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Professional careers have become more precarious in recent decades. Corporations today engage in downsizing even during profitable times, a practice that impacts workers throughout the labor force, including those with advanced degrees. Using a case study of women geoscientists in the oil and gas industry, I investigate how the increasing precariousness of professional careers reinforces gender inequality. The compressed cycle of booms and busts in the oil and gas industry permits an investigation into how women fare in precarious professional jobs. Extending gendered organization theory, I argue that three mechanisms are built into professional careers today that enhance women’s vulnerability to layoffs: teamwork, career maps, and networking. I illustrate how these mechanisms disadvantage women with in-depth portraits of three geoscientists who lost their jobs during the recent downturn in oil prices. Their personal narratives, collected over a 3-year period of boom and bust, reveal how a particular multinational corporation is structured in ways that favor the white men who dominate their industry. The rhetoric of diversity obscures the workings of gendered organizations during good times, but when times get tough, management’s decisions about whom to lay off belies the routine practices the reproduce men’s advantages within the industry.

This paper aims to provide a scale of measure that is based on the antecedents of environmentally friendly consumption, which will measure multifaceted profiles and apply to several product categories over the long term.

The list of antecedents is derived from the literature and a qualitative study. Exploratory and confirmatory analyses using two samples of respondents are conducted to validate the scale.

The results suggest the use of a scale with three multi-dimensional facets when examining the antecedents of environmentally friendly consumption. The first facet is called “barriers to purchase” and has a four-dimensional structure; the second facet is called the “relationship with the product” and has a two-dimensional structure; and the third facet is called the “propensity to consume environmentally friendly products” and has a four-dimensional structure.

Future research should seek to test and confirm the version of the global tool of measure proposed in this study.

Firms can use the tool to better understand the reasons to buy or not buy green products. They can now have multifaceted profiles to better comprehend environmentally aware consumption and to adapt their marketing strategies.

The tool of measure proposed here highlights the predictive indicators of green consumption based on its antecedents. Because these antecedents can differ not only in their nature but also in their intensity, combining them to develop a global tool is necessary.

The COVID-19 pandemic is considered a major disruptive event of this decade, raising unforeseen socio-economic implications worldwide. This novel virus has increased the influx of patients in hospitals, and healthcare organisations are facing unprecedented constraints in their operations to deal with increased demand and pressed capacity. Thus, this article evaluates the impact of the COVID-19 pandemic on healthcare systems' demand, resources and capacity and provides research directions.

This is a viewpoint article and uses timely information on healthcare operations from both scholars and managers, published by diverse sources during the COVID-19 outbreak.

The authors discuss the focus on “flattening the curve of infection” as a measure to protect healthcare, delay the impact of increased demand and reorientate healthcare supply chain practices. Furthermore, the authors evaluate the role of lean practices on managing demand and capacity and improving quality across healthcare operations and supply chain. Finally, the authors suggest research directions on modern operational issues that emerged during this pandemic, such as discussions around the sustainability of lean post-pandemic, “just in time” practices, inventory trade-offs and lack of organisational responsiveness during untenable events.

In this article, the authors provide a contemporary assessment of the implications of the COVID-19 pandemic on healthcare operations, underscoring main economic and operational elements that can be affected, such as unforeseen demand, resources and capacity shortage. Therefore, the authors assess that healthcare organisations, practitioners and governments have to anticipate operational and economic impacts and, ultimately, to reassess their plans to deal with such adverse events.

The present research has three goals: to examine the prevalence of smoke‐free workplace policies; to examine how coverage by a smoke‐free workplace policy differs among racial/ethnic groups; and to examine the impact of smoke‐free workplace policy (SFWP) coverage on health outcomes.

The research uses secondary analysis of data from the Behavioral Risk Factor Surveillance System (BRFSS) from 1998‐2006.

It was found that SFWP coverage is below government goals – especially for Hispanic workers and that SFWP coverage was associated with health outcomes.

The relatively slow progress in coverage by smoke‐free workplace policies during the last eight years suggests the possibility that a ceiling has been reached in smoke‐free workplace policy coverage. Limitations include factors that might negatively influence SFWP reporting (e.g. lack of knowledge about SFWP; language barriers), availability of data after 2006, and a cross‐sectional design for health outcomes.

The findings suggest that there is health value in SFWP, but that coverage is not at 100 percent and a federal‐level mandate might be necessary to reach that level. In situations where customers are allowed to smoke, it may be more difficult to justify and enforce a smoke‐free workplace policy.

This is the first study to examine SFWP coverage by race over time. This study allows for examination of progress toward published SFWP goals.

The purpose of this article is to examine the effect of housing type, relative to demographics, on householders' self-reported recycling across low-, medium- and high-density housing without recycling facilities by using the theory of planned behaviour.

