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As a movement for alternative means of food production and consumption has grown, so, too, have civic efforts to make alternative food accessible to low-income persons (LIPs). This article examines the impact of alternative food institutions (AFIs) on low-income communities in the United States and Canada, focusing on research published since 2008.

Through a three-stage literature search, I created a database of 110 articles that make empirical or theoretical contributions to scholarly knowledge on the relationship of AFIs to low-income communities in North America. I used an in vivo coding scheme to categorize the impacts that AFIs have on LIPs and to identify predominant barriers to LIPs’ engagement with AFIs.

The impacts of AFIs span seven outcome categories: food consumption, food access and security, food skills, economic, other health, civic, and neighborhood. Economic, social and cultural barriers impede LIPs’ engagement with AFIs. AFIs can promote positive health outcomes for low-income persons when they meet criteria for affordability, convenience and inclusivity.

This review exposes productive avenues of dialogue between health scholars and medical sociology and geography/environmental sociology. Health scholarship offers empirical support for consumer-focused solutions. Conversely, by constructively critiquing the neoliberal underpinnings of AFIs’ discourse and structure, geographers and sociologists supply health scholars with a language that may enable more systemic interventions.

This article is the first to synthesize research on five categories of alternative food institutions (farmers’ markets, CSAs, community gardens, urban farms, and food cooperatives) across disciplinary boundaries.

Understanding whistleblowing behavior by identifying preferred reporting channels and associated personality characteristics can aid organizations in their attempts to encourage whistleblowing. The authors investigate whether both Dark Triad characteristics and gender affect whistleblowing intentions and whistleblowing channel preferences. Using a sample of undergraduate business students, the authors find individuals with higher levels of Dark Triad personality characteristics indicate that they are less likely to blow the whistle than individuals with lower levels of Dark Triad personality characteristics. They are also more likely to use non-anonymous channels over anonymous channels and individuals with lower levels of Dark Triad personality characteristics show the opposite channel preference. The authors also find women more likely to report, and when reporting, they prefer anonymous over non-anonymous channels. The results provide support for organizations in cultivating an organizational culture that promotes communication among employees and potentially includes incentives to promote whistleblowing.

This article identifies the contextual demands impacting the work from home (WFH) experience during the COVID-19 pandemic and considers their respective impact on employees' personal and work-related outcomes.

Drawing on a qualitative methodology, the authors thematically analyzed written narratives from 41 employees who had been required to work from home during the COVID-19 pandemic.

Data analysis identified four layers of contextual demands (omnibus, task, social and personal) that had resulted in participants being required to work from home. Drawing on this finding, the authors develop a conceptual process model to extend current theory and explain how the respective demands impact individual affective reactions and work-related experiences, health and wellbeing. The authors’ findings offer new insights into contexts where WFH becomes mandatory, indicating that it is characterized by a range of challenges and opportunities.

This paper signals the need to provide employees with a realistic preview of working from home demands, including interventions to better prepare them to navigate the daily stressors of working from home; and provision of virtual employee assistance programs in the form of online counseling.

This paper explores a unique phenomenon – the mandatory requirement to work from home during the COVID-19 pandemic and its impact on employees' personal and work-related experiences and outcomes.