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This study assesses the relationship between job satisfaction, perceived organizational support and workplace factors on officer turnover intention within an urban, municipal police organization.

Using data from an online survey of New York City Police Officers (n = 1,823), both bivariate analysis and logistic regression models were utilized to assess the salience of police officer job satisfaction, perceived organizational support and perception of six workplace domains, including financial compensation, environmental factors, professional fulfillment, work/quality of life balance, treatment from management and occupational risk, on predicting turnover intention.

The cross-sectional study finds that job satisfaction, financial factors (salary, benefits and retirement benefits) and fulfillment predict lower levels of turnover intention (i.e. higher levels of organizational commitment). Work–life balance and environmental factors (cleanliness of work environment and condition of equipment) predict higher levels of turnover intention. Both perceptions of organizational support and occupational risk, while significant in the bivariate models, were not significantly associated after accounting for other factors. There is no evidence that officer perception of public support or the risk of being injured/killed at work were related to officer turnover intention.

The current study is limited by its focus on only one police department and its use of cross-sectional data, which may limit the generalizability of the results to agencies that differ in size and type and do not allow for assessment of causality.

Officer turnover intention may be reduced by increasing financial compensation, improving the work environment and promoting a healthy work–life balance.

The study contributes to a growing body of research on police officer voluntary turnover by evaluating established predictors along with workplace factors in an urban police department: the setting where officer turnover intention is hypothesized to be the greatest.

Technological innovations are rapidly transforming service frontlines, resulting in increasingly complex service touchpoints. These touchpoints place greater demands on frontline employees (FLEs) to deliver a positive customer experience. Despite the considerable extant body of knowledge on FLE competencies, the literature on frameworks for managing the complexity of contemporary frontlines from the FLE’s perspective is sparse. This paper aims to fill this critical gap by developing a framework that enables FLEs to deliver positive moments of truth (MOTs) while ensuring the well-being of all actors involved.

This paper uses a conceptual approach rooted in the organizational mindfulness and individual mindfulness literature as the theoretical lens. This is complemented by a comprehensive review of the FLE skills literature supported by marketplace examples to illustrate the optimal use of the said skills.

This paper proposes a conceptual framework of mindfulness orientation which delineates how FLE competencies underpinned by a set of key skills can deliver positive MOTs and actor well-being.

The research is conceptual in nature and does not contain validation through empirical data.

This comprehensive skill set provides a clear roadmap for firms in both recruitment and developing training for their FLEs, thus contributing to practice.

Firstly, we present a conceptual framework of mindfulness, combining organizational mindfulness and individual mindfulness that will enable employees to help facilitate the creation of positive MOTs. Secondly, we develop a comprehensive set of employee skills that underpin the mindfulness orientation framework.

This study aims to contribute to the ongoing assessment of executive compensation by investigating the nexus between managerial entrenchment factors, adopting a multifaceted perspective encompassing both economic and non-economic dimensions.

This research employs pooled cross-sectional Ordinary Least Squares (OLS) regression and Least Squares with Dummy Variables (LSDV) models with fixed effects to examine the determinants of Chief Executive Officer (CEO) compensation.

This research identifies firm size, performance (via ROA and Tobin’s Q), and CEO characteristics (age, tenure, stock ownership, MBA degree) as significant determinants of executive compensation at the 0.05 level. In contrast, the prestige of educational institutions, doctoral degrees, and the MBA’s relevance to short-term performance, along with CEO tenure, do not significantly affect pay. Additionally, the study highlights the significance of industry type (manufacturing vs technology) in shaping compensation, emphasizing the role of firm metrics and CEO credentials in designing executive pay packages.

This research introduces an innovative approach to controlling unobserved heterogeneity and adjusting for the dynamic nature of CEO compensation attributes across diverse CEO characteristics. By integrating both pooled Ordinary Least Squares (OLS) and Least Squares Dummy Variable (LSDV) models, the study addresses the challenges posed by time-invariant variables and unobservable heterogeneity. Such issues have historically skewed the accuracy of traditional OLS models in identifying the comprehensive array of factors—both economic and non-economic—that influence CEO compensation. This novel methodological framework significantly advances the examination of unobservable variables that may vary not only across the firms selected for analysis but also over time periods, thereby offering a more detailed understanding of the determinants of CEO pay.

Responsible management of water resources is critical owing to its effects on the environment and society. This study aims to address customer perceptions of a water utility during a severe environmental crisis that affected northern Italy and aims to deepen the understanding of the relationship between corporate social responsibility (CSR), perceived crisis response and corporate reputation.

