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Ghana’s legal framework for procurement has undergone substantial reform to increase its efficacy. However, disregard for legal obligations set forth has resulted in issues of fraud, corruption and poor oversight. This study seeks to synthesize literature on the recognition of legal obligations arising from tendering procedures and measures to promote fairness, transparency and accountability under Ghana’s procurement framework.

Legal frameworks and publications from diverse countries have been synthesized using a systematic literature review across three databases (Scopus, JSTOR and HeinOnline) to illuminate key concepts, issues and best practices relevant to the study. Data obtained from included publications was synthesized using Sandelowski and Barroso’s two-step approach by using a qualitative meta-summary and thematic synthesis.

The study reveals that issues of conflict of interest, corruption, lack of capacity, inadequate oversight and insufficient legal follow-through hinder the effectiveness of procurement regulations. The findings highlight the need for targeted improvements in resource allocation for consistent application of transparency measures, regular publication of notices and robust enforcement of accountability mechanisms. The report proposes the creation of a common data environment for networking and information dissemination, implementing feedback systems and trust rating schemes.

The study contributes to the body of knowledge on procurement regulation by providing a thorough analysis of Ghana’s procurement framework. The findings will help policymakers close the observed implementation gaps by guiding the revision of current legislation and the introduction of new regulations. Research findings can be used to guide the creation of focused training courses.

This study, one of the first of its kind in Ghana, examines the current procurement framework, including legal obligations and implementation challenges. It contributes to the body of knowledge on the subject by providing a current and fact-based analysis as well as relevant recommendations for strengthening the framework.

This paper aims to explore the current trends in corruption and investigate the characteristics of corporate gift policies and their role in preventing bribery.

This is a descriptive study based on primary data from a recent sample of Canadian companies’ codes of conduct and secondary data from recent corruption surveys published by non-governmental organisations.

This study shows that 25% of all private and public corruption cases generate financial damages of more than US$1m per case and that 50% of all investigated fraud cases are corruption cases (ACFE, 2022). Furthermore, the Western Europe and EU region is perceived as least corrupt, whereas Sub-Saharan Africa is perceived as the most corrupt region (Transparency International, 2022). However, bribery is fairly common in nine EU countries where 10% or more of public service users bribed public officials to influence their decisions (Transparency International, 2021). Results from primary data show that 9.3% of firms put a total ban on gifts given to governmental officials, whereas 35.2% require a superior’s approval and only 5.5% state a dollar limit for the gift. Results also show that not a single firm prohibits the giving of gifts to non-governmental stakeholders or the receiving of gifts from any type of stakeholder. This paper argues that gifts can bias the recipient’s judgement and improperly influence future business decisions based on the gift’s subjective value, nature and context.

This paper extends previous research by examining the characteristics of corporate gift policies. It also helps organisations improve their gift policies in an effort to reduce corruption.

It is the first paper to investigate the characteristics of corporate gift policies and their role in preventing corruption.

Through the study, we identified four effective paths to improve governance performance and also found the key direction for future research on digital twin urban implementation of public crisis governance, i.e. how to find a balance between the cost and the effectiveness of governance.

A total of 22 urban public emergencies were selected based on key influencing factors, and four action paths to improve the performance of public crisis governance in digital twin cities were obtained using a fuzzy set qualitative comparative analysis model.

This paper identified digital twin technologies in urban public crisis governance, analyzed the key factors of public crisis governance in the digital twin city and proposed a path of action to improve the performance of public crisis governance in digital twin cities.

This study focuses on the influencing factors of public crisis governance in digital twin cities and the action paths to promote improved governance performance.

Literature and research are emerging in an effort to contribute to strategy development and implementation to address these challenges. Currently, there is no readily identified study that combines examination of both academic and grey (i.e. media, government, and non-government reports) literature in a recent time frame (2019–2023) focused specifically on identification of the factors that influence attrition and retention rates; or detailed studies that have evaluated the implementation of strategies to address these challenges within the law enforcement and policing employment field. The study presented in this article seeks to add to the body of knowledge informed by recent (2019–2023) literature and in parallel offer insight into the critical areas of influence to be considered by police and law enforcement decision-makers.

The study utilised the PRISMA-P concept for systematic reviews as a general guide for identifying appropriate literature which revealed a total of 37 academic peer-reviewed articles and 21 grey literature documents contributing to identification of five overarching areas influencing attrition and retention.

The study identified the following factors contributing to attrition and retention: Job satisfaction and organisational factors; Supervision; Work-life balance; Recruitment, Training and Officer expectations; Financial compensation and job alternatives. There are differences in factors between this study and previous studies, i.e. recruitment strategies related to officer expectations was identified as a contributing factor. These additional factors offer a further contribution to future policy and strategy deliberations and implementations to address the workforce levels within police agencies.

Future research endeavours may include examining the outcomes of strategic endeavours addressing the five core influencing factors for retention of law enforcement and police officers.

The identification of these five factors drawn from the literature review offers potential direction/areas of concentration for law enforcement and policing agencies to direct their efforts in addressing retention and attrition of staff.

Currently, there is no readily identified study that (a) combines examination of both academic and grey (i.e. media, government and non-government reports) literature in a recent time frame (2019–2023) focused specifically on identification of the factors that influence attrition and retention rates; or detailed studies for addressing these challenges within the law enforcement and policing employment field. The study presented in this article seeks to address this gap in the literature and in parallel offer insight into the critical areas of influence to be considered by police and law enforcement decision-makers.