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This paper describes the work that was necessary to eliminate CFC (chlorofluorocarbon) cleaning solvents in the post‐soldering defluxing operation during assembly of printed wiring assemblies (PWA) in an off‐shore electronics manufacturing plant. The pressures—both external and internal—to utilise environmentally clean processes are becoming increasingly great in off‐shore manufacturing facilities, just as throughout the US. However, as will be shown in this paper, producers of electronic equipment must continue to ensure that a high level of product performance and reliability is not sacrificed when going to more environmentally favourable materials and processes. The study described here consisted of examining several water‐soluble flux materials, measuring ionic contamination levels of both Freon® TMS‐cleaned and water‐cleaned assemblies, and functional testing of the assembled devices at various levels of functional test severity. Materials, methods and actual physical data are presented in this paper.

The purpose of this paper is to integrate Greenberg's perspective on the connection between injustice and stress in order to clarify the role of organisational justice, burnout and organisational commitment in the understanding of absenteeism.

The study was carried out among 457 workers of a large healthcare establishment in the Canadian public healthcare sector. The model was tested using structural equation methods.

The results reveal that procedural and interactional justices have an indirect effect on exhaustion through distributive injustice. Moreover, it was found that distributive injustice is indirectly linked to short‐term absences through exhaustion. By contrast, the relationship between distributive injustice and long‐term absence can be explained by two mediating variables, namely, exhaustion and psychosomatic complaints.

In spite of the non‐longitudinal nature of this study, the results suggest that the stress model and the medical model best explain the relationship between organisational injustice and absenteeism, while the withdrawal model via organisational commitment is not associated in this study with absenteeism.

Healthcare managers should consider the possibility of better involving employees in the decision‐making process in order to increase their perception of procedural and interactional justice, and indirectly reduce exhaustion and absenteeism through a greater perception of distributive justice.

For the healthcare sector, the need to reduce absenteeism is particularly urgent because of budget restrictions and the shortage of labour around the world.

This is one of the first studies to provide a complete model that analyses the stress process in terms of how organisational justice affects short‐ and long‐term absences, in a bid to understand the specific process and factors that lead to shorter and longer episodes of absence.

In this chapter, we will be describing the situation of minority groups in the labour market and in organizations in Québec and Canada. We will be focussing mainly on the situation of women and ethnocultural minorities. First, we will present a statistical picture of their situation. Second, we will explore in more depth the situation of two ethnocultural groups – the Maghrebians and the French – in Québec, ¹ to demonstrate the complexity of the situation of minority groups that cannot be portrayed by statistics alone. Then, third, we will examine some tensions specific to Western societies that have an impact on the dynamics of culturally diverse enterprises. This assessment will show that even though much progress has been made, especially for women, there is still much to do to ensure full equality and greater fairness between minority and majority groups in Québec and Canada. Furthermore, by means of a more qualitative analysis of the situation of these two ethnocultural groups, we will see that statistics do not tell the whole story.

This chapter examines the difficulties teachers currently face while attempting to teach toward more justice, more equity, and more healing in an increasingly challenging political climate. The author explores how Critical Race Theory (CRT) has been used by activists and politicians on the far right to shut down good faith debates about what students should learn about race in America and in the teaching of American history. The author suggests how progressive educators and teacher educators can best respond in this political moment and reclaim the debate over our shared values of freedom, justice, and democracy.

The Printemps Érable has become a landmark event in the history of Québec’s student movement. The Printemps Érable protesters expressed demands on several fronts, including the freezing of tuition fees, free education, the preservation of a just and universal student loans and bursaries programme, the right of access to higher education for all the province’s youth and freedom of association. The 2012 movement echoed protests in the 1950s. This chapter provides an overview of the history of student protest over fees and access to higher education in Québec and considers its implications for student struggles more widely. The Printemps Érable ultimately led to the freezing of tuition fees. It also ensured the preservation of the universal student loan and bursary programme, and reaffirmed the students’ right to free association. This chapter gives an historical overview of the student protest movement in Quebec, and ponders its impact on student struggles everywhere.

