Search results

Describes the Irish interlending system and the functions of the (Irish) Library Council. Looks at the future of interlending and the findings of the Working Group of the Committee on Library Co‐operation in Ireland. Details the recommendations for future development accepted by this Committee.

The UK Z39.50 Pre‐lmplementors Group was set up at the beginning of 1992, with the aim of encouraging UK involvement in the development of search and retrieve standards and contributing to international technical discussions and ballots. Participants come from a variety of backgrounds, including suppliers, libraries, UKOLN, the British Library and LASER. The main part of the article comprises of recent status reports from the main UK players.

The purpose of this article is to document the history, development and current status of the IRIS Consortium in Ireland.

This article provides a summary of the early history of IRIS.

The environment within which IRIS operates has changed significantly since its beginnings in the early 1990s. The worldwide web and open access repositories have introduced new modes of information delivery and access. The development of a knowledge‐based economy as a natural strategic imperative for Ireland has placed a much greater emphasis on research in the third‐level sector. This is a context that encourages cooperative library solutions, consortial approaches to information resource development, and joint development of new services, in all of which IRIS has a central role to play.

This article provides an insight into planning, developing, managing a consortium and resource sharing to other consortia.

Z39.50 is an information retrieval protocol. It has generated much interest but is so far little deployed in UK systems and services. This article gives a functional overview of the protocol itself and the standards background, describes some European initiatives which make use of it, and outlines various issues to do with its future use and acceptance. It is argued that Z39.50 is a crucial building block of future distributed information systems but that it needs to be considered alongside other protocols and services to provide useful applications.

The purpose of this paper is to explore the behavioural determinants of work-related benefits claimants’ training behaviours and to suggest ways to improve claimants’ compliance with training referrals.

Qualitative interviews were conducted with 20 Jobcentre Plus staff and training providers, and 60 claimants. Claimants were sampled based on whether or not they had been mandated to training and whether or not they subsequently participated. Along with general findings, differences between these groups are highlighted.

Claimants’ behaviours are affected by their capabilities, opportunities, and motivations in interrelated ways. Training programmes should appreciate this to better ensure claimants’ completion of training programmes.

Whilst past papers have largely examined a limited number of factors that affect claimants’ training behaviours, this report offers a synchronised evaluation of all the behavioural factors that affect claimants’ training behaviours.

Wonders whether companies actually have employees best interests at heart across physical, mental and spiritual spheres. Posits that most organizations ignore their workforce – not even, in many cases, describing workers as assets! Describes many studies to back up this claim in theis work based on the 2002 Employment Research Unit Annual Conference, in Cardiff, Wales.

The “Village” model has become an emerging, community-based, social initiative to help older adults age in place. This study aims to examine neighborhood social cohesion (NSC), or social connectedness and quality of life, from the perspective of village members.

A mixed-method evaluation was used to examine two Florida villages, a master-planned village (FV1) and a diverse neighborhood village (FV2). Both are full members of the National Village to Village Network.

The quantitative and qualitative data provided complementary and deeper understanding. Quantitative findings showed that FV1 members scored higher at NSC, and qualitative findings further confirmed that village program social activities were critical to building connections, especially for those who have lost loved ones and were single.

Findings should be interpreted considering the predominantly white racial makeup and affluence of village participants.

Findings point to the importance of NSC as older adults age and suggest that programs should prioritize activities that strengthen social connectiveness.

This is one of the first mixed-methods evaluations examining NSC and quality of life among village participants.

The purpose of this paper is to explore the causes, forms, extent, and consequences of sexual harassment and sexual violence at public sector workplaces in Tanzania.

A total of 1,593 civil servants participated in the survey, which was conducted in the Mtwara Region of Tanzania. The quantitative data were complemented with the results from eight focus group discussions.

The study revealed that 21 percent of women and 12 percent of men had experienced sexual harassment personally. Overall, rural-based public servants had less knowledge of relevant policies, and experienced more sexual harassment than their urban colleagues. The majority of perpetrators were identified as men in senior positions; the majority of victims were recognized to be young female employees. Frequently reported behaviors included sexual bribery with regard to resource allocation, promotions, allowances, and other benefits.

Despite the existence of conducive legal and policy frameworks aimed at protecting employees from sexual harassment and violence, their implementation and effects were found to be limited. Only half of the study population was aware of the existing regulations. The study found that the majority of public servants who had knowledge on the issue had learned about sexual harassment in the context of an HIV/AIDS workplace program. This finding indicates that well-designed workplace interventions can play an important role in creating awareness, addressing gender stereotypes, and informing employees about their personal rights and responsibilities.

Sexual harassment and gender-based violence at the workplace has never been studied before in Tanzania. The study provides practical recommendations for future preventive interventions.

Forensic health-care workers are frequently exposed to behaviours that challenge and traumatic material, with notably high levels in developmental disorder (DD) services. The provision of support is key in alleviating distress and improving work functioning. This paper aims to incite clarity on whether staff in DD services are more likely to access trauma support. The prevailing needs and outcomes for this population are also explored.

Data was extracted retrospectively from a database held by an internal trauma support service (TSS) for staff working in a secure psychiatric hospital. Overall, 278 permanent clinical staff accessed the TSS between 2018 and 2020, 102 (36.7%) of whom worked in an adult DD forensic inpatient service.

Staff working in DD services were over-represented in referrals to the TSS with a greater number of referrals per bed in DD services than in non-DD services (0.94 vs 0.33). DD staff were comparatively more likely to access support for non-physical, psychologically traumatic experiences. Psychological needs and outcomes following support were comparable between staff across services.

The findings highlight the more frequent need for trauma support of staff in forensic inpatient DD settings. Embedding a culture of safety and openness, and establishing appropriate and responsive models of staff support reflect key priorities for inpatient DD health-care providers, for the universal benefit of the organisation, workforce and service users.

This study offers novel insight into levels of access to support for staff working with people with DDs.