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Purpose – This study demonstrates that serious episodes of presidential ill health can have positive impacts on role performance.

Design/methodology – The author utilizes both primary source materials (personal interviews with White House physicians and several other physicians who treated Reagan at the hospital, and the writings of key Reagan aides and family members) and secondary source materials (writings of political scientists, historians, and journalists).

Findings – Reagan was at first in critical condition. It was then that his Secretary of State appeared to make a bold grab for power, an act that contributed materially to the end of his political career. Additionally, the administration’s failure to invoke the presidential disability amendment allowed the official chain of command to be in doubt. Finally, the significant increase in Reagan’s popularity that flowed from his light-hearted demeanor after he was shot is examined here in terms of the President’s subsequent legislative successes.

Originality/value – This study suggests strongly that Reagan’s impressive legislative achievements in mid-1981 were due significantly to his heroic response to having been shot.

I have made the point that the unidimensional approach leads to all manner of distortions, incorrect courses of action and innumerable blind alleys. It is a useful exercise to identify some of these major errors in unidimensional thinking in the immediate past. One of the biggest, for example, was encouraging the immigration of people from developing countries on the single criterion that they would provide a source of labour from which to fill menial and unattractive jobs at the lower end of the scale which were spurned by our own population. Here was to be the means by which lazy and unimaginative employers could refuse to face the challenge of change by picking up an entirely new supply of docile near‐slaves. This, of course, was the age of undreamed of prosperity in which we harboured visions of perpetual growth in the conventional economy. It was a situation based on the traditional view of economics. But it took no account whatever of social and human factors. There was the ready assumption that this underprivileged group would be prepared, for ever, to accept the status of second‐class citizens; their children, too. It didn't happen that way: the second generation saw themselves as equal in every way to the indigenous population and insisted on their rights as full citizens. And it happened within two decades — as quickly as that — leaving in its wake a problem of such dimensions that one inner city area of London achieved within that time a state in which one third of its total population were of immigrant origin.

Changes at the top for STN International. After 15 years as the Scientific Directorof FIZ Karlsruhe, Dr Werner Rittberger will step down at the end of this month. Taking up the post will be Professor Georg Schultheiss, a nuclear engineer by training.

Assesses the benefits and limitations of franchising as a tool for the development of small‐to medium‐sized enterprises (SMEs); focuses on the use of franchising in transitional economies, with particular reference to central European countries. Reveals that franchising ‐ with its numerous advantages over conventional market entry ‐ has played a significant role in the development of SMEs in the industrialized West and transitional economies in general, but that in central and Eastern Europe the uptake of franchising has been negligible. Identifies that there are reasons, particular to these countries, including ‐ inter alia ‐ political, organisational, cultural, economic and legal, which make the use of franchising unattractive to both foreign and domestic franchisors; outlines the evolution of indigenous franchising in other transitional economies, citing successes in Asia. Summarizes the challenges facing Central European countries in realizing the potential of franchising in the development of SMEs, and suggests further areas for research.

The Internet is changing all the rules of branding, except one—creating an emotional bond with buyers is still essential.

Although employees are considered key stakeholders, they receive limited attention in the corporate social responsibility (CSR) literature compared to other stakeholders such as customers. This study aims to address this gap, investigating how different factors, including CSR communication, may affect employee perceptions, and to what extent they can influence or be influenced by CSR activity.

Semi-structured interviews were used to collect data from three multinationals (MNCs) operating in Bangladesh. Mid- and entry-level employees from different departments, namely, marketing, logistics, human resources, IT and finance, were approached for data collection. It is important to note that all the study participants were Bangladeshi.

This study demonstrates how CSR perceptions, shaped by the level of employee awareness, personal beliefs about CSR and perceived motivation for adopting CSR, strengthen psychological ties between employees and their organisation. One-way CSR communication adopted by these MNCs disseminates positive information about an organisation’s contribution to society and creates an aspirational and ideational image, which enhances identification, evokes positive in-group biases and encourages employees to defend their organisation against criticism. This study further demonstrates that employee CSR engagement can galvanise their experience of organisational identity, enhance their pride and reinforce their organisational identification.

Drawing on social identity theory and the CSR communication model proposed by Morsing and Schultz (2006), this study aims to understand employees’ CSR perceptions and the possible impact of this on their behaviour. Previous studies largely focus on customers’ perceptions of these activities, which means the link between CSR perception and employee behaviour remains unclear. The current study suggests that employees working in Bangladesh will not withdraw support from their organisations if CSR is used to build reputation or public image. The findings extend the literature by arguing that some employees in developing countries not only seek to improve their status by working in a reputed organisation but also tend to engage with CSR activities undertaken by their organisation.

When research is complete and findings concluded, is research really just about publishing findings? Have you ever wondered whether your research will have any real impact in the world? In our opinion, we believe a bigger obstacle awaits us at the end of a research project. This being the implementation of research findings. We share with you our combined experience spanning over three decades of research – the challenges and learnings we have gathered along the way as we aim to translate research findings into real world, everyday practical reality. Our research experience is generally about human behaviour and psychology within the forensic population. As a result, the implementation of findings is crucial to inform policy makers, practitioners, local community agencies and government departments about the way to work with this population. In this chapter we provide a practical step-by-step approach to how we aim to implement our findings in research. We look at the problem of linking between theory and practice alongside what is currently in practice today. We discuss the challenges we have faced and what we have done to ‘Making real-world research stick at the coal face’. We wish you all the best with your research and hope that you find it as challenging and rewarding as we have!

Of all the different classes of substances that enter into our dietary the proteids are the most important, as they are not only absolutely essential for the support of animal life, but in the absence or deficiency of carbohydrates or of fat they can take the place of those substances.

This study aims to examine how corporate social responsibility (CSR) affected the attitudes and behaviors of employees in the European aviation industry amidst the COVID-19 pandemic and to explore any moderating effect of empathetic leadership.

Based on the social identity and social exchange theories, a research model was developed and tested against empirical data collected from employees of the European aviation industry, in 2021. Structural equation modeling and regression analyses were used for testing the hypothesized causal relationships.

Perceived CSR is directly related to work engagement and indirectly associated with work engagement and job insecurity via organizational pride. The presence of an empathetic leader does not intensify the effects of perceptions of CSR on organizational pride. Work engagement, in turn, impacts organizational citizenship behavior, while no such effect of job insecurity is supported.

This study provides insight into the underlying mechanisms via which CSR affects employees during a crisis. It, also, has significant implications on human resources management within the industries severely affected by the pandemic.