Claire Anumba, A.R.J. Dainty, S.G. Ison and Amanda Sergeant
The UK construction industry faces unprecedented skills demands which have been fuelled by sustained sectoral growth and a concurrent downturn in the number of young people…
Abstract
The UK construction industry faces unprecedented skills demands which have been fuelled by sustained sectoral growth and a concurrent downturn in the number of young people entering the industry. However, patterns of supply and demand are not uniform across the country, with regional and local skills shortages being determined by the specific socio‐economic context of the area under consideration. Thus, developing effective labour market policy demands spatially‐oriented labour market information which can be reconciled against industry growth forecasts within a particular region or locality. This paper explores the potential of Geographic Information Systems (GIS) in providing such a mechanism for enhancing the labour market planning process. The paper details how GIS can aid construction labour market planning through its ability to integrate disparate labour market information efficiently, thereby placing analysts in a better position to understand specific spatial patterns. A range of datasets were strategically combined in order to reveal regional nuances in labour demand and supply which would be difficult to discern without the use of such a tool. Although the GIS output would need to be considered in combination with a range of other forecasting techniques if robust projects of labour demand and shortage are to be generated, it nevertheless offers an effective decision‐support tool for informing labour market policy in the future.
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Claire E.H. Anumba, Andrew Dainty, Stephen Ison and Amanda Sergeant
Despite a substantial investment in construction information and communications technology (ICT) in recent years, the structure, culture and ingrained working practices of the…
Abstract
Purpose
Despite a substantial investment in construction information and communications technology (ICT) in recent years, the structure, culture and ingrained working practices of the sector are such that the industry's organisations represent problematic arenas for their successful implementation. In order to better understand the factors affecting the integration of a new ICT within the industry, this paper seeks to examine the implementation of a geographic information system (GIS) aimed at facilitating an aspect of the labour market planning process within the construction sector. The paper explores the interplay of structural, social and technical factors which, when combined, can complicate the implementation of ICT systems.
Design/methodology/approach
In the case study presented, the considerable potential of the system to facilitate the implementation of a labour market initiative was affected by a range of internal and external factors. An analysis of the implementation process and the socio‐technical systems that surround it shows how these factors combined to delimit the abilities of the system to meet the needs of the organisation.
Findings
The findings of this work have clear resonances for an industry renowned for its conservative culture and slow uptake of new technologies. They also underscore the importance of developing flexible implementation approaches which are able to cope with an organisation's external environment and changing requirements.
Originality/value
The lessons learned are used as the basis for a set of recommendations for enabling construction organisations to better prepare themselves for ICT implementation in the future through proactive planning and end‐user engagement.
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Ramya Yarlagadda, Catherine Bailey, Amanda Shantz, Patrick Briône and Ksenia Zheltoukhova
The purpose of this paper is to examine the prevalence of purposeful and ethical leadership in a UK county police force – referred to by the pseudonym PoliceOrg. The paper also…
Abstract
Purpose
The purpose of this paper is to examine the prevalence of purposeful and ethical leadership in a UK county police force – referred to by the pseudonym PoliceOrg. The paper also evaluates the extent to which officers feel their values fit with those of the organisation, and the outcomes achieved by purposeful and ethical leaders.
Design/methodology/approach
A questionnaire survey, interviews and focus groups were conducted at PoliceOrg. The findings are compared with those from a public sector case study and with a representative sample of the UK working population.
Findings
Purposeful leaders at PoliceOrg have a positive impact on important outcomes for their direct reports and provide a sense of direction and guidance to those who do not feel a strong fit between their values and those of their organisation.
Research limitations/implications
The study focuses on a new construct (purposeful leadership) that has not previously been explored in the academic literature. Consequently, the findings cannot be directly compared with those of other studies. The survey focused on the views of police sergeants and constables, and only one police force participated as a case study; hence, the generalisability of the findings is limited.
Practical implications
Police organisations should nurture and sustain workplace environments where leaders can translate their personal moral code and ethical values into their role behaviours to address the policing challenges of the future.
Originality/value
This study elucidates the concept of purposeful leadership in the context of a police force.
