Search results

This paper aims to explore the barriers to accessing mental health support for people experiencing multiple disadvantage along with some potential solutions for attempting to overcome these. It draws on evidence and learning from 12 voluntary sector-led partnerships in England funded by the National Lottery Community Fund’s Fulfilling Lives programme.

Qualitative research was undertaken with frontline staff, senior leaders, volunteers, beneficiaries and stakeholders from Fulfilling Lives partnerships. This comprised focus groups (21 participants) and individual face-to-face interviews (41 participants), both of which explored barriers and local solutions to accessing statutory mental health services. Following a thematic analysis of transcripts, research participants and stakeholders were invited to a face-to-face workshop to review and validate emerging findings (34 participants).

People experiencing multiple disadvantage face significant barriers in accessing support for their mental health. These include a complex system that is difficult to navigate, long waiting lists, high eligibility thresholds and models of support that lack flexibility. Fulfilling Lives partnerships have had the funding and the flexibility to trial different approaches. Promising solutions to barriers include the use of navigators, person-centred support and multi-agency networks and training. However, overcoming systemic barriers remains the most difficult challenge.

Fulfilling Lives was a rare example of substantial and long-term (eight years) funding to work with people experiencing multiple disadvantage. This provided a unique opportunity to try different approaches and gather learning. The programme evaluation provides insights into the experiences of people facing multiple disadvantage and those who support them and offers evidence-based suggestions for policy and practice.

This study aims to share reflections on psychologically informed practice and research that has taken place within Opportunity Nottingham and in collaboration with local hostels and agencies. This study conveys a call to action to all stakeholders not to be complacent, but to use learning from Fulfilling Lives as a foundation for future developments.

This study will use the psychologically informed environments (PIEs) 2.0 elements to structure points of learning from working within Opportunity Nottingham, drawing on wider literature as appropriate. This will allow focus on core areas of interest for all stakeholders and illustrate how the PIE elements can be embedded in thinking.

Research-informed reflections from a Fulfilling Lives Clinical Psychologist will be offered across the domains of: psychological awareness; staff training and support; learning and enquiry; spaces of opportunity; and rules, roles and responsiveness.

To the best of the author’s knowledge, this will be the first paper to use PIE domains to structure a reflective account of learning from a Fulfilling Lives project, contextualised within broader literature.

The nature of immigration to the United States has varied tremendously over the course of the last 100 years. While the rate of immigrants in comparison to the total population was as high as 14% in the early 1900s, it steadily declined due to regulations passed at the beginning of the First World War reaching its lowest point in 1970 at less than 5% (Bernard, 1998). Yet, ever since the early 1970s, in response to the Immigration and Nationality Act Amendments that replaced national-origin quotas with a single annual worldwide ceiling for all other immigrants while eliminating any numerical limitations for immediate relatives of U.S. citizens, the number of immigrants has been continuously on the rise. In 1996, about 1 of every 10 residents in the United States was foreign born. This is exemplified by the fact that more than one fourth of the present foreign-born population of the United States arrived after 1990 (U.S. Department of Homeland Security, 2004).

The purpose of this paper is to provide a reflection on the author's earlier paper published in Gender in Management: An International Journal (formerly Women in Management Review) in 2000 titled “Do managerial men benefit from organizational values supporting work‐personal life balance?

The paper is examined in the context of the author's research and writing program.

The 2000 paper built on the author's previous research and writing and informed their current research activities. In addition, the 2000 paper seemed to reflect emerging interest in work‐personal life balance or integration, as well as the experience of men at work, that was emerging at this time.

Greater attention to the work and life experiences of men at work is warranted.

The paper finds that men benefit from organizational values supporting work‐personal balance as do other studies involving managerial and professional women. These collective findings suggest that organizations would benefit by supporting both male and female managers and professionals in their efforts to lead more complete lives as employees and family members.

The paper indicates that a greater understanding of men's lives would benefit not only men but also women and employing organizations.

The role of spirituality in the organization is a rapidly growing area of interest in management literature and conferences. This resulted in a call for more scientific inquiry into workplace spirituality. However, progress with empirical research on spirituality in organizations seems to be hampered by a lack of construct clarity. Whilst the construct of workplace spirituality is being clarified, spirituality can be approximated and operationalized through one of its major elements, meaning in life. Much knowledge and insights can be gained in the role and relationships of spirituality in organizations through this approach. One such postulated relationship with spirituality (meaning in life) is wellness. This postulation is based mainly on the results from research studies that consistently show relationships between meaning in life and psychological well‐being. As work is also an element of wellness, potential relationships between meaning in life and various aspects of work wellness are explored and conceptualized. This paper explores work‐wellness from a spiritual framework through the construct of meaning in life by focusing on the contribution that a person's sense of meaning in life can play to improve work‐wellness and wellness in general. A research agenda is developed of postulated relationships of meaning in life with various work wellness related constructs. Thirteen research propositions are proposed to provide direction for the empirical inquiry into workplace spirituality.

