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The purpose of this paper is to report the findings of a study to investigate the changes in scholarly communication practices among a group of scholars in the UK and build upon the results that were published in a previous paper.

The study deployed a naturalistic inquiry approach using semi-structured interviews as a qualitative research tool. A sample of 40 participants from four UK universities was interviewed to explore the changes in informal scholarly communication behaviour.

The analysis of the interviews revealed that there are three ideal types of behaviour: the “orthodox” uses formal and traditional scholarly communication approaches; the “moderate” prioritises formal communication approaches, but at the same time is trying to get benefits from informal channels; and, the “Heterodox” uses all channels available in the scholarly communication.

The value of the current study lies in using a naturalistic inquiry approach to investigate the changes in scholarly communication practices, and to explore the different scholarly communication styles. In the context of this study, the use of a naturalistic approach and grounded theory principles in connection with coding provided a stance that allows for the gathering of rich information to enable understanding and explanation of scholarly communication activities in addition to uncovering themes that related to scholarly behaviour.

This paper aims to report on a project aimed at moving Foster's nonlinear model of information seeking behaviour forwards from an empirically based model focused on one setting and towards one that is robustly transferable and enables testing of the model in other information‐seeking situations.

The method utilised recoding of the original dataset, comparison of code decisions, and testing of the code book on a second dataset.

The results of the coding confirm the structure and interactions in version one of the model. The dynamic and nonlinear nature of information seeking is confirmed, as are the core processes and contextual dimensions of the original model with some extension and refinement of coding.

Changes to the model include new scales of extent and intensity, refinement of code descriptions, and extension of some elements to include multidisciplinary theories. Collectively these changes enable testing of the model in other information situations and opportunities for further research.

The results incorporate a number of enhancements that have been developed since the original Foster model was created; cognitive dimensions relating to personality and learning are enhanced and the codes essential to the revised Foster model are described along with a code book. The paper concludes by highlighting areas for further research.

This paper aims to put forward a “balanced palette” approach using balanced scorecard principles to evaluate the multiple elements of behaviour and process identified in a recent conceptual model developed by Foster and Ferguson‐Boucher at Aberystwyth University.

Building on Foster and Ferguson‐Boucher's conceptual model the paper reports on a tripartite approach applying information behaviour, records management and organization behaviour theory that is used to develop an analytical tool to measure information and process in organizations.

The study identified compatibility between the principles identified in the Foster Ferguson‐Boucher (FFB) model and the principles associated with the balanced scorecard (BSC) technique and Broady‐Preston's earlier work. Bringing together the FFB model and the BSC technique the resulting matrix, the Information Situation Scorecard, permits the assessment of information agent roles in the context of some accepted strategic measures while also reflecting the different emphasis that information and behaviour require.

Building on analysis of earlier work, and adapting the principles of the balanced scorecard this paper offers a holistic evaluation of information situations that encompass information behaviour, organization behaviour and records management within a single evaluative framework.

The purpose of this paper is to explore the concept of serendipity and approaches to its study particularly in relation to information studies.

The origins of the term serendipity are described and its elaboration as an exploratory and explanatory concept in science and the social sciences are outlined. The distinction between serendipity and serendipity pattern is explained and theoretical and empirical studies of both serendipity and the serendipity patterns are explored. The relationship between information encountering is described. Empirical studies of serendipity using Citation Classics and other research approaches in information studies are described.

The discrepancy between occurrences of serendipity in studies using Citation Classics and reported serendipity in philosophy of science, research anecdotes, information encountering and information seeking by inter-disciplinary researchers is highlighted. A comparison between a process model of serendipity and serendipity as an emergent behavioural characteristic are indicates directions for future research.

The paper provides and original synthesis of the theoretical and empirical literature on serendipity with particular reference to work in information studies and an indication of the methodological difficulties involved in its study.

The purpose of this paper is to describe one of the preliminary results from interviews conducted as part of a PhD study into examining the role of peer and family influences on information-seeking behaviour.

