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Reports on a survey of burglary victims in Hungary, focusing on both their experiences of the crime and their perceptions of the way the police handled the incident. Using police records as a sampling frame, interviews were conducted with 207 victims in Miskolc, one of the largest cities in the country. The impact of the burglaries on victims was considerable. However help from specialist agencies were negligable among our sample. The extent to which the “new” police provide a service to crime victims is thus doubly important. Analysis suggested that victims were generally positive towards the police, felt police services had improved in recent years, and saw the police as relatively sympathetic towards victims. Victims were considerably more positive in their evaluations than were similar victims in Poland. The reasons for this are unclear but may be related to both police‐related differences and wider differences, such as whether or not victims are insured. What is clear, though, is that marked contrasts are emerging between different countries in transition, and these need to be further assessed in future research.

The impact of a target‐hardening initiative on residents of an inner city area of Plymouth, England, was assessed by comparing the perceptions of those included in the initiative (experimental group) with other local residents (control group). While the former felt that target hardening had improved their sense of security, differences between the two groups were minimal on standard ‘fear of crime’ questions, leading us to question whether this was because the project failed or due to the evaluation design. One aspect of the latter is whether ‘fear of crime’ questions are valid measurements in this context. Another relates to differences between the experimental and control groups. A further valuable lesson from the research in this respect was that even where initiatives locate impoverished groups, they may still miss other, even more disadvantaged sections of the community living in the same area.

Using the concept of “community of practice” and a typology developed by Guile and Griffiths, this article characterizes the quality and the nature of learning students achieved while studying in a newly‐implemented pulp and paper vocational program, structured as a co‐operative education program and offered by six school boards throughout the province of Quebec, Canada. The observations come from a five‐year long action research program involving registered students, trainers in vocational centers, and work supervisors in pulp and paper mills. The conclusion highlights the structural barriers in pulp and paper mills that limit students’ access to operations. This co‐op education program is traditional according to the Guile and Griffiths’ typology.

The aim of this study is to investigate the prevalence of corporate health initiatives as part of CSR, and how and to what extent these initiatives are communicated in CSR reports.

The study comprises two strands. First, a mapping of the extent and nature of health-related CSR initiatives among 11 selected Danish companies is developed, based on a qualitative email questionnaire. Next, the mapping serves as the framework for coding and analyzing CSR reports from 2018 to 2020 from 15 companies (45 in total).

The study provides a typology of the extent and nature of such CSR initiatives consisting of more than 50 types of health-related initiatives. Analysis of the CSR reports illustrates an increase in the explicit communication of employee health initiatives as well as the number of different categories applied over the three years.

The study provides CSR managers with awareness about the extent and usage of employee health as part of corporate communication on CSR, including how such initiatives can be communicated in the CSR report. It also gives rise to carefully considering the potential negative implications for employees when planning health initiatives.

The study is the first of its kind to combine the perspectives of CSR and workplace health promotion to discuss the potential institutionalization of employee health as part of the corporate CSR program.

Nearly half of the surveyed SMEs in Poland admitted that there is a very strong competition on the market where they operate. Among the neuralgic factors they point to the lack of qualified employees (PARP, 2021). Companies can use CSR policies to attract competent employees and retain valuable ones. Therefore, the purpose of this research paper is to find out whether, according to employees working in SME companies, an active CSR policy influences their employment-related decisions.

The data were collected through questionnaires received from 618 employees of 29 SMEs in Poland through questionnaires, which were analyzed with the IBM SPSS Statistics 26.0 and Microsoft Excel 2019.

The survey results provide evidence that CSR activities are an important factor in employees' decisions about potential employment and/or continued employment. In particular, the results show that almost all areas of CSR, except cooperation with the local communities, are important to employees. The survey also provides a clear answer as to which CSR initiatives benefiting employees of SME companies are the most important for them.

The conducted research fills a gap in CSR related studies on the SME sector in Poland. This is important, given the significant share of SME sector companies in the market in Poland and around the world.

