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Reports a study which investigated the attitudes of information and library staff in two parts of the ILS sector, the business and the academic, to continuing professional development. Interviews were held with 17 ILS workers, including training/development staff. Experience of in‐house and external CPD activities, attitudes to professional organisations and CPD, views on CPD and career development, and on the Library Association’s Framework for Continuing Professional Development, were among the areas explored. Attitudes of staff to the introduction of a compulsory CPD scheme for the ILS sector were also investigated. The findings show that ILS staff have a considerable commitment to both the principles and practices of CPD. However, very few staff reported using the Library Association’s Framework for Continuing Professional Development, and levels of support for the idea of a compulsory scheme of CPD for the ILS sector were not high.

This article highlights the dynamic and evolving nature of libraries and the role of librarians within the changing landscape. It discusses how libraries have traditionally operated and how they have been impacted by 4IR and external factors such as the COVID-19 pandemic.

The study employed a mixed methods research approach, combining an online questionnaire to derive quantitative data and interviews to provide qualitative data. The follow-up interviews provided a comprehensive understanding of how academic librarians at the DUT library use Continuing Professional Development (CPD) to adapt to the evolving environment.

This paper reports that there was consensus that CPD empowers the librarians to adapt seamlessly to the dynamic library landscape. It equips them with the knowledge and skills to stay updated on the latest trends, technologies and best practices in their field.

The findings carry implications for the planning and executing of ongoing CPD programmes and activities across all academic libraries.

This study provides an insight into the results of the importance of CPD for librarians within a developing country in southern Africa.

Continuous professional development (CPD) plays a crucial role in the library workplace by equipping library and information science (LIS) professionals with the skills and technical knowledge to bridge the theory-praxis gap, assuring that library practitioners and their organisations continue to innovate and stay successful and tailored to the requirement of their users. The aim of the study was to investigate the channels of CPD for LIS professionals working in the university libraries of Northern India. Also, it explored the motivations and barriers related to the LIS professionals’ CPD.

The study adopted a quantitative research design followed by the survey research method. The study population included LIS professionals working in the university libraries of Northern India. Data was gathered from 177 respondents via the census sampling method.

LIS professionals engaged in CPD activities through multiple channels. Intrinsic factors primarily governed the motivation for CPD. Similarly, time and finance were significant challenges for LIS CPD. Lastly, most libraries were headed by in-charge librarians (non-professionals). De-professionalisation, or the deliberate de-skilling of professional roles, threatens the basis upon which librarians establish their credibility as professionals.

To the best of the authors’ knowledge, the study is the first of its kind from the perspective of a developing country, adding to the CPD literature in academic libraries.

Unlike other types of corporate disclosure, corporate political disclosure (CPD), which is the disclosure of corporate political contributions and the related governing policies and oversight mechanisms, does not provide completely new information to stakeholders. Some of the information disclosed in CPD is available from other public records (e.g. the Federal Election Committee website or OpenSecrets website). Given this unique feature of CPD, it is interesting to investigate the cost and benefit tradeoff for firms of altering their CPD practice in response to policy and political uncertainty.

This study employs recently developed indexes of aggregate economic policy uncertainty (EPU) and a novel dataset of CPD transparency to examine the impact of EPU on CPD transparency and how the proprietary cost of corporate political activities moderates this association. The sample consists of S&P 500 companies from the 2012 to 2019 period.

The authors document that firms mitigate the heightened information asymmetry associated with higher aggregate EPU by increasing CPD transparency. The positive association between EPU and CPD is less pronounced for firms that are more sensitive to EPU, for firms that more actively manage EPU through corporate political contributions or lobbying activities and for firms that are followed by more analysts. The authors also find that more transparent CPD helps to mitigate the information asymmetry caused by heightened EPU. This study’s results hold when the authors control for other types of voluntary corporate disclosure.

This study contributes to the emerging literature on the determinants of CPD transparency by identifying EPU's positive impact on CPD transparency. This study also provides empirical evidence that the proprietary costs arising from the controversial nature of corporate political activities dampen firms' incentives to provide transparent CPD in response to heightened EPU, and that information on corporate political activities gathered and processed by financial analysts seems to lower the marginal benefit to companies of publicizing CPD on their own website.

This study aims to present a detailed investigation into the approaches of academic librarians in Trinidad and Tobago in pursuing continuing professional development (CPD) activities. The paper also examines the extent of their participation in CPD at both the institutional and external levels in contributing to the development of their careers.

The instrument used was a questionnaire which assesses the effectiveness of the librarians in their involvement in and attitude toward CPD activities.

The paper demonstrates the active role and willingness of academic librarians in Trinidad and Tobago in providing and participating in CPD training and support to library and information personnel at both the national and international levels.

The paper underscores the effectiveness of a group of academic librarians in Trinidad and Tobago who pursue and provide a high level of CPD activities to professionals.

