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Comparatively, men have poorer physical and mental health outcomes than women, with a significantly higher suicide rate. Contributory factors are thought to be social and biological, leading to reduced access to health-care services. The study aims to develop and implement community-based support to increase awareness of and access to men’s mental health support networks and groups.

The project involved three key work-packages discussed in this paper: raising awareness of men’s mental health needs in health care, educational and community settings; collaboration between National Health Services (NHS) and non-NHS health-care support organisations to build multi-sector partnership working; and developing a supported sports-based community intervention aimed at men living with mental health conditions. The acceptability and feasibility of these work-packages were pragmatically evaluated through mixed-methods surveys and qualitative content analysis.

Overall, both community events and sports groups successfully engaged men living with mental health problems. Organisations interested in men’s mental health are continuing to engage in a partnership initiative. Community events were well-attended and received positive feedback, particularly regarding the educative and real-life experiences approach promoted in the events. The sports intervention is feasible and well-accepted by participants, who described feeling supported with their physical and mental health needs, with increased mental well-being reported.

The main limitations of this project are that the authors only evaluated a football group rather than all work areas. The project collected outcomes relating to participants’ demographics and qualitative reflections of participating in the football group along with a retrospective survey of perceived benefits, but the project did not undertake a pre- and post-comparison of well-being outcomes owing to low completion of these measures. Future work could focus on collecting more pre- and post-measures related to well-being, recovery and inclusion and compare these with men not involved in the football groups or public events.

This paper discusses the development and feasibility of setting up community-based men’s mental health support networks, involving public events, partnership working and targeted-sports interventions. All initiatives were well-received and successfully attended by men living with mental health conditions. Evaluation of the programme revealed the value placed on education about mental health and the role that community sports interventions may play in men’s mental health care.

This project has demonstrated three different ways of supporting men’s mental health needs in the community. Community public events were held to raise awareness of men’s mental health needs and issues were well-attended and highlighted the need for health promotion and education in this area across all the communities. The men’s football group demonstrated the feasibility of moving mental health support out into a non-clinical and more community arena in a way that men engaged effectively. Finally, the creation of MensNet has bought together disparate multi-sector organisations successfully to lead public health mechanisms to support men’s mental health needs.

This paper describes a new multi-disciplined approach to supporting health-seeking challenges among men, in particular, how partnership working across NHS and non-NHS sectors can successfully support an identified public health need pragmatically using existing services and organisations.

Employee Stock Options are the most widely used incentive compensation tool, and prior research has shown their advantages. However, research among different peer groups, different time frames, different research methodologies, and the constantly changing public opinion prevents unanimous agreements on the various benefits of Employee Stock Options. In this paper we apply a number of research hypotheses tested in recent US studies to a European sample of EuroStoxx 50 companies. Due to the globalisation, the similar accounting regulations and the IT and telecommunications revolu tions, Europe and the United States have grown closer together than ever before and are expected to display similar business practices. This assessment should be especially relevant for the large European companies, which mostly have a dual listing in the United States and are therefore essentially forced to manage according to American practices. How ever, the results differ significantly from the existing US research, providing insufficient grounds to accept previous findings for European companies.

Outlines previous research on the relationship between dividend policy and stock returns; and uses a linear programme and multi‐index model to form an investment strategy to see whether dividend yields increase stock returns. Explains the methodology, tests it on 1965‐1989 US data and presents the results, which suggests that the multi‐index model is superior to the single index market model in terms of explanatory power and volatility; but provides conflicting conclusions on the relevance of dividends to stock returns. Suggests that the negative relationship between dividends and stock returns can be explained by Jensen’s (1986) free cash flow theory and the influence of transaction costs.

We examine the dividend pay out patterns for all UK listed industrial companies featured in the FTSE All Share Index for the period 1992‐1998. Then we match the pay out patterns to different dividend policies. From our empirical observations, we argue that dividend signalling does not universally apply to all firms. We also report our evidence that there is no industry norm for dividend policy, particularly when firms have decided whether to use dividends to signal or not. In addition, we found that the percentage of insiders’ share holdings, market capitalisation and as set book values are statistically significant for determining whether firms use dividends to signal or not.

Identifies three approaches to controlling the agent‐principal conflict for CEOs (market discipline, compensation structure and monitoring mechanisms) and reviews previous relevant research. Develops a mathematical model of the relationship between pay‐for‐performance sensitivity and external monitoring; and tests it on 1971‐1993 US data. Presents the results, which suggest that the sensitivity is significantly affected by monitors, growth opportunities and CEO share ownership. Considers consistency with other research and the implications of the findings.

Reviews previous research on the effects of CEO compensation structure, outlines the criteria for relative performance evaluation (RPE) and notes the paucity of empirical evidence to support it. Reports a study of the use of RPE for US bank CEO compensation 1976‐1988; and its relationship to shareholder, market and industry returns. Explains the methodology and presents the results, which suggest that CEO pay is positively linked to firm performance, but negatively linked to market/industry performance; and that performance is positively linked to CEO option wealth. Adds that both the pay/performance link and the use of RPE increased after bank deregulation in the early 1980s. Considers consistency with other research and concludes that the reduction in compensation risk offered by RPE should reduce compensation cost and thus provide a good reason for the banking industry to increase its use.

The field of industrial hygiene is very broad because it includes all kinds of occupational hazards in all industries. There are a lot of new things emerging every year due to changing technology and environment. Therefore, it is necessary for industrial hygiene practitioners to be able to anticipate the trends in industrial hygiene and keep up with new changes. Five trends that might be an indication of the future of industrial hygiene are considered. Moreover, some interesting examples about new developments in industrial hygiene are raised. One thing that could be inferred from these trends and examples is that information and high technology are increasingly being integrated into many industrial hygiene products, making them automated. As a result, many governmental regulations have to be revised in order to better reflect the current technology.

Man has been seeking an ideal existence for a very long time. In this existence, justice, love, and peace are no longer words, but actual experiences. How ever, with the American preemptive invasion and occupation of Afghanistan and Iraq and the subsequent prisoner abuse, such an existence seems to be farther and farther away from reality. The purpose of this work is to stop this dangerous trend by promoting justice, love, and peace through a change of the paradigm that is inconsistent with justice, love, and peace. The strong paradigm that created the strong nation like the U.S. and the strong man like George W. Bush have been the culprit, rather than the contributor, of the above three universal ideals. Thus, rather than justice, love, and peace, the strong paradigm resulted in in justice, hatred, and violence. In order to remove these three and related evils, what the world needs in the beginning of the third millenium is the weak paradigm. Through the acceptance of the latter paradigm, the golden mean or middle paradigm can be formulated, which is a synergy of the weak and the strong paradigm. In order to understand properly the meaning of these paradigms, however, some digression appears necessary.

Classifies previous research on the links between earnings management and managerial opportunism into studies of the links between earnings‐based compensation schemes and opportunistic, short‐term earnings management; and earnings management around CEO changes. Suggests some reasons why the sensitivity of compensation to earnings and stock return performance measures might change over the length of CEO tenure and presents a study of 1970‐1991 US data to examine this. Finds that sensitivity to earnings is greater than to stock returns and that the significance of both varies during the first and second halves of tenure, as does the use of discretionar accruals. Considers the underlying reasons for this, consistency with other research and the implications for research and practice.