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Date: April 29, 2024 Mon
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Results for workplace crime
31 results foundAuthor: Hayes, Read Title: Strategies to Detect and Prevent Workplace Dishonesty Summary: Estimates reveal that between 40% and 50% of all business losses can be attributed to employee theft. This report provides research-informed, practical strategies to reduce counterproductive workplace behaviors, including thefts and frauds of all types. It describes factors that can lead to these behaviors, describes common employee theft and fraud methods, and analyzes selected prevention techniques, policies, and technologies. Details: Alexandria, VA: ASIS International Foundation, 2008. 38p. Source: CRISP Report: Connecting Research in Security to Practice Year: 2008 Country: United States URL: Shelf Number: 113052 Keywords: Employee FraudEmployee TheftWorkplace Crime |
Author: Loomis, Dana Title: Preventing Gun Violence in the Workplace Summary: This report addresses the problem of gun violence in the workplace and strategies to prevent it. It begins with a description of the broad problem of workplace violence and then discusses factors contributing to gun violence in the workplace, responses to the problem, challenges to those responses, and research on the effectiveness of various responses. Finally, specific actions are recommended along with a summary of future research needs. Details: Alexandria, VA: ASIS International Foundation, 2008. 34p. Source: CRISP Report: Connecting Research in Security to Practice Year: 2008 Country: United States URL: Shelf Number: 113034 Keywords: Gun ViolenceGunsWorkplace CrimeWorkplace Violence |
Author: WorkSafe BC Title: Handbook for Employers: Working Alone, Late Night Retail, and Prepayment of Fuel Summary: Retail premises and gas stations can be the target of shoplifting, gas and dashes, robberies, and violence. Workers who work alone or in isolation may be particularly vulnerable to violence and other hazards in the workplace where assistance is not readily available. This handbook is designed for retail and gas station employers who do not already have adequate safe work practices to protect workers who must work alone and/or late at night. It discusses: (1) how to conduct a risk assessment; (2) how to control or minimize hazards; (3) general safe work procedures; and (4) training workers. Details: Richmond, BC, Canada: WorkSafe BC, 2008. 43p. Source: Internet Resource Year: 2008 Country: Canada URL: Shelf Number: 118313 Keywords: Retail CrimeRetail TheftRobberiesWorkplace Crime |
Author: Madge, Chris Title: Report on Attacked Transport Drivers 2000-2003 Summary: This study presents information on the extent and nature of assaults on truck drivers, primarily in the U.K. and secondly in Europe. It is based upon face-to-face interviews with truck drivers and more in-depth conversations with senior representatives from trucking industry organizations. Details: Oxford, UK: European School of Management (ESCP-EAP), 2004. 24p. Source: Internet Resource; R.O.A.D. (Research on Attacked Drivers) Year: 2004 Country: Europe URL: Shelf Number: 118336 Keywords: Theft of GoodsTruck HijackingsWorkplace CrimeWorkplace Violence |
Author: Advance Workplace Management Inc. Title: Workplace Violence Risk Assessment for Langley Memorial Hospital Summary: This report presents a review of the workplace violence situation at Langley Memorial Hospital and makes recommendations for short and long-term actions that would improve the hospital's workplace violence prevention and management program. Details: Coquitlam, BC, Canada: Advance Workplace Management, 2001. 108p. Source: Internet Resource Year: 2001 Country: Canada URL: Shelf Number: 119262 Keywords: Hospitals, ViolenceRisk AssessmentWorkplace CrimeWorkplace Violence |
Author: CIFAS Title: The Internal Betrayal: A CIFAS Report on Beating the Growing Threat of Staff Fraud Summary: While attention has traditionally been focused upon external attempts to defraud, increasingly the fraud threat is being mirrored internally. In 2009, CIFAS Staff Fraud Members noted a 45% increase in the number of cases of fraud committed by employees, compared with 2008. This included theft of cash from the organisation or a customer account, or lies on an application form, through to the theft or disclosure of commercial or personal data. The opportunities to commit fraud from the inside are numerous. In The Internal Betrayal, CIFAS and a wide range of fraud prevention bodies and experts have combined to examine the facts about staff fraud. This report looks at the steps that organisations can take in order to combat the threat successfully. From the recruitment process, expenses claims, whistleblowing and corruption, to ensuring that the right anti-fraud philosophy is present at all organisational levels, you will find in this report all that you need to know about combating the threat of staff fraud. Details: London: CIFAS: The UK's Fraud Prevention Service, 2010. 24p. Source: Internet Resource: Accessed September 6, 2010 at: http://www.cifas.org.uk/download/The_Internal_Betrayal_CIFAS_Special_Report.pdf Year: 2010 Country: United Kingdom URL: http://www.cifas.org.uk/download/The_Internal_Betrayal_CIFAS_Special_Report.pdf Shelf Number: 119747 Keywords: Employee FraudEmployee TheftFraudWorkplace Crime |
Author: Willison, Robert Title: Overcoming the Insider: Reducing Employee Computer Crime Through Situational Crime Prevention Summary: Employee computer crime represents a substantial threat for organisations. Yet information security researchers and practitioners currently lack a clear understanding of how these crimes are perpetrated, which, as a consequence, hinders security efforts. We argue that recent developments in criminology can assist in addressing the insider threat. More specifically, we demonstrate how an approach, entitled Situational Crime Prevention, can not only enhance an understanding of employee computer crime, but also strengthen security practices which are designed to address this problem. Details: Frederiksberg, Denmark: Copenhagen Business School, Department of Informatics, 2006. 18p. Source: Internet Resource: Working Paper No. 11: Accessed September 13, 2010 at: http://openarchive.cbs.dk/bitstream/handle/10398/6456/11_2006.pdf?sequence=1 Year: 2006 Country: International URL: http://openarchive.cbs.dk/bitstream/handle/10398/6456/11_2006.pdf?sequence=1 Shelf Number: 119786 Keywords: Computer CrimesSituational Crime PreventionWorkplace Crime |
Author: Weigall, Fiona Title: Trends in Improved Security Measures -- Reducing Armed Robberies in Pharmacies Summary: The overall aim of this study was to examine factors that have contributed to a decrease in hold-ups with particular reference primarily to pharmacies and secondly to other target groups such as convenience stores and bottle shops. The study identified a number of differences between the characteristics of pharmacies that were robbed and those not robbed including: location, staff working alone, visibility into the store and longer trading hours. Details: Gvmea, NSW: Health & Safety Matters Pty. Ltd., 2008. 40p. Source: Internet Resource: Accessed December 14, 2010 at: http://www.workcover.nsw.gov.au/formspublications/publications/Documents/applied_research_report_reducing_armed_roberies_pharmacies_5829.pdf Year: 2008 Country: Australia URL: http://www.workcover.nsw.gov.au/formspublications/publications/Documents/applied_research_report_reducing_armed_roberies_pharmacies_5829.pdf Shelf Number: 111799 Keywords: PharmaciesRobberiesWorkplace Crime |
Author: Harrell, Erika Title: Workplace Violence, 1993-2009 Summary: Presents information on violence in the workplace against employed persons based on the Bureau of Justice Statistics' National Crime Victimization Survey and the Bureau of Labor Statistics' Census of Fatal Occupational Injuries. This report includes both nonfatal and fatal forms of violence. Comparisons are made with violence against unemployed persons and violence against employed persons outside of the workplace. Information on type of workplace violence is included. Also discussed is violence by occupation as well as information on victim and crime characteristics such as gender and race distribution, offender weapon use, police notification, and victim injury. Highlights include the following: From 2002 to 2009, the rate of nonfatal workplace violence has declined by 35%, following a 62% decline in the rate from 1993 to 2002; and Between 2005 and 2009, law enforcement officers, security guards, and bartenders had the highest rates of nonfatal workplace violence; Among workplace homicides that occurred between 2005 and 2009, about 28% involved victims in sales and related occupations and about 17% involved victims in protective service occupations. Details: Washington, DC: U.S. Department of Justice, Office of Justice Programs, Bureau of Justice Statistics, 2011. 18p. Source: Internet Resource: Special Report: Accessed April 8, 2011 at: http://bjs.ojp.usdoj.gov/content/pub/pdf/wv09.pdf Year: 2011 Country: United States URL: http://bjs.ojp.usdoj.gov/content/pub/pdf/wv09.pdf Shelf Number: 121289 Keywords: Crime StatisticsVictimizationVictimization SurveysViolent CrimeWorkplace CrimeWorplace Violence |
