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Although the physical environment provides an important context for employees' work, there remain divergent findings regarding how different spatial settings, such as more open or more closed workspaces, impact employees. Employing research on the functions of the physical work environment, we contribute to a growing body of research on employees' interactions with their workspace by developing and measuring the notion of person–space fit (P-S fit). This construct affords examination of the multi-dimensional nature of employees' interactions with their workspaces, to understand how their perceived fit with the key functions of their workspace impacts their experiences and social network activity at work.

We first develop a new P-S fit scale and test its factorial, convergent, discriminant, and incremental validity over other person–environment fit concepts (N = 155). Next, in a naturally-occurring, quasi-field experiment of a workspace change intervention moving employees from predominantly closed workspace to more open workspace (N = 47 pre-move; N = 37 post-move), we examine how changes in both workspace layout and P-S fit impact workers' experiences of their workspaces (needs for task privacy and spaciousness) and collaborative behaviors (social network activity).

Our P-S fit scale consists of theoretically and empirically validated dimensions representing fit with four workspace functions: aesthetic fit; identity fit; instrumental fit; and collaboration fit. Instrumental fit is positively associated with experiences of task privacy, whereas aesthetic fit and identity fit positively associated with experiences of spaciousness, but no forms of fit were related to social network activity. However, the findings show that work-related social network ties tended to decrease, and new ones were less likely to form, in open office spaces.

Contributing to a growing body of research linking person–environment fit literature to workspace design, this study offers a new scale assessing P-S fit and provides some empirical evidence of its importance for understanding the complexity of the employee-work environment interaction.

This study aims to examine the role of location autonomy (i.e. autonomy over where to work) in shaping employee mental distress during their working days.

A total of 316 employees from 6 organizations in the UK provided data for 4,082 half-day sessions, over 10 working days. Random intercept modeling is used to analyze half-day data nested within individuals.

Results show that location autonomy, beyond decision-making autonomy and work-method autonomy, is positively associated with the perception of task-environment (TE) fit which, in turn, contributes to lower mental distress during each half-day session. Results of supplementary analysis also show that location autonomy can contribute to higher absorption, task proficiency and job satisfaction via TE fit during each half-day session.

This study reveals the importance and uniqueness of location autonomy in shaping employees' outcomes, offering implications for how organizations can use this in the work–life flexibility policies to support employee mental health.

The purpose of this paper is to investigate the relation between the spatial intervention of open-plan offices in a university, the consequential change in work practices of faculty members and how these practices appropriate the designed space.

The authors executed a two-year longitudinal ethnographic study following the case of the science faculty, which moved from a traditional office setting to open-plan offices. The authors studied the space and interviewed staff before, during and after the introduction of open-plan offices.

Findings show that the new spatial setting triggered staff members to attribute certain meanings and practices of adaptation which were, partly, unintended by the design of the open-plan offices.

This paper contributes empirically grounded insights into the (un)intended consequences of a spatial intervention in terms of how staff members, far from being passive, attribute meaning and alter their work practices leading to unprecedented organizational changes.

For change consultants, facility managers and university managers the outcomes of this paper are highly relevant.

Large budgets are spent on new office concepts at universities but the authors do know little about the relation between spatial (re)design and organizational change.

The introduction of new office concepts, spatial redesign and co-location is for many academics highly emotional.

Although parenting skills can improve the management and behaviour of children, it is not clear if such changes alter the fundamental sense of relationship within the family, particularly when used with young teenagers. This study reports the impact upon family functioning, as measured by the Family Adaptability and Cohesion Questionnaire (FACES), of a parenting programme and a self‐esteem programme for young people.The family functioning of young people with conduct difficulties was assessed before and after intervention with either the young person attending a self‐esteem programme, or the mother attending a parenting programme. The results show that despite changes in behaviour and parenting approaches, underlying family functioning was little changed, either from the parents' or the young people's perspective. For older children at least it is important to combine parenting programmes with interventions that change underlying emotional links within the family.

This paper aims to consider stalking as an offending behaviour and the prevailing narratives associated with this offending behaviour given the increased attention of society and criminal justice. The stereotypes and labels associated with the offending behaviour often sensationalise aspects of those who engage in stalking. Frequently, individuals are portrayed as disturbed, psychopathic, mentally ill, violent and culturally deviant. Sometimes stalking behaviour is perversely downplayed as romantic perseverance. The impact of the stalker label extends outward from the act of marking legal and societal transgression, which impacts upon prospects for rehabilitation and desistance through the shaping of assumptions and maintenance of disempowering connotations.

This paper considers the impact of the stalking label as a therapeutic-, and perhaps rehabilitation-interfering problem for those who have stalked, drawing on recent research by Wheatley, Winder and Kuss (2020a).

It discusses the wide-ranging implications of labelling in this context and considers therapeutic approaches for intervention that may encourage rehabilitation engagement, mitigate shame and support desistance from a strengths-based perspective.

This paper draws on recent research exploring stalking case narratives of their own experiences of what drives stalking behaviour, existing labelling literature, and on specialist practitioners’ experiences of working with this group, to influence future thinking and research to address nuances highlighted.

