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The number of prisoners over 55 years is increasing and many are at risk of developing dementia. This has generated new responsibilities for prisons to provide health and social care for older persons. The purpose of this paper is to synthesize the existing research literature regarding the phenomenon of the health and social care needs of older persons living with dementia in correctional settings.

Using an integrative review method based on Whittemore and Knafl, the inclusion criteria for the review are: articles written in English; a focus on some form of dementia and/or older persons with discussion of dementia; to be set in a correctional context (correctional facility, prison and jail); be derived from a published peer-reviewed journal or unpublished dissertation/thesis; and be a qualitative, quantitative or mixed methods study. Based on those criteria, a search strategy was developed and executed by a health sciences librarian in the following databases: Medline, CINAHL, Embase, PsychINFO, Proquest Nursing and Allied Health and Web of Science; searches were completed up to April 2019. After data were extracted from included studies, synthesis of findings involved an iterative process where thematic analysis was facilitated by Braun and Clarke’s approach.

Eight studies met the inclusion criteria. Key findings of the eight studies include recognition of dementia as a concern for correctional populations, dementia-related screening and programming for older persons and recommendations for improved screening and care practices. Most significant is the paucity of research available on this topic. Implications for research are discussed.

This paper identified and synthesizes the limited existing international research on the health and social care needs of older persons with dementia living in correctional settings. Although existing research is scant, this review highlights the need for increased awareness of dementia as a concern among older persons living in correctional settings. As well, the review findings emphasize that enhanced screening and interventions, particularly tailored approaches, are imperative to support those living with dementia in correctional settings.

The purpose of this paper is twofold: first, to extend existing knowledge on the nature, reach, causes and consequences of judgementoring; second, to present a new framework for mentoring beginner teachers that has the potential to forestall and combat judgementoring, and enable the full potential of institution-based mentoring to be realised.

The paper draws on a thematic analysis of: previously published findings from three empirical studies undertaken between 2003 and 2015; new data from two empirical studies undertaken between 2012 and 2016; and recent literature (2013-2016) on judgementoring.

The paper provides further evidence of the nature, reach, causes and consequences of judgementoring as a national and international phenomenon. In doing so, it extends previous knowledge about the conditions that enhance or detract from the successful enactment of beginner teacher mentoring.

The findings presented have implications for the work of education policymakers, school and college leaders, mentor trainers, mentors and others concerned with enhancing mentorship and effectively supporting the professional learning, development and well-being of beginning teachers.

The paper presents ONSIDE Mentoring as an original, research-informed framework for mentoring beginner teachers. The framework may also be applicable to other contexts, especially for the mentoring of early career professionals.

This article aims to propose a both theoretical and operational definition of the notion of propensity to discriminate (PTD), as a diagnostic indicator for diversity management.

This model is tested using a few criteria, including origin, race and religion with employees of French organisations which promote professional integration (n=103).

The results show the general nature of the process and lead to prospects for the use of PTD for diversity management.

This indicator is concerned with the “dark side” of diversity, as it focuses on the triggering factors of discriminating (vs non‐discriminating) behaviours in work situations where the risk of discriminating against others is high.

The purpose of this paper is to explore the impact that mentoring has on Canadian early career teachers’ (ECTs’) well-being. The authors describe findings from a pan-Canadian Teacher Induction Survey (n=1,343) that examined perceptions and experiences of ECTs within K–12 publicly funded schools, with particular interest in retention, career interests and the impact of mentoring on well-being.

An online survey was used to examine perceptions and experiences of ECTs within publicly funded K–12 schools across Canada. For this paper, the authors selectively analyzed 35 survey questions that pertained to mentorship and well-being of ECTs, using quantitative and qualitative procedures.

The findings revealed a strong correlation between the mentoring experiences and well-being of the participating Canadian ECTs. The teachers who did not receive mentorship indicated significantly lower feelings of well-being, and conversely, teachers who participated in some kind of mentorship demonstrated much higher levels of well-being.

This paper draws on the selective analysis of the data from a larger study to elicit the connections between the mentoring support and perceived well-being. Due to inconsistencies in terminology and multifaceted offerings of induction and mentoring supports for ECTs across Canada, there might have been some ambiguity regarding the formal and informal mentorship supports. A longitudinal study that is designed to specifically examine the connection between the mentorship and well-being of ECTs could yield deeper understandings. A comparative study in different international contexts is commended.

The findings showed that the ECTs who did not receive any mentorship scored significantly lower feelings of well-being from external, structural, and internal well-being sources, and conversely, the ECTs who participated in some kind of mentorship scored much higher levels of feelings of well-being. Policy-makers should therefore continue to confidently include mentorship as an intentional strategy to support and help ECTs to flourish. However, inconsistent scoring between individuals and their levels of external, structural and internal well-being suggest that more research on the connection between mentoring and well-being of the ECTs.

