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This paper aims to examine empirically, within the context of the public sector, in what way the overall quality perception of an individual’s network relationships at work affect the psychological condition known as change readiness. Moreover, the research examines whether tacit knowledge and organizational climate can have indirect effects on the relationship between universal network quality perception and change readiness.

The data were collected through a self-reported survey from 105 individuals employed on a full-time basis by the government sector in Abu Dhabi, UAE. Using regression and mediation analysis, three hypotheses are tested relating to the direct effect of universal network quality perception and change readiness, accompanied by the indirect effects of tacit knowledge and organizational climate on the preceding relationship.

The results emanated from statistical analysis show that universal network quality perception has a positive association with change readiness, and tacit knowledge and organizational climate mediate significantly the relationship between the universal network quality perception and change readiness.

Considering the nature of the study, conclusions with regard to causality might not be that strong as the findings relevant to the dependent variable represented by change readiness are not based on longitudinal research and the sample comprises only local people with similar cultural background. Therefore, study conclusions may not be suitable for generalization.

The mediating effects highlight the consideration of tacit knowledge and organizational climate as influential organizational mechanisms within the framework of a proactive change management practice due to their positive impact on the psychological uncertainty and lack of job content competencies that a change initiative might cause to employees and their behavioral reactions.

The paper reveals the role of universal network quality perception as a conduit of positive social influence on change readiness. This role becomes significantly elastic when tacit knowledge and organizational climate become notable links of relationship quality because of their ability to trigger favorable psychosocial behavioral patterns toward organizational change. Furthermore, this study expands the literature on organizational change readiness factors in the UAE, for which few studies currently exist.

Collection development literature has burgeoned over the past decade, yet the complaint is still heard that college libraries are not engaged in meaningful collection development activities. College librarians often consider methods described in published research as too time‐consuming, technologically dependent, or statistically complex to apply to their own situations. How relevant is the literature to the practical needs of the collection developer? In addressing this question, a theoretical overview of collection development is presented, and recent publications reviewed, in terms of their relevance to collection planning, implementation, and evaluation in the small college library.

This study aims at developing an instrument to measure the latent trait propensity to drop out in face-to-face higher education.

Based on Tinto's student integration theory, a 27-item scale was created to measure student propensity to drop out of undergraduate programs. Item response theory was used to evaluate the psychometric analysis of the items. Furthermore, different methodologies were used to evaluate and provide evidence for content validity, response process validity, internal structure validity and criterion-related validity.

With the support of specialists in the construct, the interpretation of the scores for the use of the scale was defined in four levels of propensity: high, moderate, low and very low.

The latent trait propensity to drop out in face-to-face higher education allows the inclusion of new items and aspects in the instrument. Thus, it can be adapted to distance education.

The students' propensity to drop out score can be useful for researchers and administration units in colleges and universities in the planning of permanent institutional actions and programs to take preventive measures.

Minimize dropout in order to raise the educational level of the population and make better use of the resources invested in education.

This study points out when, why and how propensity to drop out can be measured and how scores can be interpreted in the context of the problem.