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The goal of this study is to examine how community policing policies (CPP) can be effective in addressing racial disparities in police killings in the United States.

The study utilized multi-level mixed modeling techniques.

The study finds that CPP training for in-service officers is effective when the police chief is black, in contrast to the presence of written CPP statements and CPP training for newly recruited officers. This article concludes that the effectiveness of policy implementation is dependent upon policing leaders who manage policy implementation.

This research is limited in that it only includes data from people who were killed by police. In addition, it was extremely difficult to collect data on the race of the officer. Hence, it reduced the number of viable cases that we could include in the analysis.

The most significant practical limitation to our research is the ability to generalize to police departments within a city and between cities. In some cases, police killings were confined to one or two areas in a city.

Disproportionality in police killings is important in every country where certain groups are overrepresented in the number of police killings. This is particularly true today, where we see groups like Black Lives Matter highlighting higher levels of lethal force in minority neighborhoods.

Using representative bureaucracy theory, this research shows leaders select and emphasize specific goals among a set of organizational goals, seek to build trust rather than fight crimes and support goals to improve policy outcomes, which fills a theoretical gap in the theory.

Despite considerable evidence of the benefits of organizational transparency, policies to enhance transparency often fail or are met with resistance and unexpected results. In part, this is due to a lack of knowledge about the drivers of organizational transparency and their interrelationships. This study examines the interplay among the forces that influence organizational transparency, and thus answers numerous calls for developing a deeper theoretical understanding of the determinants of organizational transparency. We propose three forces that influence organizational transparency and theorize how they combine in nonlinear ways to form five archetypical transparency regimes that organizations operate within. We then discuss contingencies to organizational transparency within each regime.

We employ configurational theorizing to capture the complexity of transparency and the nonlinear relationships among the forces of transparency.

We propose three forces that influence organizational transparency: institutional, societal, and leadership. We identify configurations of the three forces that yield five archetypical transparency regimes. We then discuss contingencies for cultivating organizational transparency within each regime. Vanguard transparency and pioneering transparency represent the desired regimes for fostering organizational transparency. In contrast, hollow transparency and deceptive transparency reveal a combination of determinants that cultivate less desirable forms of organizational transparency. Paradoxical transparency represents a regime in which socially desirable outcomes are associated with undesirable consequences for an organization.

This paper is among the first to theorize the drivers of organizational transparency and to discuss the limits and boundaries of organizational responses to transparency determinants.

Despite the many benefits of transparency, we explain why efforts to enhance organizational transparency often fail or are met with mixed results. By considering the three forces, managers and policymakers can avoid unexpected and undesired organizational responses to transparency regimes.

We propose five transparency regimes that place a spotlight on social contingencies to enhance transparency.

This study offers an integrative theory of organizational responses to transparency determinants and develops its theoretical foundations. The model integrates the fragmented empirical findings from previous studies on the determinants of transparency and draws attention to overlooked institutional, societal, and leadership forces that influence organizational transparency.

This study advances research on cognitive diversity from the perspective of public employees by studying the effect of cognitive diversity on team viability, the mediating effect of transactive memory systems (TMS) and the moderating effect of technology integration.

We used SmartPLS to analyze a unique data set from 193 public employees. The information was collected through an online questionnaire administered by the LimeSurvey Professional platform. In addition to analyzing the data through partial least squares structural equation modeling with higher-order latent variables, we analyzed mediating and moderating effects.

The results show that TMS act as partial mediators between cognitive diversity and team viability. Although technology integration (for both external diffusion and internal integration) moderates this relationship to mitigate negative effects, technological infrastructure does not.

This study expands previous research on TMS and technology integration. Our findings support the significance of TMS and technology integration in a context of cognitive diversity, identify ways to develop good management behavior and assess the results of these practices for team viability. We recommend that public managers in contexts of cognitive diversity work to create effective workplace environments. Training programs can foster TMS capabilities and support implementation of technology integration to improve team viability and results for public service delivery to citizens.

Artificial intelligence (AI) technologies have led to significant transformations across industries and society, including the field of education. The integration of AI in educational settings has the potential to improve students' learning experience and support their individual competencies when paired with non-AI methods. Despite the growing importance of AI in modern education, there remains a noticeable research gap regarding its use in entrepreneurship education and the effects of Chatbots on students' entrepreneurial competencies. To address this gap, an exploratory study was conducted on undergraduate students who were tasked with using ChatGPT to improve their business model canvas.

