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The activewear industry would benefit from an evidence-based understanding of how activewear is incorporated into women’s lives and their changing participation in physical activity. Activewear brands may be missing the trend of women moving from organised sport to non-organised and individualised sport and recreation. The purpose of this paper is to explore the degree to which academic and industry research understood patterns and influences on female’s activewear consumption and identified what significant gaps are evident in understanding the drivers and industry trends that pertain to female consumers of activewear.

The systematic literature review sought academic and industry research papers. Articles were selected if they included female participants; and/or addressed consumer related information; and focussed on active wear. Article findings were thematically analysed.

Most literature exploring activewear consumption fails to take gender into consideration or explore unique female consumer profiles. Females are bringing activewear into other parts of their wardrobe and place more value on fashion, even for sports attire. Research identified the need for activewear brands to consider lifestyle, emotional and personality elements of consumer behaviour. However a specific focus on women’s branding was absent. Women’s age and generation influenced their activewear consumption. Although some industry reports discussed the shift in use of activewear, no studies explored the impact of the critical shift in women’s physical activity patterns on the activewear industry.

This review identifies the gap in knowledge regarding women’s activewear consumption patterns and needs, and the importance of reflecting the changes in female physical activity participation. It also links marketing and design of women’s activewear to the needs of female consumers based on their actual patterns and trends in physical activity. The findings are relevant to activewear researchers, brands, marketers and producers.

The purpose of this paper is to explore a health program comprising the individual experiences, successes and setbacks of adults in an individually tailored, community-based smoking intervention and physical activity program. The program incorporated physical activity consultation (PAC) and phone support from the well-established Quit smoking cessation program, and in partnership with Melton City Council, Victoria, Australia.

Expert facilitators in PAC led the intervention. The program was titled “ActivePlus” and the intervention was conducted for eight weeks. Post-program facilitator guidance continued for three weeks and follow-up on participants was conducted at week 24. Five participants continued to week 24 and were interviewed. Three case descriptions were chosen as a sample to analyse using descriptive content analysis to illustrate the range of experiences, successes and setbacks reported by these individual participants.

Smoking reduction/cessation results varied among cases, but increases in PA were sustained. Participants valued the expert support of PAC facilitators, though usage and appraisal of Quit telephone smoking cessation services was mixed. The individually tailored PAC was valued by participants, who felt it also contributed to their smoking reduction/cessation goals.

In future, the intervention would benefit from the same ongoing support in smoking cessation as the PAC. Practitioners should consider the benefit of including PAC in smoking cessation interventions. However, such interventions should be individually tailored and include facilitation by a PAC and a smoking cessation expert.

Few studies have looked at completely individualised smoking cessation interventions using PAC. The current study also addresses the recommendations of previous research to investigate the use of more intense PA intervention supported by expert PAC facilitation.

There is limited empirical literature on the effectiveness of leadership coaching in healthcare settings. The purpose of this paper is to explore the efficacy of leadership coaching for individuals implementing strategic change in the Australian public health system.

Using a within-subjects (pre-post) design, participants (n=31) undertook six one-hour coaching sessions. Coaching was conducted by professional leadership coaches. Both quantitative and qualitative data were collected.

Participation was associated with significant improvements in goal attainment, solution-focused thinking, leadership self-efficacy, perspective-taking capacity, self-insight and resilience, and ambiguity tolerance. There were significant reductions in stress and anxiety. The benefits of coaching transferred from the workplace to the home. Many participants reported being able to use insights gained in coaching in their personal lives, and reported better work/life balance, less stress and better quality relationships at home.

Few studies have provided evaluation of leadership coaching in healthcare setting. Leadership coaching in the public health system may be an important methodology for facilitating goal attainment and fostering resilience in this vital social sector, benefiting workers in the health services, their families and ultimately their patients and the broader community.

The Secretary of State for Education and Science, Mr Anthony Crosland, made a statement in the Commons on the development of higher education.

This paper aims to explore some of the practical challenges boards face in setting chief executive officer (CEO) pay to show why the failure to see considerable overlap between pay and performance may not be due to poor governance.

