Broken Covenant: A Case Study in Employee Relations Ethics

Employee relations ethics (ERE), or the lack thereof, is a problem and an issue in both private and public organizations. This article is a case study in military ERE. A retired career Naval officer, I discuss problems of downsizing and retrenchment from a "military" perspective in terms of what I refer to as a "broken covenant."     

PERFORMANCE APPRAISAL OF BEHAVIOR-BASED COMPETENCIES: A RELIABLE AND VALID PROCEDURE

A new performance appraisal system, developed for promotions in the Royal Canadian Mounted Police non-commissioned officer ranks, fairly differentiated among candidates. Members ( N = 6,571) illustrated their performance on core competencies with behavioral examples. Supervisors and then review boards used a BARS procedure to reliably rate performance. Both candidates and supervisors supported the system. The performance appraisal scores predicted career advancement in the organization.     

SEX DIFFERENCES IN RESPONSE TO SIMULATED EMPLOYEE DISCIPLINE CASES

Personnel managers examined vignettes in which an employee had made a serious judgmental error. The employee was seen in a traditional male position (construction supervisor, production manager), or in a relatively more female-identified position (public relations officer, executive secretary), and was identified as male or female. Individuals employed in male-identified positions were viewed as more competent than those in traditional female positions. Overall, evaluations were correlated with recommended personnel actions. Punishing personnel action was least likely to be recommended, however, for males employed in traditional male positions. The results are interpreted as consistent with role theory and with certain attributional concepts. Implications are discussed for career strategy and for personnel policy.     

Examination of the PC-PTSD in previously deployed Air Force Medical Service personnel

This study assessed the performance of the PC-PTSD in diagnosing postdeployment posttraumatic stress disorder (PTSD) in a cohort of Air Force Medical Services personnel (N = 18,530). The prevalence of PTSD in the cohort was 5.18% based on medical record data. The area under the receiver operating characteristic curve was 0.69, indicating poor classification accuracy. Sensitivity was 47.55%, specificity was 90.68%, positive predictive value was 21.79%, and negative predictive value was 96.94%. The positive and negative likelihood ratios were 5.10 and 0.58, respectively. Several risk factors were found to be associated with a diagnosis of postdeployment PTSD: being a nurse, being enlisted in the medical service career field, being enlisted in the mental health service career field, those over age 30, being a member of the Active Duty service component, and having one’s first deployment be to Iraq. Being an officer was found to be a protective characteristic. These factors could potentially improve screening for PTSD among Air Force healthcare personnel.     

W. H. R. Rivers and the war neuroses.

W. H. R. Rivers was the most famous member of the Cambridge Expedition to the Torres Strait. At the time, he was a physician and had an international reputation as a researcher in physiological psychology. The expedition signaled the beginning of his career in social anthropology, but also a long hiatus in his activities in medicine. His clinical interests revived during World War I. As an officer in the Royal Army Medical Corps (RAMC), Rivers became a leading proponent of "psychological medicine." Today, his war-time psychiatry is remembered mainly in association with his patient, Siegfried Sassoon. This article focuses on his wartime activities, his clinical practices, and his theories concerning the war neuroses and the unconscious. The currently popular view of Rivers as a quasi-Freudian humanist is challenged.     

Learning the Ropes: The Protective Role of Mentoring in Correctional Police Officers’ Socialization Process

Formal mentoring is an individualized and contextualized socialization tactic to enhance newcomers’ learning—acknowledged as essential in the early career stage—that can be of particular value when entering a fairly unpredictable and stressful workplace. This research aims to understand the moderating role of formal mentoring in the relationship between organizational socialization and 2 adjustment indicators, a positive 1 (commitment) and a negative 1 (turnover intention). A questionnaire was administered to 117 correctional police officer newcomers, as prisons are especially critical work contexts for newcomers. The results show a direct effect from both socialization and mentoring on commitment and turnover, and an interaction between socialization and mentoring on turnover, although not on commitment. When the socialization process progresses steadily, both socialization and mentoring contribute to good adjustment, but when traditional tactics go wrong, a different learning source (formal mentoring) exerts a protective function, limiting newcomers’ intention to quit. These findings give support to the usefulness of mentoring in a law enforcement context and provide some insight into defining formal mentoring programs.     

Lifetime Suicidal Behaviors and Career Characteristics Among U.S. Army Soldiers: Results from the Army Study to Assess Risk and Resilience in Servicemembers (Army STARRS)

The current report presents data on lifetime prevalence of suicide ideation and nonfatal attempts as reported by the large representative sample of U.S. Army soldiers who participated in the Consolidated All‐Army Survey of the Army Study to Assess Risk and Resilience in Servicemembers (N  =  29,982). We also examine associations of key Army career characteristics with these outcomes. Prevalence estimates for lifetime suicide ideation are 12.7% among men and 20.1% among women, and for lifetime suicide attempts are 2.5% and 5.1%, respectively. Retrospective age‐of‐onset reports suggest that 53.4%–70% of these outcomes had preenlistment onsets. Results revealed that, for both men and women, being in the Regular Army, compared with being in the National Guard or Army Reserve, and being in an enlisted rank, compared with being an officer, is associated with increased risk of suicidal behaviors and that this elevated risk is present both before and after joining the Army.     