Author: Bagchi, Aniruddha Title: Workplace Deviance and the Business Cycle Summary: We examine the relationship between the incidence of workplace deviance (on-the-job crime) and the business cycle. A worker’s probability of future employment depends on whether she has been deviant as well as on the availability of jobs. Using a two period model we show that the net impact on deviant behaviour to changes in unemployment is ambiguous and depends on the strength of two effects. If the probability of being employed for a nondeviant improves as expected market conditions improve, then that lowers deviant behaviour, while if the deviant’s probability of being employed improves as market conditions improve, that increases deviance as market conditions improve. In either case, there is a setup cost to deviant behaviour and the attractiveness of incurring that increases with an increase in expected probability of future employment. This second effect therefore increases the incentive to be deviant and thus can reinforce the first effect or weaken it. Finally, we show that an increase in optimism i.e. the probability of facing a recession going down unambiguously increases deviant behaviour. Details: Birmingham, UK: University of Birmingham, Department of Economics, 2011. 28p. Source: Internet Resource: Department of Economics Discussion Paper 11-06: Accessed May 11, 2011 at: ftp://ftp.bham.ac.uk/pub/RePEc/pdf/11-06.pdf Year: 2011 Country: International URL: Shelf Number: 121709 Keywords: Economics and CrimeUnemployment and CrimeWorkplace CrimeWorkplace Deviance |
Author: Chen, Clara Xiaoling Title: Relative Wages and Employee Theft: Evidence from Retail Chains Summary: In this paper we examine whether, for a sample of retail chains, high levels of employee compensation can deter employee theft, an increasingly common type of fraudulent behavior. Specifically, we examine the extent to which relative wages (i.e., employee wages relative to the wages paid to employees in competing stores) affect employee theft as measured by inventory shrinkage and cash shortage. Using two storelevel datasets from the convenience store industry, we find that: (1) relative wages are negatively associated with employee theft, after we control for each store’s employee characteristics, monitoring environment, and socio-economic environment; (2) employee theft decreases in the magnitude of employees’ overpayment but does not increase in the magnitude of underpayment; and (3) coworker presence is more likely to lead to reductions in the amount of employee theft when relative wages are higher. Details: Unpublished paper, 2010. 42p. Source: Internet Resource: Accessed May 11, 2011 at: http://www.comiteretailfinanciero.cl/wp/wp-content/site_files/2010/08/Relative_Wages_and_Employee_Theft.pdf Year: 2010 Country: International URL: http://www.comiteretailfinanciero.cl/wp/wp-content/site_files/2010/08/Relative_Wages_and_Employee_Theft.pdf Shelf Number: 121710 Keywords: Economics and CrimeEmployee TheftWorkplace CrimeWorkplace Deviance |
Author: International Road Transport Union Title: Attacks on Drivers of International Heavy Goods Vehicles; Survey Results Summary: Since the tragic events in the United States on 11th September 2001, it has been increasingly recognised that all transport modes are at risk from terrorism and crime. Those involved in road freight transport also face a number of specific challenges, which include theft of goods and vehicles, attacks on truck drivers, illegal immigration, special risks related to the movement of dangerous goods by road, as well as smuggling. In addition to these often crime-related challenges, authorities and operators must remain vigilant to possible terrorist use or targeting of vehicles and infrastructure. These challenges – and their responses – pose serious daily problems for all actors involved in this sector: the drivers, transport companies, police / law enforcement agencies, authorities, politicians, trade associations, unions, insurers, truckstop operators and other players. Road freight transport, a vital element of international production schemes, trade and economic relations across frontiers in Europe and elsewhere, faces this challenge of enhanced security requirements against the background of a highly competitive road freight market. The number of vehicle thefts and freight robbery incidents appear to be increasing in many countries. The need to protect drivers, their vehicles and the freight carried is now becoming an issue of increasing concern. It can however be noted with satisfaction that measures of protection and prevention have already proved efficient in a few countries. Indeed, much work has already been done to address many of the multiple threats faced by the European transport sector. One type of threat in particular, attacks on international HGV drivers, has consistently been cited as a significant problem. To date, however, information needed to better understand the nature and scale of the problem and its consequences on transport drivers, companies and the sector as a whole has been lacking and only anecdotal evidence of attacks on drivers has been available. The apparent reasons for this are varied: drivers frequently do not inform the police of the attacks for multiple reasons such as language difficulty and lack of trust in authorities and insufficient information about where and to whom the attacks should be reported. When they are reported, these incidents are very often not centrally recorded or properly responded to. Indeed in many countries a comprehensive policy and decision-making framework at local and national level is not yet in place to countervail spreading crime on the roads. The most effective measures to fight crime, such as for example, a wider use of protective devices on board vehicles, providing sufficient secure truck parking areas, setting up efficient and accessible incident reporting and recording structures, implementing intra-company preventive and protective security measures, raising awareness, improving training and so on, are, in most countries, not or hardly implemented. Details: Geneva: IRU, 2008. 11p. Source: Internet Resource: Accessed May 11, 2011 at: http://www.internationaltransportforum.org/IntOrg/ecmt/crime/pdf/08AttackSurvey.pdf Year: 2008 Country: International URL: http://www.internationaltransportforum.org/IntOrg/ecmt/crime/pdf/08AttackSurvey.pdf Shelf Number: 121712 Keywords: AssaultsCargo TheftFreight IndustryStolen GoodsStolen PropertyTransport SecurityVehicle TheftWorkplace Crime |
Author: Harrell, Erika Title: Workplace Violence, 1993-2009 Summary: In 2009, approximately 572,000 nonfatal violent crimes (rape/sexual assault, robbery, and aggravated and simple assault) occurred against persons age 16 or older while they were at work or on duty, based on findings from the National Crime Victimization Survey (NCVS). This accounted for about 24% of nonfatal violence against employed persons age 16 or older. Nonfatal violence in the workplace was about 15% of all nonfatal violent crime against persons age 16 or older. The rate of violent crime against employed persons has declined since 1993. In 2009, an estimated 4 violent crimes per 1,000 employed persons age 16 or older were committed while the victims were at work or on duty, compared to 6 violent crimes per 1,000 employed persons age 16 or older in 2002. In 1993, the rate of nonfatal violence was 16 violent crimes per 1,000 employed persons while at work, a rate 75% higher than in 2009. According to 2009 preliminary data, 521 persons age 16 or older were victims of homicide in the workplace. In about a third of workplace homicides from 2005-2009, the victim worked in a sales or office occupation. The data on homicides in this report are based on the Bureau of Labor Statistics’ Census of Fatal Occupational Injuries (CFOI). Details: Washington, DC: U.S. Department of Justice, Office of Justice Programs, Bureau of Justice Statistics, 2011. 18p. Source: Internet Resource: Accessed July 12, 2011 at: http://bjs.ojp.usdoj.gov/content/pub/pdf/wv09.pdf Year: 2011 Country: United States URL: http://bjs.ojp.usdoj.gov/content/pub/pdf/wv09.pdf Shelf Number: 122037 Keywords: Crime StatisticsHomicideViolence in the WorkplaceViolent CrimeWorkplace CrimeWorkplace Violence (U.S.) |
