The study was conducted in order to determine the effects of the Citizen Police Academy (CPA) program on community and officer attitudes. The two main goals of this program are to increase officer awareness of community concerns and to raise community awareness about the police department. Surveys were distributed to three groups: employees of the Bowling Green Police Department, all alumni of the CPA, and a random sample of the local community. Participants were asked their attitudes regarding crime prevention, awareness of police officers' activities, and the effectiveness of the CPA program. T-tests and ANOVAs determined that police officers who had participated with the CPA did not express significantly more support for the CPA program than did those who had not participated with the program. Community members rated officer awareness of community concerns lower than did the officers themselves. Finally, alumni were able to identify obscure programs discussed by the CPA significantly more often than were community members. Results of this assessment seem to indicate that the CPA is successfully meeting its goal of increasing community awareness about the police department. Use of these results for improving the program are discussed.

Individuals resorting to violent aggression in the form of criminal homicide have often been the object of great public concern. Of the many actions punishable by criminal law, the taking of a human life by another human being most often entails a severe sanction, especially when it has been done deliberately and with a degree of premeditation. Public fear and concern dictate forceful sanctioning toward the homicide offender or offenders; no other criminal offense is so likely to result in the death penalty or life imprisonment.

This study examines the perceptions of citizenship of youth involved in a community civic engagement program. The UP-BEAT Youth Health Leadership program trained youth participants in public speaking, technology, youth mapping, leadership and government. The study gathered qualitative and quantitative information from the 18 youth participants. Data gathered examined youth perceptions of the characteristics of good citizens as well as how the program influenced youth understandings of justice. Overall, youth in the program demonstrated a desire to facilitate community change through action, expressing ideas and engaging others. Minority participants demonstrated huge commitment to the program, engagement and social capital within their communities and a desire to participate in civic activities. Youth perceptions of the roles and responsibilities of citizenship were not highly influenced by justice. However, youth were able to recognize issues of injustice based on the new environments and new experiences they were exposed to during the program. Youth also found adultism which existed within the program and the environments youth interacted with a deterrent for civic participation.

In the last two decades, many countries going through transitional justice have established truth commissions. Unlike conventional war tribunals, most truth commissions are established by the local government and local human rights groups. Truth commissions are still a nascent political choice, yet a sizable literature has developed around it, evaluating its potential as a new institution for dealing with the past and moving towards restorative justice. This work examines four major questions debated in the transitional justice literature over truth versus justice: 1) whether or not a truth commission is an valid alternative mechanism to seeking out retributive justice, 2) whether or not truth commissions are the product of political compromise which avoiding justice, 3) if truth commissions can be the agent of new national identity and national unity founded on the principles of universal human rights, and 4) if amnesty can be legitimized. This work aims to determine to what extent the idea itself of truth commissions has been actualized up to now and what lot it may expect in the future, despite incidental political restrictions and difficulties in the political transition. Despite the common assertion that the goals of truth commissions are to bring about official acknowledgment of the past, restore the dignity of the victims, and achieve reconciliation in divided society, this paper does not intend to evaluate the truth commissions in the past based on these criteria; nor does this work intend to argue what truth commissions can resolve in the transitional justice societies. Rather, this paper seeks to uncover what social reaction or human emotions truth commissions in the past have evoked in a divided society. To explore the question, this paper focuses on the distinctive activities and merits of truth commissions from the standpoint of retributive justice and looks into the important implication in the interaction between the victims and the perpetrators, as well as between the audience and those two parties. Roger Errera, a member of the French Conseil d’Etat, stated that “Memory is the ultimate form of justice.” Inspired by the statement, this work argues that justice can be found in the act of pursing truth, remembering it, and responding to those voices from the past.

Manager fairness matters to employees and has important work outcomes. The current research explored whether differences exist in the rate of revision (change) of first impressions of a manager’s interactional and procedural fairness/unfairness. After observing impression-inconsistent information, participants’ initial impressions of interactional fairness/unfairness were hypothesized to exhibit greater amounts of impression revision than impressions of procedural fairness/unfairness. A 2 (fairness type: interactional vs. procedural) x 2 (initial behaviour: fair vs. unfair) x 2 (time of rating: initial vs. revised) experimental design involving 165 participants was implemented. Results show that the rate of change in ratings of interactional fairness over time was significantly greater than the rate of change in ratings of procedural fairness in the unfair initial-impression condition, as predicted. This was not true for the fair initial-impression condition. Unexpectedly, first impressions of fairness in general did not exhibit more revision than unfair first impressions. Implications are discussed.

I/D 22 -- The Generalate Team May-June 1979 -- Our Spiritan Commitment to Justice and Peace -- (pg. 1) -- Why get actively involved? -- (pg. 1) -- “MY” Responsibility -- (pg. 2)

The Research of Organizational Citizenship Behavior for Contracted Employees and Formal Employees in the Legislative Yuan¡ÐThe Moderating Effect of Organizational Justice Abstract The organizational citizenship behavior (OCB) is altruistic behavior beyond formal norms performed by members of an organization. Empirically, it has been established that OCB serves to lubricate within-organizational interactions, enhance organizational performance, improve service quality as well as customer satisfaction, and helps to prevent members from leaving the organization. Given these facts, OCB is especially important to the service-oriented public sector. Up to this stage, however, we have seen relatively few local discussions on how OCB can be affected by employment status, and even less on the moderating variables that influence the relationship between OCB and employment status. The purpose of this research is to study differences in organizational citizenship behavior between contracted and formal employees in the Legislative Yuan. Furhtermore, the study tries to explore how organizational justice moderates the impact employment status has on organizational citizenship behavior. The major findings of this study are as following: (1) Relative to formal employees, contracted employees are less conscientious,but not significantly different in the ¡§en-teamed¡¨, ¡§loyalty¡¨ and ¡§enthusiasm¡¨ variables. (2) The moderating effect of organizational justice is obvious. There are significant differences between contracted and formal employees in their ¡§en-team¡¨, ¡§conscientiousness¡¨, ¡§loyalty¡¨ and ¡§enthusiasm¡¨. Contracted employees scored lower than formal employees in these variables. Key words : Organizational Citizenship Behavior, Employment Status, Organizational Justice, Distributive justice, Formal procedural justice, Interactional justice

none

Texte remanié de: Tesis--Barcelona--Universitat de Barcelona, 1997. / Bibliogr. p. [399]-408.

Texte remanié de: Th. doct.--Hist.--Paris 1, 1996. / En appendice, choix de documents. Bibliogr. p. 567-578. Index.