title: Dressing for battle in the new global economy: Putting power, identity, and discourse into public relations theory

authors: Weaver, C. Kay

subjects: public relations

abstract: This article argues that public relations theorists need to acknowledge their generally unspoken support for, and allegiance to, corporate capitalist power and to reconsider that allegiance in the context of the new economy. In my view, such a move would encourage more open consideration of whether public relations scholarship should be contributing uncritically to the development of a globalized capitalist economy and of where public relations theory should be positioned in relation to the development of that economy. If mainstream public relations theory were more open to theorizing structures of power, it would also be more open to consideration of how public relations practice could be appropriated by, and work to serve the interests of, those groups who perceive themselves as disempowered by globalization or who oppose the philosophies and/or economic effects of that globalization.

text: Dressing for battle in the new global economy: Putting power, identity, and discourse into public relations theory This article argues that public relations theorists need to acknowledge their generally unspoken support for, and allegiance to, corporate capitalist power and to reconsider that allegiance in the context of the new economy. In my view, such a move would encourage more open consideration of whether public relations scholarship should be contributing uncritically to the development of a globalized capitalist economy and of where public relations theory should be positioned in relation to the development of that economy. If mainstream public relations theory were more open to theorizing structures of power, it would also be more open to consideration of how public relations practice could be appropriated by, and work to serve the interests of, those groups who perceive themselves as disempowered by globalization or who oppose the philosophies and/or economic effects of that globalization.

year: 2001-11-01

title: Collegiality under pressure: the effects of family demands and flexible work arrangements in the Netherlands

authors: ten Brummelhuis, Lieke L.

subjects: collegiality

abstract: Collegial relationships at work have become more important now that organizations increasingly use team-based work processes. Collegiality is also facing new challenges, however: more employees are meeting heavy demands beyond the workplace and making more frequent use of flexible work arrangements. This study seeks to explain the effect of employees' family demands on collegiality and evaluates whether the use of flexible work arrangements improves or impedes collegial behaviour. Moreover, we aim to investigate collegial behaviour as an exchange process between co-workers, and therefore also take family demands and the use of flexible work arrangements by co-workers into account as predictors of employee collegiality. Based on a sample of 1114 employees from 30 organizations, the results show that when used by the employee and co-workers, flexitime decreases collegiality. Collegiality is decreased when the employee has young children, but increased when co-workers have older children. The implications of these findings for HR practices are discussed.

text: Collegiality under pressure: the effects of family demands and flexible work arrangements in the Netherlands Collegial relationships at work have become more important now that organizations increasingly use team-based work processes. Collegiality is also facing new challenges, however: more employees are meeting heavy demands beyond the workplace and making more frequent use of flexible work arrangements. This study seeks to explain the effect of employees' family demands on collegiality and evaluates whether the use of flexible work arrangements improves or impedes collegial behaviour. Moreover, we aim to investigate collegial behaviour as an exchange process between co-workers, and therefore also take family demands and the use of flexible work arrangements by co-workers into account as predictors of employee collegiality. Based on a sample of 1114 employees from 30 organizations, the results show that when used by the employee and co-workers, flexitime decreases collegiality. Collegiality is decreased when the employee has young children, but increased when co-workers have older children. The implications of these findings for HR practices are discussed.

year: 2010-12

title: Culture is our business: Issues and challenges for forensic and correctional psychologists

authors: Tamatea, Armon J.

subjects: Science & Technology

abstract: Psychology has made significant advances in the development of more empirical, standardized, and consistent approaches to the prediction, assessment, and treatment of offending behaviour. However, crime occurs in a cultural context. Similarly, forensic and correctional psychology derive from a cultural basis that privileges certain types of knowledge and promotes certain forms of practice that are incommensurate with the outlook and realities of some offenders and their communities. While there is an emerging literature on ethnicity and race in criminal justice psychology, very little research that addresses culture is published. The reasons for this knowledge gap are complex, not least because the worldviews of indigenous and diverse communities do not superimpose neatly onto current best-practice models of risk assessment or offender rehabilitation. Given Australia and New Zealand’s commitment to the involvement and wellbeing of indigenous peoples as well as the shared experience of progressively more pluralistic societies, it is argued that there is a critical need to bring the somewhat disparate domains of forensic psychology and culture into conversation with a view to informing policy and practice. The example of risk assessment is used to illustrate some of the complexities of working with cultural difference. Central to this article is a call for a culturally-engaged and proactive philosophy of practice that embraces the needs of diverse offenders, victims and communities.

text: Culture is our business: Issues and challenges for forensic and correctional psychologists Psychology has made significant advances in the development of more empirical, standardized, and consistent approaches to the prediction, assessment, and treatment of offending behaviour. However, crime occurs in a cultural context. Similarly, forensic and correctional psychology derive from a cultural basis that privileges certain types of knowledge and promotes certain forms of practice that are incommensurate with the outlook and realities of some offenders and their communities. While there is an emerging literature on ethnicity and race in criminal justice psychology, very little research that addresses culture is published. The reasons for this knowledge gap are complex, not least because the worldviews of indigenous and diverse communities do not superimpose neatly onto current best-practice models of risk assessment or offender rehabilitation. Given Australia and New Zealand’s commitment to the involvement and wellbeing of indigenous peoples as well as the shared experience of progressively more pluralistic societies, it is argued that there is a critical need to bring the somewhat disparate domains of forensic psychology and culture into conversation with a view to informing policy and practice. The example of risk assessment is used to illustrate some of the complexities of working with cultural difference. Central to this article is a call for a culturally-engaged and proactive philosophy of practice that embraces the needs of diverse offenders, victims and communities.

year: 2017