JAPANESE AMERICAN WARTIME EXPERIENCE,TAMOTSU SHIBUTANI AND METHODOLOGICAL INNOVATION, 1942–1978

A case study of how wartime internment reverberated in the life and work of Japanese American intellectuals, this essay discusses the career and interests of Tamotsu Shibutani, a sociologist who began his training as part of Dorothy Swaine Thomas’ Japanese American Evacuation and Resettlement Study (JERS). Though recent scholarship has noted some of the ethical problems that attended the use of Japanese American participant observers during the war, this essay concentrates instead on how interned intellectuals responded to their double role of both researcher (and intellectual) and object of study. I argue that in the case of Shibutani, his circumstances and identity shaped his scholarship, both as an academic endeavor and a political project. By tracking Shibutani's postwar scholarly activities, I show that his wartime experiences—as an internee, military officer, and participant‐observer—reverberated in his sociological publications long after the war's end.     

Leadership as a predictor of stigma and practical barriers toward receiving mental health treatment: a multilevel approach

The present research examined positive and negative leadership behaviors as predictors of stigma and practical barriers to mental health treatment. Soldiers completed measures of noncommissioned officer (NCO) and officer leadership, stigma, and practical barriers to getting mental health treatment at 2, 3, and 4 months following a 15-month deployment to Afghanistan. The results revealed that positive and negative NCO and officer leader behaviors were predictive of overall stigma and barriers to care (collapsed across the three time periods), with only NCO positive and negative behaviors being uniquely predictive of stigma when included in the same model with officer behaviors. In addition, negative and positive NCO leader behaviors were predictive of stigma within participants over the course of the three month time period, and positive NCO leader behaviors were inversely related to practical barriers to mental health treatment within participants across the same time period. The results are discussed in terms of how different leader behaviors may be linked to different factors influencing a soldier's decision to seek mental health treatment.     

Over half a century of playing with inkblots and other wondrous pursuits

This invited autobiography focuses on the highlights in the career of a psychologist who has devoted over a half century to personality assessment, among other lifetime pursuits. Beginning with an introduction to my early years growing up in Chicago, the story continues through World War II when, as a naval officer, I developed a late-blooming interest in coping behavior and reactions to stress. As with many other post-war graduate students, inkblots held a particular fascination for me as an indirect means of assessing personality and psychopathology through perception. A successful dissertation followed by fellowships and grants over several decades made possible the development of the Holtzman Inkblot Technique (HIT). Published in 1961 by the Psychological Corporation, the HIT consists of two parallel forms containing 45 test blots each. It has been used in hundreds of research studies and in clinical practice as an alternative to the Rorschach throughout the world. In addition to work on the HIT, I describe my efforts to expand personality assessment and psychological research into the international arena and provide a summary of activities in administration and public service.     

Black Criminals and White Officers: The Effects of Racially Misrepresenting Law Breakers and Law Defenders on Television News

Participants were exposed to a crime story embedded in a newscast in a 3 (Officer Race—Black, White, or Race Unidentified) × 3 (Perpetrator Race—Black, White, or Race Unidentified) × 2 (Prior News Viewing—Heavy, Light) factorial design. Afterward, participants were asked the likelihood that the depicted officer and perpetrator were either White or Black. In addition, participants were asked how positively they viewed the officer who was featured in the story. Results revealed that race unidentified perpetrators were rated as having a high likelihood of being Black. In addition, heavy news viewers were more likely than light news viewers to express a high likelihood that the unidentified officer was White. Finally, heavy news viewers were more likely than light news viewers to have positive perceptions of unidentified officers, but not of Black officers featured in a newscast. The theoretical implications of these findings are discussed in light of cultivation and chronic activation.     

Professionalization and evaluation: The case of Indian agricultural research

This paper examines the role of evaluation in promoting and sustaining professionalism in agricultural research organizations. The evaluation experience of the Indian Council of Agricultural Research (ICAR) reveals a series of attempts to review and institutionalize the essential features of professionalism: expertise, credentialism, and autonomy. The central thesis is that when evaluations inform or enable major changes in one or more of these features of professionalism, over a period of time, it is a sign of increasing professionalization of research. Following a brief introduction, the evaluation experiences of ICAR are examined in the context of the evolution of the profession of agricultural research. Specific evaluation experiences are then analyzed, with an emphasis on the role of evaluation in resolving the tension between bureaucratic and professional decision making. The paper concludes that unless stringent evaluations are introduced in ICAR, the professionalization of agricultural research in India will remain incomplete. Graduated in agricultural sciences at the Tamil Nadu Agricultural University, she obtained her doctoral degree at the Kerala Agricultural University in 1994. She started her professional career as an agricultural extension officer at the State Department of Agriculture in Kerala. She has published on research organization, measurement of research efforts, history and evolution of agricultural science, priority setting, research decision-making, and reforms in agricultural education and training. Her current research focuses on impact of soil-science technologies, development of key disciplines in agricultural chemistry within an evolutionary economics perspective, and institutional and policy implications of changes in agricultural science.     