The chosen methodology aligned with the research purpose, aiming to explore the relationship between Generative AI and competencies. Due to the novel nature of the research problem, an exploratory study was conducted using a mixed methods approach. A survey with open- and closed-ended questions was designed, and statistical and text analyses were performed to interpret data and test identified propositions.

The findings of this study indicate that ChatGPT can enhance the types of students' entrepreneurial competencies considered in this study: spotting opportunities, creativity, vision, valuing ideas and ethical and sustainable thinking. The results show that ChatGPT can be particularly helpful to improve the ability of students of valuing ideas.

Overall, this study highlights the potential of adopting ChatGPT in experiential learning methodologies for enhancing students' entrepreneurial competencies and improving their learning outcomes.

The 7th decade manager (7DM) is an overlooked and under-researched group in organisation studies. This paper explores the changes which 7DMs experience in later life through the lenses of age, work and identity.

An interpretivist methodology was adopted and data were obtained via semi-structured interviews with 32 managers across 10 different sectors in England and Scotland. These data were analysed thematically.

Change manifested itself in various contradictory ways across three domains of age, work and identity. Age was experienced dichotomously, with these 7DMs identifying as subjectively younger yet openly (if reluctantly) accepting signs of ageing. They appeared more tolerant and kinder but could be impatient and outspoken. Work remained important, providing structure, a sense of purpose and camaraderie; however, career progression was not. Altruistically, the 7DMs exercised generativity by providing their colleagues with counsel in both work and personal matters. Their sense of self and identity work featured prominently, particularly in the liminality associated with the impending cessation of work. Preparation for the psychosocial transition to retirement was lacking.

This project would have benefitted from a larger and broader cohort demographic. Whether there are any significant gender or ethnic differences in attitudes, values or approaches to work cannot be ascertained from the data obtained. Future studies should therefore include a greater diversity of participants. There may also be merit in investigating if any differences exist for the ex-military 7DM manager compared to others.

Organisations can benefit from greater recognition of the value experienced managers in their later working lives can bring. Both the broader community of managers and their employers would benefit from leveraging the experience, knowledge and attributes of older managers in their passage through their 7th decade and better prepare younger people to succeed them.

Different agencies such as government, employers, professional bodies like the Chartered Institute of Personnel and Development, Trade Unions or consultancies may wish to explore the benefits and practicalities of preparing the individual for the transition to retirement. Importantly, this should address the psychosocial connotations associated with ceasing work. Whilst this applies to all 7th decade workers, we suggest that there are some challenges that are peculiar to being an older manager.

Whilst much is known about older workers, research relating to older managers, especially those in their seventh decade, is largely absent. This paper illustrates the changes and challenges they experience in both their professional and personal lives, some of which seem to be unique to this age group and many of which would benefit from being addressed in organisational policy and practice as well as further research.

In China, it is prevalent for parents to share health information on WeChat and receive feedback from their children. This study aims to investigate the feedback from younger generations regarding their parents’ health information sharing. It will examine the different types of feedback, explore the factors influencing it and analyze the outcomes that result from this feedback exchange.

The empirical findings draw on the qualitative analysis using grounded theory. This study collects data from 34 participants (17 pairs of one young person and one parent) through in-depth interviews and WeChat chat records. Then, a theoretical model was developed through open, axial and selective coding.

Feedback can be classified into five types: support, correction, perfunctoriness, ostracism and rejection as well as into “Affective-Behavioral-Cognitive” dimensions. Younger generations’ feedback types are influenced by a variety of factors, including information, emotion and individual and family-related factors. Each feedback type has distinct effects, such as altering older generations’ emotional and communication responses.

This pioneering study explores how younger generations in China perceive their parents’ health information sharing on social media. It highlights the importance of feedback in this context, providing actionable insights to enhance digital literacy among older adults, strengthen family bonds and enhance the spread of valuable and scientific health information online.

This paper aims to present the trajectory of corporate family-friendly policies (FFPs) in South Korea, as it evolved from an emerging economy to a developed country. The adoption of FFPs by South Korean corporations since the 1960s has been shaped by a dynamic interplay of cultural, political, economic, legal, social and organizational forces. The authors use the example of South Korea to propose a three-stage conceptual model for the adoption of FFPs in emerging economies.

