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WHEN the new building, to house the Faculty of Engineering in the University of Bristol, was completed some years ago, a relatively large low speed wind tunnel was one of the items of equipment to be designed to fit into the Aeronautical Laboratory space. As compact a design as possible was desired and after a general layout had been decided upon it was proposed to build a one‐third scale model to check on the performance of the design. In fact, two such models were designed and built, and it is the second of these, which overcame some of the difficulties encountered in the first layout, which is described here.

This study aims to investigate the effect of healthy food advertising (HFA) in preventing obesity (measured using the healthy eating attitude and perceived self-regulatory success) through the meta-cognitive role of consumer wisdom (CW). The meta-cognitive role of CW to better promote healthy eating attitude and behavior is relevant and underexplored.

Data were collected from 310 young consumers through an online survey. Reliability and validity were established using confirmatory factor analysis, and hypotheses were analyzed through structural equation modeling using MPlus V8.3.

The results reveal that HFA has a positive influence on all dimensions of CW: responsibility, purpose, perspective, reasoning and sustainability. All dimensions but one augment a positive healthy eating attitude, but only responsibility and sustainability enhance consumers’ self-regulatory success. The findings show that HFA does not directly prevent obesity, but CW mediates the relationship between that advertising and obesity prevention. These findings show that CW establishes a mindful connection between HFA and obesity control.

This research extends the theory of CW in the context of healthful eating and contributes significantly to the advertising, hospitality and obesity literature.

This study also has implications for multiple stakeholders, including consumers, restaurant operators, hospitality managers, brand managers, the government and society in general.

To the best of the authors’ knowledge, this study marks the first attempt to investigate the role of CW in preventing obesity. It is also the first study to examine the relationships of HFA with CW and a healthful attitude toward eating.

The aim of this study was to evaluate the relationship between social media addiction and eating behavior, eating disorder risk, body weight and life satisfaction in university students during pandemic period.

The sample consists of 1,411 university students. Data were collected using online questionnaire and Scale of Social Media Usage Motives, Social Media Addiction Scale-Student Form, Dutch Eating Behavior Questionnaire (DEBQ), SCOFF Eating Disorders Scale and Life Assessment Scale were used in the study.

Of the participants, 79.7% had different levels of social media addiction. Body weight and body mass index (BMI) values of those with high social media addiction were significantly higher than those in the non- and low-addicted group (p < 0.05). There was a positive relationship between social media addiction and duration of social media use, social media addiction and emotional and external eating behaviors and a negative relationship between social media addiction and life satisfaction (p < 0.01). There was no significant difference in eating disorder risk according to social media addiction groups (p = 0.823). Individuals in the nonaddicted social media group had the highest Life Assessment Scale score (p < 0.01).

Social media addiction was prevalent among university students, and it was related to BMI, eating behavior and life satisfaction. It is necessary to be more careful in the use of social media, which has increased in the pandemic period. Trainings to reduce the use of social media can positively affect eating behavior and contribute to the prevention of obesity and increasing life satisfaction.

In this paper, the authors aim to propose to find the variables that affect the Taiwanese people’s satisfaction level of the general public with the government.

The authors intend to utilize the Bayesian quantile regression to explore the variables that affect the satisfaction of the general public at specific quantiles of Taiwanese satisfaction with the government and rough set classification to explore key variables related to the satisfaction level. Then they make the comparison of the classification among the two methods to obtain the performance of the classification.

The experiment result shows the major factors which have the positive relationship with the people who have higher satisfaction level with the central government. These factors include satisfaction with the uncorrupted performance of the central government; the evaluation of household’s economic condition one year after the present time; the satisfaction with the Taiwanese central government’s measures on food safety and the satisfaction with the 12 years primary education reform.

The study’s originality hinges on the application of Bayesian quantile regression and rough set classification to the analysis of the Taiwanese satisfaction with the government. It offers more insights on the key variables related to different satisfaction level and the classification performance between the two methods.

Exercising human resource (HR) leadership has always been difficult in challenging times, but the unique stressors facing organizations throughout the world today call for a new approach to HR leadership and its development. We propose a multifaceted model that redefines the role of strategic HR leadership and for understanding connections between authentic HR leadership and sustainable organizational performance. We argue that to build enduring organizations and motivate employees to provide superior customer service and create sustainable value for their organizations, we need HR leaders who know themselves, who lead with integrity and demand conformance to higher ethical values.