Author: Society for Human Resource Management Title: SHRM Workplace Violence Survey Summary: In June 2003, the Society for Human Resource Management (SHRM) conducted the Workplace Violence Survey to determine the prevalence of violence in today’s organizations, the steps companies take to prepare for and prevent violence, and how they deal with the aftermath of violence. The survey results in this report are compared, when possible, to previous workplace violence surveys conducted by SHRM in 1999 and 1996. The most recent survey is based on previous ones, although questions have been modified and added. Some variations reflect changes in human resource practices as well as factors affecting employee feelings about workplace security since September 11 and increased threats of terrorism. In order to provide a framework to organize the data, some survey questions asked respondents to report on violent incidents and violence prevention activities from January 1, 2000 to June 2003. This three and one-half-year period is similar to that provided to participants in the 1999 and 1996 workplace violence surveys. Survey results are organized into four sections: • Incidence(s) of violent acts; • What organizations do to prepare before violence occurs; • Steps organizations take after violence occurs; and • Security measures organizations have in place to protect employees. Statistically significant results of the analysis by organization size are included in the results section of this report. Details: Alexandria, VA: SHRM, 2004. 52p. Source: Internet Resource: Accessed July 15, 2011 at: http://www.shrm.org/Research/SurveyFindings/Documents/Workplace%20Violence%20Survey.pdf Year: 2004 Country: United States URL: http://www.shrm.org/Research/SurveyFindings/Documents/Workplace%20Violence%20Survey.pdf Shelf Number: 122066 Keywords: Violent CrimeWorkplace CrimeWorkplace Violence (U.S.) |
Author: CIFAS - The UK's Fraud Prevention Service Title: Staff Fraudscape: Depicting the UK's Staff Fraud Landscape Summary: This report examines and assesses the staff fraud cases identified by CIFAS Member organisations during previous years and 2010 to ascertain any key differences between the typology of the frauds seen. It looks at all frauds identified by the type of fraud committed and the product involved. Details: London: CIFAS, 2011. 28p. Source: Internet Resource: accessed July 18, 2011 at: https://www.cifas.org.uk/secure/contentPORT/uploads/documents/reports/2._CIFAS_Staff_Fraudscape_2011.pdf Year: 2011 Country: United Kingdom URL: https://www.cifas.org.uk/secure/contentPORT/uploads/documents/reports/2._CIFAS_Staff_Fraudscape_2011.pdf Shelf Number: 122092 Keywords: Employee Fraud (U.K.)Employment FraudWorkplace Crime |
Author: di Martino, Vittorio Title: Workplace Violence in the Health Sector: Country Case Studies: Brazil, Bulgaria, Lebanon, Portugal, South Africa, Thailand, and an Additional Australian Study Summary: Violence at work has become an alarming phenomenon worldwide. The real size of the problem is largely unknown and recent information shows that the current knowledge is only the tip of the iceberg. The enormous cost of violence at work for the individual, the workplace and the community at large is becoming more and more apparent. Although incidents of violence are known to occur in all work environments, some employment sectors are particularly exposed to it. Violence includes both physical and non-physical violence. Violence is defined as being destructive towards another person. It finds its expression in physical assault, homicide, verbal abuse, bullying, sexual harassment and threat. Violence at work is often considered to be just a reflection of the more general and increasing phenomenon of violence in many areas of social life which has to be dealt with at the level of the whole society. Its prevalence has, however, increased at the workplace, traditionally viewed as a violence-free environment. Employers and workers are equally interested in the prevention of violence at the workplace. Society at large has a stake in preventing violence spreading to working life and recognizing the potential of the workplace by removing such obstacles to productivity, development and peace. Violence is common to such an extent among workers who have direct contact with people in distress, that it may be considered an inevitable part of the job. This is often the case in the health sector (violence in this sector may constitute almost a quarter of all violence at work). 1 While ambulance staff are reported to be at greatest risk, nurses are three times more likely on average to experience violence in the workplace than other occupational groups. Since the large majority of the health workforce is female, the gender dimension of the problem is very evident. Besides concern about the human right of health workers to have a decent work environment, there is concern about the consequences of violence at work. These have a significant impact on the effectiveness of health systems, particularly in developing countries. The equal access of people to primary health care is endangered if a scarce human resource, the health workers, feel under threat in certain geographical and social environments, in situations of general conflict, in work situations where transport to work, shift work and other health sector specific conditions make them particularly vulnerable to violence. In such situations the best educational system, labour market policies and workforce planning may have little or no impact. The International Labour Office (ILO), the International Council of Nurses (ICN), the World Health Organization (WHO) and Public Services International (PSI) launched in 2000 a joint programme in order to develop sound policies and practical approaches for the prevention and elimination of violence in the health sector. When the programme was first established and information gaps were identified, it was decided to launch a number of country studies as well as cross-cutting theme studies and to conclude by drafting guidelines to address workplace violence in the health sector. This working paper presents the Synthesis Report of the commissioned country reports to stimulate further discussion in the area of workplace violence, encourage fact-finding research in other countries and support sound policy-making. Country reports are available for the following countries: Brazil, Bulgaria, Lebanon, Portugal, South Africa, Thailand and Australia Details: Geneva: International Labour Organization, 2003. v.p. Source: Internet Resource: Accessed October 26, 2011 at: http://www.hrhresourcecenter.org/node/29 Year: 2003 Country: International URL: http://www.hrhresourcecenter.org/node/29 Shelf Number: 117334 Keywords: Violence in the WorkplaceWorkplace CrimeWorkplace Violence |
Author: Cruz, Adrienne Title: Gender-based violence in the world of work: Overview and selected annotated bibliography Summary: Gender-based violence is described by many as the most prevalent human rights violation in the world. Of the varied ways in which sex discrimination manifests itself across the globe, such violence is exceptionally dehumanizing, pervasive and oppressive. No other form of sex discrimination violates so many fundamental human rights, as articulated in the 1948 United Nations Universal Declaration of Human Rights. These are included, for example, in Article 1 which provides that “All human beings are born free and equal in dignity and rights”, Article 3 which provides that “Everyone has the right to life, liberty and security of person”, and Article 5 which provides that “No one shall be subjected to torture or to cruel, inhuman or degrading treatment or punishment”. Gender-based violence both reflects and reinforces inequalities between women and men. At least one in three women around the world is estimated to have been coerced into sex, physically beaten and/or otherwise abused in her lifetime. For women aged 15 to 44 years, such violence is a major cause of disability and death. Gender-based violence not only causes pain and suffering but also devastates families, undermines workplace productivity, diminishes national competitiveness, and stalls development. The International Labour Conference – in its June 2009 Resolution concerning gender equality at the heart of decent work – described gender-based violence as a critical and major global challenge to the goal of equality between women and men. The Conference – which annually