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Discusses the growth of inter‐firm logistics networks. Inter‐firm network denotes a complex arrangement of reciprocal, cooperative rather than competitive, relationships between legally independent but economically interdependent firms. Asserts that the organisation of the inter‐firm logistics network is influenced by the organisation of the network itself. Analyses the respective requirements of the inter‐organisational logistics system. Focuses on the question of which specific logistics‐related capabilities firms operating in production networks have to develop depending on the respective network type. Presents a qualitative study of a production network of a German car manufacturer to identify organisational capabilities and describe possible systemic development.

The paper's aim is to illustrate the use of a technique that can help researchers choose which techniques, and at what level, to employ in an internet‐based survey.

A screening experiment, designed as a Plackett‐Burman design, is used to study main effects of 11 techniques for increasing survey response. Three measures of effect used are click rate, completion rate, and response rate. A convenience sample of students at a large university in New Zealand is used.

Follow‐up had significant impact on click rate; incentive and pre‐notification had a significant impact on completion rate; no technique had significant effect on response rate.

Main effects are examined. Also, a limited number of approaches for each technique are studied.

This paper illustrates the use of a methodology that researchers, practitioner, and academics alike, can use to select techniques to employ in an internet survey. This is the first known application of the technique for selecting data collection techniques in marketing.

This compilation of over 500 United States Government bibliographies is the second annual supplement to BIBLIOGRAPHY OF UNITED STATES GOVERNMENT BIBLIOGRAPHIES 1968–1973 (Pierian Press). Due to the Government Printing Office backlog during 1974, many 1973 and 1974 titles are included in this 1975 Supplement, which should have appeared earlier.

We use data from the World Values Survey to describe and compare levels of confidence in the civil service in a series of countries, and study determinants of this confidence. Instead of focusing on citizen satisfaction with specific public services in a specific country, we analyze citizens’ general attitudes toward the public administration or civil service, and compare these attitudes internationally. We fit 60 identical regression models, to test for the impact of a series of socio-demographic and socio-economic variables in each of the countries. We finish by comparing the determinants in each of the countries, and test whether cultural or regional patterns emerge.

Based on the transformative learning theory, this paper analyses a French women-only training programme (WOTP) that aims to develop women’s soft skills in their professional contexts. This paper aims to focus on the process of personal transformation, the collective dimensions and the unexpected effects of the transformation.

This paper used a mixed qualitative design that mainly combines a qualitative two-step study of 47 women to assess their personal changes in terms of self-confidence, self-efficacy and assertiveness. This paper used 13 semi-structured interviews to explore the perceived changes in-depth.

The analysis shows that beyond “fixing their lack of skills” – including self-limiting behaviours, low feelings of self-efficacy and difficulty claiming one’s place – a WOTP can trigger a transformational learning experience at the individual level and can modify the surveyed women’s attitudes and behaviours at work. The results also highlight the collective dimension of transformation and, to some extent, an avenue for a societal transformation.

One can state that these WOTPs may positively contribute to human resources development in organisations, and that they may be considered a relevant practice in the move to promote women and gender diversity in organisations.

The findings reveal that, at their individual levels, these women may become agents of change by influencing and acting in their professional lives. The results stress that training women may contribute to organisational changes in terms of gender diversity. These findings contribute to the enrichment of the transformative learning theory by developing the collective and societal dimensions.