This paper aims to explore the root cause of growing gap in Islamic moral ideals and practices by examining paradigmatic foundation and moral axioms of Islamic business ethics. It compares and contrasts Tawhidi and secular paradigms in terms of their moral axioms and ethical mandates.

The paper first presents the paradigmatic foundation of Islamic ethics, namely, ihsan ethics. Second, it compares Tawhidi paradigm of Islam with secular paradigm in respect to their ontological, axiological, anthropological and teleological differences. Third, it links to Islamic moral axioms to the relevant paradigmatic pillars. Fourth, it defines “ihsan ethics” based on Tawhidi paradigm and moral axioms. Finally, it sheds some light on the gap between moral ideals and realities through the theory of ihsan ethics.

The paper attempts to provide strong conceptual and theoretical tools to understand ethical problems in the Muslim societies. The paper makes a strong case that Muslim minds shall be de-secularized to perceive the reality, truth and telos within Tawhidi worldview. As Muslims reach the level of ihsan by perceiving transcendental reality, they are likely to practice what they preach.

The paper proposes “ihsan ethics” based on Tawhidi worldview and Islamic moral axioms.

The purpose of this paper is to introduce a new type of ba, called “vocation ba” and to describe the main aspects of this type of ba as well as its methods.

The paper reviews the literature in the field of self‐transcending knowledge and the concept of ba and shows the main aspects for the design of a new methodology and framework. Additionally it analyzes experiences with the new method from several case studies.

First the concept of vocation ba describes a space on the individual level as well as on the collective level for the generation of self‐transcending knowledge. Second the method of Vocation‐coaching_WaVe is a helpful method within the vocation ba. The experiences with these two new concepts from several case studies are very encouraging.

The number of case studies at the collective level is still limited, as the authors have been working with the method of Vocation‐coaching_WaVe at the collective level for two years. At the moment further research is done in larger systems.

This study gives insight and information about the method of Vocation‐coaching_WaVe and the concept of vocation ba.

The paper presents one of the few studies, which theoretically and practically deals with the aspect of self‐transcending knowledge in the context of vision development processes and knowledge‐based management on the individual level as well as on the collective level. The method of Vocation‐coaching_WaVe at the collective level is a continuous approach of a bottom‐up vision development process.

The trend of domestic employment thrives almost in every society. It is most common in developing countries and Nigeria is no exception. This paper aims to examine the nature of the role of a domestic worker in Nigeria and the work-life conflict issues involved in such work.

This study uses a qualitative research approach to examine the nature of the role of domestic workers and the associated work-life conflict issues.

The findings show that the nature of the jobs of domestic workers in Nigeria gives rise to a situation of modern-day slavery in which an employee works without a formal employment contract, with little or no rights to private time. Long and unstructured working hours, employers’ perceptions about domestic workers and a huge workload fuel and exacerbate work-life conflict amongst domestic workers in Nigeria.

The extent to which the findings of this research can be generalised is constrained by the limited and selected sample of the research and the research context.

The primacy of the employer over the employee in domestic employment means that both time and work-based conflicts continue to buffer work-life conflict if domestic workers’ working hours remain unscheduled and their employers’ perceptions about them remain unchanged. This invariably has a negative impact on the domestic workers’ health and productivity. Therefore, domestic employment should be regulated by law and domestic workers should be treated like other formal employees.

This study contributes to the debates on the work-life conflict by highlighting the nature of the role of domestic workers in a non-western context, Nigeria and provides a nuanced insight into the work-life conflict issues involved in such work. The findings add conceptual thought and empirical evidence to the debate on work-life conflict.

This article explores the use of the Good Lives Model and its relevance to people with a learning disability and forensic needs. The article presents the rationale for using the model; arguing that it has the potential to address the complexities of meeting both the person‐centred agenda in learning disabilities services and the public protection agenda in relation to the management of mentally disordered offenders, including those detained under the Mental Health Act (2007). The model is compared with other treatment models, such as the Risk‐Need‐Responsivity Model (RNR). The paper briefly explores how the model may be practically applied in a service for people with learning disabilities who have committed, or who are at risk of committing, sexual offences.

We chose to analyse Hungarian childlessness in order to map whether there is any voluntary childlessness at all in a society which is characterised by strong traditional family values and the widely accepted social norm that everyone should become a parent.

To answer to this question, we applied both quantitative and qualitative methods. First, we analysed the first three waves of the Hungarian panel survey ‘Turning Points of the Life Course’ conducted in 2001, 2004 and 2008. The focus is on men and women who were childless in 2001 and were still childless in 2008. To have a better understanding of the background of the quantitative results, we have also analysed 55 life-history interviews conducted with heterosexual men and women, who were recruited by using chain-referral sampling.

According to the qualitative findings the categorisation of childless people is quite fluid. For example, postponers became definitely childless while some originally voluntarily childless respondents became parents. However, the qualitative analysis allowed us to understand the mechanism behind this. In addition, using mixed methods also highlighted some inconsistencies between the qualitative and quantitative results.