Adopting the institution-based view, the authors explore the theoretical framework for implementing FFPs in corporations in emerging economies. This paper uses South Korea as a case study, reviewing its economic and corporate transitions from the early 1960s through 2023. The authors analyze cultural and macro-level forces, including political, economic, legal and social contexts to understand their impact on the adoption of FFPs.

The adoption of FFPs in South Korea encompassed three historical stages – embryonic, stagnant and leaping. The embryonic stage brought the birth of social interest in a worker-friendly environment, alongside rapid economic growth. In the stagnant stage, economic growth plateaued, resulting in stalled discussions of FFPs. In the leaping stage, economic recovery raised employee expectations, societal demands for FFPs to address ultralow fertility rates intensified and corporations adopted FFPs. All three stages are apparent in an emerging economy that is undergoing rapid growth and industrialization.

There has been scant investigation into the historical adoption of FFPs by emerging economies. The findings enrich the international literature by proposing a developmental model of the adoption of FFPs in emerging economies.

Interorganizational collaborations are crucial for delivering high-quality, integrated healthcare services. To maximize the benefits of these collaborative networks, effective governance structures and mechanisms must be in place. While previous studies have extensively examined organizational-level factors, such as partner capabilities and backgrounds, this study focuses on network-level factors, including collaboration structures and tie characteristics that shape effective network governance.

A systematic literature review (SLR) was conducted to identify and synthesize the key network-level factors influencing governance structures and mechanisms in healthcare networks.

The review identified 22 critical factors, categorized into three primary groups that impact network governance. These findings offer a robust foundation for developing context-sensitive governance models tailored to healthcare systems.

This study provides valuable insights for healthcare practitioners, policymakers and researchers by highlighting key factors that can improve interorganizational collaboration within healthcare systems. The findings contribute to both theory and practice, with the potential to enhance healthcare service delivery and patient outcomes.

This study is the first to systematically identify and categorize the network-level factors that influence governance structures and mechanisms in healthcare networks, providing a comprehensive and novel contribution to the field.

The study aims to identify the practical borders of AI legal personality and accountability in human-centric services.

Using a framework tailored for AI studies, this research analyses structured interview data collected from auditors based in Poland.

The study identified new constructs to complement the taxonomy of arguments for AI legal personality: cognitive strain, consciousness, cyborg paradox, reasoning replicability, relativism, AI misuse, excessive human effort and substitution.

The insights presented herein are primarily derived from the perspectives of Polish auditors. There is a need for further exploration into the viewpoints of other key stakeholders, such as lawyers, judges and policymakers, across various global contexts.

The findings of this study hold significant potential to guide the formulation of regulatory frameworks tailored to AI applications in human-centric services. The proposed sui generis AI personality institution offers a dynamic and adaptable alternative to conventional legal personality models.

The outcomes of this research contribute to the ongoing public discourse on AI’s societal impact. It encourages a balanced assessment of the potential advantages and challenges associated with granting legal personality to AI systems.

This paper advocates for establishing a sui generis AI personality institution alongside a joint accountability model. This dual framework addresses the current uncertainties surrounding human, general AI and super AI characteristics and facilitates the joint accountability of responsible AI entities and their ultimate beneficiaries.

As of 2023, the total number of Nobel Prizes granted in science, technology, engineering and math (STEM) fields was roughly 622 and of those, only 26 have been awarded to women. STEM fields have historically excluded women at all levels with increasing impact at the higher levels of the career ladder (NSF, 2010). The study serves to shed light on women’s and men’s experiences of belonging in STEM fields – uncovering similarities and differences between the two groups.

The study is a qualitative phenomenology, investigating the phenomenon of belonging in STEM among 39 workers in STEM fields.

Through this qualitative study, we uncovered the similarities around the three primary ways that both men and women conceptualized belonging in these spaces – through feeling heard and contributing, through representation and through feeling safe to take risks. We also identified differences in the ways the men and women conceptualized belonging, such as women’s stronger leadership orientation, greater pull toward connection and more negative mindsets around their inclusion in STEM spaces, and men’s strong orientation toward merit and performance, lesser leadership orientation and more positive mindsets about women’s belonging in STEM fields.

The study takes a novel approach by investigating the experiences of belonging in STEM fields, bringing to light new concepts about the different ways that groups experience belonging. The study uses the Appreciative Inquiry framing of questions to highlight the peak experiences of belonging.