Several organizations decided to work remotely after the Indian Government proclaimed a state of emergency on March 24, 2020, to prevent the spread of COVID-19. Employees across all industries, particularly the Generation-Y, were stressed as a result of the COVID-19 outbreak. The purpose of this study is to fills that gap by looking at the effects of occupational stress factors (such as coworker support, work–life balance [WLB] and role expectation conflict) on Generation-Y employees in the educational sector during COVID-19.

The causes and consequences of the three occupational stresses listed above were investigated. In total, 231 surveys from workers at private and public educational institutions in India were analyzed using partial least square-structural equation modeling analysis.

The results revealed that support from coworkers greatly reduced job stress, the WLB had a positive impact on the work and personal lives, and the lack of role specification in Generation-Y employees had a negative impact on their job performance.

This study has considered the occupational stress variables among Generation-Y in the era of COVID-19, which need attention to improve the performance of the academic sector.

This chapter analyzes key concepts involved in the development of a well-being organizational culture, as well as theoretical proposals to promote this type of culture at work. It reflects on how companies can – drawing from this effort – articulate the Sustainable Development Goals (SDGs) in their management, strengthen their sustainability, and contribute to sustainability in their societies and exemplify how this topic has been dealt with during the pandemic in several organizations.

Building on the emerging literature on the psychology of working theory, this study aims to examine the impact of decent work on employees’ mental health as well as the association between the dimensions of decent work on employees’ mental health.

Quantitative data were collected from 260 employees working in the Ghanaian mining industry.

Data analysis showed a positive significant relationship between decent work and employee mental health. Furthermore, access to health care, adequate compensation and hours that allow for free time and rest related positively and significantly with employee mental health. However, the relationships between physical and interpersonal safe working conditions, organizational values that complement family and social values and employee mental health were not significant.

The findings extend the emerging literature relative to the influence of decent work on mental health in developing country context, specifically, sub-Saharan Africa where concerns for decent work have become extremely relevant because of the experience of extreme poverty and unemployment that characterize the region.

This conceptual article outlines the known effects of employee monitoring on employees who are working remotely. Potential implications, as well as practitioner suggestions, are outlined to identify how practitioners can create more supportive employee experiences as well as apply these to workplace health management scenarios.

This overview is based on a selective and practically oriented review of articles that hitherto considered the health implications of remote workers being monitored electronically over the last two years. This overview is subsequently complemented by a discussion of more recent findings that outline the potential implications of monitoring for remote employees, employees' work experience and workplace health management.

Several practitioner-oriented suggestions are outlined that can pave the way to a more supportive employee experience for remote workers, who are monitored electronically by their employers. These include the various health and social interventions, greater managerial awareness about factors that influence well-being and more collaboration with health professionals to design interventions and new workplace policies. Organizations would also benefit from using audits and data analytics from monitoring tools to inform their interventions, while a rethink about work design, as well as organizational reviews of performance and working conditions further represent useful options to identify and set up the right conditions that foster both performance as well as employee well-being.

The article outlines practitioner-oriented suggestions that can directly and indirectly support employee well-being by recognizing the various factors that affect performance and experience.

The purpose of this paper is to study individual sustainability competencies and its linkage toward building innovation capabilities. This study explores the interrelations between individual-level competencies with organizational-level capabilities.

Thematic content analysis is used to analyze the qualitative interview data from 22 experts working in the sustainability departments of large corporations in India. The respondents were chief sustainability officers, sustainability managers or general managers responsible for driving sustainability in their organizations.

This study identifies individual sustainability competencies into two sets. First being cognitive competencies and the second being emotional competencies. The cognitive competencies identified are systems thinking, future orientation and perspective-taking (cognitive empathy). The affective or emotional competencies identified are connectedness to nature, sense of transcendence of time and empathic concern. The competencies enhanced innovation through the development of stakeholder capabilities and organizational learning capabilities.

This study provides new insight regarding the link between both cognitive and emotional competencies and organizational capabilities for innovation.

This study appraises the role of individual sustainability competencies on innovation. This study indicates the importance of developing sustainability competencies at the individual level to drive innovation.

This paper provides novel insights on sustainability competencies and its link with innovation. The conceptualization of competencies was made as cognitive and emotional skills. Furthermore, its relationship with innovation capabilities advance the understanding of the individual contribution to innovation.