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This article tests whether workers are indifferent between risky and safe jobs provided that, in labor market equilibrium, wages should serve as a utility equalizing device. Workers’ preferences are elicited through a partial measure of overall job satisfaction: satisfaction with job-related risk. Given that selectivity turns out to be important, we use selectivity corrected models. Results show that wage differentials do not exclusively compensate workers for being in dangerous jobs. However, as job characteristics are substitutable in workers’ utility, they could feel satisfied, even if they were not fully compensated financially for working in dangerous jobs.

This study seeks to investigate the nature and extent of employee retention and turnover for metropolitan police and fire departments.

In order to maximize the system production, the weakest link must be improved and all other links in the processes regulated to the speed of the weakest link. The weakest link is the constraint. In the case of public safety employee retention, there are several reasons given why employment is terminated. In order to increase the number of public safety personnel that are retained, all steps must be examined together to determine the constraint; the core problem for termination. Since the constraint is not always obvious, Goldratt developed the thinking process. This is a series of steps used to locate the constraint, determine the solution, and how to implement the solution. These steps are actually referred to as the thinking process.

Findings suggest that a proper cause and effect process will produce a desired path to change. It was determined how one type of organization could contain employee turnover by using the logic of Goldratt's thinking process.

This procedure is practical and can be applied to any problem anywhere at any time. This allows further research into other settings.

This process underscores the importance for a systematic process of problem‐solving by pin‐pointing the problem, determining a workable solution, and implementing the solution. The key is to begin by looking for the underlying causes of the problem which produces an undesirable effect. Using this structured cause and effect process, a future reality tree is then developed with the desired effect. This research reveals how the Goldratt thinking process can be applied to business problems with multiple variables.

This research is based on an actual situation in which employee retention was a problem for five years. By improving employee retention, additional human resource expenses are significantly reduced.

In this chapter, we have proposed that an important approach to understanding occupational stress and well-being among racial and ethnic minority workers is to integrate the occupational health disparities paradigm into work stress research. As such, the current chapter provides a state-of-the-art review of the existing literature on occupational health disparities for Latinos, Asian Americans, and African Americans. Each of the three sections has highlighted the unique occupational health problems encountered by the specific racial and ethnic group as well as the research and policy gaps. We end with a series of recommendations for future research.

The predominant psychological type among senior police officers is the extraverted‐sensing‐thinking‐judgement type, pragmatic and practical and thus ideally suited to many aspects of police work, according to data presented to 119 Australian senior police officers. The high proportion of extraverted‐thinking‐sensing‐judgement types may explain the common macho‐image of policemen. Low levels of self‐actualisation among police officers may limit honesty, openness, flexibility and concern for the good of the police force and society, as well as contributing to stress, so this aspect must be dealt with.

Addresses the issue of cultural diversity in the workplace. Covers the subjects of gender, multiculturalism and age‐related issues, providing a number of statistics for examples. Looks at the impact of technology in areas such as intranets, e‐mail and Web marketing, customer relationship management, virtual offices, automation and virtual teams. Examines the implications of these relationships for corporate America today and in the future.

The purpose of this paper is to estimate the impact of fixed-term contracts (FTCs) on labour productivity, wages (i.e. labour cost), and productivity-wage gaps (i.e. profits).

The authors apply dynamic panel data techniques to detailed Belgian linked employer-employee panel data covering the period 1999-2006.

Results indicate that FTCs exert stronger positive effects on productivity than on wages and (accordingly) that the use of FTCs increases firms’ profitability.

This paper is one of the first to examine the FTC-productivity-wage nexus while addressing three important methodological issues related to the state dependency of the three explained variables, to firm time-invariant heterogeneity, and to the endogeneity of FTCs.

The purpose of this paper is to empirically examine the relationship between police use of force and citizen complaints alleging improper use of force.

The current study utilizes official use of force and citizen complaint data, as well as surveys of patrol officers, from the Assessing Police Use of Force Policy and Outcomes Project, a multimethod National Institute of Justice funded study.

Bivariate and multivariate analyses revealed that the number of use of force incidents that officers were involved in, as well as the types and levels of resistance they encountered from citizens, was related to use of force complaints from citizens. That is, those officers that were involved in more use of force situations were engaged in force encounters where the highest level of citizen resistance was “failure to comply,” and faced higher cumulative levels of citizen resistance, received more complaints alleging improper use of force.

Studies of citizen complaints against police officers, especially those alleging improper use of force, should consider the number of force incidents officers are involved in, as well as other theoretically relevant force correlates.

Administrators, concerned with citizen allegations for improper use of force against their officers, should work to encourage their personnel to minimize the number of use of force applications, or at least less cumulative force, to resolve encounters with citizens.

While prior studies have examined police use of force and citizen complaints independently, the current study examines the empirical connection between use of force behavior and the generation of complaints from citizens.

This study aims to explore how the co-created value arising from integrated solutions results in both, intended and spill-over effects.

The research uses a qualitative multi-level field study, with data from 12 respondents in 1 supplier firm and 29 respondents from 10 buying firms.

The resulting propositions suggest that co-created value developed through exploitative and emerging strategies, each may lead to both higher intended and spill-over effects. However, it appears that exploitative strategies are more effective in returning intended effects, whereas emerging strategies lead to higher spill-over effects.

The results are exploratory, obtained from a limited number of buyer companies. Concerns of external validity were traded off against opportunities to gain insights into a poorly understood phenomenon.

The paper contributes to the existing value co-creation literature by offering insights from integrated solutions, associated with the development of buyer and seller relationships. The resulting propositions suggest that co-created value developed through both exploitative and emerging strategies may each lead to both higher intended and spill-over effects. However, it appears that exploitative strategies are more effective in returning intended effects, whereas emerging strategies lead to higher spill-over effects.