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Recent research has suggested that a heightened sensitivity to nonverbal cues may give individuals with psychopathic traits an advantage when selecting potential victims. The purpose of this paper is to examine the effect of gender on the association between psychopathy and perceptions of vulnerability to violent victimization.

A sample of 291 undergraduate students viewed a series of eight videos depicting individual female targets walking down a hallway from behind. Participants rated each target’s vulnerability to violent victimization and provided a justification for each rating. In addition to these ratings, participants completed the Self-Report Psychopathy Scale.

A series of hierarchical linear regressions revealed gender differences in the association between psychopathy and accuracy. Among male observers, total psychopathy scores, Factor 2 psychopathy scores, and scores on the antisocial behavior facet were positively associated with accuracy in perceiving vulnerability to violent victimization. Conversely, no associations were identified between psychopathy (total, Factors, and facets) and accuracy among female observers. This suggests that the adept ability to accurately perceive nonverbal cues signalling vulnerability is specific to males exhibiting psychopathic traits.

The results of the current study highlight the importance of distinguishing male and female psychopathy in research and practice. Moreover, with an understanding of individual differences in the ability to accurately perceive nonverbal cues associated with vulnerability, we may begin to develop intervention strategies aimed at reducing future incidences of victimization.

In women, having a history of sexual victimization has been linked to certain personality traits (e.g. low levels of assertiveness) and nonverbal behaviors (e.g. fewer head movements). The majority of research in this area, however, has considered how self-reported personality traits and gait relate to victimization. As such, the present study aims to examine how observers’ perceptions of personality impact judgments of targets’ vulnerability to sexual and violent victimization, and how the nonverbal behaviors used when making these judgments may vary depending on perceived personality traits.

A total of 309 participants watched eight audio-less videos of a woman speaking. Following each video, participants rated each woman on varying personality and emotionality traits, as well as their perception of how vulnerable the woman was to future victimization, and how they came to their decision according to a number of predetermined nonverbal cues.

Consistent with previous research, observers’ perceptions of sexual vulnerability were negatively related to perceptions of targets’ self-esteem and confidence, and positively related to anxiety. While violent vulnerability displayed a similar pattern of results, the nonverbal behaviors cited during the vulnerability appraisal process varied between personality traits. Though few results emerged within the latter query, anxiety exhibited the majority of all significant relationships, including being positively associated with facial expressions and upper and lower body movements.

Results suggest that different behavioral and personality interventions (e.g. increasing self-esteem) may serve to increase self-efficacy, autonomy and confidence, as well as help women feel more in control of their destiny and interpersonal communications.

Policing in much of the developing world has always been, in many respects, both dominated by the nonstate and pluralised. Yet, plurality and the nonstate are predominantly conceptualised, by scholars and practitioners alike, as problematic, noninclusive and/or undemocratic. Yet the reality is far more complex than this. In this chapter, we turn the tables on conventional wisdom by looking to the positive features of plural or polycentric forms of security governance by asking how these features might be utilised to provide for more inclusive forms of security governance in the Global South. Drawing on empirical research in South Africa on plural policing arrangements, this chapter considers how Sustainable Development Goal 16 which seeks to ‘promote peaceful and inclusive societies’ might be realised within plural governance systems. This chapter seeks to demonstrate that certain conditions need to be in place for plural or polycentric systems of security governance to coprovide effective and inclusive security for the collective good and, furthermore, that the positive features of the nonstate can be harnessed to give effect to the SDGs.

The purpose of this paper is to investigate the link between authenticity at work and well‐being. First, the relationship between authenticity at work and hedonic and eudemonic well‐being indexes is assessed. Second, the mediating role of meaning of work in the relationship between authenticity at work and subjective well‐being at work is investigated.

In total, 360 managers from public organizations completed self‐reported questionnaires. Multiple hierarchical regressions were used to assess the hypotheses.

Cognitive and behavioral components of authenticity at work explained a significant proportion of variance in each hedonic and eudemonic well‐being indexes. Authenticity is positively associated with well‐being at work. Moreover, meaning of work is a partial mediator of the relationship between authenticity and subjective well‐being at work.

The results suggest that meaning of work is a mechanism in the relationship between authenticity and subjective well‐being at work. The study highlighted a growing need to promote authenticity within organizations since it has been associated with public managers' well‐being.

To the authors' knowledge, this is the first study showing the positive relationship between authenticity and well‐being in the workplace amongst public organizations managers. It sheds a very new light on the importance of authenticity in work settings and on how it could be linked to meaningfulness in managerial roles.

