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The purpose of this study is to analyse the characteristics of all the referrals to the forensic MHIDD service over the past five years and to compare these characteristics to the cohort of service users attending the three general MHID services based in Dublin which are Service 1, Service 2 and Service 3.

This is a cross-sectional study of adults attending the three generic MHID services and the national forensic MHIDD service. The medical files of service users attending the MHID services were reviewed, and data such as age, gender, level of intellectual disability and psychiatric diagnoses were extracted and compiled into a database. The forensic MHIDD service has since its inception maintained a database of all referrals received and reviewed. The characteristics data needed were extracted from the forensic MHIDD database. All these data were then analysed using the Statistical Package for Social Sciences (SPSS).

The majority of the three MHID service users were in the moderate to profound range of intellectual disability, while the majority of the cases assessed by forensic MHIDD had normal IQ, borderline IQ and mild intellectual disability with 66.1%. The prevalence of neurodevelopmental disorder, schizophrenia and emotionally unstable personality disorder in the forensic MHIDD is comparable to the three MHID services. The prevalence of depression, bipolar affective disorder (BPAD), anxiety disorder and obsessive-compulsive disorder (OCD) is higher in the three MHID services than in the forensic MHIDD service.

The FHMIDD received referrals at a greater level of overall ability, with two-thirds of the service users having mild intellectual disability to normal IQ. The prevalence of neurodevelopmental disorder such as ASD and schizophrenia is comparable between the forensic MHIDD and the three MHID services. There is a higher prevalence of depression, BPAD, anxiety disorder and OCD in the three MHID services as compared to the forensic MHIDD service.

The purpose of this study is to test whether presenting organizational change in a way that promotes the status quo will result in increased employee support for the change.

Using quantitative methodology, categorical data were collected through an online cross-sectional survey in which 222 adult respondents participated. The items used vignette-based question blocks with fixed response options. Item responses were analyzed using an exact binomial test – focusing on the relationship between status quo bias and other responses to change communications.

The findings demonstrated that status quo bias has an association with employee sensemaking. These results suggest that status quo bias can be utilized by organizational leaders and change practitioners to endorse change efforts. Furthermore, it not only appears that promoting what is staying the same but also including a small reason to justify the change can bring additional advantage. Advertising a vision of radical transformation is problematic as it may actually heighten employee resistance.

This research explores and presents a convergence between organizational change management and behavioral economics – specifically, status quo bias. No other comparable study collecting data across a number of organizational change themes and critiquing existing change management models could be found during the preparation of this research effort.

The purpose of this empirical study was to test whether presenting organizational change in a way that enhances employee self-worth will result in increased employee support for the identified change. In doing so, we developed a new measure, which includes a novel baseline element.

Items were developed, and then categorical validation data were collected through an online cross-sectional survey in which 222 respondents (adults over 18 years of age, and at least 6 months tenure) participated.

Within the items, we framed the activation of self-worth bias as requests for employee comments regarding change efforts. Results indicate there is a difference between asking for employee comment on change efforts, compared to asking for employee comment on change efforts and also providing feedback considerate of that input.

This study explores and presents a convergence between behavioral economics, management and applied psychology research – using both self-worth bias, and organizational change management communications; no other such comparable study or analysis could be found during the preparation of this research effort. Furthermore, a novel measure and innovative method is presented for developing and measuring self-worth bias during organizational change management communications.

The position of these Irish agitators is illogical and untenable; the remedy they propose is no remedy at all – nevertheless they are talking about the tenure of land and the right to land; and thus a question of worldwide importance is coming to the front.³

During the 1980s, mushroom production developed as the most important sector of the Northern Ireland horticultural industry. Describes a strategic programme by which Northern Ireland can maintain its existing share of the Great Britain market for fresh mushrooms in the face of increasing competition from other import sources. Identifies and considers adjustment to supply timing, widening the areas of distribution and expanding market demand. Describes improvements in product quality and presentation as integral facets of the programme.

