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Book part
Publication date: 9 April 2019

Barrie Gunter

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Gambling Advertising: Nature, Effects and Regulation
Type: Book
ISBN: 978-1-78769-923-6

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Book part
Publication date: 15 December 1998

J.D. Griffiths

This research was prompted by work undertaken by the author on the efficiency of shipping operations in the Suez Canal. The physical limitations of the Canal allow only one-way…

Abstract

This research was prompted by work undertaken by the author on the efficiency of shipping operations in the Suez Canal. The physical limitations of the Canal allow only one-way movement of ships for the greater part of its length, and thus ships are organised in convoys. These convoys have fixed starting times, with normally just one convoy per day operating in each direction. When traffic is heavy in the southbound direction, a second (smaller) relief convoy is organised to reduce waiting times which can otherwise exceed 24 hours. The process can be analysed by means of a bulk-service queueing model, where convoys of ships correspond to service batches of customers.

The model has application in the many other fields of transport where relief services are supplied. For example, a coach or train operator will often provide a relief service when customer demand is high. The process may be extended to cover cases where relief is provided for the relief service, resulting in a “cascade” of relief service queues.

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Mathematics in Transport Planning and Control
Type: Book
ISBN: 978-0-08-043430-8

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Article
Publication date: 3 April 2017

Christopher J. Griffith, Linda M. Jackson and Ryk Lues

The purpose of this paper is to assess elements of food safety management and food safety culture within a prominent South African entertainment, hotel and food service complex.

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Abstract

Purpose

The purpose of this paper is to assess elements of food safety management and food safety culture within a prominent South African entertainment, hotel and food service complex.

Design/methodology/approach

In this paper a qualitative case study approach was used. Following a comprehensive literature review, based on factors known to be important in developing a food safety culture, in combination with national and international food safety standards, an interview guide was constructed and utilised in a series of semi-structured interviews. The interviewees represented different management levels involved in food delivery but did not include board level managers.

Findings

Many of the factors considered important in good food safety management, including the presence of a formal food safety policy and the creation and maintenance of a positive food safety culture, were absent. Although a formal system of internal hygiene auditing existed and food safety training was provided to food handlers they were not integrated into a comprehensive approach to food safety management. Food safety leadership, communication and support were considered deficient with little motivation for staff to practise good hygiene.

Originality/value

Food safety culture is increasingly recognised as a contributory factor in foodborne disease outbreaks and is the focus of increasing research. However, although every food business has a unique food safety culture there are relatively few published papers concerning its analysis, application and use within specific businesses. This case study has identified food safety culture shortcomings within a large food service facility suggesting there was a potentially significant food safety risk and indicates ways in which food safety could be improved and the risk reduced. The results also suggest further work is needed in the subject of food safety culture and its potential for reducing foodborne disease.

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British Food Journal, vol. 119 no. 4
Type: Research Article
ISSN: 0007-070X

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Book part
Publication date: 14 October 2009

Rune Elvik, Alena Høye, Truls Vaa and Michael Sørensen

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The Handbook of Road Safety Measures
Type: Book
ISBN: 978-1-84855-250-0

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Book part
Publication date: 4 December 2020

Heike Bartel

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Men Writing Eating Disorders: Autobiographical Writing and Illness Experience in English and German Narratives
Type: Book
ISBN: 978-1-83909-920-5

Available. Open Access. Open Access
Article
Publication date: 5 October 2020

Carina Roemer, Sharyn Rundle-Thiele, Bo Pang, Patricia David, Jeawon Kim, James Durl, Timo Dietrich and Julia Carins

Females are underrepresented in Science, Technology, Engineering and Mathematics (STEM), both in the workforce and in universities. Low self-efficacy and limited access to role…

2420

Abstract

Purpose

Females are underrepresented in Science, Technology, Engineering and Mathematics (STEM), both in the workforce and in universities. Low self-efficacy and limited access to role models are key factors preventing retention of female STEM students enrolled in university degrees. This paper aims to report on one social marketing pilot programme that was co-designed to increase self-efficacy in females currently enrolled in STEM programmes.

Design/methodology/approach

The Co-create, Build and Engage (C-B-E) framework was applied. Process and outcome evaluations were conducted using a repeated measure design to assess pilot programme effectiveness.

Findings

A significant increase in self-efficacy and high satisfaction rates were observed for STEM students that attended the bias literacy workshop. Social advertisements raised awareness for available STEM specific university services.

Originality/value

This paper outlines the application of the C-B-E framework. To the best of the authors’ knowledge, this study delivers the first scientific paper reporting an outcome evaluation for a social marketing programme seeking to retain women enrolled in university STEM degrees.

