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Police procedural justice is essential in shaping police legitimacy and public willingness to cooperate, yet factors that affect police fair treatment of citizens are not fully understood. Using the data of the National Police Research Platform (NPRP), Phase II, this study examines the effects of three key organizational factors (i.e. effective leadership, supervisory justice and department process fairness) on officers’ procedural justice in police stops.

Innovatively, this study links police data with citizens’ data and conducts multilevel analyses on the effects of a host of citizen, officer, incident, and, importantly, agency characteristics on officer behaviors during over 5,000 police stops nested within 48 police agencies.

The results showed that the fairness of the departmental process had a positive effect on officer procedural justice, while the fairness of the supervisor was inversely associated with procedural justice on the street.

The linked data demonstrated that organizational fairness affected street procedure justice.

The purpose of this study is to test the hypotheses proposed by Konadu et al. (2023) for the first time and provide empirical insight on the subject. Corruption concerns affect all economies, but those attempting to avoid foreign grants are especially vulnerable. Stakeholders in these economies have pushed for more honest public sector (PS) workers and better oversight of public funds in an effort to build a more trustworthy and efficient government to improve PS performance. Just as the mechanisms through which employee integrity (EI) influences work performance (WP) have not been proven empirically, neither has the effect of EI on WP in African economies. Also, how purposeful leadership (PL) interacts with EI to boost WP is yet to be empirically examined in the integrity literature.

This paper surveyed and analysed the responses of 875 workers across the three most corrupt large PS organisations in Ghana using Smart PLS 4. Perceived organisational support and contract fulfilment functioned as control factors influencing job satisfaction (JS, a mediator). Psychological need satisfaction and perceived procedural justice serve as control factors for organisational identification (OI, an additional mediator). Education, tenure, job position, sex and age were used as control variables in WP. Product indicator and variance accounted for (VAF) methods were used to estimate the impacts of moderation and mediation, respectively. A 5% level of significance was determined.

As hypothesised, this study found that EI and WP had a significantly positive connection (ß = 0.119, p = 0.026), and both JS (VAF = 25.16%) and OI (VAF = 39.59%) partially mediated this connection. Moreover, PL positively moderated the EI–JS (ß = 0.155, p = 0.000) and EI–OI (ß = 0.095, p = 0.000) connections.

This paper affords empirical insight on the EI–WP relationship, how this relationship is mediated and how the EI–JS and EI–OI relationships are amplified. In this context, it sheds light on new ways in which EI and WP in the PS are improved. In addition, this paper provides a roadmap for forthcoming academics to test the hypotheses in diverse PS contexts globally to triangulate the results.

Leadership in PS organisations must maintain a “values-grounded approach” to all parts of human resource (HR) practices, including hiring, performance reviews, leadership enhancement programmes, training and promotions, if they are to attract, develop and retain employees who stand for the sector’s ethics and beliefs.

This research gives African nations proof that enhancing EI in the PS is important, and it lays out the many ways in which EI transforms into WP. It also draws attention to the challenges that purposeful leaders may help alleviate and the opportunities that they may present.

To the best of the authors’ knowledge, the hypotheses put forward in the conceptual research by Konadu et al. (2023) are tested empirically for the first time in this study. It also adds to the empirical literature that already exists on EI, JS, OI, WP and PL in the PS. This contributes to the disciplines of integrity, performance and leadership by enhancing theoretical frameworks and expanding upon existing knowledge.

One of the main roadblocks to increasing uptake of national police accreditation (i.e. accreditation from the Commission on Accreditation for Law Enforcement Agencies (CALEA)) is concern among some in law enforcement that promoting national standards for policing would undermine local control. The purpose of this study is to assess whether CALEA-accredited police departments are more (or less) likely than non-CALEA-accredited police departments to utilize information from resident surveys to inform agency operations.

This study utilizes data from the Law Enforcement Management and Administrative Statistics (LEMAS) survey and cardinality matching, a quasi-experimental approach, to estimate the relationship between CALEA accreditation status and utilization of information from resident surveys among municipal police departments.

We find that agencies that subscribe to national police accreditation are more likely to use resident surveys to prioritize crime/disorder problems, evaluate officer or agency performance, guide training and development and inform agency policies and procedures compared to matched agencies that do not subscribe to national police accreditation.

While there is research on the effects of national police accreditation on traditional policing outcomes, there is a paucity of research on whether national police accreditation undermines the ability of local residents to affect policing standards. The findings from this study suggest that national police accreditation may enhance the power of local residents to affect policing.

