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In this beginner’s guide, the authors review considerations for format selection decisions. There is no one‐size‐fits‐all solution when it comes to how libraries make format choices. Ultimately, these decisions will vary depending on a library’s specific needs as outlined by its mission statement and collection development policy. Factors such as content, functionality, longevity, users, and cost play important roles in determining the most suitable option.

Law enforcement is a stressful career, especially to US-based officers. Officers are typically psychologically screened and declared fit for duty prior to completing training. Current personality research has demonstrated the potential for traits to increase or decrease due to a variety of factors, including time and stress levels. The purpose of this paper is to investigate how officers’ personality traits may differ based upon their levels of stress and lengths of service. This quantitative non-experimental research design recruited potential participants from several online-based, law enforcement officer-centric channels. Participants then completed a five-factor model (FFM) personality measure, the Law Enforcement Officer Stress Scale, and an accompanying demographic questionnaire. The participants’ FFM personality trait levels (dependent variable) were measured and compared to other participants’ trait levels based upon the independent variables of lengths of service and stress levels. The authors found the current sample had a higher mean stress level than any previously reported law enforcement officer sample. The personality trait agreeableness was significantly correlated with extraversion, and extraversion was significantly correlated with openness to new experiences. The authors found significant differences in several FFM traits for both career-related stress and length of service. The findings support previous research, contribute to the job demand-control model, and suggest the continued stress of the job may psychologically impact an officer. It is recommended law enforcement administrators be more aware of this potential and consider findings strategies to mitigate these trait differences.

This quantitative non-experimental research design recruited potential participants from several online-based, law enforcement officer-centric channels. Participants then completed a five-factor personality measure, the Law Enforcement Officer Stress Scale, and an accompanying demographic questionnaire. The participants’ FFM personality trait levels (dependent variable) were measured and compared to other participants’ trait levels based upon the independent variables of lengths of service and stress levels.

The authors found the current sample had a higher mean stress level than any previously report law enforcement officer sample. The personality trait agreeableness was significantly correlated with extraversion, r(159)=0.36, p<0.000; and, extraversion was significantly correlated with openness to new experiences, r(159)=0.28, p<0.000. The authors found significant differences in several FFM traits for both career-related stress and length of service.

These findings support previous research, contribute to the job demand-control model, and suggest the continued stress of the job may psychologically impact an officer.

It is recommended law enforcement administrators be more aware of this potential and consider findings strategies to mitigate these trait differences.

This is the first study to examine how personality may differ in law enforcement officers (LEOs) with both high stress and long careers. Logical follow-ups to this study would be longitudinal studies on LEOs.

The mobile medical consultation (MMC) service is growing rapidly, but not all consumers are always willing to actively engage with it. To address this issue, based on IT identity theory, this study explores the underlying mechanism of how two types of platform-related consumer experience influence MMC platform identity, in turn, result in consumer negatively-valenced engagement in MMC.

The data was collected from 400 consumers with the experience of MMC and analyzed by the partial least square (PLS) method.

The findings unfold that these two distinct consumer experience, servicescape experience (i.e. perceived telepresence and perceived platform surveillance) and service search experience (i.e. perceived diagnosticity and perceived serendipity), are associated with MMC platform identity and consumer negatively valenced engagement with MMC.

Research on consumer negatively-valenced engagement in the field of MMC is still in a nascent stage. The study identifies consumer experience in accordance with the unique context of the MMC platform and fills the research gap on the role of IT identity in consumer negatively valenced engagement.

Service robots can offer benefits to consumers (e.g. convenience, flexibility, availability, efficiency) and service providers (e.g. cost savings), but a lack of trust hinders consumer adoption. To enhance trust, firms add human-like features to robots; yet, anthropomorphism theory is ambiguous about their appropriate implementation. This study therefore aims to investigate what is more effective for fostering trust: appearance features that are more human-like or social functioning features that are more human-like.

In an experimental field study, a humanoid service robot displayed gaze cues in the form of changing eye colour in one condition and static eye colour in the other. Thus, the robot was more human-like in its social functioning in one condition (displaying gaze cues, but not in the way that humans do) and more human-like in its appearance in the other (static eye colour, but no gaze cues). Self-reported data from 114 participants revealing their perceptions of trust, anthropomorphism, interaction comfort, enjoyment and intention to use were analysed using partial least squares path modelling.

Interaction comfort moderates the effect of gaze cues on anthropomorphism, insofar as gaze cues increase anthropomorphism when comfort is low and decrease it when comfort is high. Anthropomorphism drives trust, intention to use and enjoyment.

To extend human–robot interaction literature, the findings provide novel theoretical understanding of anthropomorphism directed towards humanoid robots.

By investigating which features influence trust, this study gives managers insights into reasons for selecting or optimizing humanoid robots for service interactions.

This study examines the difference between appearance and social functioning features as drivers of anthropomorphism and trust, which can benefit research on self-service technology adoption.

How does a manager’s coaching behaviour encourage taking charge behaviour among subordinates? Although prior research has found a positive association between managerial coaching behaviour and employee performance, to date few studies have examined its effect on proactive behaviours in the workplace such as taking charge. Drawing on social exchange theory (SET) and social cognitive theory (SCT), this study develops a theoretical model to examine the mediating effects of work engagement and role breadth self-efficacy (RBSE) in the relationship between managerial coaching and subordinates taking charge. Additionally, drawing on social role theory (SRT), we test whether our proposed relationships are contingent on subordinates’ gender.

We tested our proposed moderated-mediation model using empirical data collected across two waves from 196 employees within a large Malaysian services enterprise. Partial least squares structural equation modelling was used to test the proposed hypotheses.

