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Food production and consumption have remarkable negative environmental effects, in particular food waste. Food waste occurs throughout the entire food system, but households make the largest contribution. Reducing unnecessary waste of food represents a crucial step toward overcoming global issues of food waste, hunger, and climate change. Identifying barriers in reducing food waste is important not only to government and policymakers, but also to food producers, retailers, and marketers. Therefore, the objective of this research was to find out how consumer behavior in daily food provisioning affects food waste. An online survey was set up to question Dutch consumers (partly) in charge of the household’s food management. A total of 211 consumers participated in answering questions on household composition, food management behavior (e.g., food purchase planning) and food waste awareness (i.e., concern about wasting food and intention not to waste food). Results show that purchase behavior in-store was the main driver of food waste. Specifically, participants indicated that buying more food than needed often had led to food waste. In addition, intention not to waste food acted as a moderator in the relationship between planning behavior and food waste. Age appears to have a diminishing impact on wasting food.

Resilience, hardiness, and psychological capital are considered to be important capacities for police officers to cope with and adapt to challenging stressful and potentially traumatic situations. Despite their growing popularity, a systematic review assessing used concepts and instruments for these capacities and synthesizing the results of studies on the predictive values of resilience, hardiness, and psychological capital among police officers is absent. The aim of the present study is to fill this gap of scientific knowledge, and for this purpose, a systematic literature search was conducted using PsycInfo, Pubmed, and Web of Science. We identified 17 cross-sectional and 5 longitudinal studies. Results showed that resilience, hardiness, and psychological capital were studied mostly in relation to physical and mental health variables. No study focused on officers' professional functioning. In both cross-sectional and longitudinal studies, associations with health variables were very weak to moderate, while cross-sectional studies mostly yielded stronger associations than longitudinal associations. In sum, we found no empirical support for the growing popularity.

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ObjectivesStigma may negatively affect line managers’ intention to hire people with mental health problems (MHP). This study aims to evaluate line managers’ knowledge and attitudes concerning job applicants with MHP, and to assess which factors are associated with the intention (not) to hire an applicant with MHP.MethodsA sample of Dutch line managers (N=670) filled out a questionnaire on their knowledge, attitudes and experiences concerning applicants/employees with MHP. Descriptive analyses and multiple regression analyses were used.ResultsThe majority (64%) was reluctant to hire a job applicant with MHP, despite the fact that only 7% had negative and 52% had positive personal experiences with such employees. Thirty per cent were reluctant to hire an applicant if they knew the applicant had past MHP. Associated with higher reluctance to hire an applicant with MHP were the concerns that it will lead to long-term sickness absence (β (95% CI)=0.39 (0.23 to 0.55)), that the employee cannot handle the work (β (95% CI)=0.16 (0.00 to 0.33)) that one cannot count on the employee (β (95% CI)=0.41 (0.23 to 0.58)) and higher manager education level (β (95% CI)=0.25 (0.05 to 0.44)). Conversely, associated with positive hiring intentions was being in favour of diversity and/or inclusive enterprise (β(95% CI)=−0.64 (−0.87 to −0.41)).ConclusionsAs the majority of managers were reluctant to hire applicants with MHP, and even 30% were reluctant to hire applicants who had past MHP, these findings have major implications for social inclusion in the Netherlands, where about 75% of employees would disclose MHP at work.