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In many security domains, the ‘human in the system’ is often a critical line of defence in identifying, preventing and responding to any threats (Saikayasit, Stedmon, & Lawson, 2015). Traditionally, such security domains are often focussed on mainstream public safety within crowded spaces and border controls, through to identifying suspicious behaviours, hostile reconnaissance and implementing counter-terrorism initiatives. More recently, with growing insecurity around the world, organisations have looked to improve their security risk management frameworks, developing concepts which originated in the health and safety field to deal with more pressing risks such as terrorist acts, abduction and piracy (Paul, 2018). In these instances, security is usually the specific responsibility of frontline personnel with defined roles and responsibilities operating in accordance with organisational protocols (Saikayasit, Stedmon, Lawson, & Fussey, 2012; Stedmon, Saikayasit, Lawson, & Fussey, 2013). However, understanding the knowledge that frontline security workers might possess and use requires sensitive investigation in equally sensitive security domains.

This chapter considers how to investigate knowledge elicitation in these sensitive security domains and underlying ethics in research design that supports and protects the nature of investigation and end-users alike. This chapter also discusses the criteria used for ensuring trustworthiness as well as assessing the relative merits of the range of methods adopted.

Outside influences affect the progression of research in any discipline, including accounting. These influences offer one explanation for problems of replicability or comparability to previous studies, a common concern today. This article examines “who” participates in behavioral experiments and surveys involving accountants. This issue is important because of nontrivial differences in the composition of those in the accounting profession (and thus, participants in subject pools) over approximately 50 years of behavioral accounting research. Based on the theory of individual differences, we explore whether differences in the population of accounting research participants through the years could impact the replication or comparability of current-day research to earlier studies.

Our reading of available literature suggests that our profession has become more diverse in terms of gender and country of origin and that the oft-referenced characteristics of the millennial generation may also represent a distinct difference from previous generations of accountants. We discuss instances in which this changing nature of our profession, and thus our research population, could have implications for current-day behavioral accounting research.

The hospital–physician relationship (HPR) has been the focus of many scholars given the potential impact of this relationship on hospitals’ ability to achieve socially and organizationally desirable health care outcomes. Hospitals are dominated by professionals and share many commonalities with professional service firms (PSFs). In this chapter, we explore an alternative HPR based on the governance models prevalent in PSFs.

We summarize the issues presented by current HPRs and discuss the governance models dominant in PSFs.

We identify the non-equity partnership model as a governance archetype for hospitals; this model accounts for both the professional dominance in health care decisions and the increasing demand for higher accountability and efficiency.

There should be careful consideration of existing regulations such as the Stark law and the antikickback statue before the proposed governance model and the compensation structure for physician partners is adopted.

While our governance archetype is based on a review of the literature on HPRs and PSFs, further research is needed to test our model.

Given the dominance of not-for-profit (NFP) ownership in the hospital industry, we believe the non-equity partnership model can help align physician incentives with those of the hospital, and strengthen HPRs to meet the demands of the changing health care environment.

This is the first chapter to explore an alternative hospital–physician integration strategy by examining the governance models in PSFs, which similar to hospitals have a high reliance on a predominantly professional staff.

A key feature of performance in many professions is that of vigilance, carefully monitoring one’s environment for potential threats. However, some of the characteristics that may make someone successful in such work may also be more likely to make them fail in the long-term as a result of burnout, fatigue, and other symptoms commonly associated with chronic stress. Among these characteristics, neuroticism is particularly relevant. To exert the effort that vigilance work requires, sensitivity to threats, a core aspect of neuroticism, may be necessary. This is evidenced by higher rates of neuroticism in vigilance-related professions such as information technology (IT). However, other aspects of neuroticism could attenuate performance by making individuals more distractible and prone to burnout, withdrawal, and emotional outbursts. Four perspectives provide insight to this neuroticism–vigilance paradox: facet-level analysis, trait activation, necessary conditions, and job characteristics. Across these perspectives, it is expected that too little neuroticism will render employees unable to perform vigilance tasks effectively due to lack of care while too much neuroticism will cause employees to become overwhelmed by work pressures. Contextual and personological moderators of the neuroticism–vigilance relationship are discussed, as well as two behavioral styles expected to manifest from neuroticism that could explain how neuroticism may be associated with either good or bad performance-relevant outcomes.

Labour emerged as a political party with an egalitarian mission, pledged to tackle the stark inequalities that disfigured British society. But since the advent of New Labour this mission has been radically redefined, signalled by a shift from egalitarianism to meritocracy. This chapter is divided into three sections, each exploring themes on the party’s orientation to inequality, dealing, respectively, with the New Labour government (1997–2010), the period of the Miliband leadership (2010–2015) and, finally Labour under the Corbyn leadership (2015 to the present). It investigates, during the first two phases, the conceptual and ideological shifts in attitudes to equality, what has prompted them and how they have been articulated in policy forms. In the third period – Labour under Corbyn – where progress on policy development has been slow, it changes focus to concentrate on one of the most formidable barriers to the egalitarian project, mounting popular resistance, and the party’s response to this.

Purpose — The purpose of this chapter is to give a framework to the issues that need to be addressed with the advent of the global economy and the realisation that the only lasting competitive advantage is an organisation's ability to effectively exploit intellectual capital. Excellent companies build learning organisations systematically, but in their haste, many firms underestimate the importance of cultural, technological, executive and learning imperatives that permeate dynamic, knowledge-based environments. Learning is a dynamic process between the needs of the individual, its leader, operational environment and the demands of the organisation.

Methodology — An initial quantitative study of 101 successful multinational companies with manufacturing facilities in Ireland the findings from which were reinforced by five case studies randomly selected from the ten firms identified from the quantitative research actively developing towards becoming learning organisations.

Findings — The findings of the quantitative and qualitative research are undertaken in the development of the learning imperatives presented in the body of the chapter under: Host Location, Culture Shock, Cross-Cultural Understanding, New Technology, Intellectual Capital, Dissatisfaction with the Traditional Management Paradigm, Nature of Global Business, Executive Challenge of Multinational Assignments, Learning Imperatives in Dynamic Multinational Environments.

Research implications — The research spanned 18 years and has relevance for all organisations irrespective of size operating in culturally diverse environments or simply planning to expand their operations.

Social implications — Are many and varied; however, this chapter, due to word constraints, only examines nine key attributes from the 35 identified. Nevertheless, every one of them will resonate to a greater or lesser extent with leaders from every walk of life.

Originality — The research work outlined in this chapter constituted an important element of the author's doctoral thesis, and its primary value is in the manner in which it simplifies complex issues that consciously or unconsciously affect groups or individuals in their respective working environments.

The modern workplace contains many physical and interpersonal hazards to employee physical and psychological health/well-being. This chapter integrates the literatures on occupational safety (i.e., accidents and injuries) and mistreatment (physical violence and psychological abuse). A model is provided linking environmental (climate and leadership), individual differences (demographics and personality), motivation, behavior, and outcomes. It notes that some of the same variables have been linked to both safety and mistreatment, such as safety climate, mistreatment climate, conscientiousness, and emotional stability.