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Journal of Social Marketing, vol. 10 no. 4
Type: Research Article
ISSN: 2042-6763

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Book part
Publication date: 16 July 2018

Shane Connelly and Brett S. Torrence

Organizational behavior scholars have long recognized the importance of a variety of emotion-related phenomena in everyday work life. Indeed, after three decades, the span of…

Abstract

Organizational behavior scholars have long recognized the importance of a variety of emotion-related phenomena in everyday work life. Indeed, after three decades, the span of research on emotions in the workplace encompasses a wide variety of affective variables such as emotional climate, emotional labor, emotion regulation, positive and negative affect, empathy, and more recently, specific emotions. Emotions operate in complex ways across multiple levels of analysis (i.e., within-person, between-person, interpersonal, group, and organizational) to exert influence on work behavior and outcomes, but their linkages to human resource management (HRM) policies and practices have not always been explicit or well understood. This chapter offers a review and integration of the bourgeoning research on discrete positive and negative emotions, offering insights about why these emotions are relevant to HRM policies and practices. We review some of the dominant theories that have emerged out of functionalist perspectives on emotions, connecting these to a strategic HRM framework. We then define and describe four discrete positive and negative emotions (fear, pride, guilt, and interest) highlighting how they relate to five HRM practices: (1) selection, (2) training/learning, (3) performance management, (4) incentives/rewards, and (5) employee voice. Following this, we discuss the emotion perception and regulation implications of these and other discrete emotions for leaders and HRM managers. We conclude with some challenges associated with understanding discrete emotions in organizations as well as some opportunities and future directions for improving our appreciation and understanding of the role of discrete emotional experiences in HRM.

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Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-78756-322-3

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Article
Publication date: 1 January 1991

J.R. Carby‐Hall

In a previous monograph a discussion took place on stages one and part of stage two of the three stage process in an unfair dismissal action, namely the employee having to show…

722

Abstract

In a previous monograph a discussion took place on stages one and part of stage two of the three stage process in an unfair dismissal action, namely the employee having to show that he has been dismissed (stage one), and some of the reasons for dismissal which fall within the statutory categories, namely the employee's capability and qualifications; misconduct and redundancy (part of stage two). In this monograph an analysis is proposed on the two remaining reasons, these being the contravention of a duty imposed by an enactment and some other substantial reason. There will then follow a discussion on the test of fairness as constituting the third of the three stage process and on the remedies available when the tribunal finds that the employee has been unfairly dismissed.

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Managerial Law, vol. 33 no. 1/2/3
Type: Research Article
ISSN: 0309-0558

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Book part
Publication date: 24 July 2020

Francis J. Yammarino, Minyoung Cheong, Jayoung Kim and Chou-Yu Tsai

For many of the current leadership theories, models, and approaches, the answer to the question posed in the title, “Is leadership more than ‘I like my boss’?,” is “no,” as there…

Abstract

For many of the current leadership theories, models, and approaches, the answer to the question posed in the title, “Is leadership more than ‘I like my boss’?,” is “no,” as there appears to be a hierarchy of leadership concepts with Liking of the leader as the primary dimension or general factor foundation. There are then secondary dimensions or specific sub-factors of liking of Relationship Leadership and Task Leadership; and subsequently, tertiary dimensions or actual sub-sub-factors that comprise the numerous leadership views as well as their operationalizations (e.g., via surveys). There are, however, some leadership views that go beyond simply liking of the leader and liking of relationship leadership and task leadership. For these, which involve explicit levels of analysis formulations, often beyond the leader, or are multi-level in nature, the answer to the title question is “yes.” We clarify and discuss these various “no” and “yes” leadership views and implications of our work for future research and personnel and human resources management practice.

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Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-80043-076-1

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Article
Publication date: 1 August 2004

Elizabeth C. Redmond, Christopher J. Griffith, Jenny Slader and Tom J. Humphrey

The use of an observational approach in conjunction with isolation techniques for campylobacter and salmonella detection has facilitated a detailed evaluation of the risk of cross…

3555

Abstract

The use of an observational approach in conjunction with isolation techniques for campylobacter and salmonella detection has facilitated a detailed evaluation of the risk of cross contamination during food preparation. Identification of suspected exposure routes has linked naturally contaminated raw foods with important food‐handling malpractices, contaminated contact surfaces and ready‐to‐eat foods. In a model domestic kitchen, 29 per cent of food preparation sessions resulted in positive campylobacter isolations from prepared salads, cleaning materials and food‐contact surfaces. Typing results showed that specific campylobacter strains isolated from prepared chicken salads were the same as the strains isolated from the raw chicken pieces, indicating microbial transfer during food preparation. Data obtained from this study can be used for exposure assessment, risk management and in the development of consumer risk communication strategies.

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British Food Journal, vol. 106 no. 8
Type: Research Article
ISSN: 0007-070X

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