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Health disparities affecting lesbian, gay, bisexual, transgender and queer (LGBTQ) populations have been reported in many countries. For Singapore, no large quantitative studies on mental health and well-being in the local LGBTQ community have been published. The authors conducted a community-based survey (National LGBT Census Singapore, 2013; NLCS2013) that covered a comprehensive set of demographic, social and health indicators. Here, the authors investigated mental health status and its correlates in 2,350 LGBTQ individuals within the NLCS2013 sample.

The NLCS2013 was an anonymous online survey conducted amongst self-identified LGBTQ adults (aged ≥ 21 years) residing in Singapore. The survey included the World Health Organisation Well-being Index (WHO-5) as a measure of mental well-being, with low WHO 5 scores (<13/25) indicating poor mental well-being. The authors analysed relationships between low WHO-5 score and a range of respondent characteristics using multivariate logistic regression.

Strikingly, 40.9% of 2,350 respondents analysed had low WHO-5 scores, indicating poor mental well-being. Parental non-acceptance, experience of conflict at home and bullying/discrimination in the workplace or educational environments were all significantly associated with poor mental well-being. Conversely, community participation appeared protective for mental well-being, as respondents who participated in LGBTQ community organisations or events were less likely to have poor mental well-being than non-participants.

The NLCS2013 represents one of the first broad-based efforts to comprehensively and quantitatively capture the sociodemographic and health profile, including mental health status, within Singapore’s resident LGBTQ population. These findings affirm the need to address the mental health needs of LGBTQ individuals in Singapore and to foster safe spaces and allyship.

This study aims to examine the impact of perceived benefits-risk dynamics on financial inclusion, the factor driving fintech adoption, the mediating effects of financial inclusion on perceived benefit-risk dynamics and fintech adoption, and the societal sustainability effects of fintech adoption.

This study used a quantitative study with 258 respondents in Sarawak, Malaysia. PLS-SEM was used to investigate the associations.

This study suggests that only non-monetary benefits and regulatory risks significantly influence financial inclusion. In addition, financial inclusion acts as an intermediary for non-monetary benefits and regulatory risks. Besides, a direct relationship exists between financial inclusion and fintech adoption, as well as between fintech adoption and societal sustainability.

This model explores a few benefits and risks. Also, technological and legislative changes may alter research outcomes. Besides, this study only samples Sarawak, Malaysia. Therefore, country-specific factors, including technology infrastructure, financial services accessibility and cultural variations, may affect participant responses. This study offers a novel perspective on fintech by including Valence, Public Good and Sustainable Information Society theories.

Financial inclusion’s non-monetary benefits must be emphasised to remove barriers and meet user requirements. Fintech firms should also work with authorities to comply with regulations and help marginalised populations by prioritising sustainability.

Fintech growth requires innovation, consumer protection and fair competition. Fintech firms can enhance financial inclusion to address inequalities (SDG10). Governments and fintech solutions should incorporate financial and digital literacy into education (SGG4).

Financial inclusion, fintech adoption and societal sustainability are examined using emotional, sociological and societal sustainability aspects.

This paper draws on the archival records of the Victorian Education Department, literature produced by the governing authority of Tally Ho (the Central Mission), and newspaper reports produced in the mid-20th century about school and education at Tally Ho. This paper also draws on material from the Victorian Aborigines Welfare Board and the Northern Territory Department of Welfare, as well as two historical key government inquiries into the institutionalisation of children.

This paper uses Tally Ho Boys’ Training Farm as a case study to examine the intersection of welfare systems, justice systems and schooling and education for Aboriginal children in institutions like Tally Ho in the mid-20th century. Further, it provides perspectives on how institutions such as Tally Ho were utilised by governments in Victoria and the Northern Territory to pursue different agendas – sometimes educational – particular to Aboriginal children. This paper also explores how histories can be reconstructed when archives are missing or silent about histories of Aboriginal childhood.

This paper demonstrates how governments used Tally Ho to control and govern the lives of Aboriginal children. By drawing together archives from a range of bodies and authorities who controlled legislation and policies, this paper contributes new understandings about the role of institutions in Victoria to the assimilation policies of Victoria and the Northern Territory in the mid-20th century.

Scholarship on the institutionalisation of children in the post-war era in Victoria, including the ways that schooling and justice systems were experienced by children living in care, has failed to fully engage with the experiences of Aboriginal children. Historians have given limited attention to the experiences of Aboriginal children living in institutions off Aboriginal reserves in Victoria. There has been limited historical scholarship examining the experiences of Aboriginal and Torres Strait Islander children at Tally Ho. This paper broadens our understandings about how Aboriginal children encountered institutionalisation in Victoria.

Man has been seeking an ideal existence for a very long time. In this existence, justice, love, and peace are no longer words, but actual experiences. How ever, with the American preemptive invasion and occupation of Afghanistan and Iraq and the subsequent prisoner abuse, such an existence seems to be farther and farther away from reality. The purpose of this work is to stop this dangerous trend by promoting justice, love, and peace through a change of the paradigm that is inconsistent with justice, love, and peace. The strong paradigm that created the strong nation like the U.S. and the strong man like George W. Bush have been the culprit, rather than the contributor, of the above three universal ideals. Thus, rather than justice, love, and peace, the strong paradigm resulted in in justice, hatred, and violence. In order to remove these three and related evils, what the world needs in the beginning of the third millenium is the weak paradigm. Through the acceptance of the latter paradigm, the golden mean or middle paradigm can be formulated, which is a synergy of the weak and the strong paradigm. In order to understand properly the meaning of these paradigms, however, some digression appears necessary.

