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The purpose of this paper is to explore the myriad non‐financial ways in which library managers can motivate employees and address performance issues, reducing attrition and increasing productivity and satisfaction without increasing salaries.

A critical self‐reflection summarizing the author's experiential learning as a new assistant department head tackling a library department's productivity and cost issues with staff processing of course reserves. After an initial description of the situation, the paper explores the theories that apply to the experience, and includes analysis of the experience in light of those theories. The article includes how application by one library manager of findings from motivation, trust, and leadership theory literature was able to reduce staff attrition, increase staff satisfaction, and reduce costs.

The literature from a number of fields demonstrates that there are areas aside from financial compensation that library managers can harness to increase the motivation and satisfaction of staff members. An awareness of the factors cited in these literatures can help library leadership and managers improve unit performance. As budgets continue to shrink and open positions remain unfilled, it is imperative library managers find creative, non‐remunerative, and effective ways to address staffing needs.

The continued economic and budget limitations facing libraries create implications for library leaders and managers in terms of replacing and rewarding staff members, and creating workflow efficiencies in necessary library services.

This paper brings the issue of responsible staff stewardship and practical management to the forefront in an effort to engage library leaders and managers in a discussion about engaging with other discipline literatures for suggestions on how to maintain productive, satisfied staff while faced with fewer resources for rewarding good work.

The culture of library management practice could (and should) be affected by this issue, and the work in other disciplines may have wider application in terms of human resources management, distributions of managers' effort, and performance management issues in libraries.

The paper outlines one library manager's approach to an under‐performing library department, relating those approaches to factors identified in the broader literature as important to managers and leaders, and addresses the issue of how to address library service needs as budgets are stripped and staff attrition without replacement becomes regular practice.

The purpose of this paper is to explore the implications of libraries using Netflix to supplement their own audiovisual collections.

A review of the current discussion regarding breaking terms of service is presented along with several complications that arise from libraries disregarding the Netflix terms of service agreement.

The problem of providing patrons with access to materials that the library cannot afford to purchase and which cannot be acquired via interlibrary loan has no simple answer. Librarians may be in a unique position to encourage changes to terms of service that may be more friendly to lending institutions, but only if they do not squander their legitimacy by disregarding current terms.

Most of the conversation is based on anecdote and recent practice. Very little has been written on how to fix this problem.

This paper brings this issue to the forefront in an effort to engage librarians in a discussion about the ethical, practical and legal implications of breaking terms of service in the pursuit of serving patrons.

The culture of library practice could be affected by this issue, and may have wider ramifications in terms of future copyright, licensing, and terms of service agreements.

The paper is timely, addressing a current question and debate within their field. It proposes that librarians should find solutions only after seriously considering the legal, ethical, and economic implications of their actions.

The purpose of this paper is to explore the implications of budget cuts on libraries' ability to continue to maintain labor‐intensive IT maintenance on multiple systems.

The paper presents a discussion of the likely impact of the increasing popularity of cloud‐based and hosted information technology solutions.

Library practice, and emerging technology products targeted at library information systems, point to the fact that libraries with limited IT staff may continue to reduce their involvement in enterprise‐level IT projects and focus more on service provision and local enhancements.

The change in IT environments towards increasingly hosted solutions creates implications for library IT departments in terms of focus and needed skill‐sets.

This paper brings the issue of library IT constraints to the forefront in an effort to engage librarians in a discussion about where IT influence should be directed, and awareness of some of the practical concerns about moving to hosted and cloudware solutions.

The culture of library practice could be affected by this issue, and may have wider ramifications in terms of future library IT development and distributions of effort.

The paper is timely, addressing a current question and debate within the field. It proposes that librarians should explore the questions inherent in altering IT offerings in light of new vendor capabilities.

The purpose of this paper is to ask how the academic library may better position itself to assist with the demonstrated need for improved research ability in doctoral students. The paper examines the literature on doctoral student retention, which demonstrates problems with research self‐efficacy in students, and connects this issue to the library literature demonstrating the impact of library instruction.

The main approach is the review of the literatures in library science on the impact of instruction, and in the wider education literature on student retention and doctoral student attrition.

It was found that library instruction does demonstrably improve student research skills, and that doctoral students are generally underprepared to conduct dissertation level research. There is a case for partnering doctoral students with academic librarians to improve dissertation completion rates and lower attrition due to lack of research skill.

The paper demonstrates an obvious need for focus of library instruction on graduate students, and doctoral students in particular. The paper poses a number of research agendas that can be taken up by practitioners in the field, including various models for implementing instruction for doctoral students.

Attrition from doctoral programs has a burdensome impact on academic institutions, and has been demonstrated to have adverse social, psychological and financial impacts on the doctoral students themselves. The ability of library intervention to alleviate the problem has wide‐ranging implications.

The paper brings a wider literature base to bear on the practice of library instruction, and raises important questions relevant to librarians and graduate faculty about the value of the library to more advanced research students and the current focus of most library instruction programs at the undergraduate levels.

Since the early 2000s, employee engagement has become a growing point of interest for scholars, organizations, and consultants alike due to its association with a variety of organizational outcomes, such as job satisfaction, burnout, and turnover intent. Though there is much focus surrounding the measurement of employee engagement within the literature, there is a notable absence in research related to a leader's own level of engagement.