brings together the ILO tripartite constituents comprising member States and representatives of workers’ and employers’ organizations from those countries – agreed on work-related strategies for its prevention and eradication. Based on the Conference’s recommendations, which included a call for tools about gender-based violence in the world of work, the Bureau for Gender Equality (GENDER) took the lead to track current research, investigate trends and develop this overview and annotated bibliography. Its aim is to contribute to policy development at national level, especially with entry points for responses and prevention in the world of work; enhance knowledge sharing of good practices on eliminating gender-based violence; serve as an information resource for capacity building, in particular for the tripartite constituents; and promote relevant key ILO messages, including from the 2009 ILC Conclusions. The first of three sections provides an overview of ILO’s own research and policy development on gender-based violence within its mandate, namely across the world of work, as well as good practices from operational activities. After explaining the aims and audience as well as methodology used for the bibliography, key terms are defined. This is followed by analysis of the exposure and risks for gender-based violence victims as well as perpetrators within the world of work. Reasons for tackling such violence are explained from both a rights-based and economic efficiency approach. Some particularly high-risk groups as victims are then described: child labourers, forced and bonded labourers, migrant workers, domestic workers, health services workers and sex workers. This is followed by discussion of the research on how using a men and masculinities perspective can reveal some men’s vulnerability to violence exposure, and ways to better engage males in stopping violence and promoting gender equality. The second section comprises the annotated bibliography. It is divided into two parts with entries in English, as well as some in French and Spanish as this tool is also available worldwide on the internet. The first part contains some 75 international, regional and country-based entries, and the second part contains over 50 tools, measures and guides. Each entry summary, which appears in the language of its publication, highlights key messages or research findings, lessons learned and/or good practices. A concluding section highlights some trends and challenges that emerged during the literature review, as well as opportunities identified to step up efforts for preventing and eradicating gender-based violence in the world of work. These are largely based on the above-mentioned 2009 ILC Conclusions and are summarized within the framework of the four strategic objectives of the ILO. These are employment, social protection, social dialogue and tripartism, and fundamental principles and rights including the role of international labour standards. A recurring theme throughout this section, as well as preceding ones, concerns the importance of social dialogue between the tripartite constituents in order to address and take action to prevent and stop gender-based violence in the world of work. A closing message recalls the 2009 Conference’s strong call to end gender-based violence, which it stressed was critical to achieving gender equality and decent work. Details: Geneva: ILO International Labour Office, 2011. 80p. Source: ILO Working Paper 3/2011: Internet Resource: Accessed February 7, 2012 at Year: 2011 Country: International URL: Shelf Number: 124029 Keywords: Gender Based ViolenceRisk AssessmentWorkplace Crime |
Author: Title: TSA's Oversight of the Airport Badging Process Needs Improvement Summary: The Transportation Security Administration (TSA) is responsible for protecting the Nation’s transportation systems. This includes ensuring that employees working in secured airport areas are properly vetted and badged. The agency relies on designated airport operator employees to perform the badging application process. Our objective was to determine whether the TSA provides effective oversight for the issuance of airport security badges. Individuals who pose a threat may obtain airport badges and gain access to secured airport areas. We analyzed vetting data from 359 airport badging offices and identified badge holder records with omissions or inaccuracies pertaining to security threat assessment status, birthdates, and birthplaces. For example, of the badges were issued to individuals without a complete security threat assessment. These problems exist because TSA has designed and implemented only limited oversight of the application process. Specifically, the agency did not: Ensure that airport operators have quality assurance procedures for the badging application process; Ensure that airport operators provide training and tools to designated badge office employees; and Require its Transportation Security Inspectors to verify the airport data during their reviews. Consequently, the safety of airport workers, passengers, and aircraft is at risk due to the potential of inappropriate individuals obtaining airport badges. TSA concurred with five recommendations and partially concurred with one that will improve the effectiveness of safeguards over the badging process. Details: Washington, DC: Department of Homeland Security, 2011. 34p. Source: Report OIG-11-95: Internet Resource: Accessed February 10, 2012 at http://chsdemocrats.house.gov/SiteDocuments/20110803172118-83003.pdf Year: 2011 Country: United States URL: http://chsdemocrats.house.gov/SiteDocuments/20110803172118-83003.pdf Shelf Number: 124040 Keywords: Airport SecurityEmployee FraudTransportation SecurityWorkplace Crime |
Author: Restrepo, Tanya Title: Violence in the Workplace Summary: The reality of workplace violence is markedly different from popular opinion. Workplace homicides "are not crimes of passion committed by disgruntled coworkers and spouses, but rather result from robberies." The majority of workplace assaults are committed by healthcare patients. This report examines the many aspects of work-related homicides and injuries due to assaults, and extends a series of studies published by NCCI on workplace violence with three years of additional data through 2009. For the most part, previously observed patterns and key findings are largely unchanged. Details: Boca Raton, FL: National Council on Compensation Insurance, Inc., 2012. 26p. Source: NCCI Research Brief: Internet Resource: Accessed February 11, 2012 at https://www.ncci.com/documents/Workplace_Research.pdf Year: 2012 Country: United States URL: https://www.ncci.com/documents/Workplace_Research.pdf Shelf Number: 124083 Keywords: AssaultsHomicideViolence in the WorkplaceWorkplace Crime |
Author: Ponemon Institute Title: The Risk of Insider Fraud: U.S. Study of IT and Business Practitioners Summary: Ponemon Institute and Attachmate are pleased to present the results of The Risk of Insider Fraud. According to Ponemon Institute research, insider negligence and maliciousness can be one of the major causes of a costly and reputation damaging data breach. As reported in the Ponemon Institute’s most recent Cost of Data Breach study, malicious insiders cause 31 percent of all data breaches and the average cost of such a breach is $318 per lost record. We believe this study is important because it reveals how prevalent insider fraud is in the organizations we studied, the consequences of fraud and how much money is needed to reduce the risk. In our study, we defined insider fraud as the malicious or criminal attacks perpetrated upon business or governmental organizations by employees, temporary employees and contractors. Typically, the objective of such attacks is the theft of financial or information assets – which include customer data, trade secrets and intellectual properties. Sometimes the most dangerous insiders are those who possess strong IT skills or have access to your organization’s critical applications and data. Other risks with potentially severe consequences are the intentional or accidental data misuse or policy violation. The recent case involving a 31-year-old UBS trader illustrates how costly and potentially damaging to an organization’s reputation insider fraud can be. According to the Financial Times, Kweku Adoboli was charged with fraud by abuse of position and two counts of false accounting. The total loss to UBS as a result of his “unauthorized” activity is $2 billion. Using survey methods, we implemented an objective study about how highly experienced individuals in IT, security, compliance and other business fields deal with the risk of fraud perpetrated by malicious insiders. This study attempts to ascertain what these individuals perceive to be the most serious vulnerabilities in their organizations and how they can improve IT, governance and control practices that reduce fraud and ensure compliance with regulations. Our sample consists of 707 individuals (respondents) who have more than 10 years of experience and the vast majority is positioned at or above the manager level within their organizations. Sixty-two percent of respondents are in IT-related roles. While all respondents are located in the United States, many of their organizations are multinational or with operations in other countries. Details: Traverse City, MI: Ponemon Institute, 2011. 22p. Source: Ponemon Institute Research Report: Internet Resource: Accessed August 28, 2012 at http://resources.idgenterprise.com/original/AST-0060002_Ponemon_2011_Insider_Fraud_Survey_Results.pdf Year: 2011 Country: United States URL: http://resources.idgenterprise.com/original/AST-0060002_Ponemon_2011_Insider_Fraud_Survey_Results.pdf Shelf Number: 126156 Keywords: Employee FraudFraudInformation TechnologyWorkplace Crime |
