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In-work transfers are often seen as a good trade-off between redistribution and efficiency as they alleviate poverty among low-wage households, while increasing financial incentives to work. In the context of the recent economic downturn, they have been advocated to offset the disincentive effect of wage cuts and to cushion the negative redistributive impact of earnings losses and cuts in the minimum wage. We study this double effect for Ireland, a country deeply affected by the economic crisis, and for which existing in-work support policies are of limited scope. The employment and poverty effects of alternative policies are analysed thanks to counterfactual simulations built using a micro-simulation model, the Living in Ireland Survey 2001 and labour supply estimations. We focus on an extension of the existing scheme, the Family Income Supplement and its replacement by the refundable tax credit in force in the United Kingdom.

The purpose of this paper is to provide a synthesis of current and previous government policies and strategies, in relation to people with learning disabilities and employment, to facilitate a better understanding of the current situation and future challenges.

A search was completed to identify government policies relating to the employment of people with learning disabilities. Key policies were identified and their impact was discussed in the paper.

It appears there is a necessity to identify how successful pilot projects can be replicated on a national scale, with clear targets and measures and initial financial support to set up these services. Alongside this there is a need for interventions targeting not just employers, but the general population, educating people about the importance of including and valuing people with learning disabilities in the workforce.

It is important that policy is analysed and the impact of it is assessed to determine whether more action is necessary. This paper adds updates to some of the issues discussed in Melling et al.’s (2011) paper about “Supported employment for people with learning disabilities”.

This study aims to determine the efforts in the topic of women in the direction of corporate social responsibility (CSR) activities as one of the stakeholders of the companies.

This study is based on a survey of what has been written on the topic of women and CSR in Turkey. The data obtained, and the methodology used, come from Web sites belonging to the top 50 of Turkey’s 500 Big Industrial Organizations as determined by the Istanbul Chamber of Industry (ISO) and sustainability reports. The data obtained were assessed through content analysis; they were categorized by themes and sub-themes.

In analyzing the research data, CSR activities involving women as external and internal stakeholders were classified as direct, indirect or both.

Because this study is qualitative in nature, the findings cannot be generalized. At the same time, as the enterprises in the state sector do not have CSR links, the results focus primarily on the private sector.

The results indicate that there have been efforts in Turkey to consider women as stakeholders in CSR activities; however, these efforts are limited.

Women are a part of community and they are stakeholders to businesses. Businesses could support women with CSR activities.

A study such as this one of the role of women as stakeholders in Turkish enterprises may contribute to understanding the role of women in Turkey today.

The purpose of this editorial is to provide an overview of the wider debates concerning the evolution of work‐life balance practice and policy since the onset of the “Great Recession” of 2008 and to draw out some comparisons of the issues raised by the papers in the special issue by focusing particularly on the example of the UK.

The editorial analyses how the direction and pace of changes in work‐life balance practice and policy varies between different national contexts and welfare regimes and also asks whether, within the same national context, the changes taking place are always consistent.

The special issue draws together an international overview of work‐life balance measures which focuses particularly on measures for fathers, an EU‐wide analysis of the use of flexible employment and its relationship with work‐family conflict and a number of specific country case studies from Southern Europe where recession has been particularly severe (Spain and Italy) and the Southern hemisphere (Australia) where the recession has been less deep. It finds that economic crisis and austerity have resulted in a variety of labour market changes and policy responses in different national settings, some but not all of which map onto existing welfare regime typologies. The articles raise a wider set of questions about what type of policy best promotes employees' work‐life balance. The editorial argues in favour of legislative support for work‐life balance to help address structural inequalities.

This editorial and special issue is one of the first to review the small but growing literature on the effect of recession on individuals' experience of work‐life balance, organisations' approach to work‐life balance and reconciliation policy since 2008.

The concepts of “mindfulness” and “transformational learning” arise from several domains (i.e., traditional and positive psychology, organizational and social sciences, human and organizational learning and development) and are researched within numerous contexts. Given the need to be sensitive to the complexities of multiple levels for analyses (Hitt, Beamish, Jackson, & Mathieu, 2007), our discussion of individual mindfulness in organizations is centered on the micro level of analysis. This construct of individual mindfulness differs from two constructs at the macro, or organizational, level of analysis: “collective mindfulness” – the practices and processes high-reliability organizations employ to increase organizational reliability – and “mindful organizing” (Langer, 2000; Weick & Putman, 2006; Weick & Roberts, 1993; Weick & Sutcliffe, 2007; Weick, Sutcliffe, & Obstfeld, 2002).

