Buckley, Halbesleben, and Wheeler offer this research compilation on human resource management (HRM). The book consists of six contributions. The first contribution investigates generational effects, both in terms of intergenerational interactions between younger and older co-workers and the greater influence of older generations on established organizational policy, including human resources policy. This chapter particularly seeks to understand whether Millennials have different work values that would make them easier to recruit and retain with changes in HRM style. The second chapter discusses workplace flexibility, which can appear in a variety of forms that can be valuable for younger workers, older workers, and employers alike. The third paper reviews scholarship on typologies of discrimination, theory on why it continues to occur despite protective legislation, and propositions for preventing it through organizational structure. Chapter four discusses the role of social media in human resource activities, particularly candidate evaluation and hiring. Chapter five proposes a sociological model of commitment and duty based on social exchange theory to help companies retain workers amidst rising mobility. The final contribution discusses the dark triad of Machiavellian, narcissistic, and psychopathic personality traits and how to reap the potential benefits of these traits in entrepreneurship while managing their obvious drawbacks.
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