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The purpose of this study is to examine men’s engagement in anti-sexual violence activism, including the frequency of their participation, whether demographic correlates, as well as a history of sexual harassment perpetration, relate to frequency, and the extent to which those correlates explain variation in frequency.

Data for this cross-sectional study were collected in 2020; participants were 474 men, 18–40 years of age, who live in the USA.

Descriptive findings show that in the past year, about two-thirds of the men engaged in at least one of the behaviors related to anti-violence activism examined here but with relatively low frequency. Hierarchical regression modeling showed that several of men’s demographic characteristics were significantly related to an increase in frequency, including sexual minoritized identity, education, mother’s education and being a father/parent, as well as past year sexual harassment perpetration in a fourth model. Overall, these variables explained approximately 22% of the variance in frequency of activism.

The sample is not representative of the US population. There is potential for the frequency of activism and engagement to be explained by individuals’ access to opportunities for activism.

This paper discusses implications for practitioners who want to engage men in anti-violence activism.

Engaging men in anti-violence activism is critical to end sexual violence.

This study responds to the call for investigations of bystander intervention to include pro-active helping, outside of intervention in high-risk situations for violence and to examine such beyond college students.

This paper reviews current evidence of the significance of interpersonal relationships ‐ at community, workplace, school and family levels ‐ in influencing mental health and well‐being. It argues that the parent‐child relationship is of pre‐eminent importance both because of its direct effect on future mental health and because it sets the scene for future relationships. It also argues that, because of the reciprocal nature of the relationships, the mental health of society can be improved by improving the mental health of any of its individual members. From this it follows that to focus mental health promotion programmes entirely on the most vulnerable limits the potential for improvement, because working with people who are not mentally ill will increase their ability to support those who are. Universal mental health promotion programmes should therefore have relationships ‐ and parent‐child relationships in particular ‐ at their heart, aiming to improve everyone's capacity to relate supportively and respectfully to others.

Many case studies on minority ethnic groups have been concerned with the social, structural and economic patterns of these communities. Knowing how these patterns have influenced the ethnic identity in some cases, the authors believe that they can extrapolate from the strength of the social cohesion of a group to the possible strength of the group's traditional food habits. This series of articles emphasises the strength of traditional food habits in a different cultural environment, and the factors which contribute to this strength.

This paper presents a boundary element method (BEM) based on a subdomain approach for the solution of non‐Newtonian fluid flow problems which include thermal effects and viscous dissipation. The volume integral arising from non‐linear terms is converted into equivalent boundary integrals by the multi‐domain dual reciprocity method (MD‐DRM) in each subdomain. Augmented thin plate splines interpolation functions are used for the approximation of field variables. The iterative numerical formulation is achieved by viewing the material as divided into small elements and on each of them the integral representation formulae for the velocity and temperature are applied and discretised using linear boundary elements. The final system of non‐linear algebraic equations is solved by a modified Newton's method. The numerical examples include non‐Newtonian problems with viscous dissipation, temperature‐dependent viscosity and natural convection due to bouyancy forces.

The purpose of this paper is to assess the effects of mindfulness training (MT) on employee well-being. Mindfulness is the awareness of one’s thoughts, emotions, sensations, actions and surroundings in the present moment.

The authors used pre-post training measures and a four-week follow-up on a sample of 23 employees from a UK-based organization. The MT group (n=12) received a weekly two-hour training over eight weeks whilst the control group (n=11) received no training. Qualitative interviews (n=36) were conducted with the MT group at three time points to further assess the subjective experiences of training participants.

Compared to the control group, the MT group significantly increased their mindfulness skills including observing and acting with awareness. Scores on well-being, i.e. satisfaction with life, hope and anxiety also improved and were generally maintained at follow-up. Some improvements were seen in the control group too but there was a larger difference in change scores in the MT group on most variables. Qualitative data show additional benefits of MT such as improved concentration at work and better interpersonal relationships. More practice at home led to greater benefits suggesting a dose-response relationship between the amount of practice and substantial benefits.

Inviting participants to have a greater amount of practice between sessions may further increase the benefits of mindfulness. Future research should consider a longer follow-up period to further explore the sustainability of the training benefits.

Employing a mixed-method approach, this study showed that MT is a viable psychological intervention for enhancing employee well-being.

This paper argues that the capacity of individuals and of society as a whole to ‘contain’ experience, and to use this as a basis for thought, is central to good health. The paper first defines and describes ‘containing’ and thinking, with reference to a psychoanalytic model, and compares these definitions with similar concepts. The circumstances that promote or impede the development of the capacity for thought are then outlined, and a spectrum of this capacity is described and correlated with a spectrum of vulnerability‐resilience to ill health. A review of the associated literature indicates significant links to health‐related behaviours, health outcomes and inequalities; interventions at a population level could aim to shift people at the vulnerable end of the spectrum towards resilience. However such measures are unlikely to be effective on their own: what is needed is a containing and thinking society, characterised by a wish to know about reality, and to link together information about the state of its citizens and the wider world. The paper concludes with a discussion of the political and policy‐making implications.