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Jacek Koziarski and Jin Ree Lee
This paper explores the various challenges associated with policing cybercrime, arguing that a failure to improve law enforcement responses to cybercrime may negatively impact…
Abstract
Purpose
This paper explores the various challenges associated with policing cybercrime, arguing that a failure to improve law enforcement responses to cybercrime may negatively impact their institutional legitimacy as reliable first responders. Further, the paper makes preliminary links between cybercrime and the paradigm of evidence-based policing (EBP), providing suggestions on how the paradigm can assist, develop, and improve a myriad of factors associated with policing cybercrime.
Design/methodology/approach
Three examples of prominent cybercrime incidents will be explored under the lens of institutional theory: the cyberextortion of Amanda Todd; the hacking of Ashley Madison; and the 2013 Target data breach.
Findings
EBP approaches to cybercrime can improve the effectiveness of existing and future approaches to cybercrime training, recruitment, as well as officers' preparedness and awareness of cybercrime.
Research limitations/implications
Future research will benefit from determining what types of training work at the local, state/provincial, and federal level, as well as evaluating both current and new cybercrime policing programs and strategies.
Practical implications
EBP approaches to cybercrime have the potential to improve police responses to cybercrime calls for service, save police resources, improve police–public relations during calls for service, and improve police legitimacy.
Originality/value
This paper links cybercrime policing to the paradigm of EBP, highlighting the need for evaluating and implementing effective evidence-based approaches to policing cybercrime.
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Dilip K. Das and Amanda L. Robinson
This paper describes the current state of policing in Norway. Interview data were collected from police administrators, police academy instructors, and police recruits. In…
Abstract
This paper describes the current state of policing in Norway. Interview data were collected from police administrators, police academy instructors, and police recruits. In addition, observational data were collected from patrol ride‐alongs. The organizational structure of Norwegian police at the national level; individual police stations; police recruitment and training; traffic regulation, law enforcement, order maintenance and crime prevention; and police‐public interactions in Norway are discussed. Distinct features of the Norwegian police include a flat hierarchy, strong union influence, and informal selection methods, all of which derive from the unique sociodemographic and geographic landscape of Norway combined with the influence of British and European models of policing.
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In Chapter 1, a broad overview of the scope of entrepreneurialism in policing and criminal contexts which are broadly positive in nature was developed. In Chapter 2, the scrutiny…
Abstract
In Chapter 1, a broad overview of the scope of entrepreneurialism in policing and criminal contexts which are broadly positive in nature was developed. In Chapter 2, the scrutiny to cover socio-cultural and organisational barriers to the implementation of entrepreneurial policing are extended. These include police culture, organisational traits such as ‘Machismo’ and ‘Conformism’, the restrictive nature of the police rank structure, the military model of policing, bureaucracy, risk-aversion, anti-entrepreneurialism, anti-intellectualism, the ‘Maverick’ stereotype, and the ‘Questioning Constable’. Many of these elements are of a negative nature and inhibit the implementation of entrepreneurial policing and practices. Also the entrepreneurial organisation and issues such as privatisation, commercialisation, innovation, and technology which also inhibit entrepreneurialism in policing contexts, but which also offer significant opportunities, are considered.
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Scott W. Phillips and Amanda Terrell-Orr
Early research assumed there was a ubiquitous police culture that resisted change and outsiders. Recent scholarship questions this assumption, but most of the studies focussed on…
Abstract
Purpose
Early research assumed there was a ubiquitous police culture that resisted change and outsiders. Recent scholarship questions this assumption, but most of the studies focussed on the attitudes of street-level police officers. This study examined the attitudes of police supervisors toward the use of volunteers in policing. The purpose of this paper is to examine general police attitudes held by police supervisors within the context of the use of volunteers in policing.
Design/methodology/approach
Surveys were distributed to over 400 police supervisors attending the Federal Bureau of Investigation (FBI) National Academy (NA) program. Items used to measure general police attitudes were borrowed from the Project on Policing Neighborhood study. These items were submitted to a factor analysis and three general police attitudes were identified (expectations for citizen involvement, expectations for order maintenance, and expectations for aggressive law enforcement). Other items were constructed to measures several aspects of using volunteers in policing. While the respondents are a convenience sample of police supervisors, they represent police agencies of various size, location, and type.