Evaluates how economic co‐operation can be organized for the mutual advantage of the two economies of Northern Ireland and the Republic of Ireland. The methodological approach adopted by the authors explores the dynamics of market design within the two transitional economies and examines how they could contribute to the performance of an all‐island economy. The emphasis is on public utilities, electricity and telecommunications as sources of inter‐firm synergies. At a time when many European countries are moving towards greater integration, it is imperative that the two economies on the island of Ireland integrate in order to realize competitive advantages. Integration may not be the panacea for solving specific economic problems such as unemployment or housing shortages, however, it will solve the problem of diseconomies of small scale which impair the competitiveness of commercially oriented public utility firms on the island. The politics is not about the spoils of a united Ireland but the gains from participation in an integrated Europe. The primary objective is in realizing the economic reality of all‐island commercial activities which will dissipate rents, eliminate inefficiencies, create incentives and release real economic growth.

Recent years have witnessed considerable efforts to improve the national system of training and development in Ireland. Much of this renewed effort has been instigated by heightened international competition, technological advancements leading to the emergence of skill gaps in certain industries, and renewed pressure to provide increased incentives for organisational level training. The combined effect has been the dilution of the essentially voluntarist nature of the State’s role in training and development towards a more interventionist approach. This paper is divided into four key sections. The first section provides an overview of Ireland in terms of her labour market, educational and vocational infrastructure. In section two, we describe the evolution of the national system of training and development in Ireland and provide a basic “map” of Ireland’s training framework. Section three reviews current practices and trends in training and development at the organisational level using both national statistics on the incidences of training, and data collected by the Cranet‐E Survey on International Human Resource Management (1995). Finally, section four discusses a range of critical challenges facing Ireland as we approach the new millennium.

Borrowing from earlier contributions in the cross‐cultural management and international human resource management literatures, firstly we conceptualise expatriate adjustment as a multifaceted construct encompassing work, general, interaction and overall adjustment and then we examine the impact of work‐role characteristics in the form of role novelty, role ambiguity, role conflict and role overload on these different domains of adjustment. With respect to adjustment, while our data, drawn from a postal survey of US and Canadian expatriates on assignment in Ireland, show some variations in work, general, interaction and overall adjustment, the composite measure of overall adjustment reveals that, on the whole, respondents are well adjusted to working and living in Ireland. Turning to the impact of work‐role characteristics on adjustment domains, role novelty is positively correlated with work adjustment. Both role ambiguity and role conflict are negatively correlated with work adjustment. Multiple regression results reveal that, combined, role novelty, role ambiguity, role conflict and role overload account for 31.1 per cent of the variance in work adjustment, 13.4 per cent of the variance in general adjustment, 17.2 per cent in the case of interaction adjustment and 17.5 per cent of the variance in overall adjustment.

The purpose of this paper is to explore the transition to and early experience of secondary school for students with autism from the perspective of their parents. It aimed to gather the parents’ personal accounts of their views of the transition experience for their child and of their perceptions of both the positive and the negative factors inherent in the process of transition. There was an emphasis on seeking useful information for others from the parent’s perception, views and choices.

As parents were reporting on their own perceptions and also their child’s experiences, a qualitative exploratory descriptive method was required. Thematic analysis was used as a pragmatic method to report on the experiences, meanings and the reality of the transition to secondary school from a parent’s perspective (Braun and Clarke, 2012).

A variety of supports and strategies were described, parents were unanimous in their emphasis of the importance of communication to them. Parents were concerned about secondary schools not fully understanding the nature of autism, and the impact this can have on their child as an individual. Despite differing perceptions and views on the purpose or end product of secondary educations for their child, all the parents communicated a desire for their child to reach their potential and make progress within the secondary school system.

This was a small qualitative study with a self-selected group of parents in the Republic of Ireland, with fathers underrepresented. It did not take any account from any other stakeholders or the students themselves.

Parents would benefit from more practical support and communication during this time in the child’s education. Their recommendations and personal experiences may serve as a useful reference point for parents preparing for this time in their child’s school life.

The study highlights the need to better understand how children with autism can be supported in making social attainments and connections within mainstream secondary schools in Ireland.

There is a small body of knowledge related to the secondary school experience for students with autism. It contributes the parental perspective and highlights areas for further research and practice.