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In The Changing Body (Cambridge University Press and NBER, 2011), we presented a series of estimates showing the number of calories available for human consumption in England and Wales at various points in time between 1700 and 1909/1913. We now seek to correct an error in our original figures and to compare the corrected figures with those published by a range of other authors. We also include new estimates showing the calorific value of meat and grains imported from Ireland. Disagreements with other authors reflect differences over a number of issues, including the amount of land under cultivation, the extraction and wastage rates for cereals and pulses and the number of animals supplying meat and dairy products. We consider recent attempts to achieve a compromise between these estimates and challenge claims that there was a dramatic reduction in either food availability or the average height of birth cohorts in the late-eighteenth century.

Interest in generational research has garnered a lot of attention, as the workplace is seeing multiple generations (i.e., the Silent Generation, Baby Boomers, Gen Xers, and Millennials) working side-by-side for the first time. However, it is unclear how multiple generations of workers interact with each other and affect the workplace. Although there is extant literature on generational differences, some scholars have argued that the effect sizes are small and the differences are not meaningful. The focal aim of this chapter is to present the current state of literature on generational research. We present the relevant conceptualizations and theoretical frameworks that establish generational research. We then review evidence from existing research studies to establish the areas of differences that may exist among the different generations. In our review, we identify the issues arising from generational differences that are relevant to human resource management (HRM) practices, including new workforce entrants, aging workers, the changing nature of work and organizations, and leadership development. We conclude with several directions for future research on modernizing workplace policies and practices, ensuring sustainability in current employment models, facilitating future empirical research, and integrating the effects of globalization in generational research.

In developing country contexts, it has become difficult to imagine the word ‘conservation’ without ‘community’ sitting alongside it, as their combination is part of the international conservation and development lexicon. Community-based conservation (CBC) encompasses several core principles, including: involving communities in decision-making; devolving control over resource management; developing community institutions for management; incorporating traditional or local knowledge; legitimising community property rights; linking environment and development objectives and providing incentives for conservation (Barrow & Murphree, 2001; Kellert, Mehta, Ebbin, & Litchtenfeld, 2000; Songorwa, 1999; Western & Wright, 1994). All of these are employed with the aims of overcoming the limitations associated with traditional ‘top-down’ approaches to conservation (Adams & Hulme, 2001; Campbell, 2002a). Ideally, CBC should benefit both people and environments, contributing to both development and conservation. In this way CBC is directly aligned to wider discourses of sustainability and to innovations in the field of conserving natural resources.

This study examines the effects of narcissism and bonus-based incentive plans on managerial decision-making performance. Using an experiment, the authors first examine decision choices under two levels of an incentive threshold (high and low). Narcissism is measured using the Narcissistic Personality Inventory (NPI). Typically, the NPI is used as a single monolithic construct in analyses; however, in this study, the authors subdivide it in two ways to gain more nuanced information about its impact on decision making. First, the authors split the NPI into three levels – high, medium, and low (Hascalovitz & Obhi, 2015), and then decompose it into its adaptive and maladaptive components (Campbell, Hoffman, Campbell, & Marchisio, 2011) to examine how these subdivisions affect performance. Results show that the different levels of incentive thresholds affect performance among narcissistic individuals. Results indicate that individuals higher in narcissism and higher in levels of adaptive and maladaptive narcissism outperform their low-trait counterparts in a lower-threshold environment, but not in a high threshold environment.

Radical feminists position any forms of sex work as gender violence against individuals and more broadly for all women in society. I argue against the ideological stance that sex work is inherently violent and as a result should be outlawed, setting out how this ideology and dogma has allowed structural factors to persist. In this paper, I argue that despite the unacceptable high levels of violence against sex workers across the globe, violence in sex work is not inevitable. Through a review of the literature as well as drawing on research from the United Kingdom, I deconstruct the myth of inevitable violence. In turn I argue that violence is dependent on three dynamics. First, environment: spaces in which sex work happens has an intrinsic bearing on the safety of those who work there. Second, the relationship to the state: how prostitution is governed in any one jurisdiction and the treatment of violence against sex workers by the police and judicial system dictates the very organization of the sex industry and the regulation, health and safety of the sex work communities. Third, I argue that social status and stigma have significant effects on societal attitudes toward sex workers and how they are treated. It is because of these interlocking structural, cultural, legal, and social dynamics that violence exists and therefore it is these exact dynamics that hold the solutions to preventing violence against sex workers. Toward the end of the paper, I examine the UK’s “Merseyside model” whereby police treat violence against sex workers as a hate crime. It is in these examples of innovative practice despite a national and international criminalization agenda against sex workers, that human rights against a sexual minority group can be upheld.

For decades organizational citizenship behavior (OCB) has been of interest to scholars and practitioners alike, generating a significant amount of research exploring the concept of what citizenship behavior is, and its antecedents, correlates, and consequences. While these behaviors have been and will continue to be valuable, there are changes in the workplace that have the potential to alter what types of OCBs will remain important for organizations in the future, as well as what types of opportunities for OCB exist for employees. In this chapter we consider the influence of 10 workplace trends related to human resource management that have the potential to influence both what types of citizenship behaviors employees engage in and how often they may engage in them. We build on these 10 trends that others have identified as having the potential to shape the workplace of the future, which include labor shortages, globalization, immigration, knowledge-based workers, increase use of technology, gig work, diversity, changing work values, the skills gap, and employer brands. Based on these 10 trends, we develop propositions about how each trend may impact OCB. We consider not only how these trends will influence the types of citizenship and opportunities for citizenship that employees can engage in, but also how they may shape the experiences of others related to OCB, including organizations and managers.

This study aims to review the existing literature on corporate-level strategy to develop a conceptual framework of the headquarters’ roles as well as situational factors influencing them.

The systematic review is conducted. Accordingly, 598 studies (published from 1962–2018) were extracted from three databases (ProQuest, EBSCO and Web of Science). Then, after screening and ensuring the quality by the TAPUPAS checklist, 53 articles were systematically analyzed by manual coding method.

In total, 31 interventions in the form of four roles, namely, “value creation,” “value reduction,” “portfolio management“ and “loss prevent“ were identified for headquarters (HQ). Furthermore, four influencing situational factors distinguish “business characteristics,” “headquarters characteristics,” “corporate company characteristics” and “characteristic of the HQ-subsidiary relationships.”

The value of this research can be outlined as: mapping the cutting edge on the topic and systematizes the current knowledge; presenting an integrative, unique conceptual framework of HQs’ roles and influences, and particularly, of situational factors that determine the consequents of the interventions; and producing practical insights for corporate parent managers considering the situational factors influencing HQs’ roles and influences in managing their business portfolio successfully.

Despite the increasing use of the agency perspective in studies of headquarters-subsidiaries relations in the multinational corporation (MNC), opponents fundamentally question its utility. In an attempt to contribute to this debate, we evaluate prior studies and develop considerations for future research. Our review of extant studies of headquarters-subsidiaries relations that make (explicit) use of the agency perspective reveals two significant shortcomings. First, we identify a need to validate the underlying assumptions when using the agency perspective in studies of headquarters-subsidiaries relations. Second, we detect a need to better account for the complex nature of headquarters-subsidiary relations in the MNC. A focus on these two areas can improve the use of the agency perspective and, ultimately, help resolve the contentious debate over the utility of the agency perspective.