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To present a method for calculating the discount rate that teams apply to future-year draft picks relative to current-year draft picks and then apply that method to the actual draft picks and trades over the period 2011–2022.

The National Football League (NFL) Draft permits teams to trade the selection rights for current-year and future-year draft picks. We seek to calculate the discount rates associated with NFL Draft trades. With this method, we calculate the discount rate for each trade by NFL teams involving a combination of current-year and future-year draft picks since 2011, when the NFL ratified a new collective bargaining agreement that instituted a draft-pick salary scale and capped the length of draftees’ contracts.

We find that teams' annualized discount rates in trading away future-year draft picks are quite steep, averaging more than 100% per year. These steep discount rates suggest that teams are pressured by market competition to adopt a “win now” approach in devaluing the future draft choices relative to the present draft choices.

The actual discount rate for each trade is not known with certainty when the trade is transacted. This uncertainty arises because the within-round order of future-year picks is determined by teams’ future performance, which is not known at the time of the transaction.

In reporting these findings, we acknowledge the limitations of our analysis. The dataset is small, as there are on average between five and six trades per year involving current-year and future-year picks. More observations could have been included by extending the timeframe to before 2011, but we opted against doing so because the NFL’s 2011 CBA changed teams’ draft calculus by imposing a draft-pick salary scale and capping the length of draftees’ contracts. In addition, our discount rates as calculated are ex post facto in that they are calculated after the future-year drafts have been held. While these are the actual discount rates for the trades as transacted, the actual discount rate for each trade is not known with certainty when the trade is transacted. This uncertainty arises because the within-round order of future-year picks is determined by teams’ future performance, which is not known at the time of the transaction. As an aside, we also re-estimated each trade’s discount rate with an adjustment for that uncertainty, and the median discount rate for all 61 trades was still over 100% per year.

Providing insights into NFL Draft management behavior and decision-making for current-year and future-year draft picks since 2011, when the NFL ratified a new collective bargaining agreement that instituted a draft-pick salary scale and capped the length of draftees’ contracts.

This paper aims to evaluate how five Operation Soteria Bluestone (OSB) participating forces integrated principles of procedural justice and proactive disruption of offending into their investigations, specifically during the closing stages of a case when considering exit strategy and longer-term prevention.

A mixed-methods approach was taken, including 32 semi-structured interviews with officers and 59 case reviews of recent rape and serious sexual offences (RASSO). Data analysis methods included qualitative thematic analysis of interviews, while data from reviewed case logs was extracted and analysed using a bespoke case review tool.

Increased workloads, preparation of evidence and relational/communication difficulties with the crown prosecution service (CPS) were identified as barriers to implementing long-term disruption options. Dedicated resourcing, training and support are needed to promote suspect-focused investigative strategy and wider uptake of long-term disruption methods. Early investigative approach was also found to have “snowball” effects on suspect exit strategy, with initial lack of suspect focus and preoccupation with victim credibility, impeding consideration of long-term disruption and safeguarding options. Findings also point to a disparity between promising practice in relation to procedural justice for victims and (a relative lack of) proactive policing of repeat suspects.

The study represents a novel contribution to research on policing RASSO, illustrating the scale and nature of the obstacles to changing how these offences are investigated, even when under intense scrutiny from policy makers. It also highlights how increased organisational investment and support is linked to positive changes in practice in some forces.

Competitiveness is an important personality trait that has been studied in various disciplines and has been shown to predict critical work outcomes at the individual level. Despite this, the role of competitiveness in groups and teams has received scant attention amongst organizational researchers. Aiming to promote future research on the role of competitiveness as both an adaptive and maladaptive trait – particularly in the context of work – the authors review competitiveness and its effects on individual and team stress and Well-Being, giving special attention to the processes of cohesion and conflict and situational moderators. The authors illustrate a dynamic multilevel model of individual and team difference factors, competitive processes, and individual and team outcomes to highlight competitiveness as a consequential occupational stressor. Furthermore, the authors discuss the feedback loops that inform the different factors, highlight important avenues for future research, and offer practical solutions for managers to reduce unhealthy competition.

