Suchergebnisse

Abstract
Purpose
This review aimed to investigate and describe the current research that has reported on family violence and food insecurity and to explore any links. Research is beginning to explore the relationship between food insecurity and family violence, as such, this is a good time to review the current body of literature to identify existing gaps.

Methods
This research employed a narrative systematic review allowing for a broad search while maintaining methodological rigour. Key word searches were performed in 6 electronic databases in January 2023. Two overarching concepts were used: "family violence" and "food security". The findings were synthesised into a narrative review, reporting on specific population groups separately.

Results
The search generated 1724 articles, of which 868 were duplicates. The titles and abstracts of 856 articles were screened; 765 articles were excluded because they did not investigate the experience of food insecurity and family violence. The full text of 91 articles was reviewed, with 32 included in this review. Most were from the USA, and most employed qualitative or mixed methods. Studies explored food insecurity and family violence in women, men and women, children, people who are HIV positive, and the relationship between the COVID-19 pandemic and food insecurity.

Conclusions
Food insecurity and family violence are significant societal problems, with evidence that both have increased in prevalence and severity due to the onset of the COVID-19 pandemic. This review provides initial evidence for a bi-directional relationship between food insecurity and family violence in high income countries.

In this article we consider the prohibition on the use of preimplantation genetic diagnosis to select an embryo on the basis of its sex for non-medical reasons. We use this as a case study to explore the role that public consultations have and should play in ethico-legal decision making. Until the Human Fertilisation and Embryology Act 1990 was amended by the Human Fertilisation and Embryology Act 2008, non-medical sex selection of an embryo was not statutorily regulated but it was the policy of the Human Fertilisation and Embryology Authority that such selection should not occur. However, since 2009 it has been a criminal offence to select an embryo on the basis of its sex for non-medical reasons. We consider the reasons given for this change and explore the role that 'public opinion' had in the decision making process. On the face of it, asking the public what they think seems reasonable, fair and democratic, and those who are not in favour of public consultations being accorded great weight in matters of policy may appear out of touch and as wanting to impose their moral views on the public at large. But there are problems with doing so, especially when seeking to regulate ethically controversial issues. We discuss whether regulation should be influenced by public opinion obtained via 'public consultations', and utilise sex selection for non-medical reasons as an example of how (apparently) public opinion was used to support the criminalisation of this practice.

To speak of collective bargaining as a collaborative process seems a contradiction. Since 1935 when collective bargaining was institutional‐ized in the Wagner Act, the process has assumed that the disputing par‐ties are enemies, competing for scarce resources with different objec‐tives. This article explains the implementation of a new theory of col‐lective bargaining which encourages truthfulness, candor, and the acknowledgement of shared goals and avoids the negative and self‐defeating power plays of the adversarial collective bargaining process. As a result of this process, grievances in the observed company declined from 40 per year under previous contracts, to 2 in 18 months under the current contract; anger and hostility have been nearly eliminated; and there is a real spirit of cooperation present in the plant.

Purpose– The purpose of this paper is to compare the explanatory power of reactance theory and power dependence theory in predicting the moderating effect of job embeddedness on the organizational trust-workplace deviance relationship.Design/Methodology/Approach– Cross-sectional data were collected from a sample of nurses (n=353) via an online survey organization. The data were analyzed using hierarchical regression.Findings– Job embeddedness significantly moderated the organizational trust-workplace deviance relationship such that participants who experienced low organizational trust and high job embeddedness engaged in more workplace deviance than those experiencing low organizational trust and low job embeddedness.Practical implications– Organizations should attempt to build and maintain employees' organizational trust since employees who lack organizational trust are more likely to act deviantly. Additionally, organizations should realize that job embeddedness is not always beneficial. Therefore, organizations should seek to reduce negative perceptions of job embeddedness by alerting employees (especially those who are the most distrusting) of other job opportunities and providing more generalizable skill training, to enhance employees' perceptions of mobility.Originality value– This study demonstrates that job embeddedness can be applied to models (i.e., the organizational trust-workplace deviance relationship) beyond those that have previously included turnover as an outcome (i.e., Leeet al., 2014), and that such influences may be negative. More notably, the results provide evidence supporting the notion of the negative side of job embeddedness.

