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The purpose of this research is to examine the organizational stages of change construct of the transtheoretical model of behavior change.

Data on organizational and individual stages of change for tobacco reduction, physical activity promotion, and heart healthy eating promotion were collected from service provider, senior management, and board level members of provincial health authorities across three data collection periods.

Results revealed significant correlations between individual and organizational stages of change for management level respondents, but inconsistent relationships for service providers and no significant correlations for board level respondents. There were no significant differences between respondent levels for organizational stage of change for any of the promotion behaviors. In general, changes in stage failed to predict whether there was a belief in an organization's capability of addressing any of the health promotion activities. There was also a large amount of variance between individual respondents for most health authorities in their reported organizational stages of change for physical activity and healthy eating.

Based on the results of the present study it is concluded that there is little evidence that the organizational stages of change construct is valid. The evidence indicates that assessing individual readiness within an organization may be as effective as asking individuals to report on organizational stages of readiness.

This paper reports on the validity of the organizational stages of change construct in a health promotion context and provides information for those who are considering using it.

The purpose of this paper is to examine organizational leadership and its relationship to regional health authority actions to promote health.

Through use of four previously developed measures of Perceived Organizational Leadership for Health Promotion, this paper focused on leadership as a distributed entity within regional health authority (RHA) jurisdictions mandated to address the health of the population in the province of Alberta, Canada.

First, examination of differentials between organizational levels (i.e. board members, n=30; middle/senior management, n=58; and service providers, n=56) on ratings of the four leadership measures revealed significant differences. That is, board members tended to rate leadership components significantly higher than service providers and middle/senior managers: from across all 17 RHAs; and in low health promotion capacity and high health promotion capacity RHAs. Second, regression analyses identified that the leadership measures “Practices for Organizational Learning” and “Wellness Planning” were positively associated with health authority actions on improving population heart health (heart health promotion). The presence of a “Champion for Heart Health Promotion” and the leadership measures “Workplace Milieu” and “Organization Member Development” were also positively associated with health authority actions for health promotion. A subsidiary aim revealed low to moderate positive relationships of the dimensions of Leadership, Infrastructure and Will to Act with one another, as proposed by the Alberta Model on “Organizational Capacity Building for Health Promotion.”

This paper, conducted on the baseline dataset (n=144) of the “Alberta Heart Health Project's Dissemination Phase”, represents a rare effort to examine leadership at a collective organizational level.

This purpose of this research was to develop and establish psychometric properties of scales measuring individual leadership for health promotion.

Scales to measure leadership in health promotion were drafted based on capacity assessment instruments developed by other provinces involved in the Canadian Heart Health Initiative (CHHI), and on the literature. Content validity was established through a series of focus groups and expert opinion appraisals and pilot testing. Psychometric analyses provided empirical evidence of the construct validity and reliability of the leadership scales in the baseline survey (n=144) of the Alberta Heart Health Project.

Principal component analysis verified the construct of the leadership scales of personal work‐related practices and satisfaction with work‐related practices. Each of the theoretically a priori determined scales factored into two scales each for a total of four final scales. Scale alpha coefficients (Cronbach's alpha) ranged between 0.71 and 0.78, thus establishing good scale internal consistencies.

Limitations include the relatively small sample size used in determining psychometric properties. In addition, further qualitative work would enhance understanding of the complexity of leadership in health organizations. These measures can be used by both researchers and practitioners for the assessment leadership for health promotion and to tailor interventions to increase leadership for health promotion in health organizations.

Establishing the psychometric properties and quality of leadership measures is an innovative step toward achieving capacity assessment instruments which facilitate evaluation of key relationships in developing health sector capacity for health promotion.

This paper discusses the role played by social determinants of health in the incidence and management of type 2 diabetes mellitus (diabetes) among vulnerable populations. This issue is especially important in light of recent data from Statistics Canada indicating that mortality rates from diabetes have been increasing among Canadians since the mid‐1980s, with increases being especially great among those living in low‐income communities. Diabetes therefore appears – like cardiovascular disease – to be an affliction more common among the poor and excluded. It also appears to be especially likely to afflict poor women. Yet we know little about how these social determinants of health influence diabetes incidence and management. What evidence is available is provided and the case is made that the crisis in diabetes requires new ways of thinking about this disease, its causes, and its management.

