Mental health issues and the Canadian criminal justice system**

The critics assert that a significant proportion of incarcerated individuals suffers from mental health issues, i.e. ‘the criminalization hypothesis.’ The current paper reviews the scholarly literature to address five interrelated questions: (1) What are the risks of those classified as mentally ill for committing crimes and, in particular, violent crimes? (2) As the gatekeepers to the criminal justice system, what happens during ‘first encounters’ between the police with those who have mental illnesses? (3) What community-based services are available for effective diversions as an alternative to incarceration for those with mental illnesses? (4) What are the impacts of treatment options upon those experiencing mental illnesses while incarcerated, including the impact upon recidivism? (5) What types of pre-release planning and community responses have the most positive effects to help reduce recidivism and assist offenders in coping with mental health issues in the Canadian context? After summarizing key evidence pertaining to these questions, the paper presents case studies as exemplars of ‘best practices’ to illustrate promising directions conducive to integrated, holistic, and effective responses at the intersection of the criminal justice and mental health systems.     

主体弥散化与主体责任的终结：ChatGPT对全球安全实践的影响

在人工智能时代,以ChatGPT为代表的人工智能通用大模型将可能冲击全球安全互动中的“主体责任制”,造成安全主体的模糊化与责任缺失、安全客体责任的离散化与安全责任追责难等一系列问题。由于人工智能技术由弱向强、迭代演进的技术发展逻辑,不同技术阶段的“主体性危机”与“责任危机”的形态和程度各异。在弱人工智能时代,低智性通用大模型的赋能作用可能会强化安全互动场域中的边缘安全主体责任。安全互动呈现出多重安全主体并存与安全客体责任离散的互动模式。在强人工智能时代,通用大模型被拟造为“类人”主体,成为多重安全主体中的一分子,安全互动呈现出无秩序形态。既有安全主体可能会表现出过度依赖算法和主体权力被侵蚀的特征,而安全客体则表现为普遍卸责和主体责任终结的特点。为解决上述问题,需要从安全主体互动的“主体间性”层面入手,在弱人工智能时代,可利用区块链与人工智能技术形成合力,并细化事前责任;而在强人工智能时代,则可凭借大国协调,在确立智能体“半主体”身份后,建立一种“监护人”制度,在主体间性的逻辑上开展全球安全实践。     

竞争与整合：高绩效工作实践与工会实践关系的研究回顾及整合分析框架构建

人力资源管理实践与工会实践是企业劳动关系调整最基本的方式。随着高绩效工作实践的出现及广泛应用,高绩效工作实践与工会实践的关系得到了越来越多的关注。本研究以竞争与整合为基本视角,对探究两者关系的研究进行了梳理。在竞争视角下,高绩效工作实践与工会实践之间存在相互竞争,并表现出一定的替代性。在整合视角下,高绩效工作实践与工会实践二者由于相互促进、功能互补,更有可能对劳动关系的有序运行产生协同效应。研究认为,高绩效工作实践与工会实践更可能是整合状态,更容易产生协同互补性。在此基础上,结合中国情境,研究构建了整合视角下高绩效工作实践与工会实践产生协同作用的分析框架。     

美国不当劳动行为裁决机制评析

美国1935年制定的《国家劳工关系法》中设立了一个独立的联邦机构国家劳工关系委员会,藉以执行该法所规范的事项,防止雇主或工会有不当劳动行为的不法举动,同时采取纠正和救济行为。美国全国劳工委员会处理不当劳动行为的裁决机制能够为日后我国导入该项制度提供借鉴。     

Accountability Practices in Public Child Welfare Services

The literature on child welfare caseworkers’ accountability practices is fairly scant. This article observes and unravels accountability in child welfare practices using interview data. Findings show that child welfare caseworkers (frontline workers) face multiple and conflicting goals and mandates imposed upon them by their organizations, systemic rules, procedures, their clients, and their own professional norms. There were conflicts among accountability sources and caseworkers manage accountability with multiple strategies. Most of the interviewees showed that they acknowledged the significance of accountability management. The implications of these findings are discussed.     

Immigrant Social Workers and Transnational Practices: The Example of Latin Americans in Switzerland

This article explores how Latin American social workers living in Switzerland develop transnational practices in their professional and civic life. It focuses more particularly on the forms of support that these migrants provide to their societies of origin or to their immigrant compatriots through the activities they carry out either through their job, through their extra-professional commitments, or by combining these two dimensions of their existence. From interviews with 17 Latin American social workers, a typology of four forms of transnational commitment is suggested: local social work and transnational civic activity, professional transnationalism, transnational alternative professional exchanges, and “glocal” social work.     

Bridging the divide between parent states and secessionist entities: a new perspective for conflict management?

This paper departs from the contested nature of the border that separates each side in secessionist conflict – the parent state considers this as an internal administrative line; the de facto state, conversely, sees this as an international border. The argument made builds upon the theoretical aspects of the bordering practices in the current literature, and then examines three cross-border cases – Mainland China-Taiwan, Cyprus-Northern Cyprus and Moldova-Transnistria, to demonstrate different patterns of cross-border interactions and their achieved outcomes. It questions why border-crossing practices have either brought about normalization in degrees, or with a questionable value? This paper makes the conclusion that although border-crossing practices have normalized relations between adversaries, they have also simultaneously brought along self-perpetuating separation as most of the divisions still persist today. Redefining borders and facilitating cross-border interactions has only had a limited contribution to conflict management.     

How Organizational Learning Is Supported by Performance Management Systems: Evidence from a Longitudinal Case Study

Abstract

Performance management is meant to encourage organizational change by providing better and more relevant feedback to managers. But there is no denying the complexity of learning and change. How performance management helps this process goes beyond the simple availability of performance information. In this study, we examine the learning processes in a large Belgian public organization through interviews of managers, directors, and administrators. By using 4Is framework of organizational learning—from Intuitions to Interpretation to Integration to Institutionalization—we identify critical blocks and enablers of learning and change. Critical impediments include off-topic discussions of performance information, lack of opportunity to share and discuss management practices, and limited motivation to change entrenched processes of work. Performance management also provides reliable enablers of organizational learning, such as giving credibility-by-results to new management practices, focusing discussions on processes that lead to measurable results, the ability to follow new innovations closely as they are implemented, and the possibility of creating a learning culture supported by performance information. Finally, we discuss how perceived credibility of performance information is crucial to organizational learning and how it is reinforced by use and dialogue.     

国际民用航空组织争端解决机制司法化改革论析

1944年《芝加哥公约》第18章赋予国际民用航空组织理事会裁判与公约的解释与适用有关的国际争端的权能。但过往裁判实践表明,国际民用航空组织争端解决机制的结构性缺陷导致理事会司法功能未有效发挥。一方面,《芝加哥公约》第54条与第84条存在适用冲突,使得理事会在实践中更愿意以政治角色介入争端解决,导致《解决分歧规则》的司法效能被弱化。另一方面,理事会成员国代表司法能力不足且缺乏司法中立性,使得理事会对争端的解决难以提供高效的法律产出。国际民用航空组织应在2018年所启动《解决分歧规则》修订进程中对争端解决机制进行司法化改革,避免国际民用航空业沦为国际政治对抗的工具。