This study investigates the moderating role of employee office location in the relationship between support-related job resources (i.e. organizational support for development, supervisor support) and work engagement among public sector employees.

An online questionnaire was completed by 2,206 digital services branch of public service employees in Canada. Structural equation modeling (SEM) was used to test office location as a moderator of job resources and work engagement.

The results indicate that office location moderates the relationship between organizational support for development and work engagement, such that this relationship is stronger for head office employees. Conversely, results show office location moderates the relationship between supervisor support and work engagement, such that this relationship is stronger for regional office employees.

The questionnaire was self-report in nature and from a single department. Future research should consider multiple sources of reporting and additional departments.

The current study suggests that to increase work engagement, public sector organizations need to offer head office employees more organizational support for development and regional employees more supervisor support.

The literature on public sector work engagement tends to study job resources as having universal effects on work engagement regardless of employees' place of work. This study suggests that certain resources matter more depending on office location.

The purpose of this paper is to explore the relationship between work-life balance, organizational pride and job satisfaction. When evaluating employee work-life balance the present paper takes into consideration two relevant antecedents: supervisor support and job autonomy; and explores their link with organizational pride and job satisfaction.

To verify the hypothesis, a questionnaire survey was used to collect data in a Spanish pharmaceutical organization; 374 responses were obtained. Structural equation modeling was used for the data analysis.

Data confirms the relationship between the analyzed constructs. The results support the hypothesized relationships of supervisor work-life balance support and autonomy with employee work-life balance. In addition, employee work-life balance is positively related with organizational pride and job satisfaction.

This study provides a useful measurement model that employers and employees can use to evaluate and improve work-life balance through job autonomy and supervisor support. Companies should pay attention to employee work-life balance to enhance organizational pride and job satisfaction. The research tries to help companies to more effectively use their human capital resources.

The paper addresses gaps in the current literature in work-life, organizational pride and job satisfaction. The results may serve as the criteria for managers to better enhance employee job satisfaction in organizations.

The purpose of this study was to explore how the Advanced Placement Summer Institute (APSI) supported Advanced Placement (AP) teacher's instructional needs considering the expansion of the AP program in recent decades.

A survey including Likert-style and open-ended questions was distributed to participants at one East Coast APSI to gather data, which were analyzed quantitatively. An exploratory factor analysis (EFA) was conducted on the Likert items to identify latent constructs, and two logistic regression (LR) models were run to predict what features of the professional development (PD) improved teacher perception of APSI. Open-ended constructs were analyzed by identifying and describing common themes.

The findings indicated that APSI improved teachers' perceived content knowledge and pedagogy and improved teachers' perceptions of their ability to better support student achievement, but that more focused professional learning was needed in working with academically diverse student learners in AP courses.

This study was limited to analysis of perception of teachers who attended one APSI training site, making it difficult to generalize without repeated measures.

This is the only multidisciplinary study connecting literature on effective PD to an analysis of the effectiveness of APSI for AP teachers.

The purpose of this paper is to test the predictive capabilities of the job strain model (JSM) on information systems (IS) professionals.

The JSM is tested by investigating whether perceived work demands, job control and social support can predict IS employee's psychological well‐being in terms of worker health and job satisfaction. A questionnaire survey, which contained valid and reliable scales for the aforementioned constructs, was completed by 89 respondents.

The results indicate that the JSM can be used to significantly predict employee's psychological well‐being in terms of worker health and job satisfaction among the IS professionals sampled in the UK. Contrary to previous research, however, non‐work related support was found to be more significant than work support in alleviating psychological strain.

The findings presented are not generalisable to the wider population of IS professionals in the UK due the small sample size. Thus, research involving additional samples is needed to ensure the appropriate generalisation of the results.While there have been limited studies that have examined occupational stress among IS professionals, it is anticipated that further studies that are conducted using the JSM will be able to determine the boundaries of generalisability.

The model was found to significantly predict employee's psychological well‐being in terms of worker health and job satisfaction among the IS professionals sampled in the UK. For the specific sample, the JSM captured the key characteristics that contributed to the job strain that they experienced. With the exception of non‐work related social support, the results support previous studies that examined the predictive capacity of the JSM.

In Richmond Fellowship Workschemes, supporting people in open employment is a team effort. Barnet's Qest team write about how they structure their work and share some of the things they have learned.