Mixed Methods, Ethnography, and Criminology/Criminal Justice Research

This chapter provides an overview of the historical dimensions of ethnographies using mixed-methods approaches, supported by examples from selected landmark works within this tradition. It presents the epistemological assumptions about knowledge production, positionality, and the types of questions typically asked by a criminologist using mixed methods and makes clear how they differ from ethnographies using other approaches and traditions. The chapter considers what ethnographies using a mixed-methods approach can produce that other approaches may not be able to. It then details how ethnographies using mixed methods can contribute to policy development, framing this against the perspectives and needs of policymakers. The chapter concludes by assessing the potential future contribution of ethnographically grounded mixed-methods research to crime and criminal justice issues.

The COVID-19 Crisis in Romania: A Hypothesis around Penal Populism and Legal Culture

In this paper I seek to present a working hypothesis to be eventually developed in a future contribution, namely that the COVID-19 crisis exposed some problematic behaviours evocative of an authoritarian ethos on the part of both public authorities and citizens which suggest that a penal populist attitude might now be part or even embedded in the Romanian legal culture. Specifically, I will organize this contribution as follows: in the first part, I will briefly describe Romania’s reaction (as evidenced both in the official measures taken and the attitude of citizens) to the first wave of the pandemic focusing on the role of penal and military means; I shall qualify this reaction as containing some traces of penal populism. In the second part I shall offer a tentative mapping of the factors that can explain this problematic cultural reaction. Importantly, among these I include the successful fight against corruption with the consequence that what appears to have very much consolidated the rule of law in post-1989 Romania could be shown to have had the unintended and paradoxical effect of undermining the very same ideal.

Herders’ Perceptions about Rangeland Degradation and Herd Management: A Case among Traditional and Non-Traditional Herders in Khentii Province of Mongolia

Herders play essential roles in sustaining Mongolia’s economy and rangeland conditions. As about 90% of Mongolia’s livestock grazes on natural pasture, how herders manage it largely affects the future sustainability of the livestock industry. Since Mongolia transformed its grazing practices from communal management into loosely regulated household practices in 1990, overgrazing has become a growing concern. Considering this concern, this paper examines the extent to which traditional and non-traditional herders perceive pasture conditions and practice management. We conducted the questionnaire survey among 120 herders in Murun Soum of Khentii Province and asked about rangeland degradation and their coping strategies. To determine correlations between their perceptions/practices and sociodemographic characteristics, we conducted multiple regression analyses. We found that, overall, most herders identified rangeland conditions degrading and grass yield declining with less plant diversity and more soil damage by Brandt’s vole. Herders’ mobility and herd movement frequency have decreased since 1990, placing more strains on limited pasture areas. In coping with overgrazing, about 20% of the respondents had practiced traditional rangeland management, whereas many others had overlooked pasture conditions and increased goat production as the world’s demand for cashmere rose. In response to our question about herders’ future contribution of their traditional knowledge to sustainable rangeland management, traditional herders demonstrated their willingness to help local officials manage the pasture. This paper then explores how local administrations and herders may collaborate in the future.

Complex multi-decadal ice dynamical change inland of marine-terminating glaciers on the Greenland Ice Sheet

Greenland's future contribution to sea-level rise is strongly dependent on the extent to which dynamic perturbations, originating at the margin, can drive increased ice flow within the ice-sheet interior. However, reported observations of ice dynamical change at distances >~50 km from the margin have a very low spatial and temporal resolution. Consequently, the likely response of the ice-sheet's interior to future oceanic and atmospheric warming is poorly constrained. Through combining GPS and satellite-image-derived ice velocity measurements, we measure multi-decadal (1993–1997 to 2014–2018) velocity change at 45 inland sites, encompassing all regions of the ice sheet. We observe an almost ubiquitous acceleration inland of tidewater glaciers in west Greenland, consistent with acceleration and retreat at glacier termini, suggesting that terminus perturbations have propagated considerable distances (>100 km) inland. In contrast, outside of Kangerlussuaq, we observe no acceleration inland of tidewater glaciers in east Greenland despite terminus retreat and near-terminus acceleration, and suggest propagation may be limited by the influence of basal topography and ice geometry. This pattern of inland dynamical change indicates that Greenland's future contribution to sea-level will be spatially complex and will depend on the capacity for dynamic changes at individual outlet glacier termini to propagate inland.

HR’s ever-emerging contribution

Purpose This paper aims to examine the future contribution of human resources (HR) in three areas: first, the evolution of four waves of HR value creation leading to an outside-in focus. Second, HR insights about individual competence (talent), leadership and organization capabilities (culture). Third, creating more effective HR departments and upgrading HR professionals. Design/methodology/approach The author, Dave Ulrich, has worked extensively on HR theory, research and practice. This paper synthesizes and extends his (and others’) thinking about HR’s evolving contributions. Findings HR is not about HR, but about helping an organization succeed in the marketplace through talent, leadership and organization. HR departments can be assessed and improved based on nine dimensions and HR professionals can recognize and master competencies that help them deliver value. Originality/value Reading should come away recognize where HR can continue to contribute to individual and organizational success through thinking outside in, delivering HR agenda (talent, leadership and organization), and improving the HR department and upgrading HR professionals.