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This paper mains to bring attention to the potential impact COVID-19 could have on suicide risk among individuals who are incarcerated and those reentering the community after incarceration (i.e. reentry), with particular emphasis on the USA, as well as provide possible solutions to mitigate suicide risk.

This paper provides an overview of the association between the COVID-19 pandemic policies and suicide, the vulnerabilities specific to prisoners during the COVID-19 pandemic, relevant suicide risk factors among prisoners, the possible impact of COVID-19 on suicide risk during reentry and proposed solutions for moving forward to mitigate both risks for COVID-19 and suicide.

This paper highlights that prisoners and individuals reentering the community are particularly vulnerable to COVID-19 and suicide risk and COVID-19-related stressors may further exacerbate known suicide risk factors (e.g. psychiatric symptoms, lack of positive social ties, low feelings of belonging, feelings of burden, economic problems) and suicidal thoughts and behaviors. This paper also discusses barriers (e.g. lack of funds, access to health and mental health care, COVID-19 testing and personal protective equipment) to managing COVID-19 and suicide risk within prisons and during reentry.

This paper provides a review of scalable solutions that could mitigate the impact of COVID-19 and suicide risk during this pandemic among prisoners and those reentering the community, such as psychoeducation, self-help stress management, telehealth services, increased access and reduced cost of phone calls, reduced or eliminated cost of soap and sanitization supplies in prisons and early release programs.

Using an online survey design and a primary data collection of police officers working in a large city in the southern United States, the current study finds evidence that officers perceptions of police legitimacy can be divided into two types: self-identification and perceived external legitimacy. The study investigates the role of perceived organizational support, leader–member exchange and demographic factors in predicting perceptions of self-identification and perceived external legitimacy.

The police legitimacy literature has focused primarily on the public's perceptions of the legitimacy of police. There is limited understanding of the components of officers' attitudes towards police legitimacy, or the predictors of those components.

Results of the Ordinary Least Squares regression models indicate perceived organizational support mediates the relationship between leader–member exchange and self-identification and perceived external legitimacy. Exploratory mediation analyses indicate perceived organizational support mediates both of those relationships.

The results provide further evidence that the two types of self-perceived legitimacy are analytically distinct. They differ from previous work in that demographic and organizational variables predict each type similarly, and that one predictor (POS) mediates the influence of another (LMX). The results have implications for future police self-legitimacy research.

The purpose of this paper is to evaluate an experiment to improve residents’ opinions of the police in Portland, Oregon. Officers conducted community engagement patrols (CEPs) in 60 high-crime areas. The CEPs prioritized non-investigative contacts with community members to build trust and promote positive police–community interactions in designated high-crime locations. It is hypothesized that community members living in/near intervention sites would report greater exposure to officers, more positive interactions and feel more positively about police than residents in control areas.

In total, 90 crime hot spots were identified using crime reports and calls for service. Locations were randomized into three groups: 2 CEPs/day (n=30), 4 CEPs/day (n=30), and control (i.e. no supplemental patrols, n=30). Officers were dispatched to treatment locations via the computer-aided dispatch system for 90 consecutive days, resulting in 16,200 scheduled CEPs. Surveys were mailed to 11,760 households immediately after the intervention ended and 1,537 were returned (13.1 percent).

Residents from intervention areas reported a higher number of positive police contacts, whereas contacts that residents perceived as negative did not differ between the three conditions. Community attitudes, including perceived police legitimacy, were generally unaffected by CEP dosage.

This paper documents the outcomes of a large-scale field experiment seeking to improve public attitudes toward police using directed CEPs in crime hot spots. Whereas the intervention succeeded in providing more opportunities for positive contact with police, attitude change may necessitate longer-term strategies.

The purpose of this paper is to explore how the acquisition experience – an acquiring firm’s experience of acquiring and integrating the resources of an acquired firm – affects the production resource efficiency of the acquiring firm.

The authors used data obtained from US manufacturing industries over the 1992–2014 period. The sample includes 784 acquisitions by 417 firms. The proposed hypotheses were tested through econometric analysis.

Results show that the acquisition experience has a positive association with production resource efficiency. The acquisition experience is most positively associated with acquiring firms’ production efficiency when they successfully accomplished previous performance outcomes. While the literature has recognized the relatedness of acquiring and acquired firms as a contextual moderator, the interaction of the related acquisition and the acquisition experience has no impact on efficiency benefits.

This study enhances the understanding of how prior acquisition experience can be leveraged by acquiring firms to gain efficiency benefits in the manufacturing industry.

Industry interest in equity‐based contingent claims models for evaluating credit risky securities has recently surged. These methods assume away valuation uncertainty that exists in practice. This article explores the impact of valuation uncertainty on these contingent claims models, by analyzing how varying levels of model uncertainty bias default probability estimates obtained from standard contingent claims models.

The police often respond to persons who are not in direct violation of the law, but are rather undergoing behavioral crises due to mental illness or substance abuse disorders. The purpose of this study is to examine how police behavior influences civilian bystanders' emotional responses and perceptions of procedural justice (PPJ) when officers interact with these populations, which traditionally have been stigmatized in American culture.