There is an urgent need to translate climate change awareness into tangible climate adaptation strategies. The built environment is identified as one of the kick-off points in making climate change adaptation as the built environment shares a dual-way relationship. While the built environment largely contributes to the climate change-triggering factors, it also becomes highly vulnerable in the face of climate change impacts. Tied up with the interconnectedness of the built environment processes and associated systems, the involvement of numerous stakeholders from different spectrums creates the need for a holistic and multi-stakeholder approach in developing climate response strategies for the built environment. Accordingly, this study aims to identify the roles and responsibilities of the different built environment stakeholders in climate change adaptation.

The study consisted of a scoping review at the initial stage, contextualising studies based on secondary data, and semi-structured expert interviews in five different countries: the UK, Sweden, Malta, Spain and Sri Lanka. The paper summarises the findings of the individual country-level desk studies and 65 built environment stakeholder interviews representing national and local governments, communities, academia and research organisations, civil organisations, professional bodies and the private sector. The findings were validated through focus group discussions in two stakeholder seminars.

The findings summarised a set of key roles and sub-roles for each stakeholder category, considering the current status and needs. The national governments need to set a long-term vision, enabling multi-sector interventions while promoting investment and innovation in climate change adaptation. The local governments overlook local adaptation plans, while the community is responsible for decarbonising operations and practising adaptation at the local level. Civil organisations and professional bodies are the voice of the community, linking policy and practice. Academia and research are responsible for nurturing skills and new knowledge, and the private sector must contribute by adopting climate resilience into their business portfolio and corporate social responsibility.

This research is part of an Europe-Union-funded research project, Built Environment leArning for Climate Adaptation (BEACON), which aims to develop skills and competencies of the built environment professionals so that they will be adequately equipped to handle the adaptation process of the built environment needs to adapt in facing the climate change impacts.

The paper provides an in-depth analysis of the roles and responsibilities pertaining to each category of the different stakeholders in effectively adapting the built environment to withstand the climate change consequences. Demarcation of each stakeholder’s roles and responsibilities separately facilitates collaboration and coordination between the different parties and provides a more holistic approach to climate change adaptation in the built environment.

This paper examines the relationship between the adoption of accrual-based IPSAS and the level of perceived corruption of Latin-American countries, considering the moderating effect of the country’s institutional quality.

The study adopted a longitudinal analysis of 19 countries, between 2010 and 2020, following a quantitative approach by using multiple linear regression with panel data.

Main findings indicate that the harmonization of public sector accounting through the adoption of IPSAS generates a positive effect on the corruption level in Latin-American countries, causing a reduction in their indexes of perception of corruption. The countries’ institutional context, as hypothesized, increases such effect, making it even more significant in the cases of partial adoption.

To improve accountability and decision-making in public sector entities overall, contributing to reduce corruption, IPSAS adoption requires an institutional environment favorable to take the best of their benefits.

The adoption of IPSAS in an environment with a high institutional quality, allows a greater effect in reducing corruption in the jurisdiction.

This study contributes by providing a comprehensive view of IPSAS and its impact on perceived corruption levels, expanding the existing research to Latin America, where corruption is generally high and IPSAS may contribute to reduce it. It makes an important addition by defining and considering an index of the country’s institutional quality, providing evidence that when this is high, the context enhances the work of institutions, including IPSAS, to fight corruption.

