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Neuroscience research on human motivation in the workplace is still in its infancy. There is a large industrial and organizational (IO) psychology literature containing numerous theories of motivation, relating to prosocial and productive, and, less so, “darker” antisocial and counter-productive, behaviors. However, the development of a viable over-arching theoretical framework has proved elusive. In this chapter, we argue that basic neuropsychological systems related to approach, avoidance, and their conflict, may provide such a framework, one which we discuss in terms of the Reinforcement Sensitivity Theory (RST) of personality. We argue that workplace behaviors may be understood by reference to the motivational types that are formed from the combination of basic approach, avoidance, and conflict-related personalities. We offer suggestions for future research to explore workplace behaviors in terms of the wider literature on the neuroscience of motivation.

Sensor Review publishes the results of a major sensor survey.

The purpose of the study is to examine the psychological impact of COVID-19 on health workers' career satisfaction and intention to leave the health profession, with neurotic personality type as a moderator.

A total of 277 health workers in two public hospitals in Ghana were included in this study. Purposive and convenience sampling techniques were adopted for the study, focusing on eight departments that were involved in the management of COVID-19 cases. Validated instruments were used to measure burnout, intention to leave, neurotic personality and career satisfaction. Using AMOS and partial least squares structural equation modeling (PLS-SEM), various techniques were employed to analyze mediating and moderating mechanisms.

The departments had staff sizes ranging from 19 to 40, with 67% female and 33% male, with an average age of 31. Nurses accounted for the majority of responses (67.8%), followed by physicians (13.9%), sonographers (0.9%), lab technicians (0.9%) and other respondents (16.5%). The study found that health workers’ level of burnout during COVID-19 had a positive effect on their intention to leave the health profession. Career satisfaction does not mediate this relationship; however, career satisfaction negatively influences the intention to leave the health profession. A neurotic personality does not moderate this relationship.

This study provides validation of burnout and intention to leave among health workers in Ghana during COVID-19 and supports the proposition that threats to resources (burnout) and having a resource (career satisfaction) have effects on the intention to leave one’s profession.

This chapter discusses the role of energy production in the global capitalist economy and its relationship to the Sustainable Development Goals (SDGs), with particular focus on SDG 8 – ‘Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all’ – and SDG 12 – ‘Ensure sustainable consumption and production patterns’. It achieves this by first introducing the Club of Rome report the Limits to Growth which utilised a system dynamics computer model to simulate the interactions of five global economic subsystems (population, food production, industrial production, pollution and consumption of nonrenewable natural resources) (Meadows, Meadows, Randers, & Behrens III, 1972), the results of which posed serious challenges for global sustainability, to better understand and contextualise unconventional (also referred to as ‘extreme’) and ‘renewable’ energy production as examples of the paradoxical nature of sustainable development in the global capitalist economy. Demonstrating that unconventional energy production methods are much less efficient, more carbon intensive, more environmentally destructive and just as unsustainable, and that renewable energy relies on the extraction of nonrenewable natural resources such as lithium that result in similar environmental and social issues, this chapter will interrogate this and ask the question – is the capitalist system in its current form capable of making ‘sustainable development something more than the oxymoron it appears?’.

We document the emergence of the Lead Independent Director (LID) board role in a sample of U.S. firms from 1999–2015. We find that firms that adopt an LID board role are larger and have more independent boards, higher institutional investor holdings, and an NYSE listing. Firms with greater anticipated benefits from monitoring also adopt an LID role, e.g., firms with dual CEO-Chairman, with more takeover defense mechanisms, and with higher cash holdings. Using an event study methodology, we find that investors respond positively to the adoption of an LID board role. Lastly, using instrumental variables to address endogeneity in the LID board role, we find that firms with an LID are more likely to terminate poorly performing CEOs. Taken as a whole, these results suggest that the LID board role enhances firm value and improves the quality of corporate governance.

The pressure on the food industry and society as a whole to evolve towards more sustainable production and consumption has increased in recent years. There are a number of drivers that can help reduce environmental impacts including legislative instruments, retail marketing and consumer choices and demand. One driver that has received attention recently is the use of product labels, either on a single issue or on multiple issues (using omni‐labelling). The purpose of this paper is to report on a framework that emerged from a wider study exploring effective approaches to environmental labelling of food products.

Techniques for assessing the environmental impacts of food production were reviewed and a consultation was undertaken with industry and consumer experts to ascertain their views (using multi‐criteria mapping) on the practicality and efficacy of environmental labels.

The wider study found that although the science is not sufficiently robust to develop an outcome‐based, environmentally broad, omni‐label at this time, there is a role for environmental labelling in conjunction with other initiatives to improve the sustainability of food production and consumption. The framework presented aims to support this role and help improve the practicality and efficacy of environmental labels. It provides a series of interrelated guidelines which provide a basis for developing more effective, robust, credible and practical environmental labels for food.

The framework can be used to design new, or evaluate existing labelling schemes and to identify opportunities for improvements. The process is illustrated with an application to four existing schemes.

Eco‐labelling of food products is gaining interest globally, but there are numerous issues that need to be fully understood in order to develop credible and robust labelling systems.

Using initial public offering (IPO) involuntary delisting data, this chapter examines whether and how motivated institutional investors affect the survivability of IPO firms. The empirical evidence shows that the likelihood of future delisting is much lower for IPOs with more motivated institutional investors. This impact is more pronounced for firms with higher information asymmetry. The motivated institutional investors also facilitate better post-IPO operating performance. The results are consistent with the prediction of the limited attention theory.

For decades organizational citizenship behavior (OCB) has been of interest to scholars and practitioners alike, generating a significant amount of research exploring the concept of what citizenship behavior is, and its antecedents, correlates, and consequences. While these behaviors have been and will continue to be valuable, there are changes in the workplace that have the potential to alter what types of OCBs will remain important for organizations in the future, as well as what types of opportunities for OCB exist for employees. In this chapter we consider the influence of 10 workplace trends related to human resource management that have the potential to influence both what types of citizenship behaviors employees engage in and how often they may engage in them. We build on these 10 trends that others have identified as having the potential to shape the workplace of the future, which include labor shortages, globalization, immigration, knowledge-based workers, increase use of technology, gig work, diversity, changing work values, the skills gap, and employer brands. Based on these 10 trends, we develop propositions about how each trend may impact OCB. We consider not only how these trends will influence the types of citizenship and opportunities for citizenship that employees can engage in, but also how they may shape the experiences of others related to OCB, including organizations and managers.

Work design has largely overlooked cognitive–emotional interactions in understanding employee motivation and satisfaction. My aim in this chapter is to develop a conceptual model that integrates what we know about these interactions from research on emotions and neuroscience with traditional and emergent work design perspectives. I propose that striving for universal goals influences how a person responds to the work characteristics, such that an event that is personally relevant or “self-referential” will elicit an emotional reaction that must be regulated for optimal performance, job satisfaction, and well-being. A Self-Referential Emotion Regulatory Model (SERM) of work design is presented.