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The purpose of this paper is to explore the characteristics of office cake (OC) consumption and the associated attitudes and behaviours among UK office workers to gain insight into the implications for workplace health.

A cross-sectional online questionnaire was completed by 940 respondents. Data were analysed using descriptive statistics and cross-tabulation with χ² tests for between-group difference.

Respondents reported both positive social and negative health-related consequences of OC. OC influenced eating behaviour through increased salience and availability, and the effects of social influencing. Almost all (94.8 per cent) reported ideal OC frequency to be once/week or less. Gender and age significantly affected attitudes and behaviour.

The questionnaire was not validated so data accuracy could have been diminished or biased. Portion size was not examined and consumption data were self-reported which could have resulted in under-reporting. Only office workers were investigated therefore results may not be applicable to other workplaces.

OC appears to influence both the workplace eating environment and employee eating behaviour. It could therefore affect employee health and workplace health promotion programme efficacy. However the findings suggest that nudge-based initiatives could reduce OC consumption to make workplaces healthier while retaining social benefits.

The present study provides the first data on OC culture and insights on how to address it sensitively. It also highlights that sweet treats used for celebration and employee recognition should be considered a relevant part of workplace food provision alongside canteens and vending.

This paper aims to examine the lives of early twentieth century opera star Louise Homer and her composer husband Sidney, and their attempts to manage two successful careers and a family of six children. Almost 100 years ago, the Homers – a rare example of a two‐career family – employed several adaptive strategies that academic researchers later suggested for twenty‐first century dual‐career couples.

Considering the work‐family literature, two modern models of managing and coping with the stresses of dual careers were examined and the Homer family were then considered to determine whether they employed similar strategies. Letters were used from the Homers and their children, other original documents and secondary research in investigating the couple's efforts to handle the challenges of dual‐careers when the concept of a woman pursuing a profession outside the home was a novelty.

Several adaptive strategies recently “discovered” to be used by upper‐income dual‐career couples with children seem just as applicable to 1911 when the Homers' fifth child was born. The findings underscore the idea that challenges perceived as unusual and unique to one generation have been dealt with successfully by past generations.

The paper provides an historical perspective on newly suggested strategies for dual‐career couples in the work‐family literature. Such strategies have been used for at least a century even though the dual‐career concept only became prominent in the last four decades. This paper is one of a few that examines dual‐career couples in an historical context, and indicates how the past can inform those who face contemporary workplace phenomena.

Without exception, research on the contribution of the Prison Listener Scheme as a form of peer support for those who self-harm in custody has focussed on men in prison. Women’s experience of custody is shaped by their experiences of hegemonic masculinity that also mediate through women’s roles as mothers and caregivers. Women’s self-harm is similarly influenced by these gendered experiences. The purpose of this paper is to explore how the Listener Scheme as a form of peer-to-peer support for women contributes to women managing their self-harm in a female prison.

The paper used a case study design with a mixed-methods approach using a quantitative questionnaire with prison staff (n = 65) and women in custody who had self-harmed (n = 30). Qualitative methods included a focus group with Prison Listeners (n10) and semi-structured interviews with women who self-harm (n10) and prison staff (n10). Four days were also spent observing the prison environment.

Findings suggest that women seek support from other women as peer Listeners for three main reasons; their previous difficult experiences with men, a displacement of the mother role and their attachment needs in custody. Research suggests that women often have significant addictions and mental health concerns and are more likely than their male counterparts to engage in self-harm (Prison Reform Trust, 2017). In addition, women’s self-harm acts as a coping method for “intrapersonal issues” which documents self-harm as a result of frustration and lack of control in custody as opposed to “interpersonal issues” which documents self-harm as a result of relationship difficulties with partners (Walker et al., 2017). This paper suggests that peer support schemes internationally should be tailored to providing support for these types of gendered experience to support women who self-harm in custody. This has implications for the training and support of Listeners in women’s prisons.

This exploratory research was conducted in one female prison and while can be considered to test proof of concept is limited in its generalisability.

