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One of the greatest challenges for drug regulation is valid, comprehensive surveillance of drugs after they reach the pharmaceutical market. The purpose of this paper is to propose a new method of individual and aggregate-level postmarket surveillance using data previously (and continuously) collected by drug courts, which are in operation in nearly every geographic corner of the USA.

To determine the feasibility of such an undertaking, data were obtained from an urban, southern county drug court. Intake data included all participants from September 2012 to November 2013. The final sample included 532 drug court participants.

Intake data were found to include various demographic variables, measures of drug use, and various sociological/criminological variables such as familial and social support, church attendance, and other pertinent variables for studying drug use and crime trends generally.

By using intake data from drug courts in a manner similar to Uniform Crime Report or National Incident-Based Reporting System, this could add greatly to the understanding of crime and drug use.

The authors purport that a data management system of drug court intake data could provide a cost-efficient and generalizable representation of drug use of those within the criminal justice system.

Many efforts have been employed in an attempt to better ascertain where high rates of drug use occur. By using drug courts as more than just a system of treatment, postmarketing surveillance could be improved.

On April 2, 1987, IBM unveiled a series of long‐awaited new hardware and software products. The new computer line, dubbed the Personal Systems 30, 50, 60, and 80, seems destined to replace the XT and AT models that are the mainstay of the firm's current personal computer offerings. The numerous changes in hardware and software, while representing improvements on previous IBM technology, will require users purchasing additional computers to make difficult choices as to which of the two IBM architectures to adopt.

The monograph argues that American racism has two colours (white and black), not one; and that each racism dresses itself not in one clothing, but in four: (1) “Minimal” negative, when one race considers another race inferior to itself in degree, but not in nature; (2) “Maximal” negative, when one race regards another as inherently inferior; (3) “Minimal” positive, when one race elevates another race to a superior status in degree, but not in nature; and (4) “Maximal” positive, when one race believes that the other race is genetically superior. The monograph maintains that the needs of capitalism created black slavery; that black slavery produced white racism as a justification for black slavery; and that black racism is a backlash of white racism. The monograph concludes that the abolition of black slavery and the civil rights movement destroyed the social and political ground for white and black racism, while the modern development of capitalism is demolishing their economic and intellectual ground.

The purpose of this paper is to examine the interaction effects of leader-member exchange (LMX) dimensions and how they blend to affect psychological contract in the public service in Uganda.

The authors employ the structural equation model to test a conditional hypothesis.

It is indicated that the magnitude of effect of affect and professional respect on psychological contract is dependent upon perceived contribution, implying that the predictive power of affect and professional respect on psychological contract increases considerably when perceived contribution increases.

Only a single-research methodological approach was employed. So, future research through interviews could be undertaken to triangulate the results. Furthermore, future research should be undertaken to examine the multiplicative effects studied in this paper across time.

In order to increase the perceptions of fulfillment of the psychological contract in the public service in Uganda, managers should always endeavor to identify a viable LMX mix that can add value to expectations that employee and employer have of each other.

This is the first study that focuses on testing the interactive effect of LMX dimensions on psychological contract in Uganda’s public service.

This paper aims to analyse the extent to which the government’s recent proposals to end no-fault evictions will result in “family-friendly” tenancies.

It applies the theoretical scholarship on the meaning of family and home to the current law relating to private rented tenancies and the government’s proposals to increase security of tenure in the private rented sector.

Security of tenure is important to a number of the key aspects of home. However, feelings of home are better protected by security of occupancy, which requires more than de jure security of tenure. For families to feel at home in the private rented sector, they must be permitted to personalise their home and to keep pets. Further legislative changes could achieve these changes. However, for families to really make a home in the private rented sector, they need to exercise some choice over where they live and for low-income families; this will only be possible with broader policy changes.

This paper contributes to the important scholarship on the meaning of home and applies this to the very current debate on the rights of tenants in the private rented sector.

MORE than thirty national bodies, previously comparative strangers, have been brought into closer contact during the year. They have now collectively organised a National Productivity Year Conference to be held at Eastbourne in the closing days of November. It would be wrong to regard this as a finale; to apply to it the closing words of Vanity Fair: ‘Come, children, let us shut up the box and the puppets, for our play is played out.’

The purpose of this paper is to focus on reflective mentoring practices. Teacher mentors are widely known to be an important catalyst for reflection. Through dialogue and professional conversations, teacher mentors can help their mentees to improve their teaching performance by facilitating their discussion of the praxis from different perspectives.

