Can Childhood Factors Predict Workplace Deviance?

Compared to the more common focus on street crime, empirical research on workplace deviance has been hampered by highly select samples, cross-sectional research designs, and limited inclusion of relevant predictor variables that bear on important theoretical debates. A key debate concerns the extent to which childhood conduct-problem trajectories influence crime over the life-course, including adults' workplace crime, whether childhood low self-control is a more important determinant than trajectories, and/or whether each or both of these childhood factors relate to later criminal activity. This paper provides evidence on this debate by examining two types of workplace deviance: production and property deviance separately for males and females. We use data from the Dunedin Multidisciplinary Health and Development Study, a birth cohort followed into adulthood, to examine how childhood factors (conduct-problem trajectories and low self-control) and then adult job characteristics predict workplace deviance at age 32. Analyses revealed that none of the childhood factors matter for predicting female deviance in the workplace but that conduct-problem trajectories did account for male workplace deviance.     

组织公正理论视阈下的工作场所暴力问题分析

工作场所暴力是指发生在工作场所或工作场所以外与工作关系有关的暴力行为,是针对人实施的身体侵害或心理威胁以及针对财物实施的损毁行为。组织公正是组织或单位内人们对与个人礼仪有关的组织制度、政策和公平的主观感受,组织的公正性状况影响工作场所暴力的发生情况。工作场所暴力的应对以预防为主,制度公正、管理公正和有效沟通以及组织公正文化能防范工作场所暴力的发生。加强组织的环境建设、建立组织安全预案和安全预警机制以及发展组织内部的支持资源是预防工作场所暴力发生的重要措施。     

Individual and Environmental Influences on Prison Officer Safety

Prison officers are exposed to violence and other safety risks at rates higher than workers in most occupations are, and indicators of workplace safety have been linked to a number of negative health and occupational outcomes among officers. Yet, few researchers have examined the sources of prison officer safety. Using data collected from over 1,800 officers working in 45 prisons, we apply a multi-level opportunity framework to examine the individual and environmental influences on objective and subjective measures of officer safety. Our analysis revealed that officer safety is affected by officers’ routines (e.g. frequency of contact with inmates) and characteristics that might reflect officers’ suitability as targets (e.g. age, race). We also observed that indicators of both micro- (e.g. coworker support) and macro-level (e.g. architectural design) guardianship influence prison officers’ safety.     

台湾地区校园霸凌的处理机制与经验

近几年来台湾地区"校园霸凌"事件愈演愈烈,严重影响了学校正常的教学秩序,也影响了学生的身心健康。由于各方呼吁,台湾正由教育部门联合其他部门探索跨部门合作机制防制校园霸凌事件,并已在通报、辅导工作方面取得了一定成效;同时也碰到了一系列问题。探讨台湾地区校园霸凌处理机制与经验,对内地处理校园暴力事件提供了参考。     

Executive functioning and bullying participant roles: Differences for boys and girls

Bullying is a process of direct (i.e., youth who bully and are victimized) and indirect (i.e., bystanders) social exchanges. Though researchers often examine social and emotional correlates of bullying role behaviors, it is important to also consider the underlying cognitive processes associated with different bullying roles such as socially oriented cognitive processes associated with executive functions. The goal of the current study was to examine executive functions associated with types of bullying role behavior (aggression, victimization, defending, assisting, and outsider behavior) and differences between boys and girls within a sample of 689 third- to eighth-grade students (51% male, 49% female). Victimization was significantly and negatively associated with each executive function. Defending was positively associated with emotion regulation for upper elementary school students, but not for middle school students. Outsider behavior was significantly and negatively associated with self-monitoring, flexibility, and initiation.     

Unmet Need for Workplace Accommodation

We use experimental survey methods in a nationally representative survey to test alternative ways of identifying (1) individuals in the population who would be better able to work if they received workplace accommodation for a health condition; (2) the rate at which these individuals receive workplace accommodation; and (3) the rate at which accommodated workers are still working four years later, compared to similar workers who were not accommodated. We find that question order in disability surveys matters. We present suggestive evidence of priming effects that lead people to understate accommodation when first asked about very severe disabilities. We also find a sizeable fraction of workers who report they receive a workplace accommodation for a health problem but do not report work limitations per se. Our preferred estimate of the size of the accommodation‐sensitive population is 22.8 percent of all working‐age adults. We find that 47 to 58 percent of accommodation‐sensitive individuals lack accommodation and would benefit from some kind of employer accommodation to either sustain or commence work. Finally, among accommodation‐sensitive individuals, workers who were accommodated for a health problem in 2014 were 13.2 percentage points more likely to work in 2018 than those who were not accommodated in 2014.     

Workplace Bullying Policy in the Australian Public Sector: Why Has Gender Been Ignored?

This article examines the question of gender-neutral workplace bullying policy in the Australian context. It draws on the international workplace bullying literature and interview data gathered from policy actors located in Australian public service administrations, including managers, policy implementors and employee advocates. Our findings show that both the literature and the policy actors tend to present workplace bullying as a product of individualised behaviour, overlooking the nuances and dimensions of organisational power relations that include gender. As part of this tendency, policy actors insisted that workplace bullying be represented as gender-neutral. Our analysis reveals two key factors underpinning the defence and dissemination of workplace bullying as a gender-neutral problem: the tendency to individualistic remedies in public sector policies; and the idea among policy actors that if workplace bullying was portrayed as needing gender analysis, its current support as an important organisational issue would dissolve.     

浅析工作场所的涵义--以工伤确认的实践总结与理论思考为视角

《工伤保险条例》规定,在工作时间和工作场所内受到伤害的,应该认定为工伤。但在具体工伤认定案件中,因为《条例》对“工作场所”的含义没有做出具体的解释,所以执法人员、劳动者和企业负责人容易产生争议。事实上,该问题的解决必须把握正确的方向,即应该以劳动者利益优先保护原则作为出发点,同时兼顾用人单位的利益。在总结有关法律规定和各类人员不同观点的基础上,可以断定,工伤是“因工而伤”,凡是与劳动者的工作存在直接或间接联系的处所都可界定为“工作场所”。     

小学生欺负行为和焦虑的关系研究

目的:了解小学生欺负行为和焦虑的情况,探讨小学生欺负行为与焦虑的关系。方法:采用多维同伴侵害量表和焦虑自评量表对小学生进行问卷调查。结果:小学生欺负行为不存在性别年级差异,欺负行为总分及各维度与焦虑水平均呈显著正相关,身体欺负与关系欺负可以正向预测小学生的焦虑水平。结论:小学生欺负行为越多,焦虑水平越高。     

Teachers’ Perceptions of Bullying: A Focus Group Approach

The current qualitative study used a focus group approach to examine teachers’ perceptions of student aggressors and victims. Participants in the current study included 35 teachers from public elementary, middle, and high schools. Teachers’ responses to five questions about risk factors for aggression and victimization, adaptive and maladaptive coping strategies, and advice for victimized youth were analyzed using thematic analysis. Teachers frequently identified family factors as a risk factor for becoming an aggressor. Appearance-based factors, shyness, and emotional reactivity were commonly mentioned as risk factors for victimization. Teachers believed that strong displays of emotions, physical retaliation, and ignoring the situation were ineffective means for victims to respond to peer aggression. Reporting the aggression to an adult, appropriately standing up for oneself, and seeking support from friends were viewed as more effective strategies for responding to peer victimization. Directions for future research and implications for intervention are discussed.