The principal method of data collection was 38 semi-structured critical incident interviews, based on an interview guide and a short questionnaire to collect factual data. Some social network analysis of interviewees’ information sources is considered. Both quantitative and qualitative methods of analysis were used to code the interview transcripts. A naturalistic approach to everyday information seeking is taken.

One of the preliminary findings of this research is that the notion of a new type of information has emerged – disposable information. A new type of information-seeking behaviour is also suggested here for disposable information – disposable information seeking. Disposable information is task specific and likely to only be required by an individual on a one-off basis, causing different everyday life information seeking (ELIS) patterns to emerge. Ultimately, people are only prepared to expend effort to get quality information if they perceive a value or further, continued use of that information.

Because of the research location and participant population, the results may lack transferability. Further research into this area is advised.

The paper has implications about how people may search for and use information in certain situations where information is perceived as relevant to a particular task but unlikely to be needed in the future.

This paper introduces the new concept of disposable information and disposable information-seeking behaviour.

This paper discusses key themes from British Library funded research carried out between 1995 and 1997 into electronic communication in academic libraries in the UK. The research focused in particular on the intra‐organisational use of electronic mail (email) ± that is, on its use by colleagues within the same library organisation for internal activities and collaborative work. The main features of current practice in email use in academic libraries are outlined, and, drawing on experience in the sector and on pointers from the literature, the paper discusses a number of issues of relevance to developing effective network communities in information services.

While multinational corporations appear to understand the importance of talent retention (TR) for maintaining their competitive advantage, they continue to struggle to identify and develop strategies to retain talent. Thus, the purpose of this paper is to explore how talent is identified, and more importantly, how it is retained within the context of a multinational firm in France.

This study is exploratory in nature and capitalizes on a case study methodology through which in-depth, open-ended interviews with partners and managers were conducted.

The findings suggest that TR is approached in an arbitrary and ad hoc manner. They also reveal that TR practices are mostly motivated by the direct costs associated with a failure to retain talent, and less with the indirect costs and loss of tacit knowledge. Of considerable interest is the finding that despite the use of utilitarian power via incentives to promote TR, the focus is mostly on normative power via workplace culture and organizational norms.

This study is the first to explore TR in the context of one of the Big Four accounting firms in France and among the few to extend the use of Etzioni’s (1975) model of compliance to TR research and to a French context. The originality of this study is also derived from its ability to explain the factors impacting TR, how talent is retained in practice, and the gap between the ideals and reality.

The purpose of this paper is to investigate the nature of commitments of local employees to a parent company and a local operation in comparison to the nature of commitment of Western expatriates to the two foci.

Data were collected by questionnaire from 532 local employees and 471 Western expatriates currently working for the subsidiaries of multinational companies (MNCs) in Vietnam. Hypotheses were tested using exploratory factor analyses, confirmatory factor analyses, correlation analyses, t-test, generalized linear models and hierarchical regression.

The results confirmed two distinct commitment foci and revealed that the commitment to the local operation was stronger than the commitment to the parent company for local employees. Remarkably, retention and absenteeism are more driven by local operation commitment than by parent company commitment for the local employees. In contrast, these outcomes are more driven by parent company commitment for the Western expatriates. Working conditions (job autonomy, job variety, transformational leadership and remuneration) positively predicted affective commitment to the local operation for both groups; particularly job variety and leadership were better predictors for local employees than for Western expatriates.

The comparison shows effective and specific ways to sustain and reinforce the commitments of each employee group with regard to two foci. This information may help to reduce the rate of turnover intention and absenteeism in MNCs.

By using a multifaceted approach, this study provided a comparison of dual organizational commitment for different categories of employees working in MNCs. Second, this study shows that the stronger commitment focus has a stronger influence on related outcomes (i.e. retention and absenteeism). If so, MNCs can focus on reinforcing the selected commitment focus in order to reduce the costs of management. Third, the study has initially pointed out that some work factors exert a specific influence on different commitment foci in the two groups. Controlling these work conditions is recommended to sustain and develop commitment levels of the two groups.