This paper aims to examine the impact of internal coordination capability on supplier involvement.

Hypothesized relationships are tested using confirmatory factor analysis and hierarchical linear regression models.

It was found that internal coordination capability and supplier involvement effort have a positive effect on collaborative product development (CPD) performance. In addition, internal coordination capability positively moderates the relationship between supplier involvement and CPD performance.

The study used targets or goals as the standard for measuring all scales in CPD performance. Although, this approach has several advantages and it is widely reported in the literature, it fails to account for the aggressiveness of the goals or targets as well as relative importance of the metrics.

Managers attempting to gain short‐term benefits through increased collaboration scope will risk negative CPD performance unless they are willing to invest significant effort in supplier involvement to reduce the transaction cost.

Unlike existing literature which focuses either on internal integration or external integration, this study focuses on their interaction. It provides empirical evidence that internal coordination capability has a direct and an indirect impact (as moderator) on CPD performance.

Teachers’ continuing professional development (CPD) should improve teacher quality and teaching practices, though teachers vary in the extent to which they participate in CPD activities. Because beliefs influence working and learning, and teachers’ beliefs about learning and teaching influence their instructional decisions, this study aims to explore the link between teachers’ beliefs about learning and teaching and their participation in CPD.

This study features two belief dimensions (student and subject matter orientation) and three types of CPD activities (updating, reflective, and collaborative). Survey data from 260 Dutch secondary school teachers were collected and analyzed using structural equation modeling.

Student‐oriented beliefs relate positively to teachers’ participation in CPD: the more student‐oriented teachers are, the more they participate in CPD. No relationship emerges between subject matter–oriented beliefs and CPD.

To intensify teachers’ participation in CPD and thereby improve teacher quality and teaching practices, schools should emphasize a student orientation among their teachers.

The original empirical study examines the relationship between teachers’ beliefs about learning and teaching and their participation in CPD and thus furthers understanding of factors that influence teachers’ participation in CPD.

The aim of this paper is to present an inventory of expert opinions on the factors that influence the participation of registered nurses in continuing professional development (CPD) activities.

A Delphi study was conducted among 38 Dutch experts (nursing employers, managers, education institutions, and professional associations). Data collection comprised three rounds: experts completed two consecutive rounds of questionnaires and participated in a discussion meeting.

Main influencing factors were: a CPD registration system, the attractiveness of the nursing profession, nurses ' identification with the nursing profession, opportunities for workplace learning, the line manager as role model, and attractive education programs.

Being part of a larger study, for the present paper only nursing experts were asked their opinion about shaping CPD for nurses. Further research should bring in the views of nurses themselves and investigate how the wider environment influences CPD participation.

As all stakeholders were found to have their own roles in the CPD process, collaboration among employers, managers, education institutions, and professional associations will be crucial to create a conducive learning climate for nurses. HRD practitioners in healthcare can use the study findings to advise hospitals about implementing the right conditions to support CPD for nurses.

A qualitative study using the Delphi method to discover factors influencing CPD in nursing had not been conducted before. Unlike many studies looking essentially at formal education, the present paper takes into account workplace learning among nurses as well.

Seeks to provide an organizational perspective on continuing professional development (CPD). Information was collected from 22 organizations in South Wales through a combination of questionnaires and semi‐structured interviews about how organizations attempt to manage the professional development of staff. The overall conclusion is that CPD is managed in a rudimentary and haphazard fashion, even in organizations which recognize the significance of development and are supportive of it. Argues that the absence of developmental objectives and policy statements makes it difficult to reconcile professional development activities with business objectives. Organizations collect little data about sponsored CPD, and this inhibits effective evaluation. The major focus of CPD remains the external course rather than the effective management of a learning environment at work. The responsibility for CPD tends to be vested in line managers, who appear to have development needs of their own to meet if they are to manage effectively the development of others.

The purpose of this paper is to examine professional accountant’s views on their satisfaction with Continuing Professional Development (CPD) offered by members of the Institute of Chartered Accountants of Bangladesh (ICAB). While there is a great deal of research on CPD and accountants in developed countries, less developing countries are absent from this literature, and there have been calls for this type of research.

The present study employed a survey of members of the ICAB.

Results show that accountants in Bangladesh are satisfied with the CPD provided by their profession, and when satisfaction is compared with more developed countries, Bangladesh is greater on a number of measures. ICAB members would like to also be provided with opportunities to undertake CPD in more ways than just face to face.

The study has important implications not only for accountants from emerging economies such as Bangladesh, but also for the International Federation of Accountants and other less developed countries (LDCs). The results advance the understanding of professional accounting bodies from an international perspective.

This is the first study of CPD and accounting professionals in LDCs. The information obtained can inform the development and practice of other professional accounting bodies in emerging economies.