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Previous research has demonstrated that affirming an individual’s self-worth in intrinsic, stable aspects (e.g. personal attributes) enhances their pro-relationship tendencies, as compared to affirming extrinsic aspects of the individual (e.g. performance). This is especially so among people in certain dissatisfying relationships (e.g. romantic relationships). Extending this finding to organizational contexts, the purpose of this study is to investigate the effects of affirmation type (intrinsic vs extrinsic affirmations) on responses to workplace offenses among employees with high versus low job satisfaction.

Studies 1 (N = 224) and 2 (N = 358) examined the effects of intrinsic versus extrinsic affirmations on responses to hypothetical and real workplace offenses. Furthermore, to compare the effects of intrinsic and extrinsic affirmations to the baseline level, Study 3 (N = 441) added a control condition and examined the effects of affirmation type (intrinsic vs extrinsic vs control) on responses to workplace offenses.

For employees with low (but not high) job satisfaction, (1) intrinsic (vs extrinsic) affirmations promoted more prosocial responses (forgiveness and reconciliation) to workplace offenses; (2) although not as effective as intrinsic affirmations, extrinsic affirmations (vs baseline) also triggered prosocial intentions toward workplace offenses.

First, the study enriches the literature on workplace offenses by focusing on an individual-level factor – self-worth – that can be intervened (e.g. affirming one’s self-worth) by organizations and managers so as to promote prosocial responses to workplace offenses. Second, the study expands the scope of the self-affirmation theory in organizational contexts by examining the effectiveness of intrinsic and extrinsic affirmations in coping with workplace offenses. Third, practically speaking, the study provides a brief intervention (the writing task of describing an intrinsic or extrinsic affirmation experience) that can boost pro-relationships in the workplace.

Knight's Industrial Law Reports goes into a new style and format as Managerial Law This issue of KILR is restyled Managerial Law and it now appears on a continuous updating basis rather than as a monthly routine affair.

This study aims to investigate the predictive validity of self‐control (SC) for several forms of criminal recidivism (general, property, violence, sexual).

In total, 1,838 male prisoners were interviewed while serving a prison sentence. Personality traits known to be related to SC served as operationalization of SC. Cluster analyses identified three clusters of SC‐related traits: Emotion regulation, Self‐assertion, and Effortful control. Survival‐analyses predicted recidivism, which was assessed using official data. The follow up period amounted to 72 months.

The SC‐related trait clusters significantly predicted general and violent reoffending, after controlling for established risk factors for recidivism (age, age at first offense, social status, previous youth detention, out‐of‐home placements, and length of imprisonment). However, trait clusters did not predict reoffending with a property offense. Offenders with violent or sex offenses in their criminal history showed different profiles on the trait clusters.

The paper shows that SC is an important risk factor for violent recidivism. SC‐related trait clusters should not be combined to form a single score, because essential information for risk profiles would be lost.

This paper reports findings from a study of the social, situational and environmental factors that contribute to suicide and self‐injury in prison, focusing here on prisoners' motivations for their actions. In‐depth interviews were conducted with 143 prisoners in ten prisons in England and Wales who had engaged in an act of self‐injury or an attempt at suicide. The majority of participants described a number of precipitating or motivational factors related to concrete events, feelings/emotions (or both), operating within five different dimensions: offence‐related, interpersonal, symptom relief, instrumental and situational. In very few cases were there single reported causes. Motivational factors more prevalent among participants who attempted suicide included relationship problems, concerns about forthcoming court appearances and factors relating to drug withdrawal. Those who attempted suicide were more likely to describe concrete events or experiences as motivational factors. Those who injured themselves without suicidal intent were much more likely to describe negative feelings or emotions as precipitating factors. The results highlight the complex and multifactoral nature of suicidal and self‐injurious behaviours. At the very least they lend support to the suggestion that different strategies should be developed for those who attempt suicide and those who injure themselves for other reasons.

Using the backdrop of an (apparently) extended visit to the West Indies, analogies with key concerns of internal audit are drawn. An unusual and refreshing way of exploring the main themes ‐ a discussion between Bill and Jack on tour in the islands ‐ forms the debate. Explores the concepts of control, necessary procedures, fraud and corruption, supporting systems, creativity and chaos, and building a corporate control facility.

Using the backdrop of an (apparently) extended visit to the West Indies, analogies with key concerns of internal audit are drawn. An unusual and refreshing way of exploring the main themes ‐ a discussion between Bill and Jack on tour in the islands ‐ forms the debate. Explores the concepts of control, necessary procedures, fraud and corruption, supporting systems, creativity and chaos, and building a corporate control facility.

Managers as Actors Those of us who manage are playing on an organisational stage every day. We enter early every morning to take up our roles, whether it is as chief executive, marketing manager, personnel adviser, production executive or any of the numerous other roles that have to be performed if work is to be done effectively.

That psychopathy imposes substantial societal costs and economic burden is axiomatic, but monetization studies have overlooked cost estimates of the disorder. The paper aims to discuss these issues.

Drawing on a near census of institutionalized delinquents from Missouri, the current study devised new crime cost measures for self-reported offending.

Youth imposed $30 million in total costs annually in large part due to extensive involvement in robbery, theft, and assault. The most criminally active youth imposed costs in excess of $700 million. Psychopathy features were differentially correlated with crime costs. APSD-SR callous-unemotional traits, mPPI-SF Blame Externalization, mPPI-SF Machiavellian Egocentricity, and mPPI-SF Social Potency were significantly associated with between four and five crime costs. Psychopathic traits associated with ruthless self-interest, callousness, and expectations to control and dominate others manifest in diverse ways including serious violence and repeated property crime. Other features such as mPPI-SF Impulsive Nonconformity, mPPI-SF Stress Immunity, mPPI-SF Coldheartedness, mPPI-SF Carefree Nonplanfulness, mPPI-SF Fearlessness, APSD-SR Impulsivity, and APSD-SR Narcissism had limited associations with crime costs.

To the authors’ knowledge, this is the first monetization study to quantify the effects of assorted psychopathy features on crime costs.

Traditionally, the focus in psychology has been to relieve suffering in matters such as mental illness. In forensic interventions, the focus has been similar, with an emphasis on the removal of offence‐related behaviours and thinking. That is, therapy has focused on ‘fixing’ what appears to be broken. More recent thinking in the positive psychology literature focuses on the importance of enhancing well‐being and happiness in clients and enhancing the client's own strengths and positive experiences. In turn, positive psychology adopts a strengths‐based approach to working therapeutically with clients. Positive psychology has a number of potential implications for working with forensic clients and the delivery of therapy and relapse prevention blocks. This paper will explores the potential application of positive psychology literature to offending behaviour interventions. Specifically, it focuses on the process of relapse‐prevention and self‐management, within the framework of the Self‐Regulation Model of the Relapse Process (SRM‐RP).

The Equal Pay Act 1970 (which came into operation on 29 December 1975) provides for an “equality clause” to be written into all contracts of employment. S.1(2) (a) of the 1970 Act (which has been amended by the Sex Discrimination Act 1975) provides: