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This article details a research approach that created impact through suspending assumptions of Western research methods and positioning Indigenous research partners as experts and co-creators of the research process.

The research partnership placed Indigenous ways of knowing, being and doing at the center of research design and methodological choices. At all decision-making points upon commencement of the research, Indigenous (non-academic) research partners were engaged and determined the outcomes of the research partnership.

The impact of this research partnership was three-fold. First, this partnership impacted women directly through employment of Australian Indigenous Environmental Rangers as research associates. Second, the partnership increased awareness and collectivism of Indigenous women’s voices as leaders and advocates for policy change, bringing a new cohort of women rangers wishing to participate as research associates in the project. Third, was the establishment of a National Forum and the formal application for a $1,000,000 Australian Research Council Linkage Project grant to continue research at the National Forum.

We offer readers the opportunity to observe our process of engaging in effective research collaborations with Australian Indigenous peoples who are typically not included as co-creators and equal partners in Western academic research. The research collaboration centered upon Indigenous ways of knowing, being and doing to amplify impact. We demonstrate the impact of framing the research as storytelling, so enabling data collection through the culturally safe methods of “dadirri” as well as the “yarning circle”, both of which privilege Indigenous knowledge systems.

Workplace mavericks are often labeled as non-conformists. They are perceived to be the employees who disregard organizational policies and procedures, and who invite huge risks in the pursuit of goals that sit outside what the organization dictates as the core business or practice. While this may be accurate to a degree, it is not the complete story. Guided by recent conceptualizations of non-conformity and positive deviance, this qualitative study interviewed 27 observers of mavericks (observer-types) in the workplace, and 28 interviews with mavericks (maverick-types). Results highlight that while maverick individuals do challenge organizational norms, they do so for the benefit of others, including the organization. Additionally, they are not wildcard non-conformists as they do in fact conform. However, they are conforming positively to higher level hyper-norms or organizational goals, and therefore operate in what could be termed as bounded non-conformity. Understanding the form that this bounded non-conformity takes is key for organizations to mitigate perceptions of the risk posed by maverick individuals, while maximizing the rewards that maverick employees can offer to organizations, especially for informing ideas and plans around more radical change and innovation. In this way, organizations can benefit from the numerous and unique contributions of mavericks in the workplace, such as innovative, unorthodox, and out-of-the-box thinking, while at the same time still ensuring the effective governance and risk management of the organization.

The Models of Child Health Appraised (MOCHA) project recognises that child health policy is determined to a great extent by national culture; thus, exploring and understanding the cultural influences on national policies are essential to fully appraise the models of primary care. Cultures are created by the population who adopt national rituals, beliefs and code systems and are unique to each country. To understand the effects of culture on public policy, and the resulting primary care services, we explored the socio-cultural background of four components of policy-making: content, actors, contexts and processes. Responses from the MOCHA Country Agents about recent key national concerns and debates about child health and policy were analysed to identify the key factors as determinants of policy. These included awareness, contextual change, freedom, history, lifestyle, religion, societal activation and tolerance. To understand the influence of these factors on policy, we identified important internal and external structural determinants, which we grouped into those identified within the structure of health care policy (internal), and those which are only indirectly correlated with the policy environment (external). An important child-focused cultural determinant of policy is the national attitude to child abuse. We focused on the role of primary care in preventing and identifying abuse of children and young people, and treating its consequences, which can last a lifetime.

This work aims to summarize literature on police recruitment and retention and how changing conditions may affect these. It uses a bucket metaphor to conceptualize and present visually how these can interact with each other and create a dynamic police staffing challenge.

The literature review includes more than 150 works on police recruitment and retention, organized into discussions on the demand for police, the supply of police, and how systemic and episodic changes affect each.

Existing research suggests police agencies face a threefold challenge in meeting the demand for officers: attrition is likely to increase, sources of new recruits might be decreasing, and police responsibilities are expanding. Attrition might increase because of baby‐boom generation retirements, military call‐ups, changing generational expectations of careers, budget crises, and organizational characteristics. Sources of new recruits might be decreasing because of a decrease in the qualified applicant pool, changing generational preferences in selecting careers, increased competition for persons who might qualify as police officers, expanded skill requirements for police officers, uncompetitive benefits, and many of the organizational characteristics causing attrition. Policing responsibilities are expanding because of new roles in community policing, homeland security, and emerging crimes.

