Fear Of Retaliation Research Articles

U.S. TRADE STRATEGY (1913-1930): THE STRENGTHS AND WEAKNESSES OF THE INTERNATIONAL ECONOMIC STRUCTURE

This new situation regarding the transformation of the international economic structure from hegemony to bilateral opportunism has substantially modified the American trade strategy. While the United States had relied on the security provided by Britain’s hegemonic leadership in the past, it was becoming necessary to adapt to the mixed interests of its main trading partner. These new constraints, manifested primarily in domestic political discourse as a fear of foreign retaliation for continued protectionism, led to the accommodative trade strategy adopted in 1913 and followed through the late 1920s. The United States therefore responded with freer trade policy of the Underwood Act as Britain’s position gradually evolved within the international economic structure before the First World War. The war drastically disrupted centuries-old patterns of trade flows: money and investment, and created significant political problems that generated widespread international economic instability. As expected, both Britain and the United States adopted higher but still restricted levels of protection in the wake of the war, and Anglo-American cooperation still proved difficult. The trade strategy of the United States was also affected by the level of international economic instability generated by the fear of retaliation, rooted in the structure of bilateral opportunism, which restrained the levels of American tariffs.

The Role of Culture in the Justification and Perpetuation of Domestic Violence: The Perspectives of Service Providers in Kyrgyzstan.

The study explores the perspectives of service providers on cultural and social reasons used to justify domestic violence in Kyrgyzstan. Results indicate that cultural norms, notably patriarchal customs, immense pressure put on women to save the marriage, stigma of divorce, low status assigned to women, wide acceptance of violence as natural, and fear of retaliation were major reasons that perpetuated domestic violence. Scholars, policymakers, and service providers must collaborate to actively dispel widely accepted beliefs about gender, marriage, and women's status, and to break the cycle of abuse providing help at the individual and community levels.

Comparing the Safety Action Feedback and Engagement (SAFE) Loop with an established incident reporting system: Study protocol for a pragmatic cluster randomized controlled trial

BackgroundIncident reporting is widely used in hospitals to improve patient safety, but current reporting systems do not function optimally. The utility of incident reports is limited because hospital staff may not know what to report, may fear retaliation, and may doubt whether administrators will review reports and respond effectively. MethodsThis is a clustered randomized controlled trial of the Safety Action Feedback and Engagement (SAFE) Loop, an intervention designed to transform hospital incident reporting systems into effective tools for improving patient safety. The SAFE Loop has six key attributes: obtaining nurses' input about which safety problems to prioritize on their unit; focusing on learning about selected high-priority events; training nurses to write more informative event reports; prompting nurses to report high-priority events; integrating information about events from multiple sources; and providing feedback to nurses on findings and mitigation plans. The study will focus on medication errors and randomize 20 nursing units at a large academic/community hospital in Los Angeles. Outcomes include: (1) incident reporting practices (rates of high-priority reports, contributing factors described in reports), (2) nurses' attitudes toward incident reporting, and (3) rates of high-priority events. Quantitative analyses will compare changes in outcomes pre- and post-implementation between the intervention and control nursing units, and qualitative analyses will explore nurses’ experiences with implementation. ConclusionIf effective, SAFE Loop will have several benefits: increasing nurses’ engagement with reporting, producing more informative reports, enabling safety leaders to understand problems, designing system-based solutions more effectively, and lowering rates of high-priority patient safety events.

