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Mental health promotion is a relatively new, evolving and very exciting area of public health. The challenge for mental health promotion in Australia is ‘weaving its many threads’ through the various areas of mental health policy, programs and service delivery.

This paper seeks to show appreciation for the collective endeavour of work practices based on varying degrees of dependence, interdependence and mutuality between at least two people. Such dependencies have to be concerned with how talent is used and how this use is an interaction between people, a process called talenting. The aim of this paper is to provide a method to explore talenting.

The paper provides a brief overview of recent debates relating to talent management (TM). This paper argues that TM seldom pays attention to work practices where performance is frequently a collective endeavour. A mapping method is explained to identify work practices and obtain narrative data. This paper provides a case to explore talenting in West Yorkshire Police.

In total, 12 examples are found and 3 are presented showing the value of various forms of dependency to achieve outcomes.

TM needs to move beyond employment practices to work practices. There is a need to close the gap between traditional TM employment practices, usually individually focused, and work practices which are most likely to require a collective endeavour.

There needs be ongoing appreciation of talenting to add to TM activities.

This paper recognises a more inclusive approach to TM based on work performance.

This paper, to the best of the authors’s knowledge, is probably the first enquiry of its kind.

Discusses attempts to meet in an accessible, equitable and high‐quality way, the health needs of 35,000 South Australians in 1.68 million square kilometres. Illustrates innovative work practices, developing teams and responses to regionalization.

This paper provides an overview of the main results of a Department of Health‐funded research project which investigated the quality and costs of residential supports for people with learning disabilities. The main findings were that the adjusted costs of community‐based supports were higher than residential campuses and village communities; within community‐based provision there were no statistically significant differences between the adjusted costs of supported living, small group homes and group homes for 4‐6 people; community‐based provision and village communities offered better care than residential campuses; there appeared to be distinct benefits associated with community‐based provision and village communities; within community‐based provision there were benefits associated with smaller size and supported living arrangements.

Many expatriates have difficulty building a social network that includes locals in Denmark, and they often find themselves in an “expatriate bubble” where they meet mostly with other expatriates. This is unfortunate because much culture learning can be gleaned from interacting with host country nationals, and a lack of contact can negatively influence expatriate well-being and satisfaction. This chapter first focuses on how expatriates build a social network when they are abroad. Interviews with five self-initiated expatriates show key factors that influence the building of a social network, such as attitude and motivation, similarities with the other, location, and cultural differences. Denmark, in particular, seems to be a difficult place to make local friends, compared to many other countries globally. Three main cultural characteristics might explain this difficulty: the homogeneity of Denmark in terms of culture and language, the value of equality that is engrained in Danish mentality, and Denmark being a specific and deal-focused culture. The chapter ends with recommendations for expatriates who do wish to connect with Danes.

The purpose of this paper is to take a serious look at the relationship between joint consultation systems at the workplace and employee satisfaction, while at the same time accounting for the (possible) interactions with similar union and management-led high commitment strategies.

Using new, rich data on a representative sample of British workers, the authors identify workplace institutions that are positively associated with employee perceptions of work and relations with management, what in combination the authors call a measure of the “good workplace.” In particular, the authors focus on non-union employee representation at the workplace, in the form of joint consultative committees (JCCs), and the potential moderating effects of union representation and high-involvement human resource (HIHR) practices.

The authors’ findings suggest a re-evaluation of the role that JCCs play in the subjective well-being of workers even after controlling for unions and progressive HR policies. There is no evidence in the authors’ estimates of negative interaction effects (i.e. that unions or HIHR negatively influence the functioning of JCCs with respect to employee satisfaction) or substitution (i.e. that unions or HIHR are substitutes for JCCs when it comes to improving self-reported worker well-being). If anything, there is a significant and positive three-way moderating effect when JCCs are interacted with union representation and high-involvement management.

This is the first time – to the authors’ knowledge – that comprehensive measures of subjective employee well-being are being estimated with respect to the presence of a JCC at the workplace, while controlling for workplace institutions (e.g. union representation and human resource policies) that are themselves designed to involve and communicate with workers.

The purpose of this paper is to explore employment perception of students as a relevant indicator of higher education quality, using blended multi-criteria decision-making methods.

The differential impact of these variables was analyzed in this paper taking a sample of 641 students and six higher education lecturers identified as experts on young vocational careers. The traditional study of student behavior and perceptions of employability does not incorporate the uncertainty associated with multi-criteria decision processes and is therefore less adapted to the human reasoning process. This research applies traditional techniques together with fuzzy techniques capable of managing more effectively the uncertainty associated with student actions and behaviors.

This research shows that it is important to consider previous work experience, academic achievement and soft skills developed during education experiences. In this way, this research shows the lecturers how to adapt their pedagogical practices according to students' perceptions of employability and assess their students' perceptions of employability. In addition, lecturers will be able to incorporate the uncertainty associated with decision-making processes to optimize employability perception.

Higher education-related research on uncertainty environments as multi-criteria decision problems is still in early stages. The incorporation of the uncertainty associated with decision-making processes to this field allows to optimize employability perception thanks to its adaptation to real human behavior in the adoption of decisions.