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Purpose: Crisis services personnel are frequently deployed around the globe under highly demanding conditions. This raises the need to better understand the deployment process and more especially, sustainable reintegration after deployment. Despite recent research efforts, the study of the post-deployment stage, more specifically the reintegration process, remains fragmented and limited. To address these limitations, this review aims at (1) describing how reintegration is conceptualised and measured in the existing literature, (2) identifying what dimensions are associated with the reintegration process and (3) identifying what we know about the process of reintegration in terms of timing and phases. Design/methodology/approach: Following the preferred reporting items for systematic reviews and meta-analyses (PRISMA) protocol, the authors identified 5,859 documents across several scientific databases published between 1995 and 2021. Based on predefined eligibility criteria, 104 documents were yielded. Findings: Research has primarily focused on descriptive studies of negative individual and interpersonal outcomes after deployment. However, this review indicates that reintegration is dynamic, multi-sector, multidimensional and dual. Each of its phases and dimensions is associated with distinct challenges. Originality/value: To the authors’ knowledge, this is the first research that investigates reintegration among different crisis services and provides an integrative social-ecological framework that identifies the different dimensions and challenges of this process.

The influence of societal culture on group organizational citizenship behavior (GOCB) and the moderating function of culture on the connection between directive and supportive leadership and GOCB are investigated. It is found that directive leadership has a negative effect while supportive leadership has a positive effect on GOCB.

Several surveys are conducted to explain the relationship between the loss of resources and negative job attitudes and burnout in the employees. The relationships in case of the employees that receive a negative feedback from their seniors are shown to be much higher as compared to others.

The analysis of the impact of threats of workplace violence on the commitment and dedication of Dutch police officers, based on the perspective of psychological contract, is presented. The buffering effect of peer support in the face of such threats is examined.

This study addresses three issues. First, characteristics of Dutch police work and the stressful aspects of this work are described. Second, the levels of burnout of Dutch police officers are assessed in terms of emotional exhaustion, depersonalization, and personal accomplishment. Finally, burnout is related to the use of force by police officers. Data were collected through participant observation during 122 patrol shifts and by a questionnaire distributed to police officers (N = 358). Organizational hazards emerged as the most frequently stressful and demanding aspects of police work. Compared to other professions, police officers score relatively low on emotional exhaustion, relatively high on depersonalization, and average on personal accomplishment. Significant relationships were found between burnout of police officers and a positive attitude toward the use of force, the self-reported use of force, and the independently observed use of force. Implications for research, police management, and police training are discussed.

Hardiness is a personality trait that drafts courage and motivation during adversity. Research showed that hardiness differentiates elite athletes from their lower rank competitors. In the domain of sport psychology, hardiness also strongly predicts physical performance. Because the military occupation requires resilience and excellence in physical performance, researchers investigated hardiness and behavioural persistence during training. However, in those studies, hardiness’ impact was weak. Besides, military researchers seldom addressed hardiness’ effect on physical performance. We investigated the influence of hardiness on behavioural persistence and physical performance during the military basic training. Participants were 233 trainees involved in a 22-week long basic training. They completed hardiness measures at the beginning of the training and then, two months later, we registered who stayed involved and who had dropped out. The remaining trainees participated in a self-defence exercise and their trainers evaluated their performance. Our analysis indicated that hardiness significantly predicted behavioural persistence: the trainees still involved in the training after two months scored significantly higher on the hardiness scale than those who dropped out (EXP(B) = 1.08; p < .05). Our results however confirm that hardiness has a weak direct effect on persistence of military trainees. During the self-defence exercise, hardiness positively predicted physical performance ( = 9.87; p < .05). We discuss the possible relation of hardiness with other major persistence predictors in the military, such as health, health practices, and social support. Our study is the first to indicate a strong relationship between hardiness and soldiers’ physical performance.

The model of social dialogue within organisations between management and employees is facing unprecedented challenges, and changing rapidly. In this new context of labour relations, experiences and expectations of each other are key drivers for the primary parties to this social dialogue. There has been little systematic research investigating the conditions for constructive social dialogue, particularly when it comes to ‘soft factors’, such as perceived competences, trust, influence and conflict behaviours. Addressing these issues based on theories of conflict, trust and influence, this article investigates experiences and expectations of employee representatives on the part of human resource managers, their counterparts in social dialogue. The results of surveys conducted in 11 European countries indicate that, overall, employers found a model of structured dialogue with elected employee representatives useful. Furthermore, competences of employee representatives, cooperative conflict behaviours, informal relations and trust promoted the influence of employee representatives on organisational decision-making and the quality of these decisions. We discuss implications for different systems of industrial relations.JEL Code:J50

This paper examines the history of the management of the higher education sector in Tanzania. It reveals that government policies and management styles throughout the period from 1961 to the early 2000s created a culture of resistance within the higher education institutions, leading to struggles and many attempts to change the management of the sector. The authors analyse the effects of management practices in higher education and propose a model of institutional change that yields positive outcomes based on institutional needs and those of the academic faculty members. [ABSTRACT FROM AUTHOR]

Using a cross-sectional design, this study explored operational demands during the International Security Assistance Force for Afghanistan (2009-2010) across distinct military units. A total of 1,413 Dutch soldiers, nested within four types of units (i.e., combat, combat support, service support, and command support units) filled out a 23-item self-survey in which they were asked to evaluate the extent to which they experienced operational characteristics as demanding. Exploratory factor analysis identified six underlying dimensions of demands. Multivariate analysis of variance revealed that distinct units are characterized by their own unique constellation of perceived demands, even after controlling for previous deployment experience. Most notable findings were found when comparing combat units to other types of units. These insights can be used to better prepare different types of military units for deployment, and support them in the specific demands they face during deployment.

We examined the relationships between hardiness, work engagement, and burnout. Participants were Belgian service members involved in the International Security and Assistance Force (ISAF) operation. They completed a questionnaire containing hardiness items from the revised Norwegian Hardiness Scale, items concerning vigor and dedication from the Utrecht Work Engagement Scale, and those tapping cynicism and emotional exhaustion from the Utrecht Burnout Scale. Results showed that hardiness was positively related to dedication and vigor, and negatively to cynicism and emotional exhaustion. Our results further suggest that work engagement and burnout are the opposite ends of a continuum. However, analyses concerning the moderation effect of hardiness suggest that individual differences could imply different processes in the relationship between work engagement and burnout.

Effective interprofessional teamwork is an essential component for the delivery of high-quality patient care in an increasingly complex medical environment. The objective is to evaluate whether the implementation of care pathways (CPs) improves teamwork in an acute hospital setting.

The shared experiences of war are commonly known to forge strong bonds among the participating soldiers. Through focus groups (N= 36) and a quantitative survey (N= 340), this study explores the bonding effect of United Nations peacekeeping among Dutch peacekeeping veterans. The veterans generally experience strong bonds with members of their former military unit, which are expressed in the need to exchange memories, share feelings, and renew contacts with former unit members. Peacekeepers younger than 35 years of age and older than 55 experience stronger bonding and have more actual contact with former unit members. This is true as well for veterans who have been deployed recently (less than 5 years ago) or more than 25 years ago. Social bonding seems especially strong when veterans look back on their mission experiences either very positively or very negatively.

Patient safety is the central component of health-care quality. There is a lack of patient safety data in the occupied Palestinian territory. The aim of this study was to assess patient safety and explore relationships between patient safety culture and the prevalence of adverse events at the department level.