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The International Ergonomics Association (IEA)'s definition of HF/E includes the following:Ergonomics (or human factors) is the scientific discipline concerned with the understanding of interactions among humans and other elements of a system, and the profession that applies theory, principles, data and methods to design in order to optimize human well-being and overall system performance … Organizational ergonomics is concerned with the optimization of sociotechnical systems, including their organizational structures, policies, and processes. (IEA Council, 2000)

This study summarises the results of a cognitive‐behavioural treatment group for sexual offenders (n=14) with intellectual limitations in the community.

All participants were convicted sex offenders serving probation orders or prison licences who attended a 14‐month treatment programme designed for sex offenders with intellectual limitations. The programme comprised of five main components: sex education; cognitive distortions; offending cycle; victim empathy; and relapse prevention. All participants completed psychometric measures specifically designed for people with intellectual limitations before and immediately after completing the treatment programme. The four core measures include: Victim Empathy; Sexual Attitudes and Knowledge Assessment (SAK); Questionnaire on Attitudes Consistent with Sexual Offenders (QACSO); and Sex Offences Self‐Appraisal Scale (SOSAS).

Post assessment results reveal significant improvements in sexual offence related attitudes; reductions in attitudes relating to cognitive distortions and pro‐sexual assault beliefs; and significant improvements in victim empathy.

Although none of the participants have been reconvicted for committing new sexual offences during the follow‐up period, given that the follow‐up was restricted to 12 months post‐treatment, it is not possible to conclude this intervention was successful in reducing risk of sexual recidivism.

The results from this study support the use of cognitive‐behavioural approaches in demonstrating positive cognitive shift (reconstructing cognitive distortions and attitudes to victim empathy) for sexual offenders with intellectual limitations.

Contemporary studies and reports point to the potential of value‐added products as an alternative income stream as well as a means of extending the product line of many agriculturalists. While there is a well documented growth of initiatives and interest in the establishment of commercial kitchen technologies to develop value‐added products in many rural communities, such growth has not been accompanied by research, particularly relating to the producers' perspective on such developments. This study seeks to examine the extent to which small farm operators in one rural Alabama community are interested in becoming involved with value‐adding their product line.

A total of 33 small growers from Chilton County, Alabama, participated in this study by completing a questionnaire.

The findings demonstrate that much of what respondents grow could be further processed into value‐added products. Also, while almost one‐fourth of the participants acknowledge the need for a commercial kitchen, the majority are interested in both selling blemished/unmarketable produce for processing and forming a group to work towards adding value to their produce. The findings also point to the fact that the concept of value‐adding produce and the implications for the same area are little understood amongst many rural farmers.

Both the chosen geographical/physical location of the farms – that is, in one single farming community – and the low number of participating businesses limit the generalisability of the findings. However, the study's overall findings could be of assistance to future research efforts and, in particular, replication studies in other rural areas.

Many farmers could maximise their produce by means of developing value‐added products and could potentially increase their revenues in the process. However, other gains may be of equal or more importance. For instance, extending an area of their business and fully utilising their produce's intrinsic rewards, learning experiences and increased motivation could have important implications for many rural communities and farming industries.

This study seeks to fill the existing gap of knowledge with regard to small farmers' perceptions on maximisation of their produce, an area closely related to value‐added product development. To date, research on the farm operator perspective with regard to these dimensions continues to be limited.

THE London and Home Counties Branch is fortunate in having close at hand watering places which can house its Autumn or other Conferences conveniently. Hove in fair weather in October is a place of considerable charm; it has many varieties of hotel, from the very expensive to the modest; it is used to conferences and the hospitality of the Town Hall is widely known. This year's conference was focused in the main on problems of book‐selection which, as one writer truly says, is the main purpose of the librarian because all his possibilities hang upon it. The papers read are valuable because they appear to be quite unvarnished accounts of the individual practice of their writers. Of its kind that of Mr. Frank M. Gardner is a model and a careful study of it by the library worker who is in actual contact with the public might be useful. For his methods the paper must be read; they are a clever up‐to‐minute expansion of those laid down in Brown's Manual with several local checks and variations. Their defects are explained most usefully; there is no examination of actual books before purchase and bookshops are not visited, both of which defects are due to the absence in Luton of well‐stocked bookshops; a defect which many sizeable towns share. We find this remark significant: “The librarian of Luton in 1911 had a book‐fund of £280 a year for 30,000 people. I have nearly £9,000 for 110,000. But the Librarian in 1911 was a better book‐selector than we are. He had to be, to give a library service at all. Every possible purchase had to be looked at, every doubt eliminated.” We deprecate the word “better”; in 1911 book‐selection was not always well done, but Brown's methods could be carried out if it was thought expedient to do the work as well as it could be done. The modern librarian and his employers seem to have determined that the whole of the people shall be served by the library; that books shall be made available hot from the press, with as few exclusions as possible. No librarian willingly buys rubbish; but only in the largest libraries can a completely comprehensive selection practice be maintained. Few librarians can be quite satisfied to acquire their books from lists made by other people although they may use them for suggestions. How difficult is the problem Mr. Gardner demonstrates in connexion with books on Bridge; a shelf of apparently authoritative books might possibly contain not one that actually met the conditions of today. If this could be so in one very small subject, what might be the condition of a collection covering, or intended to cover, all subjects? Librarians have to be realists; orthodox methods do not always avail to deal with the cataract of modern books; but gradually, by cooperative methods, mechanical aids and an ever‐increasing staff devoted to this, the principal library job, much more may be done than is now possible.

