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This paper provides interesting insights for anti‐virus research, as it reflects a period of rapid uptake in the application of the Internet and the use of e‐mail for business purposes. The purpose of the research is to provide independent justification of the growing prevalence of computer virus incidents over the past five years, and identify patterns in the frequency and distribution of computer viruses. Specifically, the analysis focuses on examining the claims that computer viruses are increasing in prevalence, that computer viruses follow an evolutionary pattern and that seasonality exists in the distribution of computer viruses.

Today, we are witnessing a wave of multinational corporations who seek to be recognized for being environmentally conscious, which can become a source of competitive advantage. But how many of them actually have the policies in place to achieve this? Drawing from the strategy literature, this paper aims to argue that firms who seek to achieve green reputation must align their policies in a way to achieve this goal.

This paper presents a framework that discusses the key elements of the corporate environmental management process, and then empirically examines the impact of green policy on green reputation among Fortune 500 US firms.

The findings support a positive significant relationship between green policy and green reputation, with environmental performance to partially mediate this relationship. Insights from this study highlight the importance of focusing on company-level green policy for building green reputation as well as for discriminating across the flux of corporations that all claim to be environmentally conscious or green.

First, the study is limited by the unavailability of environmental performance data at the subsidiary level, which, if incorporated, would yield a better specified model. Second, to strengthen the causal relationships examined in the models, time-series analyses would likely be useful. Third, other informal measures that could be incorporated can include other forms of corporate verbal communications, which include 10K reports as well as shareholder letters.

Given the increased flux of firms that are racing to be known as environmentally conscious firms, one can benefit from the use of an internal mechanism that can discriminate between rhetoric and action. Therefore, when differentiating between firms’ environmental consciousness, investors and key stakeholders should investigate more internal environmental firm policies, because they are likely to be more indicative of their actions.

This study uses a quantified assessment of companies’ actual environmental footprints, drawing from a cross-sector sample within the manufacturing industry. The secondary data used in this study are combined from a number of prominent data sources in corporate social responsibility/environmental management literature.

New malicious e‐mails are created at the rate of thousands a year and pose a serious security threat. Especially, new, unseen Internet worms and virus often are arriving as e‐mail attachments. In this paper, Bayesian probabilistic network is examined to detect new malicious e‐mail viruses through anomaly detection. Experimental results show a better malicious e‐mail detection using Bayesian probabilistic networks. Managerial implications on how companies can protect their e‐mails and develop their own e‐mail security plan are addressed as well.

An e‐mail virus is an e‐mail that can infect other programs by modifying them to include a replication of itself. When the infected e‐mails are opened, the e‐mail virus spreads itself to others. Today's society has seen a dramatic increase in the use of e‐mails. As a result, organizations must take even more precautions to guard against the introduction of e‐mail viruses into their systems. This paper discusses how organizations can protect their e‐mails from the intrusion of e‐mail virus and how to develop their own e‐mail virus security plan.

Claiming that quality assurance in Europe is a growth industry, the paper looks at this development from three angles: Has quality assurance become a science? Is it being practised? And how can quality assurance be successfully introduced? The paper concludes that quality assurance cannot yet be considered ‐ nor does it need to become ‐ a science, meeting the usual criteria of a scientific discipline. In spite of this, quality assurance has to be based on sound scientific evidence. There are encouraging signs of this happening: while there is no long research tradition in quality assurance, the number of studies is increasing and their quality is improving. On positive action, the paper finds the situation brighter. There is both political will and professional acceptance. WHO's European member states have accepted as a part of their overall health for all policy a specific target which requests them to build effective mechanisms for ensuring quality of patient care. The increasing professional interest and political will have resulted, among other things, in laws, quality assurance programmes, training programmes, national societies and journals. Views on quality and quality assurance have broadened; consumer views are being accepted as part of quality; the outcomes of care are emphasised; quality assurance is being extended from hospitals to primary care and nursing homes, and from medical care to nursing care and physiotherapy. Based on lessons learned from the past experiences, the last section of the paper makes recommendations for the successful introduction of quality assurance. The importance of demonstrating a need, the involvement of all those concerned and the provision of feedback are emphasised.

This paper reports on the implementation and evaluation of the JOBS programme in Ireland. This is a training intervention to promote re‐employment and improve mental health among unemployed people that was implemented on a pilot basis in the border region of the Republic and Northern Ireland. Programme participants were unemployed people recruited from local training and employment offices and health agencies. The evaluation indicated that the programme was implemented successfully and led to improved psychological and re‐employment outcomes for the intervention group, lasting up to 12 months post‐intervention. This paper reflects on the implementation issues that arose in adapting an international evidence‐based programme to the local setting and considers the implications of the evaluation findings for the roll out of the programme on a larger scale.

