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Over 60 per cent of adults have at least one modifiable cardiovascular disease (CVD) risk factor. Community‐based initiatives are a central component of a population‐based CVD risk reduction strategy. Describes the development of an information system in which CHHIOP collected quantitative and qualitative information on heart health activities in communities, distilled the information, and then disseminated it to both local and provincial public health practitioners. The goal was to link science and practice tightly, so professionals received timely and relevant information in order to enhance continuously the quality of the public health programming.

The efficiency of each of an organization’s individual workers determines its effectiveness. The study aims to explore the relationship between human resource management (HRM) practices and organizational effectiveness with employee performance as a mediating variable.

Data were collected from 800 police officers in the Greater Accra and Tema regions. The data were supported by the hypothesized relationship. Construct reliability and validity was established through confirmatory factor analysis. The proposed model and hypotheses were evaluated using structural equation modeling.

The results show that career planning and employee performance were significantly related. Self-managed teams and employee performance were shown to be nonsignificantly related. Similarly, performance management and employee performance were shown to be nonsignificantly related. Employee performance significantly influenced organizational effectiveness. The results further indicate that employee performance mediates the relationship between HRM practices and organizational effectiveness.

The generalizability of the findings will be constrained due to the research’s police service focus and cross-sectional data.

The study’s findings will serve as valuable pointers for the police administration in the adoption, design and implementation of well-articulated and proactive HRM practices to improve the abilities, skills, knowledge and motivation of officer’s to inordinately enhance the effectiveness of the service.

By evidencing empirically that employee performance mediates the relationship between HRM practice and organizational effectiveness, the study extends the literature.

The purpose of this research is to provide an overview of the fundamental elements of moral literacy. Moral literacy involves three basic components: ethics sensitivity; ethical reasoning skills; and moral imagination. It is the contention of the author that though math and reading literacy is highly valued by the American educational system, moral literacy is extremely undervalued and under‐developed.

In this study the author uses her vast knowledge of moral literacy to break the subject matter into specific and defined sub‐categories. She then explains each sub‐category explicitly using real‐life examples to assist the reader in understanding the gravity and meaning behind each separate facet of moral literacy.

Moral literacy is a skill that must be crafted and honed by students, and with the aid of teachers who are well‐versed in moral subject matter. It is a complex and multifaceted skill set that is interconnected and must therefore be learned completely in order to be used properly. Teaching students about moral literacy is truly necessary if schools wish to produce productive and responsible citizens.

The study furthers our understanding of moral literacy and how it can play an absolutely vital role in our educational system. The paper not only explains what moral literacy is on a theoretical level, but it puts that theory into specific examples so that the reader can more clearly understand the benefits of acting in a morally literate fashion.

Addresses the standardization of the measurements and the labels for concepts commonly used in the study of work organizations. As a reference handbook and research tool, seeks to improve measurement in the study of work organizations and to facilitate the teaching of introductory courses in this subject. Focuses solely on work organizations, that is, social systems in which members work for money. Defines measurement and distinguishes four levels: nominal, ordinal, interval and ratio. Selects specific measures on the basis of quality, diversity, simplicity and availability and evaluates each measure for its validity and reliability. Employs a set of 38 concepts ‐ ranging from “absenteeism” to “turnover” as the handbook’s frame of reference. Concludes by reviewing organizational measurement over the past 30 years and recommending future measurement reseach.

