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Despite the growing area of research involving falls in the residential care setting, the link between contextual and environmental factors in falls is poorly understood. This paper aims to draw upon existing research being undertaken in long-term care (LTC) in Metro Vancouver, Canada, with a particular focus on identifying contextual factors contributing to fall events.

This paper presents the results of a qualitative observational analysis of video-captured data collected through a network of high-quality video systems in two LTC facilities. The research comprised workshops involving experienced researchers who reviewed six video sequences of fall events. The outcome of the workshops was a written narrative summarizing the discussion and researchers’ interpretation of fall sequences.

The analysis indicates that there are a broad range of environmental, behavioral and situational factors that contribute to falls in LTC. This suggests that a limited conceptualization of a fall as an outcome of the person's impairment and environmental hazards fails to convey the complexity of potential contributory factors typical of most fall incidents.

Broadening our understanding of falls provides the potential to make recommendations for falls prevention practice across multiple levels, including the individual, social and organizational context.

The paper evaluates the potential of video-based data in fall analysis and points to the development of a case study approach to analyzing fall incidents to capture the complex nature of contributory factors beyond research that focuses solely on intrinsic and extrinsic risk factors.

This paper presents an approach for performing knowledge discovery in texts through qualitative and quantitative analyses of high‐level textual characteristics. Instead of applying mining techniques on attribute values, terms or keywords extracted from texts, the discovery process works over conceptss identified in texts. Concepts represent real world events and objects, and they help the user to understand ideas, trends, thoughts, opinions and intentions present in texts. The approach combines a quasi‐automatic categorisation task (for qualitative analysis) with a mining process (for quantitative analysis). The goal is to find new and useful knowledge inside a textual collection through the use of mining techniques applied over concepts (representing text content). In this paper, an application of the approach to medical records of a psychiatric hospital is presented. The approach helps physicians to extract knowledge about patients and diseases. This knowledge may be used for epidemiological studies, for training professionals and it may be also used to support physicians to diagnose and evaluate diseases.

Communication within a public organization is a fundamental aspect considering its contribution both to organizational well-being and – as highlighted by recent literature – to the improvement of relations with external users. This paper aims at analyzing the relevance of different dimensions of communication and the relationship between communication and citizens' satisfaction.

The study is based on data collected through questionnaires (303; 86%) filled in by the public personnel of an Italian local government to verify the communication dimensions relevance. The authors applied the OLS method to test the relationship between communication dimensions and citizens' satisfaction (deriving from the municipality's customer satisfaction survey system, which collected 3,708 questionnaires).

The authors show that four of the five communication dimensions considered are particularly relevant and that two of them (“interpersonal communication” and “organizational communication”) positively influence the level of satisfaction of users of local public services (citizens' satisfaction), also countering the negative perception of certain sectors (e.g. taxes and local taxation, traffic police). The conclusion also highlights some limitations of the work.

The study brings new insights into the impact of communication (as an element of public employee well-being) on citizen satisfaction, leading to some useful implications for public managers.

Cultural landscapes are no more considered only as territories of cultural interest but also as integrated systems of cultural, social, and economic values. The adjustment of this consideration with the modern paradigms of collective governance and management necessitates investigations on challenges of management of cultural landscapes for valorizing their resources toward sustainable development. In this framework, the purpose of this paper is to analyze the state of participatory governance and management in cultural landscapes, focusing on the case of Takht-e Soleyman World Heritage Site (WHS) in Iran.

The paper presents the results of a study based on a theoretical analysis, accompanied by in-depth interviews with the key actors in the cultural heritage governance and management sectors, and large-scale surveys of the local population through the circulation of questionnaires.

This paper debates the reasons behind and the way forward to make governance and management approaches consistent with international theories and national policies. The analysis focuses on rural cultural landscapes and accordingly the Takht-e Soleyman WHS is deeply investigated.

