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The study goes beyond the more frequent interest in information privacy to identify other notions of privacy within the workplace. The purpose of this paper is to explore how these additional notions of privacy relate to key demographic and employment characteristics and how data protection training, often instigated as a means of highlighting and addressing issues relating to privacy of customers’ data, is related to employees’ notions of their own workplace privacy.

The study was undertaken in two telephone call centres since they offered a working environment where staff are highly monitored and hence there are likely to be issues relating to employee privacy. The study is exploratory in nature and adopts a mixed method approach based on a questionnaire survey that was followed by semi‐structured, qualitative face to face interviews.

The survey findings identified three distinct notions of privacy; the concern for personal information privacy (CfPIP), the concern for working environment privacy (CfWEP) and the concern for solitude privacy (CfSP). The findings were supported by the qualitative data provided by the interviews. CfWEP is found to be a gendered issue, with women showing a greater concern for the privacy of their working environment. Finally, the findings indicate that effective data protection training are associated with increased concern for their own privacy in the form of CfPIP, and that inclusion of data protection issues in performance reviews is associated their concern for CfWEP.

Previous studies of privacy in the workplace focus on the simplistic notion of information privacy. This study goes beyond such studies and provides empirically‐based evidence of multiple dimensions of privacy operant in a single, real‐world workplace setting. It also provides empirical insight to the previously unexplored issue of the association between data protection training employees’ notions of their own privacy.

Presents the results of a survey of the use of human resource information systems (HRIS) in smaller organizations, conducted in 1998. The survey enquires as to the nature of information stored electronically in three core areas: personnel, training and recruitment as well as the type of information analysis being undertaken. Significant relationships were found between the total number of people employed by the organization, and certain aspects of its information storage and manipulation. Smaller organizations were also found to be less likely to use HRIS, and HRIS was also used less frequently in training and recruitment. No sectoral differences were found. Similar to the results of IES/IPD surveys, and some academic work, it was found that HRIS are still being used to administrative ends rather than analytical ones.

During the last 20 years, there has been an explosion in the production and dissemination of a number of highly popular managerial concepts. These initiatives, such as TQM and BPR, highlight a number of themes. Refers to these new movements as “new managerialism”, supported by new institutional frameworks which all act as sources and bearers of management knowledge upon which, in part, professional managers draw for practical guidance. Uses Foucault’s archaeological and genealogical methods to argue that new managerialism is a discourse on a grand scale as well as emerging and dispersing locally, occurring in everyday talk and text, or “discourse”. According to Foucault, one of the effects of grand scale new managerialism is that it exerts a disciplinary gaze over managers who are immersed in its knowledges, and who seek to follow its guidelines to achieve “best practice”. As leaders, this best practice relies on the utilisation of “charisma”. Using interpretive repertoires, a method that is sympathetic to this approach, analyses the talk of two everyday managers who describe their roles as leaders, as well as a group of employees, or “followers”, and notes the importance of “charisma” in their accounts. Shows how the projection of a charismatic identity is central both accounts, and suggests that the individuals studied are subject to a charismatic gaze.

This paper explores the development and maintenance of trust and distrust in an organization undergoing a merger. Using a longitudinal study we examined the sense‐making of retained staff by comparing two sets of in‐depth interviews with six survivors and detailed field notes. Four central themes were identified revealing differences between trust and distrust. The themes included: the importance of perceived changes to the psychological contract, organizational justice, reputations of individuals and risk management. By analysing the sense‐making the need for congruence between what was done and how it was done was revealed. As distrust grew staff balanced this disequilibrium through their trust in the familiar, however, this finding calls into question the role of rationality as the basis for risk management. We discuss the implications of these findings for the successful management of mergers.

The purpose of this paper is to focus on how the author’s status as an international academic wanting to maintain “local” research relationships in the author’s country of origin both improved and derailed the process of conducting an organizational ethnography.

Using visual representations of the research design process inspired by Maxwell’s (2013) model, the paper traces the evolution of a glocal engaged scholarship project and the personal, professional, and commitments that pulled the researcher and the research project in competing directions.

The first iteration of the project showed that, despite geographical nomadism, the author was firmly anchored to professional norms and methodological choices, with these attachments to values, principles, and practices constituting a global academic “home.” As the project unfolded, local organizational needs and desires that called into question the researcher’s local organizational knowledge and methodological choices destabilized the author’s sense of home, creating a situation of “away-ness” that acted as a catalyst for reflexivity about the project and relationships with organizational partners.

By overturning a view of home as being rooted in a particular locale and homelessness as being nomadic, this confessional tale problematizes the idea that some organizational ethnographers and projects are local while others are foreign.

The purpose of this paper is to evaluate the role of Recuperative Care after hospital discharge.

A combined qualitative and quantitative study. The quantitative study was a concurrent, parallel, geographically controlled trial of Recuperative Care versus standard NHS hospital rehabilitation. Recuperative Care is rehabilitation in a residential care home with no on‐site medical or nursing staff. A daily programme of exercises and activities to improve independence is provided by two in‐house occupational therapists. The primary outcome measures were discharge destination, domicile 3 and 12 months post‐discharge and mortality. A purposefully selected sample of 20 recuperative care patients was interviewed after discharge.

There was a small difference of borderline significance in initial discharge destination (slightly more patients were discharged home from recuperative care than from Hospital). However, at 3 months and 12 months there was no significant difference between the groups. A logistic regression analysis suggested the main determinant of outcome was cognitive function. There was no significant difference in mortality between the groups. The qualitative data demonstrated Recuperative Care to be a highly‐rated, positive and sometimes life‐changing experience for patients. The interview data illustrate the aspects of care and characteristics which were beneficial.

Recuperative care is a model of partnership working which has potential to free‐up hospital beds while benefitting patients.

The presentation of the qualitative data aims to highlight those aspects of Recuperative Care which seemed beneficial from a clinical perspective.

This paper aims to explore service-user perspectives of sensory approaches introduced and promoted by the trauma and self-injury service within the National High Secure Healthcare Service for Women (NHSHSW) at Rampton Hospital.

This cross-sectional descriptive study used a semi-structured questionnaire, which was devised for this evaluation and included both open and closed questions. The data collected were then analysed using descriptive statistics and thematic analysis.

The paper evaluates the current use of sensory approaches within the NHSHSW. Sensory approaches were widely used across the service, with essential oils being the most commonly used sensory approach. The use of sensory approaches can be understood according to the following three themes: independence, accessibility and self-regulation. The self-regulation theme contained three sub-themes as follows: safety-seeking, relaxation and reducing distress. The evaluation also highlighted barriers to using sensory approaches and sought service-user feedback as to how these may be overcome.

Participants’ feedback informed changes to practice, such as introducing sensory approaches to service-users earlier in their care pathway and increasing the accessibility of sensory items. These approaches may be of relevance to service provision in other forensic or inpatient settings.

This paper offers a unique contribution to the current literature with its focus on using sensory approaches to ameliorate trauma symptoms, in the context of a forensic setting.