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This paper aims to explore the relationship between board composition and a firm’s commitment to combatting climate change. Specifically, this study investigates how various characteristics of the board, namely its size and presence of independent directors, and of the directors themselves, including gender diversity, age, educational background and national homogeneity, affect the corporate-level climate change orientation. From a theoretical standpoint, the authors take a cross-fertilizing perspective, bridging upper echelons theory with agency, resource dependence and critical mass theories.

The study uses ordered probit regression models on a hand-collected multi-country and multi-industry sample of 35 listed firms included in the Global Climate Change Liquid Equity Index (GALPLACC) provided by ECPI. This index is particularly relevant as it focuses on firms that have demonstrated a commitment to climate change, providing a robust dataset for the analysis.

The findings underscore the importance of disentangling various characteristics of corporate boards and directors. Specifically, the orientation toward climate change is negatively influenced by both board size and having a higher number of independent directors, while it is positively affected by reaching a critical mass of women on the board. Conversely, factors such as average age, educational background and the level of national homogeneity do not show significant effects.

This paper has an exploratory nature and contributes to the ongoing debate on the crucial, yet controversial role played by board-level and directors’ sociodemographic characteristics in shaping a firm’s environmental stance. Moreover, this study offers potential recommendations for policymakers regarding board composition to enhance firms’ climate change orientation.

The purpose of this paper is to explore the relationship between board attributes and firm value to identify board attributes that are “pleasant” to have from what is required to have in financial and non-financial firms.

The paper uses five measures of firm value to estimate the relationship between internal governance mechanism for financial and non-financial firms using system generalized methods of moments.

The paper finds that board independence and board size is a “must” have and value-enhancing board attributes for financial firms. On the contrary, board independence may be considered as a “pleasant” board attribute for non-financial firms. Further, the paper finds that duality is not value-enhancing board attribute for both financial and non-financial firms.

The findings imply that differences in requirements for strategic or resource and monitoring functions in financial and non-financial firms are responsible for the differences in board attributes that are value-relevant for these firms.

The findings suggest that the value relevance of board attributes differs in financial and non-financial firms.

Much empirical work has examined body-worn cameras (BWCs), and there is a growing interest in early intervention systems (EISs) in policing. Whether the effects of these accountability mechanisms are stable by officer gender and race remains unknown – important assumptions of each program despite differences in misconduct levels and policing practices by subgroups of officers (i.e. male vs female officers, White vs Black and Hispanic officers).

The current study uses data from a large Southwestern police department to examine the influence of BWCs and an EIS on alleged and sustained patrol officer misconduct between January 1, 2016 and December 31, 2020.

In line with expectations and the intended goal of these programs, the effects of BWCs and the EIS on officer misconduct were stable by officer gender and race.

Given the importance of addressing officer misconduct to build and maintain community trust and the rapid expansion of BWCs and EISs across the United States, it is vital that police departments consider the accountability programs they implement and the equity of these programs. The current study provides insight into this process in one agency and offers policy implications and directions for future research.

This study aims to conduct an analysis of the strategy used by Royal Malaysian Police in auditing investigation records and information.

Qualitative methodologies were used based on the pragmatic philosophy and a case study approach.

This paper discusses the strategy for auditing the investigation records and information (AIRI), which includes the pre-auditing (input), auditing (process) and post-auditing (output) phases that will be used to develop the AIRI framework.

This study focuses on auditing investigative records and information that may not be universally applicable to all organisations.

The implications arising from this paper are those related to the need to understand, promote and implement auditing of records and information in organisations.

This study presents an opportunity and establishes the foundation for enhancing and broadening the scope of information auditing, a crucial component within the records and information management (RIM) life cycle.

The article aims to explore how the military police in Brazil’s Northern Region incorporate “difference” and “diversity” into leadership, focusing on women in leadership roles. It examines institutional changes in leadership styles and the development of inclusive practices. The goal is to understand the competencies women bring to police leadership and how these can transform organizational culture.

The study employed in-depth interviews with 20 women’s police leaders in Pará, using MAXQDA for data analysis and criteria sampling for participant selection to achieve data saturation.

The study results indicate that women’s leadership in the Military Police of Pará fosters a new organizational culture, emphasizing shared and transformational leadership. Women’s leaders are seen as adaptable and resilient, capable of balancing professional performance with emotional management. Traits such as empathy and sensitivity are prominent, creating a more humanized work environment. Additionally, the creativity and charisma of women’s leaders facilitate the development of innovative solutions to complex problems, demonstrating the transformative impact of women’s leadership within the police.

The study’s limitations include its focus on a specific region with a small sample size, reliance on self-reported data, which may introduce bias, and findings deeply embedded in the local cultural contexto in the police.

The practical implications of this study include encouraging the development of formal networks and mentorship opportunities, particularly those led by women. These initiatives aim to promote gender equity within the police force by preventing women from being disadvantaged in competitive processes such as exams and performance evaluations, thereby eliminating implicit biases. Implementing mentorship programs that connect experienced women officers with aspiring officers can facilitate the exchange of practical knowledge and experience while developing essential skills like empathy, compassion and emotional balance.

The originality and value of this study lie in its focus on the unique competencies and leadership styles of female leaders in the Military Police of Northern Brazil. It highlights how these leaders introduce empathy, creativity and resilience into the traditionally male-dominated police culture, fostering a more inclusive and effective organizational environment. This research fills a gap by providing insights into how female leadership can transform police practices, emphasizing the importance of diversity and gender-sensitive approaches in law enforcement.

This study explores the influence of police coercive actions during Stop, Question, and Frisk (SQF) encounters on citizen complaints of police misconduct in 76 precincts in New York City.

Using data from NYPD's SQF reports, Citizen Complaint Review Board, and demographic measures, the analysis focuses on specific coercive actions (frisk, search, summons, physical force, and arrest) and their association with citizen complaints (excessive force, abuse of authority, discourtesy, and offensive language).

Bivariate and multivariate analyses revealed frequent lower-level coercive actions, such as frisks and summons, are linked to increased citizen complaints. Surprisingly, higher levels of coercive actions involving force and arrests do not substantially impact complaints, challenging conventional assumptions.

The research underscores the importance of transparency, accountability, and positive police-community relations. Addressing precinct-specific characteristics influencing the relationship between coercive actions and citizen complaints is crucial for fostering a more constructive and accountable policing approach in New York City precincts.

This study challenges assumptions by providing a distinctive perspective on the impact of police coercive actions during SQF encounters on citizen complaints. The unexpected finding that higher levels of coercive actions, typically involving force and arrests, do not substantially impact complaints contributes to the discourse on police-community interactions, offering a nuanced understanding of the relationship between specific coercive actions and citizen complaints.

The aim of this study is to examine predictors and mediators of work-related stress among Hong Kong police officers.

Quantitative secondary survey data were used, based on surveys collected from 335 police officers in Hong Kong between May and June in 2020.

It was found that operational stressors were directly and positively related to work-related stress among Hong Kong police officers. The more the operational stressors, the more the work-related stress. It was also found that internal procedural justice had an indirect effect on work-related stress via work engagement among Hong Kong police officers. More internal procedural justice fostered an increased work engagement, causing less work-related stress.

Given that the nature of secondary cross-sectional survey data, causal relationships are difficult to make.

Results from this study contribute to the expansion of the job demands-resources model (the JD-R model). This study used structural equation modelling (SEM) for quantitative secondary survey data analysis, providing a more accurate understanding of this topic. This study provides insights into how to formulate relevant measures to reduce work-related stress in policing occupation.