This paper is adapted from a Royal Institute of British Architects Building Futures project and is intended to stimulate discussion around the impact that the ageing population could have on the way cities of the near future are designed (and lived in); specifically the positive contribution that an active, older generation could make to both society and the economy in the UK. The paper aims to discuss these issues.

Following a public debate and a series of roundtable discussions with experts across a wide range of disciplines from architecture and urban design to gerontology, in both academia and practice, the project team developed a series of potential future scenarios; speculations that draw out the potential positive contribution that an active Third Age could make, both socially and economically.

The author has made a series of practical recommendations for architecture and design professions related to the speculative scenarios presented that they believe would begin to harness the potential of an active Third Age whilst mitigating some of the likely challenges. It is imperative that ageing becomes part of the mainstream debate on city design and planning.

Whilst the scenarios presented respond directly to trends – key drivers of change – identified and evidenced, they remain speculations to stimulate debate and are not themselves grounded in rigour.

The practice of architecture, urban design and planning must better recognise the implications of an ageing population and look for ways of harnessing the opportunities that this presents, whilst addressing the clear challenges. Urban policy must also better reflect a shifting demographic landscape and adapt appropriately to encourage the necessary innovation in this area if they are to make a successful transition to an older population in the coming decades.

The author hopes that this work begins to reposition ageing – and particularly active ageing – as a positive opportunity for both society and the national economy, shifting the debate from one currently focused on challenges and the potential public sector burden.

There is little in the way of progressive thought as to how architecture, planning and urban policy can better accommodate an older population and ensure that cities embrace the whole population for the duration of their lifetime, whatever that may be.

The purpose of this paper is to argue that in cross-cultural and strategic management, we must pay attention to the processes creating and maintaining culture. How can everyday interactions give rise to national, “deep” cultures, recognizable across centuries, or organizational cultures, recognizable across decades?

This is a conceptual paper using the evidence provided by research about cultural patterns, and using sociological status-power theory to explain the causation of these patterns. Emergence, also called self-organization, is introduced as mechanism connecting individual-level causation with resulting system-level patterns. Cases are used to illustrate points.

Simulation gaming and computational social simulation are introduced. These methods allow “growing” a system, thus allowing to experiment with potential interventions and their unanticipated effects.

This essay could have major implications for research, adding new methods to survey-based and case-based studies, and achieving a new synthesis. Strategic management today almost invariably involves cross-cultural elements. As a result, cross-cultural understanding is now strategically important.

The suggestions in this essay could lead to new collaborations in the study of culture and organizational processes. Examples include team formation, negotiation, mergers and acquisitions, trans-national collaboration, incentive systems and job interviews.

The suggestions in this essay could contribute to our ability of proactively steering processes in organizations. In particular, they can provide a check to the notion that a control measure necessarily results in its intended effect.

The synthesis of biological, sociological and cross-cultural psychological viewpoints with design-oriented method, using games or social simulations as research instruments, is original in the field.

The purpose of this paper is to review action research approaches to changing practice through reflection, identifying themes, issues and questions relevant to a broader community of research practitioners. It invites additional layering in concept, enactment and account.

A framework for considering interwoven dimensions of action research as first‐, second‐ and third‐person inquiry is presented. The paper then works through stories to explore the complementarities of action research with other genres of research, addressing developments of practice through reflection. Questions of general relevance are identified.

Action research is a richly diverse range of approaches having much in common with a broader community who seek to develop embodied practice and practical knowing, work in collaboration, respect multiple ways of knowing, and influence change in social systems. Frames, approaches, practices and questions from action research can be applied more generally. The paper articulates a profusion of questions. These include inviting attention to researchers' reflective practices, to different ways of exploring issues of power, and to questioning (organizational) contexts in which interventions are set.

Practices of inquiry and intervention for social and organizational change are explored. Attention is drawn to issues of power and how they might affect action with a participatory intent. Ways of developing understandings and enactments are offered.

This paper offers a companion language and set of practices from which to view other genres of research/intervention interested in developing practice through reflection.

The purpose of this study is to provide an in-depth account of how individuelas with a mild intellectual disabilitiy or borderline intellectual functioning (MID-BIF; IQ 50–85) perceive their group climate in a secure forensic setting. Giving voice to these service users may provide relevant insights for secure forensic settings.

The interpretative phenomenological analysis was used to explore what individuals with MID-BIF experience with regard to their group climate.

In the interviews about the four domains of group climate (i.e. repression, support, growth and atmosphere), five overarching dimensions appeared, namely, autonomy, uniformity, recognition, competence and dignity. Depending on the person and the (treatment) context in which he/she resides, these five dimensions relate to all four factors of the group climate instrument.

From the perspective of individuals with MID-BIF, this study contributes by providing a framework to “fine-tune” group climate on five dimensions. Training socio-therapists to be sensitive to interpret ambiguous signals on these dimensions can contribute to optimizing group climate in secure forensic settings.