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Active supporters and the organisations they form are crucial stakeholders for football clubs. Previous literature has noted the increasing interest and positive outcomes associated with corporate social responsibility initiatives within sport organisations, which fans perceive and include employee wellbeing. Whilst scholars have explored various stakeholders’ perceptions of athlete wellbeing, an opportunity exists to understand how active supporters perceive athlete wellbeing programmes. Thus, the purpose of the current research was to explore the perceptions of A-League Men’s active supporters regarding an athlete wellbeing programme.

Informed by stakeholder theory, active supporters of the A-League provided their perceptions of the Player Development Programme (PDP) – the athlete wellbeing programme associated with professional football in Australia. Data were collected through open-ended questions within an online survey and analysed through inductive thematic analysis.

Three themes were generated that answer the research question: impactful and beneficial; worthy of more attention and promotion and limited understanding. These themes underscore the positive impact of the wellbeing programme on both the club and its athletes whilst highlighting the necessity for increased programme visibility within the club and the broader community.

The current study’s findings contribute to the sport management literature by exploring active supporters’ perceptions of an athlete wellbeing programme in football. Since athlete wellbeing is essential for active supporters, including wellbeing initiatives within the club’s corporate social responsibility initiatives could produce positive marketing and sponsorship outcomes for clubs.

This study aims to investigate the existence of perceived discrimination as a covert form of discrimination present in the workplace and its relationship to age and gender in the context of the UK financial services industry.

This study used and validated the Workplace Age Discrimination Scale (WADS) to identify perceived age and gender discrimination in the workplace. The study used the results from WADS quantitative survey of 168 financial services industry employees to measure the extent of perceived age discrimination.

This study evidences that in the organisations researched there is a higher degree of perceived discrimination for younger workers which significantly decreases with age, while perceived gender discrimination in women is constant throughout their careers.

This research paper proves that the concept of perceived discrimination as a covert form of discrimination regardless of age or gender is present in the UK financial services industry.

The recruitment and promotion of teaching academics in the UK is constrained by a complex array of career progression barriers. These barriers have led to an increasing trend of horizontal career (lack of) progression. The purpose of this paper is to reveal and discuss linearity and horizontality constrictions, challenges and issues impacting on potential careers in tourism academia.

This study uses a leading UK national academic recruitment website to gather data and insights from across 137 posted jobs related to tourism between 2020 and 2022.

The main findings of this work note the constrictions of the UK academic job market and the consequences it poses for academics within tourism and beyond. It is proposed that future research to further understand the realities faced by academics is needed to prompt action for change to create more enriching career development.

The contribution of this study centres around sense making a phenomenon that exists but is not often talked about within academia (whether in tourism or beyond). For academics and managers, this paper presents an opportunity to reflect more holistically on careers with a view to instigating valuable change moving forward (for oneself or others). There is also a dearth of studies relating to career progression of tourism higher education educators.

Population control as a state-sponsored activity came into prominence following the publication of Ehrlich’s The Population Bomb in 1968. This was taken up by the IPCC, but by 1994, this changed and any mention of population reduction as a part-solution to CO₂-induced global warming became taboo. Later, when drastic reductions in birth rates as measured by Total Fertility Rates (TFR) were observed in economically advanced countries, books were written to celebrate the fact. The population bomb, it seems, had been defused spontaneously, or so it was claimed. The new problem for many states was the decline of their native populations, and the aging workforce triggering the need for mass immigration to fill the gaps. This chapter traces the ebb-and-flow of Population Policy related to climate change and net-zero. The current ‘hands-off, the problem is solved’ policy is a grievous mistake and may hasten the Major ‘Population Correction’ (he means catastrophic near wipeout) described by William E Rees in 2023. If States and inter-governmental organisation would get behind a policy of non-coercive population reduction, then the goal of net-zero can be achieved quicker and more easily.

Using “on justification” theory, this article explores the rationality and justification of the West-African military migrants for joining the British Armed Forces.

We utilise an interpretive qualitative research methodology in this study. We undertook semi-structured interviews with 42 military migrants who joined the British Armed Forces between 1998 and 2013.

We identify various factors that influenced the participants’ decision to join the British Armed Forces, such as individual aspirations, the need to find a “path” at a crossroad in life (e.g. a career dilemma or the loss of a parent), economic opportunities and institutional incentives. Military migrants’ career motivations are shaped by their deep affection for the Crown and their desire to give back to the country with which they share a colonial history.

The UK’s Ministry of Defence, government and policymakers could gain valuable insights from this study. The findings could significantly shape their recruitment and retention policies, thereby enhancing the attractiveness of the military profession. This could be a crucial step in addressing the recruitment challenges and personnel deficit currently faced by the British Armed Forces.

This study provides a fresh perspective on the dynamics of the military service of foreign-born veterans. The article focuses on an underrepresented group (West-African military migrants) to enhance our understanding of their career motivations in the British Armed Forces. We identify and categorise the motivations and justifications for military migrants’ enlistment in the British Armed Forces according to seven justifications, each depicting a career pattern informing the participants’ motivations and justifications for their enlistment.

Faculty play a unique role in universities performing duties along the three fronts of teaching, research and service. While it might be teaching that contributes most to the bottom line of a small university, it is often research by which faculty merit is judged. This study explores the relationships between role ambiguity, role conflict and commitment (affective, normative and continuance) as mediated by job satisfaction among faculty members.

A sample of 133 faculty members at a US-accredited university in Lebanon served as the basis for this study. The faculty members completed a survey covering scales on role ambiguity, role conflict, commitment and job satisfaction in addition to demographic variables.

We find that a decrease in role ambiguity strengthens affective and normative commitment but weakens continuance commitment. Structural equation modeling indicates that job satisfaction partially mediates the relationship between role ambiguity and affective commitment, while not mediating the relationship between role ambiguity and normative and continuance commitments. Similar findings hold for job satisfaction as a mediator in the relationship between role conflict and commitment.

Based on statistical modeling, this work (1) puts forth a revised scale for organizational commitment tailored to academia and (2) provides guidance to higher education institutions in terms of the differential impacts on faculty commitment that stem from reducing role-ambiguity versus role-conflict. Managerial recommendations focus on improving normative and affective commitment through the design of policies to reduce role conflict among faculty.

This study investigates the user’s perspective regarding opportunities, challenges and implications related to artificial intelligence technologies such as ChatGPT in several contexts, such as education and healthcare. In detail, the aim was to understand user’ perceptions of the relationship between ChatGPT and sustainability and their views about how companies can contribute to achieving well-being.

To reach the research aim, the study adopts an explorative inductive design, carried out through a qualitative approach and grounded in 34 in-depth consumer interviews.

The interviewees perceive ChatGPT as a helpful tool that simplifies activities and reduces time and human errors. However, risks associated with using this tool have been identified, such as the reliability of the information provided, the need for more privacy for the requested personal data and the lack of empathy and human interaction. AI tools can support businesses and governments in creating and promoting sustainable strategies and reducing waste. Furthermore, the study shows how these tools can improve the community's well-being by disseminating knowledge and information, supporting workers and generating less stress.

The paper describes the users' perspective on the opportunities of ChatGPT in promoting sustainable development and well-being, providing suggestions for future research.