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The purpose of this paper is to identify the transitional employment (TE) aspirations and training and development needs of older and younger workers at risk of early retirement due to limited education and/or employment in blue‐collar (BC) occupations.

A computer‐based methodology is used to evaluate the demographic effects of gender, education level, and occupation group on aspirations pertaining to TE and training and development in a sample of over 1,000 local government employees.

Older BC, secondary school‐educated and younger workers are less interested in TE than older workers with higher levels of education or from white‐collar backgrounds. The early retirement risk factors of BC work and secondary school education had a more limited effect on perceived training and development needs for older workers. However, for younger workers, these risk factors provided the impetus to undertake training to move into less physically demanding or more challenging roles as their careers progressed.

Via the identification of education level and occupation types groups' TE aspirations and perceptions of preparatory training and development within younger and older cohorts, long‐term strategies to develop and retain staff may be formulated.

Past studies of TE have rarely included younger workers or older workers at risk of early retirement. Preparatory training and development for TE roles has not been considered in the literature.

The purpose of this paper is to determine the patterns of transitional employment (TE) aspirations and training and development (T&D) needs of women within local government.

A quantitative survey methodology was used to identify aspirations in a sample of 1,068 employees from the Australian Local Government Association.

Mature‐aged women were very interested in continuous learning at work despite their limited formal education. Their training preferences consisted of informal delivery face‐to‐face or online in the areas of management or administration. Younger women were interested in undertaking university courses, while a minority were interested in blue collar occupations.

Through the identification of patterns of TE and T&D aspirations, long term strategies to develop and retain women in local government may be developed. Findings suggest that mature‐aged women would benefit from additional T&D to facilitate entry into management and senior administration positions, as well as strategies to facilitate a shift in organizational climate.

Mature‐aged women were found to be a potentially untapped resource for management and senior administrative roles owing to their interest in developing skills in these fields and pursuing TE. Younger women may also benefit from T&D to maintain their capacity during breaks from employment. Encouragement of women in non‐traditional areas may also address skill shortages in the local government.

Mature‐aged women were found to be a potentially untapped resource for management and senior administrative roles owing to their interest in developing skills in these fields and pursuing TE. Younger women may also benefit from T&D to maintain their capacity during breaks from employment. Encouragement of women in non‐traditional areas may also address skill shortages in the local government.

The purpose of this chapter is to explore the use of a web-based collaborative platform for virtual literacy coaching and how the technology influenced reflective practice.

This qualitative study explored the use of virtual literacy coaching by examining 18 coaching sessions between a university-based literacy coach and a first-grade reading interventionist using Adobe® Connect, a web-based collaborative tool. The application provided a virtual meeting space and through the use of video pods the teacher and coach had synchronous audio and video communication. Each coaching session lasted approximately one hour and included a pre-observation discussion, an observation of a 30-minute individualized lesson with a struggling reader, and a debriefing conversation. Data, including transcriptions of the coaching sessions, interviews with participants, field notes, and journal entries were analyzed using the constant-comparative method.

Findings showed the ability to link teachers and coaches in a virtual space creates new possibilities for engaging in reflective practice that certainly are not trouble-free, but do provide opportunities to think deeply about teaching and learning without being face-to-face.

As school districts continue to experience budgetary cuts, it is important to explore alternative ways to support teachers. The findings identified in this study underscore the differences between face-to-face and virtual coaching. Understanding and accepting the limitations of the technology and recognizing the importance of the teacher/coach relationship could provide a starting point for school districts interested in computer-mediated communication.

The 2019 FIFA (Federation Internationale de Football Association) Women's World Cup in France saw unprecedented levels of success for women's football. FIFA estimates that, for the first time, total global viewership of the tournament reached 1bn. During the tournament, the eventual champions – the United States – saw their midfield veteran, Megan Rapinoe, win the golden boot (top goal scorer) and the golden ball award (most valuable player). In addition to her exploits on the pitch, Rapinoe, one of numerous ‘out’ lesbian athletes competing at the Women's World Cup, also received an unprecedented amount of media coverage. In this chapter, we analyse British print media coverage of Rapinoe during the one-month period of the Women's World Cup (7th June–7th July) and the week after the tournament concluded. Our findings indicate that although Rapinoe is a polarising character, media coverage of her throughout the tournament was generally positive. We show this through Rapinoe as a ‘personality’, Rapinoe as ‘outspoken’ and Rapinoe as a role model.

This chapter argues that Eminem and Rihanna's 2009 “Love the Way You Lie” is a cultural artifact representing contemporary attitudes about domestic violence; thus, this chapter models a trauma-informed methodology for guiding students through analysis and discussion of these narratively violent texts. In so doing, instructors can help students recognize the discursive strategies through which stories about gender violence are constructed and examine what is at stake in telling and circulating these stories. The chapter begins by defining trauma-informed pedagogy and critical pedagogy, arguing that when used together in the classroom, they can promote empathy, self-advocacy, resistance, and resilience. The chapter then contextualizes the song and music video within the context of the #MeToo movement, encouraging instructors to validate the perception of students who experience allyship with Rihanna as a survivor. The chapter moves on to provide instructors with a model for guiding students both through semiotic analysis and close reading of the song's and video's narrative and visual discourses. This model pays attention to the lyric's reliance on the point of view of the unreliable narrator and pronoun shifts to interpellate listeners into the abuser's world view while also truncating the victim's testimony; this model also examines the content of the lyrics to identify gender violence mythologies constructed within both the abuser's and victim's narratives. Equipped with these insights, instructors can help students deconstruct the visual discourses of the video, which repeat the gender violence mythologies of the song lyrics.

