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This paper aims to estimate the prevalence of intimate partner violence (IPV) in the UK general population and in the low-risk clinical population and to identify the methodological challenges presented by this task.

A rapid review of the evidence was conducted. Data were extracted with the help of pre-designed tools and were synthesised to answer the two study aims. The data extracted was both qualitative and quantitative.

In the general population, crime survey data gave a range of past-year IPV prevalence from 1.8% to 4.5%. This was higher in women than men (2.5%–6.3% vs 0.9%–2.7%). In both the general and low-risk clinical population, there was little data on pregnant women or gay men and lesbians. No significant relationships between IPV and ethnicity were found. Different surveys used different definitions of IPV and domestic violence, making it difficult to give an accurate estimate. There were also problems with data accuracy.

This research is original and contributes to the knowledge about IPV screening and if prevalence studies help.

This study examines the relationship between age, physical violence and non‐physical abuse within the context of intimate partner violence (IPV). It tests the hypothesis that while the prevalence of physical violence is lower among older women, other forms of intimate partner violence are not related to age. The study uses data from the Michigan Violence Against Women Survey to measure physical violence and two forms of non‐physical abuse: psychological vulnerability and autonomy‐limiting behavior. Findings support the hypothesis that the rate of physical abuse is negatively related to age but the rate of nonphysical abuse is not. By expanding the definition of IPV to include other forms of abusive behavior, the study finds that older women have IPV prevalence rates similar to younger women. This raises the question of whether batterers alter their means of power and control by emphasizing non‐physical abuse rather than continuing to use physical violence that exposes them to formal and informal social controls and sanctions.

Considers which behaviours pupils and teachers regard as bullying. Finds that a substantial proportion of people fail to include non‐physical acts ‐ such as deliberately leaving somebody out of activities, laughing at someone’s misfortunes, and name‐calling ‐ in their definition of bullying. Reports on the frequency with which various behaviours were experienced by young people, and how they might affect standardized measures of psychological wellbeing. Finds that many children were bullied in non‐physical ways, and that these experiences were associated with psychological disturbances. Suggests that health educators should do more to widen teachers’ and pupils’ conceptions of bullying to include non‐physical acts of violence, and to encourage schools and other institutions to do more to combat them.

The purpose of this paper is to study police crime, which is defined as crime committed by police employees on duty.

Based on an empirical study of all police court crime cases in Norway for the last four years, relationships between coded variables from court cases are explored in this paper.

The court sentence measured in terms of days in jail is influenced by motive, source of information and police culture.

Based on court documents, this study developed measures, coded court text, and analyzed relationships between constructs. The analysis identified crime motive, police culture, and information source as predictors of jail sentence length. The extent of physical versus non‐physical crime by police employees on duty was influenced by crime motive. The source of information tends to be police officers internally when a colleague has committed a physical rather than non‐physical crime.

This study provides data on elder abuse and neglect in German nursing homes. It uses a multimethod approach to analyse conditions leading to abusive and neglectful behaviour.

Domestic abuse victimisation is a common experience among women with problematic substance use, but support provision for both issues is siloed within the UK. Research on the topic focuses on practitioner responses, dominating women’s voices within research, policy and practice. As such, knowledge about women’s experiences of help-seeking is missing. This study therefore aims to fill a gap in knowledge by exploring the lived experiences of supporting seeking among women impacted by domestic abuse and substance use.

Semi-structured interviews were conducted with 12 women who had a history of co-occurring problematic substance use and domestic abuse. Influenced by interpretive phenomenological analysis and feminist research praxis, the study explored how women with dual needs navigated support and help seeking and the barriers they faced.

The women reported the biggest barrier was the disconnect between substance use and domestic abuse support, including a gap in the communication of information. This resulted in them having to choose which of their needs to seek support for. None of the women received support for their combined experiences, and most of the women never received support for their domestic abuse experiences alone.

This is the first piece of research from the UK to explore, in-depth, women’s journey through support for their co-occurring substance use and domestic abuse victimisation. Previous research has not consulted with women to understand how they navigate the complex support systems available. This paper is, therefore, important, because it demonstrates the journeys to services these women take and the barriers they have to overcome.

Several studies have investigated the harmful effects of abusive supervision on subordinates’ behaviour and performance, including their intention to quit. However, there is a conspicuous dearth of empirical studies testing the deleterious interpersonal relationship, especially in Indian organizations. The purpose of this study is to explore the moderating role of meaningful work as a neutralizer in mitigating the pernicious effect of abusive supervision on subordinates’ turnover intention.

Data were collected from software professionals working in several Indian IT companies through self-report questionnaires (n = 227), using a time-lagged design on two occasions (span between T1 and T2 was three to four weeks).

The result confirms that abusive supervision is strongly related to subordinates’ intention to quit. Also, the study finds meaningful work to have a significant moderating effect on the relationship between abusive supervision and intention to quit.

The number of empirical studies exploring the pernicious effect of abusive supervision in Indian organizational context is almost negligible. In addition, the current study is among the few studies that have investigated the moderating effect of meaningful work on the relationship between abusive supervision and intention to quit.

