Project Safe Neighborhoods and Violent Crime Trends in US Cities: Assessing Violent Crime Impact

Since the mid-1990s, a number of initiatives intended to address gang, gun and drug-related violence have arisen and demonstrated promise in reducing levels of violent crime. These initiatives have employed some combination of focused deterrence and problem-solving processes. These strategies formed the basis for Project Safe Neighborhoods (PSN), a national program implemented by the Department of Justice and coordinated by US Attorneys’ Offices. This paper is an initial attempt to assess the potential impact of the nationally implemented PSN initiative through an analysis of violent crime trends in all US cities with a population of 100,000 or above. While a number of site specific studies exist examining the potential impact of locally implemented PSN programs, to date no national-level study has examined whether PSN may have had an impact on violent crime trends. Cities included in the current study are distinguished on the basis of whether they were considered a treatment city by the PSN task force and by the level of implementation dosage of the PSN program. This allowed a comparison of 82 treatment cities and 170 non-treatment cities as well as a variable of dosage level. Hierarchical Generalized Linear Models (HGLM) were developed that controlled for other factors that may have affected the level of violent crime across the sample of cities. The results suggested that PSN treatment cities in higher dosage contexts experienced statistically significant, though modest, declines in violent crime whereas non-target cities and low dosage contexts experienced no significant changes in violent crime during the same period. The limitations of this initial analysis are noted but the evidence seems to suggest that the multi-agency, focused deterrence, problem solving approach holds promise for reducing levels of violent crime. At a minimum, these findings call for continued programmatic experimentation with data-driven, highly focused, deterrence-based violence reduction strategies.     

The Niqab in Canada： Is it a charter right？

Although religious beliefs and practices came under Constitutional protection in 1982 by section 2（a） of the Canadian Charter of Rights and Freedoms, the struggle to define what constitutes freedom of religion continues. Currently freedom of religion from the court＇s perspective is a right to be protected as long as its expression does not bring harm or discrimination to others. This definition is one that the courts have already applied to several other different rights. It is a position that while ostensibly static is capable of fluid change as society changes over time. To set in stone how far a freedom may extend is to deny the fact that society does and will continue to change. Views on what constitutes religious beliefs are fluid and a requirement on the extension of protection to those beliefs and actions is argued could hamper the development of multiculturalism.     

Advances in violence and trauma: toward comprehensive ecological models

The most important things learned about violence and trauma in the past 20 years are that interpersonal violence is prevalent, with different forms co-occurring, and that victims' reactions are complex. Researchers are called to consider models that include the ecological context within which victims experience violence and trauma to gain a better understanding of the variation seen in psychological outcomes. Multivariate data-analytic techniques such as structural equation modeling and cluster analysis are suggested as promising ways to explore questions framed by comprehensive models. These recommendations are predicted to provide comprehensive and individualized ways to intervene and prevent interpersonal violence.     

Le style de gestion des hommes et des femmes: convergence ou divergence?

Sommaire: Bien que le modele masculin de la gestion soit encore la norme, il cons-titue un obstacle au leadership efficace. En effet, l'adaptation aux changements structurels que connaissent les organisations exige un changement de leur culture, misant davantage sur l'ecoute d'autrui, l'intuition, l'empathie, la flexibility, qualites qui sont traditionnellement pratiquees par les femmes. La reorientation des modeles de gestion et l'augmentation du nombre des femmes dans les postes de direction donnent-ils l'occasion aux femmes d'exercer leurs fonctions sans avoir a se deguiser psychologiquement en hommes? Ces conditions leur ont-elles permis de changer la culture organisationnelle en y introduisant des facons de faire qui tiennent mieux compte des facteurs humains? Les hommes ont-ils et eux-memes influences en ce sens? Pour repondre a ces questions, un questionnaire mesurant les styles de gestion et les caracteristiques manageriales a ete complete par 398 gestionnaires de la fonc-tion publique quebecoise (230 hommes et 168 femmes). Les resultats montrent que comparativement a leurs collegues masculins, les femmes utilisent davantage des styles de gestion faisant appel aux ressources humaines, a la cohesion et a la vulnerability, conformement aux hypotheses. Mais, contrairement aux hypotheses, elles recourent davantage au pouvoir et aux normes. Elles utilisent done plus que les hommes des styles de gestion masculins et feminins. De plus, elles s'attribuent plus de caracteristiques manageriales masculines et feminines que leurs collegues masculins. Par ailleurs, les gestionnaires des deux sexes s'attribuent davantage de caracteristiques manageriales feminines que masculines, ce qui suggere que des changements se produisent dans la culture organisationnelle. Abstract: Although the traditional masculine model of management is still the norm, it is criticized as impairing effective leadership. Adaptation to structural changes actually taking place in organizations requires a significant shift in their culture towards valuing and using talents such as intuition, empathy, flexibility and caring that women have been socialized to develop. In view of this reorientation of management skills and of the increase in the number of women holding managerial positions, are women now allowed to perform their functions as women, without having to imitate men? Do women have the opportunity to contribute to organizational change by developing practices more sensitive to humane factors? Finally, have men been influenced by women's ways of managing? These issues were addressed in a survey conducted with 398 respondents from the Quebec public service (230 men and 168 women). A questionnaire measured preferred managerial styles and self-attributed psychological characteristics. Results revealed that, as predicted, women's managerial style emphasized human resources, cohesion and vulnerability. However, contrary to predictions, women used power, norms and procedures to a greater extent than men did. Their managerial style thus combines feminine and masculine features. Moreover, women reported having more feminine and masculine psychological characteristics than did men. But, overall, feminine characteristics were self-attributed by both males and females, suggesting emerging changes in organizational culture.     

