Police officers’ perceptions of organizational justice and their trust in the public

Research in organizational psychology has consistently demonstrated that employee perceptions of organizational justice have significant effects on employee attitudes, perceptions, and behaviors. Similar studies utilizing the organizational justice model in policing have also noted these effects, including the relationship of justice perceptions with officer attitudes toward the public. Recent theoretical developments in policing contend that the association between internal perceptions of justice and external attitudes may be the result of organizational and supervisory practices that ‘trickle-down’ into the police-community relationship. This paper explores this association by assessing the effects of officer perceptions of organizational justice on officer trust in the public. A sample of patrol division police officers were surveyed using measures taken from the organizational justice literature and Mayer, Davis, and Schoorman’s model of organizational trust. Results show a strong relationship between perceptions of organizational justice and trust in the public even when other relevant predictors are controlled.     

The North Korean factor in the improvement of Japanese intelligence capability

Abstract

Since the early 1990s, human rights have been a contentious issue for relations between the Association of Southeast Asian Nations (ASEAN) and the European Union (EU), especially in the Asia–Europe Meeting (ASEM). It is an issue that has constantly led to tensions in interregional cooperation. However, the ASEAN–EU dialogue on human rights has, in fact, had a significant impact on regional dynamics by stimulating the process of regional identity formation, especially in Southeast Asia. The core mechanism through which this development takes place is that of interaction, the process in which the two regional groupings engage while negotiating human rights policy. It can be argued, therefore, that interregional and intraregional human rights interactions are mutually dependent. ASEAN's rather confrontational mode of interaction with the European Union in relation to human rights has served as a catalyst for the dynamic growth of a collective definition of self in ASEAN. It has led to an ‘essentialization’ of ASEAN's idea of self as opposed to a common other, something which has undermined the possibility of maintaining an interregional dialogue that is not confrontational. However, it has also contributed to the development of a regional space for communicating about human rights and has thus played a central role in the gradual transformation of ASEAN's collective identity formation.     

Information and Environmental Policy: A Tale of Two Agencies

In recent years, scholars and practitioners have focused increasing attention on the role of information in achieving environmental policy goals. This article develops a framework for understanding how information is used in making environmental policy, and compares the kinds of information development and communication efforts undertaken by the U.S. Environmental Protection Agency (EPA) and the European Environment Agency (EEA). The analysis suggests that institutional factors such as organizational structure and the mix of policy instruments used by the agency affect the kinds of information efforts undertaken. It also suggests possible areas of focus for environmental information efforts within the EPA and the EEA. These suggestions and the framework provided may also be of use to other environmental agencies.     

宽容意识与权利话语的逻辑转向

无论是在实践层面,还是在理论层面,宽容意识与权利话语都存在着一定的关联性。然而,现代的权利话语强调的乃是"主客二元对立"的"主体性逻辑"以及受此逻辑支配的斗争逻辑,从而在一定程度上背离了宽容意识。因此,要想让权利话语重新与宽容意识保持内在的一致性,就不得不消解权利话语的"斗争逻辑",确立以宽容意识为核心的主体间性立场。     

基于数学逻辑课程的智能教学系统

智能教学系统是目前计算机应用探索和发展的领域。文章主要探究了基于数字逻辑课程的智能教学系统模型的实施、规则和要求;探究了如何利用数字逻辑课程的智能教学系统提供最佳的教学手段和教学方法的策略,以及如何利用基于数字逻辑课程的智能教学系统的智能工具,对数字逻辑课程进行教学,以达到进一步提高教学质量和教学水平的目的。     

进化论心理学思想的人类学哲学批判

自达尔文创立生物进化论以来,各种形式的试图以进化论作为心理学思想的基石开展心理学研究的科学冲动,在心理学的主流历史中绵延不绝,并相继形成多种理论形态各异的进化论的心理学研究方案。本文以关于心理学理论基础的反思为立足点,通过对心理进化的逻辑的追问,并引入人类学哲学的视野,揭示了一切形式的进化论的心理学研究方案的逻辑的盲目性,并为心理学作为一门独立科学寻求理论的统一提供了可能的思路。     

Citizenship as Targeted Behavior: Responses to Organizational Justice and the Role of Culture

The study aimed at reviewing citizenship as targeted behavior in response to justice perceptions and investigating the role of within-culture differences on citizenship responses to organizational fairness perceptions. Data were solicited from 150 employees and their supervisors representing various public sector entities of Pakistan. Results showed that distributive and interactional fairness predict interpersonal organizational citizenship behavior. Organizational fairness did not predict citizenship behavior targeted at organizations. Organizational justice had negative values of citizenship behavior for higher values of collectivism. Findings and implications for human resource management practitioners and suggestions for future research are discussed.     

Value-For-Money Audit for Accountability and Performance Management in Local Government in Ghana

Public sector organizations, including local government (LG) entities, continue to resort to value for money (VFM) audit to enhance performance and accountability. Based on the analysis of the consolidated reports on the annual performance-based Functional Organizational Assessment Tool (FOAT)—VFM audit—in Ghana to determine the efficacy of VFM on performance, this article argues that VFM audits constitute a significant public management tool that could enhance LG performance. However, the FOAT reports, like most VFM audits, only provide quantitative evidence, which fails to capture the qualitative or other relevant explanatory factors behind the recorded performance improvement.     

How Organizational Identity Affects Hospital Performance: Comparing Predictive Power of Mission Statements and Sector Affiliation

Abstract

Organizational identity is an important concept in organizational theory, as it can contextualize the behavior of organizations and members. The literature presents divergent perspectives on organizational identity: some studies have characterized organizational identity as constrained by institutional forces, whereas others have contended it is socially constructed by organizational members. Studies have largely focused on the former perspective, measuring organizational identity by sector affiliation; the latter approach has rarely been empirically tested. Therefore, in addition to sector affiliation, this article proposes a different approach to operationalizing organizational identity by examining hospitals’ mission statements. The study also examines which of these dual forces have more predictive power regarding organizational performance. Together with hospitals’ sector affiliation, we test how the presence and frequency of mission statement language regarding access, cost, quality, or unique organizational values affect hospitals’ various performance metrics. Regression analyses with 172 acute hospitals in Florida reveal significant relationships between types of mission statement content, sectors, and performance indicators.