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In sports consumer behaviour literature only a small amount of variance in attendance is explained by motives. One possible explanation for this is the existence of a third factor which moderates this relationship between the motives and attendance. Individuals who strongly identify with a sports team demonstrate distinctly different behavioural patterns from weakly identified individuals. Identification may, therefore, serve as a moderator. Accordingly, two hypotheses are generated: (a) the relationship between motives and attendance intention ranges from weak to moderate; and (b) the overarching construct of Identification (Team Identification) moderates the influence of motives on attendance intention. Participants were 207 United States of America National Collegiate Athletic Association (NCAA) Division IA student-subjects. Instrumentation includes measures of motivation, points of attachment and attendance intention. Through hierarchical Confirmatory Factor Analysis, regression analyses and latent variable scores approach, the results largely support both hypotheses.

February 28, 1969 Damages — Special damage — Loss of earnings between accident and trial — “Compensationitis” — Plaintiff's minor physical injuries — Anxiety neurosis — Functional pain for which no physical cause — Pain expected to vanish on determination of plaintiff's claim — Whether duty to prosecute action with due diligence — Plaintiff's dilatoriness in proceedings — Effect on special damage.

March 1, 1967 Negligence — Duty of care — Causation — Illiterate employee —Notice informing employees of availability of spats — Metal spinner's inability to read notice — Spinner splashed by molten metal — Spats not worn by majority of em‐ployees — Divergence of opinion among employees as to desirability of spats — Whether duty to provide spats fulfilled — Whether, if breach, a cause of accident.

February 27, 1973 Factory — Statutory duty — Fume — Inhalation of low concentrations of oxides of nitrogen over prolonged period — Chronic lung illness — Employers' constructive knowledge of health hazard — Medical and other publications — Whether sufficiently indicating health hazard from 1965 onwards — Factories Act, 1961 (9 & 10 Eliz. II, c. 34), s. 63 (1).

The Howard Shuttering Contractors case throws considerable light on the importance which the tribunals attach to warnings before dismissing an employee. In this case the tribunal took great pains to interpret the intention of the parties to the different site agreements, and it came to the conclusion that the agreed procedure was not followed. One other matter, which must be particularly noted by employers, is that where a final warning is required, this final warning must be “a warning”, and not the actual dismissal. So that where, for example, three warnings are to be given, the third must be a “warning”. It is after the employee has misconducted himself thereafter that the employer may dismiss.

February 15, 1974 Master and servant — Wrongful dismissal — Gardener — Contract providing for six months' service and thereafter terminable annually — Obscene language on one occasion by efficient gardener — Provocation by employer — Whether summary dismissal justified.

February 27, 1973 Redundancy — Calculation of payment — “Normal working hours” — Workmen employed under contract of employment incorporating national agreement — Normal working week 40 hours actual work — Condition of national agreement that “all workers shall” work overtime in accordance with demands of industry — Workmen regularly working at least 57 hours a week — Whether normal working hours for redundancy payment purposes including overtime where no obligation on employer to provide guaranteed overtime for fixed number of hours — Contracts of Employment Act 1963 (11 & 12 Eliz.II, c.49) Sch.2 para.l(l)(2).

February 5, 1974 Master and Servant — Redundancy — Reason for dismissal — Employers dismissing engineer alleging redundancy — Employee claiming compensation for unfair dismissal — Employers resisting claim on alternative ground that dismissal was fair — Whether employer entitled to change ground for dismissal from redundancy to lack of capability — Industrial Relations Act, 1971 (c.72), s.24(l)(a) (b), (2) (a), (6), (7).

Self‐efficacy has been described as a malleable quality based on individual perceptions of ability in given situations and has repetitively been linked to performance gains and other positive organizational outcomes. Less research has addressed the processes that shape individual efficacy levels. This article explores the role of emotional intelligence and causal reasoning patterns in the development of self‐efficacy beliefs. A research model is forwarded along with associated propositions. Lastly, the implications, limitations, and future research directions of this research are discussed.

The authors evaluated the impact of an anti-bias training intervention for improving police behavior during interactions with community members and public perceptions of discrimination.

Fifty patrol officers from a diverse municipal agency were randomly selected to participate in an anti-bias intervention. Before and after the intervention, a random selection of Body Worn Camera (BWC) videos from the intervention group as well as from a control group of officers was coded using a validated tool for coding police “performance” during interactions with the public. Discrimination-based community member complaints were also collected before and after the intervention for treatment and control group officers.

The treatment group had a small but significant increase in performance scores compared to control group officers, F = 4.736, p = 0.009, R2ß < 0.01. They also had a small but significantly reduced number of discrimination-based complaints compared to control group officers, F = 3.042, p = 0.049, p2 = 0.015. These results suggest that anti-bias training could have an impact on officer behaviors during interactions with public and perceptions of discrimination.

Although these results are from a single municipal police department, this is the first study to suggest that anti-bias trainings may have a positive behavioral impact on police officers as well as the first to illustrate the potential for their impact on community members' perceptions of biased treatment by officers.