This paper critically explores the different types of pay reported in public sources (actual vs realized) and the types of performance measures used in CEO pay research. This paper then conceptually reviews the broader governance responsibility of boards, particularly the hiring and firing of CEOs and the impact these decisions have on CEO pay.

The authors suggest that much of the lack of overlap between pay and performance may be because of misaligned timing of the pay and performance measures, differences between internally promoted and externally hired CEOs and severance packages of fired CEOs. They conclude that the lack of overlap may not signal failure on the part of boards, but rather may reflect the risk and uncertainty those boards face in hiring and firing of CEOs.

The analysis shows how using publicly available sources of pay and performance data ignores the practical challenges that boards face in setting pay, and suggests greater care be given to future research purporting to show that boards are failing in their governance responsibilities.

CEO pay may not be as misaligned with performance as many researchers conclude, but may be due to the risks and uncertainty inherent in governance.

The distributive justice critique of CEO pay may not be valid.

As opposed to simply mining public databases, this paper more accurately describes some of the variables that impact how boards set CEO pay.

Objetivo – Este artículo explora alguno de los retos prácticos a los que se enfrentan los consejos de administración a la hora de fijar la retribución del CEO para mostrar que la falta de solapamiento entre retribución y resultados puede no deberse a un mal gobierno corporativo.

Diseño/metodología/aproximación – El artículo explora de forma crítica los diferentes tipos de retribución disponibles en fuentes públicas (actual vs realizado) y el tipo de medidas de resultados empleados en la investigación en retribución de CEOs. A continuación el artículo revisa conceptualmente las funciones del consejo de administración, en particular la de contratar y despedir al CEO y el impacto que estas decisiones tienen en la retribución del CEO.

Resultados – Proponemos que mucha de la falta de solapamiento entre retribución y resultados puede deberse a una falta de sincronía temporal entre las medidas de retribución y resultados, a diferencias los CEOs promocionados desde dentro y los contratados fuera, y los paquetes de indemnización de los CEOs despedidos. Concluimos que la falta de solapamiento puede no estar indicando fallos en la acción del consejo de administración, sino el riesgo y la incertidumbre al que se enfrentan estos consejos a la hora de contratar y despedir CEOs.

Limitaciones/implicaciones – Nuestro análisis muestra como usar fuentes públicas sobre retribución y resultados lleva a ignorar los retos prácticos a los que se enfrentan los consejos a la hora de definir la retribución, y sugiere que la investigación futura debe ser más cuidadosa cuando afirme que los consejos de administración no están realizando sus funciones correctamente.

Implicaciones prácticas – La retribución del CEO puede no estar tan mal alineada con los resultados tal y como muchos investigadores concluyen, sino que esto es un reflejo de los riesgos e incertidumbres inherentes al gobierno corporativo.

Implicaciones sociales – La crítica a la justicia distributiva de la retribución del CEO puede no ser válida.

Originalidad/valor – En oposición a simplemente explotar bases de datos públicas, este artículo describe con mayor precisión algunas de las variables que influyen en como los consejos definen la retribución del CEO.

Objetivo – Esse artigo explora alguns dos desafios práticos enfrentados pelos conselhos administrativos ao estabelecer a remuneração do CEO, a fim de mostrar porque a incapacidade de ver a correlação entre o pagamento e a performance pode não ser atribuída à má governança.

Design/método/abordagem – O artigo explora de forma crítica os diferentes tipos de remuneração relatados em fontes públicas (real vs já realizado), e os diferentes tipos de medidas de performance utilizadas em estudos sobre remuneração de CEO. O artigo também revisa conceitualmente as funções do conselho administrativo, especificamente a de contratar e demitir CEOs, e o impacto que essas decisões têm na remuneração do CEO.