Undeserved authorship in surgical research: an underestimated bias with potential side effects on academic careers

The incidence of courtesy authorship in research over time has probably increased due to the enormous pressure to publish to increase the bibliometric indexes necessary to achieve an academic role. The aim of this survey was to quantify and characterize this research malpractice among a very selected group of surgeons from different surgical specialties belonging to the European Association of Surgery (ESA). E-mail addresses for the invitation to take part to the survey were collected by the Twenty-eighth Annual Meeting final program. Five-item were designed and developed by the authors using an online platform. Eighty-six members from 21 countries completed the survey (female/male ratio: 0.09). In the last 10 years, almost half of the responders (41, 47.7%, 37 academics) have included colleagues for courtesy authorship. The most common reason of courtesy authorships was to support the academic career of another researcher (62.5%). Other reasons were fear of retaliation (12.5%), reciprocal authorship (12.5%) or support for a partner (10%). This survey showed that undeserved authorship is sadly confirmed to be a common research misconduct across any countries and medical specialties, even among a very selected group of surgeons with international reputation irrespective of the academic position.

PERAN AUDIT INTERNAL DALAM MENCEGAH FRAUD DI PERUSAHAAN

This study aims to analyze the role of internal audit in preventing fraud within the company. Fraud is an act of deception or manipulation that is carried out with the aim of gaining illegal profit, and can cause significant financial losses for the company. Internal audit, as an independent and objective function, is responsible for assessing the effectiveness of the internal control system and ensuring compliance with applicable policies and procedures. In this study, a qualitative approach was used by conducting literature studies and case analysis related to fraud in companies. The results of the analysis show that the role of internal audit is very important in preventing and detecting fraud within the company. Internal audit can help identify gaps or weaknesses in the internal control system, as well as provide recommendations to improve business processes that are vulnerable to fraud. Several strategies that can be carried out by internal audit in preventing fraud include assessing fraud risk, testing and evaluating internal control systems, checking transactions regularly, as well as educating and training employees regarding business ethics and corporate governance. In addition, internal audit can also act as a channel for complaints (whistleblowing) which allows employees to report fraud without fear of retaliation. This study concludes that internal audit has a crucial role in preventing and reducing the risk of fraud within a company. By conducting a comprehensive and proactive audit, internal audit can help create a business environment that is transparent, ethical and with integrity. The results of this study are expected to provide insights and recommendations for companies in optimizing the role of internal audit in preventing and managing fraud risk.

Criminologists’ Perspective of Factors Contributing to Unreported Narcotics Crimes

Efforts to address and eliminate narcotics crimes heavily depend on community involvement, particularly in reporting such offenses, yet many hesitate due to various reasons. This research explores factors that hinder individuals from reporting narcotics crimes and seeks effective strategies to combat this issue, employing both normative juridical and empirical juridical approaches, including literature reviews and field studies, and analyzing data qualitatively. An example from Decision Number: 522/Pid.Sus/2022/PN Tjk, where defendant Ali Amarsyah Bin Misran was sentenced to eight months for a narcotics offense, highlights the legal consequences of such crimes. The research identifies key factors discouraging reports: the inconvenience of legal processes, fear of retaliation from criminals, and a lack of awareness about legal protections for informants. To counteract these issues, the research recommends non-penal measures such as public education on legal rights and protections, alongside penal strategies that involve thorough inquiries and investigations to collect evidence and identify suspects in unreported narcotics activities. This dual approach emphasizes a holistic strategy to boost public cooperation with law enforcement and enhance the effectiveness of narcotics crime prevention and prosecution.

A Multisite Survey of Pediatric Hospitalists' Practices in Soliciting Feedback From Trainees.

There is evidence that pediatric attending physicians value receiving feedback from trainees. With this study, we sought to determine the extent to which pediatric hospitalists value, solicit, and receive feedback from residents and medical students on specific areas of the attending's performance and identify perceived barriers to trainees' providing feedback. A web-based survey was sent to pediatric hospitalists at 9 institutions in 2022. Survey questions were developed from existing literature, trainee input, faculty expertise, and a framework on the qualities of exemplary pediatric educators. Respondents answered yes-no and multiitem Likert scale questions and selected answers from predetermined lists related to feedback solicitation from trainees. χ-Square and Wilcoxon rank test statistics were used to analyze questions. Responses were gathered from 91 of 189 surveyed individuals (response rate: 48.1%). Respondents almost unanimously "agreed" or "strongly agreed" that feedback from medical students (88, 96.7%) and residents (89, 97.8%) can be valuable, but feedback was considered more valuable from residents (P <.05). Attending physicians asked for and received feedback more from residents than from medical students (P <.05). Attending physicians most commonly asked for feedback on "teaching skills." The largest perceived barriers to receiving feedback from trainees were trainee lacking comfort with giving feedback, trainee lacking awareness that providing feedback is within their role, and fear of retaliation. Although pediatric hospitalist respondents nearly unanimously valued feedback from trainees, attending physicians were inconsistent in their feedback solicitation practices. Attending physicians were more likely to ask for and receive feedback from residents than from medical students.

