Bullying remains a pervasive problem in healthcare, and evidence suggests systems in place are not utilised due to perceptions of ineffectiveness and inequity. This study examines bystander responses to bullying and factors that influence decisions to intervene. We explore relationships between bystanders' perceptions of psychological safety across three levels (organisation, supervisor and colleague) and reactions to witnessing bullying. We suggest psychological safety would be positively associated with the decision to intervene. Findings indicate the most pervasive reaction to witnessing incidents of bullying is to discuss with colleagues, a low-involvement reaction. We find perceptions of supervisory and organisational safety/support are positively related to high-involvement decisions such as formal reporting of the incidents, highlighting the importance of support from those in power. However, perceptions of collegial support may lead to low-involvement responses, which risk reinforcing and underpinning dysfunctional organisational dynamics by providing informal social and emotional responses that may substitute more formal organisational responses to this persistent problem. This study highlights the importance of support from individuals in power if bystanders are to feel comfortable making high-involvement interventions. K E Y W O R D Sbullying, bystanders, decision to intervene, nursing, psychological safety

Purpose: To examine the outcomes of a substantial broad-based employee share-ownership scheme for employee attitudes and behaviour in a privatised firm.Methodology: Results are based on a survey of 711 employees in Eircom, an Irish telecommunications firm, which is 35 percent employee-owned.Findings: The ESOP has created sizable financial returns and has had extensive influence in firm governance at the strategic level. However, findings show only a limited impact on employee attitudes and behaviour. This is attributed to a failure in creating a sense of employee participation and line of sight between employee performance and reward.Originality: Little research has examined the impact of a large employee shareholding on attitudes and behaviour within a public-quoted firm. The substantial and unparalleled size of the Eircom ESOP presented a unique opportunity to conduct such a study.Policy implications: The aim of employee share-ownership often includes aligning employee objectives with those of other shareholders, and thus improving labour performance. The findings in this study highlight a need to provide employees with a sense of ownership and control. Findings also question the assumption that where employees have a substantial shareholding, they will focus on securing the long-term prospects of the firm.

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There has been a dramatic inflow of immigrants into Ireland in recent years. Yet recent European Social Surveys indicate that Irish attitudes towards immigrants are among the most liberal in Europe. We test the association between a number of economic and cultural measures and attitudes to immigrants at the aggregate national level. Although Ireland fits the expected association and in the predicted direction the most notable feature of our results is the lack of a clear pattern between these measures and attitudes to immigrants across the European countries in the sample.

While many studies investigate gender wage disparities, few have examined the impact of gender, education, part-time working and sector on earnings for men and women across different occupational groups and for different age groups. The purpose of this article is to undertake a more nuanced approach to further our understanding of the gender pay difference between men and women in different occupations in order to tackle and close this gap. The study’s findings suggest that the labour market is segmented into primary and secondary jobs. Additionally, the earnings returns for education are generally lower for women compared to men and women appear to fare better in the public sector in terms of a lower earnings gap for full-time and part-time employees and higher returns for education compared to women working in the private sector. The article concludes with a discussion of the policy implications.