Search results

1 – 10 of 14
To view the access options for this content please click here
Article
Publication date: 1 April 1973

JAMES A. TAIT, K.A. STOCKHAM, GEORGE T. GEDDES, BERNA C. CLARK, ENID M. OSBORNE and J.A.T.

MALTBY, ARTHUR. U.K. catalogue use survey. London: Library Association, 1973. 35 p. Library Association research publication, no. 12. £1.25 (£1 to members). This report on…

Abstract

MALTBY, ARTHUR. U.K. catalogue use survey. London: Library Association, 1973. 35 p. Library Association research publication, no. 12. £1.25 (£1 to members). This report on the use and non‐use of the catalogue by readers describes the findings of a project carried out largely by the various schools of librarianship in April/May 1971. Two previous pilot studies had been carried out to refine the questionnaire to make it applicable throughout the United Kingdom. Special libraries were reluctantly excluded, but all other types of library were included. The method chosen was that of briefed interviewers and a structured interview, largely because it seemed desirable to catch not only those who use the catalogue, but also those who do not. Of the total of 3,252 interviewed, 1914 (59 per cent) actually used the catalogue; of the 41 per cent who never used the catalogue, the vast majority stated that they could manage without it, while 281 preferred to ask the staff. Probably most of this group went straight to the shelves. From the break‐down by type of library, it would seem that municipal and county libraries hardly need a catalogue at all. There is also the point that if more people had been shown how to use the catalogue, more would use it.

Details

Library Review, vol. 24 no. 4
Type: Research Article
ISSN: 0024-2535

To view the access options for this content please click here
Article
Publication date: 1 August 1956

PHILIP M. WHITEMAN

In LIBRARY REVIEW, Autumn, 1952, Mr. A. R. Hewitt considered the illegality of fines for overdue books. The present writer examines recent trends in respect of fines and…

Abstract

In LIBRARY REVIEW, Autumn, 1952, Mr. A. R. Hewitt considered the illegality of fines for overdue books. The present writer examines recent trends in respect of fines and other charges, with emphasis mainly on questions of principle rather than of law.

Details

Library Review, vol. 15 no. 8
Type: Research Article
ISSN: 0024-2535

To view the access options for this content please click here
Article
Publication date: 1 March 1957

L.R.

During the past two years a Joint Committee of representatives of the Library Association and Aslib has met at intervals to consider ways in which the syllabus of the…

Abstract

During the past two years a Joint Committee of representatives of the Library Association and Aslib has met at intervals to consider ways in which the syllabus of the Library Association could be made to suit more fully the needs of all types of library and information work. The aim has largely been to discover how the present syllabus could be changed so that anyone holding the chartered qualification of the Library Association would be competent to work effectively, on the basis of the knowledge they had gained, in any type of library. In the March, 1957, Library Association Record, there was published a draft scheme, and this scheme has formed the basis of the comments in this Symposium. The draft has been fairly well surveyed by our contributors, but we are open to publish further comment.

Details

Library Review, vol. 16 no. 3
Type: Research Article
ISSN: 0024-2535

To view the access options for this content please click here
Article
Publication date: 18 May 2012

Michael J. Roszkowski and Francis J. Berna

The purpose of this paper is to assess the prestige of the Doctor of Ministry (DMin) among Roman Catholics in leadership positions, who may be a potential market for this degree.

Abstract

Purpose

The purpose of this paper is to assess the prestige of the Doctor of Ministry (DMin) among Roman Catholics in leadership positions, who may be a potential market for this degree.

Design/methodology/approach

In a mail survey employing a comparative rating scale, respondents rated the prestige of the DMin relative to six other doctorates: PhD, EdD, PsyD, DBA, MD, and JD.

Findings

Ratings were provided by 184 priests, 73 deacons, and 95 directors of religious education (69 lay, 26 sisters). The DMin carried the least prestige with priests and the most with religious educators, particularly the sisters. In all groups, the DMin fared best on prestige when compared to the professional doctorates (DBA, EdD, PsyD) and worst relative to the traditional degrees (MD, JD, and PhD). When submitted to a cluster analysis, three groups emerged, corresponding to negative (46 percent), neutral (38 percent), and positive (16 percent) impressions of the prestige of the DMin. The majority of the priests (44 percent) were in the negative cluster whereas the largest proportion of deacons (45 percent) and most lay religious educators (71 percent) fell into the neutral cluster. In contrast, the largest proportion of the religious educators who were sisters by background went into the positive cluster (40 percent). With the exception of the sisters, the percentage of each group falling into the positive cluster was quite small and approximately the same size across the remaining three groups (16 percent, 15 percent, and 13 percent). A discriminant analysis of the clusters identified two discriminating functions; the primary function involved perceptions of the DMin relative to the traditional degrees (MD, JD, and PhD), whereas the very minor second function involved how the DMin is perceived in comparison to the newer practice doctorates (EdD, DBA, and PsyD).

