The Impact of Psychological Injuries on Sexual Harassment Determinations

Although a plethora of studies focus on jury decision making in sexual harassment cases, few studies examine damage award assessments in such suits, and even fewer explore the impact of psychological injury on jurors’ liability and damage award assessments. In the present study, 342 undergraduates read a hostile environment sexual harassment case that manipulated the plaintiff’s psychological injury level (severe vs. mild vs. control) to investigate whether males and females made different damage decisions. Males using a reasonable person standard found more liability as the severity of the plaintiff’s psychological injury increased. However, males using a reasonable woman standard found less liability with the addition of any psychological injury information. Similarly, for mild and severe injuries, males using the reasonable woman standard awarded lower damages than males using the reasonable person standard. Females tended to find more harassment than males, but psychological injury and legal standard had little impact on females’ legal decisions. We discuss these findings in light of the positive relationship often observed between the plaintiff’s injury severity level and pro-plaintiff verdicts.     

How Should We Estimate the Performance Effect of Management? Comparing Impacts of Public Managers’ and Frontline Employees’ Perceptions of Management

Many areas of public management research are dominated by a top-focused perspective in which emphasis is placed on the notion that managers themselves are usually the best sources of information about managerial behavior. Outside of the leadership literature, managers are also the typical survey respondents in public management studies. An alternative perspective on management can be provided by subordinates’ perceptions of what management is doing. Surveys of subordinates and of managers each pose potential advantages and potential disadvantages when it comes to measuring management, and each approach is likely to prove more fruitful for measuring certain management functions. Using a unique data set of parallel surveys on management with managers and their subordinates as respondents, we examine the differences and relationships between Danish school managers’ and teachers’ perceptions of management functions and the implications of such relationships for organizational performance. We find a surprisingly low correlation between manager and teacher responses regarding the same management functions. Teacher responses are better predictors of student performance for management aspects that are visible to and mediated by teachers. However, manager responses better predict performance for manager expectations that are less visible to employees.     

Party system(s) and electoral behaviour in Belgium: From stability to balkanisation

Belgium has one of the most fragmented party systems of any modern democracy. This article asks the following questions: is party fragmentation linked to the importance of the ethno-regionalist vote or to the rules of the electoral system? Has party fragmentation also produced centrifugal or polarised multipartyism (between the regions, but also within Flanders, given the spectacular rise of the Vlaams Blok)? What explains the difference in party fragmentation between Flanders and Wallonia? What are the dimensions of party competition in each community and what are the socio-demographic and attitudinal characteristics of the different electorates? Which steps have the political elites taken to cope with the increasing fragmentation of the party landscape and growing voter volatility? To what extent has the increasing divergence between the regional party systems led to the building of asymmetrical coalitions at the federal and regional levels of government? The splitting of the Belgian party system into two, albeit still fragmented, party systems has further complicated the problems of coordination within a polarised, multi-cleavage and multilevel system that seriously undermines the stability of the entire political system.     

“The roughest form of social work:” How court officials justify bail decisions

Growing research has analyzed quantitative patterns of bail decisions and outcomes, but we know far less about how court officials justify their bail decisions. To enhance understanding of how bail decisions—and their resulting pretrial outcomes—are generated, we interviewed 104 judges, prosecutors, and public defenders in a northeastern state. Court officials in our study reported three primary justifications at bail: ensuring defendants return to court, preventing crime, and lessening harm. The first two justifications have been suggested in the literature, but the latter is novel and encompasses two secondary justifications: lessening criminal legal system harm and lessening societal harm. We show how these justifications and the decisions they enable blend risk management with rehabilitation and emerge from court officials’ shared assumption of defendants’ social marginality but varied beliefs about what to do about such marginality pretrial. Each justification allows for distinct, but at times overlapping, bail decisions. We discuss the implications of our findings for theories of court official decision-making, research on racial and socioeconomic inequality, and bail reform policy.     

Legitimacy,citizenship and state redress

This article explores how state redress programmes work to legitimate the state. The primary thesis concerns how state redress aims to restructure citizenship identity. This restructuring enables civic identification by victims of state wrongdoing which in turn enables greater legitimacy. Consequently, redress constitutes a movement by the state from lesser to greater legitimacy. The article illustrates the legitimating thesis by examining two Canadian responses to state wrongdoing with regard to indigenous peoples, Gathering Strength (1998) and the Indian Residential Schools Settlement Agreement (Indian Residential Schools Adjudication Secretariat). This context provides material for contrasting the legitimating thesis with a competing approach – redress as ‘therapy’.     

Motivation for Compliance with Environmental Regulations

A combination of calculated, normative, and social motivations as well as awareness of rules and capacity to comply are thought to foster compliance with regulations. Hypotheses about these factors were tested with data concerning Danish farmers' compliance with agro‐environmental regulations. Three key findings emerge: that farmers' awareness of rules plays a critical role; that normative and social motivations are as influential as calculated motivations in enhancing compliance; and that inspectors' enforcement style affects compliance differently from that posited in much of the literature. It was also found that formalism in inspection can be helpful to a point, while coercion by inspectors can backfire. Taken together, these findings counter arguments concerning the harm of legalism and the benefits of flexible enforcement. This study contributes to the understanding of factors that shape compliance with social and environmental regulations. © 2001 by the Association for Public Policy Analysis and Management.     

Integrating Public Service Motivation in the Job-Demands-Resources Model: An Empirical Analysis to Explain Employees’ Performance,Absenteeism, and Presenteeism

Public service motivation (PSM) is a focal construct in public management research, and while sound evidence exists that PSM is positively associated with several desired outcomes, knowledge on the underlying mechanisms which explain these associations and on potential negative consequences of PSM remains limited. Addressing these research gaps, this study investigates how PSM relates to relational job resources, work engagement, and outcomes. We thereby account for both direct and moderating effects of PSM and consider positive (employee performance) and negative outcomes (sickness absenteeism and presenteeism). We empirically test our model in the German public sector and find that the PSM dimensions relate differently to the assessed outcomes, providing varying support for our hypotheses. In particular, commitment to public value and compassion seem to drive the positive effect of PSM on employee performance, whereas self-sacrifice and client orientation are linked to reduced absenteeism, and only compassion is associated with increased presenteeism.