The purpose of this paper is to highlight how police officers, lawyers and prosecutors experienced the implementation of the mandatory presence of a lawyer during police interrogation since 2011 in Switzerland.

This research is based on semi-structured interviews conducted with these practitioners in order to expose their points of view regarding this novelty.

The presence of a lawyer during interrogation allows for a proper protection of the defendant’s rights. Even if this new collaboration between police and lawyers goes better than expected, some issues still remain. Lawyers can be helpful in some cases, but they also can be considered as an obstacle, especially for psychological aspects and the building of a relationship between police officers and suspects. The issue of videotaped interrogations seems to be currently important in Switzerland and most of these practitioners see this practice as potentially beneficial.

Police interrogation and the question of the defendant’s rights is often mediated, in particular by addressing the issue of false confessions. Knowing the advantages and drawbacks of having a lawyer during interrogation and how everyone experiences the practice can allow to adjust and to improve this new collaboration.

The case of Switzerland with the presence of a lawyer during police interrogations is quite special. Understanding how it works and also compared to videotaping is highly relevant not only for practitioners in criminal justice system.

The purpose of this study resolved to evidence worldwide studies addressing the effects of the global COVID-19 pandemic on higher education (HE) academic staff. Particularly in relation to wellbeing and pedagogical role, as part of a parallel study exploring the impact of COVID-19 on academics’ pastoral role.

The systematized review identified eight relevant studies that shed light on the impacts of the COVID-19 pandemic on university academics’ well-being.

The review highlights the paucity of research in this area, with no studies, at the time of the review, considering how academics responded to a broadening of their pastoral role amidst an evolving academic landscape, and how are universities supporting them.

Firstly, only eight relevant studies were included, affecting generalisability of results owing to uneven distribution between geographic regions. Secondly, participants across the eight studies accounted for less than 0.05% of a population of 6 million university academics worldwide (Price, 2011). Thirdly, most of the studies used cross-sectional design, limiting assessment of the longer-term impact of an evolving HE landscape.

The findings of this systematized review can be placed in the context of illuminating research deficits within a shifting HE landscape. Specifically, no studies that the authors are aware of have investigated how academics are responding to a broadening of their pastoral role amidst an evolving academic landscape, and how are universities supporting them.

In providing pastoral support to students, the mental well-being of academics is frequently ignored (Urbina-Garcia, 2020). The provision of well-being support by university management for academics appears to be “limited to non-existent” (Hughes et al., 2018, p. 49). Critically, the Coronavirus pandemic appears to have both accelerated and precipitated a step-change to pastoral care within the HE teaching ecosystem. The impact of a broadening pastoral role on academics' well-being has yet to be fully realized and understood. The authors have subsequently conducted an empirical study to address this embryonic area of research.

This study seeks to investigate whether gender and managerial status act as significant correlates of participation in voluntary training.

This theoretical foundation rests on human capital and systemic discrimination theories. Data come from the computerized records of a bank's employees.

Results show that both gender and managerial status have a differential impact on participation in voluntary training: women participate more than men and managers' participation is higher than non‐managers' participation. Also, individual characteristics and productivity‐related variables impact differently on participation by gender and managerial status.

The results showed that the probability of participating in voluntary training varies according to gender and managerial status. This probability is explained in particular by the differential effect produced by the individuals' productivity‐related characteristics (age, schooling, organizational tenure and part‐time status) according to gender and managerial status.

The aim of this review is to examine factors that may explain why other industries are considered ultrasafe while progress toward preventing adverse events in health care is not considered to have reached that level.

The paper is a narrative review.

Despite a decade of intense effort, the problem of patient harm in health care facilities remains a challenge. A recent study of ten hospitals in North Carolina, which have actively engaged in patient safety initiatives, reported rates of adverse events similar to those in the Institute of Medicine report, To Err Is Human in 1999. Seven key issues and their interaction are described.

This review focuses on broad issues that likely impede progress generally, not on individual project or individual hospital program success stories.

The authors believe the difficulty in making significant headway on the patient safety agenda is due in part to the fact that it was always going to be a long (indeed never ending) struggle – aviation for example took almost 60 years to become ultra‐safe – and in part to misunderstanding the nature of the dynamics that are involved in the generation of adverse events in risk critical industries. The paper reflects on the nature of the safety initiatives that health care has tended to focus on, but which have not sufficiently taken note of central concepts of safety science, as well as on features of the health care system itself that have impeded, in the authors' view, progress on enhancing patient safety.