Research limitations/implications

The response rate was low.

Practical implications

Currently, owing to its low prestige, the DMin probably does not have a sizable potential market among Roman Catholic priests, but it may appeal more to religious educators.

Social implications

The DMin may be subject to the same concerns and prejudices as raised about other professional doctorates.

Originality/value

Roman Catholics are a non‐traditional audience for the DMin. This degree's perceived prestige was not previously studied in this emerging market.

Details

Higher Education, Skills and Work-Based Learning, vol. 2 no. 2
Type: Research Article
ISSN: 2042-3896

Keywords

To view the access options for this content please click here
Book part
Publication date: 27 March 2006

Jeffrey H. Greenhaus, Tammy D. Allen and Paul E. Spector

In this chapter, we review the literature on the relationship of work–family conflict with health outcomes and well-being. We discuss the meaning of work–family conflict…

Abstract

In this chapter, we review the literature on the relationship of work–family conflict with health outcomes and well-being. We discuss the meaning of work–family conflict and then present a theoretical model that depicts the psychological process by which work–family conflict affects negative emotions, dissatisfaction with life and its component roles, health-related behavior, and physical health. We conclude with suggestions regarding the development of a future research agenda.

Details

Employee Health, Coping and Methodologies
Type: Book
ISBN: 978-0-76231-289-4

To view the access options for this content please click here

Abstract

Details

35th Anniversary Retrospective
Type: Book
ISBN: 978-1-78190-219-6

To view the access options for this content please click here
Article
Publication date: 7 August 2017

Lucía Muñoz-Pascual and Jesús Galende

The purpose of this paper is to analyze the influence that two variables related to human resources (HR) have on employee creativity – namely, knowledge management (KM…

Abstract

Purpose

The purpose of this paper is to analyze the influence that two variables related to human resources (HR) have on employee creativity – namely, knowledge management (KM) and motivation management (MM).

Design/methodology/approach

The linear regression analyses are based on a sample of 306 employees from 11 Spanish companies belonging to three innovative clusters. In addition, “creativity” is considered an antecedent of technological innovation.

Findings

KM and intrinsic MM are shown to inform creativity, whereas extrinsic MM has no such effect.

Practical implications

Although this study is based on cross-sectional data, the findings might induce researchers to investigate the effects of other HR variables, such as the types of relations between employees and their long-term impact on creativity. Management should encourage KM and intrinsic MM across employees, as the results indicate that tacit KM, explicit KM and intrinsic MM encourage a positive attitude toward creativity among employees.

Originality/value

The main contribution is new empirical evidence on the joint influence of aptitudes (KM) and attitudes (MM) on employee creativity. In addition, the study includes a key measure of employee creativity. The evidence reveals the types of KM and MM that encourage or inhibit creative employee behavior. The results show that once employees have reached a medium-high level of extrinsic MM, creativity will be affected solely by intrinsic MM.

Details

Employee Relations, vol. 39 no. 5
Type: Research Article
ISSN: 0142-5455

Keywords

To view the access options for this content please click here
Article
Publication date: 1 July 2014

Jesse S. Michel, Shaun Pichler and Kerry Newness

Despite the abundance of dispositional affect, work-family, and leadership research, little has been done to integrate these literatures. Based primarily on conservation…

Abstract

Purpose

Despite the abundance of dispositional affect, work-family, and leadership research, little has been done to integrate these literatures. Based primarily on conservation of resources theory, which suggests individuals seek to acquire and maintain resources to reduce stress, the purpose of this paper is to provide an empirical examination of the relationships between leader dispositional affect, leader work-family spillover, and leadership.

Design/methodology/approach

Survey data were collected from a diverse sample of managers from a broad set of occupational groups (e.g. financial, government, library). Regression and Monte Carlo procedures were used to estimate model direct and indirect effects.

