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Cyclone preparedness activities can significantly reduce household-related property damage and the negative knock-on effects. Research has found, however, that many people do not perform these behaviours. It is, therefore, important to understand why some people do, and others do not, perform such behaviours. This paper aims to investigate whether a commonly applied psychological theory of behaviour change can explain cyclone-specific preparedness behaviour.

This study used a cross-sectional survey design to examine the relationship between demographic factors, cyclone experience, psychological factors and preparedness behaviour. Informed by the protection motivation theory (PMT), it was hypothesised that perceived efficacy, perceived cost and self-efficacy would be the strongest predictors of preparedness behaviour. Data from 356 respondents living in a cyclone-prone region were analysed using multiple regression and mediation analysis with the PROCESS macro in SPSS.

In support of the hypothesis, it was found that perceived efficacy and perceived cost were the strongest psychological predictors of preparedness behaviour. Contradicting the hypothesis, however, self-efficacy was not a significant predictor of preparedness behaviour. Subsequent analysis indicated that people who have experienced cyclone damage perceive that preparedness measures are more effective for reducing damage, which, in turn, increases preparedness behaviour.

This paper provides empirical support for the application of the protective motivation theory for explaining cyclone-specific preparedness behaviour. More specifically, the results indicate that people are more likely prepare for cyclones if they perceive that preparedness activities are effective for reducing damage and are relatively inexpensive and easy to perform. The findings suggest that to promote cyclone preparedness, risk communicators need to emphasise the efficacy of preparedness and downplay the costs.

This paper aims to understand how experience with the fringe effects of a cyclone influences perception of cyclone severity. Understanding how certain types of experience influences risk perception should help to clarify why there is an unclear link between experience and risk perception within the existing literature.

A total of 155 respondents with fringe cyclone experience were recruited to fill in a closed-ended question survey. The survey was designed to assess perceptions of a previous cyclone and future cyclone severity.

Most respondents who had experienced the fringe effects of a cyclone overestimated the wind speed in their location. Respondents who overestimated previous cyclone wind speed also predicted less damage from future Category 5 cyclones.

This research indicates that overestimating the severity of past cyclones can have a detrimental effect on how people predict damage due to high category cyclones.

The findings suggest that people with fringe cyclone experience need additional information to help reshape their perceptions of cyclone severity.

This paper provides a unique perspective on the relationship between experience and risk perception by demonstrating that experience on the fringe of a cyclone has a negative influence on risk perception.

If aeroplanes and passengers, as well as property and people on the ground are to be protected, potential perpetrators of aviation terrorism must be prevented from breaching security checkpoints and gaining access to ‘secure’ airport areas and to aircrafts. Given the interconnectedness of the air transportation system, a sufficiently high level of security must be provided throughout the entire system. In this chapter we examine terrorism issues relevant to airline and airport security internationally, a topic that has received much attention since 9/11. Understanding the key issues is crucial in evaluating the various methods of regulating and providing aviation safety and security. The purpose of this chapter is to review the key features of the Aviation and Transportation Security Act and the characteristics of the resulting security policy. Then we examine terrorism, previous terrorists' acts against aviation as well as current and future aviation threats. A summary of our major points completes the chapter.

The purpose of this paper is to develop a competency framework that incorporates the key leadership competencies required of female leaders working in male-dominated industries by putting particular emphasis on the male leaders’ point of view.

This qualitative research combines a thorough literature review on important leadership competencies with ten in-depth, semi-structured interviews with male leaders from the Telecommunication and ICT industry, two typically male-dominated industries in Germany. All the interviews were transcribed and analysed through qualitative content analysis based on Mayring.

Findings revealed that success of female leaders within male dominances is shaped by not only their exceptional professional expertise but also the complex mix of behaviours on a professional and interpersonal level.

This study contributes to the academic debate on why only a few women reach the top of organisations in male-dominated industries by considering the perspective of male leaders. A competency model is proposed that incorporates both professional competencies and expected behaviours on a personal and interpersonal level and therefore enables leadership professionals to better understand the male leaders point of view on the complex mix of competencies expected from female leaders operating in male-dominated industries.

The need for more women in leadership has become a global business imperative, yet little is known about the competencies required to succeed in environments shaped by male leadership styles and the understanding that women are less capable leaders. Assessing the point of view of male leaders, who dominate these working environments, provides new and valuable insights into the complex issue of women in leadership for the academic debate and the practitioners’ point of view.

The purpose of this paper is to glean leadership lessons of megaproject managers through the life stories of four purposefully selected managers from two contemporary and two landmark megaprojects.

A narrative inquiry approach applying thematic analysis is used to capture lessons learnt from these stories with a focus on leading megaprojects. Narrative analysis has been used in organization studies and this paper is an attempt to use it in project management research.

