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The aim of this study was to apply key theoretical constructs from the Transtheoretical Model to daily consumption of at least five portions of fruit and vegetables among adolescent females.

A self‐report questionnaire was designed with regard to daily consumption of at least five portions of fruit and vegetables measuring stage of change, decisional balance and self‐efficacy. In total, 501 females aged 11 to 16 years old participated in the study.

The percentage of students classified into each stage was as follows: precontemplation 16.4; contemplation 38.5; preparation 11.8; action 13.4; and maintenance 20.0. Significant differences in pros and cons scores as well as self‐efficacy according to self‐classified stage of change were revealed (all p<.001). With advancing stage participants' scores for pros and self‐efficacy increased while cons scores decreased.

The results suggest that nutrition education that targets adolescent females may usefully draw on a stage‐based classification system in order to deliver more tailored and personally relevant interventions. Examination of the profile of pros and cons may assist in the identification of salient beliefs that may need to be either strengthened (i.e. pros) or challenged (i.e. cons). In addition, attention should also be given to implementing educational strategies that foster confidence in the ability to consumer at least five portions of fruit and vegetables daily.

This study presents the first application of the Transtheoretical Model to fruit and vegetable consumption in adolescent females. The results of the research can be used for nutrition education planning and development.

Describes a study which applied the stages of change model formulated by Prochaska and DiClemente to consumer use of food labels. A total of 165 students completed a self‐report questionnaire measuring stages of change, decisional balance, dietary behaviour and food choice motivations. The percentage of participants classified into each stage was as follows: precontemplation 30.0, contemplation 4.5, action 16.4 and maintenance 49.1. Significant associations with stage of change and decisional balance were observed. In addition, consumption of fruit and fatty foods was associated with stage of change as was a range of motivational factors in food choice.

The research into the issue of maintainability of multi‐storey buildings in Sri Lanka is still in its adolescent stage. One of the critical building elements that requires immediate attention for maintainability is reinforced concrete flat roofs. They are often subjected to alternate drying and wetting cycles under tropical conditions, causing many defects and subsequent deterioration when proper detailing related to design, construction and maintenance actions are lacking. Therefore, the aim of this paper is focused on identifying problems and risks and proposing a model to enhance the maintainability of flat roofs.

The existing maintainability problems were collected from 50 multi‐storey buildings. The inherent risks of flat roofs' maintainability were identified and analyzed through their problem‐causing factors. A scoring system using artificial neural networks is developed to forecast the level of maintainability.

The paper found 721 maintainability problems of flat roofs and a further 12 maintainability risk conditions related to the flat roofs were elicited. The model showed the level of maintainability of a typical flat roof shown is only 51 percent. The risk factors are also prioritized to give guidance.

The paper provides useful information to the designers and users on maintainability problems related to flat roofs. Also it highlights important risk conditions in order to minimize these problems.

The purpose of this paper is to explore the use of qualitative approaches to add depth and insight to understanding concerning the issues involved when consumers try to make changes in their behaviour. The context of this study is people trying to make and sustain changes to their dietary behaviour. Taking Prochaska and Di Clemente's Stages of Change model as the starting point, this paper marks a departure from other work in the behavioural change area in so far as a qualitative approach is adopted rather than a quantitative perspective.

This study was longitudinal in design and the data presented concern groups of people who were categorized as belonging to stages of change and who followed a similar stage of change pattern over a period of 18 months (according to the Stage of Change algorithm described by Curry et al.).

By examining peoples' behaviour changes in depth, the similarities and differences in their attitudes and motivations are revealed in terms of their dietary behaviour change and maintenance of change. This provides a more refined understanding of how people make changes and maintain them over time.

While focusing only on a small number of people, the weaknesses of the Stages of Change model is demonstrated and how qualitative research approaches can be used to add depth and meaning to quantitative methodologies popular in the social marketing domain.

This paper demonstrates that the Stages of Change model has value in categorizing people into stages of change and measuring these changes over time but is limited in its ability to develop understanding of the lived experience of trying to change behaviour.

In 1981, the International Labour Office in Geneva began receiving exciting news from the National Productivity Cente (NPC) of Ethiopia about its results‐oriented maintenance management programmes. NPC was achieving measurable success in helping almost 50 firms solve maintenance problems. Over 360 people from supervisors to plant managers and ministry officials had been trained to identify maintenance problems, find and carry out solutions. Hundreds of recommendations for improved maintenance were being tested and implemented, and many of these solutions were achieving measurable results in the form of increased output, reduced down‐time, improved quality, fewer rejected products, fewer imported spare parts and longer machine life. Several of the factories had estimated savings of over $1.2 million in the first year of the programme. The costs of the training, consulting and implementation were much less than the first year's estimated savings. The cost/benefit ratio, even by rough estimates, appeared to be at least 8 to 1.

According to regulations, aircraft must be in an airworthy condition before they can be operated. To ensure airworthiness, they must be maintained by an approved component maintenance organisation. This study is aimed to identify potential errors that may arise during the final inspection and certification process of aircraft components, categorise them, determine their consequences and quantify the associated risks. Any removed aircraft components must be sent to an approved aircraft component maintenance organisation for further maintenance and issuance of European Union Aviation Safety Agency (EASA) Form 1. Thereafter, a final inspection and certification process must be conducted by certifying staff to receive an EASA Form 1. This process is crucial because any errors during this stage can result in the installation of unsafe components in an aircraft.

