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The purpose of this case study is to examine the National Institute on Drug Abuse's (NIDA) use of its Sara Bellum Blog (SBB) as a means of engaging teens in the science behind drug abuse/addiction.

This case study presents how the SBB was conceptualized and is implemented. Metrics for monitoring the SBB are mostly qualitative and measure the extent of engagement (customer feedback, coverage by others).

Teens want to watch videos, see photos, hear real stories about other teens, be able to ask questions about drugs anonymously, not be preached to, and be stimulated to think for themselves. However, the extent of SBB comments was lower than expected. Multiple communication venues are needed, including engagement among intermediaries and role models for teens, such as teachers.

Data presented are process measures of use and types of use, not outcomes based.

The use of social media is a worldwide phenomenon, as is drug abuse among teens. Governments across countries can use lessons learned to inform the development of their own blogs and/or other social media tools.

While there are constraints on government agencies' use of social media, NIDA is a Federal institute that has found a way to communicate directly with teens about the sensitive topic of drugs. NIDA works with a Teen Advisory Group composed of a diverse representation of youth to inform the development of teen‐oriented messages and materials. NIDA fuses the use of social media across NIDA channels (Twitter, Facebook, YouTube) with science‐based information to empower teens to make healthy decisions.

The purpose of this paper is to compare beliefs about medication prescribed for bipolar disorder across professional groups within Community Mental Health Teams (CMHTs) – psychiatric nurses, psychiatrists, support workers, social workers, and occupational therapists – who each receive different training.

Participants (n=138) completed an adapted version of the Beliefs about Medicines Questionnaire. ANOVAs with Tukey's post hoc tests were used to compare beliefs across professional groups.

Beliefs about medication differed across professional groups, with psychiatrists believing most strongly that medication is necessary in the treatment of bipolar disorder (p<0.05) and reporting the lowest concern about its adverse effects (p<0.05). Psychiatrists and social workers were significantly more likely to believe that patients take less than instructed than occupational therapists, nurses and support workers (p<0.05).

The differences in perceptions of medication across professional groups may reflect differences in training, with the role of medication traditionally being “downplayed” on some training courses. This has implications for patient adherence, as patients' beliefs about medication are likely to be influenced by those of their key workers. This is particularly relevant in terms of “New Ways of Working” where patients are likely to see psychiatrists less often.

This original research provides evidence to support the provision of training about medications and adherence in bipolar disorder for CMHT workers, who may not have had exposure to such training as part of their primary qualification.

The authors examine the determinants of ESG disclosure and differentiate between voluntary and mandatory disclosure regimes in Hong Kong.

The authors analyse both Bloomberg ESG scores and a disclosure index score, manually constructed according to the 2019 Hong Kong Exchange ESG Guide using regression tests.

The results indicate that the level of concentrated ownership is negatively associated with the quantity of ESG disclosure only in the voluntary disclosure period, suggesting that agency problems are alleviated when ESG reporting is mandatory. The findings also show that larger firms significantly disclose higher levels of ESG information in both voluntary and mandatory disclosure periods. Furthermore, the extent of ESG disclosure significantly increases when firms' sustainability reports are audited by Big 4 accounting firms only in the voluntary disclosure period. Finally, the control variables are significantly related to the level of ESG disclosure showing that ESG disclosure increased over time and is significantly different among industries.

The authors make contributions to the literature on non-financial disclosure in relation to ESG reporting by examining the relationship between firm characteristics and ESG disclosure in the Hong Kong context under both voluntary and mandatory disclosure regimes. This study also provides important implications for other stock markets and relevant stakeholders including preparers, users and the sustainability profession.

The purpose of this paper is to explore the relationships between the personality and cognitive styles of managers and different types of work.

The personality types and cognitive styles of managers were measured, respectively, with the help of the Big Five personality factors and Jung’s cognitive types. Different types of works in an organization were categorized in three ways: identity, institutional and integrative work. A survey questionnaire method was used to collect data from a sample of 107 managers from a diverse range of industries, and these data were used to test the hypotheses.

The study found that intuitive feeling and intuitive thinking types of cognitive styles are suitable for identity and integrative kinds of work, respectively. Openness to experience and conscientiousness positively correlate with identity work. For institutional work, conscientious personality trait is most important for managers; agreeableness has a negative impact on identity work and institutional work.

This study will assist recruitment and staffing professionals, when recruiting managers for an organization, and the paper should be interesting for readers in industry (professionals in HR, managerial career development and managerial competence audit and counseling) and academia (research scholars).

Analysis of theses relationship types is unavailable in the literature of leadership and organizational studies. It can help organizations utilize their human resources efficiently.

Personality profiling in today’s business world has become an essential organisational development practice targeted at identifying a set of employees' traits, which differentiate an employee from one another. Given the assumption that personality traits form an essential indicator of developing the potential of an individual workforce, possible to establish how employees function in a certain job role and their suitability for the particular tasks in an organisation. This study aims to explore the relationship between personality traits, assessment centres (ACs) quality and management development in Nigeria telecommunication organisation among its managers.

