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The drive towards clinical effectiveness and cost‐effective care within the NHS is becoming increasingly apparent. Consequently, there is a need to change clinical practice, and a set of activities with which to implement the necessary and desirable changes is required. Resistance to accepting change at an individual and organisational level is common and it is postulated that the solution lies in adopting an eclectic approach where the range of factors affecting the implementation of change is considered. A possible framework for identifying suitable behaviour change strategies is proposed. Factors included are the context of change, the relevant theoretical and empirical literature and the implementation and maintenance of change. With practical application in mind, the framework is intended as a tool to assist health care professionals analyse the change process in a structured manner and develop potential strategies for achieving desirable behaviour changes within their own and others’ practice.

This paper aims to explore the differences in first-year and senior engineering students’ engineering agency beliefs and career goals related to sustainable development. The authors also sought to understand how topics related to sustainable development in engineering courses affect senior engineering students’ goals to address these issues in their careers. This work provides evidence of how students’ agency beliefs may be shaped by higher education, which is essential to workforce development.

Findings stem from two national surveys of engineering first-year (Sustainability and Gender in Engineering, n = 7,709) and senior students (Student Survey about Career Goals, College Experiences, n = 4,605). The authors compared both groups using pairwise testing by class standing.

The results indicate that undergraduate studies tend to reinforce students’ engineering agency beliefs to improve their quality of life and preserve the environment. Significantly more senior students selected career goals to address environmental issues compared to first-year students. In general, students undervalue their roles as engineers in addressing issues related to social inequities. Those topics are rarely addressed in engineering courses. Findings from this work suggest discussing sustainability in courses positively impact setting career goals to address such challenges.

The study compares results from two distinct surveys, conveyed at different periods. Nonetheless, the sample size and national spread of respondents across US colleges and universities are robust to offer relevant insights on sustainable development in engineering education.

Adapting engineering curriculum by ensuring that engineering students are prepared to confront global problems related to sustainable development in their careers will have a positive societal impact.

This study highlights shortcomings of engineering education in promoting social and economic sustainability as related to the engineering field. Educational programs would benefit from emphasizing the interconnectedness of environmental, social and economic dimensions of sustainable development. This approach could increase diversity in engineering education and the industry, and by ripple effect, benefit the communities and local governance.

This work is a first step toward understanding how undergraduate experiences impact students’ engineering agency beliefs and career goals related to sustainability. It explores potential factors that could increase students’ engineering agency and goals to make a change through engineering.

There is no lack of information on technology. This topic seems to prevail in a variety of publications and media channels. The subject of globalization is equally popular and widely discussed. Scarce resources reaffirm the idea that globalization, as the socio-economic reality, became possible only because of the astounding advances in technology. Consistent developments in technology contributed to the intensified globalization of the modern world, as we know it today. The role of technology in shaping the world’s history, trade, people’s wellbeing, social interactions, and other valuable exchanges of economic, social, and cultural capital is undoubtedly beyond compare. This chapter illuminates the impact of technology on the progress made in business and workplace practices, competitiveness of organizations, and management innovations.

This study aims to explore the experience of performing androgynous leadership approaches by New Zealand women leaders within the context of everyday conflict situations.

The research question “How do women leaders experience gender in conflict situations?” was explored through the facilitation of 4 focus groups with 19 senior female leaders in New Zealand. Poststructural discourse analysis was used to explore how participants negotiated positions of power within their environments and in accordance with competing gendered discourses.

Participants described taking a flexible, balanced, androgynous leadership approach to managing conflict situations. While the expectations to be “empathetic”, “sympathetic”, “gentle”, “nurturing” and “caring” resonated with the participants preferred approach, they remained firm that if conflict persisted, they would “cross the line” and adopt stereotypically masculine behaviours to resolve the situation. However, participants describe that when perceived to be crossing the line from feminine to masculine approaches, they experienced significant backlash. This demonstrates the tensions between the approaches women leaders would like to take in managing conflict and the experiences of doing so within a prescriptively gendered organisational context.

