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Personality research often has focused on how people change in response to the work environment, given that work constitutes a significant portion of the daily life of adults. However, most research has failed to consider the effect of the work context on purpose in life. This omission is surprising given that purpose research involves several characteristics that align well with the occupational psychology and organizational behavior literatures. The current research considers how one feature of the work context, work stress, may (or may not) facilitate the purpose development process. We put forth a Purpose and Work Stress (PAWS) model which explains why understanding whether work stress is perceived as harmful or challenging to employees can provide significant insight into whether that occupation is aligned with the individual’s purpose in life. Furthermore, the model highlights that the ability to monitor and interpret work stress may help an individual identify and cultivate their purpose. Implications of the PAWS model are described, including how it may help us understanding the roles for retirement and job crafting on purpose.

The journey to find the right vehicle for delivering learning disability services is set in the context of foundation trust and social enterprise options being introduced into the wider NHS. The Ridgeway Partnership shares the challenges it is facing as an integrated service that is caught in the middle of these options.

Patients treated within secure/forensic settings experience numerous barriers to meaningful vocation, including restrictions under the Mental Health Act, which limit community access. The purpose of this paper is to describe the development of Real Work Opportunities, an inclusive and accessible vocational rehabilitation programme within a forensic intellectual disability service. The programme involved setting up employment and interview workshops, interviews, and interview feedback, and job roles within the secure service, to simulate the real work process.

A reflective account of the development and implementation of the Real Work Opportunity programme with a forensic intellectual disability population.

The programme was well received by the patients involved and a high attendance rate was maintained over time despite the demands that were expected. Roles have been advertised for two employment periods and have had two sets of successful candidates. Patients demonstrated skills development throughout the employment process, including general work-based skills, punctuality and time management, managing duties, responsibility, specific role-related skills, interpersonal skills and personal presentation.

Despite limited experience of work prior to admission, many patients were enthusiastic and motivated to work. The initial trial of the programme has been well received by both patients and staff. Future developments will include widening the number and types of opportunity offered by the programme.

This paper describes a vocational rehabilitation programme for a particularly marginalised population, people with intellectual disabilities within a forensic service. The programme proved highly popular with patients, and enabled them to develop transferable employment skills.

This paper seeks to describe a deep investigation of the phenomenon of internet engagement amongst older people. The likelihood of internet engagement has been shown in previous work to rapidly decrease with age, and patterns of disengagement are most pronounced amongst older people.

The study comprises a qualitative investigation consisting of observation and interviews conducted within a programme of internet literacy workshops funded by the Welsh Assembly Government.

The reflection of previous research with data collected has led to the development of a model of older people's internet engagement. This model helps us better understand the context for patterns of engagement and disengagement with the internet.

The model of internet engagement is used to highlight a number of strategies that should be considered in future policy intervention in the area of digital inclusion.

The model described offers a more sophisticated instrument for understanding the issue of the digital divide amongst this excluded group and potentially may be applied more generally in understanding the complex nature of this issue.

Provides a guide to the works of authors in the field of business ethics for those contemplating incorporating this into human resource management teaching. Considers the question, “What is the role and function of business in society?” Sets out a number of theoretical approaches and reviews a number of texts on the subject.

The ethical principles that potential tourism/hospitality employees bring to this industry have, only in the last decade or so, begun to receive research scrutiny. Fundamental ethical beliefs, it is suggested, are likely to have wideranging implications in regard to issues such as management style and workstress problem‐solving, particularly in the face of perceived indifference or injustice among prospective employers and supervisors. Ethical beliefs accompanying prospective employees are likely to be attended by expectations regarding the validity and efficacy of particular workstress problem‐solving strategies perceived to be displayed by tourism industry management. This study has examined four basic ethical principles that are at the core of optimal employee functioning: efficiency, reliability, Initiative and hardwork; the paper has also examined a range of perceived tourism industry management workstress response strategies among a sample of potential tourism industry employees, particularly as those perceptions may be mediated by basic workplace ethical beliefs. Major perceived workstress problem‐solving responses by tourism industry management were found to involve the enhancement of workplace trust, workplace communication, and global management change within the workplace. More highly rated ethical ideals involved showing initiative and responsibility, whereas lower rated ideals were efficiency and hardwork. It was also revealed that ideal ethical ratings for initiative, responsibility and efficiency were higher than perceived ethical expectations among tourism industry management; potential tourism industry employees rated hardwork lower than they believed tourism industry management would so do. The response of trust emerged as the most valued of the workstress alleviation responses, and was found to be associated with most of the ethical principles. The global management change response was also found to be associated with similar ethical principles, though to a lesser degree; the communication workstress response was also found to be a prominent management workstress response expectation, though was not revealed to be predictive of the four workplace ethical principles. Implications of these findings for human resource management operations within the tourism/hospitality industry, and for further research directions, are presented.

We are grateful for the privilege of editing this book and organizing the conference that it celebrates. We thank our universities, departments, and organizations for their generous support, the many people who helped organize the conference, and the reviewers acknowledged below. Most of all, we thank our presenters, participants, and authors for their interest and energy.