The policies for participatory governance and management of rural cultural landscapes have been raised in the literature. However, more attention has to be paid to the strategies and mechanisms based on local features for their implementation. The study detailed in this paper makes a contribution to the debate on the design and implementation of participatory governance and management systems in this field by examining the actual extent of successful implementation of theoretical values and national policies in the case of Takht-e Soleyman WHS.

Technology is an important driver of organizational change and often strategically used to facilitate adaptations in organizational processes and cultures. While the link between technological and organizational change is widely recognized, the role of macro‐context for this link remains undervalued. Based on data from technology implementations in European police forces the paper aims to illustrate the importance of integrating analyses of the macro‐context to understand the complexity of technology driven organizational change.

The authors conducted 56 interviews and five focus groups with police officers from 13 countries on two of the major technology trends in European police forces: automatic number plate recognition systems (ANPR) systems and social media. They further conducted site visits to police forces in The Netherlands and the United Kingdom to observe technology usage first hand. Comparing accounts across countries they analyzed how macro‐context impacted adoption decisions and implementation processes. In this analysis they concentrated on the five macro‐contextual factors in the PESTL framework, i.e. political, economic, social, technological and legal factors.

In analyses of ANPR systems and social media the paper details how the macro‐context of police organizations impacted decisions to adopt a technology as well as the intra‐organizational alignments of processes and structures.

Organizational decision makers and implementers need to be aware not only of the strong agency of technology for organizations' structure and processes, but also of the relevance of the organizational macro‐context for the process and impact of technology implementations on the organizational as well as individual level.

The paper illustrates the impact of the macro‐context of organizations in shaping the link between technological change and organizational change.

This paper aims to empirically establish necessity conditions within a relational context. The formulated necessary condition-based hypotheses are drawn from and are anchored in extant relational and psychology literature. The authors focus on three relational dimensions that have attracted considerable attention – relational culture, relational decency (RD) and relational readiness, as well as on workplace social inclusion. The three relational dimensions serve as the study’s independent variables as the authors explore their necessity for workplace social inclusion.

This study seeks to explore the civility dimensions of RD, culture and readiness, as defined by the workplace relational civility index and examine just how necessary they are for workplace social inclusion. Drawing on a sample of 160 employees from various industries, and using necessary condition analysis (NCA) to revisit key relational dimensions and the extent to which they are necessary for heightened social inclusion. Because NCA is fundamentally a bivariate analysis method, with only one X and Y being analyzed at a time, the method generates unique quantified parameters that allow for the selection of only those variables that meet necessity conditions for a desired level of an outcome.

Drawing on a sample of 160 employees from various industries, and using NCA, the authors find support for two out of three hypotheses. Specifically, a high level of RD and readiness emerge as statistically significant conditions that are necessary for a high level of social inclusion in today’s workplace. Relational culture emerged as an insignificant condition and thus appears to be unnecessary for ensuring high level of social inclusion.

This study was limited to self-report measures, which are subject to recall and response bias. In addition, the sample size (n = 160), while robust, cannot be reliably used to make inferences about the greater population.

These results have practical implications for leaders, who are faced with managing a post-pandemic workforce that has presented some serious organization-level challenges. Workers who are in demand to fill new and existing jobs are leaving their current jobs in unprecedented numbers, making it necessary to consider new ways to attract and retain them. This research points to the importance of individual-level civility as a foundation for fostering an organizational culture of inclusion, employee job satisfaction and retention.

In the sample of professional workers, capitalizing on behaviors that reinforce and promote decency and readiness may appear sufficient for social inclusion, yet they ought to be complemented by further nurturing, training and crafting of policies that safeguard inclusion. Both decency and readiness related behaviors emerge as priorities for in-house training and coaching that managers across industries cannot, and should not, ignore.