This paper aims to present a literature review on the emerging field of employee moonlighting, which refers to holding more than one job at a time. It also attempts to integrate the literature on employee moonlighting and present the related research themes.

This is a systematic literature review (SLR) using the basic guidelines of SLR. A search string is designed, and the prominent database is searched. The results are screened based on self-designed inclusion and exclusion criteria. The qualitative analysis of selected 89 research studies uses inductive thematic analysis and proposes a framework.

The outcome of the present study consists of a conceptual framework, themes and sub-themes related to employee moonlighting, propositions, and the pictorial representation of the overall outcome. The four key themes that emerged are determinants and traits of moonlighting intentions, the impact of moonlighting on employer and employee, policy, and economic implications, respectively.

The study provides insight into the factors that lead to moonlighting intentions and activity. The managers can understand and analyze these factors and can formulate policies to streamline the moonlighting activity with the organizational goals and for the company’s benefit. Academic scholars can adopt some research ideas from the themes and gaps suggested and can work on them in the near future.

Performance problems in the public sector (PS) necessitate adaptation due to the sector’s uniqueness. Purposeful leadership (PL) may resolve PS adaptive performance (AP) problems. However, there is a paucity of research on the influence of PL on AP. Using data from three large PS organisations in Ghana, this research explores the relationship between PL and AP through job satisfaction (JS) and organisational identification (OI). It also explores the moderating effect of organisational integrity (IN) on the PL–JS and PL–OI relationships.

This paper created and tested a research model using the responses of 875 public servants in Smart PLS 4. Contract fulfilment and perceived organisational support functioned as control factors influencing JS (an intervener). Perceived procedural justice and psychological need satisfaction serve as control factors for OI (another intervener). Age, sex, tenure, education and job position were used as control variables in AP. To assess the role of moderation, we utilised the product indicator approach, and to estimate the role of mediation, we used variance accounted for (VAF). A significance level of 5% was established.

As anticipated, this study found that PL and AP had a significantly positive connection (t = 2.229, p = 0.000, β = 0.138). Both JS (VAF = 27.37%) and OI (VAF = 39.21%) partially mediated this connection. IN positively moderated the PL–JS (t = 4.249, p = 0.000, β = 0.165) and PL–OI (t = 3.704, p = 0.002, β = 0.099) connections.

This paper provides a theoretical and empirical understanding of the PL–AP relationship, how this relationship is facilitated and how the PL–JS and PL–OI relationships are strengthened. It provides a roadmap for upcoming scholars to test the hypotheses in diverse PS contexts globally to broaden the field of leadership. It will be insightful to show how JS and OI jointly mediate this relationship and the potential mediating role of job embeddedness in further studies.

Human resource (HR) practices in PS organisations, such as selecting, leadership enhancement initiatives, promotions, training and performance evaluations, must be guided by a “values-driven strategy” if leadership is to find, cultivate and keep employees capable of devising innovative strategies to manage unforeseen circumstances at work. The leaders are required to demonstrate the values of their organisations in order to set up a role model.

This study highlights the obstacles that purposeful leaders have the potential to mitigate, as well as the prospects that they might offer. It shows the essence for PS organisations to uphold and maintain high integrity standards as their hallmark.

This paper is the first to create and test a research model that shows the relationship between PL and AP. It also shows the different mechanisms (JS and OI) that make this effect possible, as well as the good work environment (i.e. IN) that allows the PL–JS and PL–OI relationships to grow.

The rise of communication software has changed our work style. The objectives of this study are: (1) to explore the effect of supervisors making after-hours work requests using communication software (SWRUCS) on employees’ job stress, quality of life and (2) to examine the moderating effect of personality traits and the cross-level contextual effect of social support.

A questionnaire survey was conducted to obtain information from 357 employees.

The results suggested that SWRUCS exacerbated job stress, which negatively impacted on quality of life and well-being. Moreover, different personality traits can either increase or decrease the positive or negative effect of SWRUCS on job stress. This study also revealed that social support can reduce employees’ job stress in a cross-level fashion. Furthermore, social support, especially organizational and supervisory support, can decrease the negative effect of job stress on employees’ quality of life and well-being.

Theoretically, this study has broadened the research scope of the organizational application of communication software, and practically, this study has demonstrated the reason why organizations should provide social support and select employees with suitable personality traits.

This study explores how emotional intelligence, customer orientation, deep acting and surface acting influence job satisfaction among middle managers in their interactions with customers, colleagues and business partners. By examining these factors, we aim to provide insights into their collective impact on job satisfaction and interpersonal dynamics within organizational contexts.

