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The purpose of this paper is to examine the role of yoga in the management of anxiety and depression, development of mindfulness and self-compassion and implications for mental health care delivery and mental health professionals, with a specific focus on nursing practice.

A search of electronic databases Scopus, CINAHL, EMBASE, Medline and Cochrane Library was undertaken.

There is growing research evidence supporting the use of yoga as an adjunct or combination therapy for the management of stress, anxiety and depression. Mindfulness has been indicated as a potential mechanism of change but needs further research. Health care professionals may play an important role in supporting consumers to engage in yoga as part of their mental health care.

Yoga research to date has been limited by methodological weaknesses including wide variation of yoga practices, styles and teaching methods; difficulties in double-blinding, suitable placebo-control; lack of randomised controlled trials and small sample sizes. The literature highlights that more high-quality yoga and mental health research is needed.

The paper introduces the potential role of yoga for anxiety and depression in the health care system and the role of mental health professionals in implementing and promoting holistic yoga-based therapies.

This paper proposes a yoga model for mental health and provides insight into a proposed new direction for future mental health care and the role of nursing practice and other mental health professionals.

The study describes the implementation of a novel strategy, entitled the Action Learning Set Facilitation Model, to develop internal facilitation capability to lead change. The Model incorporated the Novice-Experienced-Expert pathway, a facilitation development approach underpinning the integrated-Promoting Action on Research Implementation in Health Services Implementation Framework, with action learning methodology.

A mixed-methods descriptive approach reports the results of 22 interviews, 182 Action Learning Sets and 159 post program survey data sets to explore facilitator experiences, strengths and potential application of the Model.

At program completion, five novice (of 174) and one experienced (of 27) facilitator transitioned to the next facilitation level. The three groups of facilitators described positive change in confidence and facilitation skill, and experience of action learning sets. Inconsistencies between self-report competence and observed practice amongst novices was reported. Novices had decreasing exposure to the Model due to factors related to ongoing organisational change. Internal facilitators were considered trusted and credible facilitators.

There are practical and resource implications in investing in internal facilitation capability, noting proposed and real benefits of similar development programs may be compromised during, or as a consequence of organisational change. Further research describing application of the facilitation model, strategies to enhance multisystemic support for programs and evaluation support are suggested.

The Action Learning Set Facilitation Model offers promise in developing internal facilitation capability supporting change in organisations. Critical success factors include building broad scale internal capability, stable leadership and longitudinal support to embed practice.

This is the first application of the facilitation component of the integrated-Promoting Action on Research Implementation in Health Services implementation framework embedded to action learning sets as an implementation science strategy for leader development supporting organisational change.

The purpose of this paper is to elicit clinicians’ and workers’ knowledge, experiences and opinions of key issues pertaining to comorbidity service needs of people aged 12 years and over in a metropolitan region of South Australia.

As one component of a participatory action research project, this qualitative study used semi-structured interviews with mental health (MH) and alcohol and other drug (AOD) clinicians and workers (n=20).

The participants expressed concerns involving stigma towards their clients. They highlighted lack of adequate MH and AOD comorbidity service accessibility and models, regularly available clinical comorbidity workforce development, and practice supervision and skills training. These factors influenced participants’ and their colleagues’ capacity and ability to access and provide appropriate help for people needing integrated treatment and care of their co-existing comorbid conditions.

Findings highlight the need for coordinated and integrated, individualised holistic comorbidity services, including treatment and care best suited to Aboriginal people and refugees.

This study emphasises the importance of government and non-government MH and AOD services ensuring that comorbidity is responded to collaboratively and systemically. It also demonstrates the importance of professional development.

Presents a special issue, enlisting the help of the author’s students and colleagues, focusing on age, sex, colour and disability discrimination in America. Breaks the evidence down into manageable chunks, covering: age discrimination in the workplace; discrimination against African‐Americans; sex discrimination in the workplace; same sex sexual harassment; how to investigate and prove disability discrimination; sexual harassment in the military; when the main US job‐discrimination law applies to small companies; how to investigate and prove racial discrimination; developments concerning race discrimination in the workplace; developments concerning the Equal Pay Act; developments concerning discrimination against workers with HIV or AIDS; developments concerning discrimination based on refusal of family care leave; developments concerning discrimination against gay or lesbian employees; developments concerning discrimination based on colour; how to investigate and prove discrimination concerning based on colour; developments concerning the Equal Pay Act; using statistics in employment discrimination cases; race discrimination in the workplace; developments concerning gender discrimination in the workplace; discrimination in Japanese organizations in America; discrimination in the entertainment industry; discrimination in the utility industry; understanding and effectively managing national origin discrimination; how to investigate and prove hiring discrimination based on colour; and, finally, how to investigate sexual harassment in the workplace.

Sexual harassment law addresses hostile environments by evaluating whether the workplace environment would be considered hostile by a “reasonable woman”. But who is a reasonable woman? Defendant‐employers may present one group of women employees as representative “reasonable” women and assert that any of these women’s co‐workers who have had different experiences with regard to sexual harassment are not “reasonable”. However, when male employees categorize various groups of female coworkers differently and, subsequently, treat them differently, the experiences of women from one of these groups would not be indicative of the experiences of women from an other group. This “selective sexual harassment” was present in the workplace I studied: while both groups of women were “reasonable”, they had very different experiences, only one of which might be confirmed by a court as the perspective of “reasonable” women. This article advocates for a version of the “reason ble victim” standard to facilitate a closer analysis of hostile environment sexual harassment suits.