Workplace social inclusion as an outcome, is the study’s dependent variable. Although these capabilities are conceptually and empirically studied by several works, as the authors discuss next, most reported findings have been correlational in nature. Namely, they explored the average effect of a single variable, or the average effect of a combination of relational variables, on different outcomes. Yet, our review of the literature suggests that no empirical study has employed NCA as a research method, making our current effort a modest attempt to apply NCA to the relational field.

This conceptual review paper aims to extend the human resource (HR) management literature by introducing a holistic employee experience (EMX) framework to conceptualize the relationship between EMX entities and employee well-being. Thus, the EMX framework stimulates future research in HR and organizational studies by incorporating a transformative impact of experiences designed by organizations on the overall well-being of their employees.

The paper draws on the customer experience literature in the marketing literature and reviews the existing conceptualizations of the EMX construct in HR management studies, along with other disciplines through an extensive and in-depth analysis of the academic and business literature that examines EMX.

The EMX framework provides a comprehensive outlook on the relationship between EMX and well-being, where the latter is considered both a driving force and an outcome of the overall EMX. EMX is a multilevel model offering a big-picture view of how the three entities – personal, social and cultural – of the organization referring to different levels of the EMX can affect employees' well-being in terms of their functional, emotional, hedonic and eudaimonic needs.

The EMX framework utilizes a richer definition of the EMX and highlights the need for research that bridges other disciplines and paradigms outside of and within HR management. This research develops the understanding of each component of the EMX framework with the ultimate goal of moving the field towards the EMX approach. This research identifies some unanswered questions related to a new management tool that enhances employee well-being, improves the delivered customer experience and contributes in making the current body of knowledge on the EMX more organized. The analysis of the different issues addressed by the literature suggests avenues for future research.

The paper contributes to the HR literature and the emerging research on the EMX by presenting a comprehensive framework that incorporates a holistic understanding of the concept in the HR field. The paper offers scholars and organizations that struggle with engaging employees, a modern and practical perspective – one that helps organizations develop an in-depth understanding of today's workplaces in a globalized context to implement successful and engaging customer and EMXs.

Drawing on Kahn’s model of meaningful connections, this study aims to examine relational attachment as a mediating mechanism linking social support in terms of instrumental support and personal support to employees’ subjective career success.

Data were collected in 2 waves from 247 employees working in Poland. Hypotheses were tested using structural equation modeling in AMOS.

The findings indicated that employees are more attached to and satisfied with their careers when they have a stronger relational attachment to others at work. Furthermore, relational attachment was found to be driven by tangible or intangible instrumental support received at work rather than the personal support received at work.

Managers should recognize the importance of workplace relationships and social support, which can lead to higher career commitment and career satisfaction. However, managers should keep in mind that too much interference in individuals’ privacy and providing too much personal support may lead to adverse outcomes.

The present study expands the scant literature on the mediating role of relational attachment at work between social support received at work and subjective career success.

This paper aims to propose a structured threat information expression (STIX)-based data representation for privacy-preserving data analysis to report format and semantics of specific data types and to represent sticky policies in the format of embedded human-readable data sharing agreements (DSAs). More specifically, the authors exploit and extend the STIX standard to represent in a structured way analysis-ready pieces of data and the attached privacy policies.

The whole scheme is designed to be completely compatible with the STIX 2.0 standard for cyber-threat intelligence (CTI) representation. The proposed scheme will be implemented in this work by defining the complete scheme for representing an email, which is more expressive than the standard one defined for STIX, designed specifically for spam email analysis.

Moreover, the paper provides a new scheme for general DSA representation that has been practically applied for the process of encoding specific attributes in different CTI reports.

Because of the chosen approach, the research results may have limitations. Specifically, current practice for entity recognition has the limitation that was discovered during the research. However, its effect on process time was minimized and the way for improvement was proposed.

This paper has covered the existing gap including the lack of generality in DSA representation for privacy-preserving analysis of structured CTI. Therefore, the new model for DSA representation was introduced, as well as its practical implementation.