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Over a period of three years (2006-2008) students entering [university] were asked to complete the Student Leadership Practices Inventory (S-LPI), and 2,855 initial responses were received. Responding students were asked to complete the S-LPI again at the end of their first and third years of study. No significant differences were found in student use of the leadership practices based on age, geographic origin, or whether the student lived on or off campus during his or her first year. Significant differences were found based on students’ gender and program of study. Implications for leadership development programming are considered.

The purpose of this article is to help acquaint librarians with some of the major resources available regarding Fetal Alcohol Syndrome and Fetal Alcohol Effects (FAS/FAE).

The purpose of this paper is to examine the role of graduate recruitment in the professional socialisation and subjectification of Big Four professionals.

The paper draws on documentary data and interviews conducted at one British university. It adopts an interpretive perspective and is informed by Foucault’s work on technologies of power and technologies of the self.

The paper argues that the graduate recruitment practices of Big Four firms represent a series of examinations which produce the category of ideal recruits. It moreover suggests that this category serves as the ultimate objective of an ethical process whereby aspiring accountants consciously and deliberately seek to transform themselves into the type of subjects they aspire to be – ideal recruits.

The findings of the paper are primarily based on interviews conducted at one university. Future research could explore if students at other universities experience graduate recruitment in similar or different ways.

The paper highlights the constitutive role of graduate recruitment practices and shows that they can construct ideal recruits as much as they select them. It also shows that graduate recruitment is an important anticipatory socialisation mechanism that can compel aspiring accountants to learn how to look, sound and behave like Big Four professionals long before they join such organisations. Finally, the paper discusses its implications for the future of the profession, social mobility and the use of Foucault’s work on technologies of power and the self in studying subjectivity at elite professional service firms.

I suppose most librarians carry around something to read in case they have a spare moment, for example on a train journey or while waiting for the One Really Interesting Bit on the usual dull agenda paper. It is not always assumed that librarians read, of course. Was once stopped walking home in what we used to call the wee small hours by the motorised Law who wanted to know what I was carrying in that large army pack — an enquiry with the heavy and well‐seasoned implication that “we're not taking at face value anything you say, so you might as well show us”. On seeing the load of books they asked, “What are you, then, a student?” Revealing myself as a librarian was obviously insufficient evidence and I was further quizzed as to what I was doing with the books.

The purpose of this paper is to examine the relationship between leadership styles and Organizational commitment among academic staff in Ugandan Public Universities, mediated by Job Satisfaction.

The study was cross-sectional, quantitative, and used correlation and regression to test the hypothesis. A sample of 353 academic staff was drawn from five public universities in Uganda, of which a response rate of 66 percent was obtained.

Organizational commitment among academic staff in public universities in Uganda depends on the age of the academic staff, length of service, position level, leadership styles employed, and job satisfaction. Findings further show that job satisfaction partially mediates the relationship between leadership styles and organizational commitment.

Only a single research methodological approach was employed; thus, future research through interviews could be undertaken to triangulate.

In order to boost the organizational commitment among academic staff in Ugandan Public Universities, managers should always endeavor to employ a blend of leadership styles that leads to job satisfaction and can add value to the employee-employer relationship.

This study contributes to the body of knowledge by finding further support on the relationship between leadership styles and organizational commitment among academic staff in Ugandan public universities. It further demonstrates that job satisfaction partially transmits the effect of leadership styles on organizational commitment in public universities in Uganda.

The institutional work literature has paid little attention to cognition and interests in the creation, maintenance, and disruption of institutions. The purpose of this paper is to explore the construct of interests as it relates to institutional work projects. The authors frame interests as recognitions situated within broader institutional meaning systems, with a specific focus on interest plurality.

The authors conducted an 18-month ethnography exploring institutional work projects within a rural chamber of commerce. The authors aimed to understand how projects contributed to community survival on a micro-level and institutional change on a macro-level. Rural chambers of commerce represent a unique example of emergent public-private partnerships, challenging traditional commercial logics of chambers of commerce. The research design included qualitative data collection, coding, and analysis of field notes, interviews, and archival sources.

Purposive action was grounded in the community inhabited by the rural chamber of commerce and not the institution itself. Recognized interests enabled nontraditional workers – public employees with newly founded and legitimate roles within the chamber – to pursue community-focussed projects. Change across the institution of chambers of commerce occurred because of the separated and aggregate projects spanning across rural communities.

Recognized interests are a social, plural, and malleable phenomenon supporting situated agency and the co-creation activities embodied in institutional work projects. The authors contribute to the institutional work literature by introducing the idea of interest plurality and illustrating how the work of rural chambers of commerce captures contemporary forms of community organizing.

This paper examines how accounting either contributes to or undermines worker resistance to unfair pay, thereby enhancing our current understanding of the emancipatory potential of accounting.

We apply Jacques Rancière's concept of politics and build on recent calls to introduce Rancière's work to accounting by analysing a case based on workers in an Australian supermarket chain who challenged their employer Coles over wage underpayments.

We find that in this case, accounting is, in part, a means to politics and a part of the police in Rancière's sense. More specifically, accounting operated within the established order to constrain the workers, but also provided workers with a resource for their political acts that enabled change.

This empirical research adds to Li and McKernan (2016) and Brown and Tregidga (2017) conceptual work on Rancière. It also contributes more broadly to emancipatory accounting research by identifying radical possibilities for workers' accounting to bring about change.

Because of the special “State of the States” issue of Library Hi Tech and other circumstances beyond my control, the four quarterly “Comp Lit” compilations for 1996 appear here in a single and possibly peculiar chunk. A lot changes in a year of personal computing, but on reflection it seemed useful to include the citations and comments as I originally wrote them.

In this study, scales were developed to measure the extent to which organisations exhibited “soft” or “hard” approaches to HRM, and the extent to which potential barriers to the effective operation of HRM were present. The sample comprised 549 employees, managers and HRM staff across a wide range of types of organisations in Australia, New Zealand, the USA, the UK and Canada. While the results supported the contention that HRM effectiveness can be achieved via both “soft” and “hard” approaches, several barriers to HRM take‐up were identified and there was little evidence that organisations generally operated HRM policies and practices that were seen as effective. Although very few differences between countries were found, the authors suggest the barriers identified and related ineffectiveness of HRM may be all the more detrimental to the competitiveness of Australian and New Zealand organisations in light of the recent economic downturn in the Asia‐Pacific region.