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This paper aims to classify different types of “user-visible cryptography” and evaluate the value of user-visible cryptographic mechanisms in typical email and web scenarios for non-expert IT users.

The authors review the existing literature, and then identify user stories typical to their users of interest. They analyse the risks, mitigations of risks and the limits of those mitigations in the user stories.

The scenarios identified suggest that background, opportunistic encryption has value, but more explicit, user-visible cryptographic mechanisms do not provide any further mitigation. Other mechanisms beyond technological mitigations provide the required mitigation for the users.

Further work should be carried out on the trust issues with trusted third parties, as they are intrinsic to global, automated cryptographic mechanisms. The authors suggest that deployed systems should rely on automation rather than explicit user involvement; further work on how best to involve users effectively remains valuable.

Deployed systems should rely on automation rather than explicit user dialogues. This follows from recognised aspects of user behaviour, such as ignoring dialogues and unconsciously making a holistic assessment of risk that is mostly mitigated by social factors.

The user populations concerned rely significantly on the existing legal and social infrastructure to mitigate some risks, such as those associated with e-commerce. Guarantees from third parties and the existence of fallback procedures improve user confidence.

This work uses user stories as a basis for a holistic review of the issues surrounding the use of cryptography. The authors concentrate on a relatively large population (non-expert IT users) carrying out typical tasks (web and email).

This paper seeks to explore the nature of the human resource reforms introduced by a French multinational into a privatized Jordanian utility and the impact of these reforms on worker experiences, attitudes and behaviour.

The approach takes the form of a single‐company case study using longitudinal interview data (44 interviews over a period of two and a half years) and a staff survey (202 completed and usable replies).

Employees had experienced changes as a result of the HR reforms and these experiences were, at the aggregate level, associated with a number of positive attitudinal and behavioural outcomes. There were marked differences between different categories of staff in these respects, with more senior staff and those with higher educational qualifications being those most likely to report positive attitudinal and behavioural outcomes.

Studies of the transfer of Western management techniques to developing countries cannot treat the workforce as homogeneous. There are likely to be important differences between groups based on demographic criteria such as education, job category and length of service. However, this project used a single‐company case study and so is capable of only limited generalization.

The differences between employee groups in attitudes towards the HR reforms are best seen as the outcome of “deliberate intent” on the part of the French MNC rather than intra‐organisational variations in “cultural receptivity”. They indicate that, to some extent, MNCs can successfully pursue different human resource approaches in respect of different categories of staff. However, some employees felt that they were adversely affected by the reforms.

The paper contributes an in‐depth empirical study to the important but relatively under‐researched area of the transfer of management techniques by MNCs to companies in developing countries.

Research into the careers and salaries of financial controllers in the hospitality industry has shown continuing discrepancies between men and women. Analysis of the results of a survey indicates that the assumption that differentials are based purely on gender are somewhat simplistic and that it is in the nature of the work that men and women perform that the real reasons emerge. Women and men appear in general to undertake different types of job within hospitality financial management, those with higher status and hence pay being more likely to be held by men. Occupational segregation and educational level emerge as being major factors although ongoing social attitudes towards women’s employment have limited their progress. It is essential for these attitudes to change if the hospitality industry is to optimise the use of all skilled and trained financial managers to the benefit of the business.

Most years, several AIB members are elected as AIB Fellows on account of their excellent international business scholarship, and/or past service as AIB President or Executive Secretary. The Fellows are in charge of electing Eminent Scholars as well as the International Executive and International Educator (formerly, Dean) of the Year, who often provide the focus for Plenary Sessions at AIB Conferences. Their history since 1975 covers over half of the span of the AIB and reflects many issues that dominated that period in terms of research themes, progresses and problems, the internationalization of business education and the role of international business in society and around the globe. Like other organizations, the Fellows Group had their ups and downs, successes and failures – and some fun too!

Over several decades many ranking techniques have been proposed as aids to journal selection by libraries. We review those closely related to physics and others with novel features. There are three main methods of ranking: citation analysis, use or user judgement, and size or ‘productivity’. Citations offer an ‘unobtrusive’ quantitative measure, but not only is the absolute value of a citation in question, but also there is no consensus on a ‘correct’ way to choose the citing journals, nor of the ranking parameter. Citations can, however, point out anomalies and show the changing status of journals over the years. Use and user judgement also employ several alternative methods. These are in the main of limited applicability outside the specific user group in question. There is greater ‘parochialism’ in ‘use’ ranking than in ‘judged value’ lists, with citation lists the most international. In some cases, the attempted ‘quantification’ of subjective judgement will be misleading. Size and productivity rankings are normally concerned with one or other formulation of the Bradford distribution. Since the distribution is not universally valid, for library use the librarian must satisfy him/herself that the collection conforms to the distribution, or that his users would be well served by one that did. This may require considerable effort, and statistics gained will then render the Bradford distribution redundant.

The purpose of this paper is to present a retrospective of the career life of Michael Driver, from the time of his Princeton graduate studies and early faculty years at Purdue University through the over three decades he spent at USC.

The history and development of his theoretical and research interests are presented, as well as the many contributions he made to both management consulting and the education of MBA students. His 1970s role in the founding and development of the Careers Division of the Academy of Management and his contributions to career research are highlighted and illuminate one of the critical periods in the renewal of the field. His orientation towards complexity and integration stand out as characteristics that positively impact theory building and research.

Michael Driver's career life was one of depth, scope, growth, and continuity. As a humanist, he would want us to not only continue our pursuits to better understand the complexities of human behavior, but to integrate them into something more meaningful.

This retrospective provides insight into the history and development of Mike Driver's theoretical and research interests and underscores his many contributions. The essay also highlights the history of career studies during the renewal period of the 1970s and 1980s. Hopefully, Mike Driver's legacy will inspire younger scholars to extend the field and carry it forward.

The purpose of this paper is to suggest HMP Grendon therapeutic community (TC) reduces recidivism and increases positive emotional and social well-being. Less is known about the factors that influence these positive impacts from the prisoner’s perspective. This paper discusses the factors perceived as most effective in changing behaviour, from the residents of HMP Grendon.

A questionnaire based on different aspects of the programme measured perceived importance of different aspects. Semi-structured interviews explored these issues in greater depth and detail and the framework approach was utilised to analyse the data.

Questionnaire data suggested small group therapy, discussing offence impact, resolving problems with others, feeling responsible for self and actions, and open communication were perceived as the most important factors in terms of “what works”. Qualitative interviews supported these findings, and feeling safe, as well as trusting and supportive relationships with other residents and staff were seen as an integral part of the process of change. The analysis also identified some areas for improvement.

This paper offers insights into the process of change for residents, how the components of the TC experience are valued and their perceived impact, offering an updated understanding from the residents’ perspective, and also identifies areas for improvement. This is valuable for current and future TCs for planning and development. It is limited by the cross-sectional nature and relatively small number of factors considered.

This paper offers unique insights into why and how Grendon TC works from the residents’ perspective, using a large sample and appropriate qualitative methodology.

This chapter discusses the contribution of the narrative and interpretive work of Dianne Ferguson (and Phil Ferguson) to the discourse of inclusive education research and practices. The chapter explores the concept of authentic inclusion that accepts a discourse contextualized in a needs-based, individualized focus within a perspective of diversity. The chapter continues to reiterate Ferguson’s call to mesh general and special education even within our present day, and emphasizes the need for a genuinely inclusive yardstick – not only to beat the inclusion drum, but also to focus on what authentic inclusion actually looks like.