This paper suggests that Listeners providing peer-to-peer support for women in custody who self-harm may encounter triggers for this behaviour based on women’s experiences including; how women relate to men; women’s experience of the way custody displaces their role as mothers and women’s need for safe attachments in custody. These gendered experiences have implications for the training and development of peer support schemes in women’s prisons, such as the Listener scheme. Further research is needed to compare the gendered types of support Prison Listeners provide depending on whether they are in male or female prisons.

Young adults have been particularly adversely affected by COVID-19-related disruptions, especially in relation to industries with an over-representation of young adults. This study, a report, aims to discuss the findings from survey data from young adults who reported poorer mental health comparative to older generations prior to the pandemic. Drawing on the international literature and the research findings, the authors propose recommendations for rebuilding the workplace post-pandemic to support young adult's mental health.

Data from 1,999 respondents from 200 organisations in the UK were sought in relation to workplace well-being and mental health through a 15-item multiple choice online survey. Overall, 17% of the sample were senior management, 31% junior management, 37% in non-management roles and a further 15% stated “other”. Exploratory quantitative analyses were undertaken to assess differences in responses to questions between age groups.

Participants in the 16–25-year-old age group were more likely than any other age group to report that work adversely affected their mental health, that their mental health challenges influenced their performance at work, that they had witnessed colleagues' employment negatively influenced by mental health challenges and they felt more comfortable citing physical health challenges for absence than mental health difficulties.

COVID-19-related disruptions meant a large-scale move to remote working for many people. As we return to physical workplaces, we have an exciting opportunity to reform and improve the status quo. The findings, in relation to the mental health of young adults, highlight key risk factors that need to be addressed.

The purpose of this paper is to explore the social value food rescue enterprises can create for both their stakeholders and the wider community “in the meantime” whilst longer term solutions to the problems of insecurity and waste are sought.

FoodShare, a New Zealand urban-based social enterprise specialising in food redistribution, served as a case study for this research. Semi-structured interviews (n=13) were conducted with FoodShare staff and key stakeholder groups (food donors, financial donors, recipient agencies and volunteers). In addition, an anonymous online survey (n=40) was completed by the wider organisational volunteer network. The interview guides were structured around a new social value evaluation tool, Social Return on Investment, which is increasingly used to demonstrate the impact of such programmes. Deductive methods were used to code the resulting transcripts to identify key outcomes experienced by FoodShare’s stakeholders.

The outcomes of FoodShare’s work differed for the various stakeholders. For food donors, outcomes included “more involved relationships with community”, and “improved perceptions of corporate social responsibility”. Identified key outcomes for the financial donors included “key promotional opportunity” and “do something good”. For recipient agencies, important outcomes were “greater volume of food” and “increased reach”. Volunteers reported “meeting new people”, “a sense of accomplishment in helping others” and “learning new skills”. There were also a number of nutritional and environmental outcomes for the wider community.

Given the dearth of evidence on the societal value that is created in redistributing unsold food to people in need, this novel perspective makes a significant contribution to the literature in this area.

Reports on studies, which were carried out in two urban schools in the UK, of the nutritional composition of mid‐day meals taken by primary schoolchildren. Describes how the nutritional analyses indicated that all of the meals provided an excess of the energy from components such as fat and sugar, whereas some of the meal choices provided a less than adequate supply of minerals and vitamins such as iron, calcium and folate. The meals included hot meat and non‐meat dishes and sandwiches. Makes comparisons with standards provided by the Caroline Walker Trust.

Peer and professional support are important for women in prison to help them tackle a range of issues including self-harm. To date, research has not explored in any depth how women experience peer support provided in prison to help them manage their self-harm including peer support provided through the Listeners Scheme. The paper aims to discuss these issues.

This was a case study in one women’s prison employing mixed, qualitative methods. These included a questionnaire distributed to women and staff, a focus group with prison listeners, semi-structured interviews with women who self-harmed and semi-structured interviews with prison staff, together with a series of observations in the prison site.

