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The purpose of this paper is to determine recidivism outcomes for 953 offending men with domestic violence histories, serving community-based sentences and enroled in the domestic abuse program (DAP), provided by Corrective Services New South Wales in Australia.

An intention to treat definition of DAP participation and a quasi-experimental and pseudo-prospective research design compared recidivism outcomes of the treatment group to a propensity score matched control group. Cox and Poisson regression techniques determined survival time to first reconviction and rates of reconvictions adjusted for time at risk.

DAP enrolment was associated with significant improvements in odds of time to first general reconviction (15 per cent) and first violent reconviction (by 27 per cent) compared to controls. Reconviction rates were significantly lower (by 15 per cent) for DAP enrolees. Programme completion was necessary for significant therapeutic effect; 62 per cent completed the programme.

This evaluation suggests the 20 session DAP is an effective intervention which could be adopted by other jurisdictions to modify criminal behaviours of domestically abusive men; potentially lessening the physical, emotional and financial impacts on victims and providing savings to government and criminal justice systems. The methodology, with refinements, could be adopted by other service providers to evaluate similar community-based therapeutic interventions in forensic settings.

First peer reviewed evaluation of the DAP. The programme contributes to evidence-based best practice interventions for domestically violent men.

The purpose of this paper is to determine reconviction outcomes for 2,882 male and female offenders with significant alcohol and other drug (AOD) criminogenic needs, serving custodial sentences in New South Wales, between 2007 and 2011, who participated in the Getting SMART and/or the SMART Recovery® programs.

A quasi-experimental research design utilized data from 2,343 offenders attending Getting SMART; 233 attending SMART Recovery© and 306 attending both programs, compared to a propensity score-matched control group of 2,882 offenders. Cox and Poisson regression techniques determined survival times to first reconviction and rates of reconvictions, adjusting for time at risk.

Getting SMART participation was significantly associated with improved odds of time to first reconviction by 8 percent and to first violent reconviction by 13 percent, compared to controls. Participants attending both programs (Getting SMART and SMART Recovery©), had significantly lower reconviction rate ratios for both general (21 percent) and violent (42 percent) crime, relative to controls. Getting SMART attendance was associated with significant reductions in reconviction rates of 19 percent, and the reduction for SMART Recovery© attendance (alone) was 15 percent, the latter figure being non-significant. In all, 20 hours in either SMART program (ten sessions) was required to detect a significant therapeutic effect.

Criminal justice jurisdictions could implement this two SMART program intervention model, knowing a therapeutic effect is more likely if Getting SMART (12 sessions of cognitive-restructuring and motivation) is followed by SMART Recovery© for ongoing AOD therapeutic maintenance and behavioral change consolidation. SMART Recovery©, a not-for-profit proprietary program, is widely available internationally.

Getting SMART and SMART Recovery© have not previously been rigorously evaluated. This innovative two-program model contributes to best practice for treating higher risk offenders with AOD needs, suggesting achievable reductions in both violent and general reoffending.

Introduced into the literature a decade ago, grit originally defined as perseverance and passion for long-term goals has stimulated considerable research on positive effects primarily in the academic and military contexts, as well as attracted widespread media attention. Despite recent criticism regarding grit’s construct and criterion-related validity, research on grit has begun to spill over into the work context as well. In this chapter, the authors provide an overview of the initial theoretical foundations of grit as a motivational driver, and present newer conceptualizations on the mechanisms of grit’s positive effects rooted in goal-setting theory. Furthermore, the authors also draw attention to existing shortcomings of the current definition and measurement of grit, and their implications for its scientific and practical application. After establishing a theoretical understanding, the authors discuss the potential utility of grit for human resource management, related to staffing and recruitment, development and training, and performance management systems as well as performance evaluations. The authors conclude this chapter with a discussion of necessary and potential future research, and consider the practical implications of grit in its current state.

The aim of this study is to explore employees’ perceptions of the role of human resources (HR) departments in Jordanian organisations and the reasons behind these perceptions.

Semi-structured interviews were conducted with 23 employees who work at different organisations in various industrial sectors in Jordan.

Employees perceive HR roles as: providing transactional services (traditional); working as business partners to facilitate other departments’ roles (limited). Perceptions of HR professionals and the role of HR departments were generally negative, due to: societal-cultural norms and stereotypes of HR departments and HR professionals; the role of Wasta (a localised form of favouritism) in affecting HR practices; employees’ personal experiences with HR departments and HR professionals at their workplace; and the non-availability of human resources management (HRM) degrees in Jordan.

