No abstract

Morale among psychiatrists continues to be seriously challenged in the face of recruitment difficulties, unfilled posts, diagnostic controversies, service reconfigurations and public criticism of psychiatric care, in addition to other difficulties. In this article, we argue that the positivist paradigm that continues to dominate British psychiatry has led to an undervaluing of subjectivity and of the role of emotions within psychiatric training and practice. Reintegrating the subjective perspective and promoting emotional awareness and reflection may go some way towards restoring faith in the psychiatric specialty.

Commentators frequently remark on the need to pay high levels of chief executive officer remuneration to attract, motivate and retain the best executives for Britain's leading companies. This paper presents the results of an empirical investigation into tenure, promotion and executive remuneration. The remuneration of the chief executive officers at some of Britain's largest businesses is examined. In the majority of cases the CEO had not been lured away from rivals but had risen through the internal labour market, often after a long-term employment relationship. Moreover, long job tenure and internal promotion were associated with higher levels of pay. It is concluded that understanding of this controversial issue will be improved if it is recognized that a part of current executive pay may be a reward for previous successful performance.

Because of its positive impact on organizational growth and innovation, intrapreneurship has attracted interest in recent times. While its positive impact on organizations benefitted from extensive research over the last years, research on the willingness of employees to adopt intrapreneurial behavior remains low. This paper therefore aims to evaluate the attitudes of employees towards intrapreneurial behavior at work and what kind of working environments are suitable to encourage such behavior. Thereby, the potential risk related to such behavior is placed in the wider risk literature and then critically analyzed. The paper provides a theoretical background on intrapreneurship evincing the development of terms and definitions and identifying relevant authors in this research area. Based on previous research, the analysis of data provides new insights on employees' willingness to adopt intrapreneurial behavior and what working environments might be appropriate to support such behavior and enriches and deepens the understanding of these aspects. The findings show most respondents tended to aspire to intrapreneurial behavior and felt positively motivated towards shaping the organization's future. However, the related working environments are not always suitable and supportive for intrapreneurial behavior. Future research and the collection of further data could further enhance the understanding of employees' behavior and motivation related to intrapreneurship and a distinction of employees' and employers' thoughts might help to gain new knowledge in this field.

Research evaluation exercises (REEs) affect the allocation of research funds both within and between universities. How the results of REEs might be used by university managers in decisions on which areas of research to support is the central focus of this paper. The decision on whether to support research in an area is explained by reference to an institutional threshold level, defined here as the minimum acceptable research score. Data from submissions to the Economics and Econometrics (E&E) unit of assessment (UOA) in the various UK research evaluation exercises appear to support the predictions of the model. Two types of gap are definedinternal and external. Negative internal or external gaps are found to be closely related to the decision to withdraw from the E&E UOA at the next REE. The information is being used by universities in ways that appear to have had far-reaching consequences for research and researchers.