Author: Australian Human Rights Commission Title: Working Without Fear: Results of the 2012 Sexual Harassment National Telephone Survey Summary: The Australian Human Rights Commission (Commission) conducted a national telephone survey between May and August 2012 to investigate the prevalence, nature and reporting of sexual harassment in Australian workplaces over the past five years (2012 National Survey). This report outlines the findings of that survey and compares and contrasts the findings with previous surveys conducted by the Commission in 2003 (2003 National Survey)1 and 2008 (2008 National Survey).2 A number of positive stories have emerged from the 2012 National Survey. For instance, where formal reports and complaints of sexual harassment in the workplace were made, they were resolved quickly (in less than one month) in most cases and with high or extremely high levels of satisfaction amongst the majority of complainants. In addition, a majority of individuals who have witnessed or subsequently learned about sexual harassment in their workplace (ie bystanders) have taken action to prevent or reduce the harm of the harassment. In taking such action, they have helped to ensure safe work environments for themselves and their colleagues. Overall, however, the 2012 National Survey shows that sexual harassment is a persistent and pervasive problem in Australian workplaces. It also shows that limited progress has been made since the Commission conducted its 2008 National Survey. It is particularly concerning that there has been little reduction in the prevalence of sexual harassment since the 2008 National Survey. Although sexual harassment affects a diverse range of individuals across a broad spectrum of occupations, workplaces and industries, the 2012 National Survey shows that targets of sexual harassment are most likely to be women and less than 40 years of age. Consistent with previous surveys, the 2012 National Survey also shows that the harassers are most likely to be male co-workers, though women were at least five times more likely than men to have been harassed by a boss or employer. Men harassing women accounted for more than half (56%) of all sexual harassment, while male harassment of men accounted for nearly a quarter (23%) of sexual harassment. It is also concerning that there has been a significant increase in the number of people who have experienced negative consequences (eg victimisation) as a result of making a formal report or complaint of sexual harassment. Furthermore, understanding and reporting of sexual harassment remain low. Details: Sydney: Australian Human Rights Commission, 2012. 84p. Source: Internet Resource: Accessed November 9, 2012 at: http://www.humanrights.gov.au/sexualharassment/survey/SHSR_2012%20Web%20Version%20Final.pdf Year: 2012 Country: Australia URL: http://www.humanrights.gov.au/sexualharassment/survey/SHSR_2012%20Web%20Version%20Final.pdf Shelf Number: 126912 Keywords: Human RightsSexual Harassment (Australia)Workplace Crime |
Author: Buckley, Paul Title: Violence at Work. Findings from the British Crime Survey 2011/12 (England and Wales) Summary: Work related violence remains a low risk in the workplaces of England and Wales in 2011/12. The trend in workplace violence remains on a downward trajectory and this has been a stable trend over the last number of years. However with 643’000 estimated incidents of violence in the workplace it is clear that there remain a high number of incidents occurring annually. The risk to both genders remains broadly similar in 2011/12 and this is relatively stable over a number of recent survey years. The occupations at highest risk remains stable also with protective service , health and education having they highest risks of experiencing violence at work. Again this has been broadly stable over the survey series. A considerable proportion of individuals are subject to repeat victimisation which may pertain to the nature of the job situation or an endemic problem within a particular area of work. In many cases individuals are likely to know the offender; however respondents are generally unclear if the offender is under the influence of drugs and alcohol. Whilst the majority of injuries sustained in a violent incident are classified as minor injuries it remains the case that a proportion are of a more serious nature with consequences both physically and psychologically for the individuals involved. For incidents of assault in the workplace 59% resulted in no physical injury whilst 41 resulted in a physical injury. Of these physical injuries minor bruising or a black eye was the most common injury at 29%. Severe bruising from heavier trauma was suggested in 12% of physical assaults in the workplace. Details: Bootle, UK: Health and Safety Executive and Office for National Statistics, 2013. 13p. Source: Internet Resource: Accessed February 11, 2013 at: http://www.hse.gov.uk/statistics/causinj/violence/violence-at-work.pdf Year: 2013 Country: United Kingdom URL: http://www.hse.gov.uk/statistics/causinj/violence/violence-at-work.pdf Shelf Number: 127559 Keywords: Crime StatisticsViolent CrimeWorkplace CrimeWorkplace Violence (U.K.) |
Author: British Retail Consortium Title: Retail Crime Survey 2012 Summary: This year’s Retail Crime Survey was completed by 44 retailers, employing 1.4 million staff and between them representing 58 per cent of total retail turnover. This marks the most extensive coverage of the survey since its inception over 10 years ago. Retail crime cost UK retailers £1.6 billion in 2011-12, equivalent to almost 135,000 full-time entry level jobs in retail1. This is a 15.6 per cent increase in the value of crime affecting the retail sector compared with the previous year. This year’s survey showed a rise in incidents of crime across a number of categories including customer theft, employee theft, burglary, criminal damage and fraud. Some categories also recorded a rise in the average value of crime per incident. Despite the increase in the number of incidents and the overall cost of crime, there has been a significant reduction in the number of offences being reported to the police. The sector continued to invest heavily to better protect their businesses against all types of crime and anti-social behaviour. Expenditure on crime and loss prevention rose by 7.1 per cent in 2011-12, with a median expenditure of £750,000 per retailer. The average level of shrinkage as a proportion of sales was estimated at 1.21 per cent, down on 1.55 per cent last year. The key challenges over the next year are to: 1 Continue to tackle the under-reporting of offences so that the true extent and impact of crimes affecting the retail sector is more visible and thus ensure a more effective response to rising crime affecting retailers. 2 Secure more effective local engagement between Police and Crime Commissioners (PCCs), police and retailers to ensure that the effective role that retail plays in delivering safe and vibrant communities is better understood and drives the delivery of quantifiable results. 3 Ensure that there is better co-ordination of police activity to identify and detect offences that cross police force borders. This will involve working with the Association of Chief Police Officers as it continues to find more effective ways to measure crimes affecting business. 4 Provide ongoing evidence to highlight the cost and impact of e-crime on the retail sector to support our campaign for an enhanced policing response to e-crime. Details: London: British Retail Consortium, 2013. 40p. Source: Internet Resource: Accessed February 13, 2013 at: http://www.brc.org.uk/brc_show_document.asp?id=4389&moid=7842 Year: 2013 Country: United Kingdom URL: http://www.brc.org.uk/brc_show_document.asp?id=4389&moid=7842 Shelf Number: 127609 Keywords: Crimes Against BusinessesEcrimeEmployee TheftRetail Crime (U.K.)Workplace Crime |
