Intelligence Contracting: On the Motivations,Interests, and Capabilities of Core Personnel Contractors in the US Intelligence Community

In the debate on intelligence contracting, intelligence officers are grouped into two personnel categories characterized by opposing sets of motivations and interests. Government employees are assumed to be motivated by a higher goal related to national security, while intelligence contractors are said to be motivated primarily by pecuniary interests and loyal first and foremost to their shareholders. Contemporary research on human motivation, however, suggests that the two personnel categories are not all that different in that both appear to be intrinsically motivated and loyal primarily to the mission at hand, namely national security. Moreover, comparative research on public organizations and private corporations suggests that there are more similarities between the two than there are differences. This must lead us to re-examine the recent criticism fielded against the practice of intelligence contracting.     

Comparing Public and Private Managers' Leadership Styles: Understanding the Role of Job Context

ABSTRACT

Comparing public and private managers is a major subject in the public management literature, but there have been only a few empirical studies of the differences in their respective leadership styles. Traditionally, leadership style is explained by the characteristics of the manager, the employees, and their job. This study explains leadership by the manager's job context: the degree of job complexity, role clarity, and job autonomy. We argue that differences in job context explain the use of different leadership styles in the public and private sector. To clearly specify the importance of sector, the study investigates direct, mediating, and moderating effects. Based on a survey of Danish public and private managers with 949 respondents, this article shows that job context variables vary significantly between public and private sector managers. The article provides some explanations for why public managers use more participative leadership, while private ones use more directive leadership.     

A systematic review of suicide rating scales in schizophrenia

In spite of a substantial number of suicides in patients with schizophrenia, this area of research has until very recently been the Cinderella of schizophrenia research. Both clinical and research practices have been hampered by a lack of assessment tolls specifically designed to measure suicidality in patients with schizophrenia. This has partly been because of uncertainty about what constitutes reliable risk factors for suicide in schizophrenia. A literature search following evidence-based guidelines was carried out. A number of relevant articles were found, which were then critically reviewed. The majority of rating scales used for patients with schizophrenia were actually based--at least partly--on patients with other diagnoses than schizophrenia (affective conditions, schizoaffective disorder). This procedure could result in misleading conclusions as a result of the heterogeneity of the different mental illnesses. We conclude that, at present, only one rating scale measuring suicidality specifically designed for patients with schizophrenia (the InterSePT-scale) is based on both sound methodology and has clinical relevance. Suicide in patients with schizophrenia remains a pressing problem in the treatment of this high-risk group.     

Problem-solving training with a multiply distressed abusive and neglectful mother: Effects on social insularity,negative affect,and stress

Multiple sources of stress and deficient problem-solving skills have been identified among maltreating parents. In the present study, a problem-solving intervention was evaluated with a multiply distressed, abusive and neglectful mother. Problem-solving skills were trained sequentially in a multiplebaseline design. Training focused on improving judgments related to child care and managing daily stress. The impact of training was examined in relation to problem-solving skill improvements, as well as social insularity, affect, and stress which appeared to compromise child care abilities. Problem-solving training resulted in a substantial increase in generation of alternative solutions and in the quality of plans to implement solutions on both training and generalization vignettes. Moreover, training resulted in positive changes in social insularity, negative affect, and self-reported stress and anxiety. Most of these gains were maintained at 1- and 5-month follow-ups. There were no further reports of child maltreatment during the 21 months following intervention.     

Voluntary Organisations and Community Politics: Norwegian and British Comparisons

The study reported in this article compares local political activity of voluntary organizations in a Norwegian and an English city — Tromsø and Birmingham. The two cities display rather striking structural similarities with respect to the relative number of organizations as well as to organizational membership. The relative distribution of major types of organizations is also rather similar, although there is a greater degree of organizational specialization in the English city.
With respect to political activity of the organizations the two cities are, however, quite different. While two thirds of the organizations in Tromsø have been active in local political matters, this holds true for less than 30 per cent of the organizations in Birmingham.
This difference is attributed to the finding that in the Norwegian case local government assists organizations with goods and services, while in the English case organizations have to depend on their own internal resources. An additional factor is that Norwegian organizations, when compared to their English counterparts, have greater access to political decision-making bodies.