employees' values. Associated challenges include the growth of the protean career and career self‐management as well as arguments about boundaryless careers.
Flexible Employment Arrangements
Flexible employment arrangements are a major component of a wider interest in flexible working. Flexible employment typically addresses contract, working hours, and geographical flexibility. These forms of flexible employment have grown in most countries in recent years, driven partly by organizations' search for cost‐effectiveness and a concern to meet customer needs and partly by a desire among employees for a balance between work and life outs…
K. Renato Lings, Love Lost in Translation: Homosexuality and the Bible
Workplace aggression: The Effects of Harassment on Job Burnout and Turnover Intentions
This article analyses the impact of harassment on job burnout and turnover intentions among a large sample of hospital nurses in Britain. It compares the effects of insider-initiated harassment from managers and colleagues with outsider-initiated harassment from patients and their relatives. The article also examines the effect of ethnicity and the impact of effective anti-harassment policies on job burnout and quit intentions. Results suggest fi…
Have careers become boundaryless
The idea the boundaryless career has recently permeated the careers literature. However, critics have claimed that the concept is fuzzy and difficult to operationalize. Moreover, one of the core assumptions, namely the collapse of traditional organizational careers allied to increasing mobility across organizational boundaries, has rarely been seriously analysed in the careers literature. This article aims to take forward the analysis of the boun…
Because They're Worth It! Making Room for Female Students and Thealogy in Higher Education Contexts
This paper is the result of teaching a thealogy module to a class of Honours level undergraduates. Critical reflection upon this experience and the students' evaluations of the module, raises intriguing questions concerning the value of women-only space, how one can establish a feminist classroom within a British Higher Education context, writing educational learning outcomes for a thealogy module which might include the hope of personal transfor…
Frank Heller (1920—2007): An appreciation
Managing the career deal: The psychological contract as a framework for understanding career management, organizational commitment and work behavior
This paper reports the findings of a study that investigated the relationship between different kinds of career management activities, the psychological contract, and outcomes of psychological contract fulfillment. The study tested a series of linked hypotheses which propose that individual career management behavior is associated with the experience of organizational career management help, which is related to fulfillment of the psychological co…
Perspectives on the Study of Work-life Balance
This article reviews aspects of contemporary theory and research on work-life balance. It starts by exploring why work-life balance has become an important topic for research and policy in some countries and after outlining traditional perspectives examines the concept of balance and its implications for the study of the relation between work and the rest of life. A model outlining the causes, nature and consequences of a more or less acceptable …
Have careers become boundaryless
The idea the boundaryless career has recently permeated the careers literature. However, critics have claimed that the concept is fuzzy and difficult to operationalize. Moreover, one of the core assumptions, namely the collapse of traditional organizational careers allied to increasing mobility across organizational boundaries, has rarely been seriously analysed in the careers literature. This article aims to take forward the analysis of the boun…
Workplace aggression: The Effects of Harassment on Job Burnout and Turnover Intentions
This article analyses the impact of harassment on job burnout and turnover intentions among a large sample of hospital nurses in Britain. It compares the effects of insider-initiated harassment from managers and colleagues with outsider-initiated harassment from patients and their relatives. The article also examines the effect of ethnicity and the impact of effective anti-harassment policies on job burnout and quit intentions. Results suggest fi…
A longitudinal study of the relationship between career management and organizational commitment among graduates in the first ten years at work
This paper reports the findings of a two‐wave longitudinal study investigating relationships between organizational and individual career management activities and organizational commitment in the early years of graduate careers. Several hypotheses are tested and receive mixed support. High organizational commitment predicts the practice of career management activities by graduates to further their career within the organization while low commitm…
Managing the career deal: The psychological contract as a framework for understanding career management, organizational commitment and work behavior
This paper reports the findings of a study that investigated the relationship between different kinds of career management activities, the psychological contract, and outcomes of psychological contract fulfillment. The study tested a series of linked hypotheses which propose that individual career management behavior is associated with the experience of organizational career management help, which is related to fulfillment of the psychological co…
The case for reinvigorating quality of working life research
The quality of working life became an important topic in the 1960s and 1970s, helping to stimulate an early approach to evidence-based policy advocacy drawing on interdisciplinary research by social scientists. Over the years it fell out of the limelight but much relevant, albeit fragmented, research has continued. We present a case for rekindling an integrated and normative approach to quality of working life research as one means of promoting w…
