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This paper aims to propose an organizing framework of a possible relationship between working environment and bullying at work.

A total of 926 Italian employees completed the Majer D'Amato Organizational Questionnaire 10 (MDOQ10) and the Negative Acts Questionnaire Revised (NAQ‐R) in order to test the relationship between climate and bullying.

The study finds that organizational climate is a critical antecedent of bullying at work. Organizational climate dimensions at a singular level, and interaction among them, impact on bullying at work.

The impact of working environment on bullying at work is supported.

The paper seeks to validate a structural model wherein workplace bullying is depicted as related to health by way of mediating the relationship between organizational climate with health.

Over 700 Japanese employees completed a shorter version of the Majer D'Amato organizational questionnaire 10, the Negative Acts Questionnaire Revised and the Center for Epidemiologic Study for Depression. Lifestyle variables (alcohol consumption and sleeping hours) were also collected from participants. Structural equation modelling was used to test the hypothesis.

A model of bullying at work was developed which incorporated relationships among organizational and health factors. Workplace bullying partially mediated the climate‐health relationship.

The model developed within this paper integrates prior theoretical work on workplace bullying and helps researchers and organizations understand the process through organizational risk factors that might have a negative association with employees' health. Further, this paper contributes an understanding of workplace bullying in a non‐Western context.

Agricultural workers represent an important part of the population exposed to high heat-related health and productivity risks. This study aims to estimate the heat-related productivity loss (PL) for moderate work activities in sun and shady areas and evaluating the economic cost locally in an Italian farm and generally in the whole province of Florence. Benefits deriving by working in the shade or work-time shifting were provided. Comparisons between PL estimated in Mediterranean (Florence, Italy) and subtropical (Guangzhou, China) areas were also carried out.

Meteorological data were collected during summers 2017–2018 through a station installed in a farm in the province of Florence and by two World Meteorological Organization (WMO)‐certified meteorological stations located at the Florence and Guangzhou airports. These data were used to calculate the wet-bulb globe temperature and to estimate the hourly PL and the economic cost during the typical working time (from 8 a.m. to 5 p.m.) and by advancing of 1 h and 2 h the working time. Significant differences were calculated through nonparametric tests.

The hourly PL and the related economic cost significantly decreased (p < 0.05) by working in the shade and by work-time shifting. Higher PL values were observed in Guangzhou than in Florence. The decrease of PL observed by work-time shifting was greater in Florence than in Guangzhou.

Useful information to plan suitable heat-related prevention strategies to counteract the effects of heat in the workplace are provided. These findings are essential to quantify the beneficial effects due to the implementation of specific heat-related adaptation measures to counter the impending effects of climate change.

In this chapter, I trace Arizona's prison siting and construction history to examine how cultural norms and traditions, economics, political prerogatives, and notions about the prison's purpose shape how such institutions are conceived, planned, and realized over time. By looking longitudinally at how prisons have come to be – as physical entities – in one locale, I reveal both the continuities and changes in the underlying meaning of the prison. In doing so, I aim to contribute to a broader understanding of the process of late modern penal change, especially the proliferation of prison building in the past 30 years.

Management research has begun to explore how cultural entrepreneurs use established or declining societal traditions to create distinctive new ventures and products. In this study, we propose an alternative pathway for creating entrepreneurial opportunities, that is, through leveraging extinct societal traditions. Extinct societal traditions yield opportunities to create highly distinctive products and ventures, yet their use entails substantial challenges. To understand how entrepreneurs can successfully leverage extinct societal traditions, we investigate the case of The Merchant of Venice, an Italian venture established in 2013 that produces luxury perfumes based on the perfume-making tradition that flourished in Venice between the sixteenth and seventeenth centuries and disappeared afterwards. Our study illuminates how cultural entrepreneurs can leverage extinct societal traditions by (a) exhuming lost knowledge and practices, (b) validating them as an authentic and appreciable tradition of a given community and territory, and (c) elevating their meaningfulness as core to place identity. Our study contributes to the literature on cultural entrepreneurship and traditions by revealing the distinct challenges that resurrecting extinct traditions entail, enriching the understanding of types, goals, and processes of cultural entrepreneurship, and widening current knowledge of the roles of tradition custodians.

The purpose of this paper is to explore the origins and management of literary festivals in Ireland from the perspective of their founders or those involved in managing these festivals.

This qualitative research study explores six literary festivals across the island of Ireland. The research and data collection instruments include bibliographic research and a series of in-depth interviews with festival founders, directors and managers.

