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Utilising the job demands-resources (JD-R) model, the purpose of this paper is to examine how aspects of the psychosocial work environment (namely, job demands and resources) are associated with presenteeism, and in particular, whether they are indirectly related via burnout and work engagement.

A cross-sectional survey of 980 working Australians measured the relationships between job demands (i.e. workplace bullying, time pressure and work-family conflict), resources (i.e. leadership and social support), burnout, work engagement and presenteeism. Path analysis was used to test the proposed hypotheses whilst controlling for participant demographics (i.e. sex, age, work level, duration and education).

Higher job demands (workplace bullying, time pressure, and work-family conflict) and lower job resources (leadership only) were found to be indirectly related to presenteeism via increased burnout. While increased job resources (leadership and social support) were indirectly related to presenteeism via improved work engagement.

The findings are consistent with the JD-R model, and suggest that presenteeism may arise from the strain and burnout associated with overcoming excessive job demands as well as the reduced work engagement and higher burnout provoked by a lack of resources in the workplace. Intervention programmes could therefore focus on teaching employees how to better manage job demands as well as promoting the resources available at work as an innovative way to address the issue of rising presenteeism.

This study is important as it is one of the first to examine the theoretical underpinnings of the relationship between presenteeism and its antecedents.

In many countries there is emerging concern regarding alliances between the pharmaceutical industry and health non‐profit organizations (NPOs), and the increase of co‐sponsored marketing activities such as disease awareness advertising. The current study aims to explore Australian women's perceptions of disease awareness advertising with differing sponsors, to determine whether their attitudes towards the sponsor and their reported behavioural intentions differ as a function of the perceived sponsor or co‐sponsor.

Older women (aged 50+) were approached by mall‐intercept method in a metropolitan area in New South Wales, Australia. Consenting participants were randomly assigned an advertisement with an NPO sponsor, pharmaceutical company sponsor, or a combination of the two (co‐sponsored). Each participant viewed advertisements for two health conditions (fibromyalgia and osteopenia) with the same sponsor manipulation, and completed a one‐page questionnaire after reading each advertisement.

Participants had significantly more positive attitudes towards the NPO‐sponsored advertisement than the pharmaceutical company‐sponsored advertisement or the co‐sponsored advertisement. Participants with more positive attitudes towards the sponsor were significantly more likely to report an intention to take action, such as to look for more information or to talk to their doctor.

The results suggest that an NPO‐sponsored advertisement promoting awareness about a disease or health condition is more effective without the co‐sponsorship of a pharmaceutical company.

This is the only identified research into attitudes towards sponsors of disease awareness advertising that considers pharmaceutical companies and health NPOs and is important, given the increasing trend of disease advertising and cause‐related marketing in Australia and internationally.

This year's conference, organised by ASME, covered a diversity of subjects presented over a four day period. The following are precis of two papers we considered to be of particular interest to Readers of Aircraft Engineering.

As a rule, business books published today are backing off from lectures and theories, and are instead featuring more situation‐oriented illustrations of the basic concepts everyone already recognizes as right. What better place to get these anecdotes than from the horses' mouths? This batch gathers together the personal stories of top American business leaders, circa the late‐1990s, as told by themselves—with a little help from professional writers. The autobiographies represent hardcore, old‐fashioned industry (Lockheed), innovative industry (Nucor), service (Marriott), retail (Starbucks), and real estate/empire building (Trump).

Two questions broadly drove this research: Donald Trump promised to fix the economy and create jobs, and he is ending or renegotiating trade treaties. Is he creating more jobs? How can Trump create a more inclusive economy? The paper aims to discuss these issues.

This paper closely examines Trump’s economic policies and draws from past Democratic and Republication track records to explain how Trump’s policies will contribute to greater income inequality.

By all measures, President Trump fails on measures of equality, diversity, and inclusion.

This original paper examines the implications of the Trump administration’s policies in the areas of tax cuts (for small- and medium-sized enterprises rather than large corporations), incentives to support small business growth, entrepreneurship training, education and skills training (to retool Americans), and infrastructure spending.

Interest in psychological resilience has grown rapidly in the last couple of decades (Britt, Sinclair, & McFadden, 2016; King & Rothstein, 2010; Youssef & Luthans, 2007). Psychological resilience occurs when a person can “recover, re-bound, bounce-back, adjust or even thrive” in the face of adversity (Garcia-Dia, DiNapoli, Garcia-Ona, Jakubowski, & O’flaherty, 2013, p. 264). As such, resilience can be conceptualized as a state-like and malleable construct that can be enhanced in response to stressful events (Kossek & Perrigino, 2016). It incorporates a dynamic process by which individuals use protective factors (internal and external) to positively adapt to stress over time (Luthar, Cicchetti, & Becker, 2000; Rutter, 1987). Building on the dual-pathway model of resilience, we integrate adaptive and proactive coping to the resilience development process and add a heretofore unexamined perspective to the ways in which resilience changes over time. We propose that resilience development trajectories differ depending on the type of adversity or stress experienced in combination with the use of adaptive and proactive coping. We outline the need for future longitudinal studies to examine these relationships and the implications for developing resilience interventions in the workplace.

This chapter provides an extensive review of literature on the interaction between and interdependence of informal and formal working practices in various workplace settings. The aim of the chapter is to elucidate the organisational, managerial, human relations and social factors that give rise to informal work practices and strategies, on the shop-floor not only at workers and work group levels but also at supervisory and managerial levels. This chapter helps the reader to understand the informal work practice of making a plan (planisa) in a deep-level mining workplace.