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The post-COVID-19 era is characterised in the professional field by a deterioration in the psychological health of employees and by “The Great Resignation”. These phenomena require managers to rethink both organisational and HR strategies to protect their workers’ health, to retain them in their job and, in fine, to ensure the sustainability of the organisation. However, studies have demonstrated that high performance work systems (HPWS), which are currently the dominant approach in human resource management, are related to an intensification of work and consequently a deterioration of employees’ health (conflicting outcomes perspective). At the same time, workers’ well-being has been shown to be associated with numerous organisational outcomes, such as individual performance. However, relatively few articles have investigated win–win organisational practices or programmes that promote the well-being and consequently performance of workers. These include virtuous organisational practices (VOPs), which specifically aim to enhance employees’ well-being, considered not as a means to an end, but as an end in itself (mutual gains perspective). This paper aims to develop the general hypothesis that VOPs could increase employees’ performance by protecting their health and thus offer an alternative to HPWS.

We review relevant current research on psychological well-being and work performance and present innovative systems of organisational practices such as VOPs that create psychologically healthy workplaces and enhance workers’ optimal functioning (well-being and performance).

Based on theoretical arguments and empirical studies, we hypothesise that alternative practices such as VOPs can increase employees’ performance while protecting their health and encouraging them to stay in the organisation.

After this review, we discuss future avenues for research to encourage the scientific community to test this hypothesis.

Finally, we make a number of specific recommendations about how to (1) appraise, design and implement VOPs, (2) enhance organisational communication and managerial adherence to VOPs, and (3) train managers in R.I.G.H.T leadership behaviours.

Presentation of an original approach in this research field: the VOPs.

This study aims to investigate the relationship between a positive leadership style [i.e. authentic leadership (AL)] and nurses’ psychological health (i.e. nurses’ flourishing and satisfaction with work–family balance), including psychological capital (PsyCap) as a mediational variable.

A cross-sectional study was conducted with a self-report questionnaire including 1,076 nurses from public and private hospitals in France.

Structural equation modeling results revealed that AL is related to nurses’ flourishing and satisfaction with work–family balance and that PsyCap acted as a partial mediator between this leadership style and positive outcomes.

This research indicated that hospitals can enhance nurses’ psychological health not only in their work but also in their lives in general by improving leaders’ authentic management style and developing PsyCap (e.g. staffing, training and development).

An original feature of this paper concerns its focus on the mediating role of PsyCap in the relationship between AL and these positive outcomes. Moreover, this study underlined the influence of leadership style on nurses’ psychological health beyond occupational health. The research makes a valuable contribution to the existing AL literature by establishing a new explanatory model of AL and nurses’ psychological health in the French context. It also highlights the interest in developing this leadership style in health-care settings.

This paper aims to estimate whether human resource (HR) practices influence labour demand dynamics behaviour.

Groups practices in terms of employees satisfaction and work organisation, financial incentives and individual's career perspectives, and explains how they may influence labour productivity and cost. Considering five HR variables, estimates two specifications of labour demand dynamics, under production constrained by demand or monopolistic competition regimes. Applies the two‐step GMM estimator proposed by Blundell and Bond to a balanced panel of 452 Belgian firms observed during the period 1998‐2002.

In the complete monopolistic competition specification, estimates a positive one lag relation explaining labour demand by average training hours combined with an indicator of well‐being of workers, the fact that they are engaged in long term contracts and stay in firms. Some evidence therefore seems to show that some combined HR practices can improve labour demand.

Provides information on whether HR practices influence labour demand dynamics in a Belgian context.

In my preliminary thesis studies of social media, in the wake of the killings of women such as Natalie Connolly, there was a seeming widespread agreement, that if a man could get a relatively minor sentence for ending the life of a woman, using the purportedly ‘erotic’ context of the death as a legal means, then something in the judiciary was going wrong. Traditional feminists and many sex freedomists appeared to concur, in a rare moment of overlap on contemporary sexual ethics from these often scrummaging political groups. However, this ostensible concurring mystifies a more fundamental set of antagonisms that has plagued what we occasionally understand as the rhizomes of the ‘progressive left’, not least in the difficult relationship between political feminism and the sexual freedom movement, or indeed ‘sex positive feminism’. This latter ‘choice’ feminism seemingly elided with sexual freedom and jettisoned the hang ups of radical, Marxist and some branches of equality feminism, still persisting but indicative of what we broadly call ‘the second wave’. This elision between feminism and sexual freedom situates women as individuals with identities that signify an inexhaustible will, not as a casted and economized subjectivity embedded in a historical moment. This move sought to overcome the stalemate between sexual liberation, and women’s liberation. But did it? If we ask questions such as: what should legal practice and policy privilege in its functioning, the protection of individual sexual choices, or defence of the physical safety of women made vulnerable to violence by sexually oppressive cultures? – we may uncover the more profound ethical and epistemological contentions at stake. I want to frame the disputes between sexual freedomists and feminists that still persist, despite our contemporary liberal feminist vernacular, in relation to this theoretical shift in what is understood as ‘choice’, using the issues that satellite ‘the rough sex defence’ (BDSM, porn, violence, consent) in order to illuminate this tension. I want to use a materialist feminist analysis that retraces the concept of ‘choice’ in the feminist canon in order to analyse this elision in the context of the antagonisms between women’s liberation and sexual liberation. In tracing this ethical history I hope to contribute to an untangling of these unwieldy political notions in order to better confront the crystallized divisions in progressive sexual politics that contextualize the underlying disputes that frame the ‘the rough sex defence’. Doing so is necessary if we are to manage a more open, lucid conversation about what the role of the law is, or should be, in dealing with sex and violence in twenty-first century Britain.