Unlike most empirical investigations that have tested the relationship between abusive supervision and subordinate’s workplace deviance in a large and formal organizational setup, this study investigates the effect of abusive behavior of owner-manager of small entrepreneurial establishments on subordinate’s workplace deviance. The purpose of this paper is twofold: first, it explores the moderating effect of intention to quit on the relationship between abusive supervision and organizational as well as interpersonal deviance; and second, it investigates whether the moderating effect between abusive supervision and intention to quit will be stronger for organizational deviance (supervisor directed) than for interpersonal deviance (others directed).

The participants of this study were 240 restaurant and hotel employees working in three small entrepreneurial organizations in the eastern state of India. The authors have collected data on the predictor and criterion variables at two time points with a separation of three to four weeks for reducing common method bias (Podsakoff et al., 2012). At Time 1, participants completed measures of the perception of their owner-manager’s abusiveness and their intention to quit. At Time 2, participants responded to organizational deviance and interpersonal deviance.

The findings of the study is in line with previous research studies (Tepper et al., 2007; Thau et al., 2009) that reported intention to quit will moderate the positive relationship between abusive supervision and organizational deviance and interpersonal deviance such that the relationship will be stronger when intention to quit is high rather than low. The finding of the study also corroborates the prediction that the interactive effect between abusive supervision and intention to quit will be stronger for organizational deviance (supervisor directed) than for interpersonal deviance (aimed at other members of the organization) when intention to quit is higher.

This study is among the very few empirical research studies that have investigated the effect of abusiveness of owner-manager on subordinate’s workplace deviance in small organizations. Another unique aspect of the study is that it is one of few to propose and test, how (whether organizational deviance or/and interpersonal deviance) and to what extent (more organizational or supervisor directed than interpersonal or others directed deviance) subordinates of abusive supervisor retaliate by engaging in workplace deviant behaviors.

In March 2020, the UK entered its first lockdown responding to the Covid-19 pandemic. In the same month, the Domestic Abuse Bill had its first reading in Parliament. Charities and non-governmental organisations critiqued the Bill for failing to protect migrants from domestic abuse, and not complying with the Istanbul Convention. Drawing on interviews with staff from Southall Black Sisters, this paper aims to foreground the experiences of practitioners within the women’s sector to explore the unique experiences and challenges migrant and racially minoritised women encountered when seeking support from domestic abuse during the Covid-19 pandemic. It highlights how the pandemic-related lockdowns created barriers to accessing support services and housing, creating an epidemic within the pandemic, and how minoritised women and the organisations that supported them had to overcome structural barriers and racism.

In-depth semi-structured interviews were conducted with staff from a leading women’s organisation that supports migrant and racially minoritised women. Four participants were asked questions within four themes: domestic abuse before and during the pandemic; accessing support from and reporting domestic abuse; accessibility of resources; and post-pandemic challenges. A phenomenological approach was used to analyse the transcribed interviews.

Participants consistently highlighted the unique threats and barriers migrant and racially minoritised women faced when seeking support. Barriers included racism, language barriers, cultural constraints, the triple threat of destitution, detention, deportation, and political resistance to protect migrant women from destitution/homelessness.

This paper provides a unique insight into the experiences of staff members within a specialist by and for women’s support organisation in England and their perspectives on the barriers racially minoritised and migrant women experienced during the Covid-19 pandemic. It offers rare insights into how service users’ needs changed during the lockdowns and how the pandemic affected their ability to operate.

Despite knowledge of the destructive effect of abusive supervision on several individual and organizational outcomes, the construct remains scarcely investigated, especially in Indian organizations. Drawing upon the conservation of resources theory, the purpose of this paper is to explore the linkage between abusive supervision (an interpersonal stressor) and subordinate’s intention to quit and to focuss on the moderating role of subordinate’s emotional intelligence as a neutralizer in curbing the pernicious effect of abusive supervision on subordinate’s intention to quit.

The participants of this study were 353 healthcare professionals working in a large Indian hospital chain having all India presence. The authors have collected data on our predictor and criterion variables at two time points with a separation of three to four weeks for reducing common method bias (Podsakoff et al., 2012). At Time 1, participants rated the perception of their supervisor’s abusiveness and answered few demographic questions. At Time 2, participants completed measures of intention to quit and their emotional intelligence.

The finding of this study corroborates the assertion that subordinates who perceive their supervisors to be abusive have higher intension to quit organization. But surprisingly, this study reports that the moderating effect of emotional intelligence showed stronger relationship between abusive supervision and intention to quit when emotional intelligence is high than low.

Organization should take serious note of supervisors or managers that are abusive or are perceived to be abusive by their subordinates. As it is impossible to completely eradicate abusive and deviant supervisory behaviors at workplace, these toxic behaviors can be checked at several levels like hiring people high on emotional intelligence and through imparting emotional intelligence training and counseling to both the accused and the victim.

The study finds support to the relationship between abusive supervision and intention to quit in Indian context. The finding of this study fails to empirically corroborate the assumption that emotional intelligence will act as a neutralizer in mitigating the pernicious effect of abusive supervision on subordinates’ intention to quit.