Author: Asgarova, Sevinj Title: Evaluation of the Code White Program to Reduce Workplace Violence At St. Paul’s Hospital Summary: This evaluation report presents findings from the evaluation of the Code White Program at St. Paul’s Hospital. The focus of the research study was to learn more about the relationship between Code White training and response in order to strengthen the implementation of the program. Staff at St. Paul’s Hospital, who had attended Code White training and who had been involved in Code White incidents, were surveyed to identify their experiences of violence and aggression in the workplace, their receipt of training, the adequacy and relevance of the training in response to the incidents with which they were involved. An anonymous semi-structured questionnaire was sent out to the staff at St. Paul’s Hospital with the assistance of Providence Health Center. Quantitative data were analyzed by SPSS and thematic content analysis was done for the qualitative data. One-way and two-way ANOVA statistical procedures and Chi-square tests were used to analyze the quantitative data. Overall, a relationship between the training and preparedness level of staff to deal with crisis situations was established. However, age of the staff (as a proxy for experience) did not appear to have any impact on their preparedness level. The staff who received NCPI training demonstrated ability to apply training techniques. Techniques addressed in training and used most often by staff include the timely provision of medication; limit setting; verbal de-escalation; and diversion. Additional findings about the differences across job classifications and units in the use of any relevant training techniques, as well as the impact of workplace violence on the employees and staff produced suggestions for effective implementation of the program. Respondents expressed their desire for ongoing training with refreshers with respect to Code White Training. It was suggested that better resourcing, facilitating better communication and collaboration among staff teams, offering joint trainings for staff teams (particularly, for nursing and security), increasing security presence and increasing medical intervention should be priorities for effective implementation of the Code White Program. Details: New Westminster, B.C.: Justice Institute of British Columbia, Centre for Prevention and Reduction of Violence, Office of Applied Research & Graduate Studies, 2012. 49p. Source: Internet Resource: Accessed August 5, 2013 at: http://www.jibc.ca/sites/default/files/research/pdf/Code-White_Report.pdf Year: 2012 Country: Canada URL: http://www.jibc.ca/sites/default/files/research/pdf/Code-White_Report.pdf Shelf Number: 129512 Keywords: HospitalsWorkplace CrimeWorkplace Violence (Canada) |
Author: Nakanishi, Yuko, Consultant Title: Practices to Protect Bus Operators from Passenger Assault Summary: This synthesis report addresses the important issue of protecting bus operators from passenger assault. The key elements of the synthesis study included a survey of transit agencies with a 75% (66/88) response rate, profiles of security practices, and a literature summary. Although serious crime in transit systems is relatively rare and constitutes a small percentage of overall crime, even one serious incident of violence can make media headlines and diminish the perception of security, especially if the crime is against the transit operator. Assaults on operators have caused worker absence, productivity issues, and increased levels of stress for the victim and for coworkers. Minor incidents can be precursors to more serious violence against operators. Therefore, it is important that transit agencies address the issue of operator assaults before they become problematic. "Assault" of a bus operator is defined broadly in this synthesis and includes acts of aggression that may or may not cause physical injury to the operator. Assault is defined as: Overt physical and verbal acts by a passenger that interfere with the mission of a bus operator-to complete his or her scheduled run safely-and that adversely affect the safety of the operator and customers. Bus operator protection measures ranging from policing, personnel, and training to technology, information management, policy, and legislation were identified and explored in this synthesis study. Transit agencies face different challenges and problems, along with different sets of institutional, legal, and budgetary constraints; these issues typically are considered when agencies select and implement security measures. Some measures are more appropriate for preventing certain types of attacks. For instance, conflict mitigation training is appropriate for reducing assaults emanating from disputes, whereas barriers may be more useful in protecting the operator against spontaneous attacks. Some measures, such as emergency communications and vehicle location technologies, focus on improving incident response. Video surveillance is useful for deterrence as well as for identification and prosecution of assailants. Audio surveillance is especially useful in addressing verbal attacks and threats. Agencies have helped to enact legislation on enhanced penalties for operator assault and have established agency policies such as suspending service for violating transit agency rules. The characteristics of assailants also influence the protection method. If most are teenagers, a school outreach program may mitigate assaults. If gang-related assaults are increasing, close cooperation with local law enforcement could be key. The synthesis survey requested respondents to describe their bus system and security characteristics; their policies on fare and rules enforcement; characteristics of bus operator assaults; and their assault prevention and mitigation practices, including training, hiring, use of officers and patrols, technology, and self-defense tools and training. The survey was distributed to 88 multimodal and bus-only transit agencies representing large, medium, and small U.S. agencies; the survey was also sent to several Canadian agencies and to one Chinese bus rapid transit system. Survey respondents represented large, medium, and small agencies and were geographically diverse. In general, the primary security provider for the respondents was local, county, or state or provincial police; more than a third used a combination of security providers. Respondents that indicated having transit police departments were generally large or midsize agencies. Practically all agencies have a standard operating procedure in place for response to bus operator assaults. About half of the survey respondents stated that their local laws provided more severe punishments for assaults against bus operators than for some other assaults. Details: Washington, DC: Transportation Research Board, 2011. 136p. Source: Internet Resource: TCRP Synthesis 93: Accessed July 14, 2014 at: http://www.tcrponline.org/PDFDocuments/tsyn93.pdf Year: 2011 Country: United States URL: http://www.tcrponline.org/PDFDocuments/tsyn93.pdf Shelf Number: 132668 Keywords: AssaultsBusesCrime PreventionTransit CrimeTransit SecurityTransportation SecurityWorkplace CrimeWorkplace Violence |
Author: European Foundation for the Improvement of Living and Working Conditions Title: Violence and harassment in European workplaces: Extent, impacts and policies Summary: Violence and harassment are attacks on personal dignity, the right to equal and non-discriminatory treatment and often a person's health. Workers affected by it feel insecure about their work; they are more frequently absent and may even be unable to work, with consequent impacts on productivity and corporate and public costs. Some national-level surveys point to a long-standing increase in reported violence and harassment. Certain European countries, such as the Scandinavian countries, have more coordinated, established policies on preventing and tackling violence and harassment. Awareness of the topic at the national level, its inclusion in legislation and the degree of the social partners' involvement in policies and interventions all contribute to the effectiveness of policies to address it. Details: Dublin: Eurofound, 2015. 91p. Source: Internet Resource: Accessed February 26, 2015 at: http://www.eurofound.europa.eu/sites/default/files/ef1473en_violence_and_harassment_in_european_workplaces_0.pdf Year: 2015 Country: Europe URL: http://www.eurofound.europa.eu/sites/default/files/ef1473en_violence_and_harassment_in_european_workplaces_0.pdf Shelf Number: 134684 Keywords: Sexual HarassmentWorkplace CrimeWorkplace Violence (Europe) |