This study aimed to address this gap in the literature, utilizing the Employee Engagement Scale (EES) to measure for leader engagement. Confirmatory factor analysis (CFA) was used to evaluate the data from 147 formal leaders who completed the EES measure.

Results indicated that the model goodness-of-fit indices did not provide irrefutable evidence that leader engagement could be assessed with the 12-item EES. Using EFA results, the 12 items were rearranged and an additional run of CFA indicated better model fit with the modified EES, specifically focused on assessing leader-level engagement.

The small sample size (n = 147) limits the generalizability of the results. Additional studies using the revised EES structure indicated in this study is necessary to inform the validity and reliability in measuring for leader engagement with this modified tool.

The paper includes implications for future researchers to pay attention to assessing leader-level engagement within the workplace and what organizational outcomes leader engagement may impact, specifically the financial impact of leader engagement.

This paper sought to address the gap in the literature surrounding measuring for leader engagement and its potential association with organizational outcomes.

Eating away from home frequency is increasing and is linked with numerous adverse health outcomes. The purpose of this paper is to inform the development of health promotion materials for improving eating away from home behaviors by elucidating related parent and child cognitions.

Parents (n=37) and children (n=35; ages 6–11 years) participated in focus group discussions, based on social cognitive theory. Data were content analyzed to detect themes.

Many parents were concerned about what children ate away from home, however, others were less concerned because these occasions were infrequent. Lack of time and busy schedules were the most common barriers to eating fewer meals away from home. The greatest barrier to ensuring children ate healthfully away from home was parents were not present to monitor children’s intake. To overcome this, parents supervised what kids packed for lunch, provided caregivers instruction on foods to provide, and taught kids to make healthy choices. Kids understood that frequently eating away from home resulted in less healthful behaviors. Barriers for kids to eat healthy when away from home were tempting foods and eating in places with easy access to less healthy food. Kids reported they could take responsibility by requesting healthy foods and asking parents to help them eat healthfully away from home by providing healthy options and guidance.

This study is one of the first to qualitatively analyze parent and child eating away from home cognitions. It provides insights for tailoring nutrition education interventions to be more responsive to these audiences’ needs.

The purpose of this paper is to describe the program structure and design considerations of a 25-day, full-time apprenticeship in a university-based principal preparation program.

The study used a qualitative case study design that drew upon interviews and focus groups with program participants as well as program-related documents. Qualitative data analysis was completed using ATLAS.ti.

The analysis suggests that the apprenticeship had three specific design features that were intended to support the apprentice’s development for turnaround leadership. These included locating the apprenticeship experience in a turnaround school setting; focusing the apprenticeship on district structures and procedures; and situating the apprentice’s work within the district’s approved improvement process.

The study was limited in that recurring, on-site observations of apprenticeship activities were not possible. The study has implications for principal preparation programs related to the design of fieldwork experiences, as well as for educational scholars seeking to study the impact of fieldwork on principal efficacy.

The study contributes to the broader discussion of effective fieldwork experiences for aspiring school leaders, particularly when specific conceptions of leadership are infused within program designs.

This chapter aims to examine the ways coaching and mentoring are currently leveraged to deliver leadership development in higher education institutions. By exploring the variety of coaching and mentoring approaches and their deployment at different levels and across different institutions we are able to indicate opportunities for further enhancing leadership development in the sector through coaching and mentoring. The chapter examines peer-reviewed articles, sector reports and insights from key informants crafted into mini case studies. Mentoring emerges as a default approach to leadership development, in particular at early career stages and where inclusivity and diversity feature as part of leadership development programmes. Coaching is evident at the senior levels and offers a wider range of individual leader, senior team and organisational leadership development opportunities. Our cases highlight the range of responses and sophistication of coaching approaches and practices, from the highly embedded to other more piecemeal examples. The findings emphasise the importance of empirical research in this area to better understand and inform the sector of the wider benefits and opportunities of coaching and mentoring in supporting leadership development. Opportunities to support greater inclusivity and diversity in leadership should consider coaching approaches and practices too. This exploration of coaching and mentoring identifies why shifts towards coaching may be evident. It challenges those in the sector – researchers, people management and organisational developers, as well as senior leaders – to adopt more integrated and embedded coaching and mentoring initiatives to support the sector in addressing its current challenges.

This issue is a selected bibliography covering the subject of leadership.

We investigate the determinants and consequences of nonprofit lobbying activity by analyzing 501(c)(3) nonprofit lobbying choices as reported on the primary tax form, Form 990. Under the Internal Revenue Code (IRC), nonprofits may lose their tax exempt status if they engage in a substantial amount of lobbying. We examine lobbying choices across three dimensions: (1) the test used to determine whether lobbying activities are substantial (i.e., making an H-election) (2) whether lobbying activities are directly related to the mission of the nonprofit (i.e., program related) (3) whether an affiliate nonprofit lobbies on behalf of a nonprofit. Results indicate lobbying choices are associated with the amount of lobbying reported and the amount of contributions received. Additionally, our results provide some evidence that nonprofit lobbying choices allowed under the IRC are underutilized.