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Past research on the motivational processes underpinning knowledge sharing has assumed that the sharing processes are similar for all individuals. Yet, sharing is a fundamental affiliative behavior, and the sharing processes can differ between people. This study aims to propose and test a model of the moderating influence that employee attachment patterns have on the theory of reasoned action (TRA)-defined knowledge sharing processes.

The authors administered a questionnaire to 1,103 employees from a range of industries who participated in an online Qualtrics survey. Advanced forms for structural equation modeling and latent profile analysis were used to assess the proposed model.

The results revealed that participants in the study exhibited the latent profiles corresponding to secure, dismissive, preoccupied and fearful patterns. The preoccupied cohort had the lowest knowledge sharing behavior, yet the strongest links within the sharing process. Secure, dismissive and fearful had similar sharing levels, but the strength of the TRA-defined processes differed. These findings underscore equifinality: although sharing may be approximately equal across different attachment patterns, the fundamental processes underpinning sharing differ.

The authors used self-report data, given that sharing attitudes, norms and intentions may not be overly amenable to ratings even from well-acquainted others. Further, the use of advanced analytical methods helps to minimize common method concerns. Additionally, causal mechanisms underscoring the TRA have been demonstrated (Ajzen and Fishbein, 2005), allowing us to explore the moderating role of attachment patterns.

This study speaks to the importance of considering employees’ attachment patterns, and developing comprehensive intra-organizational norms, policies and systems that support and encourage knowledge sharing from employees with a variety of attachment patterns.

This study uniquely contributes to knowledge sharing literatures by incorporating attachment patterns as moderators within the TRA-defined sharing processes. The authors provide important insights on the role of individuals’ attachment patterns have for knowledge sharing behaviors, but also highlight how structure of knowledge sharing differed across subgroups of employees, determined based on their dispositional attachment pattern.

The authors tested whether the effect of alcohol consumption during work hours on workplace aggression was influenced by the combined impact of individuals' job insecurity and love of the job.

The authors employed a time-lagged design whereby 325 working adults (166 men; 159 women) provided data at two time points. Respondents were asked to report their typical alcohol consumption volume in a workday, the extent to which they loved their job, and how insecure they felt about their job. Approximately one week later, respondents completed a workplace aggression measure.

A substantial positive relationship was observed between the volume of alcohol consumed during work hours and the likelihood of aggressive acts. Beyond this preliminary finding, the authors found evidence for a three-way interaction. It appears that the fear of losing a beloved job creates a condition under which the drinking-aggression relationship is particularly strong.

Besides formal rules deterring alcohol consumption during work hours, managers may look to implement measures that nurture a sense of job love and job security, which can be beneficial in preventing aggression resulting from drinking in the workplace.

By examining alcohol consumption during a typical workday, the study captures the contextual and proximal effects of drinking, which are often not observed in workplace-focused studies that operationalize alcohol consumption in general terms. The findings also suggest that if employees who drink during work hours are afraid of losing the job they love, a particularly stressful situation is created in which workplace aggression is more likely to happen.

The purpose of this paper is to discuss the effect of management and decision‐making styles on the job satisfaction of academic staff in a Malaysian Research University.

The sample consisted of 218 respondents. The instruments used in the study were the Teacher Job Satisfaction Questionnaire and the Decision Style Inventory. Structural Equation Modelling (SEM) was used to determine the influence of decision‐making style and management style on the job satisfaction.

The findings showed that the research university had adopted an analytical decision‐making style. The hygiene factors were the predictors of job satisfaction as perceived by the academic staff at the research university in Malaysia.

This research selected a top Malaysian research university and small samples were selected from the whole population under consideration, thus, the findings can be generalized as similar to other research universities. In addition, the university management determines the decision‐making style, and the job satisfaction of the academic staff is affected by the decision‐making style of the university.

A contribution is made to the literature as the research reinforces the view that the management style and decision‐making style can predict or affect the job satisfaction of the academic staff.