Using a factorial vignette approach, the authors investigate whether perceived public stigma moderates the relationship between police behaviors (i.e. CIT tactics, use of force) and PPJ. The authors also investigate whether emotional reactions mediate the relationship between police behaviors and PPJ.

Regardless of suspect population (mental illness, substance use), use of force decreased participants' PPJ, and use of CIT tactics increased PPJ. These effects were consistently mediated by anger, but not by fear. Interactive effects of police behavior and perceived public stigma on PPJ were mixed.

Fear and anger may operate differently as antecedents to PPJ. Officers should note using force on persons in behavioral crisis, even if legally justifiable, seems to decrease PPJ. They should weigh this cost pragmatically, alongside other circumstances, when making discretionary decisions about physically engaging with a person in crisis.

The use of Active Learning (AL) techniques can significantly improve the teaching–learning process, as the content is explored in a more interactive, participative, and relaxed way. Although expositive classes are still broadly used in Brazil, in this chapter we present some AL techniques, as well as experiences of their application, used in Brazilian K-12, undergraduate, and graduate Information Systems courses. As a result, we have noticed learning has been more effective, and students have been motivated by the use of these AL techniques. Although used in the context of Information System courses, the techniques could be adapted to other scenarios.

The study aims to look at deep eWOM providing behaviour in m-commerce and attempts to explore its antecedents. Personalisation is proposed as an indirect antecedent of deep eWOM providing behaviour mediated by hedonic and utilitarian value perceptions and personal identification.

Based on social-exchange theory, the conceptual model links the study antecedents to deep eWOM providing behaviour. The conceptual model was validated through a multi-country study. A large sample of m-commerce users in the UK (n = 505), India (n = 422) and Vietnam (n = 618) were contacted to collect the data. Data were analysed through structural equations modelling procedure with invariance analysis conducted to ensure that the results from the three samples could be compared. The authors also conducted post-hoc analysis to explore the mediation paths between variables.

The study finds support to the conceptual model across the samples from the three countries. Personalisation is found to increase value perceptions – both utilitarian and hedonic – and personal identification which leads to “deep” eWOM providing behaviour across all the three countries. The serial mediation also provides comparable results across the three countries.

The study contributes to the understanding of deep eWOM providing behaviour – a construct with high practical relevance which has however not been explored sufficiently in current literature. The study also contributes to the literature that analyses the consequences of personalisation in m-commerce.

In response to the call for deeper investigation of abusive supervision (Martinko et al., 2013), the purpose of this paper is to examine perceived supervisor competence and perceived employee mobility (an individual’s perception of his/her ability to obtain new employment) to better understand contextual and individual factors that potentially influence the degree of harmful supervisory behaviors experienced by employees.

Responses from 749 survey participants were analyzed to determine the impact of perceived supervisor competence and perceived employee mobility on perceptions of abusive supervisory conduct. A bootstrapping-based mediation analysis (Hayes, 2012) was used to test for mediation by the variables of interest.

The authors found that perceived supervisor competence is associated with weakened perceptions of abusive supervision, and that this relationship is partially mediated by respondents’ perceived occupational mobility.

The data are cross-sectional and were collected with a self-report questionnaire and compiled utilizing student-enumerators. The sample was also regional in scope and lacked information that would indicate if respondents were also supervisors.

These results imply that perceptions of abusive supervision can be mitigated by building stronger competencies in supervisors, which translates into greater individual employee perceived mobility. Human resource (HR) professionals can implement practices to decrease the likelihood of abusive supervisory conduct by ensuring that supervisors are competent in their jobs, facilitating a coaching/mentoring process between supervisors and subordinates and establishing/maintaining an effective developmental performance feedback process for supervisors.

Since perceived supervisor competence is one element of reducing abusive conduct, while also enhancing subordinate perceived mobility, selection and training efforts should focus on hiring and preparing individuals to be effective work supervisors. Enhancing worker capabilities and marketability may result in greater perceived occupational mobility and reduced perceptions of abuse by supervisors.

These results lend support to the argument that perceptions of abusive supervision can be mitigated by building stronger competencies in supervisors, which translates into greater perceived mobility among employees. Organizations may benefit through lowered employee turnover, employees may enjoy more harmonious, supportive relationships with their supervisors and HR staff may benefit by having competent supervisors who do not generate employee complaints and intentions to quit.

Behavioral ethics research in the field of management is burgeoning. While many advancements have been made, applying an organizational neuroscience approach to this area of research has the possibility of creating significant new theoretical, empirical, and practical contributions. We overview the major areas of behavioral ethics research concerning moral cognition and conation, and then we concentrate on existing neuroscience applications to moral cognition (moral awareness, moral judgment/reasoning, effects of moral emotions on moral reasoning, and ethical ideology). We also demonstrate the usefulness of neuroscience applications to organizational behavioral ethics research by summarizing a recent study on the neuroscience of ethical leadership. We close by recommending future research that applies neuroscience to topics such as moral development, group ethical judgments and group moral approbation, and moral conation (e.g., moral courage and moral identity). Our overall purpose is to encourage future neuroscience research on organizational behavioral ethics to supplement and/or complement existing psychological approaches.