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This paper aims to assess whether governance processes that are taking place in the Chinchiná River basin, a coffee culture region in the Andean region of Colombia, are adaptive to climate variability and climate extremes.

A mixed research method was used by reviewing secondary research sources surrounding the institutional governance system of water governance and disaster response and semi-structured qualitative interviews were conducted with producers and members of organizations within the institutional governance system.

This study found that there is a low response to extreme events. Hopefully, the growing national awareness and activity in relation to climate change and disaster will improve response and be downscaled into these communities in the future. Although, some learning has occurred at the national government level and by agricultural producers who are adapting practices, to date no government institution has facilitated social learning taking into account conflict, power and tactics of domination.

This paper improves the understanding of the vulnerability of rural agricultural communities to shifts in climate variability. It also points out the importance of governance institutions in enhancing agricultural producer adaptive capacity.

The US feminist art movement of the 1970s is examined through selected works written by artists, critics, and historians during the 1990s. Books, exhibition catalogues, dissertations, and articles place the movement within the broader contexts of art history and criticism, women’s history, and cultural studies. The art includes painting, drawing, collage, mixed‐media, graphics, installations, video, and performance. An increasing historical perspective allows scholars to examine the movement’s institutions and unresolved issues surrounding class, race, and sexual preference. Background is provided by an introductory essay, which summarizes the movement’s facets of protest, pedagogy, networks and professional associations, and art making while noting examples of publications and institutions that form part of the record of the movement. This article will be useful to librarians and scholars in art, women’s studies, history, sociology, and cultural studies.

This study aims to systematically review sustainable human resource management (HRM) research with the aim of establishing its research themes, methods and contextual focus to develop a better understanding of the state of the field and the gaps in the research, as well as to propose a future research agenda.

This study uses a systematic literature review method that involves the use of 122 studies from six reputable databases covering January 2003 to March 2020.

There is an over-concentration on the ecological perspective of sustainable HRM and managers dominate the examined population. Moreover, there are geographical imbalances in sustainable HRM research. More so, the idea of bundling sustainable HRM practices together has received scanty research attention relative to the individual sustainable HRM best practices. Consequently, from a strategic HRM perspective, the authors highlight various ways to bundle sustainable HRM practices together. Also, the authors suggest that the ability-motivation-opportunity enhancing (AMO) theory’s perspective provides particularly useful means for this investigation. Furthermore, the findings suggest that sustainable HRM can influence organisations to become more competitive and effective in their quests to ensure economic prosperity, social well-being and ecological outcomes for their stakeholders.

The evidence reveals that there are significant gaps in the literature on the topic and confirms that the field is still at its developmental stage. Hence, there is a need for more rigorous research on the topic to help develop a better understanding of this new field.

This study contributes by providing the first comprehensive review of sustainable HRM themes, methods and contextual focus and by proposing future research agenda. It, therefore, offers a valuable point of departure for those moving into the sustainable HRM domain, as well as valuable insights for those already working in this space.

Research surrounding psychological capital (PsyCap) continues to expand as scholars and organizational leaders look to the strengths of positive organizational behavior (POB) and its effects in the workplace. Although previous research underscores connections between PsyCap and various organizational outcomes, there remains little research on its actual development. The purpose of this paper is to determine the efficacy of a six-week work-site intervention in improving PsyCap. The study included 49 individuals (n=32 assigned to the treatment group and n=17 to the comparison group). Using a pretest/posttest experimental design, the study showed that the intervention was efficacious in helping employees to develop greater PsyCap.

This study was part of a larger mixed methods design aimed at determining the efficacy of a work-site intervention in improving the PsyCap of employees. This design was chosen because it maximizes the strengths of both qualitative and quantitative methods while minimizing each of their weaknesses (Creswell and Plano Clark, 2007; Tashakkori and Teddlie, 1998). The specific mixed methods design implemented was the explanatory design using the participant selection model. This is a two-phase, sequential approach which began with a quantitative analysis and then drew upon those data to determine individuals who will be asked to participate in a follow-up study.

The purpose of this study was to determine the impact of a work-site intervention on the participants’ PsyCap in determining its developmental capacity. Previous studies have demonstrated strong correlations between PsyCap and many of the positive outcomes managers and supervisors desire for their employees –high productivity, low absenteeism, positive organizational citizenship, etc. (Luthans et al., 2013; Youseff and Luthans, 2007). With the results of the present study showing significantly greater improvement for the treatment group than their counterparts in the comparison group, it demonstrates that PsyCap can be developed and, consequently, these positive outcomes can accessed by a focused work-site intervention.

This paper builds on work already being done but focuses on the following significant gap in the literature: Can PsyCap be developed using work-site interventions? This study provides a compelling answer to that question and thus pushes the study of POB forward in its development.