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The United Nations has demonstrated a commitment to preserving the ecosystem through its 2030 sustainable development goals agenda. One crucial objective of these goals is to promote a healthy ecosystem and discourage practices that harm it. Building materials production significantly contributes to the emissions of greenhouse gases. This poses a threat to the ecosystem and prompts a growing demand for sustainable building materials (SBMs). The purpose of this study is to investigate SBMs to determine their utilization in construction operations and the potential impact their application could have on construction productivity.

A systematic review of the existing literature in the field of SBMs was conducted for the study. The search strings used were “sustainable” AND (“building” OR “construction”) AND “materials” AND “productivity”. A total of 146 articles were obtained from the Scopus database and reviewed.

Bio-based, cementitious and phase change materials were the main categories of SBMs. Materials in these categories have the potential to substantially contribute to sustainability in the construction sector. However, challenges such as availability, cost, expertise, awareness, social acceptance and resistance to innovation must be addressed to promote the increased utilization of SBMs and enhance construction productivity.

Many studies have explored SBMs, but there is a dearth of studies that address productivity in the context of SBMs, which leaves a gap in understanding. This study addresses this gap by drawing on existing studies to determine the potential implications that using SBMs could have on construction productivity.

Organizational justice research has become the main paradigm of research in the field of HRM. The purpose of this paper is to outline a number of underlying challenges to which this paradigm is ill-suited. It broadens the traditional understanding of what is meant by fairness within the HRM literature to help explain how justice judgements are formed and may be used to influence societal-level fairness processes. It develops a framework to aid the understanding of the fairness of decisions that individuals or organizations make.

The paper presents a conceptual review of the main paradigms used in fairness research. It draws upon the organizational justice literature as the dominant paradigm in HRM research, and conducts a cross-disciplinary review that introduces a range of theories less frequently used by HRM researchers – specifically capability theory, game theory, tournament theory, equity sensitivity theory, theories of intergenerational equity, and burden sharing. It demonstrates the relevance of these theories to a number of areas of organizational effectiveness.

The paper shows that researchers are now augmenting the organizational justice research paradigm under two important pressures – awareness of hidden structures that preclude the option for real fairness; and new variables that are being added to the consideration of organizational justice.

HR functions have invested significant resources in employee engagement or insight units, but if their policies trigger significant inequality of outcomes, perceived problems of justice, a lack of burden sharing, no sense proportionality, organizations may not be able to achieve other important HR strategies such as sustaining and deepening employee engagement, developing organizational advocacy, building an employer brand, or being seen to have authenticity in its values. The framework suggests a broadened educational base for HR practitioners around fairness. It also suggests that there may be complex employees segments concerning perceptions of fairness.

The cross-disciplinary perspective taken on fairness helps deconstruct the judgements that employees likely make, enabling organizations and individuals alike to ask more critical questions about their respective behaviour.

Small and medium-sized contractors are critical to micro and macroeconomic performance. These contractors in South Africa have long been confronted with the problem of business failure because of a plethora of factors, including poor productivity. The purpose of this study is to investigate salient issues undermining the productivity of small and medium-sized contractors in South Africa. This study proposes alternative possibilities to engender productivity improvement.

Qualitative data were collected using semi-structured interviews with 15 contractors in Gauteng Province, South Africa. The research data were analysed using content and causal layered analyses.

Challenges to contractors’ productivity were associated with inadequately skilled workers, management competence and political factors. Skills development, construction business and political factors were dominant stakeholders’ perceptions. Metaphors for construction labour productivity are presented and reconstructed as alternative directions for productivity improvement.

Contractors lose a substantial amount of South African Rand to poor productivity. Alternative directions provided in this study can be leveraged to increase profitability in construction organizations, enhance the social well-being of South Africans and ultimately improve the contribution of contractors to the South African economy.

The causal layered analysis (CLA) applied in this study is novel to construction labour productivity research. The four connected layers of CLA, which make a greater depth of inquiry possible, were explored to investigate labour productivity in construction organizations.

