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This paper explores the reasons for the sometimes seemingly irrational and dysfunctional organisational behaviour within the NHS. It seeks to provide possible answers to the persistent historical problem of intimidating and negative behaviour between staff, and the sometimes inadequate organisational responses. The aim is to develop a model to explain and increase understanding of such behaviour in the NHS.

This paper is conceptual in nature based upon a systematic literature review. The concepts of organisational silence, normalised organisational corruption, and protection of image, provide some possible answers for these dysfunctional responses, as does the theory of selective moral disengagement.

The NHS exhibits too high a level of collective ego defences and protection of its image and self-esteem, which distorts its ability to address problems and to learn. Organisations and the individuals within them can hide and retreat from reality and exhibit denial; there is a resistance to voice and to “knowing”. The persistence and tolerance of negative behaviour is a corruption and is not healthy or desirable. Organisations need to embrace the identity of a listening and learning organisation; a “wise” organisation. The “Elephant in the room” of persistent negative behaviour has to be acknowledged; the silence must be broken. There is a need for cultures of “respect”, exhibiting “intelligent kindness”.

A model has been developed to increase understanding of dysfunctional organisational behaviour in the NHS primarily for leaders/managers of health services, health service regulators and health researchers/academics. Research, with ethical approval, is currently being undertaken to test and develop the conceptual model to further reflect the complexities of the NHS culture.

With limited research on help-seeking in the social marketing domain, this research takes a unique perspective through the lens of McGuire’s psychological framework examining the intrinsic and extrinsic motivations (or perceived help-seeking benefits) influencing help-seeking attitudes and behaviour in at-risk gamblers. This paper aims to examine the role that response efficacy has on the relationship between perceived help-seeking benefits and help-seeking behavioural intentions.

Study 1 used focus groups to explore the positive influence of help-seeking in at-risk gamblers. Studies 2 and 3 used online surveys to further test the direct and indirect impacts of perceived help-seeking benefits on attitudes and behavioural intentions. Structural equation modelling with multi-group analysis (low/high response efficacy) tested the hypotheses.

Both cognitive and affective psychological motives manifest as distinct intrinsic (well-being, self-esteem and self-control) and extrinsic motivators (social influence) that influence at-risk gamblers’ help-seeking attitudes and intentions to seek professional services. These perceived benefits influence help-seeking intentions directly (for those high in response efficacy) and indirectly via serial attitudinal mediators.

The results provide a guide for practitioners to enhance the promotion of professional help. Practitioners should develop marketing communication messages centred on the specific psychological needs of at-risk gamblers to encourage help-seeking behaviour including an emphasis on assertion, affiliation, independence, utilitarian, tension reduction, ego defence and consistency.

This research is the first, to the knowledge, to examine the psychological motivations that encourage help-seeking in at-risk gamblers, demonstrating that both preservation and growth motives influence help-seeking attitudes and the decision to act.

An important component of managers’ behaviour is their perceptions of power. Suggests that an examination of managerial resistance might be one way in which questions relating to managers’ behaviour can be answered, particularly during periods of imposed organizational change. By applying the concept of ideology to both organizational and psychological structures, a comprehensive theory of managerial resistance is proposed that provides an integrated explanation of what, how and why managers resist. Tests this theory empirically by using individualism to examine the content of a number of interviews with middle managers. From the results, it appears that the development of such a framework is possible but it will need to be tested against the other ideologies of importance to the managers, managerialism, professionalism and gender. The complex interrelationships, both synergies and conflicts, between these will need to be explored in developing this theory further.

Recent research into the nature and impact of racial discrimination directed at Aboriginal Australian children and youth has revealed how such a stressor can negatively impact upon varying physical health, emotional well-being and education outcomes. Despite the strength of these findings for identifying need for action, such research has been largely limited by either a lack of consideration as to the potentially complex nature of racism targeting Aboriginal Australians or alternatively offering little in identifying sources of resiliency for Aboriginal Australian students. It is the purpose of this investigation to identify the voices of high-achieving Aboriginal Australian post-graduate students with regard to their experiences of racism, how they may have coped with racism and their advice to future generations of Aboriginal youth.

A series of in-depth qualitative interviews were conducted with seven Aboriginal Australian PhD students within an Australian University. The interviews were designed to capture the perceptions, experiences and coping strategies used when faced with racism. The data was carefully and repeatedly scrutinized for emerging themes that were shared by the majority of participants.

Numerous themes emerged with issues pertaining to the veracity of racism and conceptualizations of racism across historical/cross-generational, contemporary, verbal, physical, institutional, cultural, political, electronic, personal, reverse/internalized and collective/group dimensions. In addition, the negative impact of racism was identified, but more importantly, a series of interrelated positive coping responses (e.g. externalization of racism, social support) were voiced.