This study draws on legitimacy theory and attribution theory, adopting a quantitative design. In detail, a moderated mediation model is used to investigate the direct effect of CSR on reputation, the mediating effect of perceived crisis response on the relationship between CSR and reputation and the moderating effect of blame attribution on the relationship between CSR and perceived crisis response. In addition, the evolution of the crisis event and its management is traced through the analysis of the water utilities’ sustainability reports published since the beginning of the crisis.

The findings show that CSR affects corporate reputation directly and via perceived crisis response. In addition, CSR improves perceived crisis response, especially when an organization is held responsible for a crisis. The analysis of the CSR report allows for understanding the evolution of CSR policies of water utilities, shifting attention from a merely informative role of sustainability disclosure to a more comprehensive approach to perfluoroalkyl substances risks in the struggle of contributing to sustainable development. Theoretical and managerial implications are also discussed.

The findings suggest some managerial implications about the usefulness of adopting CSR for crisis management and, furthermore, the importance of communicating CSR policies to all stakeholders overall – the customers of public utilities.

This paper focuses on the relationship between CSR, reputation and blame attribution. Literature on this topic is still scarce overall in the field of public utilities. Furthermore, this study is relevant because it faces one of the major European environmental crises that affected the water sector and provides helpful insights for all public utility sectors and, more generally, for environmental crisis management.

The construction industry is facing worker shortages, and the resulting competition for skilled workers has increased employee turnover in the sector. Consequently, construction and engineering firms are struggling to attract and retain employees to meet current demands for construction projects. The regular inflow of new employees, who likely need training, may affect organizational and project performance. Construction firms can boost performance by assessing and then honing workers’ skills, including soft skills.

One way to assess individuals’ soft skills is to use personality assessments. This study used three personality assessments— – the HEXACO Personality Inventory, Emotional Intelligence Diagnostic and Q-DiSC 101 Behavioral Assessment – to identify the traits of general contractor project managers; sheet metal and air conditioning field leaders (specialty field leaders) and sheet metal, air conditioning and electrical project managers (specialty project managers) in the United States for job role transition purposes. The groups’ mean scores for each assessment component were analyzed using ANOVA and independent t-test to identify statistically significant differences in the personality traits of the three groups – specifically between specialty field leaders and general contractor project managers as well as between specialty field leaders and specialty project managers.

This study found that the personality characteristics of workers in these job roles varied. One-way ANOVA revealed that there were significant differences in mean personality factor scores among specialty field leaders, specialty project managers and general contractor project managers. Independent t-tests showed significant differences in patience, forgiveness, fearfulness, etc. identifying the differences between specialty field leaders and general contractor project managers. Similarly, results highlighted significant differences in modesty, inquisitiveness and sociability, among others, for specialty field leaders and specialty project managers.

Understanding the personality traits associated with skills needed for leadership across construction roles empowers companies to refine human resource strategies. Personality assessments can complement recruitment, identifying strong candidates for leadership positions. Additionally, these insights can optimize leadership development programs and facilitate career transitions for specialty field leaders by pinpointing suitable candidates and tailoring training programs for successful role changes.

This study contributes to the field in two ways. First, it focuses on personality traits within the specific context of construction leadership, providing valuable insights for companies seeking to optimize their leadership teams. Second, by exploring the personality differences between these roles, the study goes beyond individual job requirements and examines the potential challenges and opportunities for career transitions within construction. This information can be used to inform training programs and career development pathways for construction professionals.

The aim is to examine, critique, and synthesize commonly used methodological approaches that capture middle-aged children’s experiences of their physical environments.

The systematic review identified 174 empirical studies from peer-reviewed journals published in English between 2014 and 2023. Fifty-two studies met the inclusion criteria. A thematic analysis (1) identified study characteristics and common methodological approaches, (2) synthesized the literature to reveal major themes and trends, and (3) pointed out significant research gaps.

Qualitative methods, combining traditional and participatory approaches, are most effective in capturing children’s spatial experiences. Participatory methods offer more authentic insights and reduce power imbalances compared to traditional methods. Place-based methods, such as child-led walks and participant observations, are particularly valuable for capturing the multidimensional and sensory aspects of children’s interactions with their environments.

The choice of keywords, selected databases, and the English-language criterion restricted the number of captured reviewed articles that might contribute to the topic.

This systematic review contributes to a deeper understanding of the methodological approaches used in researching middle-aged children’s experiences of their physical environments. It highlights common strategies used with children to communicate their experience of place, identifying the strengths and limitations of each method. Additionally, the review discusses the various aspects of space revealed by different methods.

This paper systematically reviewed research on accounting fraud in the non-profit organisation (NPO) sector during 2004–2024 to identify gaps in theory and practice with the aim of producing a new parsimonious global fraud model.

This paper utilised a structured literature review methodology.