Findings

The results indicate that dispositional affect is a strong predictor of both work-family spillover and leadership. Further, the relationship between negative/positive affect and leadership was partially mediated by work-family conflict/enrichment.

Research limitations/implications

Data were cross-sectional self-report, which does not allow for causal interpretations and may increase the risk of common method bias.

Practical implications

This study helps address why leaders experience both stress and benefits from multiple work and family demands, as well as why leaders engage in particular forms of leadership, such as passive and active leadership behaviors.

Originality/value

This study provides the first empirical examination of leader's dispositional affect, work-family spillover, and leadership, and suggests that manager's dispositional affect and work-family spillover have meaningful relationships with leader behavior across situations.

Details

Leadership & Organization Development Journal, vol. 35 no. 5
Type: Research Article
ISSN: 0143-7739

Keywords

To view the access options for this content please click here
Article
Publication date: 27 May 2014

Lars G. Tummers and Babette A.C. Bronkhorst

The purpose of this paper is to analyze the effects of leadership on work-family spillovers. Specifically, we analyze the relationships between leadership (leader-member…

Abstract

Purpose

The purpose of this paper is to analyze the effects of leadership on work-family spillovers. Specifically, we analyze the relationships between leadership (leader-member exchange (LMX) with one negative work-family spillover effect (work-family interference) and one positive work-family spillover effect (work-family facilitation). The authors hypothesize that LMX influences work-family spillover via different mediators, rather than one all-encompassing mediator, such as empowerment.

Design/methodology/approach

The authors hypothesize that a good relationship with your supervisor (high LMX) diminishes work pressure, which in turn reduces work-family interference. Furthermore, the authors expect that a good relationship with your supervisor positively relates to the meaningfulness of work, as you could get more interesting work and more understanding of your role within the organization. In turn, this will increase work-family facilitation. These hypotheses are tested using a nation-wide survey among Dutch healthcare professionals.

Findings

Findings of structural equation modeling (SEM) indeed indicate that high-quality LMX is negatively related to work-family interference, and that this is mediated by work pressure (53 percent explained variance). Furthermore, the authors found that a good relationship with your supervisor is positively related to meaningfulness of work, which in turn positively correlates to work-family facilitation (16 percent explained variance).

Originality/value

The added value of the paper lies in introducing two mediators – work pressure and meaningful work – which worked adequately both theoretically and empirically, instead of the sometimes problematic mediators empowerment and stress; a focus on healthcare professionals; and using sophisticated techniques to test the model (SEM with bootstrapping).

Details

Personnel Review, vol. 43 no. 4
Type: Research Article
ISSN: 0048-3486

Keywords

Content available
Article
Publication date: 4 June 2021

Phuong Anh Tran, Sadia Mansoor and Muhammad Ali

Derived from leader–member exchange theory, this study hypothesises the relationships between work–family related managerial support and affective commitment and job…

Abstract

Purpose

Derived from leader–member exchange theory, this study hypothesises the relationships between work–family related managerial support and affective commitment and job satisfaction, and advocates that these relationships are mediated by work–family conflict.

Design/methodology/approach

The model was tested in an Australian manufacturing organisation using survey data from employees, using structural equation modelling in Analysis of Moment Structures (AMOS).

Findings

The findings suggest that enhanced work–family related managerial support will decrease work–family conflict, eventually enhancing employees' affective commitment and job satisfaction.

Originality/value

This study provides important insights into the impact of managerial support on improvements in employees' work–family conflict, and, in turn, its impact on affective commitment and job satisfaction, in the Australian context.

研究目的

源自領導者-成員交換理論,本研究就與工作、家庭有關的管理支援與情感承諾和工作滿足感之間的關係提出假設,並主張工作家庭衝突是引發這些關係的媒介。

研究設計/方法/理念

有關的模型使用來自員工的調查數據,並使用AMOS內的結構方程式模式,在澳洲一個製造業組織內被測試。

研究結果

研究結果暗示、若加強與工作家庭有關的管理支援,則工作家庭衝突便會減少,而這最後將會增加員工的情感承諾和工作滿足感。

研究的原創性/價值

本研究提出了重要的見解,使我們更了解在澳洲的背景下,管理支援對改善僱員工作家庭衝突之作用,進而更明白管理支援對情感承諾和工作滿足感的影響。

Details

European Journal of Management and Business Economics, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2444-8451

Keywords

1 – 10 of 14