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Article
Publication date: 1 December 2010

Kevin O'Neill, Avril Thomson, Minna Laitila, Eija Stengård, John Logan and Antero Lassila

Partnerships for public mental health are common. At a national and regional level, partnerships are frequently developed in order to co‐ordinate programmes to deliver public…

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Abstract

Partnerships for public mental health are common. At a national and regional level, partnerships are frequently developed in order to co‐ordinate programmes to deliver public health outcomes, such as tackling stigma (see me, 2010) or promoting recovery (Elament, 2010; Scottish Recovery Network, 2010). At a European level, public mental health partnerships commonly exist to enhance learning and knowledge exchanges commonly between countries. While these partnerships are valuable, there is an increasing recognition that public mental health programmes must be embedded, shaped and realised at a regional level. Thus regions are not ‘implementers’ of national public mental health policy, but instead should be recognised and empowered to inform policy and practice. This approach was taken in Scotland when the national programme for mental health was renewed through a highly devolved and participatory consultation process and publication of Towards a Mentally Flourishing Scotland (Scottish Government, 2009). Against this backdrop, we examine a different model of partnership working; regional‐level international collaborations. This case study explores 'FINLAN': a collaboration between Lanarkshire Mental Health Improvement Group in Scotland and The South Ostrobothnia Project in Finland.

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Journal of Public Mental Health, vol. 9 no. 4
Type: Research Article
ISSN: 1746-5729

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Article
Publication date: 12 December 2020

Melanie Jay Narayanasamy, Louise Thomson, Carol Coole, Fiona Nouri and Avril Drummond

There has been little research into the use and efficacy of Mental Health First Aid (MHFA) across UK workplaces. This paper aims to investigate the implementation of MHFA across…

764

Abstract

Purpose

There has been little research into the use and efficacy of Mental Health First Aid (MHFA) across UK workplaces. This paper aims to investigate the implementation of MHFA across six UK organisations, identifying key barriers and facilitators.

Design/methodology/approach

Twenty-seven workplace representatives were recruited from six organisations through purposive sampling and took part in semi-structured interviews exploring their experiences of workplace MHFA. The data underwent thematic analysis, identifying key themes around implementation.

Findings

Implementation varied across organisations, including different reasons for initial interest in the programme, and variable ways that MHFA-trained employees operated post-training. Key barriers to successful implementation included negative attitudes around mental health, the perception that MHFA roles were onerous, and employees’ reluctance to engage in the MHFA programme. Successful implementation was perceived to be based on individual qualities of MHFA instructors and good practice demonstrated by trained individuals in the workplace. The role of the inner organisational setting and employee characteristics were further highlighted as barriers and facilitators to effective implementation.

Research limitations/implications

MHFA is a complex intervention, presenting in different ways when implemented into complex workplace settings. As such, traditional evaluation methods may not be appropriate for gaining insights into its effectiveness. Future evaluations of workplace MHFA must consider the complexity of implementing and operationalising this intervention in the workplace.

Originality/value

This study is the first to highlight the factors affecting successful implementation of MHFA across a range of UK workplaces.

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The Journal of Mental Health Training, Education and Practice, vol. 16 no. 2
Type: Research Article
ISSN: 1755-6228

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Article
Publication date: 29 May 2018

Emilio Boulianne, Leanne S. Keddie and Maxence Postaire

This study seeks to identify how professional accountants in France are educated in sustainability; we examine the French accounting programs in regard to sustainability…

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Abstract

Purpose

This study seeks to identify how professional accountants in France are educated in sustainability; we examine the French accounting programs in regard to sustainability accounting education recommendations.

Design/methodology/approach

We analyze a variety of documents to ascertain what comprises the typical accounting education program in France. Additionally, we conduct five interviews of various stakeholders to understand the importance of sustainability accounting and education in the French context.

Findings

We note an interesting paradox in the French context: while the government requires the reporting and auditing of corporate sustainability information, we find that sustainability is not greatly present in the government-funded French accounting education program. We determine that the government’s power in setting the education agenda combined with its budget restrictions and ability to defer responsibility to other parties has resulted in this paradox in the French setting.