This qualitative mixed methods study is based on three separate studies from the Republic of Ireland, Malta and Norway involving: mentors of undergraduate student-teachers (U-M, n: 37); mentors of newly qualified teachers (NQT-M, n: 4); student-teachers (ST, n: 16); NQT, n: 8; and university tutors (UT, n: 8). In each study, mentors were provided with varying degrees of education on facilitating critical reflection for mentees. This study sought to draw out what reflective practices were being employed in mentoring across European contexts and what perceived impact they had. A cross-case analysis of data across the three countries was conducted using coding and constant comparison. Triangulation of data was employed across not only cases, but also across multiple methods data sets and across participant types.

All three studies reveal that mentoring approaches aiming to promote critical reflection have to be based on a developmental approach towards mentoring. They also have to challenge traditional hierarchical relationships and involve a commitment to collaborative, inquiry-oriented approaches towards mentoring.

By bringing different studies of reflection in mentoring practices together, it is possible to gain new knowledge on mentoring in teacher education. However, being a cross-country, cross-context and cross-cultural approach in itself contains certain restrictions.

The authors of this paper propose that professional forms of inquiry depend on the type of relationship and collaboration forged between the teacher mentor and mentee. A cross-case analysis approach provided evidence of reflective practice, which is common across three European countries and offers a snapshot of trends.

This study aims to know the effects of environmental characteristics and business partner relationships on improving innovation performance through the mediation of knowledge management practices (KMPs).

The population of this research was all manufacturing companies engaged in the food and beverage sector categorized into large industries. According to Jakarta’s Badan Penyelenggara Jaminan Sosial (BPJS) Ketenagakerjaan (social insurance administration body of employment), large industries are industries with a number of employees > 100. However, in this research, the total population did not reach 100 but only 89 companies. The analysis unit used in this research was the companies. Data collection for this research relied on questionnaires with closed questions. The questionnaires were then distributed to the sample companies by using enumerator services. In accordance with the hypotheses formulated, the data analysis used in this research was partial least square.

The three findings are the significant and negative effect of environmental characteristics on KMPs, the significant effect of business partner relationships on innovation performance and the insignificant effect of KMPs on innovation performance. The management of food sector manufacturing companies needs to support the activities of generating ideas carried out by employees and support their innovative ideas and creativity. Good cooperation between employees and management is highly needed in an effort to develop company innovation.

This research used the innovation diffusion paradigm and the combination of market-based and knowledge-based paradigms is expected to fill the previous research gap and become the uniqueness and originality of this research. The second originality is that this research examined the role of the KMP variable as the moderating variable. The third originality of this research is the focus on examining the effect of business partner relationships on innovation performance. These three originalities are rarely found in previous studies. Therefore, this research is expected to complete and expand the study of knowledge management and innovation performance.

The purpose of this paper is to explore the pertinence of using an integrated conceptual framework based on several theories and models to guide interviews with adults and youth as a prelude to school nutrition policy (SNP) deployment.

Appropriate socio-behavioral and communication theories and models within a social marketing approach were used to build the integrated conceptual framework of this study. The target population consists of 115 multidisciplinary key stakeholders in Lebanon. Directed and semi-structured individual interviews and focus groups were conducted by using questionnaires associated with the variables of the framework. Collected data have been submitted to a thematic qualitative analysis.

Combining theories and models increases the potential for understanding the broader determinants of SNP deployment. It is important to choose a holistic theoretical perspective: to study key stakeholders’ perceptions of the facilitators and barriers of SNP development and implementation, to emphasize the active participation of communities and to guide the work of policy and decision makers.

This research offers perspectives on determinants factors envisaged in the deployment of SNP that help key stakeholders in their promotion and communication practices.

For public policy makers, this research suggests a need to address communities perceptions’ of an eventual SNP deployment.

The comprehensive integrated conceptual framework proposed in this study amalgamates several variables involved in the process of health promotion under various categories to facilitate SNP deployment.

This study aims to test how senior leaders recognize and reward the same leadership behavior in male and female managers.

A total of 120 senior government leaders evaluated simulated performance reviews wherein only manager ' s sex and engagement in individually considerate transformational leadership behavior varied.

Senior leaders (of both sexes) penalized male and female managers for failing to engage in individually considerate transformational leadership behavior (i.e. rating them as significantly less competent and civil, and recommending them for significantly fewer rewards such as salary and promotion) compared to control groups. However, only male managers benefited (in terms of competence ratings, recognition and reward) from being rated high on this behavior.

Findings support arguments in the literature for a “feminization” of leadership, whereby both male and female managers are now penalized for not engaging in individually considerate leadership behavior. However, they also question the extent to which women will get credit for engaging in some of the same transformational leadership behaviors as men.

Researchers and practitioners often collapse across components of the Multi-Factor Leadership Questionnaire (MLQ) in measuring transformational leadership behavior. This may obfuscate some of the components being aligned with sex role stereotypes, and therefore unlikely to be rewarded in certain candidates. If the present findings are confirmed by future research, there may be reason to question how the MLQ is being used in research and practice on transformational leadership behavior.