How WTO commitments tame uncertainty

This paper studies how WTO rules and flexibilities shape its members’ trade policy responses to import shocks. Guided by a cost–benefit analysis model and using a unique database of tariff bindings for all WTO countries over the 1996–2011 period, we show that WTO commitments do affect members’ trade policy. More stringent bindings reduce the likelihood of responding to import shocks by raising tariffs. In addition, consistent with cooperative behaviour, fear of retaliation also reduces the likelihood of tariff increases. In a counterfactual scenario where WTO members can arbitrarily increase tariffs, they are 4.3 times more likely to do so than under current bindings. The upshot is that WTO commitments contribute to a more stable trade policy environment.

Beyond the Five Freedoms: Animal Welfare at Modern Zoological Facilities.

The current manuscript highlights the aspects of an animal welfare program for a modern zoological facility. The program should be proactive to identify areas for continuous improvement as well as reactive to address any identified animal welfare concerns. The program should go beyond the five freedoms and utilize one of the more modern frameworks as a foundation for the program. The program should have an animal welfare committee where staff can submit animal welfare concerns without fear of retaliation. Ongoing monitoring of all individual animals should utilize both positive and negative indicators of welfare. Staff should be trained on the most current science and be able to understand key concepts about animal welfare. Facilities should also utilize new scientific findings to continuously improve animal care practices. Modern zoological institutions, including both zoos and aquariums, have an ethical responsibility to provide high levels of animal welfare for the animals under their professional care. Simply meeting minimum standards developed decades ago is not adequate, as animals should have the opportunity to thrive.

Original Research: Nurses' Experiences with Racial, Ethnic, Cultural, and Religious Discrimination in the Workplace: A Qualitative Study.

As the health care workforce diversifies, understanding and addressing the lived experiences of health care professionals facing prejudice and discrimination becomes increasingly important. Previous studies have focused on physicians and medical trainees, but there remains a dearth of research exploring nurses' experiences-even though nurses make up the largest sector of the nation's health care workforce. This qualitative study explored nurses' experiences of personally mediated workplace discrimination based on race, ethnicity, culture, or religion. We conducted in-depth interviews with a convenience sample of 15 RNs at one academic medical center. Using an inductive thematic analysis approach, we identified several themes emerging from RNs' experiences and responses to a discriminatory event ("encounter"). Themes were grouped across three phases: pre-encounter, encounter, and post-encounter. Participants reported wide-ranging experiences, from insensitive joking to overt exclusion, coming from various people including patients, patients' family members, colleagues, and physicians. For many, discrimination was cumulative: similar encounters occurred outside the workplace as well as within the clinical setting, often repeatedly, and were influenced by the sociopolitical context. Participants reported a variety of responses, including emotional reactions such as shock, fear of retaliation, and frustration at being expected to represent one's identity group. Silence or inaction predominated bystander and supervisor responses. Although the encounters themselves were fleeting, their impact was enduring. Early-career encounters were most challenging, and participants grappled internally with lasting effects for years. Long-term effects included avoidance of perpetrators, disconnection from colleagues and their own professional role, and leaving the workplace. The findings illuminate nurses' experiences with racial, ethnic, cultural, and religious discrimination in the workplace. Understanding how such discrimination affects nurses is critical to developing effective responses to encounters, creating safer workplaces, and promoting equity within the profession.

