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SEVERAL GENERATIONS OF LIBRARIANS throughout the world have become aware of the libraries of Toronto during the course of their early professional studies; many British librarians, indeed, have gained first‐hand knowledge through taking part in the internee scheme of Toronto Public Library. The wealth of the collections of Toronto Central Library and the pioneer work of Boys and Girls House have become legendary in our profession. During a private visit to Canada in July and August 1971 I satisfied a long‐standing ambition by making a pilgrimage to the libraries in Toronto and saw something of the significant developments that have been taking place there recently.

These notes on Sir Walter Scott by John Galt, here published for the first time, have been transcribed by Dr Hamilton B. Timothy, Associate Professor in the Department of Classical Studies and Galt Scholar at the University of Western Ontario, from a manuscript among the material given him by Henry Gordon Harvey Smith, Q.C., a great‐grandson of John Galt, and his sister, Mrs Muriel Harvey Turner, of Winnipeg. John Galt's youngest son, Alexander, with whom Galt's widow made her home after the novelist's death in 1839, became the Hon. Sir Alexander Galt and Canada's first Federal Finance Minister; from him John Galt's library and miscellaneous papers passed to his youngest daughter, Annie Prince Galt, who married Dr W. Harvey Smith, a distinguished opthalmologist. (In 1930 he had the rare honour of holding at the same time presidency of both the British Medical Association and the Canadian.) His carefully augmented collection of Galt family papers, inherited by his son and daughter, has now been passed to Dr Timothy for use in connexion with his study, The Galts: a Canadian Odyssey. At the same time the family collection of John Galt's writings—in sixty‐eight volumes, many from the novelist's own library—was presented to the library of the University of Western Ontario. For permission to print these interesting notes we are indebted to Mr Harvey Smith and Mrs Turner. The annotations initialled C are by Dr Robert Hay Carnie of the University of Calgary.

IF YOU WERE to ask why ‘the treatment’ for (the London Borough of) Sutton's new central library, there are two reason's. First, Sutton's Chief, Roy Smith, was on like a flash to my sloppy discourtesy in neither acknowledging his invitation to the official opening in December nor turning up for it, and gave half a day of his time last month instead to take me round; second, in Mr Smith's own words, ‘This is one of the most interesting new libraries to come out of public librarianship for a long time’, and I am disposed to agree with him.

Many research studies in operations management (OM) and strategic management (SM) investigate how different kinds of firm decisions regarding business relationships can positively affect a firm's operations performance, resource endowment, and competitive position. Very few studies exist, however, that have attempted to illuminate the actual behaviors of managers when making strategic decisions about their intercompany relationships; rather, most existing studies focus on normative theory. The purpose of this paper is to explore linkages between the “set” of strategic objectives that managers are willing to pursue, the “set” of networking decisions they make, and the “set” of business agreements they sign.

In order to investigate and explore actual managerial behaviors with respect to networking strategy, the study adopts a field research approach based on multiple case studies. Data were collected on 13 business agreements from three manufacturing firms in the mechatronics industry in Italy. Within‐case and cross‐case analyses are used for theory‐building purposes.

The empirical data allow identification four different archetypes of networking strategy. The archetypes capture different connections between the “set” of strategic objectives that managers are willing to pursue, the “set” of networking decisions that they consider, and the “set” of strategic agreements that they actually adopt. Specifically, the identified archetypes are named multi‐alignment, multi‐agreement (diversification), multi‐objective, and mono‐alignment (focus), and these are related to different association multiplicities among objectives, decisions, and agreements. The implications related to these archetypes are three‐fold. First, the multi‐alignment archetype suggests a focus not just on one kind of agreement, but also on the firm's overall portfolio of agreements, in order to facilitate understanding of how different kinds of agreements and networking decisions can play a complementary role in achieving a firm's predetermined business objective/s. Second, the multi‐agreement (diversification) archetype suggests that managers can minimize the risk of losing the potentiality of network collaboration by undertaking different kinds of agreements for the same strategic objective. Third, the mono‐alignment (focus) and multi‐objective archetypes suggest that just one agreement can potentially pursue one or multiple strategic objectives, and thus can allow managers to minimize the cost of managing several networking relationships.

The originality of this study lies in its exploration of linkages between objectives, decisions and networking agreements. Unlike most of the existing papers in OM and SM, however, it does not specifically focus on: vertical or horizontal relationships; operations performance (positioning school) or resource endowment (resource‐based view) strategic objectives; or any specific kind of agreement contract (outsourcing, alliance, joint venture, etc.). This paper presents four different networking strategy archetypes that represent different ways of matching a “set” of networking decisions, strategic objectives and business agreements. These are not related to either vertical or horizontal relationships, operations performance or resource endowment objectives, or any specific contract agreement form.

Aarhus Kommunes Biblioteker (Teknisk Bibliotek), Ingerslevs Plads 7, Aarhus, Denmark. Representative: V. NEDERGAARD PEDERSEN (Librarian).

It has often been said that a great part of the strength of Aslib lies in the fact that it brings together those whose experience has been gained in many widely differing fields but who have a common interest in the means by which information may be collected and disseminated to the greatest advantage. Lists of its members have, therefore, a more than ordinary value since they present, in miniature, a cross‐section of institutions and individuals who share this special interest.

This work examines the intersection between traditional human resource management and the novel employment arrangements of the expanding gig economy. While there is a substantial multidisciplinary literature on the digital platform labor phenomenon, it has been largely centered on the experiences of gig workers. As digital labor platforms continue to grow and specialize, more managers, executives, and human resource practitioners will need to make decisions about whether and how to utilize gig workers. Here the authors explore and interrogate the unique features of human resource management (HRM) activities in the context of digital labor platforms. The authors discuss challenges and opportunities regarding (1) HRM in organizations that outsource labor needs to external labor platforms, (2) HRM functions within digital labor platform firms, and (3) HRM policies and practices for organizations that develop their own spin-off digital labor platform. To foster a more nuanced understanding of work in the gig economy, the authors identify common themes across these contexts, highlight knowledge gaps, offer recommendations for future research, and outline pathways for collecting empirical data on HRM in the gig economy.

Self‐efficacy has been described as a malleable quality based on individual perceptions of ability in given situations and has repetitively been linked to performance gains and other positive organizational outcomes. Less research has addressed the processes that shape individual efficacy levels. This article explores the role of emotional intelligence and causal reasoning patterns in the development of self‐efficacy beliefs. A research model is forwarded along with associated propositions. Lastly, the implications, limitations, and future research directions of this research are discussed.

The purpose of this paper is to highlight the views of Professor George Arnold Wood, a leading Australian scholar at the University of Sydney, concerning the involvement of the British Empire in the Great War of 1914-1918.

The author has examined all of Professor Wood’s extant commentaries on the Great War which are held in the archives of the University of Sydney as well as the biographical material on Professor Wood by leading Australian scholars. The methodology and approach is purely empirical.

The sources consulted revealed Professor Wood’s deeply held conviction about the importance of Christian values in the formation of political will and his belief that the vocation of politics is a most serious one demanding from statesmen the utmost integrity in striving to ensure justice and freedom, respect for the rights of others and the duty of the strong to protect the weak against unprincipled and ruthless states.

The paper highlights Professor Wood’s values as derived from the core statements of Jesus of Nazareth such as in the Sermon on the Mount. And as these contrasted greatly with the Machiavellian practice of the imperial German Chancellors from Bismarck onwards, and of the Kaiser Wilhelm II. It was necessary for the British Empire to oppose German war aims with all the force at its disposal. The paper illustrates the ideological basis from which Wood derived his values.