Bounded or boundaryless? An empirical investigation of career boundaries and boundary crossing
The article argues that the long-running debate between organizationally bounded and boundaryless careers has been too narrow and neglects the variety and distinctive characteristics of career boundaries. Drawing on boundary theory, it investigates the main career-relevant domains and boundaries, and the motivations and structural conditions that influence boundary crossing or having a career within a specific domain among a sample of professiona…
Methods of coping with stress at work: A conceptual analysis and empirical study of measurement issues
The study of coping has assumed an increasingly central role in studies of work‐related stress. However the measurement of coping is poorly developed and is dominated by very general conceptual frameworks. The case for a descriptive classification of coping methods based on careful empirical work rather than pre‐determined conceptual frameworks is presented. The results of four studies of supervisors and administrators, nurses, teachers and churc…
Humanizing work in the digital age: Lessons from socio-technical systems and quality of working life initiatives
New and residual challenges related to digital technology, COVID-19, precarious employment and scientific management are a reminder of research published in the early years of Human Relations that laid the foundation for socio-technical systems theory and its later conceptual offspring, the quality of working life. Analysing the evolution, challenges, legacy and lessons of socio-technical systems and quality of working life, we develop guiding pr…
Service-oriented high-performance work systems and service role performance: Applying an integrated extended self and psychological ownership framework
How do organizations build an internal capability or processes to implement a service excellence strategy and thereby create sustained competitive advantage? Drawing on an integrated extended self and psychology of ownership framework as well as Bowen and Ostroff’s human resource (HR) system strength perspective, this study examines processes linking perceived service-oriented high-performance work systems (HPWS) and overall service role performa…
Human Resource Management and Industrial Relations [1]
Human resource management (HRM) is a term which is now widely used but very loosely defined. In this paper it is argued that if the concept is to have any social scientific value, it should be defined in such a way as to differentiate it from traditional personnel management and to allow the development of testable hypotheses about its impact. Based on theoretical work in the field of organizational behaviour it is proposed that HRM comprises a s…
Methods of coping with stress at work: A conceptual analysis and empirical study of measurement issues
The study of coping has assumed an increasingly central role in studies of work‐related stress. However the measurement of coping is poorly developed and is dominated by very general conceptual frameworks. The case for a descriptive classification of coping methods based on careful empirical work rather than pre‐determined conceptual frameworks is presented. The results of four studies of supervisors and administrators, nurses, teachers and churc…
Sentenced to Death: The American Novel and Capital Punishment
Is the psychological contract worth taking seriously
Although the psychological contract has become the focus for a body of research, it retains a number of conceptual and empirical problems and challenges. This paper reviews some of the main problems associated with the construct and with the way in which it has been studied. It also considers critically the ‘problem’ of the psychological contract, namely that organizations are either no longer able to promise the traditional organizational career…
On meaning, metaphor and the psychological contract: A response to Rousseau (1998)
Hiding Behind the Naked Women in Lamentations: A Recriminative Response
The figure of Zion/Woman as used in Lamentations is problematic for female readers. She suffers utter humiliation at the hands of an avenging deity and provides the focal point for the guilt and shame of Israel. Despite claims that this metaphor was meant to humiliate the male community and stimulate repentance, the female figure provides an easy scapegoat behind which the male community may hide. Moreover, the metaphor is encoded with various st…
Black Theology and Black Culture
(2000). Black Theology and Black Culture. Journal of Beliefs & Values: Vol. 21, No. 2, pp. 237-239
Work-life Balance within a European Perspective: Issues Arising in the Symposium Discussion
Enop Symposium on Work-life Balance: An Introduction
A longitudinal study of the relationship between career management and organizational commitment among graduates in the first ten years at work
This paper reports the findings of a two‐wave longitudinal study investigating relationships between organizational and individual career management activities and organizational commitment in the early years of graduate careers. Several hypotheses are tested and receive mixed support. High organizational commitment predicts the practice of career management activities by graduates to further their career within the organization while low commitm…
Perspectives on the Study of Work-life Balance
This article reviews aspects of contemporary theory and research on work-life balance. It starts by exploring why work-life balance has become an important topic for research and policy in some countries and after outlining traditional perspectives examines the concept of balance and its implications for the study of the relation between work and the rest of life. A model outlining the causes, nature and consequences of a more or less acceptable …
Managing the career deal: The psychological contract as a framework for understanding career management, organizational commitment and work behavior