To analyze the emergence of cyberbullying in the news and to unveil the extent to which this new social problem is being constructed as a moral panic.

Ethnographic content analysis is conducted on a sample of 477 local and national newspaper articles published from 2004 to 2011. Goode and Ben-Yehuda’s five criteria of a moral panic – consensus, concern, hostility, disproportionality, and volatility – are used as a lens to analyze how this issue emerged in U.S. culture.

News coverage of this issue erupted within a very short time period, drawing important attention to a previously unknown social problem facing youth. Yet in the construction of cyberbullying as a new threat to social order, the news coverage sometimes inflates the magnitude and severity of the problem. In doing so, the media work to misrepresent, misinform, and oversimplify what is a more complicated and perhaps not yet fully understood issue among youth today.

Electronic aggression is something that is of growing concern to children, parents, educators, and policymakers. Evidence has begun to show that its effects may be as harmful as face-to-face bullying. Since the media play a vital role in the designation of certain issues as worthy of the public’s attention, it is pertinent that this information is presented in an accurate fashion, rather than simply promoting a moral panic around the topic.

Future research should move beyond print media to examine how TV, popular culture, and social media sites construct this problem. This should include research on the public’s understanding and interpretation of these mediated forms of communication.

Building leadership skills among faculty in academic medicine is essential, yet professional development programs focused on leadership are not always attentive to the needs of faculty on diverse career pathways or at differing career stages—nor are they often rigorously assessed. Evaluations commonly focus on participant satisfaction and short-term learning but not behavior change and institutional impact, which are difficult to assess but arguably more meaningful. Given the substantial time and money invested in these programs, more rigorous evaluation is critical.

The authors evaluated an intensive, shared leadership-focused training program for early-career and mid-career faculty, offered by the University of Pittsburgh’s School of Medicine over the course of a year. They administered a pre/post-program assessment of confidence in key skill areas, and conducted semi-structured interviews with 21 participants between 1–4 years after program completion.

Participants in both programs showed statistically significant improvement (p < 0.001) on every item measured in the pre/post-test. Analysis of the interviews revealed indications of substantial behavior change as well as institutional impact. The evaluation also suggested particular benefits for female professionals.

The authors conducted a long-term assessment of leadership training focused on career pathway and career stage and found that it (a) prompted both positive behavioral change and institutional impact and (b) suggested benefits for female faculty in particular, which could potentially help to eliminate gender-based disparities in leadership in academic medical centers.

The “Germanwings” air crash in 2015 in which 150 people were killed highlighted the challenges pilots working in the aviation industry face. Pilots regularly work for extensive periods in inhospitable and high-pressure operational conditions, exposing them to considerable work-related stress. This has raised calls for a more systemic cultural change across the aviation industry, championing a more holistic perspective of pilot health and well-being. The study aims to explore how peer coaching (PC) can promote an inclusive psychosocial safety climate enhancing pilot well-being and can mitigate hazardous attitudes and dysfunctional behaviours.

Adopting an interpretative phenomenological analysis (IPA), semi-structured interviews and questionnaires were conducted with military and civilian peer coach/coachee pilots and key industry stakeholders, totalling 39 participants. The research provided significant insights into the perceived value of PC in promoting both pilot health and mental well-being (MW) and flight safety across the aviation industry.

The study highlights four key PC superordinate themes, namely, coaching skills, significance of well-being, building of peer relationships and importance of confidentiality and autonomy. Such combined themes build reciprocal trust within peer conversations that can inspire engagement and effectively promote personal well-being. The contagious effect of such local interventions can help stimulate systemic cultural change and promote a positive psychosocial safety climate throughout an organisation and, in this case, across the aviation industry. This study provides a PC conceptual framework “Mutuality Equality Goals Autonomy Non-evaluative feedback, Skill Confidentiality Voluntary Supervisory (MEGANS CVS),” highlighting the salient features of PC in promoting MW.

The study highlights the salient features of PC and its role in promoting peer conversations that enable personal transition, openness and acceptance. This study also highlights how PC and well-being can be used to encourage inclusivity and engagement, thereby strengthening institutional resilience.

This study highlights how PC that can assist HRM/HRD professionals to embed a more inclusive and salutogenic approach to MW that can reshape organisational cultures. This study highlights the significance and link of workplace stress to hazardous attitudes and dysfunctional behaviours. It further notes that whilst the MEGANS CVS peer coaching framework has been applied to pilots, it can also be applied across all sectors and levels.

This study highlights the value of PC as an inexpensive means to engage at the grassroots level, which not only improves personal performance, safety and well-being but by building peer relationships can also act as a catalyst for positive and deep organisational cultural change.

This study offers the MEGANS CVS framework that exposes insights into PC practice that can assist HRM/HRD professionals embed a more inclusive and salutogenic approach to health and well-being that can reshape organisational cultures. This study highlights the significance and link of workplace stress to hazardous attitudes and dysfunctional behaviours, and whilst this framework has been applied to pilots, it can also have relevance across all sectors and levels. This study calls for a “salutogenic turn,” employing MW and PC to transform organisational capabilities to be more forward-thinking and solution-focused, promoting an inclusive “just culture” where leaders positively lead their people.