Drawing on theories of representative bureaucracy, we examine whether increased representation of women in police forces in England leads to a higher rate of domestic violence arrests. To do so, we use panel regression techniques to analyze the links between gender representation and variations in the arrest of domestic abuse perpetrators when controlling for a range of other relevant variables, including the relative prosperity of the local population and the size of the police force. Our statistical results suggest that the rate of domestic violence arrests varies in terms of the authority and discretion accorded to women police officers. We find that the presence of a female police chief constable is positively associated with the domestic violence arrest rate, but that increased representation of female police officers makes a difference only when they are accorded greater opportunity to carry out frontline police work.

Drawing upon Talent Management (TM) literature from around the globe, we critically appraise the transferability of this human resource management strategy to the public sector. While TM has received scholarly attention in the private sector, it remains under-researched in the public sector. We address this deficit by employing a systematic review of TM research. The original contribution of this article is: (1) a definition of public sector talent and TM; (2) a discussion on TM applicability to public organizations by reviewing internal and external parameters influencing its implementation; and (3) a critical appraisal of TM's transferability to the public sector.

Purpose This study aims to provide a systematic literature review (SLR) of extant research on talent management (TM) in hospitality and tourism (H&T). The objectives are first, to offer an empirical mapping analysis of TM research in H&T; second, to identify and discuss key research topics; and third, to recommend avenues for future research. Design/methodology/approach The authors conducted a SLR of TM literature in the context of H&T by analysing peer-reviewed papers published between January 2000 and October 2020. Following the preferred reporting items for systematic reviews and meta-analysis process, three independent coders undertook a content analysis of 74 papers for the SLR. Findings The authors found that TM in H&T offers contextualised evidence consistent on five key research topics: TM practices; conceptualisation of talent and TM; TM antecedents and outcomes; key TM stakeholders; and talent education and graduate careers. The analysis indicated that most studies are qualitative, focussed on Europe and North America and that primarily examine hotels. The small number of TM studies in H&T along with the lack of strong theoretical groundings show that the field is at the early stages of the growing stage, yet the sharp increase demonstrates an exponential growth in interest. Practical implications This study highlights the importance of TM and indicates that businesses in the sector need to reconsider the definition of talent, their approaches to TM and the bundling of TM practices to improve their effectiveness. It also calls for partnerships among the industry’s key stakeholders and a revisiting of agendas for educators. Originality/value To the best of the authors’ knowledge, this is the first study that offers a holistic examination of research on a wide range of TM topics within various H&T sectors over the past 20 years. It clarifies the conceptualisation of talent and TM in this field and provides insights, as well as context-specific evidence on the management of H&T talent. This study is the first to argue that the research stream is moving towards a growth stage and offers recommendations on advancing the field.

This paper assesses the nature of partnerships through the research site of local governance in England and Scotland, engaging a range of debates and literature around governance and meta-governance. The research used secondary data of local authority partnership working in England and Scotland as well as primary qualitative data from participant observation and interviews with senior officials of local authorities and partner organisations. There is little to suggest English and Scottish practices are significantly at variance and the paper advances an argument of meta-bureaucracy to describe partnerships" activities: that is to say, partnerships do not represent a growth of autonomous networks and governance arrangements but rather an extension of bureaucratic controls. State actors remain pre-eminent within increasingly formalised systems of "partnership".

The paper provides a review of literature in this area, thereby providing a longitudinal perspective of gender and the medical profession. Moreover, the research sample includes both male and female medical practitioners and medical students, which provides perspectives from both genders and from those who have experience within the medical profession and from those beginning their career in the medical profession. The research will be of value to the medical profession, the NHS and Royal Colleges of Medicine.

This paper reviews governance and public governance related to an emerging area of policy interest – social innovation. The European Commission’s White Paper on European Governance (2001) focused on openness, participation, accountability, effectiveness and coherence in public policy as characteristics of good governance. The EC has prioritised social innovation to address policy problems. Yet, the extant literature and research on social innovation is sparse. The paper questions whether it is a new mode of governance which contributes to good governance or a continuum of neoliberal reforms of the state which alters the relationship between the state, market and civil society.

Representative bureaucracy theory postulates that passive representation leads to active representation of minority groups. This article investigates the passive representation of female police officers at leadership levels and the active representation of women vis-a-vis gender-based violence arrest rates in the UK. Much of the extant research on representative bureaucracy is located at street level, with evidence showing that discretionary power of minority bureaucrats can lead to active representation. This article is focused on leadership levels of a public bureaucracy. The empirical research is based upon a panel dataset of female police officers as an independent variable and gender-based violence arrest rates as a dependent variable. The analysis reveals that there is little evidence of active representation of women by female police leadership. Points for practitionersThe research offers policy and public service practitioners with empirical evidence to suggest that representation of minorities is mediated by organizational effects in public bureaucracies.

Recognizing that the art of effective government in contemporary society is now also dependent on social science, Ongaro and van Thiel have delivered an ambitious scholarly project to document administrative diversity and complexity in Europe. Grounded in a parliamentary-legal context, this long awaited set of analyses by prominent scholars provides a compass for delivering on governments' promises, a comparative framework for scholarly research across borders, and a model that public administration and management communities in other regions of the world-governed under diverse systems-should not only teach, but replicate as an intellectual resource."