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1 – 2 of 2Michael Egnoto, Gary Ackerman, Irina Iles, Holly Ann Roberts, Daniel Steven Smith, Brooke Fisher Liu and Brandon Behlendorf
Testing technologies for policing is costly and laborious. Previous research found that police can be reticent about technology adoption. The purpose of this paper is to…
Abstract
Purpose
Testing technologies for policing is costly and laborious. Previous research found that police can be reticent about technology adoption. The purpose of this paper is to examine law enforcement adoption of programmatic innovations focused on particular crime types (radiological and nuclear threats).
Design/methodology/approach
First, an expert police panel explored readiness to adopt an advanced technology (personal radiation detectors (PRDs)). A survey was then developed from the panel findings (n=101 sampled from East Coast metropolitan police).
Findings
Results indicated that on-duty device adoption was likely, but not off-duty. In addition, concerns about ease of carrying PRDs, personal health and security issues, and concerns about job performance were raised. Furthermore, findings suggest that police respond negatively to financial incentives, and focus instead on how innovations can contribute to their own safety and that of their immediate families. Additionally, results indicate that false positives are not a significant barrier to adoption, but device training is important.
Practical implications
This work gives insight how to engage officers more meaningfully in technology adoption for benefit of policing in the field.
Originality/value
This work expands previous police adoption literature and advances understanding of the increasing role officers are taking in counter-terrorism efforts in the USA with applications around the world.
Details
Keywords
Robyn Brouer, Rebecca Badawy and Michael Stefanone
This study aims to explore the consequences of inconsistent diversity-related signals for job seekers. Information sources include strategically crafted corporate signals…
Abstract
Purpose
This study aims to explore the consequences of inconsistent diversity-related signals for job seekers. Information sources include strategically crafted corporate signals and independent sources. The authors seek to understand the effect of inconsistent diversity signals on job seekers attitudes and behavior during recruitment.
Design/methodology/approach
An experiment was conducted wherein two samples from job-seeking populations were first exposed to a fictitious corporate website and then to LinkedIn profiles of that organization’s employees, with systematically varied diversity signals.
Findings
Results demonstrated that conflicting diversity signals had negative effects on perceived organizational attractiveness in the student sample (N = 427) and on organizational agreeableness in the working sample (N = 243). Negative organizational attraction was related to a lower likelihood of participants applying.
Practical implications
This work provides a stark but an important message to practitioners: signaling diversity-related values on corporate websites may backfire for organizations that actually lack diversity.
Originality/value
Few studies have combined communication theories with recruitment to examine the link between diversity signals and inconsistent information gathered via social media.
Details