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This study examines the relationship of personality characteristics to drug treatment effectiveness for prison releasees. Prison releasees from two drug treatment programs (an out‐patient setting and a therapeutic community setting) are compared with each other and to releasees from a comparison group. Treatment success is measured 6 months after release from prison in terms of 1) abstinence of illicit drug use and 2) lack of recidivism. The data are analyzed using logistic regression with demographic, criminal history, past drug use, psychological, and treatment measures included in the equations. Findings suggest that several personality dimensions are related to treatment effectiveness, sometimes in unexpected ways. The findings also reveal that different personality characteristics are associated with each of the two measures of treatment success. The results are discussed in terms of policy implications for treatment programs.

As CD‐ROM becomes more and more a standard reference and technical support tool in all types of libraries, the annual review of this technology published in Computers in Libraries magazine increases in size and scope. This year, author Susan L. Adkins has prepared this exceptionally useful bibliography which she has cross‐referenced with a subject index.

The purpose of this paper is to explore the role of salary raises and employees’ perception of these salary raises on their intended retention and turnover. By using a survey data set from a representative American public university, this study investigates a novel hypothesis that faculty perceptions of salary raises, relative to their perceptions of other faculty members’ assessments of the raises, influence their intended labor supply.

Using both ordered probit and OLS modeling frameworks, the authors focus on the impact of salary raises and the relative perception of these raises on intended labor supply behavior. They explore a hypothesis that a mismatch between one’s ranking of the salary raise and the perception of others’ rankings causes dissatisfaction.

The results provide evidence that salary raises themselves are effective monetary tools to reduce intended turnover; however, the results also suggest that relative deprivation as a comparison of one’s own perceptions of a salary raise with others affects employee intended retention. The authors find that employees who have less favorable perceptions of salary adjustments, compared to what they believe their colleagues think, are more likely to consider another employer, holding their own perception of raises constant. Conversely, more favorable views of salary raises, compared to how faculty members think other’s perceived the salary raises, does not have a statistically significant impact on intended retention.

This is the first study that explores an employee’s satisfaction with salary raises relative to perceptions of other employees’ satisfaction with their own salary raises, and the resulting intended labor supply in an American university. The results indicate that monetary rewards in the form of salary raises do impact faculty intended retention; however, perception of fairness of these salary raises is more important than the actual raises. Given the high cost of job turnover, these findings suggest that employers may benefit from devoting resources toward ensuring that salary- and raise-determining procedures are generally perceived by the vast majority of employees as being fair.

This paper aims to examine how different ways in which a charitable organization communicates successes (highlighting individual or collective achievement) can influence potential future donors, and to determine whether the effectiveness of the communication strategy is contingent on the cultural context.

Experiments were conducted in the USA and Mexico.

The findings of the study demonstrate that the effectiveness of communications with the public regarding a charitable organization's success stories depends on the type of message used in relation to the cultural context. When the message was congruent with the cultural dimension of individualism‐collectivism, the public was more likely to consider making a contribution to the charity.

The study examined the impact of conveying a message congruent with the cultural context in the context of charitable contributions. Further research is needed to examine whether one would expect a similar result with a different type of charitable organization (issue‐related instead of cause‐related) or a non‐student sample.

The authors found that the effectiveness of communications with the public regarding a charitable organization's success stories depends on the type of message used in relation to the cultural context. Standardizing the message can have adverse implications on the public's intentions to donate to the organization.

Very few studies examine charity advertising in a global setting, and to the authors' knowledge this study is the first to examine communicating success stories to the public. In addition, previous studies do not examine the impact of different advertising appeals on intentions to donate to the charity, an important dependent variable for both researchers and practitioners.

The purpose of this paper is to explore the cross‐cultural efficacy of a gender identity scale commonly used in marketing: the shortened version of the Bem Sex Role Inventory (BSRI) measure developed by Barak and Stern, the Gender Trait Index (GTI).

Data were collected in the USA, Mexico, and Norway, and confirmatory factor analysis was used to assess the cross‐cultural equivalence of the GTI.

Configural, metric and partial scalar invariance of a revised 16‐item measure were supported.

The validated 16‐item GTI scale will enhance measurement applications and theory building in cross‐cultural research, and further the authors' understanding of the role that gender identity plays in consumer decision making.

Consumer-Directed Health Plans (CDHPs) are proposed as an option to control healthcare costs. No research has addressed their applicability in rural settings. This study analyzes three years (2003–2005) of healthcare expenditure and utilization incurred by two employers and a national carrier providing data from a rural state, Kentucky. The study included two measures of expenditures (health care and prescription drugs) and three measures of utilization (physician visits, hospital admissions, and hospital inpatient days). In general, the CDHP successfully controlled the growth of medical costs. These findings suggest that CDHPs may be a viable alternative benefit structure for rural employers.

Feminist leadership in libraries is an emerging area of interest. Distinct from traditional leadership or female leadership, it includes such values as critiquing systems of oppression, valuing whole people, empowering individuals, and sharing information. Here we ask, what do feminist academic library leaders do? And can academic libraries operate as sites of resistance to systems of oppression? We surveyed 55 people and conducted 23 semi-structured interviews with library leaders focusing on how they enact feminist values in the workplace. In this chapter, we explore several key themes that emerged through our research: how library leaders specifically advocate for their staff and users, how organizational structures support or resist feminist leadership, and how decision-making functions in their organizations. While there is no single way to be a feminist leader, we discuss the varied ways our participants enact their feminism, from day-to-day words and actions to larger initiatives and programs. As to whether these libraries are functioning as feminist organizations and able to resist or even change dominant oppressive systems of power, the results are unclear. The culture of the parent institutions seems to be a decisive factor in how academic libraries operate, and none of our participants report success at fully breaking away from those norms. Yet our participants also demonstrate how they have sidestepped or even changed official policies to be more inclusive and flexible. In this chapter we present clear examples of feminist values enacted in academic libraries as well as direction for further research.