Background/Objectives: Restorative responses to staff involved in incidents are becoming recognized as a rigorous and constructive alternative to retributive forms of ‘just culture’. However, actually achieving restoration in mostly retributive working environments can be quite difficult. The conditions for the fair and successful application of restorative practices have not yet been established. In this article, we explore possible commonalities in the conditions for success across multiple cases and industries. Methods: In an exploratory review we analysed published and unpublished cases to discover enabling conditions. Results: We found eight enabling conditions—leadership response, leadership expectations, perspective of leadership, ‘tough on content, soft on relationships’, public and media attention, regulatory or judicial attention to the incident, second victim acknowledgement, and possible full-disclosure setting—whose absence or presence either hampered or fostered a restorative response. Conclusions: The enabling conditions seemed to coagulate around leadership qualities, media and judicial attention resulting in leadership apprehension or unease linked to their political room for maneuver in the wake of an incident, and the engagement of the ‘second victim’. These three categories can possibly form a frame within which the application of restorative justice can have a sustainable effect. Follow-up research is needed to test this hypothesis.

Although rules support people while executing tasks, they are not the same as work-as-done. It can be impossible to follow the rules and finish the job at the same time. In this study, the objective is to better understand the stakes and interests that lie behind retaining gaps between work-as-prescribed and work-as-done, mapping the benefits and fears of noncompliance. The study was conducted along the vertical hierarchy of an operational flight squadron of the Royal Netherlands Air Force. We applied a qualitative survey research methodology using semi-structured interviews, complemented by an investigation of relevant documents. We found a public and political commitment to compliance made by the Dutch Department of Defence, which reinforces a cycle of issuing promises followed by pressure to keep the promise. This contradicts the found need for adaptation and freedom to use expertise. The official safety narrative seems to convey a hidden message—bad things happen to bad people, reminiscent of a bogeyman. One opportunity to resolve the situation is a doctrine change, changing prescriptive rules to guidelines.

SMXL proteins are a plant-specific clade of type I HSP100/Clp-ATPases. SMXL genes are found in virtually all land plant genomes. However, they have mainly been studied in angiosperms. In Arabidopsis thaliana , three SMXL functional subclades have been identified: SMAX1/SMXL2, SMXL345 and SMXL678. Out of these, two subclades ensure transduction of endogenous hormone signals: SMAX1/SMXL2 are involved in KAI2-ligand (KL) signaling, while SMXL678 are involved in strigolactone (SL) signaling. Many questions remain regarding the mode of action of these proteins, as well as their ancestral role. We addressed these questions by investigating the function of the four SMXL genes of the moss Physcomitrium patens. We demonstrate that PpSMXL proteins are involved in the conserved ancestral MAX2-dependent KL signaling pathway and act as negative regulators of growth. However, PpSMXL proteins expressed in A. thaliana unexpectedly cannot replace SMAX1/SMXL2 function in KL signaling, whereas they can functionally replace SMXL4/5 and restore root growth. Therefore, the molecular function of SMXL could be conserved, but not their interaction network. Moreover, one PpSMXL clade positively regulates transduction of the SL signal in P. patens. So far, this function has only been reported herein in moss, where it represents a novel crosstalk between SL and KL signaling pathways.