Psychosocial work environment, interpersonal violence at work and mental health among correctional officers

The main purpose of this study was to present changes occurring between 2002 and 2004 in the prevalence of psychosocial constraints and interpersonal violence at work among officers working in correctional facilities in Quebec. Results suggest that in the absence of specific organizational intervention aimed at improving a deleterious work situation, exposure to low decision latitude remained similar between 2002 and 2004, while exposure to high psychological demands improved somewhat, for both men and women. In 2000, rates of exposure of correctional officers in Quebec to high psychological demands, low decision latitude and the combination of high psychological demands and low decision latitude (job strain) were significantly higher than those obtained for the entire population of workers in Quebec in contact with the public. Exposure of correctional officers in Quebec to intimidation at work increased substantially between 2002 and 2004, among both men and women. Globally speaking, rates of exposure to intimidation by colleagues and superiors practically doubled between 2000 and 2004. Rates of exposure to intimidation among correctional officers in Quebec were particularly high in 2004 (71% among men 66% among women) compared to rates in another study conducted among federal correctional officers (48%) by Samak. The present study also showed that in 2004, correctional officers in Quebec were more likely to present signs of psychological distress linked with work when they were exposed to high psychological demands, low decision latitude, job strain and poor social support from superiors and colleagues. Psychological distress was also shown to be greater when reward at work was scarce and when there was an imbalance between effort and reward at work. Finally, in 2004, psychological distress among correctional officers was also associated with intimidation and psychological harassment at work.     

Unexpected Serotonin Syndrome,Epileptic Seizures,and Cerebral Edema Following 2,5‐dimethoxy‐4‐bromophenethylamine Ingestion

4‐bromo‐2,5‐dimethoxyphenethylamine (2C‐B) is a designer drug. In Europe, 2C‐B is easily obtained and used for recreational purposes. It is known for its stimulating effects similar to those of 3,4‐methylenedioxymethamphetamine, although in higher doses it has more hallucinogenic effects. Here, we report a case of 2C‐B ingestion, confirmed by liquid chromatography‐tandem mass spectrometry, in an 18‐year‐old man. The neurological consequences were severe, including the development of serotonin syndrome and severe brain edema. Supportive therapy resulted in a stable condition, although, after several months, the patient still suffered from severe neurological impairment due to the drug‐induced toxicity. This case showed that 2C‐B could not be identified with the drugs of abuse screening routinely used in Dutch hospitals. The use of 2C‐B carries many risks, with potentially profound neurological damage, that both consumers and healthcare physicians are unaware of.     

“You must be joking”: the role of humour in the law classroom

There is a body of literature, including persuasive empirical evidence, linking the use of positive humour in tertiary classrooms with the creation of a relaxed learning environment, student motivation, attendance and engagement as well as positive student evaluations of teacher performance. However, the literature on the use of humour in teaching law is generally limited to anecdotal evidence. Drawing on the literature on using humour in teaching courses that students perceive as “difficult” in other disciplines, in this article we explore the benefits and pitfalls of using humour in the law classroom and provide illustrations of how humour might be used appropriately and effectively in teaching law.     

Adapting measures of social climate for use with individuals with intellectual developmental disability in forensic settings

The social climate of forensic settings is thought to impact on a number of important clinical and organisational outcomes and is, therefore, an important construct in relation to the successful functioning of forensic units. A variety of self-report questionnaires have been developed to objectively measure the social climate of forensic settings (e.g. the Correctional Institutions Environment Scale and the Essen Climate Evaluation Schema), however these questionnaires have not been validated for individuals with intellectual developmental disabilities (IDD). Given the prevalence of IDD in prison and forensic psychiatric settings and the potential impact of such cognitive deficits on the ability to complete a range of self-report questionnaires, it is important to consider the potential reliability and validity of existing social climate measures in IDD populations. This article will, therefore: (1) examine the cognitive, linguistic and response format difficulties that may arise when administering self-report measures of social climate in IDD populations; (2) consider potential adaptations to existing measures of social climate that might make them more suitable for use with IDD populations; and (3) identify important directions for future research in the area.     

Investigating perceptions of race and ethnic diversity among prospective police officers

Many have suggested police diversity will improve police-community relations, but research testing this hypothesis is inconclusive. We investigated perceptions of police race, ethnicity, and diversity in a heterogeneous sample of prospective police officers. Data are drawn from interviews with 42 criminal justice college students in the Southwestern United States, of which 15 were Hispanic, and who each wanted to become a police officer. Participants supported diversity in policing, and collectively expressed a belief that race plays a central role in policing today. Furthermore, participants expressed support for the ideals of both passive and active representative bureaucracy. Hispanics in the sample in particular anticipated they would positively affect police relations in Hispanic neighborhoods and encourage immigrants to cooperate with police.