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The purpose of this paper is to use data from the Longitudinal Study of Violent Criminal Behavior in the USA to examine case configurations of violent behavior using a biopsychosocial framework. Specifically, the theory posits that arguably all behavior is the result of specific combinations of biopsychological (individual) and sociocultural (environmental) characteristics that are interacting within the individual. With regard to criminal and violent behavior, the theoretical assumption is that this maladaptive behavior is the result of a negative interaction between the biopsychological and sociocultural factors.

The study design consists of secondary data analysis. A conjunctive analysis of case configurations was performed using data from the Longitudinal Survey of Violent Criminal Behavior to formally explore the tenets of Cortés and Gatti’s (1972) biopsychosocial theory.

The results suggest that there are main effects for ego strength, family problems, family incohesiveness and underachievement as they relate to offending. A possible six-way interaction was also identified within the case configurations that provides empirical support for Cortés and Gatti’s (1972) biopsychosocial theory of deviance.

The present study contributes to the existing biopsychosocial literature by providing insight on the contextual variability in pathways to violent offending. Specifically, the evidence provided indicates that Cortés and Gatti’s (1972) biopsychosocial theory of deviance can be extended to comparing violent and non-violent offenders. Implications for policy and practice are also discussed.

The purpose of this paper is to apply a biopsychosocial model to develop an integrated typology of heavy work investment (HWI) behaviors.

The paper follows an inductive approach to theory building in which we review relevant constructs, categorize those constructs, and outline the relationships among them.

The paper provides a theoretically grounded typology of HWI that distinguishes three general types of HWI (workaholic HWI, situational HWI, and pseudo HWI) and nine corresponding HWI manifestations. It is suggested that various forms of HWI differ in nature according to the joint interplay of varying strengths of biological, psychological, and social influences. The paper also demonstrates how the typology can be applied to predict unique individual and organizational outcomes associated with each HWI sub-type.

The paper offers a unified strong foundation for developing HWI measures. It offers a direction for future research that will examine antecedents and outcomes of the nine sub-types. It provokes the examination of the “stability” of each HWI manifestation over time by including a temporal component into the biopsychosocial framework.

This research will help practitioners differentiate among HWI manifestations to effectively sustain positive outcomes and proactively evade negative outcomes associated with HWI.

To date, various manifestations of HWI and workaholism have been discussed in the literature with little unification across studies. In this paper, the authors respond to the call for a theoretically grounded approach that will provide unifying explanations to why and how HWI manifests.

The aim of this paper is to present a framework that can be used to identify detrimental team processes in high reliability teams (HRTs), such as conflict, asymmetric perceptions and stress and coping appraisals, and develop interventions that eliminate these detrimental team processes. In addition, this paper suggests new directions for future disaster management and conflict research.

This framework is developed based on past theories (i.e. Intragroup Conflict Theory and Biopsychosocial Model of arousal regulation) and their associated empirical studies.

The present article brings a multi-method, multi-level approach to examine the prevalence of detrimental team processes in HRTs, their impact on performance and stress-related health outcomes and how they can be prevented or managed.

This paper provides a novel conceptual framework that highlights the importance of considering human factors and team processes in improving the response speed, accuracy and efficiency of high reliability team members and ensuring the health and well-being of both responders and recipients of care.

Since the days when women first began entering the work force scholars have studied perceived gender differences related to motivation in organizational settings. This paper first presents a brief overview of motivation theory and then examines the literature tracing gender related motivation-to-manage as it evolves through the 1950s and 1960s to the present. Studies have produced conflicting results with some finding that men have more motivation-to-manage then women and other studies finding the opposite. Such differences appear to be small and closely related to subordinate status and role stereotyping.

The purpose of this paper is to inform the reader about the currently employed theories, research, and interventions in developmental criminology, with a particular emphasis on parental influences.

As well as evoking the classical theories and relevant research in psychology and developmental criminology fields, some of the significant recent contributions are also evaluated to reveal how parenting is linked to youngsters’ delinquency in the extant literature.

While parental factors do not directly affect delinquency of children and adolescents, it is an effectual mediator.

Not a systematic (statistical) review, rather a hermeneutic one with righteous justifications.

Evidence-based suggestions, regarding the allocation of time and resources for the modification of implicated parenting factors in planning preventative and interventional programs, are made.

This review is an up-to-date instructional source that presents the major developmental criminology theories including the recent ones.

As they say, “Change is the only constant.” Thriving and surviving during a period of extraordinary collision of technological advances, globalization, and climate change can be daunting. At any given point in one’s life, a transition can be interpreted in terms of the magnitude of change (how big or small) and the individual’s ontological experience of change (whether it disrupts an equilibrium or adapts an emergent way of life). These four quadrants represent different ways to live in a highly dynamic and complex world. We share the resulting four-quadrant framework from a quantitative and a mixed methods study to examine responses to various ways we respond to transitions. Contingent upon these two dimensions, one can use a four-quadrant framework to mobilize resources to design a response and hypothesize a desired outcome. Individuals may find themselves at various junctions of these quadrants over a lifespan. These four quadrants provide “requisite variety” to navigate individual ontology as they move into and out of fluid spaces we often call instability during a time of transition. In this chapter, we identified social, cognitive, psychological, and behavioral factors that contribute to thriving transition experiences, embracing dynamic stability. Two new constructs were developed, the first measures the receptivity to change, Transformation Quotient (TQ) and second measures the range of responses to transitions from surviving to thriving, Thriving Transitional Experiences (TTE). We hope our work will pave the way for Thriving to become a “normal” outcome of experiencing change by transforming the lexicon and expectation of engaging with transitions.

This chapter introduces the Compassionate Positive Applied Strengths-based Solutions (COMPASS) model, a new framework designed to guide practitioners and people in criminal and forensic psychology. It begins by outlining the aims and objectives of the model and then details each of its components. This chapter also discusses the model's practical implications, providing examples and suggestions for working with individuals who have offended. The model emphasises a holistic approach, considering the past, present and future in relation to four key areas of capital: human, social, justice and community.

Incivility is widespread in the workplace and has been shown to have significant affective and behavioral consequences. However, the authors still have a limited understanding as to whether, how and when discrete incivility events impact team performance. Adopting a resource depletion perspective and focusing on the cognitive implications of such events, the authors introduce a multi-level model linking the adverse effects of such events on team members’ working memory – the “workbench” of the cognitive system where most planning, analyses, and management of goals occur – to team effectiveness. The model which the authors develop proposes that that uncivil interpersonal behavior in general, and rudeness – a central manifestation of incivility – in particular, may place a significant drain on individuals’ working memory capacity, affecting team effectiveness via its effects on individual performance and coordination-related team emergent states and action-phase processes. In the context of this model, the authors offer an overarching framework for making sense of disparate findings regarding how, why and when incivility affects performance outcomes at multiple levels. More specifically, the authors use this framework to: (a) suggest how individual-level cognitive impairment and weakened coordinative team processes may mediate these incivility-based effects, and (b) explain how event, context, and individual difference factors moderators may attenuate or exacerbate these cognition-mediated effects.