Practical implications

This research draws attention to the consequences of society ignoring sustainability education for professional accountants.

Social implications

This paper contributes to the discussion on how to educate responsible professional accountants and the implications for the planet if accountants are not trained in sustainability.

Originality/value

This research contributes to the important domain of sustainability accounting education. We also explore additional implications for the accounting profession and the general public.

Details

Sustainability Accounting, Management and Policy Journal, vol. 9 no. 3
Type: Research Article
ISSN: 2040-8021

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Available. Content available
Book part
Publication date: 13 March 2019

Abstract

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Gender and Contemporary Horror in Film
Type: Book
ISBN: 978-1-78769-898-7

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Article
Publication date: 1 February 1999

Maud Tixier

This paper deals with the rationales which prevail in the organisation of the communication function of international companies, ie the reasons which govern this organisation and…

701

Abstract

This paper deals with the rationales which prevail in the organisation of the communication function of international companies, ie the reasons which govern this organisation and the principal patterns and underlying conceptions of corporate communication. Beyond the logic or absence of logic in this organisation, one should be able to contribute to knowledge of communication in the following areas: what conceptions (definition) of corporate communication does this organisation manifest? What are the main patterns in the organisation of communication according to business field and to country? Are some better than others? To what extent does this organisation depend on managerial cultures (national culture, culture of the business sector, management style, culture of the company, etc…)? This paper was written from a survey conducted in the chair ‘Communication et Management’ of ESSEC, Graduate School of Management, in 1995. Its results appeared in International Public Relations Review, IPRA, Volume 16, 1995.

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Journal of Communication Management, vol. 3 no. 4
Type: Research Article
ISSN: 1363-254X

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Publication date: 3 October 2024

Nancy Côté, Jean-Louis Denis, Steven Therrien and Flavia Sofia Ciafre

This chapter focuses on the COVID-19 pandemic’s impact on the recognition through discourses of essentiality, of low-status workers and more specifically of care aides as an…

Abstract

This chapter focuses on the COVID-19 pandemic’s impact on the recognition through discourses of essentiality, of low-status workers and more specifically of care aides as an occupational group that performs society’s ‘dirty work’. The pandemic appears as a privileged moment to challenge the normative hegemony of how work is valued within society. However, public recognition through political discourse is a necessary but insufficient element in producing social change. Based on the theory of performativity, this chapter empirically probes conditions and mechanisms that enable a transition from discourse of essentiality to substantive recognition of the work performed by care aides in healthcare organizations. The authors rely on three main sources of data: scientific-scholarly works, documents from government, various associations and unions, and popular media reports published between February 2020 and 1 July 2022. While discourse of essentiality at the highest level of politics is associated with rapid policy response to value the work of care aides, it is embedded in a system structure and culture that restrains the establishment of substantive policy that recognizes the nature, complexity, and societal importance of care aide work. The chapter contributes to the literature on performativity by demonstrating the importance of the institutionalization of competing logics in contemporary health and social care systems and how it limits the effectiveness of discourse in promulgating new values and norms and engineering social change.

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Essentiality of Work
Type: Book
ISBN: 978-1-83608-149-4

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Article
Publication date: 1 March 2006

M. Morand and L. Rayman‐Bacchus

This paper investigates corporate social responsibility (CSR) policy management in multinational companies (MNCs). The focus is on examining the relationship between subsidiaries…

