Assisting the High Administrative Court in Restricting Too Broad a Concept of Academic Judgment

I have received substantial monetary compensation and a formal apology from my first doctoral school, and a Ph.D. from another university. This essay describes my personal view on discussing the boundaries of academic judgment and research supervision with the ombudsman agency for higher education, and at the High Administrative Court of England and Wales. The Court’s judicial doctrine addresses substantial research accountability matters. It clarifies that although the Court and ombudsman agency must not interfere with academic judgment, not everything done by an academic can be considered as academic judgment. A Ph.D. supervisor can seriously fail to perform his/her duties.     

Organizational cynicism: Spillover effects on supervisor–subordinate relationships and performance

Organizational cynicism has grown in contemporary Western organizations. However, its impact on interpersonal relationships and consequently on organizational functioning remains understudied. The present study addresses these gaps by: a) exploring the spillover effect of organizational cynicism on supervisor–subordinate relationships, and b) examining if the spillover effect extends to employee performance. Specifically, it examines if affective commitment to the supervisor mediates the relationship between the PSS × organizational cynicism interaction effect and performance (i.e., mediated-moderation). Data were collected from both employees and supervisors (N = 274) from 45 organizations. Our results generally support our hypotheses. This study provides evidence that organizational cynicism interferes in the relationship employees develop with their supervisors, with consequences to performance. This study opens new avenues for research on organizational cynicism and carries implications for theory and practice.     

Complying with voluntary codes of conduct: Corporate strategies for the Valdez Principles

The Valdez Principles is the latest of a series of voluntary codes of conduct that have been enunciated by various advocacy groups to guide the behavior of business enterprises. These principles provide guidelines on corporate conduct towards the environment and present a corporation with critical choices. This study suggests alternative strategies that firms may adopt to cope with this new code. Experience with the Sullivan and MacBride Principles is analyzed to serve as the basis to predict corporate response to the Valdez Principles.     

Job insecurity and work outcomes: The role of psychological contract breach and positive psychological capital

Job insecurity has received growing attention from researchers because it poses serious challenges for organisations and for society as a whole. However, there are insufficient studies about the processes through which job insecurity affects outcomes as well as potential ways to reduce its negative impact. This study focuses on the relationship between job insecurity and individual-level outcomes (in-role performance and organisational deviance) and examines if (a) job insecurity is positively and/or negatively related to work outcomes, (b) psychological contract breach acts as a mediator of the relationship between job insecurity and work outcomes, and (c) positive psychological capital (PsyCap) buffers the job insecurity–work outcomes relationship via psychological contract breach. With a sample of 362 employee–supervisor dyads, in which the outcome measures were collected from the supervisors, we found support for our hypotheses. Specifically, we found a moderated mediation effect, whereby PsyCap moderates the negative indirect relationship of job insecurity on outcomes through psychological contract breach.     

Ascertaining the effect of planned organizational change on the work environment

In a dynamic environment, organizations often are required to effect major changes in operations. The success of such changes invariably depends upon numerous factors one of which is how the change affects the work environment. Therefore, in planning organizational change it is important to consider the work environment and to objectively evaluate changes in the work environment in a timely fashion so that corrective actions may be formulated if needed. Such framing and monitoring of the organizational change facilitates successful implementation of the organizational change. This paper suggests a measure which may be used in evaluating an organization's work environment. A case is discussed.     

Does the prevention of brain ageing constitute anti-ageing medicine? Outline of a new space of representation for Alzheimer's Disease

In this paper we pose the question: Does the prevention of brain ageing constitute anti-ageing medicine? We answer the question by looking at recent changes in the knowledge and organisational structure of dementia research, practice and policy and investigating the boundary relations between this disease-specific field and anti-ageing medicine. Drawing on a qualitative study of the ways in which different clinical and scientific constituencies work to define, organise and negotiate the boundaries between normal and abnormal cognitive aging, we suggest that the field of dementia research, practice and policy has experienced internal diversification forming a ‘new space of representation'. We show how this space is structured by two axes: one that relates to how AD is conceptualised and another that concerns the modes of intervention or actions that will prevent the condition in individuals or populations. We argue that while these changes have blurred the epistemic boundaries between dementia and other fields of research, there are still strong institutional, economic and political factors that glue the field together.