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The purpose of this research is to empirically test the role of psychological contract breach in explaining the relationship between leadership style and procedural justice, burnout and psychological distress. This study provides important insights for police agencies who seek to positively impact, through the actions of their leaders, on both performance and psychological health of their officers. Drawing from the study findings, key recommendations for police leadership development programs are made.

The current study with a large sample of Australian police (N = 1763), explores the relationship between leader-member exchange (LMX) leadership style and two sets of outcomes. The first is procedural justice, an important job performance outcome related to police practice. The second outcome includes two measures of psychological health, specifically burnout and psychological distress. Psychological contract breach (PCB) is investigated in the current research as a potential mediator in the relationship between leadership and (a) job performance and (b) psychological health.

Using mediated regression analyses, high LMX leadership is associated with lower PCB, higher procedural justice and reduced psychological health impairment amongst staff. The relationship between LMX and procedural justice was fully mediated by PCB, meaning that PCB explains the relationship between LMX and procedural justice. Partial mediation was found for both psychological health outcomes. As such, leadership style has a direct relationship with psychological health, and is partly explained by PCB.

Very little research has considered the role of PCB in explaining how leadership style is related to job performance and psychological health outcomes in policing. To our knowledge, this is the first study that has empirically examined whether leadership style makes it more likely that a police officer will perceive PCB. And further, whether this breach is associated with reduced job performance (i.e. less procedural justice) and poorer psychological health (i.e. increased burnout and psychological distress).

Applying social capital and the social exchange theories to customer-to-customer (C2C) interactions, this study aims to propose that interaction quality perceptions affect the customer-to-service provider’s interaction quality perceptions in a prolonged, close-proximity service setting. Examining this exogenous dimension, the study also tests socio-emotional support perception’s mediating effect and customer proactiveness’ moderating effect.

This study adopts and modifies existing general services of C2C interaction dimensions to fit the health-care context. An in-person survey of 192 neurosurgery inpatients and their care-giving companions (both considered health-care customers) provides data to validate the dimensions and test the model. Structural equation modeling and moderated regression test the hypotheses.

Results show that affirmative C2C interactions positively affect the customer’s perceived socio-emotional support, whereas negative C2C interactions show no significant impact. Greater socio-emotional support acuity improves customers’ assurance and empathy quality perceptions about the provider’s service. Customer proactiveness moderates C2C interaction dimensions.

This study extends the research of the C2C interaction to include their effect on service quality perceptions in a prolonged close-proximity service setting. Study results validate C2C interaction’s dimensions specific to an inpatient setting. Finally, this study extends the application of social capital theory and social exchange theory to C2C settings.

Findings emphasize the importance of managing C2C interactions during prolonged, close-proximity service delivery processes to improve customer perceptions of service quality. Results suggest that managers should monitor customer proactiveness to maximize positive C2C interactions’ positive effects while minimizing negative C2C interactions.

Prior service quality studies tend to focus on managing internal resources (staff, processes or physical environment); however, this study examines how the interactions among external resources create a halo effect and impact customers’ service quality perceptions. Results inform methods to improve their quality perceptions by better managing exogenous factors. The study also responds to calls for research on how C2C interactions affect functional service contexts (vs hedonic service contexts).

This paper aims to investigate talent management (TM) practices of independent fine dining restaurant (FDR) organizations and explores why employee retention rates in FDRs are higher than other restaurants. This research adds to the TM literature by surfacing attitudes and influences that lead to employee retention.

The present study collects data using McCracken’s (1988) long interview method to provide insights into value similarities and differences between employees and independent restaurant managers. Fourteen interviews at two independent FDRs inform the results. This study employs a grounded theory approach.

Study results show that people take pride in working for the restaurants and the culture within the restaurant inspires a higher level of self-esteem. This independent, family-owned environment helps employees and managers achieve higher work performance and satisfy overall lifestyle needs. Respondents report their employment helps them to do things that bring out the best in them and allows them to accomplish other things that they want in life. The study also suggests that a shared value system between employees and managers creates a more stable workforce and longer tenure.

The current study examines only two independent family-owned FDRs, so generalization is limited. The current study uses grounded theory to expand on research in the TM literature.

If owners and managers of FDR focus on addressing employees’ higher-order motivational needs, they have a better chance of retaining employees. Losing productive employees has high direct and indirect costs, and the restaurant industry is plagued with high turnover. Independent restaurants also need to evaluate their new employee orientations because unstructured training contributes to an environment of uncertainty. Developing a positive culture in an FDR is possible with a focused, family-oriented business. This work culture takes time to develop. Recruiting and selection methods to ensure a fit with the culture and values are a cost-effective method to ensure the continuation of this culture. The consistent values between employees and managers in this study demonstrate that hiring for personal values and not necessarily for skills already developed helps with positive TM in FDR.

The current study extends the knowledge in TM, ecological systems theory and motivational needs-based theory through detailed interviews and value analyses. Long interviews and triangulation of the data surface conscious and nonconscious memories from both employees and managers specifically relating to employee retention factors in FDR.

The purpose of this paper is to examine how job stress and the embodiment of the police culture influence levels of job satisfaction for two mid-sized law enforcement agencies in the Southeastern United States.

A survey was conducted of police officers from two mid-sized law enforcement agencies in the Southeastern United States. Ordinary least squares regression models were utilized to assess the impact of job stress and the embodiment of the police culture on job satisfaction.

Results indicated that officers with higher levels of job stress reported being less satisfied with their careers. Contrary to prior research, officers with a greater embodiment of the police culture were significantly less satisfied. Demographic variables were not statistically noteworthy; however, working on a rotating shift and having more years of service significantly decreased job satisfaction.

