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The purpose of this paper is to explore the peer-reviewed literature, as well as literature written by practitioners having authority on green supply chains and allied areas with a view to identify future research directions with the help of an extensive literature review.

In line with this objective, the constructs “Green Supply Chain Practices” and “Green Supply Chain Performance” were the two terms that were identified for a co-relational study.

As indicated by the literature review, there is a need to do a more detailed study that can pinpoint particular components of green supply chain practices that have a strong association with particular components of green supply chain performance. This paper attempts to achieve the aim by using a different connotation of these two constructs.

Such a study with the connotation and components of green supply chain (GSC) practices and GSC performance as identified and used in this paper might not have been conducted before in the way it is proposed to be used in this paper, thus making this an appropriate contribution. Accordingly, a framework for the research has been depicted, and research questions have been framed.

The foreword to Women's Work in Public Relations discusses the multitude of ways that women experience public relations (PR) work. Each women's experience depends on, for instance, location, culture, the presence (or otherwise) of a union or professional association, the support of colleagues, the practitioner's domestic circumstances and more. There is not just one female experience of PR.

This foreword reviews the chapters in Women's Work in Public Relations and points to the parallels, contradictions, and struggles faced by women working in the little-understood occupation of PR where the everyday work of women is largely invisible. It explains how women working in PR carry out tasks which can at once be necessary, unnecessary, the whim of a client or management, performative, or exploitative – such is the varied and unstructured occupation of PR.

Women face barriers and discrimination at work but past research has not always explained the form that this takes. The foreword notes that much discrimination takes place in plain sight (for instance in terms of erratically applied flexible working policies, unpredictable workloads, or language in professional documents that accepts inequality) and observes that unless we recognise discrimination it's difficult to vocalise opposition to it.

The foreword's discussion of methodology shows that there is no one way to study women working in PR and this book represents a small but rich range of largely qualitative research methodology. It demonstrates that, just as there are many experiences of women in PR, there are also many ways to research them.

The aim of this research is to explore the relationship between green job positions and descriptions, green performance management, green employee relations with job pursuit intentions and the role of employers’ prestige as the mediator.

A survey research design with a sample of 216 undergraduate specialising in the business fields from Malaysian private higher education institutions responded to the questionnaire, while purposive sampling and snowball sampling techniques were used in order to determine the research sample. Data for the research were collected from the target participants via questionnaires and Statistical Package for Social Science (SPSS), while partial least square structural equation modelling (PLS-SEM) via Smart-PLS was utilized to test the developed hypotheses of the research.

The results showed that only green employee relations has a significant relationship with job pursuit intentions out of the three direct hypotheses. As a result of assessing the mediating hypotheses, employers’ prestige mediates the effect of green job positions and descriptions and green employee relations on job pursuit intentions. Conversely, green performance management did not support the mediating association.

This research recommended practitioners to adopt green HRM fundamentals to enhance EP, which results in JPI. Also, the research aids managers and practitioners by providing the outlook of green HRM from a job seeker’s perspective, which can embolden the managers and practitioners in planning a systematic human resource.

The study contributes by enriching the literature concerning the dimensions of green HRM, which is an emergent topic in the human resource field. Furthermore, the study advances by proposing GER in the research framework.

The title of this chapter was inspired by Martin, a prisoner the author met while conducting fieldwork. Martin remarked that, despite the common rhetoric around prisoners ‘maintaining’ their family ties, the reality was that during imprisonment it became more about trying to cling on to them. Imprisonment is perhaps one of the most brutal disruptions a family can undergo, leaving them little choice but to adapt to this enforced transition. Immediately, the spaces where family life can happen narrow severely and become dictated by the prison environment and the plethora of rules that regulate it. The immediate physical separation, onerous restrictions on physical contact and the heavily surveilled nature of family contact during imprisonment constricts space for emotional expression, often rendering romantic relationships clandestine and fatherhood attenuated. Further, the temporal space for family is reduced as limited opportunities for visits lead prisoners to eschew contact with wider family members and prioritise their ‘nuclear’ family. Drawing on empirical research conducted at two male prisons in England and Wales, this chapter then, will detail the complexities of how families navigate this transition and the limitations on what family can mean in the prison environment. The chapter will conclude with the implications of these restrictions for the ultimate transition when prisoners return ‘home’.

