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The purpose of this paper is to compare the effectiveness of directive programmes led by professionals where parents were taught specific parenting knowledge and strategies (Triple P – Positive Parenting Program) and non-directive parenting programmes in the form of mutual-aid support group as a universal prevention programme.

This study employed a randomised controlled trial design. Participants included 92 Hong Kong Chinese parents with preschool children recruited from eight kindergartens and a local church. They were randomised into Group Triple P, non-directive group and control group. They completed measures on their perception of child behaviour problems and their parental stress before and after intervention.

At post-intervention, results indicated significantly greater decrease in child disruptive behaviours among participants in the Triple P group than those in the non-directive group and control group while no significant group difference was found between the latter two groups. No significant difference was found in post-intervention parental stress level among the three groups.

This study provides empirical evidence to demonstrate the effectiveness of a directive parenting programme vs a non-directive one.

Closing the treatment gap in depression is vital to prevent people from losing their jobs. Delivering group-based interventions at work could reach more employees than delivering 1:1 interventions in a clinical setting. This study aims to redesign a Treatment Programme to make it more acceptable and accessible for employees with depression.

A mixed-methods exploratory sequential design with a high level of stakeholder consultation was used to redesign an interdisciplinary Work-focussed Relational Group CBT Treatment Programme for moderate-severe depression. Qualitative data from focus groups and quantitative data from a small feasibility study were integrated to develop the new Training (and Staff Support) Programme (TSSP), which was fully specified and manualised in line with the Template for Intervention Description and Replication (TIDieR) for future delivery.

Focus groups identified a need for improved acceptability and accessibility of the tertiary preventative Work-focussed Relational Group CBT Treatment Programme. This programme was, therefore, simplified for delivery by peer facilitators at the worksite as an intervention for all employees rather than an indicated/targeted intervention for only those with symptoms/risk of depression. The TSSP comprised a compulsory trauma-informed educational/experiential workshop over four days plus optional open-ended, peer-led base groups set up and run by volunteer peer facilitators.

The focus groups comprised a convenience sample who knew the researchers as a colleague or therapist, so there is a risk of selection or relationship bias. They were not involved in the data analysis which undermines the element of co-production and increases the risk of analytic or confirmation bias.

Delivering the new intervention in a group format will require peer facilitators to acquire skills in co-facilitation using a structured-directive leadership style and an awareness of the potential side effects of group-based interventions.

The worksite TSSP provides a democratic learning space and empowers employees to stay at work by self-managing their symptoms and by challenging the interpersonal dynamics and organisational structures that might precipitate and perpetuate depression.

This intervention is fully specified and manualised with an explicit programme theory, unlike most universal worksite-based CBT programmes.

Parenting programmes are increasingly a feature of services and policies aimed at improving outcomes for children and families and tackling inequality, yet they remain underused. This study aims to assess parent engagement and retention in the parent and infant (PIN) programme – a universal, multi-component intervention designed to support parents from birth to when their children reach two years of age. The programme can be tailored to parent/community needs but also includes standardised core elements including two Incredible Years parenting programmes. Programme provider perspectives on recruiting and supporting participation were also explored.

A mixed methods study was conducted involving parents (n = 106) and programme providers involved in the PIN programme. Logistic regression analyses were used to assess the impact of participant demographic characteristics on the likelihood of programme engagement and attendance. Semi-structured interviews explored facilitators’ experiences of parent recruitment and engagement, as well as barriers and facilitators of parental attendance.

First-time mothers were more likely to initially enrol in the PIN programme than younger or lone parents. However, older age and married/cohabiting status were the strongest predictors of attending at least one-third of programme sessions. Qualitative findings highlighted the importance of relationship building and connection in supporting participant recruitment and engagement. Practical and psychological barriers to programme participation are also described.

The findings shed light on factors that influence engagement and attendance in universal, early parent support programmes. Barriers to parent engagement are multi-layered and tailored strategies to promote uptake of parenting programmes are needed.

This article aims to explore how understanding the challenges faced by companies' attempts to create competitive advantage through their human resources and HRM practices can be enhanced by insights into the concept of strategic groups within industries. Based within the international hotel industry, this study identifies how strategic groups emerge in the analysis of HRM practices and approaches. It sheds light on the value of strategic groups as a way of readdressing the focus on firm and industry level analyses.

Senior human resource executives and their teams across eight international hotel companies (IHCs) were interviewed in corporate and regional headquarters, with observations and the collection of company documentation complementing the interviews.

