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Understanding farmers’ perceptions of how the climate is changing is vital to anticipating its impacts. Farmers are known to take appropriate steps to adapt only when they perceive change to be taking place. This study aims to analyse how African indigenous vegetable (AIV) farmers perceive climate change in three different agro-climatic zones (ACZs) in Kenya, identify the main differences in historical seasonal and annual rainfall and temperature trends between the zones, discuss differences in farmers’ perceptions and historical trends and analyse the impact of these perceived changes and trends on yields, weeds, pests and disease infestation of AIVs.

Data collection was undertaken in focus group discussions (FGD) (N = 211) and during interviews with individual farmers (N = 269). The Mann–Kendall test and regression were applied for trend analysis of time series data (1980-2014). Analysis of variance and least significant difference were used to test for differences in mean rainfall data, while a chi-square test examined the association between farmer perceptions and ACZs. Coefficient of variation expressed as a percentage was used to show variability in mean annual and seasonal rainfall between the zones.

Farmers perceived that higher temperatures, decreased rainfall, late onset and early retreat of rain, erratic rainfall patterns and frequent dry spells were increasing the incidences of droughts and floods. The chi-square results showed a significant relationship between some of these perceptions and ACZs. Meteorological data provided some evidence to support farmers’ perceptions of changing rainfall. No trend was detected in mean annual rainfall, but a significant increase was recorded in the semi-humid zone. A decreasing maximum temperature was noted in the semi-humid zone, but otherwise, an overall increase was detected. There were highly significant differences in mean annual rainfall between the zones. Farmers perceived reduced yields and changes in pest infestation and diseases in some AIVs to be prevalent in the dry season. This study’s findings provide a basis for local and timely institutional changes, which could certainly help in reducing the adverse effects of climate change.

This is an original research paper and the historical trends, farmers’ perceptions and effects of climate change on AIV production documented in this paper may also be representative of other ACZs in Kenya.

The purpose of this study was to assess the knowledge of head and neck cancers (HNCs), their risk factors, signs and symptoms among the general public of Karachi, Pakistan.

Initially, 503 individuals were approached for data collection, out of which 404 fit the inclusion criteria (response rate = 80.03%). Nonprobability convenience sampling was utilized to select participants who fell under the age group of 15–60 years, barring the fields of Bachelor of Medicine and Bachelors of Surgery (MBBS) and Bachelors of Dentistry (BDS). Knowledge was evaluated by a 9-item questionnaire, the scores of which yielded the following interpretations: No (0), low (1–3), moderate (4–6) and high (7–9) knowledge.

Of the 404 participants who completed the questionnaire, 357 (88.4%) participants claimed to be aware of HNC. The HNC knowledge scores had a statistical relevance with socioeconomic status (p = <0.01) and level of education (p = 0.02). Most participants recognized a “lump or swelling in the throat” (87.1%) as the most common symptom, followed by “bleeding in mouth or throat” (84.7%). Surprisingly, 75.25% of participants thought HNCs were inclusive of brain cancer.

Overall, knowledge of HNCs among the general public of Karachi surpasses the knowledge in other regions around the world. Our study demonstrated that people indulge in unhealthy habits despite having sufficient knowledge and this warrants prompt interventions and counseling of the people.

The purpose of this qualitative study is to explore well-being experiences of international business travellers (IBTs) and contribute to our understanding of personal and job characteristics as antecedents of ill- or well-being.

The authors’ insights are based on semi-structured in-depth interviews with 32 IBTs assigned to various destinations ranging from single-country travel to global operation. Participants in this study represent a range of traveller personas (regarding demographics, type of work, travel patterns). Thematic analysis is used to reveal new insights.

The authors’ analysis revealed trip-load (i.e. workload, control, organisational support) and intensity of travel (i.e. frequency, duration and quality) as job characteristics that sit on an energy stimulation continuum, driving work-related outcomes such as stress and burnout or health and well-being. Energy draining and boosting processes are moderated by cognitive flexibility and behavioural characteristics.

Findings represent a framework for managing IBT well-being via adjustments in job and travel characteristics, plus guidance for training and development to help IBTs self-manage.

The insights within this paper contribute to the conversation around how to enhance well-being for IBTs and frequent flyers. The study intends to offer direction as to which specific job, psychological and behavioural characteristics to focus on, introducing a novel framework for understanding and avoiding serious consequences associated with international mobility such as increased stress, burnout and ill-health.

This study examines the relationship of positive career shocks and career optimism. The mediating role of career decision-making self-efficacy (CDSE) between positive career shocks and career optimism and the moderating role of consideration of future consequences – immediate (CFC-I) between CDSE and career optimism are checked.

Through cluster sampling, cross-sectional data from 192 professionals of electronic media industry were collected via an electronically administered questionnaire. For preliminary descriptive data analysis, SPSS version 21 was used. SmartPLS version 3.0 was used for testing the proposed hypotheses.

The results showed that positive career shocks have a relationship with career optimism via CDSE. Also, CFC-I moderated the relationship of CDSE and career optimism such that the relationship of CDSE and career optimism was stronger at higher level of CFC-I.

The study provides implications for the career consultants, human resource professionals and senior management of organizations. All these stakeholders can strive to build an inventory of positive career shocks. Also, shifting to a surprised business model of announcing compensations and promotions is another area to work on. The results of this study further suggest disengaging the fresh potential employees in the initial processes of recruitment. Interdepartmental coordination of health and safety department and human resource management department is also a very important implication for this study to highlight the positive aspects of being optimistic.

The study is among the few empirical studies which investigates the relationship between positive career shocks and career optimism via CDSE. Also, in light of the latest call of various empirical works in the domain, this study adds a moderating variable, i.e. CFC-I in predicting career optimism. Furthermore, contrary to the conventional approach of applying students' data on career models, this study tests the proposed career model on data collected from professionals.

Purpose: The emotions that accompany failure, in and of organizations, and their consequences have been researched in multiple domains of management, but comparative approaches have seldom been attempted. The failure of organizations to survive has been a common occurrence over centuries, particularly in the modern era of start-ups, innovation, and political, economic, and environmental turbulence. With the advent of the COVID-19 pandemic, failure at many levels of society, including the organizational and individual, has increased significantly and produced even more intense emotions. Study Design/Methodology/Approach: For this conceptual chapter, literature from many disciplines was consulted on failure in organizations, and the emotions it elicit, including studies on the process of failure as well as its outcomes. Findings: Failing and failure are likely to evoke negative emotions, with negative consequences for the actor. However, positive emotions can also occur, and a matrix of emotional valence and consequences presents an intriguing set of possibilities. The dimensions of emotions (valence, intensity, duration, and frequency) interact with a wide range of contributing factors (salience, personality, identity, emotional intelligence, emotional regulation, prior experience of failure, and context) in producing the emotions of failure and their consequences. Originality/Value: This chapter contributes to the literature by explicating the types of emotions that emanate during and after failure across many domains of management research, their dimensions and contributing factors, and the consequences for the individual actor. The model of the emotions of failure that is presented here assembles a wider variety of elements than prior research has offered. We indicate avenues for further research as we approach an era of even more demanding challenges.