While the passenger airline sector has faced various crises over the past decades, including multiple oil price shocks, events like 9/11 and the ensuing “war on terror,” as well as outbreaks such as SARS and MERS, the COVID-19 pandemic, a once-in-a-century event had an unparalleled impact on both regional and global levels. The industry witnessed extensive disruptions to entire route networks for months, compelling airlines to implement substantial service cutbacks. Additionally, stringent public health measures such as lockdowns and travel bans mandated by governments worldwide severely limited airlines' ability to operate efficiently. To mitigate the financial strain caused by prolonged lockdowns, airlines sought unprecedented levels of financial relief from governments, including direct emergency subsidies and loans, to bolster their balance sheets. This chapter delves into the strategic decisions made by European airlines in bargaining and nonbargaining nonmarket strategy (compliance, avoidance, and so forth) with industry regulators as part of their comprehensive crisis management strategies. We analyze the specific actions taken by European airlines to protect their commercial interests and explore how the interplay between bargaining and nonbargaining approaches unfolded. Furthermore, we reflect on the insights gained from these experiences and consider how they may influence future regulatory strategies adopted by the airline industry. A key lesson of this period is the salience of aviation to the economies of Europe and the ability of the airlines to influence governments to offer significant levels of financial support to ensure the operating continuity of airlines.

Since Title IX of the Education Amendments of 1972 (Title IX) was signed into law, the landscape of sport in the United States has changed dramatically, not only in terms of sport participation rates for girls and women but also increased levels of support, sponsorship, viewership, competition and media coverage. While educational institutions were slow to develop and implement policies to comply with Title IX, decades later, girls' and women's sports have shown clear signs of having reaped the benefits of the law that prohibits discrimination on the basis of sex or gender in educational programmes receiving federal funding. As girls' and women's participation in scholastic and collegiate sport has grown, however, so too have reported incidents and public exposure of harmful hazing activities among female athletes. The purpose of this chapter is to examine hazing practices in girls' and women's sports, including the perspectives of female athletes and the broader community. Based on quantitative and qualitative survey data, interviews with college female athletes and public responses to hazing reports in the media, this chapter presents an analysis of hazing in girls' and women's sports 40+ years post-Title IX. Findings showed mixed opinions about the dangers and perceived utility of hazing ceremonies, highlighted athletes' ideas to promote positive team interactions in lieu of hazing and considered the impact of contemporary social and cultural shifts on athletes' ability and willingness to speak out against hazing and other forms of violence and abuse in sports.

Research examines the effectiveness of different-race presenter avatar use on bias reduction in single-session online diversity training. Building on research that indicates different-race presenter use in in-person diversity training and different-race presenter avatars in online interactions are effective in reducing bias, this paper aims to test the use of simulated Inter Group Social Contact (IGSC) theory in single-session online diversity training. Undergraduate business students at nine United States institutes of higher education participated in an online training module that provided either a same-race or different-race presenter avatar to each participant. Participants then completed the Modern Racism Scale. The data were analyzed using T-tests and an analysis of covariance. Potential drawbacks to the use of different-race presenters and the diversity of the student bodies at participating institutions are considered. Results suggest that the use of different-race presenter avatars in brief online diversity training does result in less racial bias in some groups but is not effective among the groups such training is designed to affect. The results are cautionary. Organizations are advised to use multi-installment training programs when using a different-race presenter avatar to improve the effectiveness of online diversity training.

Participants were asked to answer demographic questions, to view a video with one of two avatars representing the online diversity training presenter, then to complete the Modern Racism Scale questionnaire. Results were evaluated based on school membership, representing the diversity of the school’s student body, gender and self-identified race using Independent T-tests and covariate analysis.

The effect of the use of different-race presenter was minimal and was not uniform across groups. Bias was not reduced in male or nonminority groups. Felt bias of minority respondents was reduced. There was a weak correlation between the diversity of school populations and the effect of different-race diversity presenters.

Participants were undergraduate students invited to participate by their instructors. Participants self-identified their gender and race.

The use of different-race diversity presenters in single session online diversity training is cautioned against.

Though the use of different-race diversity training presenters has been found to reduce bias in multisession online training and in in-person training, the use of different-race diversity training presenters may not be beneficial in single session online diversity training. Thus, this innovation is limited in its use. Specifically, felt bias by the object of bias was reduced, which is considered a negative response to diversity training. Single session online diversity training is more likely to be used by smaller firms which employ much of the workforce.

The effect of different-race diversity presenters had been tested in multisession online training and in in-person training, but not in single-session diversity training.