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The results to date of the contemporary organizational ethics movement are not encouraging; credible, empirical evidence of more ethical individuals and institutions remains to be discovered. This is not surprising, given the daunting nature of organizational change, multiple perspectives toward ethics programs, and the need for transformational, as opposed to transactional, leadership. As currently conceived and executed, ethics training tends to be rule‐oriented, legalistic and superficial, and thus produces cynicism, boredom and passivity. Therefore, proposes an ethics training initiative consisting of a philosophical and an institutional framework, as well as a two‐stage program based on clarification of universal values and justification of organizational policies and practices in light of those values. The philosophical framework is grounded in the unified ethic, which combines deontology, teleology, and virtue, while the institutional framework is grounded in the United Nations Declaration of Human Rights and the work of the Caux Roundtable. The ultimate aim of this ethics training program is to advance global democratic deliberation and decision making in both private and public organizations.

The purpose of this article is to explore and evaluate Peter Drucker’s ideas on governmental reform, responsibilities, and management. Through an examination of his writings, as well as the work of a number of public administration scholars, Drucker’s views are analysed and assessed in the context of recent public management literature. The article situates Drucker as a de facto public choice theorist, given his advocacy of privatization and his minimalist position on government, in general. Although he is an internationally‐renowned management theorist, Drucker’s views on the public sector are found wanting on both the theoretical and practical levels. The article concludes that governmental reform is far more complex than Drucker seems to realize, and that it requires a healthy respect for democratic values and the public interest, as well as the principles and practices of modern management.

This paper aims to assess whether the factor structure of the Psychopathic Processing and Personality Assessment (PAPA) could be confirmed in a large community sample (n = 1,850), comprising three subsamples of adult men (n = 189, 248 and 198) and women (n = 499, 469 and 247). It was predicted that the four-factor solution originally proposed in earlier studies (i.e. dissocial tendencies, emotional detachment, disregard for others, lack of sensitivity to emotion) would be replicated and produce a multi-dimensional structure consistent across sex.

This study explored the structure of the newly developed PAPA among a non-forensic sample.

Although exploratory analysis indicated a four-factor solution, the structure was different with “lack of sensitivity to emotion” being replaced by “responsiveness to perceived aggression.” Confirmatory analyses supported this structure among women, yet a three-factor structure was preferred for men that excluded emotional detachment.

This study highlights the importance of attending to sex differences when assessing for psychopathy.

This is the first confirmatory factor analysis completed on the PAPA, with the findings conveying its value when assessing for psychopathic traits among a community sample.

Long-standing traditions of long-distance collaboration and networking make scholars a good test case for differentiating hype and reality in distributed, networked organizations. Our study of Canadian scholars in the GRAND research networks finds that they function more as connected individuals and less as members of a single bounded work group, often meeting their needs by tapping into diversified, loosely knit networks. Their internet use interpenetrates with in-person contact: the more they use one, the more they use the other. Despite digital networking, local proximity is important for collaboration and seniority for inter-team and interdisciplinary boundary spanning.

This article deals with a social phenomenon in which individuals organise locally to promote their personal safety.

Entrepreneurs and their ventures are often portrayed as unambiguously positive forces in society. Specifically, high technology and equity-funded startups are heralded for their innovative products and services that are believed to alter the economic, social, and even political fabric of life in advantageous ways. This paper draws on established theory on the causes of misconduct in and by organizations to elaborate the factors that can give rise to misconduct in entrepreneurial ventures, illustrating our arguments with case material on both widely known and less well-known instances of entrepreneurial misconduct. In venturing into the dark side of entrepreneurship, we hope to contribute to theory on entrepreneurship and organizational misconduct, augment entrepreneurship pedagogy, and offer ideas and examples that can enhance entrepreneurs’ awareness of their susceptibility to wrongdoing.

Analyzes “use of force” reports from one municipal law enforcement agency to assess officer reliance upon Oleoresin Capsicum (OC) spray. When the agency first authorized OC, it classified OC as an impact weapon along with batons, flashlights, and stun guns. A year later, the department revised its policy and downgraded OC to the level of soft hand techniques (punches, kicks, and pain compliance). Before this policy change, social characteristics of officers and suspects had no influence on whether OC was used. New predictors emerged after the restrictions on OC were relaxed. Officers who were male, college educated, and veterans were more likely to rely upon OC than hand‐to‐hand maneuvers. In addition, officers tend to resort to pepper spray when they are at a physical disadvantage compared to the relative size of the offender. OC use does decline as suspects become more violent. Finally, the use of pepper spray significantly curtails officer and offender injuries. Discusses the implications of these findings for police organizations and further research.

This chapter explores the role of cultural activity within prison libraries for not only the general wellbeing of prisoners, but also as a form of indirect intervention for addressing unrecognised and/or unaddressed information needs amongst prisoners; particularly important needs of a more sensitive nature often repressed (e.g. remorse, mental health, relationships). Drawing on research to date, the authors discuss the information needs of prisoners, the associated benefits of cultural activity for information need recognition and understanding, and the support role of the prison library; and in relation, identify opportunities for further development of the library as a key change agent in the progressive rehabilitation of prisoners.