This article discusses the qualities of leadership and contrasts the role of a leader with that of a manger. It analyses the impact of the New Public Management (NPM) regime's performance management strand on leadership in the public sector. The achievement of targets is seen as a measure of political success and analysis is made of the manner in which this is reinforced throughout public organisations. The effects of ‘robust’ performance management techniques are examined and examples given of the negative impacts of quantitative targets. It is argued that the function of the leader is reduced to that of managing the attainment of these centrally set goals. As a result risk‐taking and innovation are constrained to that which is required for the achievement of these goals. This is seen as an explanation for the current prevalence of ‘gaming’ ploys and is linked to a drop‐in integrity in the pursuit of outputs. It is further argued that the target regime sees the ‘Sovietisation’ of the public sector and a return to the Taylorian values of an industrial past. A brief case study of social service provision illustrates the potential for negative outcomes that may result. This article concludes that when a ‘tick in the box’ is allowed to suffice the qualities of public sector leadership are inevitably reduced and confined to the panopticon of centralised targets.

Whoosh, is that all there is? On the eve of becoming a partner at a well-known consulting firm (“the stuff MBA dreams are made of”), a senior executive starts to question what he is doing with his life. Walt Shill had graduated eight years earlier from the Darden Graduate School of Business Administration at the University of Virginia and had worked his way up at McKinsey Consulting to become the first American partner in the Japanese office. Shill and his family move back to the United States, where he starts to question his goals. For the first time, it seems that Shill has no target to aim for. Having had reached his goals, Shill sets out on an adventure to seek his own meaning of life. He gets into good-enough shape to take a cross-country bicycle ride, which he completes. This undisguised case tells Shill's story and what he learned along the way. It ends with Shill's promise to himself to be less judgmental and to start walking through life with eyes wide open. A teaching note is available to registered faculty.

The purpose of this paper is to present findings from face-to-face interviews with three former care staff who were proven to have abused some of the older people living in the care and nursing homes in which they had once worked. The research sought to explore the intra-personal dynamics, personal characteristics and work experiences that led these staff to perpetrate abuse.

Semi-structured interviews were undertaken with three former care and nursing home staff who had committed abusive acts and the data secured subjected to thematic narrative analysis.

None of the three people interviewed had intended to become care staff and reported that the interview and induction processes they experienced did little to establish their suitability for the work they would be undertaking or to prepare them for its demands. Participants expressed their generally negative perceptions of older people, particularly those living with dementia, and told of how they also felt that they were under pressure to conform with the often abusive care home regimes that they had entered. They also recounted some specific abusive practices developed to allow them to manage the constant tension between the time available to complete all of the tasks required when “caring” for older people, and revealed their perceptions of external scrutiny of care home conduct and the behaviours developed to deflect the effectiveness of this oversight. Two interview participants also revealed their unfavourable attitudes to some of the people they were employed to care for that were based upon perceptions of ethnic differences, and of how this had contributed to the abuse they perpetrated.

Though the research draws upon the experiences of only three former care staff, the data reveal some of the intra-personal dimensions of individual staff who have engaged in abusive acts, and illuminates how the care home environment with which they interact can engender conditions under which abuse is more likely to occur.

Unusually, the paper explores the characteristics, perceptions and experiences of care staff who have actually committed abusive acts against those entrusted to their care.

The Student Christian Movement (SCM) arose from the formal integration in one unit of a number of different strands of student‐run evangelical religion in British Universities(1). The Jesus Lane Sunday School in Cambridge, staffed by students, had been open since 1827. David Livingstone's visit to Cambridge in 1858 inspired the Church Missionary Union and in the same period Cambridge students began a Daily Prayer Meeting. In 1877, the students brought their various efforts together into the Cambridge Inter‐Collegiate Christian Union (CICCU). Similar movements were developing in other colleges. The first major links were created by the “Cambridge Seven”. Even at the end of the period of the “Saints” (as Wilberforce and his fellow evangelicals were known), more than three‐quarters of the men who volunteered for foreign missions were artisans, shop‐boys, labourers and apprentices(2).