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Abstract

This paper investigates corporate social responsibility (CSR) policy management in multinational companies (MNCs). The focus is on examining the relationship between subsidiaries and headquarters in the management of CSR, in terms of the commonplace notion of ‘think global, act local’. Primary and secondary data was collected in one MNC and a case study produced. The findings show that the initiative to launch a CSR policy is taken and enacted exclusively by the headquarters, mainly as an answer to the financial and legal pressure felt to accompany the present widespread interest in CSR. Findings are articulated around three major steps used to manage CSR initiatives: the determination of values, the integration of those values in action and the evaluation of the policy. Consistency of policy is driven from headquarters, through adoption of a corporate value framework, while the implementation is to some extent localised. Feedback from subsidiaries is collected and shared by the centre, which also seeks out synergies in pursuit of increased efficiency. Corporate structure is therefore linked to CSR management. Implementation is observed to comprise three parts: the headquarters seek to motivate local actions through reference to the company culture, through directive measures, and by pedagogic action. Pedagogy comes out as necessary in order for the CSR policy to permeate the entire organisation and initiate the right actions and reactions in the variety of situations encountered throughout the organisation. Constant scrutiny and evaluation are considered necessary in order to sustain the credibility of the policy in relation to external stakeholders.

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Social Responsibility Journal, vol. 2 no. 3/4
Type: Research Article
ISSN: 1747-1117

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Article
Publication date: 1 January 1979

In order to succeed in an action under the Equal Pay Act 1970, should the woman and the man be employed by the same employer on like work at the same time or would the woman still…

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Abstract

In order to succeed in an action under the Equal Pay Act 1970, should the woman and the man be employed by the same employer on like work at the same time or would the woman still be covered by the Act if she were employed on like work in succession to the man? This is the question which had to be solved in Macarthys Ltd v. Smith. Unfortunately it was not. Their Lordships interpreted the relevant section in different ways and since Article 119 of the Treaty of Rome was also subject to different interpretations, the case has been referred to the European Court of Justice.

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Managerial Law, vol. 22 no. 1
Type: Research Article
ISSN: 0309-0558

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Article
Publication date: 1 August 2008

A Ahad M. Osman‐Gani and Akmal S. Hyder

With increasing interest in overseas business expansion, particularly in the Asia‐Pacific region, expatriate management, including repatriation readjustmenst, has become a…

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Abstract

Purpose

With increasing interest in overseas business expansion, particularly in the Asia‐Pacific region, expatriate management, including repatriation readjustmenst, has become a critical international human resource development (HRD) issue for multinational enterprises (MNEs). This empirical study therefore aims to investigate the use of HRD interventions relating to training and development for effective readjustment of international managers on repatriation.

Design/methodology/approach

The data were collected through a field survey conducted on repatriation experience of international managers from more than five countries, who are working in Singapore.

Findings

The study provides valuable insights about repatriation training programmes, training contents, programme duration, delivery modes, and providers of effective training programmes.

Research limitations/implications

HRD professionals and senior executives of MNEs will benefit from the findings of this study in making decisions on effective design and implementation of training and career development programmes.

Practical implications

The findings have significant implications for career development of managers involved in international business operations.

Originality/value

This paper discusses readjustment problems of the repatriating managers and suggests how realistic HRD programmes, mainly based on training, can be developed and implemented for retaining international managers. These findings from the dynamic region of Asia will also help in developing appropriate career development programmes.

Details

Career Development International, vol. 13 no. 5
Type: Research Article
ISSN: 1362-0436

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Article
Publication date: 1 March 2011

Samy Belaid and Azza Temessek Behi

This paper aims to examine the role of attachment in consumer brand relationships and its links with constructs such as trust, satisfaction, commitment and behavioural loyalty.

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Abstract

Purpose

This paper aims to examine the role of attachment in consumer brand relationships and its links with constructs such as trust, satisfaction, commitment and behavioural loyalty.

Design/methodology/approach

This paper is based on exploratory and confirmatory studies that provide a model that explains the relationship between brand attachment and its outcomes. A structural equation modelling is used to assess the hypothetical links.

Findings

The findings of the structural model confirm the majority of the hypothesised relationships. Brand attachment is considered as an important input to brand commitment for utilitarian products.

Originality/value

Few studies have attempted to model the relationship between brand attachment and its antecedents and outcomes. This research also focused on a particular utilitarian product that is not – apparently – affect laden.

Details

Journal of Product & Brand Management, vol. 20 no. 1
Type: Research Article
ISSN: 1061-0421

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