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In 2002 there were 19.8 million people in the United Kingdom over the age of 50 and it is estimated that by 2031 there will be close to 27 million (UK National Statistics Office, 2005). Predictions about the older population changes in the next twenty years indicate that although overall growth will be low, the numbers of ‘young old’ (65‐74) and ‘middle old’ (75‐84) remaining stable until 2011, the ‘old old’ (85+) will show a substantial increase (Grundy, 2004).Bowling et al (2002) stressed the importance of maintaining independence and control over one's life with ageing. This, together with having social roles and participating in social and voluntary activities/hobbies to include those performed alone, contributes to the foundation of good quality of life in old age. New European policies for older adults focus on the provision of equal opportunities, health promotion and stress their involvement in decision‐making (Fletcher, 2000). The increase in the ageing population is evident in the corresponding rise in the growth of nursing and residential homes, sheltered accommodation and home care support and it is anticipated that greater provision will be needed (Wittenberg et al, 1998), particularly if the aspirations of European policy are to be realised. However, some studies (eg, Sheppard, 2003) have documented the paucity of rehabilitation in residential and nursing homes and highlighted the disempowerment experienced by residents. The process of transition in the later stages of the life span from full independence in a familiar home environment to one of total care while providing security may engender feelings of helplessness with a decrease in psychological well‐being.This article outlines and discusses the findings of a study using narratives with older adults, undertaken to explore such effects of life changes, including transition, on their self‐concept.

This paper aims to explore how one industry leader in Indonesia addressed its hiring and training problems while simultaneously contributing to society through an human resource management (HRM)-led corporate social responsibility (CSR) initiative involving a vocational education training (VET) intervention.

The VET case study, which is central to the paper, followed a four-stage action research design. Data were collected through series of consultations with the company’s top management, benchmarking companies, the vocational school, local community and government bodies.

The intervention reduced the company’s hiring and training problems and provided jobs for graduates which addressed local youth unemployment. This experience generated lessons on CSR strategic interventions which should be considered when HRM professionals are seeking to address simultaneously organisational and social objectives.

The study is based on a single case in a local setting in one country.

The study offers insights to HRM practitioners who face similar problems relating to upskilling, local talent supply and employee recruitment. The proposed framework is likely to be relevant to HRM practitioners who play a lead role in their organisations’ CSR initiatives.

The case provides a realistic example of how a company, through its HRM function, can play a meaningful role in addressing societal issues and strategic business objectives.

To the best of the authors’ knowledge, this is an original case study based on primary data, conducted as action research.

UK care leavers are among society’s most vulnerable groups and were badly impacted by the COVID-19 pandemic. The purpose of this study was to explore the impact of the crisis on thier daily functioning, relationships and mental health. The primary focus was the coproduction of key messages from care leavers: to services, to facilitate the provision of relevant, accessible post-lockdown support and to their peers, to encourage positive post-lockdown readjustment.

A total of 134 UK care leavers, aged 18–25, responded to an online survey, then 14 care leavers, recruited via local authorities in the South of England, participated in online care leaver expert working groups (CLEWGs) to build on survey findings, draft messages and outputs and disseminate findings at local and national events. The care-experienced Young Person’s Advisory Group of a UK national charity for care leavers (Become) was involved throughout.

Survey results and CLEWG discussions showed major impacts on care leavers’ well-being, daily lives and connectedness. Mental health was identified as the primary post-lockdown support need. CLEWGs recommended peer support to help rebuild confidence and encourage help-seeking post-lockdown. Participants called for social care professionals, especially personal advisors, to be proactive and to offer personalised, flexible, genuine support. The primary message to peers was to “ask for help if you need it”, but several barriers were identified.

The messages to services and care leavers come directly from care leavers, based on personal experience, and should provide valuable building blocks for the development of relevant and accessible post-pandemic support.

This paper aims to extend the traditional conceptualization of localization, which has largely focused on recruitment, by examining “employability” and “retention” as crucial determinants of localization success.

Using survey data from local (Emirati) employees in private sector organizations in the United Arab Emirates (UAE), the authors develop a holistic model of localization and test the relationships between stereotypes, organizational socialization, employability and retention outcomes, using Smart-PLS.

Among the main findings are the significant influence of stereotypes on organizational socialization (OS) experiences of Emirati employees, with a negative relationship between “work ethics stereotypes” and perceptions of OS experiences. Strong evidence is also found for the indirect effects of OS experiences on retention of Emirati employees, mediated by employability.

This study contributes to the literature on localization by examining the relationships between key variables not examined together in previous research. In terms of limitations, the cross-sectional nature of the study prevents the identification of direction of causality among these relationships. Since employee integration, as part of localization efforts, is a gradual process, future research should include longitudinal studies.

Employability has emerged as a significant challenge for organizations and governments working to implement successful localization initiatives. This study’s findings highlight several opportunities for organizational and governmental policy interventions to support successful localization.

The authors’ holistic model extends localization literature by providing evidence for the role of stereotypes and employability as key constructs to be examined along with OS experiences and retention.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

This research paper set out to explore how an Indonesian organization addressed hiring and training challenges while contributing to society through a Vocational and Education Training (VET) program. The VET intervention, “Project VALERIE,” reduced costs, provided jobs for graduates, and addressed local youth unemployment. Embracing a strategic CSR approach aligned with organizational and societal goals, creating shared value for every stakeholder. Fostering collaborative industry-education partnerships in this way bridged skill gaps and created a reliable talent pipeline. It’s a great example of a strategic win-win approach that other HR teams can replicate.

