In our everyday life, we constantly monitor our behaviour and adapt our responses following performance errors and feedback information from our environment. Receiving positive or negative feedback, which can be social, monetary or some other type of feedback classifiable as good or bad, can encourage us to continue with a specific action or may lead us to discontinue the same behaviour, respectively. Additionally, we daily observe errors being committed by other people or other people receiving feedback for their behaviour. We are able to infer how they feel in response to errors or feedback, and whether we feel sorry for their failures and happy about their successes may depend on our empathic concern and on the relationship to the observed person. At the same time, we can also learn from other people’s errors by adaptively modifying our own behaviour. Recently, a growing number of researchers in the neuroscientific community has begun to establish links between the ability to empathize with others and error/feedback processing. The ACC seems to be strongly involved in both error/feedback processing and in affective empathic responding, and positive relationships between error- and feedback-related ACC activity and self-rated dispositional empathy have been reported. Various contextual factors, like the relationship between the observer and the observed person, or person-related characteristics, like age, gender and psychopathological symptoms, may potentially modify this relationship. In spite of these theoretical advances, there are still crucial gaps in our knowledge of the different contextual factors and personality characteristics that affect performance monitoring in humans. For instance, it is not well understood how different empathy components might relate to different stages and different forms of error/feedback processing. Also, the ability to engage in empathic perspective taking might be more related to observational than to active learning; and empathy should become more relevant when the behaviour observed in someone else is also relevant for one’s own actions. One promising account in studying the relationship between person characteristics, performance context and action monitoring is the investigation of these concepts across the lifespan. While performance monitoring might be increasingly compromised in older individuals due to structural and functional changes in the relevant brain areas, it might be partly compensated for by a heightened tendency and experience to engage in affective perspective taking. Furthermore, studying clinical populations may help us to disentangle the complex interdependence between performance monitoring and psychopathological symptoms. Overall, for the current Research Topic issue, we would like to solicit original research articles, reviews as well as opinion and method papers, which investigate the neurocognitive mechanisms supporting performance monitoring providing a link to contextual factors or personality traits. Studies using a range of different methods (behavioural, imaging, electrophysiological, etc.), investigating healthy populations with or without a lifespan perspective or clinical populations are welcome, and authors with different academic backgrounds and working in different disciplines are encouraged to participate in order to promote a lively and integrative debate.

No other business process has endured such great debate as performance management. Viewed as a critical cornerstone for organizational alignment, it is often met with anxiety and confusion by both managers and employees. For over 50 years, strategies such as cascading goals and employee ranking have tried to add value to performance management with little success. But in recent years, new ideas have transformed the field into a less formal process designed to encourage employee behaviors that actually drive performance. Performance Management Transformation takes a practical approach to the current and future state of performance management across the organizational landscape. Case studies from Toyota, Patagonia, Medtronic, GoGo Inflight, and AbbVie, alongside research and commentary by thought leaders in the field, showcase how organizations are taking control and redesigning their performance management processes to address their specific organizational goals, strategies, needs, and preferences.

The four-volume set LNCS 6946-6949 constitutes the refereed proceedings of the 13th IFIP TC13 International Conference on Human-Computer Interaction, INTERACT 2011, held in Lisbon, Portugal, in September 2011. The 49 papers included in the second volume are organized in topical sections on health, human factors, interacting in public spaces, interacting with displays, interaction design for developing regions, interface design, international and culural aspect of HCI, interruptions and attention, mobile interfaces, multi-modal interfaces, multi-user interaction/cooperation, and navigation and wayfinding.

Change management and organizational development is unthinkable without people. Human beings form its core as both subjects and objects of change. This volume attempts to cut through to the core of change management, to the people that stand at its heart and focuses on their intrinsic role in change management and organizational development. Topics covered in this volume encompass the human element within organizational change, how this impacts roles, dynamics of team interaction and affects the workplace in teaching and learning settings. It also addresses resistance to institutional and organizational change and the central role that agile management plays in this process.

The brand-new edition of this handbook builds on the success of the first by providing a fully updated and expanded overview of the field of human resource management. It remains an indispensable resource for advanced students and researchers in the field.

