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An international archival data set resulting from a survey of workers in 27 countries is studied, examining certain individual factors affecting family-friendly work perceptions (FFWP) beginning within the USA and, then, studying FFWP across a select group of six countries, specifically comparing the USA to Bulgaria, Denmark, Japan, Russia and South Africa.

The paper reviews studies on gender differences affecting FFWP, focusing on International Social Survey Programme Work Orientation III Survey 2005.

The six-country comparative analysis shows differences: in the demographic factors in the effects of gender, age and marital status, and the work context factors of number of work hours and type of employer on FFWP; FFWP for those who are self-employed (entrepreneurs), government workers, those working for public companies and those working for private companies and self-employed (entrepreneurial) workers show greater appreciation for family-friendly work practices than those who are government workers and those working for public and private companies.

Limitations of this research include the drawbacks of using secondary data such as the method of data collection, the quality of cross-national data and the fit between the manifest variable survey responses with the latent construct.

Managers need to be aware of the importance of family-friendly work practices to their employee base. Failure to match the desired level of FFWP could lead to a less productive and unhappy workforce.

Cultural effects were found in the results, indicating that demographics have differing effects across cultures, but workplace factors are constant across cultures.

The paper provides valuable information on gender differences across cultures.

Communications regarding this column should be addressed to Mrs. Cheney, Peabody Library School, Nashville, Tenn. 37203. Mrs. Cheney does not sell the books listed here. They are available through normal trade sources. Mrs. Cheney, being a member of the editorial board of Pierian Press, will not review Pierian Press reference books in this column. Descriptions of Pierian Press reference books will be included elsewhere in this publication.

This article examines how underlying national culture potentially impacts host country expectations of corporate citizenship for multi‐national firms. We present a conceptual framework for systematically comparing the impact of national culture on social issues affecting multi‐national firms. Research propositions describe the relationships between national culture and corporate citizenship suggesting potential future empirical research opportunities. Using four countries as examples, we conduct a qualitative comparative analysis to demonstrate the applicability of our culture‐based framework. Finally, we offer implications of our framework for corporate global citizenship of multi‐national firms.

The purpose of the study was to determine if representatives of small and large businesses in New Jersey believe portfolios would be valuable for evaluating applicants as part of the hiring process and whether portfolios would help applicants in the hiring process.

Representatives from 109 small and 71 large businesses in New Jersey were surveyed about using portfolios in the hiring process.

Representatives from both small and large businesses believe that the submission of a portfolio of exemplary work may help the applicant and the employer in the hiring process.

The study limitations are that the respondents had different definitions of ePortfolio, it was a convenience survey, and the researchers used two sets of data. For future research, conducting a study in a major region of the world would be a significant contribution to learning about the views of business representatives globally regarding the use of ePortfolios in the hiring decision process.

The authors recommend that educational institutions encourage students to create portfolios as part of their career preparation to gain an edge as applicants in the job market. EPortfolios are an emerging tool to help employers in the hiring decision process.

EPortfolios would provide evidence of the employee's fit to the position, thus eliminating a mismatch of the employee's skill set and qualifications to the job. The ePortfolio aids the employer in seeing the candidate's skills for the position.

This paper adds to the limited research about the emergence of ePortfolios having a role in human resource decision making.

The purpose of this paper is to narrate authors’ personal and professional experiences as doctoral graduate students, highlighting the personal and academic growth fostered through an organic peer mentorship and advocating that these relationships be cultivated actively by faculty advisors.

The concepts of purpose, planning, and positivity are employed to organize the discussion, which is based on relevant literature and the authors’ lived experiences.

Like most students who pursue and complete doctoral degrees, the authors experienced transformative learning. The authors acknowledge myriad ways their informal peer mentoring relationship was a critical component of successful degree completion.

While their relationship remains unique and perhaps inimitable, the authors seek to extrapolate the universal qualities relevant to others seeking a deep and personal support system during their doctoral degree-seeking journey.

The study aims to explore the critical approaches adopted by innovative organizations and to build an environment of trust between the multiple stakeholders collaborating for new product development (NPD).

A qualitative research approach is adopted in this study. Fifteen semi-structured interviews were conducted with experts from the wood product industry in Quebec, Canada. These organizations have successfully adopted the latest technological developments and have developed a strong collaboration with their stakeholders.

The study identified eleven strategies for the innovative organizations that included early involvement of the stakeholders in the design process, developing long-term relationships and fostering a transparent environment using Industry 4.0 technologies. A novel framework for using this strategy is presented with three stages of application, namely, planning, enactment and review.

Inter-organizational collaborations in NPD are more successful when imbued with trust. The NPD strategies must allow innovative organizations to achieve a balanced ecosystem in which value created through the adaption of new technology can be thoroughly captured through commercialization on time with no field failure.

The study adds to the body of knowledge in stakeholder theory and NPD research and practice.

The purpose of this article is to present an overview of the history and development of transaction log analysis (TLA) in library and information science research. Organizing a literature review of the first twenty‐five years of TLA poses some challenges and requires some decisions. The primary organizing principle could be a strict chronology of the published research, the research questions addressed, the automated information retrieval (IR) systems that generated the data, the results gained, or even the researchers themselves. The group of active transaction log analyzers remains fairly small in number, and researchers who use transaction logs tend to use this method more than once, so tracing the development and refinement of individuals' uses of the methodology could provide insight into the progress of the method as a whole. For example, if we examine how researchers like W. David Penniman, John Tolle, Christine Borgman, Ray Larson, and Micheline Hancock‐Beaulieu have modified their own understandings and applications of the method over time, we may get an accurate sense of the development of all applications.

The following bibliography focuses mainly on programs which can run on IBM microcomputers and compatibles under the operating system PC DOS/MS DOS, and which can be used in online information and documentation work. They fall into the following categories:

On April 2, 1987, IBM unveiled a series of long‐awaited new hardware and software products. The new computer line, dubbed the Personal Systems 30, 50, 60, and 80, seems destined to replace the XT and AT models that are the mainstay of the firm's current personal computer offerings. The numerous changes in hardware and software, while representing improvements on previous IBM technology, will require users purchasing additional computers to make difficult choices as to which of the two IBM architectures to adopt.

The purpose of this paper is to investigate differences in how men and women small- and medium-sized enterprise (SME) entrepreneurs make decisions regarding whether to invest in technologies for their firms. Answering recent calls for a gendered perspective in entrepreneurial decision-making, this study integrates premises from social identity theory and role congruity theory to help explain innovation investment decisions among male and female SME entrepreneurs.

Using data from 121 SME entrepreneurs in the dry cleaning industry, the authors employ a conjoint experimental methodology to capture decisions SME entrepreneurs make to adopt or reject an environment-friendly dry cleaning technology. The authors examine the role gender, firm revenue, technology price, and technology complexity play in entrepreneur investment decisions.

The authors find that gender indirectly impacts innovation purchase decisions through interactions with firm revenue and key innovation characteristics. Women SME entrepreneurs were less likely to purchase the technology than their male counterparts at low (and high) firm revenue, high innovation price, and high innovation complexity—all highly risky, masculine, choice contexts.

These findings suggest that men and women's entrepreneurial investment decisions might be shaped by gender stereotypes. Future research should sample additional industries and determine the norms guiding gendered decision-making.

Beyond the decision to launch a new venture, this multi-level analysis, using the lens of social identity and role congruity theories, helps illuminate how men and women SME entrepreneurs approach innovation investment decision-making in significantly different—and gender role consistent—ways.