Personal values and expert testimony

This paper explores challenges to personal values which are inherent in the situation that any expert witness with a scientific background finds himself or herself in when working in the legal context. Case histories are relied on to make the point that time is needed for psychologists and lawyers to develop an effective and ethically sound working relationship. The paper takes issue with the notion that the experts should be constrained in their behavior and their testimony by new rules and guidelines for testimony content. It further argues that the model of going public with psychological knowledge is a time-honored function of members of the American Psychological Association.The author was supported in the preparation of this article by grant No. DAR 7926805 from the National Science Foundation.     

To be continued . . . Syntheses and trends in follow-up of quality assurance in West European higher education

The authors report on West European trends in follow-up arrangements of national quality assurance procedures. They argue that external quality assurance ought to adopt a broader conception of quality than is now often the case. Next, the general public ought to have a guarantee that external quality assurance is valid (through meta-evaluation) and has consequences (through follow-up arrangements). Follow-up currently is not well developed in many European countries in a formal sense, but is receiving more attention as external quality assurance is maturing. Finally, the authors link national quality assurance to the European dimension; an international network could fulfil important functions in making quality assurance transparent and credible across Europe. This revised version was published online in August 2006 with corrections to the Cover Date.     

Knowledge management and communities of practice in the private sector: lessons for modernizing the National Health Service in England and Wales

The National Health Service (NHS) in England and Wales has embarked upon a radical and far–reaching programme of change and reform. However, to date the results of organizational quality and service improvement initiatives in the public sector have been mixed, if not to say disappointing, with anticipated gains often failing to materialize or to be sustained in the longer term. This paper draws on the authors' recent extensive research into one of the principal methodologies for bringing about the sought after step change in the quality of health care in England and Wales. It explores how private sector knowledge management (KM) concepts and practices might contribute to the further development of public sector quality improvement initiatives in general and to the reform of the NHS in particular. Our analysis suggests there have been a number of problems and challenges in practice, not least a considerable naïvety around the issue of knowledge transfer and 'knowledge into practice' within health care organizations. We suggest four broad areas for possible development which also have important implications for other public sector organizations.     

Compulsive traits and police officer performance

As a general rule, pathologies tend to impair job performance. In a study involving performance criteria and the Personality Assessment Inventory in a sample of Louisiana police officers (N=800), OCD characteristics correlated significantly in a negative direction with several performance criteria, such as involvement in an on-duty or off-duty at fault moving violation, number of on-duty or off-duty at fault moving violations, any citizen complaints regarding unprofessional conduct, number of unprofessional conduct, and accusation in any way of racially offensive conduct, behavior, verbalization, or complaints. It has been found that the traits of obsessive-compulsive disorder, in moderation, may actually improve performance in police officers. This agrees with the Yerkes-Dodson law, which states that peak performance occurs when a person experiences mild to moderate levels of stress. Authors' Note: Emily DeCoster-Martin was an undergraduate psychology major at The University of Evansville at the time this paper was written. William U. Weiss, Ph.D., is a professor in the Department of Psychology, The University of Evansville, 1800 Lincoln Av., Evansville, IN 47722. Robert D. Davis, Ph.D., is executive vice-president and director of science, research, and development for Matrix, Inc., Baton Rouge, Louisiana. Cary Rostow, Ph.D. is president of Matrix, Inc.     

Facilitating technology transfer among organizations: An applied communication strategy concept for organizational boundary spanners

Facilitating technology transfer from one organization to another is a complex process. Organization representatives are key players in the facilitation process and act to span the boundary between organizations. This paper offers a conceptual framework concerning organizational “boundary” spanners who must cross lines to transfer technology. From a communication viewpoint, boundary spanners need to reduce uncertainty, process information, and provide representation in order to achieve organizational outcomes of building relationships, achieving performance, and applying technology. This framework describes several strategies involved in the process of technology transfer: inquiry, self-disclosure, enhancing self-image, bargaining, and relationship-building. In short, we argue that individual boundary spanners need to be effective communicators when facilitating the technology transfer process.     

Parenting in Dependency Drug Court

The Dependency Drug Court (DDC) in Miami, Florida, addresses the needs of families affected by substance abuse through a comprehensive and therapeutic approach. The DDC works with community agencies to provide services that effectively treat the family as a unit. This article discusses the process of adapting a parenting program to meet the needs of families in the DDC.