A survey was conducted amongst 580 households across houses, townhouses and apartments in Pretoria, South Africa. The household member most responsible for recycling completed a self-administered questionnaire. Data were analysed using factor and reliability analyses, decision trees and multivariate analysis of variance.

Age was the strongest predictor; the older the respondent, the more likely the household recycled. Housing type was the second strongest predictor with a significant increase in recycling in houses compared to townhouses and apartments. Subsequent analyses focussed on young respondents to control for age. Housing type had an overall non-significant effect on the factors behind recycling. Post hoc tests, however, suggest that young respondents in townhouses and apartments felt significantly less able to recycle, particularly because of lack of space and support from managing agencies.

For recycling to be acceptable to young people in medium- and high-density housing, interior architects and site planners should find innovative ways to make individual and communal facilities as convenient and accessible as possible to tenants, owners and recycling companies. The role of managing agencies is also critical.

This study is one of the first to systematically examine recycling across three different housing types with recommendations for planning, design and further research.

The purpose of this paper is to report on the origins, development and early impacts of a Health Care Home (HCH) model of care being rolled out around New Zealand (NZ).

This paper draws on a literature review on HCHs and related developments in primary health care, background discussions with key players, and a review of significant HCH implementation documents.

The HCH model of care is emerging from the sector itself and is being tailored to local needs and to meet the needs of local practices. A key focus in NZ seems to be on business efficiency and ensuring sustainability of general practice – with the assumption that freeing up general practitioner time for complex patients will mean better care for those populations. HCH models of care differ around the world and NZ needs its own evidence to show the model’s effectiveness in achieving its goals.

It is still early days for the HCH model of care in NZ and the findings in this paper are based on limited evidence. Further evidence is needed to identify the model’s full impact over the next few years.

This paper is one of the first to explore the HCH model of care in NZ.

The purpose of this paper is to investigate the influence of visual information cues such as a heart icon vs the calories and fat content on the selection of healthy food in fast-food restaurants (FFRs).

An online survey design providing a fast-food menu was implemented to collect responses from the participants. The survey respondents were recruited from a large South-western university in the USA. The research model was tested using logistic regression.

Data analysis shows that visual information plays a significant role in healthy food selection in FFRs. The authors findings show that the heart icons have a statistically significant effect on food choices, while calories and fat content information did not affect the participants’ selections vs no information.

Dietary choices and obesity are a serious social concern. This study provides support for the effect of a heart icon symbol on food choice in fast-food selection. The implication is that labelling FFR menus with symbols such as our heart icon will have a positive impact on healthy food selection vs the more usual inclusion of calorie and fat information.

The purpose of this paper is to investigate if the presence of non-financial rewards (specifically work-life balance, learning, and career advancement) were able to influence the perceived attractiveness of a job offering. A secondary objective was to establish if there were demographic differences, specifically, gender, race, and age differences in the manner in which these non-financial rewards influenced the perceived attractiveness of a job offer.

A quantitative research approach was followed and a 23 full-factorial experimental design utilised. Data were collected with two questionnaires via convenience (non-probability) sampling. The first job attraction questionnaire assessed the perceived level of attractiveness to one of eight randomly assigned experimental conditions (stimuli) that were expressed as eight fictitious job advertisements. Employees who responded were from various industries (n=180). The data collected were analysed using descriptive statistics and a full-factorial ANOVA. A second questionnaire was used to assess the perceived attractiveness of various elements of a typical total rewards package. The validity and reliability of the second questionnaire was assessed using Exploratory Factor Analysis utilising the Principal Axis Factoring extraction method, employing a Direct Oblimin (i.e. Oblique) rotation, and calculating Cronbach α coefficients, respectively. Descriptive statistics were calculated for the composite factors or reward elements.

The non-financial reward elements (work-life balance, learning, and career advancement) were found to have statistically significant main effects on employees’ perceived attractiveness of a job offering. Gender was further found to also have a significant main effect, indicating that the presence of non-financial rewards was more attractive in job offerings for women than for men.

The sample group was obtained by means of convenience sampling and may not have been adequately representative of the target population.

Organisations may benefit from these results by implementing and/or emphasising non-financial rewards as part of a total rewards package when they attempt to attract or recruit potential employees. Organisations that seek to attract a higher number of female employees may benefit from the results by incorporating or further emphasising non-financial rewards as part of a targeted job offer.

Substantial research exists that has identified reward elements that are effective in attraction strategies, but the authors are unaware of any literature where use was made of an experimental design to empirically show that non-financial rewards effect/influence perceived job attractiveness. The current study succeeded in identifying that the presence of non-financial rewards, as part of a job advertisement led to significantly higher levels of job attractiveness in prospective employees. Also, that there are gender differences in the extent to which the presence of non-financial rewards effect perceived attractiveness of a job offer.