The findings demonstrate that strategic groups emerge from analysis of the HRM practices and strategies used to develop hotel general managers (HGMs) as strategic human resources in the international hotel industry. The value of understanding industry structures and dynamics and intermediary levels of analysis are apparent where specific industries place occupational constraints on their managerial resources and limit the range of strategies and expansion modes companies can adopt.

This study indicates that further research on strategic groups will enhance the theoretical understanding of strategic human resource management and specifically the forces that act to constrain the achievement of competitive advantage through human resources. A limitation of this study is the dependence on the human resource divisions' perspectives on realising international expansion ambitions in the hotel industry.

This study has implications for companies' engagement with their executives' perceptions of opportunities and threats, and suggests companies will struggle to achieve competitive advantage where such perceptions are consistent with their competitors.

Developments in strategic human resource management have relied on the conceptual and theoretical developments in strategic management, however, an understanding of the impact of strategic groups and their shaping of SHRM has not been previously explored.

This paper follows three objectives. The paper aims to demonstrate a synoptic view of the historical evolution of competence, significant growth and changes in conversation. The second objective is to investigate the meaning and definitional usage of competence and competency. The third objective is to present a synoptic view of different dimensions of competence.

This paper reviews the selected literature spanning from 1959 to date from various databases using the following keywords: competence, competency, employee competence, employee competency, competency management and competency-based management. A total of 170 studies were selected in the first wave. In the second wave, a detailed assessment was made, as suggested by Tranfield Denyer and Smart, to ascertain the relevance of the articles. In this way, only 63 studies were selected for the review. This study also considers other relevant literature.

The historical evolution demonstrates that competence scholarship has focused on use of the concept in different fields and contexts, theoretical frameworks for competence development and strategic relevance of competence-based (demand-based) human resource management. Results also suggest that the term competency and competence are interchangeably usable. Finally, the review summarizes a total of 16 dimensions of competence, studied in various contexts and classifies them into hard and soft competence and further dividing them into knowledge, skill and self-actualization-related competence.

This paper discusses various research implications for human resource development scholars and professionals.

This paper is a unique attempt to review the literature on three themes of employee competence.

How to effectively manage information flow continues presenting challenges for effective responsive strategies in communication, reflecting the magnitude and impact of a data-driven and strategy-oriented market environment globally. Therefore, the purpose of this paper is to discover how concerns related to the rise of social media have affected communication leaders’ operational and managerial practice from an international perspective. The overarching aim is to better understand these concerns in order to contribute to effective responsive strategies in communication practice in the future.

The authors relied on data from an international online survey of public relations and communication professionals in multiple countries who were asked their perceptions and behaviors concerning the impact of information flow and the digital revolution on their practice. ANOVA analyses and hierarchical regression models were used to identify the heterogeneity across five clustered groups of countries.

Results confirmed a strong desire among communication professionals in multiple countries to learn more about information management in practice. Results identified the overall patterns of responsive strategies that have been widely adopted by public relations professionals in specific country clusters across the globe. In order to better manage social media and the digital revolution, all five of the surveyed country clusters indicated that it is effective to integrate more social media strategies and to train employees in social media.

The research has explored the importance surrounding information management in an era of widespread digital content, including how concerns in this area have affected strategic decision-making in communication practice. Equally important, the authors provide a more global perspective on this critical topic by analyzing communication professionals’ perceptions in grouped country clusters. Results of the research have identified the similarities and differences in responsive strategies to cope with information flow concerns across grouped country clusters.

Reviews previous studies of the universal approach to mental health promotion, and disease prevention programmes or interventions in schools. Over 8,000 publications were identified initially and 425 studies obtained for further review. The inclusion criteria were met by 17 (mostly US) studies investigating 16 interventions. Positive evidence of effectiveness was obtained for programmes that adopted a whole‐school approach, were implemented continuously for more than a year, and were aimed at the promotion of mental health as opposed to the prevention of mental illness. Provides evidence that universal school mental health promotion programmes can be effective and suggests that long‐term interventions promoting the positive mental health of all pupils and involving changes to the school climate are likely to be more successful than brief class‐based mental illness prevention programmes.

The present study examined the role of socio‐demographic and family risk factors as mediators or moderators of the success of parents undertaking a universal group parent training programme for young children. The results showed that parents' capacity to change dysfunctional parenting practices was not moderated by the child's gender, family income, family type, or pre‐intervention level of parental stress, but was partially mediated by changes in parental satisfaction and efficacy. Irrespective of their socio‐demographic background, parents who completed the Triple‐P Positive Parenting Programme were equally likely to succeed in changing their parenting practices. These findings suggest the robustness of intervention effects across a diverse range of parents.