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Subcontracting is “the procurement of an item or service which is normally capable of economic production in the prime contractor's own facilities and which requires the prime contractor to make specifications available to the supplier”. Subcontracting plays an extremely important role in an industry (p.6). It is extensively used in manufacturing industries where manufacturing technologies are flexible. Subcontracting is an important option among strategies for aggregate production and capacity planning. “Subcontracting is a means of reallocating production requirements among firms to achieve production smoothing. Subcontracting usually lowers total production costs, and hence, increases producers' profits” (p.1362). Subcontracting is traditionally regarded as an opportunity to pay a fixed‐cost or premium for items produced by an outside supplier. This leads us to the topic of when to subcontract.

In Australia, it is estimated that volunteers provide over $14.6 billion of unpaid labour to not-for-profit organisations. Much of the work that volunteers undertake is within a project context, yet the impact of a project and its environment on volunteer commitment is unknown. A conceptual model proposes three categories of factors that impact volunteer commitment to a project: purposeful, emotional and contextual. The purpose of this research is to empirically explore the conceptual model of volunteer commitment with volunteers working on projects in order to seek support for, and refine, the model.

The research design was exploratory and Q methodology was used as a framework to collect and analyse data. Forty-one Australian volunteers engaged in project-based tasks participated in the study.

Refinement of the initial conceptual model of volunteer commitment is required. The three categories that influence volunteer commitment to a project should be labelled “my contribution”, “relationships” and “the project”. The revised model shows early evidence that the project itself is the main commitment building factor.

Whilst volunteer retention is not a new field of knowledge, research such as this further informs not-for-profit organisations in their volunteer recruitment and retention practices.

The aim of this chapter is to introduce the aims of the book, how it is structured and introduce the main concepts of positive psychology and positive education. This includes a brief history of positive psychology and how it led to its application in schools as positive education. The chapter introduces positive education, what it is, why wellbeing is important in education and some of the main frameworks for positive education being used in schools. A rationale for why the focus of this book is on positive education and at all levels of those involved in education in the UK is also provided. Namely, to address whether positive education is too positive for the UK (Robson-Kelly, 2018).

The purpose of this paper is to articulate the results of a comprehensive literature review and grassroots outreach with first responder organizations to present an operationalized framework for organizations to utilize as a blueprint in developing customized behavioral health access program (BHAP) programs.

Historically, authorities having jurisdiction (AHJ)over fire service organizations have primarily offered behavioral health interventions through Employee Assistance Programs (EAPs) or commercial insurance carriers. These programs are necessary but may prove insufficient to meet the scope and needs of trauma-exposed firefighters and the firefighters' families.

A BHAP is a comprehensive and operationalized plan which clearly specifies the mental health services fire department members and families need, where those services are available within their communities and levels and standards of care that are expected in the provision of these services.

The BHAP is becoming a world standard of behavioral health care for first responders. While some fire service agencies are beginning to create BHAP guides, developing and implementing a BHAP can be time consuming and overwhelming, particularly for departments with limited internal and external resources. While the results of this review focus on BHAP within the fire service, this framework is applicable across all first responder professions.

The purpose of this paper is to summarize the scope, methodology and main findings of a doctoral thesis about the demand‐resource experience of workers in the Australian construction industry.

A mixed methods approach was used to explore workers’ experience of demands and resources, which incorporated Q Methodology and survey research. The research was embedded within a constructivist epistemology, and Q Methodology was used to explore the subjective experience of demands. Survey research was used to explore resources, and individual characteristics and preferences of workers.

The research suggests that Australian construction workers can be classified into four broad groups according to their work, family and community demand profiles. Results indicate that the construction workforce is not a homogeneous workforce. Instead, the demands and resources associated with each of the four groups emphasises the heterogeneous nature of the construction workforce.

Extension of the work‐life fit model recognises the subjective nature of experience, and introduces a new methodology to both the work‐life and construction management domains.

An understanding of the demands and resources of workers will better enable organizations to support effective role performance of a dynamic workforce.

The findings of the research form the basis of a new work‐life fit model which applies a demands‐resources approach.

The purpose of this paper is to critically review the literature on design thinking training to elucidate guidelines for best practices of design thinking training interventions.

The literature was reviewed, which outlined several themes that informed a series of recommendations for organizations considering developing design thinking training.

Process-based training, delivery activities and content, skills-based approach, delivery format, support for training and training evaluation were identified as key themes in the literature. These themes highlighted practical recommendations for developing design thinking training interventions. Findings also demonstrate current limitations in the literature.

Research on design thinking training is limited; therefore, recommendations for training should be applied carefully. The limited research points to a fruitful area for future research and development of design thinking training.

This paper suggests that researchers and practitioners should develop face-to-face or hybrid design thinking training interventions that follow the design thinking process and focus on the development of relevant skills, using interactive, user-focused and design visualization activities. Results suggest that adequate support for training should be provided, and outcomes of training should be empirically evaluated.

To the best of the authors’ knowledge, this paper is the first to review the design thinking training literature and provide general recommendations for both design thinking training development and design thinking research.

This study aims to analyze the effect of top management team (TMT) expertise on real earnings management (REM) and accrual earnings management (AEM) activities in companies in Indonesia by examining a hand-collected secondary data from non-financial publicly listed companies in Indonesia in 2016 and 2017. The expertise of TMT members is measured by possession of a master’s degree, understanding and experience of managed core functional areas, and possession of accounting certifications such as CA or CPA. The results of the study show that the expertise of the members of the TMT has no influence on the activity of AEM in companies in Indonesia. Meanwhile, understanding and experience on the managed core functional areas have a positive influence on REM activities through abnormal cash flows. Possession of accounting certification has a positive influence on REM activities in companies that are in accordance with managerial entrenchment effects, as well as a negative influence on REM activities in companies through abnormal discretionary expenses that are in line with incentive-reduction effects.

The purpose of this paper is to summarize the benefits of including a service learning project in college classes and focusses on benefits to all stakeholders, including students, community, and faculty.

Using a snowball approach in academic databases as well as a nominal group technique to poll faculty, key topics for service learning across college disciplines are presented.

Findings include a wide range of service learning projects across disciplines.

Areas for future research are identified to expand the service learning topic list as well as guide studies on the long-term benefit of service learning for each identified stakeholder.

For new faculty or faculty new to service learning, the list of paper ideas is a good first step to identify projects. While not comprehensive, the list serves to stimulate topic ideas and fills a void in the service learning literature.

Service learning exists to provide real-world learning for students, but the projects provide benefits for community groups, agencies, and organizations. Societal benefits from the student effort are numerous and there are little or no costs to the agencies who participate.

The abundance of service learning literature has studied learning across disciplines and has quantitatively and qualitatively presented benefits, but no studies have worked to compile project ideas across major college disciplines. This research addresses this issue and provides the key first step to implement the service learning pedagogy: the topic idea.

New Zealand reintroduced titular honours (i.e. knighthoods and damehoods) in 2009. We document the prevalence of knights and dames on the board of directors.

We use a probit regression to investigate what firm characteristics are significantly associated with having a knight or dame on the board of directors.

We find 19 of 112 companies have a knight or dame on the board. These companies are bigger and have larger and more independent boards than other companies. We also find a knight or dame is more likely to serve in companies that have higher dividend yields.

The generalisability of our results is limited by the small number of knights and dames on the boards of listed companies and our archival regression approach. Although we document an association, we cannot prove causation.

We show that directors with greater and easily visible reputational capital are more likely to supply their services to companies that mitigate risks to their reputation and protect minority shareholder interests.