The present chapter aims to provide a holistic perspective by investigating how passion types can have a role on entrepreneurs’ target of passion with the integration of Hofstede’s cultural dimensions. A conceptual framework was administered in order to build the association between passion types and targets of passion in the light of the literature by which harmonious and obsessive passions are proposed to be the determinants of different targets of entrepreneurs’ passion. Additionally, based on the extant literature, the role of culture in shaping the entrepreneurs’ target of passion is addressed by utilizing Hofstede’s cultural approach. Seven major propositions were discussed to provide a comprehensive understanding of entrepreneurial passion and targets of passion.

Investigates what is happening in North America with regard to labour relations law. Examines, first, collective labour relations and labour law and, second, focuses on the legal regulation of the individual relationship, also known as employment law. Goes on to cover these two separate, but intertwined, entities in depth and as they are interpreted in both Canada and the USA. Concludes that labour law is changing and moving toward contractualization and proceduralization. Wonders whether labour law will be able to continue to play the role of protecting wage earners for which it was originally developed.

Using the theoretical lens of social capital, this paper provides insight into senior public relations (PR) professionals’ views on and attitudes towards digital communication in Singapore and Perth, Western Australia, and explores the fundamental question of PR purpose.

Drawing on Bourdieu’s theory of practice and in particular his notion of social capital, this exploratory study is based on the critical analysis of 31 semi-structured interviews with senior PR professionals in Singapore and Perth, Western Australia.

PR professionals concur with assumptions made in the extant literature regarding the potential of digital media for PR, despite broad agreement that the fundamentals of good communication have not changed. At its core PR is about counselling, relationships and the building of social capital. Hence, digital tools and platforms are typically being referred to as merely an extension of the PR toolkit. However, as illustrated within the context of influencer engagement, PR has increasingly adopted advertising-led models and has moved away from its core business of developing strategic relationships and goodwill, hence contributing to the convergence of previously distinct communication functions.

This paper is believed to be one of the first to look at the theory of social capital related to PR within a digital context. Further, it takes a holistic view of PR professionals’ views on working with digital media in two geographical locations that have been under-represented in scholarly work in the field of PR. While much of the extant literature has focussed on the benefits of social media for PR, this paper takes a critical look at current challenges, including the rise of social media influencers. The paper contributes to theory relevant to social capital as it looks at the convergence of the professions relevant to digital disruption and argues for PR claiming its distinctive attributes.

This paper examines the challenges posed for employers by gender equality in the workplace, in a seemingly favourable institutional context (the province of Quebec, Canada), and the reasons why employers adopt (or not) gender equality measures (GEMs) exceeding legal requirements.

The approach draws on both institutional theory and the strategic human resource management (SHRM) approach. Our research is based on a quantitative study involving human resource management professionals in Quebec (n = 296).

The results allow us to link GEMs with certain SHRM orientations (Yang and Konrad, 2011) and institutional pressures (Lawrence et al., 2009). The findings show that, for approximately two-thirds of the employers in the sample, gender equality was not a strategic priority. Consistent with our hypothesis, a greater number of GEMs were found when gender equality was a strategic priority for the employer. Unionization and legal requirements were also positively correlated with the presence of GEMs.

The findings indicate a combined effect of SHRM and institutions on GEMs. They point out the relative dependency of employers on the pressures stemming from the institutional framework, and it captures some of the current challenges involved in adopting a SHRM approach with a view to achieving gender equality.

Introduced into the literature a decade ago, grit originally defined as perseverance and passion for long-term goals has stimulated considerable research on positive effects primarily in the academic and military contexts, as well as attracted widespread media attention. Despite recent criticism regarding grit’s construct and criterion-related validity, research on grit has begun to spill over into the work context as well. In this chapter, the authors provide an overview of the initial theoretical foundations of grit as a motivational driver, and present newer conceptualizations on the mechanisms of grit’s positive effects rooted in goal-setting theory. Furthermore, the authors also draw attention to existing shortcomings of the current definition and measurement of grit, and their implications for its scientific and practical application. After establishing a theoretical understanding, the authors discuss the potential utility of grit for human resource management, related to staffing and recruitment, development and training, and performance management systems as well as performance evaluations. The authors conclude this chapter with a discussion of necessary and potential future research, and consider the practical implications of grit in its current state.