Organizational climate and investigation performance in the Norwegian police: A qualitative study

The present study aimed to identify organizational climate dimensions that are salient for police investigation performance and to explicate the mechanisms of the relationship between organizational climate and investigation performance. We conducted 38 semistructured interviews with participants at three job levels of police investigative work (chiefs of police, n  = 11, senior investigating officers, n  = 14, detectives, n  = 13) in 11 Norwegian police districts. We analyzed the interview data by using a model of organizational climate based on the competing values framework (Quinn & Rohrbaugh, 1983). Two types of climate, human relations climate and rational goal climate, were perceived to enhance investigation performance. The findings indicate that a human relations climate enhances investigation performance by developing collective human capital and by supporting internal and external cooperation and coordination of resources. Moreover, the findings suggest that a rational goal climate increases investigation performance by encouraging planning, goal setting, and task focus.     

Prosocial thinkers and the social transmission of justice

Feeling the sting of another's injustice is a common human experience. We adopt a motivated information processing approach and explore how individual differences in social motives (e.g., high vs. low collectivism) and epistemic motives (e.g., high vs. low need for closure) drive individuals' evaluative and behavioral reactions to the just and unjust treatment of others. In two studies, one in the laboratory (N = 78) and one in the field (N = 163), we find that the justice treatment of others has a more profound influence on the attitudes and behaviors of prosocial thinkers, people who are chronically higher (vs. lower) in collectivism and lower (vs. higher) in the need for closure. In all, our results suggest that chronically higher collectivism and a lower need for closure work in concert to make another's justice relevant to personal judgment and behavior.     

Negotiating Ethical Paradoxes in Conducting a Randomized Controlled Trial: Aligning Intervention Science with Participatory Values

In this article, we describe ethical tensions we have faced in the context of our work as intervention scientists, where we aim to promote social justice and change systems that impact girls involved in the juvenile legal system. These ethical tensions are, at their core, about resisting collusion with systems of control while simultaneously collaborating with them. Over the course of designing and implementing a randomized controlled trial (RCT) of an ecological advocacy intervention for girls, called ROSES, ethical paradoxes crystalized and prompted us to engage in critical reflection and action toward the aim of moving away from conducting research on legal‐system‐involved girls and moving toward a more democratic, participatory process of inquiry with girls. Our experience revealed two intertwined paradoxes that ultimately served generative purposes. First, in collaborating with legal system stakeholders, we observed a single story of girls’ pathology narrated for girls, without girls, and ultimately internalized by girls. Second, in reflecting critically on the ethical implications of our study design, it became clear that the design was grounded in a medical model of inquiry although the intervention we sought to evaluate was based, in part, on resistance to the medical model. We describe emergent ethical tensions and the solutions we sought, which center on creating counternarratives and counterspaces that leverage, extend, and disrupt our existing RCT. We detail these solutions, focusing on how we restructured our research team to enhance structural competence, shifted the subject of inquiry to include the systems in which youth are embedded, and created new opportunities for former research participants to become co‐researchers through formal roles on an advisory board.     

Applying a Social Justice Lens to Youth Mentoring: A Review of the Literature and Recommendations for Practice

Youth mentoring interventions are often designed with the intention of promoting improved outcomes among marginalized youth. Despite their promise to reduce inequality through the provision of novel opportunities and increased social capital to marginalized youth, youth mentoring interventions hold the potential to reproduce rather than reduce inequality. In the current review, we explore literature on youth mentoring that has incorporated a social justice lens. We conclude that there is a need for greater attention to principles of social justice in the design, implementation, and evaluation of youth mentoring interventions. After reviewing the literature, we make recommendations for research and practice based on a social justice perspective and explore alternatives to traditional youth mentoring that may allow for better alignment with social justice principles.     

社会公正对权威合法性的影响:社会阶层的调节作用

社会层面中的权威合法性研究是国内外学者和管理实践者近来关注的重要问题。而社会公正的两个维度——分配公正和程序公正对权威合法性的交互作用的结果并不一致。本研究基于解释水平理论,提出社会阶层能调节分配公正和程序公正对权威合法性感知的交互作用,并通过实验室研究和情境启动两种方法进行验证。结果发现对低阶层者来说,无论是否程序公正,分配公正能显著提高个体的权威合法性感知;在分配公正和多得不公条件下,程序公正显著降低权威合法性感知。对高阶层者来说,分配公正能显著提高程序公正时的权威合法性感知;程序公正能显著提高分配公正时的权威合法性感知。研究结果启示社会管理者在推行依法治国时应针对不同阶层民众的思维方式采取管理策略。     

Psychological ethical climate,leader–member exchange and commitment to superior customer value: influencing salespeople’s unethical intent and sales performance

In today’s competitive environment, salespeople are challenged with creating customer value in an ethical manner while meeting performance goals. Sales supervisors play a critical role in ensuring that this challenge is met. This research examines the roles of psychological ethical climate and leader–member exchange (LMX) in encouraging salespeople’s commitment to providing superior customer value, reducing their unethical intentions and improving sales performance. Results indicate that business-to-business salespeople’s psychological ethical climate perceptions influence their perceived relationship with their sales supervisor (i.e. LMX relationship) as well as their commitment to providing superior customer value. LMX also directly influences commitment to providing superior customer value, which in turn affects salespeople’s unethical intent and quota performance. Theoretical and managerial implications based on the study’s findings are provided, as well as directions for future research.     

研究生科研角色认同对科研创造力的影响:导师包容性领导、师门差错管理氛围的作用

以来自62个师门的411名全日制在校研究生为被试,采用问卷调查法探讨研究生科研角色认同对科研创造力的影响,并构建多层线性模型,分析导师包容性领导、师门差错管理氛围的调节作用。结果发现：（1）科研角色认同对科研创造力产生显著正向影响;（2）导师包容性领导、师门差错管理氛围在科研角色认同与科研创造力关系中均具有正向调节作用;（3）导师包容性领导对师门差错管理氛围具有显著正向影响,导师包容性领导的调节作用通过师门差错管理氛围的调节作用对研究生科研创造力产生影响。     

The Effects of Participation in Goal Setting and Goal Rationales on Goal Commitment: An Exploration of Justice Mediators

The interactive effect of participation in goal setting and goal rationales on goal commitment was examined in the present study. Two justice mediation models that might explain these effects were also hypothesized. The results of a laboratory study demonstrated that goal rationales were especially important for increasing goal commitment when goals were assigned rather than participatively set. Support was also found for the role of interactional justice in mediating the effect of goal rationales on goal commitment; however, the hypothesis that procedural justice would mediate the effect of goal participation on goal commitment was not supported.