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Research has consistently demonstrated that psychological capital (PsyCap) is an important predictor of various employee outcomes. Despite this, there is a paucity of knowledge regarding antecedents of PsyCap and the boundary conditions that influence PsyCap relationships. This study aimed to address these gaps by investigating how ethical leadership (EL) influences employee PsyCap, and in turn, predicts a range of desirable and undesirable employee attitudes. Furthermore, the study examined the moderating role of length of the leader-follower relationship (LLR) and organisational identification in these relationships in a novel moderated-mediation model.

Data were collected from 269 full-time employees in Australia via an online survey across two time-points.

The results show that PsyCap mediates the relationship between EL and employee attitudes. The results also indicate that LLR moderates these relationships, whereby these relationships are strengthened as LLR increases.

This study responds to calls for further investigation of antecedent and outcome variables related to PsyCap, as well as moderators of the relationships between PsyCap and antecedent and outcome variables. The findings also extend the application of social exchange theory to the context of EL and PsyCap.

Mental health conditions such as depression are prevalent in working adults, costly to employers, and have implications for legal liability and corporate social responsibility. Managers play an important role in determining how employees’ and organizations’ interests are reconciled in situations involving employee mental ill-health issues. The purpose of this paper is to explore these situations from the perspective of managers in order to develop theory and inform practice in workplace mental health promotion.

Semi-structured interviews were conducted with 24 Australian managers who had supervised an employee with a mental health issue. Interview transcripts were content analyzed to explore themes in managers’ experiences.

Managing an employee with a mental health issue involves becoming aware of the issue, taking action to understand the situation and develop an action response, implementing the response and managing the ongoing situation. Each of these tasks had a range of positive and negative aspects to them, e.g., managing the situation can be experienced as both a source of stress for the manager but also as an opportunity to develop greater management skills.

Understanding line managers’ experiences is critical to successful implementation of HR policies regarding employee health and well-being. HR strategies for dealing with employee mental health issues need to consider implementation support for managers, including promotion of guiding policies, training, emotional support and creating a psychosocial safety climate in their work units or teams.

The insights gained from this study contribute to the body of knowledge regarding psychosocial safety climate, an emergent theoretical framework concerned with values, attitudes and philosophy regarding worker psychological health. The findings also have important implications for strategic human resource management approaches to managing mental health in the workplace.

In this chapter we provide a brief history of student fees in Australian higher education (HE), particularly from 1974 when fees were abolished but more substantially from 1989 when they were re-introduced. Of particular interest is the impact of student fees on the equity of access in HE: what has become known in Australia as the proportional representation of ‘equity’ groups (i.e. groups defined by gender, socioeconomic status, disability, indigeneity, rurality or language background; see Martin, L. (1994). Equity and general performance indicators in higher education. Canberra: Australian Government Publishing Service.), although latterly the focus has been on socioeconomic status (SES). Our analysis is of Australian Government policy, framed by a ‘quality of mind’ that C. W. Mills (1959, p. 14) refers to as the ‘sociological imagination’. That is, we draw attention to the absence of this imagination in much government policy, which falsely separates the personal troubles of individuals (e.g. in financing access to HE) from the public issues of societies (e.g. in universalising HE), with a tendency to ascribe responsibility for student fees to the former over the latter. In these terms, we characterise the history of access to Australian HE — specifically the role that student fees have played in this — as fluctuating from personal trouble to public issue and back again.

Purpose – This chapter introduces the volume to the reader and provides a simple case study of the value of evolutionary theory for public policy.

Design/methodology/approach – The scope of this chapter is to lay out a map of the rest of the volume for the reader, provide an explanation of the subject of biopolicy, and use a case study analysis to illustrate the approach adopted in this book.

Findings – While this chapter is at one level a simple introduction, at another level it tries to orient to reader to the remainder of the larger work. The one case study illustrates an approach using evolutionary theory to examine policy implications of knowledge from the life sciences.

The purpose of this paper is to examine the effect of supervisor support for employees’ work-life balance (WLB) on employees’ intention to take sabbaticals. According to the theory of planned behavior, intentions are based on attitudes, subjective norms, and perceived behavioral control, which mediate the relationship between supervisor support and the intention to take sabbaticals.

