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Firearm-involved violence and suicide in the USA, often collectively referred to as “gun violence,” has been labeled a public health problem and an epidemic, and even an endemic by some. Many lawmakers, community groups, mainstream media outlets and professional organizations regularly address gun-related issues and frequently associate firearm violence with mental health. As a result, these groups often set forth positions, engage in discussions and promote policies that are at least partially based on the widely held but incorrect assumption that medical and mental health professionals are either inherently equipped or professionally trained to intervene with their patients and reduce gun deaths. The paper aims to discuss this issue.

Furthermore, notable proportions of medical and mental health professionals self-report a level of comfort engaging in firearm-specific interventions that is often disproportionate to their actual education and training in the area. This type of overconfidence bias has been referred to as the Lake Wobegon Effect, illusory superiority, the above average effect, the better-than average effect or the false uniqueness bias. While medical and mental health professionals need to serve on the front line of firearm-involved violence and suicide prevention initiatives, the vast majority have not actually received systematic, formal training on firearm-specific issues.

Therefore, many lack the professional and cultural competence to meet current and potential future in regard to addressing gun violence. In this paper, the authors discuss empirical studies that illustrate this reality and a novel model (i.e. the Know, Ask, Do framework) that medical and mental health professionals can use when firearm-related issues arise. In addition, the authors set forth considerations for clinicians to develop and maintain their professional and cultural competence related to firearms and firearm-related subcultures.

This paper provides empirical and conceptual support for medical and mental health programs to develop formal education and training related to guns, gun safety and gun culture. A framework is provided that can also assist medical and mental health professionals to develop and maintain their own professional and cultural competence.

International relations are involved in an undesirable order at the present time. It is emphatically necessary to propound firm principles to regulate the relationships among states and nations, and new laws and regulations are to be enacted at the international level. The purpose of this paper is to enumerate some of the main guide stones for development of Islamic thoughts in the fields of international humanities.

The authors enumerate the principles of Sufi foundations of international relations in Islam by introducing the theosophical standpoints of Islamic Sufism.

The paper introduces 95 principles in three categories of public international law, foreign policy, and diplomacy.

As long as the essence of all religions has a unique root which is their spiritual paths and understandings based on their mystical views. To popularize and internationalize this proposition, comparative researches in other religions' Gnosticism will be essential.

Putting several principles forward, on the next phases, they can be used as the basis for many applied debates in the field and may be ended to a new international declaration/law.

Delicateness, truthfulness, and righteousness of Islamic Sufism, which is the gist of thoughts of humankind's elites who are divine messengers/guardians during millenaries, may turn the attentions of scholars and researchers to this viewpoint, and consequently a new set of thoughts/doctrines for regulating international relations to be defined and codified.

International relations scholars have not touched the topic from a Sufi point of view. This paper brings this approach to a new challenging arena for those who are engaged in international relations related subjects of laws, politics, institutions, and organizations.

Anti-money laundering (AML) obligations follow a risk-based approach, making their extent subject to the degree of AML risk. Money Laundering Reporting Officers (MLROs) must constantly assess risks, for example, by conducting annual risk assessments of the company. The purpose of this paper is to analyse whether MLROs’ risk assessments are biased in form of a better-than-average (BTA) effect, meaning whether they favourably assess their own company’s risk compared to that of the average competitor. Additionally, MLROs’ general risk assessment capabilities are researched.

A survey of MLROs of German companies was conducted (n = 228). It tests for a BTA effect in participants’ risk assessments of their own company as well as for errors in risk assessments of other industries.

MLROs’ risk assessments are biased by a BTA effect across all industries. They view their own company’s risk to be below that of the average competitor. Additionally, MLROs are not able to correctly assess industries’ AML risks compared to the national risk assessment. Risks were especially underestimated for high-risk industries. Biases were partially found to be higher among MLROs from the non-financial sector.

Risk-based AML measures are likely to be at least partially ineffective, calling the risk-based approach into question. Regular trainings of MLROs need to include awareness for biases in risk assessments. A more stringent and effective supervision, especially in the non-financial sector, is called for.

To the best of the author’s knowledge, this paper is the first to show that a BTA effect exists among MLROs.

Presents results of an investigation into the occurrence of optimistic bias in relation to both positive and negative events, using absolute judgements to assess perceived risk for each of six events. Participants were asked why they offered different ratings for themselves and for others. The results showed that optimistic bias is a pervasive phenomenon that occurs for both positive and negative events. It occurred for all six events when comparisons were made with an unspecified person of the same age and sex, and occurred for three of six events when comparisons were made with the same‐sex best friend. Participants could provide information about their own behaviour that they felt justified their positive outlook; however, they implicitly assumed that the comparison target did not engage in the same behaviour. Concludes that risk‐reduction education needs to be made personally relevant to the target audience.