The results revealed that managerial coaching has a significant, positive relationship with taking charge, work engagement and RBSE. However, only work engagement was found to partially mediate the relationship between managerial coaching and taking charge. Subordinates’ gender was found to positively attenuate the direct effect between managerial coaching and taking charge among females. However, the mediating effects of work engagement and RBSE in managerial coaching and taking charge were found to be not contingent on subordinates’ gender.

Finding from this study reveals that managerial coaching is useful in shaping employees' taking charge behaviour through work engagement. Hence, organisations should focus on strategies aiming to enhance managers' coaching capabilities.

This study extends the nomological networks of managerial coaching by highlighting it as a predictor of taking charge. Moreover, drawing on SET and SCT to explain the mechanism of managerial coaching and taking charge, we provide a novel perspective on how managerial coaching can influence taking charge. Specifically, we highlight the critical role of work engagement as a key mechanism that influences the relationship between managerial coaching and taking charge. Finally, we demonstrate managerial coaching as a means through which organisations can improve individual functioning.

Since the development of the COVID-19 vaccinations, questions surrounding race have been prominent in the literature on vaccine uptake. Early in the vaccine rollout, public health officials were concerned with the relatively lower rates of uptake among certain racial/ethnic minority groups. We suggest that this may also be patterned by racial/ethnic residential segregation, which previous work has demonstrated to be an important factor for both health and access to health care.

In this study, we examine county-level vaccination rates, racial/ethnic composition, and residential segregation across the U.S. We compile data from several sources, including the American Community Survey (ACS) and Centers for Disease Control (CDC) measured at the county level.

We find that just looking at the associations between racial/ethnic composition and vaccination rates, both percent Black and percent White are significant and negative, meaning that higher percentages of these groups in a county are associated with lower vaccination rates, whereas the opposite is the case for percent Latino. When we factor in segregation, as measured by the index of dissimilarity, the patterns change somewhat. Dissimilarity itself was not significant in the models across all groups, but when interacted with race/ethnic composition, it moderates the association. For both percent Black and percent White, the interaction with the Black-White dissimilarity index is significant and negative, meaning that it deepens the negative association between composition and the vaccination rate.

The analysis is only limited to county-level measures of racial/ethnic composition and vaccination rates, so we are unable to see at the individual-level who is getting vaccinated.

We find that segregation moderates the association between racial/ethnic composition and vaccination rates, suggesting that local race relations in a county helps contextualize the compositional effects of race/ethnicity.

The purpose of this paper is to examine empirically how managers establish ethical guanxi (interpersonal relationships) with their business partners to prevent potential ethical incidences in Chinese and Western business contexts.

The present study is guided by a qualitative, abductive approach and draws on in-depth interviews with ten senior managers in five urban New Zealand organisations.

The results point out that guanxi (interpersonal relationships) purely working through renqing (reciprocity) is not sustainable, because it perpetuates a never-ending cycle of favours, once exchanging favours stopped or disappeared, then business relationships dwindled. To establish an ethical guanxi model, the authors found that xinyong (trust) is the foundation, and its enlargement stimulates lijie (empathy) that transfers pure business relationships to a genuine friendship which enhances ethical decision-making. They also posit that once managers are embodied with lijie, then they will have the virtue of ren to behave like junzi (ideal Confucian ethical person) whose business actions tend to be intrinsically guided by a sense of obligation to do something right that will work for diverse stakeholders’ interests, for the prosperity of organisations and society.

This study suggests that managers should take Confucian virtues of xinyong (trust) and lijie (empathy), because they will trigger ren (humanity) as an intrinsic value. In this way, it is more likely for them to become junzi (ideal Confucian ethical person) whose business actions are intrinsically guided by a sense of obligation to do something right that benefits various stakeholders, organisations and society.

This study contributes to the extant literature on preventing ethical incidents of guanxi (interpersonal relationships) by drawing a framework of ethical guanxi, which is built on Confucian virtues of xinyong (trust), lijie (empathy) and ren (humanity). Further, this paper strongly suggests that companies should educate their staff to become more humane to make moral decisions in daily management practice.

This study aims to examine the effect of corporate social responsibility (CSR) on banks’ capital, value and risk by investigating its impact on capital inflows and asset quality. The authors aim to investigate the value-protective characteristics of socially responsible performance.

This study uses a two-stage least squares approach with instrumental variables, with bank and year fixed effects to address concerns regarding endogeneity, specifically reverse causality and unobservable factors.

The results confirm a positive association of CSR with capital adequacy, including higher quality Tier 1 Capital. The authors find strong evidence that banks with higher CSR scores are associated with greater bank value and lower risk. The extended analyses find that the improvement in capital is from annual growth in capital and lower risky assets.

The research advances the field by providing new empirical evidence of a positive association between CSR and capital, including high-quality Tier 1 Capital. This study complements the prior research by simultaneously examining the dynamic links between CSR and capital, bank risk and bank value. The findings are consistent with the view that there is a dynamic link in which CSR affects the operations of banks.

The aim of this research is to explore the relationship between destination supply-side factors, visitor demand-side factors and the role of local government authorities in supporting the drive tourism market with effective interventions. A mixed methods approach was used to gather qualitative data from 14 destination stakeholders, which informed the development of a survey of 397 drive tourists to the Atherton Tablelands, in the far north of Australia. The findings identified stakeholder concerns about fragmented regional promotions by different regional entities, weakened destination branding and infrastructure needs. Drive tourist surveys indicated that although the destination provides a competitive tourism experience, there were concerns about the availability of information. This research highlights the danger of destination disunity, and the theoretical and practical contributions of the learning destination concept to understanding the importance of destination-wide, stakeholder collaboration, although it may be difficult to implement.