This study aims to test whether faculty and students who have developed the most pro-environmental values and concerns are also the most likely to reduce the on-campus waste stream. It does so by using the theory of ecological modernization.

Questionnaires were created and disseminated to a representative sample of 590 undergraduate students and faculty on one college campus. This research took place after widespread efforts were made to increase faculty and student knowledge of the college’s recycling guidelines.

Among the measures of environmental orientation (values, concern about pollution and green consumption), only environmental values were associated with claiming to know guidelines and self-reporting higher levels of recycling effort. None was associated with knowledge about local recycling guidelines.

Research on recycling programs at other campuses would help move beyond this specific case. The use of longitudinal surveys would help establish time-order.

This research makes an important contribution by measuring the impact well-intentioned people have on the waste stream. Without thorough knowledge of local recycling guidelines, even the most environmentally oriented people with the best of intentions may contribute to the waste stream by throwing away things that can be recycled and contaminating recycling bins with non-recyclable materials. The authors conclude that activist interventions are necessary to teach about campus recycling guidelines to reduce the waste produced on campus.

Organizations have viewed sustainability as a societal problem and unrelated to business. To recognize sustainability as an organizational issue requires companies to deal with the challenge of transforming into environmentally sustainable enterprises. This requires institutions to align mission statements with values. The purpose of this paper is to replicate previous research in sustainability and the cultural facets which impact the process.

A qualitative case study method was used to analyze 25 organizations within the US Midwest with various contexts to determine how their respective cultures impacted their change initiatives. Specifically, the authors spoke to sustainability change agents with regard to their leadership and culture, and the factors that are conducive to (or barriers to) implementing sustainability initiatives.

The original study demonstrated the presence of seven contextual conditions which are important in the process of imbedding sustainability within the institution. This research found the same dimensions to be present; however, they manifested differently 15 years later.

The original research offered a somewhat dark picture of the sustainability change initiatives within organizations. The current study however; offers a much more positive perspective which demonstrates organizations appear to have progressed with regard to sustainability.

This is a replication study whereby we discovered similar themes as to the nature of contextual factors that can hinder or advance sustainability initiatives; however, the findings 15 years later show a marked difference in the current state of affairs and the ability to implement sustainability initiatives.

This paper aims to share how the Centre for Ageing and Dementia Research co-designs research within a national programme of work to improve the lives of older adults and those affected by dementia. Through examples of this work, the authors identify the barriers and enablers to participatory approaches and lessons to inform future involvement activities.

This study reflects on implementing the UK National Standards for Public Involvement into practice. Of international relevance, the observations span the research process from research prioritisation and design to research implementation and knowledge exchange.

This study demonstrates the importance of using a relational approach, working toward a common purpose and engaging in meaningful dialogue. Only through offering choice and flexibility and actively learning from one another can co-design lead to synergistic relationships that benefit everyone.

Key implications for researchers engaged in patient and public involvement are be receptive to other people’s views and acknowledge expertise of those with lived experience alongside those with academic expertise. Training, resources and time are required to effectively support involvement and meaningful relationships. A nominated contact person enables trust and mutual understanding to develop. This is an ongoing collective learning experience that should be embedded throughout the entire research process.

This paper demonstrates how the standards are implemented with people who are often excluded from research to influence a national programme of work.

The purpose of this paper is to develop a better understanding of the presence of “green‐collar workers” in organizations, including whether their perception of the organization with regard to environmental activities would affect their willingness to recommend the employer to others. It also aims to analyse generational differences with regard to this phenomenon.

The study used a survey developed from other research on green‐collar workers. It was distributed electronically and the data analysed using primarily χ² and analysis of variance (ANOVA).

There were differences in knowledge levels regarding environmental topics such as the Kyoto treaty and the Green‐Collar Jobs Act. Significant correlations were also found among the variables of generation, willingness to recommend employer, and importance of school/workplace being environmentally friendly.

The use of an online survey was a limitation due to the need for technology access to respond. Despite this limitation, subjects included sufficient members of all four generations to perform the analyzes.

Organizations that are trying to “go green” may well benefit from improved employee relations as a result. Employees who are interested in environmental issues will more likely recommend their companies to others when they feel the organization reflects their interest.

Other studies have not included gender or generational aspects of the issue of environmentalism in their work. This empirical study also investigates the relationship between organizations’ environmental activities, employee perceptions of the organization, and their willingness to recommend their company to others.