How often are replication attempts questioned?

ABSTRACT Fear of retaliation from the original authors and their allies has been proposed as one of the explanations for the paucity of replications. In the current paper the frequency of negative responses to replications in psychology, and the attention such responses attract, was measured in a series of three studies. Study 1 indicates that replications do not attract more negative mentions in literature than randomly selected non-replication papers unless they are independent and failed, in which case a small increase in negative mentions was noticed, although replications with open data were less likely to attract such mentions. Moreover, no difference in attracting comments on a post-publication peer-review site between replications and non-replication papers was found. Study 2 shows that independent failed and partially successful replications are more likely to attract stand-alone replies than non-replication papers, but the risk is still small and is reduced for replications with open data. Study 3 indicates that stand-alone replies to replications attract fewer citations and readers than the replications to which they respond. I conclude that scientists’ unwillingness to criticize published research, cited as one of the reasons for the paucity of replications, also benefits replicators by largely shielding their research from questioning.

Leadership Program Encourages Residents, Fellows to Advance Equity

Leadership Program Encourages Residents, Fellows to Advance Equity

MP57-01 SEXUAL HARASSMENT IN UROLOGY: SOCIETY OF WOMEN IN UROLOGY CENSUS FINDINGS

You have accessJournal of UrologyCME1 Apr 2023MP57-01 SEXUAL HARASSMENT IN UROLOGY: SOCIETY OF WOMEN IN UROLOGY CENSUS FINDINGS Megan McMurray, Lourdes Guerrios-Rivera, Arshia Sandozi, Smita De, Akanksha Mehta, and Francesca Monn Megan McMurrayMegan McMurray More articles by this author , Lourdes Guerrios-RiveraLourdes Guerrios-Rivera More articles by this author , Arshia SandoziArshia Sandozi More articles by this author , Smita DeSmita De More articles by this author , Akanksha MehtaAkanksha Mehta More articles by this author , and Francesca MonnFrancesca Monn More articles by this author View All Author Informationhttps://doi.org/10.1097/JU.0000000000003310.01AboutPDF ToolsAdd to favoritesDownload CitationsTrack CitationsPermissionsReprints ShareFacebookLinked InTwitterEmail Abstract INTRODUCTION AND OBJECTIVE: Sexual harassment and gender discrimination toward female surgeons is a longstanding, well-recognized issue. As more women pursue training in urology, we must acknowledge the distinct challenges women urologists face within our specialty. The objective of this study was to evaluate the prevalence of sexual harassment of women urologists and trainees and to understand the factors associated with this behavior. METHODS: An electronic survey census was sent to all members of the Society of Women in Urology including residents, fellows, and women urologists practicing in the United States and territories. Surveys were also distributed to urology residency programs and via social media platforms. In addition to demographic data, we solicited information about whether respondents experienced sexual harassment and allowed for free-text descriptions of these events. Results were compiled and analyzed using descriptive statistics. RESULTS: There were 379 total female respondents with an average age of 43 (SD=18.6) years old. Of these, 75.0% were urologists in practice, 15.1% residents, and 9.8% fellows. 62.5% of respondents reported experiencing sexual harassment in training or in practice. Of those who reported experiencing sexual harassment, 70.9% described patient-perpetrated harassment, 59.5% had been harassed by a physician colleague, and 33.3% had experienced harassment from both sources. Common themes included: comments about physician appearance or clothing, inappropriate sexual comments or questions, inappropriate physical touch, and sexual advances. Only 16.0% of respondents who had experienced sexual harassment chose to report it. The incidence of harassment by each group overall, including rates of reporting, are summarized in Figure 1. Common reasons for not reporting included: presumption of institutional indifference, fear of retaliation, feeling it was not worth the time or effort, and a feeling of intimidation due to a power dynamic. CONCLUSIONS: Sexual harassment of women urologists by patients and colleagues is common and grossly underreported. Creating environments in which women feel safe to report without repercussion and clinical settings in which sexual harassment is not tolerated by patients or physicians is critical as the number of women practicing urology increases. Source of Funding: None © 2023 by American Urological Association Education and Research, Inc.FiguresReferencesRelatedDetails Volume 209Issue Supplement 4April 2023Page: e784 Advertisement Copyright & Permissions© 2023 by American Urological Association Education and Research, Inc.MetricsAuthor Information Megan McMurray More articles by this author Lourdes Guerrios-Rivera More articles by this author Arshia Sandozi More articles by this author Smita De More articles by this author Akanksha Mehta More articles by this author Francesca Monn More articles by this author Expand All Advertisement PDF downloadLoading ...