Trust in Human-Robot Interaction addresses the gamut of factors that influence trust of robotic systems. The book presents the theory, fundamentals, techniques and diverse applications of the behavioral, cognitive and neural mechanisms of trust in human-robot interaction, covering topics like individual differences, transparency, communication, physical design, privacy and ethics. - Presents a repository of the open questions and challenges in trust in HRI - Includes contributions from many disciplines participating in HRI research, including psychology, neuroscience, sociology, engineering and computer science - Examines human information processing as a foundation for understanding HRI - Details the methods and techniques used to test and quantify trust in HRI

This monograph is the result of cooperation between twenty researchers from eleven Polish universities and is based on the assumption that both employees and HRM in organizations are increasingly subject to unprecedented contextualization. The context is perceived as a phenomenon of a dynamic nature in which different stakeholders have to operate. The dynamics of this context is so specific and so enormous that this context becomes a wandering context of events in which it is more and more difficult to make rational decisions. The main goal of the monograph is to present empirical research findings and conceptual developments in selected HRM problems in various contexts. As for these contexts, the journey undertaken in this monograph begins with organizational contexts, then virtual and digital, followed by that of the pandemic, and finally ends in a context strongly focused on people. As the monograph is of a scientific and research nature, it is dedicated to other researchers dealing with HRM issues as well as management students who would like to deepen their knowledge in this field and learn about the latest research. At the same time, the authors also hope that it may be interesting for management practitioners who are looking for inspiration to create effective solutions in their work with human capital.

Volume 32 of Research in Personnel and Human Resources Management (RPHRM) contains seven papers on important issues in the field of human resources management. The subject matter in this volume covers myriad areas: compensation, performance evaluation, reputation, employee furloughs, and research methodology.

This volume presents the reader with a stimulating tapestry of essays exploring the nature of personal autonomy, self-determination, and agency, and their role in human optimal functioning at multiple levels of analysis from personal to societal and cross-cultural. The starting point for these explorations is self-determination theory, an integrated theory of human motivation and healthy development which has been under development for more than three decades (Deci & Ryan, 2000). As the contributions will make clear, psychological autonomy is a concept that forms the bridge between the dependence of human behavior on biological and socio-cultural determinants on the one side, and people’s ability to be free, reflective, and transforming agents who can challenge these dependencies, on the other. The authors within this volume share a vision that human autonomy is a fundamental pre-condition for both individuals and groups to thrive, and that without understanding the nature and mechanisms of autonomous agency vital social and human problems cannot be satisfactory addressed. This multidisciplinary team of researchers will collectively explore the nature of personal autonomy, considering its developmental origins, its expression within relationships, its importance within groups and organizational functioning, and its role in promoting to the democratic and economic development of societies. The book is aimed toward developmental, social, personality, and cross-cultural psychologists, towards researchers and practitioners’ in the areas of education, health and medicine, social work and, economics, and also towards all interested in creating a more sustainable and just world society through promoting individual freedom and agency. This volume will provide a theoretical and conceptual account of the nature and psychological mechanisms of personal motivational autonomy and human agency; rich multidisciplinary empirical evidence supporting the claims and propositions about the nature of human autonomy and capacities for self-regulation; explanations of how and why different psychological and socio-cultural conditions may play a role in promoting or undermining people’s autonomous motivation and well-being, discussions of how the promotion of human autonomy can positively influence environmental protection, democracy promotion and economic prosperity.

The proper balance of managerial “administrative-control” and managerial “team-leadership” depends upon the work context. After organizational procedures are designed by work-process engineers, managers and their directreports in the business units, are charged to “save our ship” (SOS) by their employers. Their ships, their business units, often were built for calm seas. Unfortunately, turbulent seas may happen unexpectedly and stress their ships and crews. Under extreme conditions, the sea may put their ships squarely in “harm’s way”. If they are not well prepared, their chances of survival are few and none. This book is about managing and being managed under conditions of “extreme contexts” where only the “special teams” survive and prosper.