Associations between Fitness Measures and Change of Direction Speeds with and without Occupational Loads in Female Police Officers

Female police officers may be required to pursue offenders on foot while wearing occupational loads. The aim of this study was to determine relationships between fitness measures and change of direction speed (CODS) in female police officers and the influence of their occupational loads. Retrospective data were provided for 27 female police officers (age = 32.19 ± 5.09 y, height = 162.78 ± 5.01 cm, and mass = 71.31 ± 13.42 kg) and included fitness measures of: lower-body power (standing long jump (SLJ)), upper-body and trunk muscle endurance (push-up (PU) and sit-up (SU)), aerobic power (estimated VO2max), and CODS (Illinois agility test). The CODS test was performed without and with occupational load (10 kg). Paired sample t-tests (between-load conditions) and Pearson's correlations (relationships between measures) were performed with linear regression analysis used to account for the contribution of measures to unloaded and loaded CODS performance. CODS was significantly slower when loaded (unloaded = ~23.17 s, loaded = ~24.14 s, p < 0.001) with a strong, significant relationship between load conditions (r = 0.956, p < 0.001). Moderate to strong, significant relationships were found between all fitness measures ranging from estimated VO2max (r = -0.448) to SU (r = -0.673) in the unloaded condition, with the strength of these relationships increasing in the loaded condition accounting for 61% to 67% of the variance, respectively. While unloaded agility test performance was strongly associated with loaded performance, female police officer CODS was significantly reduced when carrying occupational loads. A variety of fitness measures that influence officer CODS performances become increasingly important when occupational loads are carried

Comment: DNA as Property: Implications on the Constitutionality of DNA Dragnets

Joe Smith is a maintenance worker at County Hospital. One morning he reported to work to find an array of law enforcement vehicles and personnel scattered about the premises. He proceeded to his locker to prepare for work and was confronted by a policeman. Apparently an elderly female patient was sexually assaulted late one night during the previous week. The police officer informed Joe that all male employees were required to give a blood sample to rule out their implication in the assault. Joe was apprehensive and stated that because he worked first shift, he could not possibly have been involved. The police officer told Joe that a warrant would be obtained if he resisted. Reluctantly, Joe agreed, though he did not understand how a sample of his blood could help this investigation. Was Joe required to give this blood sample, and further, should he have been afforded any constitutional protections?\u

Glass ceiling effects: the case of taiwanese top executives

Gender discrimination in labor markets has been an important issue in labor economics. The main purpose of this paper is to empirically study glass ceiling effects, and investigate whether female workers are indeed being discriminated against, particularly during the promotion process, in top management positions in Taiwan. This paper uses data from 4,485 large firms in Taiwan to study whether there are gender preferences when the chairperson of a company chooses a chief executive officer (CEO). The data show that there are few female top executives (about 6%). In addition, a chairperson tends to team with same sex CEOs. This is especially noticeable among female chairpersons. The empirical results from our random matching model further confirm that gender is neither irrelevant nor neutral when a chairperson names a CEO.gender discrimination, glass ceiling, CEO

Driving Sustainable Innovation: A Pioneer for the 21st Century

An interesting look into one of the premier automobile manufacturers and the design team behind its emergence as a force – not only in the development of new and more efficient vehicles – but in the application of these eco-centered guidelines to other consumer products as well. Verena Kloos provides a rare insight into the role of not just a female officer in an industry largely dominated by men, but of a leader committed to embracing change where demanded

Gendered prison work: female prison officers in the local prison system, 1877-1939

This article examines the working lives of female prison officers between 1877 and 1939. It documents a relatively under-researched, but important, period in the history of women's imprisonment in England. In doing so it aims to uncover the working lives of female officers, the role and daily duties of officers, the development of training schools for female staff and to understand the ambiguous role of officers in the ‘reform' of prisoners during these decades. The research contextualises the work of the female officer within the changing female prison estate and declining female prison population in this period and examines the ways in which gender and class combined in prison work

Analisis Pengaruh Diversitas Gender terhadap Voluntary Corporate Governance Disclosure dalam Laporan Tahunan Perusahaan

Gender diversity being interesting issue for decades in many literature about the organization. Gender is not only describes demographic characteristics between men and women, more than that, gender had an impact on behavior, leadership styles, and perspectives in decision-making refers to the performance of the organization. This study links between gender diversity and voluntary corporate governance disclosure, assuming that the company perform better will disclose more voluntarily and more women being in the company can strengthen corporate governance structure with conservative ethics owned (e.g. Adams and Ferreira, 2009; Huang et al., 2011). Gender diversity is measured by the presence of woman as Chief Executive Officer (CEO), Chief Financial Officer (CFO), corporate secretary, the proportion of women in the Board of Director Members (BOD) and Audit Committee on the 263 non-financial companies listed on the Indonesia Stock Exchange in year 2011. The results indicate that the Female CEO, BOD Female and Male Corporate Secretary VCGD significant with a significance level respectively 5%, 10%, and 10%. However, gender diversity of other variables, such as the CFO and Female Female Audit Committee had no significant relationship with the Voluntary Disclosure of Corporate Governance (VCGD) in annual reports

Gender and Banking: Are Women Better Loan Officers?

Using a unique data set for a commercial bank in Albania, we analyze gender differences in loan officers’ performance. Loans screened and monitored by female loan officers have a lower likelihood to turn problematic than loans handled by male loan officers. This effect cannot be explained by borrower or loan officer selection or differences in screening, work load, and experience. However, while the performance gap always exists for female borrowers, female loan officers only gain a performance advantage with male borrowers with experience and do not have an advantage with borrowers that are legal entities. We therefore interpret this as suggestive evidence for female loan officers’ better capacity to build trust relationships with borrowers

Gender and Banking: Are Women Better Loan Officers?

We analyze gender differences associated with loan officer performance. Using a unique data set for a commercial bank in Albania over the period 1996 to 2006, we find that loans screened and monitored by female loan officers show statistically and economically significant lower default rates than loans handled by male loan officers. This effect comes in addition to a lower default rate of female borrowers and cannot be explained by sample selection, overconfidence of male loan officers or experience differences between female and male loan officers. Our results seem to be driven by differences in monitoring, as loan officers of different gender do not seem to screen borrowers differently based on observable borrower characteristics. This suggests that gender indeed matters in banking.Behavioral banking;loan officers;gender;loan default;monitoring;screening