Three studies tested hypotheses derived from an integrative social exchange — attachment model suggesting that employees' trust in an organization or its authorities predicts antisocial work behaviors, which should be mediated by the extent to which employees feel attached to the organization and/or its members. Study 1 showed that perceptions of workgroup cohesion mediate the relationship between trust in senior management and antisocial work behaviors. Study 2 suggested that intentions to stay with the organization mediate the relationship between trust in supervisor and antisocial work behaviors. Study 3 found that the relationship between trust in organization and antisocial work behaviors was partially mediated by perceptions of workgroup cohesion. In sum, results provide converging evidence that trust relates to antisocial behaviors indirectly, through feelings of attachment to the organization and its members.

PurposeThe purpose of this study was to investigate the impact of two-way, computer-mediated communication on investigator perceptions of whistleblower credibility.Design/methodology/approachInvestigators were recruited to participate in an online experiment that tasked subjects with evaluating simulated two-way, computer-mediated communication between an investigator and whistleblower. Several rival explanations were also examined to account for potential confounds.FindingsWhile anonymous whistleblowers were perceived to be less credible than identified whistleblowers when reporting via one-way communication, perceived whistleblower credibility was not statistically different when using two-way communication. Further, investigators allocated statistically similar amounts to investigate anonymous and identified reports.Research limitations/implicationsBased upon the results of this study, several new research directions can be explored with respect to maintaining anonymity, assessing credibility and designing reporting systems.Practical implicationsThe results support the use of anonymous, two-way communication in whistleblowing reporting systems. Anonymous whistleblowers would benefit from the ability to maintain an active dialogue with investigators without jeopardizing their safety or the investigation.Social implicationsThis study provides empirical support for strengthening whistleblowing reporting channels through the adoption of anonymous, two-way, computer-mediated communication. Doing so can better preserve the anonymity of those willing to report wrongdoing and better protect them from potential retaliation.Originality/valueThis study is among the first to empirically test the longstanding theory that anonymous reports are perceived by investigators as less credible than those from identified individuals. This study is also among the first to consider and incorporate anonymous, two-way communication in whistleblowing reporting.

ABSTRACTIn contemporary organizations, the protection of an organization's information assets is reliant on the behavior of those entrusted with access to organizational information and information systems (IS). Because of this reliance, organizations increasingly prioritize the training and education of employees through security education, training, and awareness (SETA) initiatives. Through expectancy theory and its central components of valence, instrumentality, and expectancy (VIE), we investigate the role of insiders' awareness of organizational SETA efforts on two similar, yet distinct, security‐related intentions: intention to comply with information security policies (ISPs) and intention to protect the organization's information assets from their threats. Not only do we show how distinct these two concepts are from a quantitative standpoint, we also demonstrate differences between insiders' compliance and protection intentions, as well as their motivational antecedents. Moreover, we demonstrate how our powerful, yet parsimonious, model based on expectancy theory explains a significant portion of the variance in these two important concepts: 52.7% in intentions to comply with ISPs and 68.1% in intentions to protect organizational information assets. We discuss the implications of our findings for research and practice and offer future research opportunities.

Previous studies on the impacts of racism on adolescent development have largely overlooked Indigenous youth. We conducted a scoping review of the empirical literature on racism against Indigenous adolescents to determine the nature and scope of this research and to establish associations with developmental outcomes. Our literature search resulted in 32 studies with samples from the United States, Canada, Australia and New Zealand. Studies were limited to self‐reported experiences of racism and thus primarily focused on perceived discrimination. Quantitative studies found small to moderate effects of perceived discrimination on adolescent psychopathology and academic outcomes. Qualitative studies provided insight into structural forms of racism. We offer recommendations for future investigations into the impacts of overt and covert racism on Indigenous adolescents.

Whereas most research has focused on the negative aspects of touch in the workplace (i.e. sexual harassment), this study focuses upon the positive use of touch. In an effort to explain individual differences in the use of workplace touch, three sequential studies are used to introduce the concepts of workplace touch self-efficacy and workplace touch initiation anxiety. In Study 1 we develop scales to assess the constructs. Study 2 provides an initial examination of the construct validity of the measures developed in Study 1. Results of Study 3 indicate that supervisor reports of touch self-efficacy and physiological touch anxiety are related to subordinate reports of supervisor touch. Additionally, results show that supervisor use of touch is related to several indicators of supervisor social effectiveness. Finally, sex of the supervisor appears to play a role in workplace touch as female supervisors report less touch anxiety, greater touch self-efficacy and more use of touch than male supervisors.