Goal Setting in the Australian Public Service: Effects on Psychological Empowerment and Organizational Citizenship Behavior

Do specific and difficult job goals have a positive, negative, or negligible effect on higher levels of performance in the form of organizational citizenship behavior (OCB) among government employees? Importantly, how do they influence OCB: directly and/or indirectly through psychological empowerment? This article on a small group of Australian federal government employees draws from the goal‐setting and self‐determination theories to provide a better understanding of how goal setting affects OCB. Findings show that goal specificity largely influenced OCB indirectly through psychological empowerment. In contrast, goal difficulty raised OCB directly and through the partial mediating effect of psychological empowerment.     

The political economy of China and Japan's relationship with Africa: a comparative perspective

China and Japan's policies towards Africa in the 1990s have converged, ostensibly around enhanced economic interaction with the continent based on the premise of integrating the continent into the global economy. At the same time, both countries view Africa as a useful buttress to their respective political and diplomatic goals in the international system. Connected to this and in order to garner support for their agendas, both countries promote themselves as possessing specific pro-South identities. This identity is premised around the notions of ‘non-Westernness’ and, in the case of China, in resistance to the North's hegemony. Yet paradoxically, by pursuing their respective policies in Africa, both states act to further deepen the penetration of the West into Africa. The inherent contradictions in Chinese and Japanese policies towards Africa raises questions as to the long-term viability of the current agendas being pursued by the two countries in Africa.     

Preventing repeat incidents of family violence: analysis of data from three field experiments

Preventing repeat victimization is an area of criminology that has shown particular promise in recent years. Based on the premise that persons once victimized are at higher risk than others for future victimization, British officials developed successful programs that focus crime prevention efforts on victims. Of all crimes, family violence may have the highest repeat rate, especially in the first weeks after an incident is reported to the police. Accordingly, New York City officials developed an intervention program to reduce repeat incidents of family abuse. Three field experiments conducted during the 1990s evaluated whether or not this program, targeted at public housing residents who reported family violence to the police, reduced the rate of subsequent victimization. The findings produced within each study were not consistent across the studies; rather, these three experiments, separately analyzed, produce varying results. Since the composition of the samples varied across studies, however, one possible explanation is that this program has different effects within different populations. This paper reports outcomes from a series of analyses of pooled data from these three studies to address the inconsistencies. The results indicate that the intervention brought about greater reporting of subsequent abuse both to authorities and to research interviewers. The results are invariant across the three studies, indicating that greater reporting of abuse is not idiosyncratic to one particular population, and are consistent across the nature and source of outcome measures. These findings suggest the need for careful monitoring by the advocates and agencies that operate these types of programs and among those designing and testing future programs.     

How Do Female and Male Faculty Members Construct Job Satisfaction? The Roles of Perceived Institutional Leadership and Mentoring and their Mediating Processes

In this study we examine how a sample of 248 male and female professors at a Midwestern private research university construct their academic job satisfaction. Our findings indicate that both women and men perceive that their job satisfaction is influenced by the institutional leadership and mentoring they receive, but only as mediated by the two key academic processes of access to internal academic resources (including research-supportive workloads) and internal relational supports from a collegial and inclusive immediate work environment. Gender differences emerged in the strengths of the perceived paths leading to satisfaction: women’s job satisfaction derived more from their perceptions of the internal relational supports than the academic resources they received, whereas men’s job satisfaction resulted equally from their perceptions of internal academic resources and internal relational supports received. Implications for leadership and institutional practices are drawn from the findings.