It is shown that to minimize access time to a library collection the items should be arranged so that the access point is distant from individual books in inverse order of their frequency of use. This is shown to lead to several interesting geometrical arrangements for library stacks. The library as a push‐down store would mean that after any book has been withdrawn it is replaced at the head of the shelf, all other books being pushed down to accommodate it. The frequency‐ordered arrangement leads to increases in access efficiency by as much as ten times. Finally an analogy is drawn between such a push‐down arrangement and and human memory as a push‐down store in the brain.

Purpose – This chapter reviews the challenges faced by top management teams as they strive to create corporate cultures that combine a high performance with a strong sense of integrity.

Methodology/approach – The chapter integrates diverse theories from organizational research and cognitive psychology, as well as published accounts of ethical breakdowns, to shed new light on the barriers to corporate integrity.

Findings – The chapter distinguishes between two major types of ethical breakdowns.

Conscious transgressions, where the individuals know what they should or should not do, but choose nonetheless to follow the unethical path, a decision that they then need to rationalize and which often places them on a slippery slope.

Unconscious transgressions, where the individuals do not even realize that they are making an inappropriate decision, as they fall prey to ethical fading or to other cognitive biases.

Practical implications – The chapter proposes that top management plays a key role in establishing a climate where employees can speak up, emphasizing the importance of all stakeholders, and investing in training to increase awareness of the cognitive biases that support transgressions.

Social implications – The chapter recommends that management educators must alert students more forcefully to the personal and organizational repercussions of “minor” ethical transgressions; increase student awareness of key cognitive concepts, including ethical fading and other mental biases; and highlight the possible dysfunctions of intuitive remedies, like incentives or rules and regulations.

Originality/value of chapter – The chapter provides a clearer analysis of the causes of ethical breakdowns, allowing for more effective prevention.

This paper aims to investigate whether an employee reports an accurate view of the relative performance level of the organisation for which they work.

Utilizes a survey of 2,517 senior managers, managers and team leaders from 120 different organisations in nine different countries.

There is significant and consistent overestimation of performance with 75 percent of the management team reporting that their organisation is above average, and only 5 percent rating their organisation as below average compared to its competitors. A very significant finding is that where there is likely to be a greater degree of knowledge of competitor's performance estimation improves.

The implication of this misrepresentation of the true position is to make it less likely that an improvement initiative will succeed as managers will not be sufficiently motivated to improve an apparently satisfactory status quo. The paper calls for greater focus both on the activity of benchmarking and in the process of spreading knowledge of the benchmarking activity.

This paper extends issues such as the Lake Wobegon effect and socially desirable reporting which have been investigated in depth in the area of personal self‐assessment and applies them into a different arena, that of the employee's view of the performance of the organisation.

Editors of employee magazines work in a grey area between public relations and journalism. On the one hand, they need to accommodate the company management’s interest in a positive presentation; on the other, they must meet the employees’ need for objective and independent information. Although employee magazines reach millions of recipients every day, its editors have rarely been the focus of academic work. The purpose of this paper is to change this and scrutinise the way the editors view their professional role and the role conflicts to which they are subjected.

We conduct 15 qualitative semi-structured interviews with editors of employee magazines to analyse their professional role and possible conflicts in their work.

The editors’ self-concept varies significantly along two dimensions, which the authors use as the basis for distinguishing four types: the management ambassador, the employee representative, the mediator and the service provider.

The study sheds light on employee magazines, a medium between public relations and journalism that has not been analysed before. It helps to specify the role of these magazines and its editors’ between the expectations of the management and the employees.

Behavioral finance research has almost exclusively investigated the decision making of lay individuals, mostly ignoring more sophisticated institutional investors. The purpose of this paper is to better understand the relatively unexplored field of investment decisions made by pension fund trustees, an important subset of institutional investors, and identify future avenues of further exploration.

This paper starts by setting out the landscape in which pension fund trustees operate and make their decisions, followed by a literature review of the extant behavioral finance research applicable to similar situations.

Despite receiving training and accumulating experience in financial markets, these are limited and sparse; therefore, pension fund trustees are unlikely to be immune from behavioral biases. Trustees make decisions in groups, are heavily reliant on advice and make decisions on behalf of others. Research in those areas has uncovered many inefficiencies. It is still unknown how this specific context can affect the psychological effects on their decisions.

Given how much influence trustees’ decisions have on asset allocation and by extension in financial markets, this is a surprising state of affairs. Research in behavioral finance has had a marked influence on policy in the past and so we anticipate that exploring the decisions made within pension funds may have wide ramifications for the industry.

As far as the authors are aware, no behavioral research has empirically tested pension fund trustees’ decisions to investigate how the combination of group decisions, advice and surrogacy influence their decisions and, ultimately, the sustainability of our pensions.