Common strategies used by all four megaproject managers to be successful include: selecting the right people and building their capability; building trust with stakeholders; dealing with institutional power and politics effectively; and having the courage to innovate. There were also some differences in the approaches used by these managers due the times in which these projects were implemented.

The use of narrative inquiry is new to project management literature. As the life stories were not presented in the same way it was difficult to analyze them in the same manner, and further data had to be collected. This could have been avoided if it were feasible to collect narratives directly from the megaproject managers. This is being planned in future research emerging from this paper.

This study helps megaproject managers to exhibit leadership attributes that would be required to execute such large complex projects that have wide implications for the society, economy and the environment.

Megaprojects are often considered major displacements that cause social and geophysical issues that affect the environment. Lessons learnt from these stories could be useful to avoid such issues. The stories analyzed showed the human side of the megaproject managers toward people related, health and societal issues.

Narrative inquiry is new to project management literature. In the past, project management literature has focused on extracting lessons learnt from historical and classical projects, but lessons from life stories of project managers have not been used for the same purpose.

This study aims to explore the factors that build positive leadership identities in women and reduce woman-leader identity conflict in societies with low gender equality. In doing so, it responds to calls to examine the role of “context” for women aspiring to leadership roles.

The required data were collected through semistructured interviews with 30 senior-level female leaders in the corporate sector of Pakistan and analyzed using NVivo.

Successful professional women are often facilitated by various social and organizational factors that boost their confidence and ability to view themselves positively as leaders, reducing woman-leader identity conflict. The main facilitators observed were egalitarian values practiced at home, male sponsorship in organizations and individual leadership experiences. Furthermore, the age and socio-economic status of women have also emerged as important factors contributing to the success of women leaders in Pakistani society, which is characterized by gender inequality and high power distance.

Organizations committed to developing women for leadership roles and attaining their gender diversity goals need to address the structural and psychological barriers that hinder women’s progress in the workplace. Moreover, men need to be engaged as allies to enable women’s advancement as organizational leaders.

This study highlights how culture, gender norms and significant experiences of women moderate equality lows in patriarchal societies. It aims to demonstrate that women can progress as leaders within a low gender-egalitarian culture in the presence of factors that facilitate the establishment of their identities as leaders, thus reducing identity conflict. In addition, the role that men can play in creating a supportive environment for establishing women’s leadership identities is particularly highlighted in this study.

The importance of employees’ job embeddedness perception in the airline companies has not been given the required attention. To recognise the role of frontline employees’ perception regarding job embeddedness, the present research aims to develop and investigate a model that examines the determinants and consequences of employees’ job embeddedness in airline industry. The current study also aims to enrich the literature on human resources in the fields of transportation service management as the lifeblood of tourism industry as a related service industry by providing a comprehensive framework and measurement scale regarding the social exchange theory.

The study used a survey among a sample representative of frontline employees operating in Egyptian airline industry across Egypt. In total, 870 questionnaires were collected and analysed using structural equation modelling using WarpPLS 6.0.

The results indicate that both supervisors’ support and employees’ advocacy have a significant effect on job embeddedness. In addition, it found out that job embeddedness has a significant effect on organisational commitment and employees’ intention to leave.

This paper is conceptual in nature regarding the social exchange theory in service related industries such as airlines and tourism.

The authors intend to use these considerations as a basis for future research implications for tourism small- and medium-sized enterprises in the Middle-Eastern and North-African region.

This paper contributes to the literature on social exchange theory by measuring factors affecting employees’ job embeddedness in the Egyptian airline industry, notably its related human resources as a service industry.

This study developed and empirically tested a comprehensive model of job embeddedness with its drivers and evaluated its impact on both organisational commitment and intention to leave. Such findings hold important implications for tourism small- and medium-sized enterprises in the Middle-Eastern and North-African region.

The purpose of this paper is to explore the most common general metaphors for women’s leadership: the glass ceiling, sticky floor and the labyrinth. The authors discuss the strengths and weaknesses of these metaphors for characterizing women’s current situation as leaders.

In addition to reviewing the literature on the status of women leaders, the authors also discuss recent research on the power of metaphor to illustrate concepts and influence social judgments.

The authors conclude that the labyrinth is the most useful metaphor for women leaders, because although there has been slow steady improvement in women’s access to leadership, women continue to face challenges that men do not face: gender stereotypes that depict women as unsuited to leadership, discrimination in pay and promotion, lack of access to powerful mentors and networks and greater responsibility for childcare and other domestic responsibilities.

Although the glass ceiling metaphor implies that women face obstacles once they have risen to very high levels of leadership and the sticky floor metaphor implies that women are prevented from any advancement beyond entry level, the labyrinth reflects the myriad obstacles that women face throughout their careers.

The labyrinth metaphor not only acknowledges these challenges but also suggests that women can advance to very high levels of leadership.