A growing body of research finds that gig economy platforms use gamification to enhance managerial control. Focusing on technologically mediated forms of gamification, this literature reveals how platforms mobilize gig workers’ work effort by making the labour process resemble a game. This chapter contends that this tech-centric scholarship fails to fully capture the historical continuities between contemporary and much older occurrences of game-playing at work. Informed by interviews and participatory observations at two food delivery platforms in Amsterdam, I document how these platforms’ piece wage system gives rise to a workplace dynamic in which severely underpaid delivery couriers continuously employ game strategies to maximize their gig income. Reminiscent of observations from the early shop floor ethnographies of the manufacturing industry, I show that the game of gig income maximization operates as an indirect modality of control by (re)aligning the interests of couriers with the interests of capital and by individualizing and depoliticizing couriers’ overall low wage level. I argue that the new, algorithmic technologies expand and intensify the much older forms of gamified control by infusing the organizational activities of shift and task allocation with the logic of the piece wage game and by increasing the possibilities for interaction, direct feedback and immersion. My study contributes to the literature on gamification in the gig economy by interweaving it with the classic observations derived from the manufacturing industry and by developing a conceptualization of gamification in which both capital and labour exercise agency.

Project management generally covers many important areas such as cost, quality and time in different industrial settings, but it is deficient in relation to integration of health, safety and environmental risks. Poor knowledge of project managers about HSE management necessitates the studying on the mutual effects of HSE and project management. Hence, investigating the impact of project management on health monitoring programs, safety prevention monitoring, environmental monitoring plans and finally the effectiveness of professional health monitoring programs and determining their importance are main objectives of this research. The paper aims to discuss these issues.

A model based on structural equations was designed and developed. The constructs of this model are project management, health monitoring and safety prevention monitoring program. Based on the conceptual model, some questionnaires were prepared and distributed among the experts of strategic project management.

The results of applied structural modeling suggest that project management focuses on each aspect of HSE management, including health monitoring programs, safety prevention monitoring programs, environmental monitoring plans and effectiveness of professional health monitoring programs. HSE management can also be strengthened by empowering project management. Checking fire protection systems, using appropriate techniques to identify contamination and disposal of waste and incorporating techniques for brainstorming or other ideas creation in the group are the most important tasks in HSE-enabled project management frameworks.

Since there is still no strategic alignment model that includes components of project management and HSE management, a model for achieving this goal is vital. This paper elaborates this alignment based on literature and using a field study.

In an attempt to create national harmonisation of legislation, a set of model Work Health and Safety (WHS) Regulations were developed in Australia. These regulations require principal contractors to undertake specific WHS planning and coordination activities if the construction works to be completed cost AU $250,000 or more. However, there are some doubts about the usefulness of this monetary threshold. This study aimed to investigate how effective this threshold can be in Australia.

To evaluate the performance and operation of this threshold in the Australian construction industry, this study modelled the costs of construction for four construction project scenarios – small classroom, two-storey home renovation with adjacent pool, small commercial warehouse and single-storey house (volume home builder) – under various conditions based on historical data (2011–2017) and in eight Australian jurisdictions.

Among the six study factors (i.e. the types for construction, geographical location, design specification, delivery method, contracting approach and inflation), the research found considerable variation in the operation and performance of the monetary threshold.

The research highlights some potential challenges associated with the use of a monetary threshold in the regulation of WHS planning in construction projects. Thus, the results are expected to contribute to addressing these challenges, leading to the development of an appropriate balance to achieve efficient and effective WHS regulation in Australia.

This chapter provides an extensive review of literature on the interaction between and interdependence of informal and formal working practices in various workplace settings. The aim of the chapter is to elucidate the organisational, managerial, human relations and social factors that give rise to informal work practices and strategies, on the shop-floor not only at workers and work group levels but also at supervisory and managerial levels. This chapter helps the reader to understand the informal work practice of making a plan (planisa) in a deep-level mining workplace.

BY way of introduction perhaps a word may be appropriate to explain how I got involved in this study. When I was writing a text book on lubrication I made a resolution never to quote any reference that I had not actually seen and read. When it came to the basic law of journal bearing friction, known as Petroff's law, I had the formidable task of going through his very lengthy works to fulfil my resolution. His classic 1883 paper is 209 pages long and the next one of 1886 has 438 pages plus 119 pages of tables, while the 1887 one contains a mere 121, all of them in Russian.