Author: Victorian Department of Human Services, Nurse Policy Branch Title: Victorian Taskforce on Violence in Nursing: Final Report Summary: Health care professionals who are involved in direct clinical care and who are in frequent contact with the public are confronted with incidents of occupational violence and bullying. Among health care professionals, nurses are particularly exposed to occupational violence and bullying. Nurses have been identified as the occupational group most at risk of violence in the workplace in Australia (Mayhew 2000). Recent Australian research indicates that as many as 95 per cent of nurse respondents had experienced repeated episodes of verbal aggression in the year prior to the study, with 80 per cent reporting multiple episodes of physical aggression from patients (O'Connell et al. 2000). Research consistently indicates that nurses under-report incidents of violence (Erickson & Williams-Evans 2000; Fry et al.2002; Poster 1996). There are indications that nurses who are frequently exposed to violence are less likely to report the incident as they believe it is just part of the job, and the way an incident or near incident is reported itself differs across hospitals. There is a lack of consistent definition and measurement of violence and bullying against nurses, which contributes to a lack of understanding of the nature and prevalence of the problem. The Minister for Health, the Hon Bronwyn Pike MP, established a taskforce in early 2004 to provide strategic advice to the Victorian Government regarding occupational violence and bullying against nurses. The Victorian Taskforce on Violence and Bullying was chaired by Maxine Morand, Member for MountWaverley, who is a former nurse and research scientist. Members of the taskforce possess in-depth knowledge and experience of the Victorian health sector, particularly concerning nursing matters. Representatives were brought together from division 1, 2 and 3 registered nurses, the Australian Nursing Federation (Vic Branch), Health Services Union, Health and Community Services Union, Victoria Police, Victorian Deans of Nursing, the Vocational Education and Training sector, human resource directors in health services, Nurses Board of Victoria, Royal College of Nursing Australia, Directors of Nursing, and WorkSafe Victoria. The taskforce was asked to define occupational violence and bullying against nurses, develop approaches to the prevention and management of occupational violence and consider factors that impact on the provision and management of a safe environment for nurses, other health professionals and clients. The taskforce aims included developing strategies that promote a reduction and consistent reporting of incidents of occupational violence in nursing and to consider a coordinated approach to addressing these issues. In order to fully examine key issues and recommend specific strategies to address occupational violence and bullying against nurses, the committee determined that four subcommittees should be convened. The four subcommittees reviewed and further refined the different aspects, definitions and potential strategies to approaching their specific area. They covered the areas of violence and aggression, bullying, education, and reporting tools. Each subcommittee undertook specific analysis and discussion to identify strategies. The taskforce highlighted a number of themes as being crucial to preventing and managing violence and bulling in the nursing workplace. These themes were common to each of the areas analysed and are reflected in the recommendations. Details: Melbourne: Victoria, Department of Human Services, 2005. 93p. Source: Internet Resource: Accessed November 11, 2015 at: http://www.health.vic.gov.au/__data/assets/pdf_file/0007/17674/victaskforcevio.pdf Year: 2005 Country: Australia URL: http://www.health.vic.gov.au/__data/assets/pdf_file/0007/17674/victaskforcevio.pdf Shelf Number: 137231 Keywords: Healthcare ProfessionalsHospitalsWorkplace CrimeWorkplace Violence |
Author: Victorian (Australia) Auditor General Title: Bullying and Harassment in the Health Sector Summary: Workplace bullying is repeated and unreasonable behaviour directed toward a worker or a group of workers that creates a risk to health and safety. Harassment is treating someone less favourably than another person or group because of a particular characteristicsuch as ethnic origin, gender, age, disability or religion. Bullying and harassment have been shown to have significant negative outcomes for individuals. They can cause serious physical, psychological and financial harm to both those experiencing such treatment and to witnesses. Bullying and harassment can affect self-esteem, mental and physical wellbeing, work performance and relationships with colleagues, friends and family. Significant financial impacts may also result from work absences, medical costs, loss of job promotion opportunities and the risk of permanent disability. In 2010, the Productivity Commission estimated the total cost of workplace bullying to the Australian economy at between $6 billion and $36 billion annually. The impacts of bullying and harassment on the health sector are also significant. Research shows that these impacts include high staff turnover and associated recruitment and training costs, reduced productivity through poor morale and demands on management time, difficulties in recruiting and retaining staff, and the potential for significant legal costs and reputational damage. The prevalence of bullying and harassment in the health sector is not conclusively known, however, recent research suggests it is widespread: - In 2013, the Victorian Public Sector Commissions (VPSC) People Matter survey found that 25 per cent of health agency employees reported experiencing bullying, the highest of all Victorian public sector agencies. - In 2014, Monash University's report Leading Indicators of Occupational Health and Safety: A report on a survey of the Australian Nursing and Midwifery Federation found that 40 per cent of nursing professionals who responded to a survey reported experiencing bullying or harassment within the previous 12 months. - In 2015, a prevalence survey conducted by the Royal Australasian College of Surgeons' Expert Advisory Group found that 39 per cent of surgeons who responded to the survey reported experiencing bullying and 19 per cent reported having experienced harassment. Occupational health and safety (OHS) legislation places duties on employers to eliminate or minimise health and safety risks in the workplace. Workplace bullying and harassment is best dealt with by taking steps to prevent it from occurring and responding quickly if it does occur. Fundamental to this is the need to create a positive workplace culture where everyone treats each other with respect. This is because bullying exists on a continuum of inappropriate workplace behaviours. Evidence indicates that workplace conflicts or minor inappropriate behaviours can easily escalate into bullying or harassment. Early intervention can prevent this. In addition, minor inappropriate behaviours can cause harm and distress and pose a risk to health and safety and need to be appropriately resolved. The audit focuses on the continuum of inappropriate workplace behaviour which includes bullying and harassment. Key steps in effectively addressing inappropriate behaviour to reduce the risk of bullying and harassment are: - identifying the potential for workplace bullying through data and identifying organisational risk factors - implementing control measures to prevent, minimise and respond to these risks, such as through building a positive, respectful culture and having good management practices and systems including policies, procedures and training - monitoring and reviewing the effectiveness of these control measures. This audit focused on whether public health services and Ambulance Victoria (AV) are effectively managing the risk of bullying and harassment in the workplace. This audit included AV and four public health services - two tertiary metropolitan health services, one large regional health service and one small rural health service. These were selected on the basis of information contained in VPSC's People Matter survey and stakeholder consultations. The audit also included the Department of Health & Human Services (DHHS), WorkSafe Victoria and VPSC. As part of the audit, we undertook extensive interviews, conducted focus groups with managers and staff across the selected health services and AV, and analysed 82 public submissions. Details: Melbourne: Victorian Government Printer, 2016. 74p. Source: Internet Resource: Accessed April 26, 2016 at: http://www.audit.vic.gov.au/publications/20160323-Bullying/20160323-Bullying.pdf Year: 2016 Country: Australia URL: http://www.audit.vic.gov.au/publications/20160323-Bullying/20160323-Bullying.pdf Shelf Number: 138818 Keywords: HarassmentHealthcareWorkplace BullyingWorkplace Crime |
