Recidivism in Brunei Inmates – Estimating the Rates and Predicting Reoffending

Mundia, Lawrence; Matzin, Rohani; Mahalle, Salwa; Hamid, Malai Hayati Sheikh; Osman, Ratna Suriani

doi:10.4172/1522-4821.1000335

Cited by 4 publications

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“…This binary logistic model accounted for about 7%–9% of the common variance between the IVs and DV in the first step and ~5%–7% in the last step. The model was acceptable as illustrated by the nonsignificant X 2 fit indices at the bottom of Table 5, similar to results in previous studies 30–32. Compared with workers with high education (n=297), employees with low educational background (n=333) were 1.8 times more likely to have employer–employee relationship problems (B=0.597, p <0.01; OR=1.817, 95% CI=1.318–2.506, Table 5).…”

Section: Resultssupporting

confidence: 86%

“…Low scorers were coded one (1) while high scorers were coded zero (0). Previous research using Brunei samples showed that high and low scorers on psychological questionnaires often behaved differently 30–32. Findings of the binary logistic regression analysis are presented in Table 5.…”

Section: Resultsmentioning

confidence: 94%

“…For the sake of brevity, Table 5 shows only the specific contribution of each categorical sociodemographic IV to the DV (employer–employee relationship problems) in the first and last steps. As in previous similar studies, Step 1 (first model) was overfitted and less efficient because it contained both the needed and unwanted IVs 30–32. The unnecessary IVs had relatively higher standard errors 30–32.…”

Section: Resultsmentioning

confidence: 97%

“…As in previous similar studies, Step 1 (first model) was overfitted and less efficient because it contained both the needed and unwanted IVs 30–32. The unnecessary IVs had relatively higher standard errors 30–32. Following the procedures employed in past research, SPSS hierarchically removed the irrelevant terms stepwise in the subsequent models 30–32.…”

Section: Resultsmentioning

confidence: 99%

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Prediction of employer–employee relationships from sociodemographic variables and social values in Brunei public and private sector workers

Mundia

Mahalle

Matzin

et al. 2017

PRBM

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The purpose of the study was to identify the sociodemographic variables and social value correlates and predictors of employer–employee relationship problems in a random sample of 860 Brunei public and private sector workers of both genders. A quantitative field survey design was used and data were analyzed by correlation and logistic regression. The rationale and justification for using this approach is explained. The main sociodemographic correlates and predictors of employer–employee relationship problems in this study were educational level and the district in which the employee resided and worked. Other correlates, but not necessarily predictors, of employer–employee relationship problems were seeking help from the Bomo (traditional healer); obtaining help from online social networking; and workers with children in the family. The two best and most significant social value correlates and predictors of employer–employee relationship problems included interpersonal communications; and self-regulation and self-direction. Low scorers on the following variables were also associated with high likelihood for possessing employer–employee relationship problems: satisfaction with work achievements; and peace and security, while low scorers on work stress had lower odds of having employer–employee relationship problems. Other significant social value correlates, but not predictors of employer–employee relationship problems were self-presentation; interpersonal trust; peace and security; and general anxiety. Consistent with findings of relevant previous studies conducted elsewhere, there were the variables that correlated with and predicted employer–employee relationship problems in Brunei public and private sector workers. Having identified these, the next step, efforts and priority should be directed at addressing the presenting issues via counseling and psychotherapy with affected employees. Further research is recommended to understand better the problem and its possible solutions.

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Section: Resultssupporting

confidence: 86%

Section: Resultsmentioning

confidence: 94%

Section: Resultsmentioning

confidence: 97%

Section: Resultsmentioning

confidence: 99%

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Prediction of employer–employee relationships from sociodemographic variables and social values in Brunei public and private sector workers

Mundia

Mahalle

Matzin

et al. 2017

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“…This type of regression analysis required a dichotomous dependent variable (DV), while the independent variables (IVs) could be continuous, dichotomous, multicategory, or a combination of these. 37 – 39 In the present study, our DV was work-attendance problems, which was dichotomized at the median score (see Table 2 ). Low scorers on the DV were coded 1, while high scorers were coded 0.…”

Section: Resultsmentioning

confidence: 99%

Sociodemographic variables and social values: relationship with work-attendance problems in Brunei public- and private-sector employees

Mundia¹,

Mahalle²,

Matzin³

et al. 2017

NDT

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ObjectiveThe study investigated the degree to which selected sociodemographic variables and social values were related to work-attendance problems in a random sample of 860 Brunei public- and private-sector employees and the nature of this relationship.Materials and methodsThis quantitative study used the field-survey approach to administer research instruments directly to participants. This enabled the researchers to help participants who needed assistance in completing the measures properly, so as to increase the number of usable returns.ResultsTwo sociodemographic variables (seeking help from a counselor/psychologist and marital status) correlated significantly with work attendance. Private-sector employees were more likely to have work-attendance problems than government workers. Both single and married employees and the chief wage earner in the household were more likely to have work-attendance issues to deal with compared to their counterparts. However, employees who sought help from a counselor/psychologist were far less likely to have work-attendance problems compared to those who did not get such help. The most significant social-value correlates with work-attendance problems were interpersonal communication, employer–employee relationship, work-stress problems, self-presentation, self-regulation, self-direction, and interpersonal trust. Self-regulation, self-direction, and satisfaction with work-related achievements significantly predicted work-attendance problems positively, while interpersonal communication problems and work-stress problems predicted work-attendance problems negatively. Low scorers on self-regulation and self-direction, as well as on satisfaction with work-related achievements, were more likely to have work-attendance problems compared to high scorers. However, low scorers on interpersonal communication and work-stress problems were less likely to have work-attendance problems compared to high-scoring peers.ConclusionAmple evidence from this study showed that sociodemographic variables and social values contribute to work-attendance problems in various ways, and need to be incorporated in counseling interventions for affected employees.

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Criminal recidivism rates globally: A 6-year systematic review update

Yukhnenko,

Farouki,

Fazel

2023

Journal of Criminal Justice

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Recidivism in Brunei Inmates – Estimating the Rates and Predicting Reoffending

Cited by 4 publications

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Prediction of employer–employee relationships from sociodemographic variables and social values in Brunei public and private sector workers

Prediction of employer–employee relationships from sociodemographic variables and social values in Brunei public and private sector workers

Sociodemographic variables and social values: relationship with work-attendance problems in Brunei public- and private-sector employees

Criminal recidivism rates globally: A 6-year systematic review update

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Recidivism in Brunei Inmates – Estimating the Rates and Predicting Reoffending

Cited by 4 publications

References 0 publications

Prediction of employer&ndash;employee relationships from sociodemographic variables and social values in Brunei public and private sector workers

Prediction of employer&ndash;employee relationships from sociodemographic variables and social values in Brunei public and private sector workers

Sociodemographic variables and social values: relationship with work-attendance problems in Brunei public- and private-sector employees

Criminal recidivism rates globally: A 6-year systematic review update

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Prediction of employer–employee relationships from sociodemographic variables and social values in Brunei public and private sector workers

Prediction of employer–employee relationships from sociodemographic variables and social values in Brunei public and private sector workers