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This paper aims to describe the RE-COV study and to summarise its findings. It focuses particularly on the implications of lessons learned for national, operational and building design policy and practice.

Invitations to take part in a RE-COV study survey were emailed to the operators of 270 retirement villages and older people’s extra care housing schemes in England which were known to the Elderly Accommodation Counsel. Completed questionnaires were returned from 38 operators, online or electronically, between December 2020 and February 2021.

Survey findings evidenced the breadth and depth of the operators’ responses, the effects these had on residents’ lives and worthwhile changes which could be made. Outcomes demonstrated included higher levels of protection for residents from the COVID-19 virus compared to older people living in the general community, and high levels of residents feeling safe, supported and reassured.

The findings are used to offer evidence-based recommendations for housing operators, building designers and policymakers which could enhance resident, staff and operators’ health and well-being, both going forward and during possible future pandemics.

There is evidence that retirement villages and extra care housing provided safe, resilient and supportive environments during the first year of the pandemic which were highly valued by residents.

This study addressed a knowledge gap regarding how the COVID-19 pandemic had impacted housing-with-care stakeholders, evidencing specifically how operators had responded, and what their response achieved.

Extra care housing has now been around for a long time. People are referred as tenants because they can no longer cope at home and many already have dementia or have developed it while living in extra care. While extra care does promote independence, can it really provide support for people with dementia? Here, Rachael Dutton presents the conclusions of a study that asked this question and looks at the practicalities behind the answer.

In this paper we build upon previous research that examines how workers in devalued occupations transform structural conditions that threaten their dignity into resources with which to protect themselves. Through in-depth interviews and fieldwork with early childhood educators (ECE), we examine the work experiences of teachers in four distinct work contexts: daycare centers and within elementary schools, each in either the public or private sector. We find that these different school organizational contexts shape what kinds of identity challenges early childhood teachers experience. Different organizational contexts not only subject teachers to different threats to their work-related identity but also have different potential identity resources embedded within them that teachers can use on their own behalf. Thus, while all the early childhood educators in our sample struggle with being employed within a devalued occupation, the identity strategies they have developed to protect their self-worth vary across employment contexts. We show that the strategies these interactive service workers use to solve identity-related problems of dignity at work involve the creative conversion of constraints they face at work into resources that help them achieve valued work identities.

This discussion paper aims to further explore narcissistic vulnerability as a psychological concept in relation to stalking, adding to the literature base by resurrecting this focus and exploring practical implications of this association through proposing a schema therapy (ST) approach.

Stalking results from an interaction of circumstances and a vulnerable personality. Understanding the psychology of those who stalk, before and during stalking episodes, is pivotal in helping the person stalking to desist and thus protect victims. Knowing how to most effectively intervene at the earliest opportunity with those stalking is an area receiving renewed attention. Not least due to the improved identification of stalking, but also the continued absence of empirical evidence on effective intervention approaches. This paper sets out to explore the utility of ST with stalking cases.

Recent research undertaken by Wheatley et al. (2020) with men who had stalked and were detained in prison within the UK highlighted narcissistic vulnerability as a key feature in their personalities. The original study provided support for the linked conceptualisations of narcissistic vulnerability, preoccupied attachment styles and the phenomenon of stalking. This paper extended discussions to explore the utility of ST to address narcissistic vulnerability in stalking cases.

This is an original discussion paper combining research with stalking cases, practitioner specialism, psychological theory and existing empirical literature to argue for the value of ST for addressing stalking.

Personality research often has focused on how people change in response to the work environment, given that work constitutes a significant portion of the daily life of adults. However, most research has failed to consider the effect of the work context on purpose in life. This omission is surprising given that purpose research involves several characteristics that align well with the occupational psychology and organizational behavior literatures. The current research considers how one feature of the work context, work stress, may (or may not) facilitate the purpose development process. We put forth a Purpose and Work Stress (PAWS) model which explains why understanding whether work stress is perceived as harmful or challenging to employees can provide significant insight into whether that occupation is aligned with the individual’s purpose in life. Furthermore, the model highlights that the ability to monitor and interpret work stress may help an individual identify and cultivate their purpose. Implications of the PAWS model are described, including how it may help us understanding the roles for retirement and job crafting on purpose.

