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A conceptual framework for the analysis of aggressive behaviour is described that takes into account both psychological and physiological determinants as well as both personal and situational factors. The system should assist forensic practitioners in making diagnostic and predictive assessments of violent offenders and in formulating individual management and treatment plans.

Although researchers have suggested that aggression is multiply determined, most studies examine only a small set of predictors, focusing on either situational or individual or reciprocal motives. Research has not studied extensively the relative strength of multiple antecedent sets. Using questionnaire data (n = 366), the current study examines eleven antecedents of employees engaging in aggression: situational antecedents (i.e., procedural, distributive, and interpersonal justice; organizational, work group, and job related stress), individual difference antecedents (i.e., Type A behavior, trait anger, reactions to anger), and reciprocal effects (i.e., being the target of aggression). Individual difference antecedents and being the target of aggression influence the frequency with which employees report engaging in aggression. Situational antecedents are not significant predictors once other antecedents are taken into account.

The purpose of this study was to investigate effects of existential counseling on 20 police officers. Existential group therapy was expected to change locus of control beliefs from external to internal, have a positive effect on self‐efficacy, and assist in lowering aggressive tendencies.

An experimental research design was used to compare effects of existential group therapy on police officers with an untreated control group of police officers. Both groups completed the self‐efficacy scale, belief in personal control, aggression questionnaire prior to and following the 20‐week treatment program. A short demographic survey was completed prior to beginning the study.

No changes were found from pre‐test to post‐test on self‐efficacy, locus of control, and aggression. While the statistical findings were not significant, anecdotal comments indicated that police officers benefited from their participation in the program.

The sample size was too small to allow for generalizations to all police officers in the large urban area in which the study was conducted. Additional research with a larger group is needed to validate the findings of the present study.

Although no statistically significant differences were found, the participants in the treatment group reported personal and professional benefits from learning that their peers experienced some of the same concerns when dealing with the public and superiors.

No research was found that had used police officers in counseling groups to help them become more internal and less aggressive.

The purpose of this paper is to investigate the prevalence of patron aggressive behaviour toward library staff at the Main Library of the University of the West Indies, Mona Campus, and also to determine the causes of this kind of behaviour. The paper also aims to suggest solutions for tackling this problem.

A survey was conducted among those staff members who regularly interface with the library's clientele. A total of 40 questionnaires was sent to various categories of staff at the Main Library at the University of the West Indies (UWI) Mona Campus. A total of 35 staff members responded.

Verbal abuse was the most prevalent form of aggressive behaviour towards library staff. Over 50 per cent of the respondents were concerned about the aggressive behaviour of library patrons. A common reason given for aggressive behaviour included: general frustration with the library; not being able to locate needed material; and being unable to borrow material from the library. The majority of the respondents had not received any kind of training in dealing with aggressive library patrons and indicated the need for this kind of training. Over 90 per cent were unaware of the existence of a library policy regarding patron aggressive behaviour.

It is suggested that further research be conducted to determine some of the causes of aggressive behaviour from the perspective of library patrons.

Libraries need to have clear policies regarding patron aggression. A breakdown in library procedures and systems can be a potential source of frustration and conflict.

This paper is a valuable contribution to this small body of scholarship. It examines some of the issues intrinsic to the academic life of the student as well as some of the factors inherent in the library operations that can cause some of the conflict that is often experienced in the academic library.

This study aims to examine the role of leader-member exchange social comparison (LMXSC) perceptions in triggering the instigation of uncivil behavior in the workplace. This study also explores the intervening role of envy and the buffering role of aggression-preventive supervisor behavior within the proposed relationship.

Data were collected in two phases separated by an interval of four weeks. The final sample consisted of 224 full-time white-collar employees working in five large pharmaceutical manufacturing organizations in India.

The findings indicate that employees’ subjective perceptions of being involved in poorer-quality LMX relationships than their workgroup members generate envy, which, in turn, evokes them to instigate uncivil behaviors onto those higher-LMX counterparts. The indirect effect of LMX social comparison on instigated workplace incivility through envy gets attenuated when supervisors engage in aggression-preventive behavior.

To protect organizations from the financial and productivity losses associated with incivility, supervisors are encouraged to exhibit aggression-preventive behavior if they form differentiated exchange relationships with the subordinates in their teams. Supervisors are further advised to avoid the altogether neglect of lower-LMX subordinates as doing so may give rise to negative emotions (envy) and behavior (incivility) among them.

This study expands the limited body of knowledge on the antecedents of uncivil employee behavior in the workplace. Specifically, it unveils that incivility toward coworkers may be stemming from unfavorable LMX social comparisons and ensuing negative emotions such as envy. It also offers insights on reducing uncivil behavior by highlighting that the impact of LMXSC and envy on incivility instigation gets buffered in the presence of aggression-preventive supervisor behavior.