Computers have transformed the design of everything from cars to coffee cups. Now the food industry faces the same revolution, with intelligent computer models being used in the design, production and marketing of food products. The combined market capitalisation of the world’s biggest food, cosmetics, tobacco, clothing and consumer electronics companies is $2 trillion, forming the world’s 500 richest companies. Many of these “fast‐moving consumer goods” companies now apply intelligent computer models to the design, production and marketing of their products. Manufacturers aim to develop and produce high volumes of these commodities with minimum costs, maximum consumer appeal, and of course, maximum profits. Products have limited lifetimes following the fashions of the consumer‐driven marketplace. With food and drink, little is known about many of the underlying characteristics and processes. Product development and marketing must therefore be rapid, flexible and use raw data alongside existing expert knowledge. Intelligent systems, such as neural networks, fuzzy logic and genetic algorithms, mimic human skills such as the ability to learn from incomplete information, to adapt to changing circumstances, to explain their decisions and to cope with novel situations. These systems are being used to tackle a growing range of problems, from credit card fraud detection and stock market prediction to medical diagnosis and weather forecasting. This paper introduces intelligent systems and highlights their use in all aspects of the food and drink industry, from ingredient selection, through product design and manufacture, to packaging design and marketing.

A core concept of work–home interface research is boundary permeability – the frequency with which elements from one domain cross, or permeate, the boundary of another domain. Yet, there remains ambiguity as to what these elements are and how these permeations impact important outcomes such as role satisfaction and role performance. The authors introduce a multidimensional perspective of work–home boundary permeability, identifying five forms of boundary permeation: task, psychological, role referencing, object, and people. Furthermore, based on the notion that employee control over boundary permeability behavior is the key to achieving role satisfaction and role performance, the authors examine how organizations’ HR practices, leadership, and norms impact employee control over boundary permeability in the work and home domains. The authors conclude with an agenda for future research.

Searching for a job is an important process that influences short- and long-term career outcomes as well as well-being and psychological health. As such, job search research has grown tremendously over the last two decades. In this chapter, the authors provide an overview of prior research, discuss important trends in current research, and suggest areas for future research. The authors conceptualize the job search as an unfolding process (i.e., a process through which job seekers navigate through stages to achieve their goal of finding and accepting a job) in which job seekers engage in self-regulation behaviors. The authors contrast research that has taken a between-person, static approach with research that has taken a within-person, dynamic approach and highlight the importance of combining between- and within-person designs in order to have a more holistic understanding of the job search process. Finally, authors provide some recommendations for future research. Much remains to be learned about what influences job search self-regulation, and how job self-regulation influences job search and employment outcomes depending on individual, contextual, and environmental factors.

Organizational behavior scholars have long recognized the importance of a variety of emotion-related phenomena in everyday work life. Indeed, after three decades, the span of research on emotions in the workplace encompasses a wide variety of affective variables such as emotional climate, emotional labor, emotion regulation, positive and negative affect, empathy, and more recently, specific emotions. Emotions operate in complex ways across multiple levels of analysis (i.e., within-person, between-person, interpersonal, group, and organizational) to exert influence on work behavior and outcomes, but their linkages to human resource management (HRM) policies and practices have not always been explicit or well understood. This chapter offers a review and integration of the bourgeoning research on discrete positive and negative emotions, offering insights about why these emotions are relevant to HRM policies and practices. We review some of the dominant theories that have emerged out of functionalist perspectives on emotions, connecting these to a strategic HRM framework. We then define and describe four discrete positive and negative emotions (fear, pride, guilt, and interest) highlighting how they relate to five HRM practices: (1) selection, (2) training/learning, (3) performance management, (4) incentives/rewards, and (5) employee voice. Following this, we discuss the emotion perception and regulation implications of these and other discrete emotions for leaders and HRM managers. We conclude with some challenges associated with understanding discrete emotions in organizations as well as some opportunities and future directions for improving our appreciation and understanding of the role of discrete emotional experiences in HRM.

Although a significant body of work has amassed that explores the antecedents, correlates, and consequences of employee turnover in organizations, little is known about how employees go about quitting once they have made the decision to leave. That is, after the decision to voluntarily quit their job is made, employees must then navigate through the process of planning for their exit, announcing their resignation, and potentially working at their company for weeks after their plans to resign have been made public. Our lack of understanding of the resignation process is important as how employees quit their jobs has the potential to impact the performance and turnover intentions of other organizational members, as well as to harm or benefit the reputation of the organization, overall. Moreover, voluntary turnover is likely to increase in the coming decades. In this chapter, we unpack the resignation process. Specifically, drawing from the communication literature and prior work on employee socialization, we develop a three-stage model of the resignation process that captures the activities and decisions employees face as they quit their jobs, and how individual differences may influence how they behave in each of these three stages. In doing so, we develop a foundation upon which researchers can begin to build a better understanding of what employees go through after they have decided to quit but before they have exited their organization for the final time.