Findings
Expectations for citizen involvement and order maintenance were significantly related to each of the volunteerism variables in ways that suggest openness if not acceptance to the use of volunteers in policing. These results were seen in the bivariate correlations and were sustained in the regression analysis. Police supervisors with an expectation of aggressive law enforcement, however, were not related to any volunteer measures.
Research limitations/implications
The sample of police supervisors is a convenience sample of supervisors attending the FBI's NA, and it is likely that the results are not what would be expected from a random sample of police supervisors. Also, the survey instrument offered limited space for items, thus restricting the attitude questions that could be included. Still, these data from a nationwide sample of police supervisors lends support to the body of scholarship questioning the existence of a universal police culture where all police officers see the world the same way.
Originality/value
There is a distinct lack of empirical research focussing on police supervisors, and what is available is limited in sample size and generalizability. This study can shed additional light on the salience of a pervasive and singular police culture. Further, an understanding of the attitudes of the police supervisors toward the use of volunteers in policing can be applied to other agencies that want to improve or implement a volunteer program.
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Amanda Allisey, John Rodwell and Andrew Noblet
Frequent absences from work can be highly disruptive, whilst also potentially indicating problematic working conditions that can lead to increased withdrawal behaviour. The…
Abstract
Purpose
Frequent absences from work can be highly disruptive, whilst also potentially indicating problematic working conditions that can lead to increased withdrawal behaviour. The purpose of this paper is to test the predictive capability of an expanded effort-reward imbalance model on employee absenteeism within the context of policing.
Design/methodology/approach
Three separate reward systems are identified by the effort-reward imbalance model. In this study, the authors assessed these individual components for their contribution to officer withdrawal behaviour in the form of absenteeism frequency. Data were gathered from a sample of operational officers (n=553) within a large Australian police agency.
Findings
Findings indicate that there was a strong influence of social rewards such as social support and recognition in the workplace on officer absenteeism rates. Low workload was associated with a higher frequency of absenteeism suggesting a potential underloading effect. There were a number of significant interactions providing support for the effort-reward imbalance mechanism and the separation of the reward construct. Security rewards were particularly influential and significantly moderated the relationship between effort and absenteeism.
Research limitations/implications
Differential effects of occupational rewards were identified in the study, indicating that there are significant opportunities for expansion of the effort-reward imbalance model along with opportunities for HRM practitioners in terms of employee recognition and remuneration programmes. This research was focused on a specific sample of operational officers, therefore should be expanded to include multiple occupational groups.
Originality/value
This paper considers and expanded model of worker strain and contributes a longitudinal assessment of the association between perceived effort and reward systems and worker absenteeism.
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The purpose of this paper is to examine the effect of individual factors on the transfer of human resource management (HRM) knowledge in Chinese subsidiaries of multinational…
Abstract
Purpose
The purpose of this paper is to examine the effect of individual factors on the transfer of human resource management (HRM) knowledge in Chinese subsidiaries of multinational corporations, and to explore the relationships between individual factors and introduce the concept of joint effect‐integrated capability.
Design/methodology/approach
Based on the notion that certain factors can affect knowledge transfer (KT), this paper examines the effect of four factors, i.e. cultural difference and adaptability, language and communication, working relationship, and motivation and willingness, on the transfer of HRM knowledge. The paper is based on an empirical study of 22 individual HR professionals from 21 Chinese subsidiaries. Data were collected through semi‐structured interviews conducted between January and April 2004 and an exploratory data analysis was carried out with the assistance of Nvivo software.
Findings
The study has found that Chinese HR managers have the ability of all four factors to facilitate the transfer of HRM knowledge. The findings further suggest that integrated capability‐joint effect could be generated from the four factors and affect the transfer process jointly. When the capability is positive, it facilitates the transfer. Conversely, when the capability is negative, it impedes the transfer.
Research limitations/implications
The findings not only extend the understanding of the effect of single factor on KT, but also the interrelationship between individual factors, their joint effect‐integrated capability and the transfer process.
Originality/value
Existing research has concentrated on studying the effect of single factor on KT, knowledge management by and large. There is little research investigating the correlations between individual factors. This paper addresses this gap and introduces the concept of joint effect, integrated capability.