Survey data were collected from 510 employees in Germany. The hypotheses developed are analyzed using structural equation modeling.

The results show that supervisor support has a direct negative effect on employees’ intention to take sabbaticals. In addition, supportive supervisors are associated with a decreased attitude toward sabbaticals, which reduces employees’ intention to take them. In contrast, supervisor support promotes employees’ perceived behavior control, which increases their intention to take sabbaticals.

The findings show that supervisors play an important role in employees’ decision-making process regarding whether to take sabbaticals. If supervisors are supportive regarding employees’ WLB, the need to take sabbaticals decreases. However, in order to encourage participation and to exploit the positive outcomes of sabbaticals, supervisors should communicate the possibility of taking them.

Prior research has focused solely on the direct link between supervisor support and the actual use of WLB policies. As behavior is intentional, it is important to understand how supervisor support affects employees’ intention to take sabbaticals. This paper explores the mechanism that explains the relationship between supervisor support and employees’ intention to take sabbaticals.

This paper aims to empirically describe the general characteristics and the investment behavior of high-net-worth individuals (HNWIs) who pursue impact investing.

Data was collected from members of a global impact investor network, using an online questionnaire, a portfolio-data collection tool and semi-structured interviews.

Wealthy private impact investors are largely similar in terms of their general characteristics and investment behavior, but they diverge in their interest in specific Sustainable Development Goals (SDGs). They tend to be strongly values-driven and to adopt an investment time horizon of 7+ years for their impact investments, which they expect to yield financial returns that are no different from those of traditional investments. Interestingly, these investors perceive the well-established sustainable investing strategies of exclusion, environmental, social and governance (ESG) integration and best-in-class as not having high impact-generating potential.

Suggestions are provided about how wealthy private investors could use the findings to improve their impact investment decisions. Advice is offered to investment professionals on how to optimize impact investment products and services for this economically and societally highly relevant target group.

To the best of the authors’ knowledge, this is the first scientific study to investigate the general characteristics and investment behavior of HNWIs who pursue impact investing. HNWIs have great relevance for financial markets yet they are out of reach for most researchers. As a result, they are poorly understood, and apparently also often misunderstood, which has substantial economic and social implications that this paper helps mitigate.

This paper aims to present recently published resources on information literacy and library instruction through an extensive annotated bibliography of publications covering all library types.

This paper annotates English-language periodical articles, monographs, dissertations and other materials on library instruction and information literacy published in 2017 in over 200 journals, magazines, books and other sources.

The paper provides a brief description for all 590 sources.

The information may be used by librarians and interested parties as a quick reference to literature on library instruction and information literacy.

Looks at the 2000 Employment Research Unit Annual Conference held at the University of Cardiff in Wales on 6/7 September 2000. Spotlights the 76 or so presentations within and shows that these are in many, differing, areas across management research from: retail finance; precarious jobs and decisions; methodological lessons from feminism; call centre experience and disability discrimination. These and all points east and west are covered and laid out in a simple, abstract style, including, where applicable, references, endnotes and bibliography in an easy‐to‐follow manner. Summarizes each paper and also gives conclusions where needed, in a comfortable modern format.

The purpose of this paper is to consider why entrepreneurship theorising has become fragmented and how the research problem might be resolved.

The authors first examine how entrepreneurial constructs reflect only part of what we “mean” by the construct to argue that we use different social constructions. This explains why theories are fragmented. But the authors then ask how we might use and reconcile this diversity, pointing to the utility of the constructs as part of a complex whole. The authors discuss entrepreneurship as a complex adaptive system showing how connections and relatedness help explain the power of entrepreneurship to use and adapt to change.

The authors' proposition of entrepreneurial endeavours as a complex adaptive system provides a fresh theoretical platform to examine aspects of entrepreneurship and improve theorising.

The authors argue that this idea of connecting can also be used at the level of practice – how the connections that entrepreneurs use may help to explain some of what goes on in entrepreneurial practice.

The paper's contribution is a relatively novel way of connecting diverse theorising.