The implications of these results attest to the need to understand the many faces of racism that may still be experienced by Aboriginal and Torres Strait Islanders today. In addition, the coping strategies identified may be seen as valuable agents of resiliency for future generations of Aboriginal youth.

This paper examines the role of various boundaries in giving both professional groups and individuals a sense of identity that provides both with status and legitimacy. Close attention is paid to the boundaries between personal and professional identities and values. Sociologists working with a discursive approach argue that professional identity and status are achieved through the rhetorical presentation of certain values and responsibilities as personal, and therefore outside the boundaries of professional practice. This paper takes this argument forward, by arguing that in particular contexts, certain kinds of values are consciously articulated as personal and incorporated into the defence of professional legitimacy. Bringing personal claims inside professional boundaries is further evidence of the fluid and negotiated quality of the boundary between personal and professional values and notions of self. The paper consists of a discussion of the construction of professional boundaries, professional involvement in risk, issues raised by antenatal screening and analysis of a study of a group of professionals involved in antenatal screening. The paper explores the circumstances within which even senior professional groups and individuals look to representations of the personal self as a defence against critiques of their professional practice. Where the risks that professionals generate and interpret are medically ambiguous and socially contentious the abstract professional and medical framework is insufficient and other rhetorical values become resources in securing the professional role.

This paper aims to examine the use of projective techniques for published marketing and management research in the USA. The paper emphasizes the influence that McClelland, Atkinson, Clark and Lowell's study, The Achievement Motive (1953), has had on subsequent research. That work applied quantitative analysis to responses obtained using projective techniques.

The approaches used in this paper consist of descriptive historical methods and a literature review. The historical analysis was conducted using Kuhn's 1967 conception of paradigms, showing that the paradigm from which projective techniques emerged – psychoanalysis – failed to gather many adherents outside the discipline of psychology. The paradigm failed to gain adherents in US colleges of business, although there are some exceptions. One exception is managerial motivation research, which built on the traditions of The Achievement Motive. The literature review suggests that, despite lacking institutional bases that could be used to develop new adherents to the paradigm, projective techniques were used by a number of researchers, but this research was marginalized, criticized or misunderstood by adherents of the dominant paradigm, positivism.

Some of the criticism directed at projective techniques research by positivists involves criticism of the paradigm's assumption that humans have an unconscious, and a belief that projective techniques are unreliable and invalid. This paper points out that a growing number of cognitive psychologists now accept the existence of an unconscious, and measure it using the “implicit association test.” This paper argues that the IAT is an associational test is the tradition of word association. Moreover, the literature review shows that projective techniques are much more reliable than critics contend, and exhibit greater predictive validity than many positivist instruments.

As with all literature reviews, this one does not include every published research study using projective techniques. As a consequence, the conclusions may not be generalizable to the studies excluded from the analysis.

The paper is one of the few to assemble the literature on projective techniques used in several disciplines, and draw conclusions from these about the applicability of the techniques to market research.

This paper seeks to examine the issue of whether Herzberg's two‐factor motivation theory still resonates nearly 50 years after it was first posited. The objective is to assess whether or not Herzberg's contentious seminal studies on motivation at work still hold true today.

The arena in which the theory is investigated is work‐based suggestion schemes, and the question considered is “What motivates employees to contribute ideas?” The paper begins by revisiting the literatures that form the basis of motivation theory and, in particular, the furore surrounding the work of Fredrick Herzberg.

The results are derived from a survey providing over 3,200 responses. They suggest that money and recognition do not appear to be primary sources of motivation in stimulating employees to contribute ideas. In line with Herzberg's predictions, factors associated with intrinsic satisfaction play a more important part.

The paper demonstrates that, despite the criticism, Herzberg's two‐factor theory still has utility nearly 50 years after it was first developed.

Drawing on project work in public and private sector organizations, considers the critical factors for managers of central support services of working in an internal market. Considering both public and private sector experiences, the roles of both supplier and customer managers are examined. Spells out what is involved for supplier managers to take a genuinely customer‐focused approach to their services, and how customer managers can develop the skills to work best with suppliers for a strategic approach to crucial support services. Considers how to develop managers in this environment with reference to current developmnent projects which involve customer and supplier managers learning together.

This article develops a new conceptual model of knowledge flows within international service firms. Our model takes explicit account of the critical role of relationships and the individual as being central to the process of knowledge transfer for service firms. The model is then validated with data collected from five international service firms using critical event analysis techniques. The findings reinforce our contention that the individual plays a critical role in the process of knowledge transfer and that relationships form an integral part of this process. The implications of this finding are also discussed.