Author: Tuckey, Michelle R. Title: Prevention of Workplace Bullying Through Risk assessment Summary: Workplace bullying is a severe work health and safety hazard that is a major contributor to psychological injuries at work. Unlike other forms of inappropriate workplace behaviour, which may be one-off events, bullying involves repeated unreasonable treatment of a worker that creates a risk to health and safety. The balance of evidence suggests that organisational factors (e.g., role ambiguity, job control) are more important determinants of workplace bullying than individual target characteristics. Accordingly, a key recommendation to prevent bullying is to improve psychosocial job factors at work. Generic, high-level recommendations like these are, however, difficult to translate into practice. In order to provide more detailed guidance to organisations regarding the risk management of bullying, this project took a fresh approach to understanding the organisational risk factors. First, in Study 1 we examined objective measures of job and organisational factors (such as the core tasks performed) that may predict the likelihood of bullying at work. Data from a national database of job analysis ratings (the US Occupational Information Network) were linked to ratings of bullying exposure and working conditions from an Australian national database (the Australian Workplace Barometer). We found some evidence that objectively-measurable occupation-specific activities and contexts are risk factors for workplace bullying, and that these factors add to the prediction of bullying over and above traditional self-reported psychosocial risk factors. However, in Study 1 the influence of occupational factors was actually very small and only a few of the factors studied were significantly linked to bullying. Accordingly, the use of objective indicators of job and work activities cannot yet be recommended as a way of monitoring the risk of bullying. Second, we integrated traditionally-studied bullying risk factors within their overlaying organisational contexts to identify areas of organisational functioning that should be improved to prevent bullying at work. Study 2 involved the analysis of 342 bullying complaints lodged by workers with SafeWork SA from 2010 to 2013. The results suggest that the supervisory process is the overarching context that poses the risk (and perception) of bullying at work. We identified five domains of supervisor-employee interaction that shaped the bullying experiences reported in 90% of the complaints examined in the project: general supervision issues, performance management, role clarification, communication, and misuse of human resource management (HRM) procedures and practices. Our research suggests that these five contexts represent a crucial focal point for risk management efforts to reduce bullying at work. In particular supervisors and managers should be systematically supported to: enhance their communication and supervisory skills; increase their capacity to manage the performance of subordinates (including processes that build on developing performance rather than focussing only on tackling poor performance); clearly define role content and expectations; apply consistent human resource practices throughout the organisation; and adopt fair performance management. Future efforts should focus on translating the five organisational contexts identified in this project into concrete, specific behavioural items that can form the basis of an easy-to-use and widely-applicable risk audit tool. Such behaviours could also be used as the foundation of a behaviourally oriented bullying prevention training program for frontline supervisors to reduce the risk of bullying at the source. Details: Adelaide: Asia Pacific Centre for Work Health and Safety, University of South Australia, 2015. 26p. Source: Internet Resource: Accessed June 9, 2016 at: http://apo.org.au/files/Resource/prevention_of_workplace_bullying_through_risk_assessment.pdf Year: 2015 Country: Australia URL: http://apo.org.au/files/Resource/prevention_of_workplace_bullying_through_risk_assessment.pdf Shelf Number: 139338 Keywords: Risk Assessment Workplace Bullying Workplace Crime |
Author: International Association for Healthcare Security and Safety Foundation (IAHSS) Title: 2016 Healthcare Crime Survey Summary: The 2016 Healthcare Crime Survey was commissioned under the IAHSS Foundation's Research and Grants Program. The purpose of the 2016 Healthcare Crime Survey is to provide healthcare professionals with an understanding of the frequency and nature of crimes that impact hospitals. Hospital security leaders in both the United States and Canada were invited to participate. Specifically, we asked that the highest ranking hospital security professional (or their designee) at each hospital to respond to the survey. The 2016 Healthcare Crime Survey collected information on ten (10) different types of crimes deemed relevant to hospitals: Murder Rape Robbery Aggravated Assault Assault (Simple) Disorderly Conduct Burglary Theft (Larceny-Theft) Motor Vehicle Theft Vandalism For the 2016 Healthcare Crime Survey, we received 366 responses from both U.S. (n = 326) and Canadian (n = 40) hospitals. Of those 366 responses, 302 were usable responses. This represents an increase in usable responses compared to the 2015 Healthcare Crime Survey. A response was considered usable if the respondent provided data for each of the crime questions and the hospital's bed count. Bed counts were necessary as the Healthcare Crime Survey has used bed count as a surrogate indicator of hospital size and more specifically to calculate crime rates for each of the ten crimes studied. Details: Glendale Heights, IL: IACHSS, 2016. 21p. Source: Internet Resource: IAHSS-F CS-16: Accessed June 13, 2016 at: http://ihssf.org/PDF/2016crimesurvey.pdf Year: 2016 Country: United States URL: http://ihssf.org/PDF/2016crimesurvey.pdf Shelf Number: 139401 Keywords: Crime StatisticsCrime TrendsHealthcare FacilitiesHospital SecurityHospitalsWorkplace Crime |
Author: Huddleston, Matthew R. Title: Taxi drivers and the night time economy: an exploratory study on their experiences Summary: Taxi drivers perform a significant role in the transport infrastructure of towns and cities around the world. They have become a vital subsidiary industry to the night time business of bars and clubs within central city areas, a term now collectively referred to as the night time economy. However, while catering to these transport needs, overseas evidence suggests that they are at great risk of falling victim to criminal acts such as assault, robbery, and even murder. There is a need then to establish whether these findings are relevant in a New Zealand context and establish how the risk of victimisation interacted with taxi drivers' involvement in the night time economy. This research was conducted using grounded theory methodology with taxi drivers interviewed from Auckland Co-operative Taxis. A total of nine drivers were interviewed in this study. Findings indicated that taxi drivers face a number of issues as a result of their occupation. It was found that the problems drivers face occur across day and night and are only further exacerbated by working within the night time economy. Economic insecurity was a primary motivator for continued involvement within this arena and affected drivers' decisions to accept risky fares. The introduction of a working wage was identified as a potential solution to this problem, freeing drivers to make rational decisions without regard to financial necessity. Future research should investigate the experiences of drivers that operate for the smaller companies as it was put forward that they have more relaxed operating standards than those observed with Auckland Co-operative Taxis. Details: Auckland: Auckland University of Technology, 2014. 114p. Source: Internet Resource: Thesis: Accessed December 8, 2017 at: http://aut.researchgateway.ac.nz/handle/10292/8387 Year: 2014 Country: New Zealand URL: http://aut.researchgateway.ac.nz/handle/10292/8387 Shelf Number: 148770 Keywords: Alcohol-Related Crime, DisorderDisorderly ConductNight-Time EconomyTaxi DriversWorkplace Crime |