Kenvale College

Purpose In a recent article, Schaefer et al. (2015) argue that cultivating appropriate beliefs and values, cultivating systems thinking and encouraging responsibility are the stages to be followed to achieve sustainability-as-flourishing from an organizational perspective. This analysis forms the basis for the development and discussion of a conceptual model to educate undergraduate business students at a New Zealand University into responsible leaders who strive to enact sustainability-as-flourishing in organizations. Design/methodology/approach This paper critiques current approaches to sustainability which often reflect a narrow understanding of human needs and do not demand necessary transformation in the way we interact with the world around us. It then provides an overview of sustainability-as-flourishing, and its various stages, with relevant examples from business. This is followed by a discussion of the conceptual model, the pedagogical philosophies underpinning it and the teaching methods required for shifting business students’ mindsets towards this end. Findings This is a conceptual paper that offers a new teaching model for sustainability-as-flourishing. The paper concludes with suggestions for sustainability educators in business. Originality/value To date, sustainability-as-flourishing is underdeveloped in the business literature. This conceptual paper unpacks this notion further. Additionally, it provides a model for business educators to teach sustainability-as-flourishing. While some of these ideas and features have been described in the literature previously, to the best of the authors’ knowledge, this is the first time they have been brought as a coherent whole under this broader and unique approach of sustainability-as-flourishing.

Abstract Human Quality Treatment (HQT) is a theoretical approach expressing different ways of dealing with employees within an organization and is embedded in humanistic management tenants of dignity, care, and personal development, seeking to produce morally excellent employees. We build on the theoretical exposition and present a measure of HQT-Scale across several studies including cross-culturally to enhance confidence in our results. Our first study generates the 25 items for the HQT-Scale and provides initial support for the items. We then followed up with a large study of managers ( n = 363) from Nigeria in study 2, which confirms the theoretical properties of the five dimensions of HQT and highlights a two-factor construct: HQT Ethically Unacceptable and HQT Ethically Acceptable using a 20-item HQT-Scale. Study 3 with a large sample of New Zealand employees ( n = 452) again confirms the nature of the construct and provides construct validity tests. Finally, using time-lagged data, study 4 ( n = 308) focuses on New Zealand employees and job attitudes and behaviors, and a well-being outcome. That study not only confirms the theoretically implied effects but also shows the HQT Ethically Acceptable factor mediates the detrimental effects of HQT Ethically Unacceptable. Overall, our four studies provide strong support for the HQT-Scale and highlight important understandings of HQT and humanistic management in the workplace.

Summary The Long Beach Unit of the East Wilmington field contains more than 1,200 wells directionally drilled from four manmade islands and five land-based drilling sites. Planning new wells that avoid interference with existing wells becomes more difficult and time-consuming as the density of wells in the Unit increases. Improvements and modifications in design procedures have culminated in the interactive computer graphics system now in use. The interactive computer graphics system (ICGS) permits the viewing of a proposed new well or redrill well course, together with all existing well surveys and other proposed well courses in the area of interest. Plan, section, and traveling cylinder views can be displayed to allow the identification of design problems. The significance of the problems is then minimized by use of the interactive features of the system to refine the design parameters. The system's interactive features are also used to create, edit, and plot the finalized design. Reductions in design and drilling costs and many other less-direct benefits have been realized as a result of the system's use. The step-by-step use of the system from the user's point of view is described and examples of its graphic output are presented. To the best of our knowledge, this is the most advanced system of its kind in use today.

Ethical leadership research mainly focuses on job outcomes while largely ignoring the potential influence on employee mental health. We seek to rectify this by examining the links between ethical leadership and work-life balance, anxiety, and depression. In addition, we include the role of organisational trust due to the important links between ethical leadership and trust. With two samples from the public sector and private sector, and using structural equation modelling, we find consistent effects across both samples. Ethical leadership is positively related to all outcomes, but organisational trust mediates the influence on work-life balance (fully in public sector, and partially in private sector), and fully mediates the influence towards anxiety and depression (both samples). In addition, we find that work-life balance also partially mediates the influence of organisational trust on anxiety and depression. This highlights the importance of organisational trust and work-life balance for ethical leaders to better alleviate mental health issues in the workplace.

This paper outlines some of the dilemmas of turning graduates from vocational education and training courses into industry-ready employees. It raises a number of questions that are ripe for action research with the context of the Boyer model of scholarship.

This grounded theory study investigates the perceptions and attitudes of mothers towards their children selecting future careers related to work in the home and/or in hospitality. This research note presents findings on a qualitative study with 25 Australian women exploring mothers’ perceptions of hospitality and the home as a career and profession. Previous studies have found that parents play an important role in career selection of their children and that the decision to choose a hospitality career often began in the home. The findings suggest that mothers were supportive of their children selecting a hospitality career if that is what they wanted. It also found that mothers understood this line of work in different ways, with ‘career’ connoting a person’s life trajectory and ‘profession’ being associated with education. These participants recognized the intrinsic value of the work in the home and hospitality and their contribution to society, but acknowledge that society generally does not value this work. In this sense, the mothers’ perceptions reflect broader societal perceptions of hospitality work, but suggest avenues for revaluing work in the home. Because the findings in this study are unique to Australia, there may be value for further research internationally.

As long-serving members of the IJMEST Editorial Board, we have looked back at the mission, vision and role of the journal over the last half-century, and what we see as essential ingredients in sustaining the intellectual health and classroom relevance of the journal.

There is a lack of research exploring the intentions of, and the strategies used, by Christians to implement ethical change in organizations. This chapter uses a strategic framework developed by Meyerson (2008) to argue that Christians often function as tempered radicals. As tempered radicals, their spiritual values are consistent with radical change, but they take a tempered approach. In doing so, they challenge prevailing wisdom and provoke transformation. Consequently, Christians can be key players for increasing organizational ethicality and social responsibility but often in small everyday ways that resist the controlling and self-interested prescriptions of organizations.

Vocational education and training (VET in Australia, PVET in Europe), as a unified endeavour, has to balance the comparative wealth of the peak universities with the needs of the community and young people for the employabilty that VET can provide. VET needs to promote its scope and strengths collectively and individually, and we analyse some of them. The subtext is that the paper highlights the features of leading institutions on which institutions can model their future development. There is no one unewuivocal model of course, so this paper senitises leaders to salient issues.