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To such apparently simple questions as “why do I work?” and “why do others work?”, some very complicated answers are forthcoming. Indeed, a veritable jungle of theories exists purporting to explain behaviour in general and employee motivation in particular. But basically, two major conceptions of the nature of human motivation and mental development dominate psychological thinking:

Several policy alternatives exist to protect environmental quality. Environmental nonprofits advocating for better environmental quality must often choose what policies to advocate and support. This article argues that environmental nonprofits will do best by designing strategies of advocacy contingent on the net costs to the stakeholders and paying attention to the crowding‐out effects of monetary incentives. It investigates the advocacy policies of 50 environmental organizations in Canada. The findings of this survey show that although reduction of net costs is espoused, market‐based policies are not generally advocated, while a greater emphasis is put on regulatory approaches combined with moral suasion through the dissemination of information and educational programs.

Much of our daily time in social, home, and work situations is spent influencing and modifying the behaviour of others. We all have certain abilities for getting along with people, and generally these abilities are exercised in natural unconscious ways. Without really thinking about it, we constantly act to adjust our own or another's behaviour to create a desirable interaction.

Goal setting and feedback techniques have previously been used to improve safety behaviour. Describes a pilot study of the application of a behaviour‐based quality improvement process in a continuous process production plant with a particular focus on certain aspects of the organizational structure and climate which might be conducive to the changes necessary to facilitate this approach. Since “quality improvement”, unlike “safety improvement”, is more likely to be contingent on interactions with other people, the need to optimize communication and interpersonal relationships at work are important. Suggests that an internal customer, linking‐pin model provides the optimal conditions required, and ensures a high level of employee participation in the process of continuous quality improvement.

A previous article by Leslie Rae appeared in ICT June 1977 and described a course in Interpersonal Skills training which had been running in the Employment Service Agency for some two years. Response from readers of the article raised many questions about the course and, in particular, the use of Behaviour Analysis in a practical training situation. This article is in response to these enquiries, and also the writer had realised that the statistical population encountered in a number of courses was sufficient to commence forming conclusions on the effectiveness of the use of Behaviour Analysis in this particular form of training. The sharing of similar experiences would be welcomed by Mr Rae.

Addresses the issue of behaviour modification in the workplace ‐ or more specifically changing (modifying) the way managers behave towards employees. Proposes that changing undesirable behaviour to desirable behaviour can be achieved by following five basic steps which employ the technique of positive reinforcement.

The purpose of this paper is to examine the etiological model of cyberbullying behaviors among Thai adolescents, testing the hypothesis that the constructs of theory of planned behavior (TPB), including self-esteem, will influence and have impact on cyberbullying intention and behaviors.

Structural equation modeling (SEM) was used to analyze the data. Self-administered questionnaires were used among multi-stage stratified random samples from secondary schools in the Bangkok. The sample size consisting of 354 subjects included those who were victims (44.7 percent), perpetrators (33.1 percent) and witness (67.8 percent).

The SEM showed subjective norm (SN) to be the most direct influential factor of cyberbullying intention and behaviors, followed by attitude toward cyberbullying (Intention β=0.31, 0.24; p=0.01, Behavior β=0.09, 0.07; p=0.012 and 0.05, respectively). However, the SEM revealed that all variables from TPB including self-esteem in the equation can explain the variation scores of intention and cyberbullying behaviors at 54 and 67 percent levels (adjusted R²=0.54 and 0.67), respectively. The SEM showed that model modification indices indicate a good fit to the data (χ²=0.00, df=0, p>0.05, CMIN/df=0, GFI=1, AGFI=1, CFI=1 and RMSEA=0).

The experiences or witness of family violence and support at school level, which is supposed to mitigate the bullying problems, were neglected from this study.

The preventive measures for cyberbullying behaviors among adolescents should involve activities fostering self-esteem, developing proper attitude and SN to prevent cyberbullying. The initiatives and developed school supportive system for adolescents to understand how to control themselves when engaging in social network are imperative. However, for future research, family violence witness and attempt to lure the cyberbullying victims into offline meeting should be explored more.

TPB and the use of social media should be taken into account for planning and designing appropriate intervention to reduce and eliminate cyberbullying among all stakeholders in both public and private sectors in the area of health and educational institutes in order to endeavor and to advocate the anti-cyberbullying policy in Thailand.

TPB and self-esteem explained a substantial portion of and more modest but significant amount of variance in cyberbullying intention and behaviors. However, SN and attitude toward cyberbullying which was found to be most influential factors could be the useful information for designing intervention toward cyberbullying prevention for Thai adolescents and advocate implementing the anti-cyberbullying policy in Thailand.

This paper explores the ethical issues associated with using behavioral management techniques in organizations. First, criticisms of behavioral management are enumerated. Then, a response is developed for each of the criticisms. A model is proposed which recommends an open/positive system of behavioral management in order to optimize both organizational effectiveness and individual freedom and dignity. Finally, an alternative to external control, employee self‐management, is proposed and explored as a further system of managerial control.

The purpose of this paper is to examine the effect of mindfulness practice on health behaviors and quality of life (QOL) among hypertensive patients.

A quasi-experimental research was designed by before, after and a follow-up phase (i.e. on the 0th, 6th and 12th weeks). Two primary health care units (PCU) were selected as control and experiment groups. Samples included patients 35–59 years old who had been diagnosed with stage I hypertension. Both groups received treatment according to standard hypertension guidelines. The experimental group was added as a drill for the purpose of a mindfulness-based health education (MBHE) practice that would emphasize behavior skills (in diet, exercise and mental function) and instill a feeling of adaptation to everyday life.

The total mean score of the prevention and promotional hypertension behaviors (PPHB), QOL, perceived in mindfulness (MF) and self-efficacy (SE) in the experiment group showed a significant statistical difference when compared to the control group in the 6th week in PPHB and SE (p<0.001), QOL and MF (p=0.001). Similar results were found in the 12th week in PPHB, QOL, SE (p<0.001) and MF (p=0.023), respectively.

However, finished implementation in experiment group, during the follow-up phase on the 12th week, ten participants in the control group were excluded (Figure 1). It may be no active intervention or as usual in the control group. Thus, the authors controlled missing data using intention-to-treat analysis comparison and the data distribution was successfully tested by a normality plot before the use of statistical data. Based on the results of this study, the following recommendations can be made: patients should practice in mindfulness in lifestyle modification continued for intensive skill practice over the long term in order to promote sustainability in behavior and in QOL.

Mindfulness trainer should drill and faith in the value of mindfulness corporation owner with patients learning all of the times; and for health practitioner, it should add MBHE for patients.

Education institution should add mindfulness in educational programs all of graduates.

The mindfulness practice-based health education training should be in counterpart with modern medicine in order to promote sound health behaviors and an improved QOL for stage I hypertensive patients and to forestall cardiovascular and blood-pressure diseases.