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Purpose: This paper aims to conduct the first cross-sectional survey on depression, Resilience, well-being, depression symptoms and concussion levels in equestrian athletes and to assess whether past concussion rates were associated with depression, resilience and well-being. Design/methodology/approach: In total, 511 participants from Canada, Republic of Ireland, UK, Australia and USA took part in an international cross-sectional, online survey evaluating concussion history, depression symptoms, resilience and well-being. Findings: In total, 27.1% of athletes met clinically relevant symptoms of major depressive disorder. Significant differences were shown in the well-being and resilience scores between countries. Significant relationships were observed between reported history of concussion and both high depression scores and low well-being scores. Practical implications: Findings highlight the need for mental health promotion and support in equestrian sport. Social implications: Results support previous research suggesting a need for enhanced mental health support for equestrians. There is reason to believe that mental illness could still be present in riders with normal levels of resilience and well-being. Originality/value: This study examined an understudied athlete group: equestrian athletes and presents important findings with implications for the physical and mental health of this population. [ABSTRACT FROM AUTHOR]

Purpose — This paper explores this relationship between the individual values of managers and human resource (HR) decision-making. Design/methodology/approach — Questionnaire data were collected from a total of 340 line managers from both Ireland and Canada. The questionnaire instrument comprises three components: Rokeach's instrumental and terminal values instrument; two HR related decision scenarios; and demographic and human capital data. Findings — The results provide modest support for the proposed model that individual values affect HR decision-making in that capability values were shown to be a significant positive predictor of the importance of health and safety, and peace values were a significant positive predictor of the importance of employment equity. Research limitations/implications — The findings emphasise the need to simultaneously examine both individual values and organisational factors as predictors of HR decision-making. Future work should examine the psychometric use of value instruments. Practical implications — The study underlines the fact that managers need to be aware of the fact that their own values influences how they make decisions. Attention to the values concept amongst managers will improve comprehension of the decision-making process within organizations. Originality/value — The value of the paper lies in the fact that the effect of individual values on decision-making has been under-researched in the literature. [ABSTRACT FROM AUTHOR]

Purpose: Drawing on human capital theory and the human capital resources framework, this study explores the knowledge, skills, abilities and other characteristics (KSAOs) required by the emerging role of human resource (HR) analysts. This study aims to systematically identify the key KSAOs and develop a competency model for HR Analysts amid the growing digitalization of work. Design/methodology/approach: Adopting best practices for competency modeling set out by Campion et al. (2011), this study first analyzes 110 HR analyst job advertisements collected from five countries: Australia, Canada, Ireland, the United Kingdom and the USA. Second a thematic analysis of 12 in-depth semistructured interviews with HR analytics professionals from Canada and Ireland is then conducted to develop a novel competency model for HR Analysts. Findings: This study adds to the developing and fast-growing field of HR analytics literature by offering evidence supporting a set of six distinct competencies required by HR Analysts including: consulting, technical knowledge, data fluency and data analysis, HR and business acumen, research and discovery and storytelling and communication. Practical implications: The research findings have several practical implications, specifically in recruitment and selection, HR development and HR system alignment. Originality/value: This study contributes to the evolving HR analytics literature in two ways. First, the study links the role of HR Analysts to human capital theory and the human capital resource framework. Second, it offers a timely and empirically driven competency model for the emerging role of HR Analysts. [ABSTRACT FROM AUTHOR]