The purpose of this paper is to explore the way leadership influences an organization to become humane through its features and behaviors; as well as the organizational circumstances in which humane leadership can be nurtured. The first empirical case study, in the fields of Human Resource Development (HRD) and hospitality management, to explore the way employees from different national cultures (as measured by their individualistic/collectivistic values), in a US-based hotel, perceive their workplace to be a humane organization (HO), as defined by Chalofsky (2008), was the one made by Dimitrov (2009, 2010). More specifically, the example set by leadership in the studied hospitality organization is the focus of the present descriptive manuscript. The importance of HRD concepts such as the HO for the academic study and practical development of leadership in organizations is significant, through the effects leadership has on employee satisfaction and engagement at the workplace.

The exploratory research mentioned above used a single embedded case study with 17 participants, selected via purposeful convenience sampling, who represented management, supervisory and professional line-level employees from a culturally diverse full-service hotel in a major metropolitan area. The instrument of Singelis et al. (1995) for horizontal and vertical individualism (I) and collectivism (C), as well as the instrument of Triandis and Singelis (1998) for I and C, was applied to every respondent to determine their cultural belonging. One-on-one interviews, written reflections and documentary analysis, as well as observations of the social and physical aspects of the participants’ workplace, were conducted.

Five leadership sub-themes were observed to the general theme “Setting the Example” of the study’s findings: company values for leadership styles and employee treatment; the legacy of one charismatic leader (the previous general manager); leader–follower communication; how the workplace feels intrinsically; and how the work environment becomes negative. The study led to the formation of two new characteristics of the HO (Dimitrov, 2009), of which one could be recommended as the main focus of leadership in an HO: being cognizant and understanding of individuals as human beings, not just as employees. The traits and behaviors of some modern leadership theories such as authentic leadership, transformational leadership and charismatic leadership were combined under the concept – humane leadership.

The research of more culturally diverse organizations in different counties, brand cultures and economic sectors, under various research methodologies, and in the context of classical and recent leadership theories, was recommended to establish further weather I and C employees’ expectations of their leadership would make a difference for the sustenance of an HO.

Furthermore, organizations and HRD practitioners are encouraged to invest more time, efforts and resources into leadership development programs that create such humane leadership skills and prepare quality leaders who are well-perceived and trusted by their culturally diverse workforce.

The importance of HRD concepts such as the HO for the academic study and practical development of leadership in organizations is significant, through the effects leadership has on employee satisfaction and engagement at the workplace. Humane leaders can be nurtured in a humane organizational culture.

Presents over sixty abstracts summarising the 1999 Employment Research Unit annual conference held at the University of Cardiff. Explores the multiple impacts of globalization on work and employment in contemporary organizations. Covers the human resource management implications of organizational responses to globalization. Examines the theoretical, methodological, empirical and comparative issues pertaining to competitiveness and the management of human resources, the impact of organisational strategies and international production on the workplace, the organization of labour markets, human resource development, cultural change in organisations, trade union responses, and trans‐national corporations. Cites many case studies showing how globalization has brought a lot of opportunities together with much change both to the employee and the employer. Considers the threats to existing cultures, structures and systems.

REPORT numbered XXXI‐41 prepared by the Combined Intelligence Objectives Sub‐Committee contains information on the hydraulic systems of three German aircraft, the Dornier 335 and Messerschmitt 262 and 410. In the expectation that readers who have had no opportunity of studying the report itself will welcome a description of these systems, it is proposed to supplement the review given in the July issue of this journal by more detailed abstracts from the report. The Me 262 and Me 410 will be dealt with in this article, leaving the Do 335 for a later date.

This paper aims to improve operational efficiency and minimize accident frequency in cold storage facilities through adopting an effective occupational safety and health program. The hidden knowledge can be extracted from the warehousing operations to create the comfortable and safe workplace environment.

A fuzzy association rule-based knowledge management system is developed by integrating fuzzy association rule mining (FARM) and rule-based expert system (RES). FARM is used to extract hidden knowledge from real operations to establish the relationship between safety measurement, personal constitution and key performance index measurement. The extracted knowledge is then stored and adopted in the RES to establish an effective occupational and safety program. Afterwards, a case study is conducted to validate the performance of the proposed system.

The results indicate that the aforementioned relationship can be built in the form of IF-THEN rules. An appropriate safety and health program can be developed and applied to all workers, so that they can follow instructions to prevent cold induced injuries and also improve the productivity.

Because of the increasing public consciousness of occupational safety and health, it is important for the workers in cold storage facilities where the ambient temperature is at/below 10°C. The proposed system can address the social problem and promote the importance of occupational safety and health in the society.

This study contributes to the knowledge management system for improving the occupational safety and operational efficiency in the cold storage facilities.

Man has been seeking an ideal existence for a very long time. In this existence, justice, love, and peace are no longer words, but actual experiences. How ever, with the American preemptive invasion and occupation of Afghanistan and Iraq and the subsequent prisoner abuse, such an existence seems to be farther and farther away from reality. The purpose of this work is to stop this dangerous trend by promoting justice, love, and peace through a change of the paradigm that is inconsistent with justice, love, and peace. The strong paradigm that created the strong nation like the U.S. and the strong man like George W. Bush have been the culprit, rather than the contributor, of the above three universal ideals. Thus, rather than justice, love, and peace, the strong paradigm resulted in in justice, hatred, and violence. In order to remove these three and related evils, what the world needs in the beginning of the third millenium is the weak paradigm. Through the acceptance of the latter paradigm, the golden mean or middle paradigm can be formulated, which is a synergy of the weak and the strong paradigm. In order to understand properly the meaning of these paradigms, however, some digression appears necessary.