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The purpose of this paper is to examine the commonly held idea that American advertising agencies closely supervised their Australian counterparts during the globalization of advertising.

The author, a cultural historian based in the USA, searched American archives without finding evidence of the kind of oversight often associated with the Americanization of advertising.

The paper concludes that American advertisers paid less attention to Australian advertising than the other way around. In addition, Australian and American advertising industries agreed on the importance of advertising as part of transnational capitalism and did not need to outline, or follow instructions, on how advertising worked.

Reviewing the history of advertising in a global context reminds scholars that the national advertising industries have different subject positions and yet agree on advertising’s practice and efficacy.

November 27, 1969 Factory — Maintenance — Floor — Freedom from Obstruction — Obligation — Foundry — Sand floor — Pieces of metal embedded — Whether “reasonably practicable” to keep floor clear — Factories Act, 1961 (9 & 10 Eliz.II,c.34), s.28(1).

The purpose of this paper is to present how Mersey Care NHS Trust introduced a unique integrated leadership development and employee wellbeing programme from UK business psychologists, Robertson Cooper, to help it prepare for Foundation Trust equivalent (FTe) status. A priority for the Trust was to ensure that staff felt involved and supported throughout the restructure and felt good about coming to work and engaged by their roles.

Robertson Cooper designed a programme to integrate management and leadership development with work to assess and improve levels of employee engagement and wellbeing. It used its employee survey ASSET to measure the levels of psychological wellbeing, engagement and productivity of employees in Mersey Care NHS Trust and assess the impact of the change.

Using the results, individual employee action plans were designed to improve wellbeing and engagement, and inform managers about how to address staff priorities and become more effective leaders. Of the senior managers and clinicians who completed the evaluation, 83 percent agreed that the content of the development centres met their expectations.

The paper describes a concrete example of how Mersey Care NHS Trust is improving employee engagement by focusing on wellbeing.

This paper aims to promote urban–rural synergy in carbon reduction and achieve the dual carbon goal, reconstruct the low-carbon urban–rural spatial pattern and explore planning strategies for carbon mitigation in urban agglomerations.

The authors propose the idea of land governance zoning based on low-carbon scenario simulation, using the Beijing–Tianjin–Hebei (BTH) urban agglomeration as the empirical research area. Specifically, the authors analyze its spatiotemporal evolution characteristics of carbon balance over the past two decades and simulate the land use pattern under the scenario of low-carbon emission in 2030. Furthermore, the authors create spatial zoning rules combined with land use transition characteristics to classify the urban agglomeration into carbon sink restoration zone, carbon sink protection zone, carbon control development zone and carbon transition agriculture zone and put forward corresponding targeted governance principals.

The study findings classify the BTH urban agglomeration into carbon sink restoration zone, carbon sink protection zone, carbon control development zone and carbon transition agriculture zone, which account for 28.1%, 17.2%, 20.1% and 34.6% of the total area, respectively. The carbon sink restoration zone and carbon sink protection zone are mainly distributed in the northern and western parts and Bohai Rim region. The carbon transition agriculture zone and carbon control development zone are mainly distributed in the southeastern plain and Zhangjiakou.

The authors suggest restoring and rebuilding ecosystems mainly in the northwest and east parts to increase the number of carbon sinks and the stability of the ecosystem. Besides, measures should be taken to promote collaborative emission reduction work between cities and optimize industrial and energy structures within cities such as Beijing, Langfang, Tianjin and Baoding. Furthermore, the authors recommend promoting sustainable intensification of agriculture and carefully balance between both economic development and ecological protection in Zhangjiakou and plain area.

The authors propose a zoning method based on the optimization of land use towards low-carbon development by combining “top-down” and “bottom-up” strategies and provide targeted governance suggestions for each region. This study provides policy implications to implement the regional low-carbon economic transition under the “double carbon” target in urban agglomerations in China.

The purpose of this paper is to report findings from two studies that compare the nature (construct validity) and relative effects (incremental predictive validity) of environmentally specific transformational leadership (ETFL) to general transformational leadership.

The nature of ETFL was investigated in an empirical study based on a sample of 185 employees. The relative effects of ETFL were examined in an experimental study based on a sample of 155 university students.

A confirmatory factor analysis showed that environmentally specific and general transformational leadership are empirically distinct but related. Findings from the experimental study revealed that compared to general transformational leadership and a control condition, participants exposed to ETFL he confederate leader’s environmental values and priorities more highly and engaged in higher levels of pro-environmental behaviors.

Questions concerning ecological and external validity arise out of the experimental study. Future research should contrast the relative effects of environmentally specific and general transformational leadership across various organizational and cultural conditions. Limitations associated with demand characteristics are also of concern in the experimental study. Future research should include an environmental focus in the control condition to exclude any possible threats related to demand characteristics.

Results from these two studies provide useful information regarding within-organization environmental leadership training by suggesting that maximal individual and organizational environmental change may best be achieved by training leaders to be as specific as possible regarding their values, priorities and goals.

This research suggests that leaders should engage in ETFL behaviors to have the greatest positive impact on corporate environmental sustainability, and by extension, climate change.