This paper reports the findings of a study that investigated the relationship between different kinds of career management activities, the psychological contract, and outcomes of psychological contract fulfillment. The study tested a series of linked hypotheses which propose that individual career management behavior is associated with the experience of organizational career management help, which is related to fulfillment of the psychological co…
Frank Heller (1920—2007): An appreciation
Because They're Worth It! Making Room for Female Students and Thealogy in Higher Education Contexts
This paper is the result of teaching a thealogy module to a class of Honours level undergraduates. Critical reflection upon this experience and the students' evaluations of the module, raises intriguing questions concerning the value of women-only space, how one can establish a feminist classroom within a British Higher Education context, writing educational learning outcomes for a thealogy module which might include the hope of personal transfor…
Have careers become boundaryless
The idea the boundaryless career has recently permeated the careers literature. However, critics have claimed that the concept is fuzzy and difficult to operationalize. Moreover, one of the core assumptions, namely the collapse of traditional organizational careers allied to increasing mobility across organizational boundaries, has rarely been seriously analysed in the careers literature. This article aims to take forward the analysis of the boun…
Workplace aggression: The Effects of Harassment on Job Burnout and Turnover Intentions
This article analyses the impact of harassment on job burnout and turnover intentions among a large sample of hospital nurses in Britain. It compares the effects of insider-initiated harassment from managers and colleagues with outsider-initiated harassment from patients and their relatives. The article also examines the effect of ethnicity and the impact of effective anti-harassment policies on job burnout and quit intentions. Results suggest fi…
K. Renato Lings, Love Lost in Translation: Homosexuality and the Bible
Team‐Working
Teams are groups that work together to produce a wide variety of goods and services. They have distinctive characteristics including undertaking complete tasks, possessing workers with a variety of skills, member interdependence, autonomy, and accountability. The evidence suggests that well‐constituted teams have a positive impact on outcomes but that there is a wide diversity of team performance. The more effective teams possess the core charact…
Evaluation of Training
The aim of training evaluation is to determine whether the training has met its aims. It may be formative or summative. Formative evaluation provides feedback during training to aid learning. Summative evaluation occurs after the training and can address reactions, learning, changes in attitudes and behavior, and impact on individual and organizational performance. The feasibility of all stages of systematic evaluation is a function of the nature…
Human Capital
Human capital consists of the knowledge, skills, abilities, and other characteristics of employees that can result in positive outcomes. It can be acquired through recruitment and selection or developed through training. While there is evidence that greater human capital is associated with higher performance, it is best viewed as a necessary but not sufficient requirement that needs to be set alongside policies and practices to enhance motivation…
Commitment
Attitudinal or affective commitment addresses identification with and attachment to an organization, a team, or some other feature. A widely cited distinction is often made between affective, continuance and normative commitment, typically to an organization. There are established measures. Research shows that affective commitment is the most salient and a range of antecedents and outcomes have been established, although links to outcomes are oft…
Organizational Citizenship Behavior
Organizational citizenship behavior (OCB) is extra‐role behavior designed to support the social and psychological organizational environment. It takes a variety of forms including helping others and civic virtue activities. A range of antecedents have been identified including greater use of human resource (HR) practices. OCBs have also been associated with a range of other positive organizational outcomes.
Career Counseling
Career counseling helps individuals arrive at decisions about their careers. Organization‐based counseling includes career planning workshops, individual counseling, and outplacement. Some evidence shows that those who received counseling from trained counselors and followed the advice reported better outcomes than those in similar circumstances who did not receive counseling.
Organizational Exit
Organizational exit occurs for a number of reasons. Some may be largely out of the control of the organization such as voluntary labor turnover and retirement. Some may be more influenced by organizational decisions including involuntary turnover/dismissals and redundancy. Organizational exit should be viewed as the final stage in an HR process and should be recognized as influenced by preceding processes such as selection. Excessive unplanned ex…
Career Management
Career management is a core HR activity concerned with seeking to influence the careers of employees. Activities include management of internal labor markets, identifying and developing talent, and succession planning. The process faces challenges from organizational changes and changes in employees' values. Associated challenges include the growth of the protean career and career self‐management as well as arguments about boundaryless careers.
Psychology (26 works) · Political science (18 works) · Sociology (17 works) · Computer Science (16 works) · Social Psychology (13 works) · Economics (11 works) · Engineering (11 works) · Job Satisfaction and Organizational Behavior (11 works) · Epistemology (9 works) · Public relations (9 works)