We propose a new holistic approach for the NPO sector worldwide, with two foci of “what may contribute to fraud” and “what may prevent fraud”.

The future research agenda for the new holistic approach is provided.

The approach helps donors promote accountability and transparency in the NPO sector worldwide, thereby sustaining the development of this sector.

To the best of the authors’ knowledge, this paper is the first comprehensive worldwide fraud research review, making distinct contributions. Globally, the approach is the first dedicated to the NPO sector, including different stages of fraud occurrence (undetected, suspected, actual/detected and future), and using a multi-disciplinary approach to prevent these stages. The approach is also the first to incorporate individual-level, organisational-level, industry-level and country-level factors into predicting future fraud.

The performance of business enterprises is an impetus to every nation’s growth and development, as they constitute a multitude of businesses in most countries in the world. While ethical crises in the workplace are causing serious depletion in organizational performance and, in some cases, leading to total bankruptcy and the collapse of business in a developing country. This study aims to empirically examine the interaction effect of Islamic work ethics (IWEs) on the linkage between organization culture (OC) and enterprise performance (EP).

The survey method collected data from 531 managers of firms in the SME category of enterprises, using validated measurement instruments adapted from previous studies, and the data were quantitatively analyzed with Smart PLS SEM.

The results indicate that OC has a positive and significant effect on EP. The study also found that IWEs had a strong positive and significant impact on EP. The investigation revealed a significant effect of IWEs on the OC impact on EP. Therefore, we concluded that increased IWE practice will enhance the OC impact on EP.

This study contributes to the nexus of OC and EP as the first to investigate the interaction effect of IWE in an African context. Furthermore, the study suggests that if enterprise managers can exhibit Islamic work values, it will communicate and stimulate workers’ positive attitudes toward the organization. The creation of a harmonious and unethical behavior-free workplace environment would lead to improved enterprise performance. We presented theoretical and practical implications, along with recommendations for future research.

This study aims to investigate the relationship between the Chief Executive Officers (CEOs’) masculinity, CEO characteristics (accounting background, turnover and ethnicity/race) and earnings management (EM) in Malaysia. It also examined the moderating effect of the CEOs’ ethnicity/race (Bumiputera and non-Bumiputera) on the relationship between CEO masculinity and EM.

The analyses were based on a panel data set of 260 corporates listed on the Bursa Malaysia from 2009 to 2019. Python/code was used to calculate the facial width-to-height ratio (fWHR), while testosterone (TESTN) was calculated based on CEO age and fWHR. To estimate the results, panel data analysis with a fixed effect model was used.

The result shows that fWHR and TESTN have a significant positive effect on EM. CEO race has a significant impact on EM, implying that non-Bumiputera CEOs are more likely to be associated with EM. There was no statistically significant evidence that race moderates the relationship between CEO masculinity and EM.

The research contributes to the growing evidence in the field of neuroscience that it is possible to infer aspects of an individual’s behavior based on their facial structure and their TESTN levels. The findings provide new evidence supporting Malaysian Government policies in reducing masculinity on boards of directors and senior executive positions, which will positively affect the integrity of financial reports.

To the best of the authors’ knowledge, it is the first research to explain whether the ethnicity/race of CEOs is related to EM and whether it has a significant moderate effect on the relationship between masculinity and EM.

The purpose of this study is to understand the leadership humour style and the mechanism through which leadership humour style transforms into follower’s workplace positive and negative outcomes such as thriving at work and burnout. It uses comprehensive elaboration theory and relational process theory to explore self-disclosure and perceived similarity as two new constructs to assess their relation to intrapsychic (self-enhancing and self-defeating) and interpersonal (affiliative and aggressive) leader’s humour style, respectively.

An exploratory qualitative study through semi-structured interviews was conducted with 10 leaders to understand the different aspects of leadership humour and their outcomes. Based on these dimensions, a questionnaire was created and sent to 200 respondents, and 158 responses were received. The empirical analysis of data was done by building structural equation modeling using smart partial least square.

The empirical study has shown that self-enhancing leadership humour is related to self-disclosure, and both affiliative and aggressive leadership humour styles are related to perceived similarity. When looking at the two critical outcomes of leadership humour, both perceived similarity and self-disclosure were related to social intimacy and thriving at work. The mediation effect showed that self-enhancing humour leads to self-disclosure which increases social intimacy leading to improving thriving at work and aggressive humour leads to norm violation which further leads to burnout.

The study has used the mixed methodology to understand leadership humour and its outcomes by conducting in-depth interviews with leaders and also provides empirical evidence related to leadership humour style by using the survey to collect data from the followers capturing their perceptions. And very critically, it has explored self-disclosure and perceived similarity as two new constructs to see their relation to leadership humour style and positive and negative outcomes at the workplace.