CORR Insights®: The Majority of Black Orthopaedic Surgeons Report Experiencing Racial Microaggressions During Their Residency Training.

CORR Insights®: The Majority of Black Orthopaedic Surgeons Report Experiencing Racial Microaggressions During Their Residency Training.

Gender bias and inequity holds women back in their conservation careers

The planet is facing climate and biodiversity loss crises that impact all of humanity and yet globally, women remain underrepresented in leading solutions to these urgent conservation challenges. As one of the world’s largest conservation non-profit organizations, The Nature Conservancy (TNC) provided a large case-study for understanding inequity for women in the conservation sector. In 2018, all 1,789 conservation and science staff at TNC were surveyed to understand how they are able to develop their careers and contribute to conservation research and decision making. Of the 904 responses (490 men and 414 women), results show that men influence conservation and science decisions more than women; women face multiple barriers across their conservation careers due to gender bias; women experience sexual harassment and discrimination, as well as fear retaliation more than men; and men reported the sector as a more equitable and favorable place for women than women themselves experienced. Our data demonstrates that gender equality (equal representation of men and women) does not automatically mean that women no longer face systemic inequity and that intersectional issues such as race, location and caring responsibilities can all make it even more difficult for women to excel. Respondents drew from experiences across their conservation careers, to suggest how the conservation sector could address these issues. Based on our findings, we recommend practical ways the conservation sector can improve gender equity, including via workplace and cultural change measures, as well as changes to recruitment, pay transparency, and career development policies.

Patents, War and Peace. The Resilience of the International Patent Order Through the First World War

By the end of the 19th century, an international order had emerged for patents, allowing business actors to use patents in many countries concurrently, and thus supporting a new phase in the development of industrial capitalism. Centred on Europe in spite of a universalistic discourse and important transatlantic connections, this international order was shaken by the outbreak of the First World War. Indeed, patents were impacted by provisions of economic warfare. These measures, although similar in their principle in all warring countries, were however executed to a varying degree, depending on the extent of economic dependence or fear of retaliation. These differences also manifested during the negotiation of the Treaty of Versailles, the analysis of which contradicts the idea of a general expropriation of German patents. Thus escaping disintegration, the international patent order was afterwards progressively restored on its pre-1914 foundations.

CULTURA ANTIÉTICA E DESEMPENHO DAS EMPRESAS COM BASE NAS AVALIAÇÕES DOS EMPREGADOS

ABSTRACT I investigate the relationship between unethical culture and financial performance based on a text analysis of over 100,000 employee reviews posted at Glassdoor in Brazil. An original measure of unethical culture is created based on five ethical dimensions companies need to avert for an ethical culture to flourish. After creating an original list of around 1,400 terms, I find that companies scoring higher in unethical culture are less profitable and that this relationship is likely to be economically relevant. Of the five dimensions that make up an unethical culture, organizational unfairness, lack of awareness, and fear of retaliation are the three most strongly negatively related to performance. To my knowledge, this is the first paper to document a link between (un)ethical culture and corporate performance using online reviews. For investors, this paper contributes by showing that ethical culture measured by employee reviews is a value-relevant source of information.