Resultados – Nós sugerimos que grande parte da falta de correlação entre pagamento e performance ocorre devido ao desalinhamento entre as medidas de performance e o momento do pagamento, às diferenças entre CEOs promovidos internamente e contratados externamente, e a pacotes de indenização de demissão de CEOs. Nós concluímos que a falta de correlação pode não significar uma falha por parte do conselho administrativo, e sim um reflexo do risco e da incerteza que esses conselhos enfrentam ao contratar e demitir CEOs.

Limitações/implicações – Nossa análise mostra como o uso de base de dados de pagamento e de desempenho publicamente disponíveis ignora os desafios práticos que os conselhos administrativos enfrentam ao estabelecer a remuneração do CEO, e sugere que pesquisas futuras devem ser mais cuidadosas ao afirmarem que os conselhos administrativos estão falhando em suas responsabilidades de governança.

Implicações práticas – A remuneração do CEO pode não estar tão desalinhada com os resultados como concluem muitos pesquisadores, pois pode ser um reflexo dos riscos e incertezas inerentes à governança.

Implicações sociais – A crítica à justiça de distribuição do pagamento do CEO pode não ser válida.

Originalidade/valor – Em oposição a simplesmente explorar base de dados públicos, este artigo descreve de forma mais acurada algumas variáveis que impactam como o conselho administrativo estabelecem a remuneração do CEO.

This chapter appraised customary tenancy and Post COVID-19 agricultural development in Nigeria. In doing this, it discussed customary tenancy as an incident of customary tenure and the impact of Land Use Act 1978 in its evolutionary trend as a sustainable means of accessing land for long term agricultural business in Nigeria. The study made use of socio-legal research methodology involving doctrinal research method and an analysis of social context for information gathering. The primary source of law included the 1999 Constitution of the Federal Republic of Nigeria (as altered); the Land Use Act 1978 and related statutes as well as judicial precedents. The secondary sources included books, journal articles, conference proceedings, magazines, newspapers and the internet. The outcome of the study indicated that customary tenancy was a recognized method of accessing land for agriculture on long term basis among many ethnic groups in Nigeria, including but are not limited to Yoruba of Southwest and the Igbo of Southwest, Nigeria. That the method was predominantly used for agricultural purposes, and in agricultural communities. Third, that the Land Use Act 1978 did not stop the customary land practice, but rather recognized and encouraged its use through customary right of occupancy. Fourth, customary tenancy was found to have promoted access to land resources and reduction of tension and bitter acrimonies which could have been attendant to request for land resources in rural communities. It was recommended that efforts should be made by Governors who are trustees under the LUA to use their powers in the interest of the people and that reforms be undertaken to resolve latent contradictions in the Act. It was concluded that customary tenancy should be harnessed for sustainable Post COVID – 19 land use in Nigeria.

Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.

The overall goal of science is to build a valid and reliable body of knowledge about the functioning of the world and how applying that knowledge can change it. As personnel and human resources management researchers, we aim to contribute to the respective bodies of knowledge to provide both employers and employees with a workable foundation to help with those problems they are confronted with. However, what research on research has consistently demonstrated is that the scientific endeavor possesses existential issues including a substantial lack of (a) solid theory, (b) replicability, (c) reproducibility, (d) proper and generalizable samples, (e) sufficient quality control (i.e., peer review), (f) robust and trustworthy statistical results, (g) availability of research, and (h) sufficient practical implications. In this chapter, we first sing a song of sorrow regarding the current state of the social sciences in general and personnel and human resources management specifically. Then, we investigate potential grievances that might have led to it (i.e., questionable research practices, misplaced incentives), only to end with a verse of hope by outlining an avenue for betterment (i.e., open science and policy changes at multiple levels).

Compiled by K.G.B. Bakewell covering the following journals published by MCB University Press: Facilities Volumes 8‐18; Journal of Property Investment & Finance Volumes 8‐18; Property Management Volumes 8‐18; Structural Survey Volumes 8‐18.

Index by subjects, compiled by K.G.B. Bakewell covering the following journals: Facilities Volumes 8‐18; Journal of Property Investment & Finance Volumes 8‐18; Property Management Volumes 8‐18; Structural Survey Volumes 8‐18.