Research suggests that homework compliance within cognitive behavioral therapy is associated with treatment adherence and positive treatment outcomes through generalization of learned skills. The purpose of this paper is to determine whether there were differences in aggression and substance use between participants who did and did not complete therapy homework assignments.

Secondary analyses were conducted using data from Easton et al.’s (2017) randomized controlled trial of substance abuse domestic violence (SADV) treatment among substance dependent intimate partner violence (IPV) offenders. Analyses of covariance were conducted in order to determine whether homework completion had a significant effect on aggression and substance use. Correlational analyses were conducted to determine the association between quality of homework and outcomes.

Participants (n=63) who completed at least two homework assignments had fewer days of alcohol use during treatment compared to those who did not complete any assignments, p=0.03. There was not a difference in the number of days participants engaged in violence based on homework completion. Analyses indicated that those who displayed aggression proximal to alcohol use during treatment completed significantly fewer homework assignments compared to those who did not display aggression proximal to alcohol use (p=0.04).

This research was limited to a sample of male substance using offenders of IPV within the US additional research utilizing a larger sample size in order to investigate differences in homework completion across treatment groups is needed. Further analysis of the barriers to and predictors of homework compliance among this population is recommended.

This research highlights the need for incorporation of homework and further exploration of methods and treatment modalities to ensure homework compliance among substance using male offenders of IPV.

Many laws have been derived from the religions' legislations and many of them do not have the capability of uniqueness and publicity, due to a variety of reasons, especially at the level of countries. However, the spirit of legislations is the same and unique in all religions and it is the Tariqah (Sufi path), Sufism, mysticism and ethical beliefs that have been stable and unchangeable for millenniums, and wisdom has accepted and accepts them in all times and locations. Thus, if the international public law is to be defined and designed upon the base of the unique religions' spirit, we will reach a unique law with most publicity. This paper aims to address these issues.

This paper explores the foundation of public international law from the theosophy approach of Islamic Sufism and mysticism.

By raising 38 principles, the paper proposes basic principles of important public international law subjects to prepare a backbone for recompilation of new law in this subject matter.

Comparative researches in other religions' Gnosticism will be helpful.

These principles can be used for applied debates in the field and become new international law.

Delicateness, truthfulness, and righteousness of Islamic Sufism may turn the attentions of scholars and researchers to this viewpoint, and a new set of laws to be codified.

Public international law scholars have not touched the topic from a Sufi viewpoint. This paper opens new challenging arena for those who are engaged in.

This paper aims to uncover various types of jaycustomer behaviors, causes of the behaviors and employees’ handling approaches in casinos, which is an underresearched sector in the literature.

Using critical incident technique (CIT), the researchers prompted 52 casino employees in Macao to recall critical incidents about jaycustomer behavior that they had encountered. The informants, then, described the circumstances that led up to the situation, the responses of customers and how they and their colleagues handled the situation. Content analysis was used to develop the categories.

The findings of this study report 9 categories of jaycustomer behaviors, 9 causes of the behaviors and 12 handling approaches. Different from previous findings, breaking a promise and instigation are identified for the first time. Such causes as a losing experience and superstition are specific to the casino industry. Strict handling approaches are rarely adopted to handle jaycustomers, especially the premium customers.

Casino operators are recommended to ensure that employees are well-trained and provide clear guidelines on handling jaycustomers. Conniving approaches should be re-evaluated. Seeking support from other personnel has to be tactical. Moreover, customers should be educated to reduce their misunderstanding of gaming and transaction procedures.

There has been increasing scholarly focus on jaycustomer behaviors. However, very less is known regarding such behaviors, their causes and employees’ handling approaches in casino, a sector which is different from other hospitality sectors. The current study unveiled jaycustomer behaviors which have not been found in previous studies and causes which are specific to the casino sector.

The purpose of this paper is to investigate the relationships among incivility, stress, workaholism, and psychological capital (PsyCap).

Data on incivility, stress, workaholism, and PsyCap were collected, through administration of an online survey, from 168 employees.

Workaholism and stress were positively related to uncivil behaviors, while PsyCap was negatively linked to incivility. Additionally, workaholism was positively associated with stress and negatively related to PsyCap. Finally, PsyCap acted as a mediator between workaholism and uncivil behaviors.

Future researchers should obtain a larger number of minority participants, assess the instigators of incivility, and implement a longitudinal model.

Managers should focus on reducing stress and uncivil behaviors, and implement interventions to reduce workaholism and stress and increase PsyCap.

It is the first study to examine measurable traits that are likely to lead to negative behaviors, and includes an emotional tool, PsyCap, that can be developed to limit the negative influence of incivility on the organization.