While women in prison welcomed both professional and peer support their support preferences were influenced by how serious women considered their self-harm to be and the degree to which they regarded their relationships with staff as trusting and/or supportive. The therapeutic community (TC) that operated in the prison facilitated different relationships between women who self-harmed in prison and staff, than have hitherto been reported in the research literature. These relationships described by women and staff as “more open” allowed women to seek staff support when managing their self-harm behaviours. Women sought peer support from listeners in addition to staff support particularly at times when staff were unavailable for example at evenings and weekends.

The case study design was conducted in one women’s prison which operated a TC. The principles of the TC that operated in the prison are supported by the wider literature on TCs as conducive to good mental health. Findings are thus relevant for establishments with TCs .

Women opted for support from staff for helping them to manage their severe self-harm, over and above the peer support available through the prison Listener Scheme. This finding contrasts with previous research that suggests women trying to manage their self-harm in prison prioritise support from their peers because staff are often found to harbour unhelpful attitudes to women’s self-harm that makes seeking support difficult.

This paper describes a grounded theory that emerged from a study of Hong Kong Protestant secondary school principals’ values and their impact on principals’ perceptions and management of problems. This substantive theory is labelled the “value‐based congruence theory”. It implies first, that values influence how Hong Kong principals perceive and manage problems in their schools. Second, that particular principal's value orientations correspond with their behaviour in terms of their perceptions, problem‐solving strategies and the outcomes experienced. Principals’ value orientations fall along the following five value dimensions: the relationship, reform, empowerment, client‐focus and rationality dimensions. These correlations result in five principal types – the pacifists, the progressive mentors, the philosopher mentors, the pragmatists and the eclectics. However, other factors, namely, personal and organizational characteristics as well as the value properties of clarity, commitment, consistency, versatility, breadth and focus, are found to moderate the linkages between principals’ values and their concomitant responses.

The purpose of this paper is to better comprehend the subclinical psychopath's intra and interpersonal moral emotions in the context of their natural habitat, the workplace, alongside implications for employees and organisations.

This study draws on affective events theory (AET) to illuminate this dark-side phenomenon. Thematic analysis is used to identify themes from qualitative data collected from a small sample of interviews conducted with human resource management (HRM) directors and other managers.

The findings show that the subclinical psychopath is agentic, being unfettered by intra self-directed conscious moral emotions. The predominant moral emotion directed at employees during interpersonal workplace exchanges is typically anger. However, it appears likely the subclinical psychopath fakes this moral emotion as a smokescreen for manipulative and exploitative gains. The predominant moral emotion directed by employees towards the subclinical psychopath is fear. Employees resort to avoidance and withdrawal behaviour and intentions to quit become a reality.

The signalling quality of employees' moral emotions and subsequent dysfunctional avoidance and withdrawal behaviour can provide valuable information to HRM professionals in the detection of subclinical psychopaths which is acknowledged as notoriously difficult.

This study contributes new knowledge to subclinical psychopathy and makes novel use of AET to explore this personality type as a driver of employees' negative workplace emotions, the impact on employees' behaviour alongside implications for organisational effectiveness.

From 2002 to 2014, the Portland Police Bureau reported large reductions in complaints against officers and use of force indicators. The purpose of this paper is to develop a case study to document these changes and explore possible influences.

The paper maps the changes in conduct indicators against the developing relationship between the Bureau and the Portland Independent Police Review Division, and changes in policies and procedures.

Public complaints reduced by 54.4 per cent, while the rate of specific allegations per officer fell by 70.1 per cent. Quarterly use of force incident reports were reduced by 65.4 per cent between 2008 and 2014. Annual average shootings decreased from a high of nine per year across 1997-2002 to just below four per year in 2009-2014. Fatal shootings also trended downward but remained two per year in the last three years on record. Reforms instituted during this period that may have influenced these trends include a more rigorous complaints process, an early intervention system (EIS), enhanced external and internal review mechanisms, policy changes and training initiatives.

The researchers were unable to control for a range of additional variables that may have influenced the findings, including police deployments and changes in officer demographics.

The study provides support for strategies to improve police conduct including external oversight, diagnostic research, training focussed on de-escalation and minimal force, and complaint profiling and EISs.

There are very few studies available showing large long-term reductions in adverse police conduct indicators.