Unraveling the relationship between organizational career management and the need for external career counseling

This article unravels the relationship between organizational career management and the need for external career counseling. We conducted a path analysis using data of 803 Flemish employees. The results indicate a three-way relationship between organizational career management and external career counseling. First, experiencing organizational career management reduces the need for external career counseling by enhancing career satisfaction. Second, it also reinforces the need for career counseling by encouraging employees to invest in their external employability. Finally, organizational career management and external career counseling are complementary as well. The implications of the results and the directions to be taken in future research are discussed.     

Protean attitude and career success: The mediating role of self-management

A protean career attitude is considered as an important determinant of career success in the contemporary career era. In this article we test a model in which we specify the relationships between protean career attitude, career self-management behaviors, career insight, and career success outcomes (career satisfaction and perceived employability). A survey was conducted among a sample of 289 employees. The results support the idea that a protean career attitude is a significant antecedent of career success and that this relationship is fully mediated by the development of career insight. The implications of these findings for understanding the process through which career attitude affects individuals’ career success are discussed.     

Look there! The effect of perspective,attention, and instructions on how people understand recorded police encounters

Now more than ever, body cameras, surveillance footage, dash‐cam footage, and bystanders with phones enable people to see for themselves officer and civilian behavior and determine the justifiability of officers' actions. This paper examines whether the camera perspective from which people watch police encounters influences the conclusions that people draw. Consistent with recent findings showing that body camera footage leads people to perceive officers' actions as less intentional (Turner, Caruso, Dilich, & Roese, 2019), our first study demonstrates that participants who watched body‐camera footage, compared with people who watched surveillance footage of the same encounter, perceived the officer's behavior as being more justified and made more lenient punishment decisions. In our second study, only one of the four police encounters that participants watched led participants to perceive the officer more favorably when they watched body‐camera footage compared with bystander footage. Our results demonstrate that some body‐camera footage—specifically videos that capture an officer using his or her body to apprehend a civilian—can lead to biased perceptions of police encounters that benefit the officer. Our findings suggest that this occurs because: (i) in body‐camera footage, the civilian is the more easily visible figure, thus making less salient the officer's role in the encounter; and (ii) the body camera—attached to an officer's uniform—is unable to adequately capture certain use of force movements that are important in determining an officer's intent.     

国内外职涯资本的研究述评与展望

埃森哲调查显示,全球89%的员工认为职涯资本是职场成功的关键,但职涯资本的相关研究却刚起步。本文从职涯资本（Career Capital）的内涵入手,梳理了职涯资本的定义及理论模型,并整理了相关维度的划分。然后,笔者从跨文化管理、职涯资本三维度重要性、职涯资本的前因变量和结果变量角度对相关研究进行整理。最后,针对目前研究的不足,本文提出未来研究的方向和管理实践中的应用建议,希冀对职业生涯管理的理论研究和实践提供新思路。     

Evaluating Career Structures: An Essential Input to Effective Career Management and Counselling

Careers take place within the structures of jobs and career paths which organisations evolve over time. Career opportunities for individuals are largely determined by the factors which influence the dynamics of these structures. Simple techniques exist for picturing career structures and interpreting recent career patterns. Numerical models are well established which estimate future career opportunities. Although career patterns are changing, the effective use of internal labour markets is of increasing importance. Those involved in managing careers or counselling individuals should be better informed in this area and use information to tailor career moves and development activity to the reality of where and when career opportunities are likely to be available.     

Protean attitude and career success: The mediating role of self-management

A protean career attitude is considered as an important determinant of career success in the contemporary career era. In this article we test a model in which we specify the relationships between protean career attitude, career self-management behaviors, career insight, and career success outcomes (career satisfaction and perceived employability). A survey was conducted among a sample of 289 employees. The results support the idea that a protean career attitude is a significant antecedent of career success and that this relationship is fully mediated by the development of career insight. The implications of these findings for understanding the process through which career attitude affects individuals’ career success are discussed.     

The impact of career boundarylessness on subjective career success: The role of career competencies, career autonomy, and career insecurity

Based on the theoretical frameworks of the career enactment and the stress perspectives, this study develops and tests a model in which career boundarylessness affects subjective career success through its effect on three career competencies—knowing-why, knowing-how, and knowing-whom—and career autonomy and career insecurity. The results provided empirical support for the importance of career autonomy, career insecurity, and the development of knowing-why and knowing-how competencies in the successful pursuit of a boundaryless career. The implications of these findings are discussed.