The paper aims to clarify the potential impact of data gathered from social media (SM) in the competitive intelligence (CI) process of organizations. As use of SM expands, analysis of this data becomes a critical business need providing essential support for decision makers. This paper seeks to examine how SM be used to enhance CI in an organizational context.

This paper adopted an exploratory mixed-method approach followed by a sequential and equal status design, with qualitative semi-structured interviews, accounting for the qualitative study and serving as precursor to a quantitative structured survey. Interviewees included a university professor and CI consultant, an SM analyst and a subject in a management position – all in the field of CI. A survey was sent to Fortune 1000 companies. Some 227 companies replied.

The findings were that the majority of respondents produce CI reports at least monthly, and that information transmitted mainly by presentation within organizations. Over 70% of companies outsource CI activities to specialized firms, while 80.9% of organizations felt CI improved their relationship with their customers. Not surprisingly, as the number of people dedicated to CI activities increased, the likelihood of an organization hiring outside companies specializing in CI diminished.

All organizations sampled were large US companies; thus, small- and medium-sized enterprises were excluded, as were non-US viewpoints. As survey respondents were anonymous, the source of data at the level of the individual is missing. Finally, only three interviewees provided the qualitative data.

This investigation determined organizations should have an established and well-structured CI department. Furthermore, such a department should have between five and ten employees to maximize the potential. Outsourcing depends on the company’s specific needs. Nevertheless, regardless of whether it outsources CI activities or not, each firm should monitor SM to enhance the CI process.

Much SM-based CI is either non-existent or in “embryotic” stages in most companies, and therefore still a work in progress. Furthermore, as SM is a relatively new phenomenon, studies supporting its implementation are scarce. Companies stand to gain significant improvements to CI if SM is effectively used.

Organizational socialization refers to the process by which newcomers learn to perform in their role and adjust to work after organizational entry. Unfortunately, there is little knowledge regarding organizational socialization from the supervisors’ perspectives, although the importance of supervisors in newcomer socialization is one of the most robust findings in the field. The purpose of this paper is to examine how supervisors’ perceived organizational support (supervisor POS) and the quality of their working relationships with newcomers (supervisor leader-member exchange (LMX)) relate to the delegation of authority to newcomers and how delegation in turn relates to newcomers’ work adjustment.

A sample of new employees completed questionnaires that included delegation and socialization outcome measures. Supervisors evaluated their POS and the quality of their working relationships with newcomers (LMX).

The results showed that supervisor POS moderated the relationship between supervisor LMX and delegation. Specifically, supervisors with high POS showed delegation to newcomers irrespective of their LMX. Conversely, when supervisors’ POS was low, a high LMX was related to delegation. The results further showed that delegation was positively related to newcomers’ role clarity, organizational knowledge, and job satisfaction. Finally, the results showed indirect effects of supervisor LMX on newcomers’ role clarity and job satisfaction through delegation contingent on supervisor POS.

This study showed that a supervisor’s social exchange relations both with the organization and with a new employee are important in the delegation of authority and responsibility to a newcomer and that this delegation in turn relates to newcomers’ work adjustment.

The purpose of this paper is to investigate the effects of an individual oriented positive psychology intervention on positive emotions, self‐efficacy, and work engagement.

The online self‐enhancement intervention program consists of three types of online assignments: happiness assignments, goal setting assignments, and resource building assignments. The authors expected the self‐enhancement intervention group to show a significantly stronger increase in the outcome variables compared to a self‐monitoring control group.

The results revealed that the self‐enhancement group showed a stronger increase in positive emotions and self‐efficacy compared to the control group, but not on engagement. Additional analyses showed that the positive effects of the self‐enhancement intervention are present for employees who are initially low in engagement, but not for those medium or high in engagement.

The study was conducted via a semi‐public web site. The participants were all working in different organizations throughout the country and did not have the advantage of having the support of their supervisors and colleagues who were participating in a similar intervention.

Positive psychology interventions should target employees who are low in engagement, because they have the most unused potential and therefore have more to gain.

Traditionally speaking, individual interventions are carried out when something is wrong or malfunctioning, and with the sole objective of fixing it. The intervention presented in this paper includes the entire workforce, because it is based on the belief that improving employee well‐being is relevant for all.

Those most socially disadvantaged are at a greater risk of common mental disorder (CMD). The need to evaluate the health impact of social policy interventions that aim to reduce social inequalities between the disadvantaged and the better off is well recognised. This paper reports findings from a review to explore evidence on the health impact of UK policy interventions that aim to tackle the key social determinants of CMD. These were previously identified from the literature as cumulative socioeconomic deprivation, unemployment, psychosocial work characteristics, and poor social relationships. We identified some evidence of a positive impact on CMD of urban regeneration schemes, but evidence was sparse on interventions relating to the other determinants. The ability of research to inform policy designed to improve the lives of the disadvantaged could be assisted by a broader definition of what counts as evidence. This may include wider use of qualitative methodologies and a more deliberate focus on social processes known to be implicated in mental health.