This study reflects an examination of four teachers and their approaches to teaching the Holocaust and comparative genocide. The purpose was to address four succinct research questions that followed a conceptual framework which emerged around these teachers’ rationale, methodology, preparation, and characteristics. Analysis of the results allowed for the emergence of six themes: (a) citizenship, (b) curriculum and design, (c) teaching pedagogy, (d) influence of modeling, (e) neoteny, and (f) life-altering experiences.

The purpose of this paper is to clearly outline the practicalities of designing and implementing corporate social responsibility (CSR) through sport programmes via stakeholder involvement theory by an international governing body operating across Europe’s multicultural setting. The concept of CSR and the use of sport to achieve the objectives of CSR have become common buzzwords. Within CSR, most of the academic literature, or research, has focused on defining or framing CSR through sport particularly discussing the implementation or staging of CSR activities by both sporting and non-sporting organisations. However, not much has been done regarding the practicalities of designing CSR programmes by employing stakeholder involvement theory and conducting of a thorough needs analysis before programme deployment.

This explorative study is based on participatory action research informed by international sport-for-development experiences. A qualitative approach was adopted in assessing the application of stakeholder involvement theory (Morsing and Schultz, 2006) in programme design and assessment of the target group’s needs.

The old CSR approach was fragmented and lacked integration into local area needs. The new CSR approach ensures that community needs are reflected in CSR activities. The delivery of CSR by Euroleague Basketball professional clubs secures a licence to operate through joined-up approaches with mainstream partner agencies. These social partnerships instil a sense of community ownership of One Team Basketball projects.

This paper draws on lessons learnt from international sport-for-development sector where stakeholder involvement is vital for deploying development-through-sport initiatives. The paper addresses aspects which constitute sustainable developmental approaches in communities using sport CSR as a vehicle for change.

Most research on branding highlights the role of associations for a single brand. Many firms, however, have multiple brands and/or different versions of one brand. The latter is largely the case for many corporate brands. This paper aims to broaden the understanding of corporate brand associations and their transfer within the firm’s brand and product portfolio. In particular, this paper also examines the concept of corporate brand innovativeness and the influence of brand architecture as supportive and restrictive boundary conditions for its transfer.

This conceptual paper explains the nature, benefits and challenges of corporate brand innovativeness within the context of a firm’s brand architecture. On the basis of a literature review, the authors provide an overview of the domain and derive avenues for future research.

Research and practice have not fully realised the importance of corporate brand images for supporting a firms’ product portfolio. In particular, (corporate) marketing managers need to consider the potential value of favourable perceptions of corporate brand innovativeness across products and the moderating role of brand architecture.

More empirical research is needed to understand the reciprocal relationship and transfer between corporate and product brand associations and equity.

A corporate marketing perspective allows firms to use corporate brand associations to support products and services for that brand. This paper discusses perceived corporate brand innovativeness as one particularly important corporate brand association.

The authors discuss the use of corporate brand associations under the consideration of brand architectures and boundaries and draw on several research streams in the brand management literature. Much of the branding and innovation literature centres on the product level; research on corporate brand innovativeness has been relatively neglected.

Topologically interlocked materials are a class of materials in which individual unit elements interact with each other through contact only. Cracks and other defects occurring due to external loading are contained in the individual unit elements. Thus, topologically interlocked materials are damage tolerant and provide high structural integrity. The purpose of this paper is to investigate the concepts of remanufacturing in the context of a material for which the intended use is structural such that the material's structural integrity is of concern. In particular, the study is concerned with the mechanical behavior of a topologically interlocked material.

A topologically interlocked material based on tetrahedron unit elements is investigated experimentally. Manufacturing with aid of a robotically controlled end‐effector is demonstrated, and mechanical properties are determined for a plate configuration. A conceptual mechanical model for failure of topologically interlocked materials is developed and used to interpret the experimental results.

It is demonstrated that remanufacturing of the topologically interlocked material is possible with only a limited loss of material performance. The proposed model predicts trends in agreement with the experimental findings.

While the model predictions are qualitatively in agreement with experiments, more detailed finite element models are needed to predict the material performance accurately. Experiments were conducted on a model material obtained from a 3D printer and should be verified on other solids.

The authors demonstrate that damage containment together with the absence of binders or adhesives enables reuse through remanufacturing without loss of structural integrity.

Topologically interlocked materials emerge as attractive materials for sustainable engineering once their material performance are weighted with an environmental impact factor.

Remanufacturing experiments on a novel class of materials were conducted and a new model for the characterization of the structural integrity of topologically interlocked materials is proposed and successfully evaluated against experiments in at least qualitative form.

The purpose of this paper is to present details of a large-scale experiment that evaluated the impact of communicating two types of feedback to householders regarding their domestic electricity consumption: feedback on their own consumption and feedback of both their own consumption and that of others in their locality.

Digital technologies were used to automatically measure and communicate the electricity consumption of 316 UK residents for a period of 16 weeks. Participants were randomly assigned to one of three experimental conditions: one involving no feedback; one involving feedback about a household's own usage, and one involving a household's own usage plus social norms feedback (the average consumption of others in the locality). At the end of the study, a selection of participants took part in interviews or focus groups.

Both types of feedback (individual and individual-plus-social-norms) led to reductions in consumption of about 3 per cent. Those receiving social norms feedback were significantly more likely to engage with the information provided. However, the social norms information had no additional impact on consumption. Survey and interview data confirmed that participants from both conditions had been encouraged to adopt new energy-saving practices. The study concludes that near real-time individual feedback can be sufficient for usage reduction if it is provided in a historical format. It also suggests that the impact of social norms information may previously have been confounded with that of individual feedback.

This is the first time that a controlled experiment in the field of domestic electricity consumption has compared the impact of real-time social norm information with that of information that only contains individual household usage.