The following classified, annotated list of titles is intended to provide reference librarians with a current checklist of new reference books, and is designed to supplement the RSR review column, “Recent Reference Books,” by Frances Neel Cheney. “Reference Books in Print” includes all additional books received prior to the inclusion deadline established for this issue. Appearance in this column does not preclude a later review in RSR. Publishers are urged to send a copy of all new reference books directly to RSR as soon as published, for immediate listing in “Reference Books in Print.” Reference books with imprints older than two years will not be included (with the exception of current reprints or older books newly acquired for distribution by another publisher). The column shall also occasionally include library science or other library related publications of other than a reference character.

The environment in which businesses operate today is uncertain, chaotic, and changing at a more rapid pace than ever before. In this new dynamic world, current approaches to organizational design and processes are not as effective as they have been. Recent research has provided insight into organizational agility as a method to help organizations survive and thrive in these environments. A divergent body of literature is presented that explores agility, learning, and thriving. An exploratory mixed-methods study was conducted at the team level to examine the relationship between these constructs as well as their relationship to performance. Based on the results, we present a series of propositions for future research and provide an illustration of the Components of Agile and Thriving teams to be used as its foundation. The discussion serves to synthesize these initial findings and provide both implications for practice as well as theory.

This introduction sets forth the main themes of the volume, reviews the methods employed by the contributors, and demonstrates the relationships among the chapters.

The chapters in the volume exemplify current research approaches to the subject matter: gender-based violence. The introduction identifies both trends and gaps that might be filled by future research.

Worldwide attention is being drawn to examples and forms of gender-based violence. These are currently major topics in the media, both factual and fictional. Public policies are under discussion and programs to deal with them are developing. However, because the discussions and the programs are often not research-based or intersectionally inclusive, gender-based violence persists and victims are sometimes ignored, blamed, or subjected to further violence.

The chapter serves as an overall introduction to the volume and the subject matter more generally.

Fifty eight per cent of reporting companies have a shortage of skilled workers and 64 per cent of manufacturers believe entry‐level workers lack the necessary skills to positively impact their company. The most recent reports estimate that employers spend around one per cent of payroll on training. Lack of investment in training is an often‐cited reason why companies in the USA. are losing market share to foreign competitors. This study provides data regarding the extent to which training is conducted, formally and informally, in a sample of small businesses. According to the results of the study and a review of current literature, employees need training in a variety of areas and are not receiving adequate training in today’s small business environment. The study specifically includes information with respect to: (1) the types of training that small business owners believe they need to be more successful; (2) the various training methods currently used in training both employees and managers; and (3) the primary training resources used by the small businesses. The study was intended not only to determine what is happening in training and development in small businesses, but also to make owner‐managers more aware of the importance of training to their long‐term success. If owner‐managers of small businesses worldwide both read and apply the results of the study to their own individual small businesses, they could be expected to increase the level of their training programmes and change their overall attitude towards the importance of training.

Stress and the military go hand-in-hand, particularly in combat environments. While some personality traits or types weaken relationships between stress and performance, others, such as psychopathy, may strengthen them. In the present chapter, we consider the ramifications of individuals with high levels of psychopathy or psychopathic tendencies in the military with regard to both their own stress and performance and that of those around them. We discuss different reactions to psychological and physical stress, as well as the implications of psychopathic tendencies as they relate to current military issues, including gender, leadership, teamwork, turnover, post-traumatic stress disorder, and suicide. By juxtaposing relevant research findings on stress and psychopathy, we conclude that psychopathic tendencies should have neither uniformly negative nor positive effects on stress and performance in the military. Rather, effects on such individuals and the peripheral others with whom they interact will likely vary greatly depending on numerous factors.