The purpose of this study was to investigate the effect of a facial photo of female job applicants on employment decisions.

A laboratory or “controlled” experiment was conducted to examine the impacts of job applicants’ facial photos, job applicants' professional qualifications (education level and years of work experience), raters’ gender and college student raters’ academic year on employment-related decisions in a hypothetical situation in the Chinese context. A descriptive analysis and mixed-design factorial ANOVA were conducted.

Significant main effects were found for the applicant’s photo and professional qualifications in the analysis of employment decisions. Significant interaction effects were also found in the analysis.

Discrimination against applicants who attached unattractive photos was more pronounced for the interview decision when the applicants had low qualifications than when they had high qualifications. Although both male and female raters’ ratings of the interview, hiring and salary decisions decreased as attractiveness decreased, it was more pronounced for male raters than female raters.

The purpose of this paper is to understand the role played by accounting in managing an early nineteenth century lunatic asylum in Palermo, Italy.

The paper is informed by Foucault’s studies of lunatic asylums and his work on governmentality which gave prominence to the role of statistics, the “science of the State”.

This paper identifies a number of roles played by accounting in the management of the lunatic asylum studied. Most importantly, information which formed the basis of accounting reports was used to describe, classify and give visibility and measurability to the “deviance” of the insane. It also legitimated the role played by lunatic asylums, as entrusted to them in post-Napoleonic early nineteenth century society, and was a tool to mediate with the public authorities to provide adequate resources for the institution to operate.

This paper encourages accounting scholars to engage more widely with socio-historical research that will encompass organisations such as lunatic asylums.

This paper provides, for the first time, a case of accounting applied to a lunatic asylum from a socio-historical perspective.

This study investigates organizational climate under the thriving at work perspective using a network approach. The authors demonstrate how organizational climate functions as a complex system and what relationships between variables from different dimensions are the most important to characterize the construct.

By surveying 119,266 workers from 284 companies based in Brazil, the authors estimated a Gaussian graphical model with LASSO regularization for the complete dataset and for two subsets of cases randomly drawn from the whole dataset. The walktrap algorithm was applied for community detection, and a strong model for measurement invariance was fit to test whether the organizational climate is perceived similarly across groups.

Results show that the networks estimated for both groups are quite consistent, with similar number of communities and items detected. The same pattern was found for the expected influence of each item. Measurement invariance was confirmed, showing that organizational climate is perceived similarly in both groups. The most important community detected and whose items have higher levels of centrality was organizational commitment, followed by a community centered around macro-organizational aspects covering cultural integrity, organizational agility and responsible leadership.

Studies in the field have attested to the possibility of investigating the phenomenon from four (Campbell et al., 1970) to over 80 dimensions (Koys and DeCottis, 1991). As a result, since several dimensions have been produced to investigate organizational climate, there is no consensus on the quality and number of dimensions that should be considered to measure such a vast and multifaceted construct. Built on thriving at work perspective, eight dimensions were devised to cover a wide range of characteristics that distinguish organizational climate, including those related to Industry 4.0 (Coetzee, 2019). However, one may argue that a few dimensions, namely social responsibility, diversity and inclusion, or even more items describing work-life balance could expand the depth and breadth of the instrument and potentially trigger new associations that might eventually impose a new logic to the comprehension of climate as a system. Future studies combining the dimensions investigated in this study with other dimensions are therefore highly recommended for an even more comprehensive investigation.

The results of this investigation show how to apply psychological networks to gain insights into different variables and dimensions of organizational climate. These findings can be used for the development of organizational policies focused on the most relevant aspects of organizational climate. This information would allow organizations to go beyond simply describing the individual frequencies for each item and could even be used to create a weighted scoring model that could prioritize variables with higher levels of centrality.

To the authors’ knowledge, this is the first study that investigates organizational climate using psychological networks; it provides a better understanding of the relationships established between items from different dimensions as opposed to the common cause framework whose focus is on the investigation of dimensions separately.

Research has shown that, when employees’ work-family conflict levels are reduced, performance in the workplace can increase. How to reduce these levels, however, is a complex task. The purpose of this empirical study was to investigate the differences in work-family conflict between full-time worksite employees and full-time teleworking employees (individuals who teleworked from home at least two days per week). Employees (n = 308) in seven for-profit companies in Minnesota were sampled and surveyed using a slightly revised version of the Carlson and Kacmar (2000) work-family conflict scale. The findings indicate that teleworkers had lower levels of overall work-family conflict as well as most of the other work-family conflict variables explored (i.e., strain-based, time-based, work interference with family, family interference with work)