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We explore: (1) the effects of work unit pressure on employees’ satisfaction with work–family balance (S-WFB); (2) the effects of individual-level job and family pressures on S-WFB; and (3) the extent to which schedule control moderates the negative influences of work unit pressure and other demands on employee S-WFB – among employees in a large healthcare system.

The data come from employee responses to the baseline survey (n = 3,950) administered in September 2012, and from administrative unit-level data (445 units) showing the extent to which units were “on-budget” (within 5 percent), “over-budget,” or “under-budget.”

Practices associated with cost containment in a healthcare system of 10,000 employees in the United States appear to have a negative impact on employee S-WFB. Working in a unit that is “under-budget” is negatively associated with individual S-WFB. Employees with high job demands, longer hours, responsibilities for children and/or adults, also reported lower S-WFB than employees without these characteristics.

Research is limited by lack of measures specific to healthcare workers, the use of baseline data only, and sample size for some of the analyses.

Schedule control makes a difference even under high work pressure. The lack of interactions among variables that typically moderate relationships between work pressures and S-WFB suggests the need for more support for healthcare workers under the strain of cost containment.

We include an objective indicator of unit-level job pressures on individual employees, thus identifying specific ways that work stress affects S-WFB.

This study presents an analysis of the evolution of advertising's portrayal of women in motorsport. The construct of source credibility is examined and used as a framework to better understand the limitations and opportunities of female athlete endorsers in general and female racing car drivers in particular. The advertising images of pioneer drivers Janet Guthrie, Lyn St. James and Sarah Fisher are discussed and compared to that of Danica Patrick, a media star in the Indy Racing League (IRL). Patrick has been successful in capitalising on her expertise and attractiveness to enhance her image and endorse products. Attitudes towards using sex appeal to sell products are presented and discussed.

The problems facing hospitals are outlined as they attempt to survive in a turbulent environment. One solution to coping with organisational crisis is downsizing. However, there are often negative effects on human resources when an organisation conducts a reduction in force. In this article, a model of the stages of individual and organisational crisis is described; considerations for planning the downsizing process are identified; and suggestions for management development are presented.

Increased access to flexible work arrangements has the prospect of enhancing work-family reconciliation. Under consideration is extent that managers assumed lead roles in initiating discussions, the overall volume of discussions that occurred, and the outcomes of these discussions.

A panel analysis of 950 managers over one and a half years examines factors predicting involvement in a change initiative designed to expand flexible work arrangement use in a company in the financial activities supersector.

The overall volume of discussions, and tendencies for managers to initiate discussions, is positively predicted by managers’ prior experiences with flexibility, training to promote flexibility, and supervisory responsibilities. Managers were more inclined to promote flexibility when they viewed it as a supervisory responsibility and when they believed that it offered career rewards. An experiment demonstrated that learning of professional standards demonstrated outside of one’s own unit increased promotion of flexible work options. Discussions of flexibility led to many more approvals than denials of use, and also increased the likelihood of subsequent discussions occurring, indicating that promoting discussions of flexible work arrangements can be a path toward expanding use.

The study identifies specific factors that can lead managers to support exploration of flexible work arrangement use.

This chapter seeks to reassess the film GoldenEye (Campbell, 1995), and its highly successful (Impellizeri, 2010) videogame adaptation GoldenEye 007 (Rare, 1997), in light of the concept of the Hegemony of Play (Fron, Fullerton, Morie, & Pearce, 2007), which seeks to critique the dominance of the hypermasculine ‘gamer’ identity in videogame culture (a persona GoldenEye anticipates in its problematic character Boris Grishenko).

Since the gamer is bound up in the very technological materiality of videogames as a medium and an industry (Dyer-Witheford & de Peuter, 2009), central to this discussion is the significant yet highly ambivalent role technology continues to play in the Bond films, both extending and threatening (Leach, 2015; Nitins, 2010) Bond’s natural male skill and intuition (McGowan, 2010). Indeed, GoldenEye is a particularly salient study since many suggest Brosnan to be the most technologically adept (or dependent) of the Bonds (Rositzka, 2015; Willis, 2003), and I will argue that the film and game together explore just what happens when Bond’s implacable force meets the immutable technological object, providing a fascinating lens through which to read the larger technocultural shifts embodied in the transition to the immaterial economies of cognitive capitalism (Hardt & Negri, 2001) and their potential to disrupt traditional, patriarchal gender configurations (Haraway, 1991; Hayles, 2005; Plant, 1998; Wajcman, 2004).

Core to this is a critical reading of the game’s popular multiplayer mode, where exploration of whether technology can be understood to potentially level the gender playing field (Jones, 2015) or whether the fact that such technology is always already encoded as masculine (Chess, 2017) ultimately undercuts this ambition.

The purpose of this paper is to explore the relationship between employee perceptions of unfair treatment of older workers and employee engagement.

In a sample of over 4,500 workers, ages 18-94, from a retail workforce across three regions of the USA, the authors examine the relationship between perceptions that older workers are less likely to be promoted and employee engagement, using multilevel mixed effects linear regression models. The authors also examine whether the relationship is different if older workers were seen as fit for promotion, and whether discrimination is: intentional (fit, but less likely to be promoted) or unintentional (unfit, and less likely to be promoted).

Results indicate that perceived discrimination is related to lower levels of employee engagement among workers of all ages. Findings also suggest that for older workers, there is a more negative relationship between unintentional discrimination and employee engagement, while for younger workers the relationship is more negative for intentional discrimination.

Age discrimination is a critical issue for managerial psychology. While the authors' study is limited to one organization, the idea of unintentional discrimination may make it easier for managers to recognize and challenge discriminatory attitudes and behaviors in less threatening ways.

As older workers of today may not exit the workforce in predictable ways, there is a need to understand potential barriers to continued work. Traditional measures of stereotypes and perceptions of older workers are used here for the first time to construe intentional and unintentional discrimination, which may be one such barrier.