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The purpose of this paper is to describe the use of Simone de Beauvoir's feminist existentialist philosophy in an empirical research study concerned with the career choices of women professional accountants.

A theoretical framework, based on de Beauvoir's philosophy, is developed. It is argued that her feminist philosophy provides an appropriate theoretical lens for the study of careers. The challenges encountered in developing this approach together with their resolution are described.

The theoretical framework informs the analysis and critique of the stories of career told by 13 women chartered accountants. Multiple meanings for the oft‐reported categories for leaving public accounting surface, extending the women‐in‐accounting literature.

The use of a structured tool may obscure certain aspects of career or unduly highlight other aspects. The framework should be used in future studies of the careers of women professionals, e.g. lawyers and minority groups, such as men of colour to assess its contribution beyond the current study.

The generated insights can be used by the accounting firms to develop alternative human resources policies and practices in an effort to retain women accountants and by the profession in assessing the nature of the work.

The development of a research methodology incorporating individual voices, the role of personal agency in career and feminist existentialism, all of which are often absent from the research concerned with women accountants provides a more in‐depth understanding of careers and a way forward for further research on the subject.

The purpose of this paper is to examine adult survivors’ of childhood sexual abuse (CSA) retrospective reflections on their motives for not disclosing their abuse. The aim was to identify factors that might facilitate early disclosure in order to both enhance the future safety of young people who have experienced sexual victimisation and to offer a means of reducing the numbers of future victims.

This was a retrospective web-based, mixed-methods survey which was completed by 183 adult survivors of CSA. The data presented here is in relation to answers offered in response to an open-ended question which were thematically analysed.

In all, 75 per cent of the survivors of CSA indicated that they had not told anyone of the abuse whilst they were a child. Analysis of the responses revealed five barriers to disclosure which included: a lack of opportunity, normality/ambiguity of the situation, embarrassment, concern for others and a sense of hopelessness. Additionally, some respondents highlighted implicit attempts to disclose and others reported later regret over non-disclosure.

A timely disclosure of CSA, which is appropriately responded to, has the potential to reduce the risk for subsequent sexual exploitation/revictimisation, and to foreshorten the predations of offenders. To achieve this, responsible and trusted adults in the lives of children need to learn how to invite a genuine disclosure of CSA.

This paper offers practical suggestions for parents and teachers on what signs indicate that an invitation might be warranted and for creating the right context for their invitation to be accepted.

Performance programs, games, rituals and story telling are looked at as part of the performance of organization. Some leaders in these methods are gifted performers, and they are able to pass on the plots of these themes to succeeding generations of employees.

Bureaucratic red tape involves communications that are not only informative, but also performative, representing the exercise of bureaucratic authority. Automation efforts, to be effective in reducing red tape, will need to include these authority aspects as design variables. A concept of bureau‐cratic software is suggested.

The importance of psychological capital (PsyCap) and perceived organizational support (POS) have been identified over the years, however, the underlying relationship of both constructs with different employee outcomes is still a subject of research. The purpose of this study is to investigate whether POS helps in mediating the effect of PsyCap on employee engagement (EE).

In total, 420 samples (middle-level information technology (IT) professionals) were collected from different IT industry located in India by using online survey questionnaires. The collected data were further analyzed using regression analysis, factor analysis, structural equation modeling, reliability and validity analysis, mediation analysis and model fit indices analysis.

The results of the present study confirmed the full mediating effect of POS on the PsyCap-EE relationship and demonstrated that employees with a higher level of PsyCap, contribute more positively to the POS level which further enhances the employee’s level of engagement at the workplace.

The samples collected for the current study included only middle-level IT professionals of the IT industry in India; therefore, the present study results have limited general applicability. The results and findings of the current study are only on the basis of inferential statistical analysis, and descriptive analysis was not performed on the collected data. Further, the study does not investigate the influence of time.

This study would assist practitioners of human resources in organizational development by enhancing the employee’s positive attitude and commitment toward their study. Further, EE can also be improved by enhancing the levels of POS and PsyCap of employees, which is in line with the findings of the current study.

The current study examines the mediating effect of POS on psychological capital and EE the relationship for the first time.

The book publishing industry, compared with other more “glamorous” industries such as automobiles or computers, has received relatively scant attention from academic researchers. Little has been written on the subject, despite the fact that it is an US$18 billion industry (in USA). The general perception is that publishing is a staid and old‐fashioned industry, with few changes since the invention of the movable type by Gutenberg in the fifteenth century. This view no longer holds true. In the past 15 years, many exciting challenges and changes have taken place that have altered the very foundations of the industry. The first major wave of change took place in the early 1980s, with the advent of the personal computing. Following that, shifts in consumer demand, and merger and acquisition activities have also affected the industry. The onset of the information superhighway promises even greater changes, but has also given rise to confusion and uncertainty as to the industry’s future.

Psychology, the scientific study of the mind and of behavior, has experienced a rapid professional growth during the past 30 years. The number of research articles published each year continues to multiply, attendance at professional meetings and conferences increases at an almost exponential rate, and students continue to enroll in psychology courses in large numbers.

The purpose of this study is to contribute to the understanding of how personality traits and leadership styles impact employee engagement.

A field study involving a total of 100 participants was conducted to investigate the relationship between honesty–humility, authentic leadership and employee engagement. Hypotheses were tested using correlation and regression analyses.

The results show that honesty–humility impacts employee engagement and that authentic leadership functions as a substitute for honesty–humility.