The purpose of this paper is to explore whether participating in an entrepreneurship education programme with short-term international placements can help pre-service teachers to identifying the characteristics of entrepreneurial competence from a wide definition of entrepreneurship (Lackéus, 2015) rather than from a business centred definition, to be developed by entrepreneur teachers.

A three-year longitudinal qualitative study was carried out. In-depth interviews were conducted using open-ended questions with 17 pre-service teachers from the University of Deusto (Spain). They were participating in a European project with short-term international placements at five different European higher education institutions.

There is no consensual definition of the term entrepreneurship, which varies depending on the context. Entrepreneurship could be considered to be both a mindset and a lifestyle. The characteristics of entrepreneurs that were mentioned the most included: being creative, team players, open-minded, innovative, passionate, motivated, hard-working and risk-takers; being able to overcome challenges; having initiative; being proactive, organised and persevering; having leadership skills, communication skills, the ability to adapt; having a positive attitude and, being decision-makers. Short-term placements contribute to personal development, improved foreign language competence, increased awareness and understanding of other cultures, and acquiring entrepreneurship competence.

Research on the characteristics of teacherpreneurs is still in its early stages. The vast majority of studies focus on entrepreneurs and teachers of entrepreneurship education programmes aimed at those who wish to start up new businesses. This study contributes to a better understanding of the term entrepreneurship, to identifying the current characteristics of teacherpreneurs, and to outline certain variables that could be considered during pre-service teachers training plans. It also proposes further research into in-service teacherpreneur education.

The purpose of this paper is to present a theoretical framework for assessing the effects representatives have on their client's perceptions of justice, outcome and satisfaction, as well as the treatment received by clients from other stakeholders, in workplace dispute resolution processes.

Research propositions are advanced based on constructs and theories drawn from the literature on organizational justice, in particular, as well as social psychology in general.

Representatives are hypothesized to have a profound effect on their client's perceptions of voice, participation and satisfaction as well as on the treatment accorded the client by the other side and third‐party neutral. Representation, per se, is heralded as neither a positive nor a negative force in workplace dispute resolution processes.

The framework of a representative's effects is limited by a focus on individual employees who pursue disputes arising out of the employment relationship against management and, therefore, excludes disputes involving groups as well as non‐employment related disputes.

Suggestions for expanding or contracting the role of representatives in workplace dispute resolution are discussed.

Although it is ubiquitous in US jurisprudence and is a growing presence in alternative dispute resolution, the representative‐client dyad has been unexplored. The impact representatives have on the client's perceptions of justice, and the effects representatives have on other stakeholders in the process, bear scrutiny.

The overall purpose of this study is to utilize the Theory of Planned Behavior (TPB) in combination with four dark tourism constructs (dark experience, engaging entertainment, unique learning experience, and casual interest) to gain a better understanding of behaviors and intentions of tourists who have visited or plan to visit a dark tourism location.

A total of 1,068 useable questionnaires was collected via Qualtrics Panels for analysis purposes. Confirmatory Factor Analysis (CFA) was used to verify satisfactory reliability and validity regarding the measurement of model fit. With adequate model fit, structural equation modeling was employed to determine positive and negative relationships between TPB and dark tourism constructs. In all, 11 hypotheses statements were tested within this study.

Results of this study indicate that tourists are curious, interested, and intrigued by dark experiences with paranormal activity, resulting in travel choices made for themselves based on personal beliefs and preferences, with minimal outside influence from others. It was determined that dark experience was the most influential of the dark tourism constructs tested in relationship to attitudes and subjective norm.

The data collected for this study were collected using Qualtrics Panels with self-reporting participants. The actual destination visited by survey participants was also not factored into the results of this research study.

This study provides a new theoretical research model that merges TPB and dark tourism constructs and established that there is a relationship between TPB constructs and dark tourism.

This chapter focuses on information efficiency as provided by fair value accounting (FVA) and corporate governance (CG) practices in an emerging market. Positive accounting theory was adopted as an empirical model to test the relationship between information efficiency and stock prices. Data for the period 2007–2020 from 576 listed firms on the Stock Exchange of Thailand were collected, tested, and analyzed using a fixed effect estimator. The results indicate that investors in the stock market trust the use of publicized efficient information as provided by FVA and CG practices in making their investment decisions, when FVA and CG proxies were found to significantly influence stock prices. Hence, this evidence implies that information efficiency leads to better firm values in an emerging market.