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The purpose of this paper is to survey the treatment of relationships, relationship expressions and the ways in which they manifest themselves in image descriptions.

The term “relationship” is construed in the broadest possible way to include spatial relationships (“to the right of”), temporal (“in 1936,” “at noon”), meronymic (“part of”), and attributive (“has color,” “has dimension”). The intentions of these vaguely delimited categories with image information, image creation, and description in libraries and archives is complex and in need of explanation.

The review brings into question many generally held beliefs about the relationship problem such as the belief that the semantics of relationships are somehow embedded in the relationship term itself and that image search and retrieval solutions can be found through refinement of word-matching systems.

This review has no hope of systematically examining all evidence in all disciplines pertaining to this topic. It instead focusses on a general description of a theoretical treatment in Library and Information Science.

The impact of climate disasters (e.g., floods, storms, or landslides), which are generally of low intensity and high frequency, should not be overlooked in developing countries. Global experiences related to the damage due to these disasters indicate that such events can be devastating in communities that are vulnerable to hazardous impacts. Cumulative effects of climate disasters are a sign of a potential catastrophe. Moreover, the recent increase in these events poses additional issues that increase the cost of local public administration, including emergency operation and infrastructure recovery. This chapter explains key problems related to climate disasters that are increasing, particularly in the local area of developing countries, and clarifies the need to incorporate climate disaster risk reduction into public development planning and practice. The chapter also provides descriptions of the research location, approaches of the study, and the structure of this book.

As a pioneer of both scientific management and industrial psychology, Lillian Gilbreth was ideally equipped to extend scientific management into the service sector in the 1920s. When her husband and partner Frank Gilbreth died in 1924 and she encountered sex discrimination among industrialists and engineers, she volunteered her consulting services at Macy’s department store, a work site rife with gender‐based conflict, coordination problems and inefficiency. This paper describes her work with Eugenia Lies, Macy’s director of planning, to revamp both the motions and psychological atmosphere of occupations within the store between 1925 and 1928. By uniting an industrial relations approach with personnel management techniques, Gilbreth and Lies made the Gilbreth brand of scientific management useful for the field of retail management.

In April and May of 2010 Moody's recalibrated its municipal bond ratings to a global scale, the system they use for other asset classes and the same scale used by Standard and Poor's (S&P). The authors investigate the impact of Moody's recalibration on true interest cost (TIC) of competitively-sold, uninsured, new bond issues with split bond ratings, by looking at a sample of bond issues before recalibration (1997–2010) and after recalibration (2010–2017).

Two different hypotheses are tested for each period to estimate whether TIC remains the same when the S&P rating is higher (H1) than Moody's rating or lower (H2) compared to bond issues for which the S&P and Moody's rating are the same. Further, two additional hypotheses are tested. H3 tests whether the impact of having a higher rating from S&P is the same as having a lower rating from S&P. H4 tests whether the impact of having a split rating is the same in the pre- and post-recalibration period.

Tests suggest that before recalibration a higher S&P rating leads to significantly lower interest costs, but a lower S&P rating does not lead to significantly higher costs. After recalibration, a higher S&P rating leads to significantly lower interest costs; however, a lower S&P rating leads to significantly higher interest costs for the bonds in the sample. The findings also suggest that the rating systems of Moody's and S&P became more similar to each other after recalibration and that the impact on interest cost of a higher S&P rating is reduced after the recalibration.

It appears that a given Moody's rating (which used higher credit standards in the period before recalibration) was more influential than the S&P rating prior to recalibration because investors “ignored” a lower S&P rating during this period. After recalibration, the lower S&P rating was no longer ignored by investors. Therefore, Moody's recalibration seems to have had the intended effect of moving the credit standards of the two rating agencies more into parity. This provides value to investors since they may now assume, unlike the situation in the pre-recalibration period, that similar ratings from the two companies provide similar information about the probability of default and loss that would occur following a default. From the standpoint of regulators, the municipal credit information is easier to understand and is more transparent for investors.

For work organizations and their members, establishing and maintaining mutually satisfying employment relationships is a fundamental concern. The importance that scholars attach to employment relationships is reflected in research streams that explore the optimal design of strategic human resource management systems, the nature of psychological contract fulfillment and violation, and the factors associated with achieving person-environment fit, among others. Generally missing from theory and research pertaining to employment relationships is the perspective of individuals who reside at the employee-employer interface – managerial leaders. We argue that, for managerial leaders, a pervasive concern involves the tangible and intangible resource requirements of specific employees. We then provide the groundwork for study of the leader’s perspective on employment relationships by proposing a model that identifies how employees come to be perceived as low versus high maintenance and how these perceptions, in turn, influence leader cognition, affect, and behavior.

It has often been said that a great part of the strength of Aslib lies in the fact that it brings together those whose experience has been gained in many widely differing fields but who have a common interest in the means by which information may be collected and disseminated to the greatest advantage. Lists of its members have, therefore, a more than ordinary value since they present, in miniature, a cross‐section of institutions and individuals who share this special interest.