The study employed multi-stage sampling techniques and further stratified the hierarchy of the management and finally used a simple random sampling strategy on each stratum. A combination of 482 managers in Nigerian telecommunication organisations participated in this study. The study investigated 12 hypotheses and 1 mediating postulation. Multiple scales were adapted to measure dimensions of endogenous and exogenous variables along the path of mediating variables of the study. The study employed a cross-sectional survey approach to administering the research instrument across all the departments among the managers of the organisations. A structural equation model of assessment was used to analyse the data collected from managers of the telecoms organisations.

The outcome of the study was significant, 10 of the postulated hypotheses were found to be significant while 3 were not significant. The study revealed that a combination of openness to experience, conscientiousness, neuroticism, agreeableness and extraversion personality have no significant relationship with the AC. Also, employees who are high in neuroticism like being emotionally unstable did not find a significant relationship with the AC. In a similar situation, the combined effect of all the big-five personalities was not significant in management development among the managers of the telecommunication industry. The AC is discovered to mediate between personality traits and management development. Individually, the big-five model finds a significant relationship with AC and management development, respectively.

The study is restricted to managers of the Nigerian telecoms industry alone and not all the entire workforce. It adopted cross-sectional analysis to make an inference on all the managers of the organisations. The implication is that the period of the view of a particular point in a sequence of the event may not be representative. Another implication is that the results from the cross-sectional design are for the relationship, and they do not indicate causation.

In practice, this study has shown that personality profiling is important to managing organisational behaviour to highlight a set of traits of employees suitable for peculiar roles. This study implies that personality elements constitute a vital signal of the potential development of the workforce. It helps to illuminate an individual functioning style in a certain task situation, therefore determining both professional and managerial suitability in performing a given role.

The aim of this study is to investigate the potential effects of corporate governance and financial characteristics on the extent of corporate social responsibility (CSR) disclosure focusing on the US companies.

The sample consists of 366 companies from the Fortune 500 list for 2011. The environmental, social and governance disclosure score calculated by Bloomberg is used as a proxy for the extent of CSR disclosure. Multiple regression analysis was developed to identify factors that affect the extent of CSR disclosure.

Results show that company and board size is significantly and positively related to the extent of CSR disclosure, and companies with Chief Executive Officer (CEO) duality characteristics publish less information on their CSR disclosure, while there are significant differences between different industries and the extent of CSR disclosure.

The research is based only on the presence or the absence of CSR disclosure without receiving the quality aspect of the CSR disclosure which could lead to misinterpretation. The results should not be generalized as the sample was based on large-size US companies for 2011.

This study extends the scope of previous studies by introducing new independent and dependent variables. It contributes to the understanding of determinants of CSR disclosure to improve the implementation of disclosure guidelines.

The editors of this volume would like to thank the authors whose contributions to this area have broken new ground for human considerations in a system that is often mistaken as unmanned. We would also like to thank the attendees of our two workshops on human factors of UAVs who shared their insights and scientific accomplishments with us as well as for those from the development community who conveyed to us the constraints and needs of their community. Thanks also to the sponsors of these workshops who include the Air Force Research Laboratory, the Air Force Office of Scientific Research, NASA, US Positioning, FAA, and Microanalysis and Design. We also thank the many individuals including Leah Rowe, Jennifer Winner, Jamie Gorman, Preston Kiekel, Amanda Taylor, Dee Andrews, Pat Fitzgerald, Ben Schaub, Steve Shope, and Wink Bennett who provided their valuable time and energy to assist with the workshops and this book. Last but not least, we wish to thank ROV operators, those who have attended our workshops, those who we have come to know only through anecdotes, and those who we will never know. It is this group that truly inspired the workshops and the book. We dedicate this effort to them.

The purpose of this paper is to discover whether there is an interaction between creative personality and a supportive work environment resulting in creative behaviours. Is a creative personality essential to creative performance?

The data were from surveys completed by 133 employees in a pharmaceutical company and from supervisor evaluations. The data were analyzed using moderated multiple regression analyses.

The results indicate that the presence of creative supervisors influences subordinate creativity when the subordinate's creativity‐relevant skills are minimal. On the other hand, there were not any significant relationships between the presence of creative co‐workers, creativity‐relevant personality facets and employee creativity.

One limitation is the assumption that supervisors are qualified to assess employees’ creative performance. In addition, the 16PF instrument was also used in personnel selection, which may lead to range restriction. Furthermore, the level of significance for the hypotheses was p⩽0.10.

The results are important for human resource practitioners and managers to use in the development of selection, training and development tools and programs for employees expected to engage in creative behaviour in the workplace.

This paper furthers our understanding of the role of creative role models in the development of individuals deemed less creative based on personality.