This work summarizes, as no other has previously, the extant research on police recruitment and retention. Many holes remain in the literature, but identifying the extant literature can help identify these and possible means to fill them. Reviewing the extant literature can also help agencies identify the proper lessons to face their own recruitment and retention challenges.

The aim of this paper is to highlight and provide a stronger focus on the nature of human resource management (HRM) in Jordan.

This paper discusses four practices of HRM: recruitment and selection, training and development, performance appraisal and rewards and benefit; and links these practices with social factors: political environment, economical issues and cultural values.

The findings suggest that HRM in Jordan has not yet received due attention. The employee recruitment and selection process is largely inadequate and needs effective attention. In many Arab and more specifically Jordanian organizations, expenditure and time spent on training and development are considered unuseful and unnecessary functions.

The effectiveness of even skilled and qualified employees will be limited if they are not encouraged and motivated to work, but through HRM practices, they can be encouraged to work harder and smarter. Increasingly, employees' performance and skills can also be influenced by HRM practices, which control the acquisition and development of the organization's human capital.

Jordanian organizations are facing major problems surrounding the development of human capital, including high turnover rates and a lack of skilled employees. Low spending on research, training and development has fuelled these problems. HRM literature shows that many Arab organizations, including public and private Jordanian organizations, need to devote more attention to their HRM practices.

The author explores the variety of ways in which sports brands have risen to prominence and how the development of particular activities and relationships, with athletes, fans, media and regulators, are designed to present them as authentic. This status is crucial given the cultural and emotional significance of sport alongside its ability to underpin forms of collective belonging. A range of examples, including Red Bull, Nike, Patagonia, Olympic skateboarding and Manchester United Football Club, are used to highlight these processes as well as the complexity of the contemporary social, cultural and political landscapes that such brands now operate in.

This paper seeks to examine the risk relevance of fair value income measures under IAS 39 and IAS 40.

The study sample comprises Jordanian insurance companies. Data were collected from two main sources: Jordanian insurance companies' annual reports, and the official website of the Amman Stock Exchange. The study begins by investigating the volatility of four income measures, calculated by including and excluding holding gains or losses of financial instruments and property investments. Then it examines the association between its four income volatility measures and one stock market‐based risk factor, in order to provide evidence on the risk‐related information content of each income volatility measure.

Income based on fair values reflects income volatility more than historical cost‐based income. It is also found that income is (not) more volatile with the recognition of unrealized fair value gains/losses on financial instruments (investment property). Results of assessing the relative explanatory power of income volatility measures suggest that not all fair value income volatility measures can be a good proxy of the total risk. On the contrary, none of our income volatility measures provides significant incremental risk‐relevant information for total risk.

Most prior studies have focused on the value relevance of fair value accounting in Western developed countries, and mainly in the banking sector. This study makes a significant contribution to existing knowledge via exploring the applications of fair value accounting by insurance companies and investigating the implications of mark‐to‐market on risk, instead of share price, in an emerging country – Jordan. The findings of this study are useful to researchers and capital‐market participants interested in explaining accounting and market risk measures.

This empirical study’s primary goal is to examine the connection between accounting information and share price for financial companies listed on Jordan’s expanding Amman Stock Exchange (ASE) between 2014 and 2018.

The correlation between accounting data and share price was investigated using multiple regression analysis. In this vein, “pooled ordinary least squares (OLS), fixed effect and random effect” static panel data estimators were used. The OLS model was chosen as the best model after a series of diagnostic tests.

The multiple proxies of accounting information value relevance have a positive and considerable impact on the market value per share, according to panel data research. Comparatively, the authors find proof that among the other accounting data – earnings, dividends and cash flow from operations – book value is statistically the most value-relevant.

This empirical investigation was only conducted in Jordan. Because it is very likely to obtain different results in other nations, the findings cannot be applied to other business environments.

The findings of this paper may highlight the amazing relationship between accounting information and share price for policymakers, regulators and other stakeholders in developing nations, notably in Jordan. This could pave the way for effective accounting disclosures.

Seldom does empirical research on the relationship between accounting data and share prices from publicly traded companies on ASE exist. So, by demonstrating empirical findings from Jordanian companies, this study fills the gap in the existing literature and knowledge.