The Systematic Human Error Reduction and Prediction Approach (SHERPA) method was used to identify potential errors. This method involved a review of the procedures of three maintenance organisations, individual interviews with ten subject matter experts and a consensus group of 14 certifying staff from different maintenance organisations to achieve the desired results.

In this study, 39 potential errors were identified during the final inspection and certification process. Furthermore, analysis revealed that 48.7% of these issues were attributed to checking errors, making it the most common type of error observed.

This study pinpoints the potential errors in the final inspection and certification of aircraft components. It offers maintenance organisations a roadmap to assess procedures, implement preventive measures and reduce the likelihood of these errors.

The process of occupational stress is dynamic, and thus must be conceptualized through an intraindividual perspective. Theories of self-regulation model feedback loops in goal pursuit and have meaningful implications for occupational well-being, from the task-level to years across the career span. In particular, discrepancy (the distance between one’s actual and desired states) and velocity (the speed at which one is moving towards a desired state) influence reactions in goal-striving. We extend theory bridging the self-regulation, occupational health, and career literatures by outlining the effects of discrepancy and velocity feedback for well-being, which we ground in cybernetic theories of stress, coping, and well-being. Further, we consider change at the macro scale by delimiting the impact of velocity, experienced in the pursuit of goals across Super’s (1980) career stages, on worker health. We conclude with a discussion of the theoretical and practical implications of velocity and health over the career stages.

The calculation of buildings’ carbon footprint (CFP) is an important basis for formulating energy-saving and emission-reduction plans for building. As an important building type, there is currently no model that considers the time factor to accurately calculate the CFP of hospital building throughout their life cycle. This paper aims to establish a CFP calculation model that covers the life cycle of hospital building and considers time factor.

On the basis of field and literature research, the basic framework is built using dynamic life cycle assessment (DLCA), and the gray prediction model is used to predict the future value. Finally, a CFP model covering the whole life cycle has been constructed and applied to a hospital building in China.

The results applied to the case show that the CO₂ emission in the operation stage of the hospital building is much higher than that in other stages, and the total CO₂ emission in the dynamic and static analysis operation stage accounts for 83.66% and 79.03%, respectively; the difference of annual average emission of CO₂ reached 28.33%. The research results show that DLCA is more accurate than traditional static life cycle assessment (LCA) when measuring long-term objects such as carbon emissions in the whole life cycle of hospital building.

This research established a carbon emission calculation model that covers the life cycle of hospital building and considered time factor, which enriches the research on carbon emission of hospital building, a special and extensive public building, and dynamically quantifies the resource consumption of hospital building in the life cycle. This paper provided a certain reference for the green design, energy saving, emission reduction and efficient use of hospital building, obviously, the limitation is that this model is only applicable to hospital building.

The purpose of this paper is to determine how employees in different generational groups (or cohorts) and different career stages perceive their psychological contracts.

A survey of 345 working adults included psychological contract obligations, incentives and importance and the cognitive responses of job satisfaction, affective commitment and intention to leave. Super's “Adult career concerns inventory” measured career stage.

Small but significant differences between individuals' psychological contract perceptions were based on both career stage and generational cohort: higher levels of balanced obligations and fulfilment were found than either relational or transactional obligations and fulfilment; relational and transactional obligations were significantly higher for Baby Boomers than Generation Xers; a stronger negative relationship was found between transactional fulfilment and intention to leave for Generation Xers than Generation Yers; higher balanced fulfilment had a significantly stronger positive relationship with job satisfaction for exploration compared with other career stages and commitment for exploration compared with maintenance stages.

Cross‐section methodology and difference scores in the female‐dominated sample limits generalisability. The study's key theoretical contribution is the need to further investigate whether the protean career concept is operating within employees' perceptions of their psychological contractual terms.

Despite widespread colloquial use of generational cohort groupings such as Baby Boomer, Generation X and Generation Y, small effect sizes were found. Implications for employers looking to manage employees' psychological contracts include that there are greater similarities than differences between the different career stages and generational cohorts.

The ability of firms to retain valued knowledge and skills possessed by accounting professionals depends, in part, on creating a work environment that positively affects accountants’ job-related attitudes and behaviors. A first step in achieving this objective is to identify those variables that are related to accountants’ work attitudes and behaviors. Previous research has examined antecedent causes of, for example, accountants’ job satisfaction, performance, organizational commitment, and role stress. Two limitations of the extant research are that subjects have almost always been auditors and no consideration has been given to the fact that accountants may react differently to their work environment depending on where they are in their careers.

This study addresses these two limitations of prior research by examining whether tax accountants’ work attitudes and behaviors differ across four common career stages: exploration, establishment, maintenance, and disengagement. The association of gender with tax accountants’ work attitudes was also tested. Results indicate that career stage is significantly related to tax accountants’ performance and job-related tension, but unrelated to job satisfaction, organizational commitment, work alienation, and role stress. A significant gender effect was found. These results for tax accountants differ somewhat from results for auditors (Rebele et al., 1996), indicating that a one-size-fits-all approach to managing work environments within accounting firms may not be effective in developing and retaining professional staff.