Work-life imbalance seems to be more challenging for ECTs than policymakers who provide these expectations are aware. Therefore, excessive work demands and intensive workloads need to be given proper attention for their potential negative effects (such as stress, burnout and absence) on the beginning teachers’ health and well-being. Likewise, purposeful strength-based approaches should be undertaken to establish generative and pro-social efforts to enhance the connectedness, collaboration, collegiality and resilience-building opportunities for novice professionals within flourishing learning communities.

In this paper, the authors have undertaken the first steps in exploring the impact that mentoring has on Canadian ECTs’ well-being. The study increases the understanding of how mentoring can be used as a purposeful strategy to support the well-being of ECTs and retain them in the teaching profession in Canada and potentially in different international contexts.

Humour and, in particular, jokes have received little serious academic scrutiny in the entrepreneurship literature to date. To address this, the purpose of this paper is to examine publicly available jokes about entrepreneurs to establish what such jokes tell us about how humour, particularly entrepreneur jokes shapes public perceptions of entrepreneurial identity. This is important because humour may be an integral part of an individual's entrepreneurial identity. The authors thus contribute to understandings of the complex nature of entrepreneurial identity and how public perceptions of humour influence such by encapsulating negative public perception of entrepreneurs which may act as a de-legitimisation mechanism.

From a representative sample of entrepreneur jokes located on the web using netnographic techniques, the authors apply a multi-disciplinary framework to analyse the material and its messages to establish how such jokes shape public perceptions.

The findings suggest that jokes convey a pejorative message about how entrepreneurs are perceived by the public with the content and message of the jokes being negative and derogatory. Common themes contained in the punchlines include – criminality, greed, dishonesty, hubris, stupidity, misfortune, ridicule and deviousness – all of which may de-legitimise generic entrepreneurial identity. In the process, the authors uncovered liminal aspects of joke telling and consumption in that the perception of jokes about entrepreneurs relate to the time and context in which the joke is told given that situational cleverness is a key facet of such jokes. In addition, the authors discuss variations across jokes.

The authors discuss learning outcomes for future research and potential future studies into humour in an entrepreneurial context.

This study places humour and joking on the research stage, making an incremental contribution. The authors add to the literature on the use of entrepreneurial humour and in particular in relation to how jokes influence public perception of entrepreneurs. From the data collected, the authors develop some fresh insights into the variation and range of entrepreneurship related jokes accessible online.

Life studies are a rich source for further research on the role of the Afro‐American woman in society. They are especially useful to gain a better understanding of the Afro‐American experience and to show the joys, sorrows, needs, and ideals of the Afro‐American woman as she struggles from day to day.

The ability to work anytime from anywhere is attractive to job seekers, who respond by developing needs regarding flexible working. Flexibility needs are compared to the flexibility perceived in job advertisements to form an overall perception of flexibility fit. The purpose of this paper is to examine both the impact of flexibility fit (on applicant attraction) and its antecedents.

The impact of flexibility fit on applicant attraction and its antecedents are examined using person–job (PJ) fit theory. 92 job seekers analyzed a total of 391 job advertisements. The hypotheses are tested using multilevel structural equation modeling.

The results show that perceived flexibility fit is positively related to job pursuit and job acceptance intentions. They further show that perceived flexibility fit is driven by perceived job advertisements' flexibility exceeding applicants' needed flexibility, which in turn is driven by the flexibility actually present in job advertisements exceeding applicants' flexibility needs.

This study contributes to literature on new ways of working by highlighting the desirable nature of flexibility and its impact on fit perceptions. It further contributes to literature on job search and PJ fit by investigating a full model of fit, examining both outcomes and antecedents of perceived fit. For practitioners, this study highlights the importance of advertising flexibility to attract applicants.

Physical appearances constitute a criterion of discrimination recognised by the French law. This topic is often raised in the field of media and advertising, but the consequences of stereotypes and prejudices about appearances at work are not taken into account as much. However, this criterion is subject to a multitude of normative injunctions, located in time and space, and significantly affects all spheres of life. Voluntary or involuntary transgression of these norms leads to processes of segregation, discrimination and harassment. These processes are all the more insidious because their legitimacy is less questioned than when it concerns a criterion shared by a collective such as race or gender. Appearances are, in fact, perceived as individual characteristics; moreover, some of them are perceived as controllable, which justifies the unfavourable treatment of people who do not fit the norm.

At work, recruitment is the most obvious step in which appearances play a role because first impressions are largely based on them. But remuneration or daily life at the office is also affected by beliefs and expectations about appearances. After presenting testimonies from focus groups on this issue, we offer some advices for organisations concerned by the topic.