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The purpose of this research is to initiate the development of a police-specific measure of work–family conflict (WFC) to assess spouse and/or partner perceptions of the impact of WFC on them, their family and/or their personal lives by tapping existing dimensions of WFC and proposing three dimensions that may be specific to the policing profession. This developmental and exploratory work will serve as the basis for sample data collection with spouses of police.

For over five decades, researchers have examined the construct of WFC, a phenomenon that refers to the impact of work-related issues on the family of the worker. Despite the fact that policing is a high-stress profession, now under considerable scrutiny and increasing public pressure, much less is known about WFC in police families and the perceptions of spouses and/or partners of police officers regarding WFC. The methodology for developing this scale follows that recommended by psychometricians in the construction of reliable and valid scales for use in both descriptive and predictive research.

The data reported were generated from an initial content validity study relying on 14 subject matter experts with backgrounds in policing, police research and/or psychometrics and approximately 20 spouses/partners (significant others of police officers). The findings provide preliminary evidence for six potential dimensions of WFC totaling 34 items.

While some researchers have assessed the extent to which certain work-related factors impact police officers' family members, none have tapped additional domain-specific items for police while also surveying spouses and/or partners of officers.

The purpose of this paper is to examine prevalence of sexual harassment (SH) in nursing and the environmental factors that contribute to incidents of SH.

A mixed‐method research methodology is adopted. A total of 538 questionnaires are collected from nurses working in eight different hospitals across metropolitan and rural areas in Australia. A total of 23 in‐depth semi‐structured interviews are conducted.

Prevalence of SH in nursing is high with 60 percent of female nurses and 34 percent of male nurses reporting a SH incident in the two‐year period prior to this paper. The questionnaire data suggest that patients are the most likely perpetrator, however, the interviews name physicians as typical perpetrators. A model is tested via structural equation modelling and revealed that leadership behaviors, an unbalanced job gender ratio and no prior socialization are positively associated with SH.

This paper closes gaps in theory by introducing a new framework explaining the contextual factors that heighten a nurses' probability of being harassed. Some variables such as organizational culture and specific nursing units have not been explored and can be considered a limitation of the paper.

The results of this paper assist health professionals to adopt proactive practices for managing SH and plan a workforce where SH is minimized.

This paper illustrates the prevalence of different types of SH and the causes for male and female nurses that have not been investigated previously. The results help health managers make informed decisions in regard to intervention strategies.

Co-marketing strategies play an important role in enabling firms to improve their competitive position. However, despite its increasing implementation, it remains a topic that is largely not researched. The purpose of this paper is to analyze existing contributions to the field of co-marketing research and the different perspectives scholars have adopted in analyzing the topic.

A literature review has been developed, as its lack seems to be a major hindrance to the development of related studies. A specific focus has been made on the adopted approaches. Five approaches have been identified, and multidimensional scaling (MDS) has been used to analyze the differences among them.

First, the analysis of the typologies of studies on co-marketing alliances is made. Also, the identified approaches are strategic-based, consumer-based, relational-based, specificity-based and evaluation-based. What emerges from the MDS is that there are two perspectives of analysis of the alliance that characterize them: the inside–outside and the wide–narrow points of view.

Limitations are mostly referred to the methodologies and the level of subjectivity they imply. For example, they are not only the choices made concerning keywords to be used and, consequently, the articles included in the analysis, but also the MDS that offers broad autonomy to the researchers in interpreting the data.

The originality of this research is that it fills an emerged gap concerning a literature review on co-marketing alliances, supporting future research in this field of study. The identification of the approaches underlines what may be lacking, providing interesting insights on possible avenues for future research.

This article is concerned with strategies for managing the careers of women who work in paid positions in the union movement. Recently there has been some debate about the positive potential offered by the use of ICTs in a variety of areas of trade union activity. We link this to debates about the role of trade union education in developing women’s careers within trade unions by exploring the experiences of participants on a recent British Trades Union Congress (TUC) online course for women. The study suggests that the potentialities of ICTs in this sphere of trade union activity are mediated by a number of gendered constraints.