The author reflects on her journey to becoming a Black female full professor at a Historically Black College and University (HBCU). Additionally, she summarizes the research on the successes and challenges for women professors, Black professors more broadly, and Black female professors, more specifically, to contribute to a deeper understanding of the positionality and stance of Black women professors. Although HBCUs are higher education institutions where Black female professors achieve tenure in the greatest percentages, the author highlights the intersection of race and gender and the unfortunate gendered power dynamics in these spaces that frequently place Black female faculty at a disadvantage. The chapter concludes with strategies for Black women professors to survive and thrive in academia, in general, and at HBCUs, more specifically.

The socializing of hate and its saturation on platforms as a resonant and emotional connection online reveal the networked nature of convergent platforms which pump hate as a mechanism of connection and fracture in society in the post-digital age. The violence of hate and negative sentiments online morph to appropriate a multitude of manifestations from cyberbullying and revenge porn to trolling and memes as subversive, denigrative humour. Social media, designed through an architecture for sharing and transaction, distributes hate as a popular sentiment, building connections with disparate communities through the articulation of hate for fellow humans and humanity at large. Trauma induced through hatred and bullying as an active aspect of social media platforms and interactivity distribute sentiments through its excess and disproportionality. This chapter interrogates the sentiment of hate and its workings on social media as a technology of trauma in distributing hate as a form of communion.

This purpose of this study is to understand how the spread of audit culture and the related public sector reforms have affected Finnish universities’ organization principles, performance measurement (PM) criteria and ultimately their reason for being.

Applying extensive qualitative data by combining interview data with document materials, this study takes a longitudinal perspective toward the changing Finnish higher education field.

The analysis suggests the reforms have altered universities’ administrative structures, planning and control systems, coordination mechanisms and the role of staff units, as well as the allocation of power and thus challenged their reason for being. Power has become concentrated into the hands of formal managers, while operational core professionals have been distanced from decision making. Efficiency in terms of financial and performance indicators has become a coordinating principle of university organizations, and PM practices are used to steer the work of professionals. Because of the reforms, universities have moved away from the ideal type of professional bureaucracy and begun resembling the new, emerging ideal type of competitive bureaucracy.

This study builds on rich, real-life, longitudinal empirical material and details a chronological description of the changes in Finland’s university sector. Moreover, it illustrates how the spread of audit culture and the related legislative changes have transformed the ideal type of university organization and challenged universities’ reason for being. These changes entail significant consequences regarding universities as organizations and their role in society.

Discrimination is a widespread problem in organizations and has been linked to a variety of negative personal and organizational outcomes (e.g., Hughes & Dodge, 1997; Jones et al., 2016). Confronting is one way to assuage these harmful outcomes. However, several factors can influence whether these confrontation behaviors take place. First, for individuals to confront, they must recognize the discrimination, interpret it as an emergency, take responsibility, identify a response, and decide to intervene (Ashburn-Nardo et al., 2008). In addition, factors like identity, type of prejudice, confrontation tone, and relationship to the perpetrator can influence decisions to confront, as well as the outcomes associated with these confrontation behaviors. Overall, this chapter reviews the literature on the antecedents, outcomes, and moderators associated with confrontation. Moreover, this chapter provides recommendations for organizations and future researchers based on the reported findings.

People go into employment for a range of reasons. One of those is usually to find a sense of meaning, as humans are meaning‐seeking animals.In the public sector there is even more likelihood of some kind of ‘calling’. This may not be a religious call, or even an overtly spiritual one, but there will usually be some sense in which the role and the individual reach out to one another.In a time of recession and strain on public finances and services, leaders need to work in a way that appeals to the spirit, the vocation in each person and the team.