By involving 95 middle managers at Indonesian Internet service providers as respondents, this research used a questionnaire to collect data. Next, the data were analyzed using the partial least square-structural equation modeling (PLS-SEM) technique, which evaluated measurement models and structural models. A total of twelve hypotheses were tested in this study.

This study found that customer orientation does not have a significant effect on deep acting, thereby nullifying its indirect effect on job satisfaction. Conversely, it's demonstrated that both deep acting and surface acting serve as partial mediators in the relationship between emotional intelligence and job satisfaction. Furthermore, surface acting emerges as a partial mediator in the connection between customer orientation and job satisfaction.

By exploring the relationship between customer orientation, emotional intelligence and job satisfaction among employees, this study seeks to reveal novel insights. The study examines the impact of these critical elements, which are necessary for middle managers to effectively manage their emotions and cultivate significant connections, on their overall job satisfaction and interpersonal dynamics in their diverse responsibilities.

This study aims to investigate the impact of job rotation on employee performance and explores the mediating role of human resources (HR) strategy and training effectiveness on this relationship, within the petrochemical industry, which represents a highly specialist and hazardous industrial context.

Data was collected through a questionnaire which was distributed among the experts working in an Iranian petrochemical organization. Previously validated scales were used to measure job rotation, employee performance, HR strategy and training effectiveness, and partial least squares structural equation modeling was used for hypothesis testing.

The research findings indicated that job rotation had a negative effect on employee performance, while training effectiveness and HR strategy positively mediated the relationship between job rotation and employee performance. This highlights the importance of ensuring effective training and a HR strategy to support job rotation of skilled and specialist employees.

Managers of employees in specialist and hazardous industries, such as petrochemical workers, interested in job rotation to support employee career development, should be mindful of potential negative implications on employee performance. To support and improve employee performance, job rotation should be considered alongside HR strategy and training.

Previous research has largely focused on the value of job rotation to develop managers’ organizational understanding and to reduce injury within blue-collar work, which has led to a paucity of research into job rotation within highly skilled and specialist industrial roles. It is highlighted within the literature that it remains unclear what supports effective job rotation. This study addresses this lacuna by investigating how job rotation affects employee performance in a highly skilled and specialized industry and how strategy and training effectiveness mediate this effect.

This study explores the determinants of police officer support for pre-arrest/booking deflection programs that divert people presenting with substance use and/or mental health disorder symptoms out of the criminal justice system and connect them to supportive services.

This study analyzes responses from 254 surveys fielded to police officers in Delaware. Questionnaires asked about views on leadership, approaches toward crime, training, occupational experience and officer’s personal characteristics. The study applies a new machine learning method called kernel-based regularized least squares (KRLS) for non-linearities and interactions among independent variables. Estimates from a KRLS model are compared with those from an ordinary least square regression (OLS) model.

Support for diversion is positively associated with leadership endorsing diversion and thinking of new ways to solve problems. Tough-on-crime attitudes diminish programmatic support. Tenure becomes less predictive of police attitudes in the KRLS model, suggesting interactions with other factors. The KRLS model explains a larger proportion of the variance in officer attitudes than the traditional OLS model.

The study demonstrates the usefulness of the KRLS method for practitioners and scholars seeking to illuminate patterns in police attitudes. It further underscores the importance of agency leadership in legitimizing deflection as a pathway to addressing behavioral health challenges in communities.

In Trinidad and Tobago, there is significant reliance on the traditional and centralized police service to engage in crime response and suppression in urban and rural areas. In this regard, policing scholarship has largely focused on the impact of policing within urban areas, producing a gap in knowledge on what policing rural spaces entails. Despite this, there is some understanding that policing rural spaces can engender diverse challenges and calls for variability in policing strategies. The current study examines the lived experiences of police officers stationed in rural communities in Trinidad and Tobago.

Using the descriptive phenomenological approach, semi-structured interviews were conducted with eleven police officers stationed in rural communities throughout the country.

Interviewees narrated the importance of community dynamics and community-specific needs in shaping their roles and functions when operating in and serving these communities. Three major themes were identified: (1) network activity in policing; (2) engagement in localistic and service-oriented approaches and (3) community-specific challenges.

The findings suggest that while there is an emphasis on traditional law enforcement responsibilities, in the rural context, police responsibilities and duties are constantly being redefined, reframed and broadened to meet the contextual community and geographic-specific diversities and demands.