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The purpose of this paper is to contribute to the emergent research on social business models by revealing challenges encountered by the design and implementation of such business models.

Case study of the development of FACA, an affordable medicine used to treat sickle cell disease, from traditional medicine to market in Burkina Faso.

Social business models present important challenges in terms of value capture for all stakeholders. The social profit equation and the profit equation suggested by Yunus et al. are difficult to apply in practice, and therefore, social business model design should consider the social and profit equations jointly.

Developing countries are seeking different approaches to innovation and healthcare. Social business models appear as one of the potential solutions to bring value to society, organizations, and individuals. The identification of challenges raised by social business models can help policymakers and executives in the design and implementation of these social business models.

The involvement of patients or members of the public within public health, health and social care and addictions services is growing in the UK and internationally but is less common in gambling support services. The purpose of this study was to explore Patient and Public Involvement (PPI) infrastructures and engagement channels used in health and care services and debate their transferability to the gambling support sector (including research, education and treatment).

A narrative review examined data from six English language electronic databases, NHS evidence and grey literature covering the period 2007–2019. We identified 130 relevant items from UK literature. A workshop was held in London, England, with people with lived experience of gambling harm to seek their views on and applicability of the review findings to gambling services.

Synthesis of literature and workshop data was undertaken. Main themes addressed “What works” in relation to: building infrastructures and organising involvement of people with lived experience; what people want to be involved in; widening participation and sustaining involvement and respecting people with lived experience.

Examination of the literature about involvement and engagement of patients, service users and the public in public health, health and social care and addiction services provides potentially useful examples of good practice which may be adopted by gambling services.

The involvement of people with lived experience of gambling harms in gambling support services is under-explored, with little published evidence of what constitutes good practice amongst self-organising groups/networks/grassroots organisations or rights-based/empowerment-based approaches.

The purpose of this paper is to report an initial investigation into the role of national citizenship status in relation to leadership and organizational innovation in the context of the United Arab Emirates, an Arabian Gulf country with a workforce in which migrants far outweigh the number of locals.

The authors use grounded theory methodology to gather initial data and reveal potentially appropriate theory for further research into the role of national citizenship as it correlates with organizational innovation.

The dominant themes that emerged were that citizen leaders display high levels of willingness to deviate from organizational schemata to respond to new situations; a preference for focus on the big picture; and low monitoring of subordinates. These findings indicate that citizen leaders experience greater ease in diverging from organizational schemata, suggesting that national citizenship status may afford a freedom that enhances the potential to contribute to organizational innovation.

The issue of national citizenship is clearly one of increasing significance in the global workplace and, therefore, must be added to the academic research agenda given the combination of more frequent worldwide professional migration and the growing imperative of organizational innovation. To this end, the authors suggest potentially useful frameworks for further study.

This pioneering research has applicability to other geopolitical regions with high numbers of migrants in their workforces.

For the past twenty‐five years or so, the writings of George Orwell — especially his final novel 1984 — have been a popular topic for student research. From junior high through graduate school, interest in Orwell has been consistent. Book reports, term papers, and even seminars on Orwell are common‐place in the national curriculum. Now, as the year 1984 arrives, librarians at all levels — public, school, academic — must brace themselves for a year‐long onslaught of requests for biographical and critical material on Orwell.

The current pandemic and ongoing climate risks highlight the limited capacity of various systems, including health and social ones, to respond to population-scale and long-term threats. Practices to reduce the impacts on the health and well-being of populations must evolve from a reactive mode to preventive, proactive and concerted actions beginning at individual and community levels. Experiences and lessons learned from the pandemic will help to better prevent and reduce the psychosocial impacts of floods, or other hydroclimatic risks, in a climate change context.

The present paper first describes the complexity and the challenges associated with climate change and systemic risks. It also presents some systemic frameworks of mental health determinants, and provides an overview of the different types of psychosocial impacts of disasters. Through various Quebec case studies and using lessons learned from past and recent flood-related events, recommendations are made on how to better integrate individual and community factors in disaster response.

Results highlight the fact that people who have been affected by the events are significantly more likely to have mental health problems than those not exposed to flooding. They further demonstrate the adverse and long-term effects of floods on psychological health, notably stemming from indirect stressors at the community and institutional levels. Different strategies are proposed from individual-centered to systemic approaches, in putting forward the advantages from intersectoral and multirisk researches and interventions.

The establishment of an intersectoral flood network, namely the InterSectoral Flood Network of Québec (RIISQ), is presented as an interesting avenue to foster interdisciplinary collaboration and a systemic view of flood risks. Intersectoral work is proving to be a major issue in the management of systemic risks, and should concern communities, health and mental health professionals, and the various levels of governance. As climate change is called upon to lead to more and more systemic risks, close collaboration between all the areas concerned with the management of the factors of vulnerability and exposure of populations will be necessary to respond effectively to damages and impacts (direct and indirect) linked to new meteorological and compound hazards. This means as well to better integrate the communication managers into the risk management team.