The festivals in this study have evolved from a range of origins and are strongly influenced by the artistic vision and strategic approach of their founders and/or directors. Generating adequate revenue remains a constant challenge for these festivals as they rely on three primary sources of funding, i.e. ticket sales, sponsorship and grant support. Volunteering at literary festivals provides an opportunity for increased community involvement, participation and a sense of co-creation. Building strong partnerships and positive stakeholder engagement is fundamental to successful festival support and funding, ensuring that festivals can deliver well-structured programmes that will attract a loyal and engaging audience.

This exploratory research is limited to six literary festivals in Ireland and there is potential to extend this into a more comprehensive study.

This study provides insights into this increasingly popular festival sector and identifies practical strategies for developing and managing literary festivals and related events.

Even though literary festivals have proliferated in Ireland over the past twenty years, there is a dearth of academic research in this area. The research study focuses on literary festivals, primarily from a “supply” rather than “demand” perspective.

The purpose of this study is to explore the relationship between employee age and intimidation in the workplace. Dysfunctional employee behaviors such as harassment and aggression are harmful to the organizational work environment. Such destructive behaviors have long been viewed as negatively impacting organizational success. Additionally, the age dynamics in organizations are rapidly changing as the “graying of America” progresses, older workers remain in the workforce and younger workers delay employment.

The study utilizes data from the Federal Bureau of Investigation's National Incident-Based Reporting System (NIBRS), which is a national database containing information on crime in the US.NIBRS was used to measure the occurrence of workplace violence overall, and workplace intimidation specifically, in the restaurant industry, as well as the ages of both victims and perpetrators of work-related violence.

Results revealed that younger workers are more likely to perpetrate workplace intimidation than their senior counterparts. As victim age increases, employees are more likely to report intimidation than more serious crimes.

Workplace intimidation prevention programs do not typically include age as a factor. This study may be helpful to managers and HR managers charged with developing workplace training programs.

The results of this study contribute to the shared understanding of dysfunctional workplace dynamics. As the workforce collectively ages, organizations should acknowledge the potential impact age may have on violence in the workplace.

This paper aims to ascertain how knowledge of corporate social responsibility (CSR) by community members influenced their perception of Anglo Gold Ashanti (AGA) and its reputation.

The study used a qualitative approach using the phenomenology design. The population of the study was the residents of the Obuasi Municipality and a sample size of 20 was used. Purposive sampling was used to select both the sample frame and the respondents for the interview. An interview guide was used to carry out the in-depth interviews. Thematic analysis was used to analyse the interview notes.

The study found out that the CSR carried out by AGA was mainly for philanthropic or ethical purposes. The CSR of AGA was perceived to be very important for the Obuasi Municipality, except that it has not been done to the satisfaction of the community members. There was a gap between the perception of the community members about AGA’s CSR and the observed CSR activities of AGA.

The findings are based on people’s experiences and may differ in another geographic area even within the same country. People’s experiences may be different from reality.

Detailed background study is required to understand the expectations of communities where mining firms operate.

It is important for companies to appreciate the fact that communities in Africa have high expectations from entities doing business because there are real needs in communities.

Poor CSR practices will jeopardise the relationship between the firm and the community.

In this paper, I explore what shapes the identities of digital nomads (DNs), a class of remote workers who travel and work concurrently. Through extensive fieldwork and interviews with 50 digital nomads conducted in seven coworking hostels in Mexico in 2022, I construct a theory of DN identity. I base this upon the frequent transformations they undergo in their Circumstances, which regularly change their worker identity.

DNs relinquish traditional social determinants of identity, such as nationality and religion. They define their personal identities by their passions and interests, which are influenced by the people they meet. DNs exist in inherently transitive social spaces and, without rigid social roles to fulfil, they represent themselves authentically. They form close relationships with other long-term travellers to combat loneliness and homesickness. Digital nomads define their worker identities around their location independence. This study shows that DNs value their nomadic lifestyle above promotions and financial gain. They define themselves by productivity and professionalism to ensure the sustainability of their lifestyle. Furthermore, digital nomad coworking hubs serve focused, individual work, leaving workplace politics and strict ‘office image’ norms behind. Without fixed social and professional roles to play, digital nomads define themselves personally according to their ever-evolving passions and the sustainability of their nomadic life. Based on these findings, I present a cyclical framework for DN identity evolution which demonstrates how relational, logistical, and socio-personal flux evolves DN’s worker identities.