Limited research has explored varying perceptions about HR departments and their impacts on business contexts in emerging markets, including Jordan. This research is unique as it identifies the reasons behind common misconceptions of HR roles in Jordanian organisations. It extends beyond existing literature by integrating employees’ perceptions of the role of the HR departments to understand the consequences for HR practices’ operational effectiveness. It also pioneers consideration of societal culture in shaping these perceptions, which helps us build theories for future testing and generalisation purposes in other contexts with cultural commonalities. This study also highlights the current state of HRM development in Jordan, which helps in setting the agenda for future research in the country and the Middle East and North Africa region.

This study seeks to examine how follower’s emotional intelligence influences their emotional reactions to leadership.

Data were collected at two points in time. First, I assessed the emotional intelligence of 157 participants in a laboratory setting. Then, a few weeks later, an experiment manipulating leadership behavior was conducted with same participants. After viewing the leader, the participants’ emotional reactions to their attributions of the leader’s behavior were assessed.

In line with expectations, emotional intelligence was associated with different emotional responses to attributions for the leader’s behavior. Specifically, participants lower on emotional intelligence had more extreme emotional responses to the leader than their more highly emotionally intelligent counterparts.

Although emotional intelligence has received a lot of scholarly attention with regard to predicting performance and leadership emergence, we need to learn more about how it influences emotional responses at work.

If emotional intelligence helps promote less extreme emotional reactions at work, emotional skills should be developed in employees.

This study is the first to examine emotional intelligence as a moderator of emotional reactions to attributions of leadership charisma and intent.

The aim of this paper is to study and empirically test the relationship between employees' perceptions of the two motivation-enhancing human resource management (HRM) practices of reward and performance appraisal and both incremental and radical innovation. The paper examines whether innovative work behaviour (IWB) mediates the hypothesised relationship.

Data were collected from 313 unit managers in manufacturing, pharmaceutical and technology companies in Jordan. Structural equation modelling (SEM) using AMOS v27 was employed to analyse the data and test the hypotheses.

The study finds that employees perceive rewards to be significant and to directly influence incremental and radical innovation. Additionally, employees perceive that performance appraisal to be significant for incremental innovation. The study also finds that IWB mediates the relationship between rewards, performance appraisal and incremental and radical innovation. No support was found for the impact of performance appraisal on radical innovation.

Distinctively, this paper considers both incremental and radical innovation in studying the link between HRM practices and innovation. It also takes an intra-organisational perspective by considering employees' perceptions of rewards and performance in fostering innovation. Additionally, it assesses the impact of IWB in mediating the relationship between rewards, performance appraisal and innovation. IWB is rarely empirically studied in the HRM–innovation link specifically when linked with radical and incremental innovation.

Soil is a non-renewable and increasingly deteriorating resource, yet it is barely protected by European Union (EU) legislation. This constitutes a puzzling gap within the otherwise encompassing and progressive environmental policy of the EU. To explain the integration resistance of soil protection, I draw on insights from rationalist and sociological institutionalist theory. The institutional rigidity of the community method of environmental decision-making limits policy change to favorable interest constellations, but this constraint is usually compensated by agenda competition among the national environmental pioneers. However, successful agenda-setting depends on the skillful combination of political venues and issue frames. Matters of land politics, such as soil protection, are difficult to frame in terms that make them suitable for European policy venues. The theoretical argument is illustrated using an in-depth case study of the agenda-setting, negotiation, and eventual withdrawal of the ill-fated proposal for an EU soil framework directive, with a focus on the changing role of Germany. Reframing of soil politics as locally bound and as essentially national affair, subnational actors extended the conflict to include the German federal chamber as policy venue. As a result, Germany turned from “pusher by example” and first mover to “defensive front-runner,” successfully pursuing a blocking strategy.

Purpose: The psychological contract involves expectations and responsibilities from both employees and organizations. Recently, arguments have emerged that link employee expectations to increasing individual entitlement beliefs which may not involve reciprocity. Equity theory suggests that employees continually assess their personal outcomes for fairness and that these equity perceptions could be affected by entitlement beliefs. The question that then arises is, how do entitled employees pursue these unmet beliefs and what are the implications if these beliefs are met or unmet? Approach: In this chapter, we present a conceptual model proposing that emotion regulation motives (instrumental or hedonic) influence how employees with unmet entitlement beliefs seek to advance their claims. Using equity theory as an underpinning theory, we conceptualize that instrumental and hedonic emotion regulation motives lead to different job satisfaction levels. We also argue that actual job performance moderates this relationship. Originality/Value: Understanding this process is essential as managers may constantly deal with employee entitlement beliefs, and low job satisfaction has been linked to poor employee and organizational outcomes. Theoretical and practical implications are discussed.