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The main purpose of this contribution is to examine the impact of employees' personal values on their attitudes toward economic, environmental, and social aspects of sustainable development. The proposed research agenda upgrades in the literature prevalent partial discussions about the influence of personal values on each dimension of the 'triple bottom line, ' since it considers sustainability as one entity of the three underlying aspects. Furthermore, relations between aspects of sustainable development are empirically examined, not previously done in literature. These findings reveal that personal values play an important role in employees' perception of different aspects of sustainability. Slovenian employees understand sustainability as an entity of three aspects: economic, environmental, and societal, while results for the Romanian sample indicate that sustainability comprises primarily environmental and societal dimensions. Findings also suggest that the content of the sustainability concept in countries with different cultural backgrounds is understood differently. The results are reported for two culturally different EU member states--namely, Slovenia and Romania. Temeljni je cilj ovog rada analiza utjecaja osobnih vrijednosti zaposlenika na njihove stavove prema ekonomskom, okolisnom i drustvenom aspektu odrzivog razvoja. Predlozeni istrazivacki pristup nadopunjuje do sada prevladavajuci pristup analize djelovanja osobnih vrijednosti na svaku od dimenzija 'trostruke bilance', s obzirom da se odrzivost smatra jedinstvenim konstruktom. Nadalje, empirijski se analiziraju odnosi izmedu razlicitih aspekata odrzivog razvoja, sto do sada u literaturi nije bio slucaj. Rezultati istrazivanja govore da osobne vrijednosti imaju vaznu ulogu u percepciji razlicitih aspekata odrzivosti od strane zaposlenika. Zaposlenici u Sloveniji razumiju odrzivost kao jedinstveni konstrukt s tri dimenzije: ekonomskom, okolisnom i drustvenom, dok se u Rumunjskoj podrazumijevaju primarno okolisne i drustvene dimenzije. Rezultati takoder ukazuju da se sadrzaj koncepta odrzivosti drugacije tumaci u zemljama s razlicitom kulturom, sto se prikazuje na slucaju dvije razlicite clanice EU --Slovenije i Rumunjske., 1. INTRODUCTION The literature dealing with the three underlying aspects of sustainable development--economic, environmental, and social--is abundant (Elkington, 2004; Golja and Krstinic Nizic, 2010; Udo and Pawlowski, 2011; Metaxas and [...]

To purchase or authenticate to the full-text of this article, please visit this link: http://dx.doi.org/10.1111/j.1559-1816.2007.00325.x Byline: Eyal Gringart (1a), Edward Helmes (b), Craig Speelman (a) Abstract: Negative stereotyping of older workers has been identified as a major factor in employment discrimination against them. A study of Australian employers' attitudes toward older workers found systematic negative stereotyping and low likelihood of hiring older workers. The current study employed a national random sample of 267 employers, and tested 3 interventions aimed at promoting positive attitudes toward older workers and increasing the likelihood of their hiring. The first intervention was in the form of a fact sheet; the second aimed at inducing cognitive dissonance; and the third was a combination of the two. The combination intervention produced promising results. Employers in this condition showed more favorable attitudes toward older workers overall, and greater preference toward hiring older workers. Author Affiliation: (a)Edith Cowan UniversityPerth, Western Australia, Australia (b)James Cook UniversityTownsville, Queensland, Australia Article note: (1) Correspondence concerning this article should be addressed to Eyal Gringart, School of Psychology, Edith Cowan University, 100 Joondalup Drive, Joondalup, 6027, Western Australia. E-mail: e.gringart@ecu.edu.au

To link to full-text access for this article, visit this link: http://dx.doi.org/10.1016/j.jsat.2005.08.009 Byline: Ed Day (a), Romina Lopez Gaston (b), Elizabeth Furlong (b), Vijaya Murali (b), Alex Copello (b) Keywords: Substance use disorders; Staff attitudes; Alcoholics anonymous; Narcotics anonymous; 12-Step treatment Abstract: Research has highlighted the benefits of professional substance misuse treatment workers facilitating their clients' involvement in 12-step self-help groups such as Alcoholics Anonymous (AA) and Narcotics Anonymous (NA). This study used a cross-sectional survey design to explore the attitudes of substance misuse treatment staff working in the English West Midlands region toward AA and NA and the 12-step philosophy. A total of 346 treatment workers responded (71%). Fewer than 10% used the 12-step model in their treatment work, and only a third felt that their clients were generally suited to AA or NA. Fewer than half (46%) said that they were likely to recommend that their clients attend a self-help group meeting. Staff with nursing qualifications were more likely to have a positive attitude toward AA/NA than their non-nursing colleagues, and there was a statistically significant association between the level of reported spirituality of the workers and the likelihood of them recommending to clients that they attend AA or NA meetings. These results highlight differences in the role of AA/NA within the substance misuse treatment system in the United Kingdom and that in the United States; possible explanations are discussed. Author Affiliation: (a) Department of Psychiatry, University of Birmingham, Queen Elizabeth Psychiatric Hospital, Mindelsohn Way, Edgbaston, Birmingham B15 2QZ, UK (b) Birmingham & Solihull Mental Health NHS Trust, Substance Misuse Directorate, The Loft, 296 Washwood Heath Road, Washwood Heath, Birmingham B8 2UL, UK Article History: Received 24 September 2004; Revised 5 March 2005; Accepted 23 August 2005

Research suggests that negative stereotyping is at the heart of age discrimination in not hiring older workers. As the aging of the population creates pressures to maintain older adults in the work force, it is important to gain knowledge of such stereotyping. A random sample of 128 hiring decision-makers across Australian industries responded to a questionnaire that was specifically developed to assess attitudes toward older workers. Results showed systematic negative stereotyping: Respondents indicated that they were unlikely to hire older workers. The likelihood of hiring significantly correlated with employers' attitudes. Specific attributes for which older workers were seen as inferior compared to younger workers included trainability, adaptability, creativity, and interest in new technology. The findings could inform policymakers and be utilized to develop interventions aimed to reduce hiring discrimination. KEYWORDS. Ageism, hiring discrimination, negative stereotyping, older workers

In a diverse society, prejudice and stereotyping can lead to a myriad of individual and social problems. Research on youth development suggests that inter-group relations can be improved through programs that focus on planned interaction between individuals from diverse backgrounds, and attend to cognitive and emotional aspects of prejudice, along with efforts to build supportive relationships among participants. Anytown U.S.A., a human relations program for high school-aged youth, is designed to achieve these goals. The weeklong program utilizes experiential, cognitive, and behavioral components to increase knowledge of diversity, increase empathy for others, increase self-esteem, and develop a commitment to social change. This paper presents an evaluation of a regional Anytown program and discusses the implications of these findings for future youth develop programming. KEYWORDS. Youth development, inter-group relations, diversity, adolescents, prejudice

An analysis of the attitudes of 628 employees working in San Diego, CA, toward telecommuting was conducted. The results showed that about 57% of the sample preferred telecommuting but are unable to avail of the technology because of various constraints such as job unsuitability and managerial disapproval. The analysis provides a simple but useful measure of the potential of telecommuting in a given population of employers.