Survey data collected from two mid-sized police agencies in the Southeastern United States may not be generalizable to other areas or regions.

These findings provide practical insights for police agencies to address the operational strains of working in law enforcement and the cultural component embedded in this field. Based on these findings, there is a clear need to increase future work on the interplay between job satisfaction, job stress, and occupational culture.

This paper uses a historical case study, the controversy over the possibility of climatic extremes caused by hydrogen bomb tests on Pacific Ocean atolls during the 1950s, to show how, in a context of few scientific data and high uncertainty, political affiliations and public concerns shaped two types of argumentation, the “energy” and the “precautionary” arguments.

Systematic analysis of publications 1954–1956: scientific and semiscientific articles, publications of C.-N. Martin and contemporary newspaper articles, especially from the Asia–Pacific region.

First, epistemological and scientific reasoning about the likelihood of extreme natural events aligned to political convictions and pressure. Second, a geographical and social distribution of arguments: the relativizing “energy argument” prevailed in English-language scientific journals, while the “precautionary argument” dominated in popular journals and newspapers published worldwide. Third, while the “energy argument” attained general scientific consensus within two years, it lost out in the long run. The proponents of the “precautionary argument” raised relevant research questions that, though first rejected in the 1950s, later exposed the fallacies of the “energy argument” (shown for the case of the climatologist William W. Kellogg).

In contrast to the existing secondary literature, this paper presents a balanced view of the weaknesses and strengths of two lines of arguments in the 1950s. Further, this historical study sheds light on how once-discarded scientific theories may ultimately be reconsidered in a completely different political and scientific context, thus justifying the original precautionary argument.

In 2018, the World Health Organization released its latest report on air pollution identifying that seven million people die annually as a result of poor air quality. Moreover, it is estimated that 90% of the world's population is exposed to ‘dangerous levels’ of air pollution (WHO, 2018a). This is an alarming news, given the United Nations Sustainable Development Goal number three seeks to ‘substantially reduce the number of deaths and illnesses from hazardous chemical and air, water and soil pollution and contamination’ (WHO, 2016). In addition, the WHO Director-General Tedros Adhanom Ghebreyesus has publicly stated that ‘…air pollution threatens us all, but the poorest and most marginalised people bear the brunt of the burden… If we don't take urgent action on air pollution, we will never come close to achieving sustainable development’ (WHO, 2018b). This chapter explores the political economy of global air pollution including an analysis of international trade that perpetuates and exacerbates emissions and the environmental injustices associated with global warming and air quality ill health. It also draws on discourses of power, harm and violence to analyse air pollution and climate change within frameworks of green criminology and atmospheric justice.

The purpose of this editorial is to introduce eight training exercises developed for tourism executive decision making.

The paper introduces the papers in this special issue and discusses the need for experiential learning techniques for adult learners.

It was found that applied learning exercises are more effective than cognitive learning experiences in adult education.

The paper provides an introduction to experiential learning exercises for tourism and hospitality training.

Policing organizations in Australia are increasingly expected to eliminate or mitigate psychosocial risks in the workplace to promote employee wellbeing. New leadership skills are required, as police leaders play a key role in supporting the physical and mental health of their staff. This study aims to investigate police leaders’ perceptions about their ability to support employee wellbeing, and the ways in which they would like their organization to equip them for this important task.

Qualitative thematic analysis was conducted on the narratives provided by 156 Australian police leaders in response to a series of open-ended questionnaire questions.

Drawing on the conservation of resources theory, the themes identified indicate that police leaders are hindered in their ability to support the wellbeing of their staff by their own increasing workload in a context of reduced resourcing, the continuing stigma around mental health issues, a lack of knowledge and skills about how to support employee wellbeing and a lack of support from senior management.

Overall, the study highlights the way in which new work, health and safety guidelines place additional responsibilities on police leaders for which many report not feeling prepared. Findings suggest that bespoke leadership training may be required to assist police leaders in supporting the mitigation of psychosocial hazards in the workplace.

Considering continuously evolving psychosocial safety guidelines, this paper makes a unique contribution to contemporary knowledge by focusing on the role and readiness of police leaders in Australia to lessen the psychological impact of police work on officers in an increasingly complex policing context. Additionally, practical implications and recommendations are discussed and offered.

Social‐cultural and structural arguments have been used to explain why Japan's legal culture is different than other industrialized nations; however, both arguments lack data about client usage. This paper examines the use of Japanese lawyers by businesses in Japan. Senior executives from 572 Japanese and foreign businesses responded to a survey about their use of legal services. Japanese businesses are found to retain lawyers more frequently for legal action and corporate procedural matters, but foreign businesses are more likely to retain lawyers for government compliance activities. While both theoretical arguments help to explain Japan's legal culture, the common denominator is the small number of Japanese lawyers.

This paper aims to demonstrate deep gaze using a Japanese Shinto wedding ceremony as an example. Some long-term tourists develop an intimate understanding of the host country’s culture by gaining access to authentic experiences typically limited to the locals. These native visitors experience a deep gaze.

Combing subjective personal introspection (SPI) and confirmatory personal introspection (CPI), the author’s 76 wedding photographs are examined critically.

Results demonstrate how a native visitor uses SPI and CPI analyses of native gaze. While the Shinto wedding ceremony’s authenticity mixes traditional and evolutionary elements, the ceremony is best viewed as a Gestalt experience. The evidence suggests authenticity need not have deep roots in the culture.

The findings serve as only one configuration of many possible gazes. Tourist Gaze 4.0 is a set of complex antecedent conditions and multiple configurations.

Using photographs taken by native family members, this paper demonstrates how SPI and CPI identify deep gaze through a different lens.