The Ethics of Research With Men who Have Learning Disabilities and Abusive Sexual Behaviour: a minefield in a vacuum

In the wake of the recent awareness of the sexual abuse of people with learning disabilities is the recognition that a small number of men with learning disabilities are themselves sexually abusing. The need to understand the men's behaviour and provide effective responses is pressing yet the search for an ethical course of enquiry appears illusory. The two conflicting dilemmas which make this task so difficult are whether the men's learning disabilities preclude their giving informed consent to the research process, and/or whether men who are sexually abusing have lost some rights to exclude themselves from research which is intended to prevent further abuse. This paper explores in depth these dilemmas and describes the authors' attempts to resolve them as they attempted to devise a protocol for consent to involvement in a qualitative study of men with learning disabilities who sexually abuse. Issues raised in this particular context have relevance to many other issues in learning disability services where robust ethical debate is needed, but often glossed over.     

Non-governmental organisations and philanthropy in Latin America: An overview

This article provides an overview of the emerging non-profit or voluntary sector in Latin America. Specifically, the article addresses the differences and communalities these non-profit organisations have across the region. It concludes by emphasising the huge variety of roles and functions performed by non-profit organisations within and across countries, and their often ambigious position between the private and public realms.     

Organizational contingencies,organizational blogs and public relations practitioner stance toward publics

Public relations practitioners in this study who perceived social media (e.g., blogs) to be a normal part of their organization's day-to-day communication were less likely to choose an accommodating stance toward a key public than practitioners in “low-tech” conditions. Forty-three practitioners with a mean of 14.5 years professional experience participated in a 2 × 2 (contingencies for dialogue × technological orientation of organization) experiment. The data reveal a disconnect between the potential relational benefits of social media and the stance public relations practitioners in this study chose when social media were introduced as a regular part of their working environment.     

Exposure to occupational violence and the buffering effects of intra-oranizational support

This paper presents a conceptually distinct analysis of the data first reported by Leather et al. Specifically, it investigates the effects of exposure to a variety of forms of work-related violence upon work attitudes and general well-being within a sample of UK public house licensees—individuals who manage public houses and hold the licence permitting the sale of alcoholic drinks on the premises. In addition, it examines the role of social support in moderating such effects. Based upon a sample of 242 licensees, it reports a consistent interaction between exposure to such violence and the availability of perceived intra-organizational support in determining the size of any negative effects upon individual well-being, job satisfaction and organizational commitment. It is argued that exposure to all forms of work-related violence, including intimidation, verbal abuse and threat, should be seen as a potential stressor within the work environment, the negative effects of which are buffered by perceived support from within the organization, but not by that perceived to be available from informal sources such as family and friends.     

The Nature and Consequences of Organization-Employee and Union-Member Exchange: An Empirical Analysis

Drawing on a study of 423 union members in a UK Primary Care Trust, we use structural equation modeling to investigate the extent to which organizational and union commitment and citizenship behaviors are a function of economic and social exchange. Findings suggest that the organization-employee and union-member exchanges are distinct, with organizational commitment a function of organization-employee exchange and union commitment and citizenship behaviors (UCB) a function of union-member exchange. Findings also suggest that union commitment and UCB are motivated primarily by social exchange, with economic exchange playing a supporting role. In addition, for organizational commitment, social exchange also seemed to be relatively more important. There was no evidence that perceived industrial relations climate moderates these relationships. Implications for industrial relations and workplace social partnerships are considered.