Further studies are necessary to examine how honesty–humility interacts with other leadership styles. Further studies can also expand the understanding of this relationship across different cultures.

Employees bring engagement to work through their individual traits but organizations can help create an environment that fosters engagement through positive leadership behavior such as authentic leadership.

This study extends the understanding of the role of individual differences beyond the established Big Five model, by adding the honesty–humility dimension. In addition, the authors examine the moderating effects of authentic leadership on the relationship between honesty–humility and engagement.

The present study aims to present the adaptation and validation of the empowering leadership questionnaire (ELQ) for a sample of Brazilian workers (N = 827).

The procedures of items translation, adaptation and back-translation of the original instrument were carried out. Data collection was performed using the snowball method. Data were evaluated with confirmatory factor analysis.

The results showed that the factor structure was maintained as in the portuguese (from Portugal) and English versions (original). Convergent validity was tested using the ethical leadership at work questionnaire (ELW). The analyses showed that the measure has good psychometric qualities, reliability indices and convergent validity results with the ELW.

The ELQ can still be used to identify the presence of empowering leadership (diagnostic phase) and contribute to proposing organizational interventions that lead to healthier and more productive work environments. Its convergent validity with ethical leadership suggests that managers can apply both (empowering and ethical leadership complementarily) to create quality interactions between leaders and team members that increase workers’ autonomy and allow them to respond promptly to organizational challenges.

Using the ELQ can represent an important tool for the theoretical and practical development of studies of empowering leadership with Brazilian samples.

El presente estudio tiene como objetivo presentar la adaptación y validación del Cuestionario de Liderazgo Empoderador (CLE) para una muestra de trabajadores brasileños (N = 827).

Se realizaron procedimientos de traducción de ítems, adaptación y retrotraducción del instrumento original. La recolección de datos se llevó a cabo mediante el método de bola de nieve. Los datos se evaluaron con el Análisis Factorial Confirmatorio (AFC).

Los resultados mostraron que la estructura factorial se mantuvo como en las versiones en Portugal e inglés (original). La validez convergente se probó utilizando el Cuestionario de Liderazgo Ético en el Trabajo (CLET). Los análisis realizados mostraron que la medida tiene buenas cualidades psicométricas, buenos índices de confiabilidad y buenos resultados de validez convergente con el CLET.

El uso del CLE puede representar una herramienta importante para el desarrollo teórico y práctico de estudios de liderazgo empoderador con muestras brasileñas.

El CLE aún puede ser utilizado para identificar la presencia de liderazgo empoderador (fase de diagnóstico) y contribuir a proponer intervenciones que conduzcan a la creación de entornos de trabajo más saludables y productivos. Su validez convergente con el liderazgo ético sugiere que los gerentes pueden aplicar ambos tipos de liderazgo, complementarmente, para crear interacciones de calidad entre líderes y miembros del equipo que aumenten la autonomía de los trabajadores y les permitan responder con prontitud a los desafíos organizacionales.

O presente estudo tem o objetivo de apresentar a adaptação e validação do Questionário de Liderança Empoderadora (QLE) para uma amostra de trabalhadores brasileiros (N = 827).

Foram realizados os procedimentos de tradução, adaptação e retroversão dos itens do instrumento original. A recolha de dados foi realizada utilizando o método bola de neve. Os dados foram avaliados com a Análise Fatorial Confirmatória (AFC).

Os resultados mostraram que a estrutura fatorial se manteve como nas versóes portuguesa e inglesa (original). A validade convergente foi testada com a aplicação do Questionário de Liderança Ética no Trabalho (QLET). As análises realizadas mostraram que a medida possui boas qualidades psicométricas, bons índices de confiabilidade e bons resultados de validade convergente com o QLET.

A utilização do QLE pode representar uma importante ferramenta para o desenvolvimento teórico e prático dos estudos da liderança empoderadora com amostras brasileiras.

O QLE ainda pode ser utilizado para identificar a presença da liderança empoderadora (fase diagnóstica) e contribuir para proposição de intervenções que levem a criação de ambientes de trabalho mais saudáveis e produtivos. Sua validade convergente com a liderança ética sugere que os gestores podem aplicar os dois tipos de liderança, complementarmente, de modo a criar interações de qualidade entre líderes e liderados que aumentem a autonomia dos trabalhadores e permitam que respondam prontamente aos desafios organizacionais.

This paper aims to explore the possible connections between self‐directed support and adult support and protection, both of which are important policy developments in Scotland.

The authors draw on findings from the national evaluation of the test sites or pilots of self‐directed support in Scotland and interviews at two time points with adult protection leads in the test sites. These interview data are set in the context of Scottish developments in adult support and protection.

Self‐directed support and adult protection had not been joined up initially. In the three Scottish test sites those responsible for adult safeguarding had not been engaged with the changes. They were unclear about the new systems and were concerned about the implications of reduced monitoring of risks. Shared training between those implementing self‐directed support and those carrying out adult protection work was viewed as a way of bridging these different areas of practice through enhancing mutual understanding and communication.

Policy and legislation have used the word support to provide reassurance of social protection for adults in need of care services. This paper provides new opportunities to consider the ways in which early enthusiasm for self‐directed support in Scotland may have neglected the support inherent to support and protection and the ways in which some adult support and protection stakeholders seemed to be acting as “bystanders” rather than influencing new systems of self‐directed support.