In two separate studies, the construct and incremental predictive validity of ETFL were assessed.

To compare the experience of occupational stress across a large and diverse set of occupations. Three stress related variables (psychological well‐being, physical health and job satisfaction) are discussed and comparisons are made between 26 different occupations on each of these measures. The relationship between physical and psychological stress and job satisfaction at an occupational level is also explored.Design/methodology/approach – The measurement tool used is a short stress evaluation tool which provides information on a number of work related stressors and stress outcomes. Out of the full ASSET database 26 occupations were selected for inclusion in this paper.Findings – Six occupations are reporting worse than average scores on each of the factors – physical health, psychological well‐being and job satisfaction (ambulance workers, teachers, social services, customer services – call centres, prison officers and police). Differences across and within occupational groups, for example, teaching and policing, are detailed. The high emotional labour associated with the high stress jobs is discussed as a potential causal factor.Research limitations/implications – This is not an exhaustive list of occupations and only concerns employees working within the UK.Originality/value – There is little information available that shows the relative values of stress across different occupations, which would enable the direct comparison of stress levels. This paper reports the rank order of 26 different occupations on stress and job satisfaction levels.

This article aims to test the hypothesis that employee productivity levels will be better predicted by a combination of positive job and work attitudes (employee engagement) and psychological well‐being than by positive job and work attitudes alone.

Survey data using psychometrically sound measures of the key constructs were collected for a sample of over 9,000 people across 12 organisations.

Multiple regression analyses reveal that psychological well‐being has incremental value over and above that of positive job and work attitudes in predicting self‐reported levels of performance.

The study design involves cross sectional self‐report data and as such firm conclusions about causality cannot be drawn.

The results suggest that if employers focus only on job and work attitudes and ignore employee psychological well‐being, they will limit the benefits that can be obtained through initiatives such as programmes designed to improve employee engagement.

The study provides evidence that two previously separate constructs are both important in predicting measures of employee productivity.

By introducing the concept of “full engagement,” this article aims to propose that employee engagement is more likely to be sustainable when employee well‐being is also high.

Research evidence covering the separate concepts is reviewed and evidence of the benefits that both engagement and well‐being confer on organizations is presented.

Most current perspectives on employee engagement include little of direct relevance to well‐being and reflect a narrow, commitment‐based view of engagement. This view focuses too heavily on benefits to organizations. A broader conception of engagement (referred to as “full engagement”), which includes employee well‐being, is a better basis for building sustainable benefits for individuals and organizations.

Research exploring the links between employee engagement and well‐being is needed to validate and develop the propositions put forward in this article.

A model for improving full engagement in organizations is presented and brief; case study illustrations are also given.

The integration of well‐being and commitment‐based engagement into the single construct of full engagement provides a novel perspective.

Workplace stress costs £3.7bn per annum in the UK and in excess of $300bn per annum in the USA. The purpose of this paper is to examine the existence, strength and direction of relationships between perceptions of social support, work–life conflict, job performance and workplace stress in an Irish higher education institution.

The selected theoretical framework consisted of a combination of reward imbalance theory, expectancy theory and equity theory. An organizational stress screening survey instrument was used to survey the staff (n = 1,420) of an academic institution. Multiple linear regression analysis was used to evaluate the relationships between the independent variables (social support, work–life conflict, job performance), the covariates (staff category, direct reports, age, gender), and the dependent variable (workplace stress).

The results showed a negative correlation between social support and workplace stress, a positive correlation between work–life conflict and workplace stress, and a negative correlation between job performance and workplace stress (p < 0.05). The results also revealed significant relationships between the covariates direct reports and gender and the dependent variable workplace stress.

The findings from this research can trigger an organizational approach where educational leaders can enable workplace change by developing and implementing social support and work–life strategies, and potential pathways to reduce levels of workplace stress and improve quality of life for employees and enhance performance.

The examination and establishment of particular relationships between social support, work–life conflict and job performance with workplace stress is significant for managers.

The purpose of this paper is to provide answers to the following questions: How was the tourism and hospitality industry in Guyana impacted by the COVID-19 pandemic? What recovery strategies have been designed? What are the prospects for the successful implementation of those strategies?

The paper is based upon a qualitative analysis of the recommendations and formal proposals that were issued from a variety of sources within government, private sector and academia during the 2019–2021 period of the pandemic.

The main findings of this paper are that an industry consensus exists regarding the severity of the impact of the pandemic and the need for a collaborative strategy to be designed and innovative measures implemented in order to accelerate industry recovery. This recovery entails attracting to Destination Guyana both a new wave of health-aware travellers as well as visitors from traditional markets and the diaspora. Analysis suggests that there is a broad consensus and convergence of objectives that embrace both government and private sector.

The COVID-19 pandemic has given rise to a significant quantity of literature and has seen a conspicuous incorporation of scientific medical data into tourism analysis. This is only to be expected in the circumstance of a global health emergency that has devastated the global tourism industry. The value of this article lies principally in its proposal of innovative methods and strategies that are critical to tourism recovery.