EMPOWERING SENIORS TO RECOGNIZE ELDER MISTREATMENT THROUGH PEER SUPPORT: RESULTS FROM A COMMUNITY OUTREACH PROJECT

Abstract Elder mistreatment, often understood in the context of abuse and neglect, is a growing concern for the health and wellbeing of seniors and their families. A 2015 Canadian prevalence study by the National Initiative for the Care of the Elderly (NICE) found that seniors who are mistreated are more willing to talk to other seniors, rather than clinicians, police or family. However, a lack of knowledge, access to resources, and community stigma may limit seniors’ abilities to address mistreatment.This study evaluated the impact on knowledge, attitudes, and behaviours of having seniors deliver workshops on mistreatment to other seniors. A Seniors’ Advisory Committee developed content for these workshops, delivered by seniors in sixteen communities across Ontario, Canada. Participants completed pre/post-surveys assessing changes in knowledge, attitudes, and behaviours. Results indicate that workshops effectively increased awareness of mistreatment issues among participants, on average, by 37%. Participants experienced a 44% increase in their perceived preparation to provide information to another older adult asking about mistreatment. Barriers to help-seeking among seniors include finding trustworthy sources, fear of retaliation, and a lack of legal protection. Prior to the training, healthcare providers were the main sources of information for participants (58%); depending on the severity of the situation, 60% of participants indicated eventually reporting to police, who are not the preferred source of information. Senior-led workshops about mistreatment appear to be effective for increasing knowledge and encouraging disclosure and help-seeking behaviours. Results support prevention models that empower seniors to educate other seniors on issues around mistreatment.

A trickle-out model of organizational dehumanization and displaced aggression

In this paper, we integrate displaced aggression theory with organizational dehumanization research to examine the trickle-out effects of organizational dehumanization. Specifically, we argue that supervisors who feel dehumanized by their organization will displace their aggression toward their subordinates by engaging in supervisor undermining behaviors. Undermined subordinates, in turn, will displace their own aggression toward their family members through family undermining behaviors, ultimately impairing the latter's relationship satisfaction and perceptions of emotional support. Furthermore, these mediated relationships are exacerbated when supervisors' fear of retaliation from the organization is high. We tested the research model in two independent studies using multi-source data: (1) a four-wave investigation of 184 full-time employees along with their spouses and supervisors (Study 1) and (2) 175 supervisor-subordinate-family member triads (Study 2). Results of Study 1 suggested that supervisors' perceptions of organizational dehumanization were associated with subordinates' perceptions of supervisor undermining. This, in turn, was associated with spouse-reported undermining behaviors and ultimately spouse-reported relationship satisfaction. In Study 2, we went one step further and showed that supervisors' perceptions of organizational dehumanization were serially related to family outcomes (i.e., relationship satisfaction and perceptions of emotional support) via subordinates' perceptions of supervisor undermining and family members' reports of family undermining. Further, high fear of retaliation strengthened these mediated relationships. Theoretical and practical implications are discussed.

Mandatory reporting and the retaliation factor

Despite state and federal immunity protections, mandated reporters (MRs) of child maltreatment often experience retaliation from alleged perpetrators, employers, or other entities. Existing research demonstrates a correlation between experiencing retaliation and failing to report incidents of future maltreatment. Retaliation may include adverse employment actions, releasing the MRs’ identity, civil lawsuits, board complaints, and harassment. This study examines the impact of experienced/witnessed retaliation, fear of retaliation, and professional training on MRs’ willingness to report maltreatment, accept maltreatment cases, and testify in court. A self-administered survey sampled 619 MRs from varying professions throughout the United States and found (27.1%) experienced retaliation, though (14.9%) of those did not indicate retaliation type experienced. The most common forms included harassment (73.8%) and releasing the MRs’ identity (30.4%). Experienced retaliation resulted in MRs being less willing to report maltreatment and testify in court. Witnessed retaliation resulted in MRs being less likely to report abuse and accept certain maltreatment cases.