This research contributes to a gap which exists in understanding how gender is experienced from the viewpoint of the woman leader. This research presents a nuanced view of gendered leadership as a contested ground, rather than a series of strategic choices. Despite an increase in the acceptance of women into leadership positions, the authors seemingly remain bound by what is considered a “feminine” leader.

This study aims to investigate the conditions required for encouraging employees to engage in job crafting and examine the consequences of job crafting behavior. Job crafting is employees’ proactive behaviors at work associated with modifying tasks, managing social relations and changing job cognition.

A paper-and-pencil onsite survey was conducted by targeting frontline employees working in five-star hotels located in Seoul, South Korea. Descriptive statistics, confirmatory factor analysis and structural equation modeling were used.

Perceived organizational support triggers employees’ job crafting. Task crafting leads to relational and cognitive crafting. Relational and cognitive crafting increases employees’ fit with the organization, whereas task crafting does not. Employees’ fit with the organization is positively associated with job satisfaction.

Employees’ job crafting has positive consequences for a company by enhancing employees’ fit with the organization, resulting in increased job satisfaction. Thus, organizations need to show how much the organization cares about employees’ values, so that employees can initiate job crafting by utilizing organizational support. However, generalizing the results should be done cautiously.

This study focuses on the effect of an organizational-level predictor, whereas previous job crafting literature has focused mainly on an individual level or on task-related factors. It also empirically tests the causal relationships among the three facets of job crafting and provides their distinctive influences on person-organization fit that ultimately leads to job satisfaction.

Examines the merits of job breadth as a construct reflecting discretionary work behavior, and the influence that a supervisor is likely to have on an employee’s developing job breadth. Surveys were completed by employees from long‐term care facilities in the mid‐western USA. Results indicated that job breadth was most strongly, and positively, related to the quality of employee‐supervisor relationship. Further, evidence suggested that a worker and supervisor do not necessarily perceive the boundaries of a job in an identical manner.

In 2018, we have surpassed the population landmark of 7.5 billion, and yesterday’s global crisis of under-nutrition in poorer nations is now accompanied by a journey into overweight and obesity. The purpose of our research is to focus on the health and resistance of those who avoid overweight and obesity rather than continuing to focus on the pathology and disease of this phenomenon.

Taking a consumer-centric perspective and using the lens of the social-economic framework, the authors report qualitative research conducted with 31 young people (ages 17-26) who have been resistant to weight gain in an increasingly obesogenic environment, followed by a survey of the general population, n = 921. The authors look at this type of consumer resistance to better understand how to develop government and community leadership and build more obesogenically resilient societies.

The findings support the contention that obesity is a social problem that requires a social solution.

The main contribution to the conversation addressing increasing levels of overweight and obesity is that this research demonstrates that these are complex social problems and require complex intervention at the societal level, not the individual level.

The numbers of psychologists employed in HM Prison Service have doubled in the past three years to over 600 staff. HM Prison Service is the largest single employer of applied psychologists. With a governmental focus firmly on ‘joined up’ services in the criminal justice field (Boateng, 1999), the launch of the National Probation Service (NPS) in April 2001 has set the scene for closer partnership working between the two organisations. There has not historically been a national structure for the employment of psychologists in the probation service. With the creation of the NPS and an increased emphasis on partnership working, a national integrated role for psychologists is ripe for development. This presents both organisations with some significant partnership challenges and opportunities (Towl, 2000).

Intergenerational confinement is an under-recognized, policy-driven issue which greatly impacts Indigenous and racialized peoples in countries with ongoing colonial legacies. Numerous policy solutions enacted over colonial history have exacerbated instead of mitigated this situation. This chapter advances an improved understanding of the impacts of carceral legacies, moving beyond the dominant focus of parental incarceration in the literature. Focusing on Indigenous peoples, multiple generations in families and communities have been subjected to changing methods of confinement and removal. Using critical policy analysis and interview research, this chapter interrogates these intergenerational impacts of carceral policy-making in Canada, Australia, and New Zealand. Drawing on qualitative interviews with 124 people in the three case countries, this chapter centers perspectives of people who have been intergenerationally confined in carceral institutions. With a goal of transformation, it then explores an alternative orientation to policy-making that seeks to acknowledge, account for, and address the harmful direct and indirect ripple-effects of carceral strategies over generations.