This article explores the phenomenon of judicial dissents at the ICC. The main subject is the process of collective decision-making and judicial deliberations in cases where members of a particular ICC chamber cannot reach a consensus on factual, substantive or procedural issues and render a unanimous decision. The article examines why and when international criminal judges dissent according to the views expressed by ICC judges. Drawing heavily on field research in The Hague, the article presents a qualitative analysis of the ICC judges’ perceptions and experiences of using dissenting opinions at the Court. Empirical findings derived from interviewing ICC judges support the hypothesis that international criminal judges’ personality, that is, their character differences (such as self-discipline and other work habits), their previous career experience, and their field of expertise determine their likelihood of using judicial dissents. In case of disagreement within an ICC Chamber, judges with criminal law backgrounds who previously worked as professional judges are more likely to append their dissent to a majority ruling with which they do not agree than international judges, diplomats, and professors with public international law expertise who are more willing to discuss and negotiate in order for the Court to speak with one voice.

Although social frailty has been described from a theoretical perspective, the lived experiences of older adults regarding social frailty are yet unknown. In this paper, we aim to (a) gain more in-depth insights into community-dwelling and assisted-living older adults’ experiences of social frailty and (b) explore the differences in these experiences between these two groups. We conduct a thematic analysis of 38 interviews with community-dwelling and assisted-living older adults in rural villages the Netherlands. We structure our findings along three overarching themes which highlight different aspects of the social frailty experiences of our participants: (a) present resources and activities to fulfil social needs, (b) resources and activities that have been lost, and (c) how they manage and adapt to changes in resources and activities over time. Loneliness is only reported among the community-dwelling participants, while the loss of mobility and participation in (social) activities is experienced most strongly by the assisted-living participants. These findings challenge the widespread policies and practices of ageing in place. We conclude that for some older adults, living in assisted arrangements is preferred over ageing in place, as doing so can prevent social frailty. The key reason for this is that life in assisted living is likely to bring about new social resources and activities, which may serve to fulfil the social needs of older adults.

The article focuses on one of the core but controversial features of a universal basic income (UBI): its unconditionality. Using qualitative in-depth interviews collected in the Dutch municipality of Tilburg in 2018–2019, we examine the arguments underlying popular opinions about a UBI and work conditionality. The analysis suggests that these arguments can be interpreted from two theoretical perspectives. On the one hand, respondents make frequent use of deservingness criteria referring to the characteristics of welfare recipients, such as their need and work willingness. On the other hand, they justify their opinions using arguments related to the characteristics of welfare schemes, such as their administrative and financial feasibility. Our findings offer important insights concerning political actors who support (or oppose) the real-world implementation of a UBI.

Job satisfaction is likely the most studied work-related attitude and isassumed to influence a variety of behaviors. This study analyzes the jobsatisfaction of agricultural employees using Herzberg's theory, which isbroadly employed in management. Fourteen horticultural businessesparticipated in case studies of labor-management practices. Fifteennonsupervisory employee interviews were analyzed regarding job satisfaction.Components of job satisfaction relevant to horticultural employees werefamily-business values, achievement, recognition, work itself, involvement,personal life, interpersonal relationships, job security, supervision,working conditions, organization, safety, compensation, and information.While support for Herzberg's theory is weak, it is useful for classifyingemployees' attitudes.