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Ever wondered who lurks in the shadows of the internet's vast landscape, balancing opportunity and risk? 'The Cyber Predators' takes you on a revealing journey into the enigmatic world of dark triad/tetrad personalities: psychopaths, Machiavellians, and narcissists, sadists, tackling the urgent issue of online crime as a global crisis. Drawing from cutting-edge research, this book synthesizes knowledge, exploring the motives and tactics that distinguish dark triad/tetrad individuals. Offering unique expertise, it serves as an essential reference for scholars, practitioners, and the public, distinguishing itself with its consolidated and up-to-date approach. Navigating through diverse digital realms-from social media addiction to cyberbullying, hacking, and workplace deviance-this book unravels the complex interplay between dark triad/tetrad personalities and cyber misconduct. Ideal for postgraduate students, it provides interdisciplinary insight, drawing from various scientific fields, making it a valuable resource for understanding cybercrime and its perpetrators.

Explore the multifaceted realm of cybercrime and abuse, delving into methods, sexual violence, data theft, fraud, victim experiences, and information security. This book enhances awareness by emphasizing the role of perpetrator personalities, their motives, and patterns. Tailored for postgraduates, it serves as a valuable reading resource.

"Explore the multifaceted realm of cybercrime and abuse, delving into methods, sexual violence, data theft, fraud, victim experiences, and information security. This book enhances awareness by emphasizing the role of perpetrator personalities, their motives, and patterns. Tailored for postgraduates, it serves as a valuable reading resource"--

Hallways and airwaves: changing neighborhoods and emerging media inspire new music -- I'm a-telling you: artists and entrepreneurs step up in a new decade -- We're a winner: musicians, activists, and educators build an expanding industry -- Psychedelic soul: Chicago's 1960s counterculture redirects social and musical cues -- A new day: Afrocentric philosophy and sharp statements answer 1960s challenges -- Rhythm ain't all we got: organizational drive shapes 1970s black music, commerce, and politics -- Sound power: funk and disco highlight connections, divisions, and aspirations -- Future telling: reissues, sampling, and young artists reconsider soul history.

"Fairness in the Workplace takes a multi-dimensional approach to the concept of organizational fairness, one that views organizational fairness as being comprised of procedural justice, organizational politics, organizational trust, and psychological contract breach, all of which are indicators of the global evaluation of the (un)fairness of the organization. This evaluation, in turn, predicts the employees' attitudes and behaviors. Such an approach moves from a simplified view of the focal constructs as unique perceptions to a more nuanced understanding of each construct as representing one aspect of the overall assessment of the organization as fair or unfair. By combining them into a concept that represents a higher level of abstraction, we can develop a robust scale with which to measure organizational (un)fairness that has the potential to improve our predictions about employees' attitudes and behaviors. This approach expands existing motivation theories. Furthermore, the book covers the relationship between organizational fairness and organizational outcomes. "--

PurposeThis paper seeks to examine whether individual values are related to perceptions of psychological contracts and psychological contract breach when justice perceptions are taken into account.Design/methodology/approachThe study sample comprised staff employees of one of the largest banks in Israel. The sample included 311 employees in the head office of this bank. Data were collected from the employees over a period of about three months.FindingsThe findings show a modest relationship between individual values and perceptions of a relational type of psychological contract. The findings show weaker relationships between the values, perceived transactional‐type contracts, and perceptions of contract breach.Research limitations/implicationsThe study relied upon a cross‐sectional design. Such a design consists of a single observation with no control groups, and so cannot be used to draw conclusions about causal relationships between the variables. In addition, the study examined only one professional group in one culture.Practical implicationsThe significant relationship between conservation and self‐transcendence values and perceptions of relational‐type contracts suggests that organizations should take this into account when making hiring and human resource (HR) management decisions.Originality/valueFew studies have examined how individual values relate to the type of psychological contract individuals perceive themselves involved in, or the way they perceive contract breach. Examining individual‐level values helps to elucidate the attitudes and behaviors of employees in the workplace.

PurposeThe question of how to strike a balance between work and life is attracting increasing attention from both scholars and practitioners. This paper aims to examine the relationship between individual level values, using Schwartz's basic human values theory, and the work‐family conflict (WFC), the family‐work conflict (FWC), and coping strategies.Design/methodology/approachA total of 122 employees from two Israeli high tech companies participated in this survey. The portrait values questionnaire (PVQ) was used to measure ten basic values. The PVQ includes short verbal portraits of 40 different people, gender matched with the respondent. Work‐family conflict and family‐work conflict were measured by the scales developed by Netemeyer et al. Personal coping was measured using the 16 items of Kirchmeyer's scale of coping strategies. Regression and correlation analysis were used to test the research hypotheses.FindingsThe findings showed a strong relationship between power and the three independent variables. Schwartz's ten values explained a relatively large percentage of the variation in the work‐family conflict and the use of coping strategies.Originality/valueWhile there has been a growing trend to examine individual level values in order to better understand the attitudes and behaviors of employees in the workplace, very few studies have examined whether and how individual values are related to the interface between work and family. This paper responded to the call for such research. The findings are discussed in terms of their implications for the continuation of research on individual values in their relationship to the work‐family interface.

This study examined three models of the relationships between commitment foci and work outcomes such as turnover intentions, actual turnover, and absenteeism. The first is based on the traditional literature that argues that the relationship between commitment foci and outcomes is direct. The second is based on Morrow's model of universal forms of work commitment. According to this model, job involvement mediates the relationship between the other commitment foci and outcomes. The third model is based on the conceptualization proposed by Randall and Cote. According to their model organizational commitment and occupational commitment should mediate the relationship between commitment foci and out-comes. In the study 283 nurses from three small hospitals in Israel were surveyed with a response rate of 62 percent. The results of path analysis (LISREL VIII) showed a better fit to the data of the Randall and Cote model. The article concludes with implications regarding the continuing assessment of Morrow's conceptualization to establish an acceptable definition and measurement of universal forms of work commitment.