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This paper introduces some of the elements of Knowledge Management and outlines the approaches RM Consulting ‐ the internal consultancy of the Royal Mail and the Post Office ‐ is taking to support the development of knowledge enablers within the organization. A Knowledge Management approach is described which focuses on people (including the organizational structure), processes and technology. The initial Knowledge Management focus of the organization is aimed principally on explicit knowledge, and the establishment of tools which help to capture internal information. The long‐term challenge is to capture the knowledge of the organization in such a way that all of its employees can maximize the value they provide to the organization’s stakeholders.

This research provides accounting-ethics authors and administrators with a benchmark for accounting-ethics research. While Bernardi and Bean (2010) considered publications in business-ethics and accounting’s top-40 journals this study considers research in eight accounting-ethics and public-interest journals, as well as, 34 business-ethics journals. We analyzed the contents of our 42 journals for the 25-year period between 1991 through 2015. This research documents the continued growth (Bernardi & Bean, 2007) of accounting-ethics research in both accounting-ethics and business-ethics journals. We provide data on the top-10 ethics authors in each doctoral year group, the top-50 ethics authors over the most recent 10, 20, and 25 years, and a distribution among ethics scholars for these periods. For the 25-year timeframe, our data indicate that only 665 (274) of the 5,125 accounting PhDs/DBAs (13.0% and 5.4% respectively) in Canada and the United States had authored or co-authored one (more than one) ethics article.

People with learning disabilities have traditionally been denied access to a range of psychological therapies. Similarly, offenders with learning disabilities, particularly in prison settings, have largely been unable to access treatment strategies that are provided for offenders who do not have such disabilities. As a consequence these individuals are denied the opportunity to address their criminogenic needs and/or attend to their psychological welfare. This paper provides a brief exploration of the reasons and evidence for such practice, alongside the evidence that people with learning disabilities can successfully engage in psychotherapy. It is concluded that there is no evidence that would support the exclusion of people with disabilities from treatment options.

This paper aims to investigate, through the lens of the principal–agent problem, the relationship between payment of National Hockey League (NHL) salaries and player performance during the period of 2005-2011 and explore the inherent issues within the NHL player compensation and incentive structure.

The research adopts a pragmatic philosophy with deductive reasoning. This paper focuses on the NHL season 2005-2011 and undertake analysis of historical player contracts and performance data of 670 players across 29 clubs to undertake liner regression analysis.

This paper quantifies potential inefficiencies of NHL league contracts and defines the parameters of the principal–agent problem. It is identifies that player performance generally increases with salary, is higher in the first year of a contract and despite decreasing over the life of the contract, will usually peak again in the final year of the contract.

The research is based around figures from 2005-2011 and secondary statistical data. The study captures quantitative data but does not allow for an exploration of the qualitative perspective to the problem.

Entry-level or first contracts are good for all teams and players because they provide incentive to perform and a reduction of risk to the team should a player not perform to expectations. The same can be said for players at the other end of the spectrum. Although not typically used much, performance bonuses for players over the age of 35 allow clubs to “take a chance” on a player and the player can benefit by reaching attainable bonuses. These findings therefore provide contributions to the practicing managers and coaches of NHL teams who can consider the results to help shape their approach to management of players and the planning of teams and succession planning for talent.

The paper presents a comprehensive and current perspective of the principal–agent problem in NHL and extends the work of Purcell (2009) and Gannon (2009) in understanding player performance enhancement.

To understand ageing well, one needs to study not only those who are ageing but also the places within and with which people are ageing. In the past, much ageing‐well research has been focused on ensuring individuals have the “right” resources and are engaged in the “best” types of activities. However, recent theorizing has prompted the study of ageing well as a process of making sense of self amid later‐life changes. Building on Rowles' attachment‐to‐place work, the purpose of this paper is to consider how the “thick concreteness” of place influences later‐life meaning making.

This is a theoretical paper on ageing.

The paper draws on Casey's phenomenological conceptualization of places as imprinting themselves on bodies and selves, much as humans shape the places they inhabit. Data from interviews with older rural women in western Canada illustrates how this conceptualization can enhance understanding of ageing well relative to place as a physical, socio‐cultural and temporal phenomenon. In a place that has been depicted as inhospitable, participants have chosen to stay even as practically invisible kin and community “keepers” on the “frontier”.

This original paper suggests that to age well is to age locally and to make sense not only for self about self and one's own ageing but also for ageing in mutually compatible ways in that place.

One reason for the severe short age of nurses is the un will ing ness of males to pursue the profession in great numbers. This article explores people’s negative stereotypic beliefs about males in the nursing profession. Participants were asked to provide evaluations and trait descriptions of both male and female nurses. The results revealed that both male and female participants harbored favorable impressions of female nurses but unfavorable impressions of male nurses. Male participants were especially likely to form negative evaluations of men who pursue the nursing profession. Exploratory multivariate analyses of trait descriptions revealed that male nurses are viewed as feminine, non traditional, intelligent, and caring. Additional results suggest that unfavorable stereo types of male nurses can be moderated by highlighting the masculine qualities of nurses’ job duties. Implications for the recruitment of males into nursing are discussed.

Presents 31 abstracts, edited by Johanthan Morris and Mike Reed, from the 2003 Employment Research Unit Annual Conference, held at Cardiff Business School in September 2003. The conference theme was “The end of management? managerial pasts, presents and futures”. Contributions covered, for example, the changing HR role, managing Kaizen, contradiction in organizational life, organizational archetypes, changing managerial work and gendering first‐time management roles. Case examples come from areas such as Mexico, South Africa, Australia, the USA, Canada and Turkey.

Mindfulness is gaining popularity in the business world as a way to improve mental health and productivity in employees. However, the application of mindfulness for employees in the hospitality sector is still in its nascent stage. This paper aims to synthesize the evidence on the effectiveness of mindfulness practice on employees in this high-pressure service industry.

This narrative review identifies and integrates insights from journal articles researching mindfulness in the hospitality industry. Synthesis and reflective description of the literature reveal an exigent need for practice, policy-making and future research.

This review paper describes mindfulness-based interventions used in the literature. It shows how the practice of mindfulness stimulates a culture of well-being and effectiveness at work, consequently having a positive impact on the customer and the organization. It points to the role of mindfulness in helping hospitality employees deal with stress, depression, anxiety, burnout and emotional labor peculiar to this industry, lowering absenteeism levels and turnover intention.

This paper has implications for hospitality managerial practice, human resource (HR) policy development, employees at all levels in the hospitality industry, business coaches/trainers, educationists, students pursuing hospitality management and researchers.

This first review article on mindfulness in the hospitality industry lays the foundation to accentuate the need and benefits of prioritizing mindfulness in this sector. It provides directions for future research, application in HR management in hospitality and designing effective interventions.

Efforts to increase sustainability are increasingly being promulgated using non-state forms of governance. Currently, there are multiple multi-stakeholder initiatives (MSIs) working to develop sustainability standards and metrics for US agriculture. These include: LEO-4000, Field to Market, and the Sustainability Consortium. Using Paul Thompson’s (2010) tripartite sustainability framework, the proposed sustainability standards and metrics of the three MSIs are assessed. Our findings indicate that the current political economic stakeholder nexus is producing incremental adjustments to the status quo of industrial agriculture. Put differently, the standards and metrics being produced by these initiatives are largely advancing programs of sustainable intensification in which sustainability is equated with increasing resource efficiencies. Hence, our research problematizes the efficacy of non-state governance approaches for transformative change in food and agriculture. The findings in this chapter are based on fieldwork conducted between 2011 and 2013.