The Seminar on Library Interior Layout and Design organised by IFLA's Section on Library Buildings and Equipment, and attended by people from over twenty‐two countries, was held at Frederiksdal, Denmark, in June 1980. This present article neither reports on the Seminar's proceedings, as it is hoped to publish the papers in due course, nor describes fully the Danish public libraries seen, but rather uses the Seminar's theme and the library visits as a point of departure for considering some aspects of the interior layout—the landscape—of public libraries. Brief details of the new Danish public libraries visited are given in a table at the end of the article.

Most libraries use a combination of three methods for acquiring serials: purchase through subscription agencies and other vendors, purchase direct from publishers, and the exchange of materials with other institutions. Subscription agencies and vendors dominate serial acquisitions, handling between half and two‐thirds of the annual serial expenditures of U.S. libraries. Subscription agents can avail themselves of economies of scale, discounts from publishers, and sophisticated automated systems, to provide basic subscription services — order placement and renewal, publisher prepayment, and support for the claiming of missing issues. Beyond these basics, agents offer a variety of ad‐ditional services ranging from printed catalogs and customized invoices to online files of serial pricing data, and electronic messaging systems. Although some agencies offer discounts on certain types of publications and services, they usually levy service or handling fees to cover the cost of service provision.

NO better indication of the growing consumer interest in video systems in Britain exists than the number of monthly magazines available on the subject. Excluding journals such as Audio visual and Video which cater mainly for the professional, there are at the time of writing six periodicals dealing with domestic video: Popular video (formerly Music and video), Television and home video, Video review, Video today, Video world and What video? (As a further sign of the times, the established magazine Photoplay has been transformed into Photoplay movies and video, with front cover emphasis on the last three words of the title). By way of contrast, there is only one comparable journal devoted to amateur film making, Movie making having taken over its competitor Film making in late 1980. Movie maker itself has ackowledged the importance of home video by carrying a regular video column and advertisements. The various publishing groups are as follows:

The purpose of this paper is to develop an interactionist framework for examining how the cultural dimension of collectivism interacts with workplace attributes to influence organizational commitment.

These issues are studied by using a longitudinal survey to examine the development of affective organizational commitment by a racially diverse set of young professionals in the USA.

Consistent with predictions, results showed a significant two‐way interaction between the cultural dimension of collectivism and organizational rewards on employees’ commitment.

These results suggest that research may benefit from the development of theory that simultaneously considers the role that workplace attributes and cultural values play in shaping organizational commitment.

The findings of this study suggest that organizations may increase existing employees’ commitment by strategically managing the types of rewards they provide to employees with different cultural values.

While an extensive amount of research has been conducted on affective organizational commitment, the question of whether employees’ cultural values influence commitment formation is still largely unanswered. Thus, this study provides initial evidence on the interactive effect of culture and rewards on the formation of employee commitment.

Though qualitative evidence of social impact exists for disability-inclusive social enterprise, there is a dearth of quantitative economic impact on their social impact. This study aims to address this gap and investigate the appropriateness and usefulness of social return on investment (SROI) methodology in this context.

Primary data was collected from people with disabilities, their families, staff at the parent company (an Australian Disability Enterprise [ADE]), social investors and other key stakeholders (n = 17). The study was also informed by the literature and a steering group to provide expert opinion when no other data existed to inform estimates. Sensitivity analysis was performed to check the robustness of the analysis.

Social return was estimated at $1.47–$2.65 for every $1 invested (over 3 years) and $8.48–$12.63 (20 years). Some forecast assumptions significantly impacted upon final ratios and need to be tested. How SROI ratios are received by social investors, the ADE sector and government remains untested. However, the political climate suggests ADEs adopting social enterprise models will be well received if they can deliver, and demonstrate through robust measurement, sustainable open employment opportunities.

Few studies exist that estimate the social impact of social enterprises supporting open employment of people with disabilities. At a time when ADEs (sheltered workshops) have been heavily criticised for providing repetitive, menial work for top up wages on welfare payments, the outputs from this research may provide valuable data to an ADE sector in transition as well as social investors and policy makers who increasingly require robust measurement of impact.

At one time or another, anyone involved with selection and acquisitions is confronted with the phenomenon of the library thief, and the nagging suspicion that the latest acquired book soon will be bundled out of the library. In the multi‐track business of acquisitions and theft, it's pretty much of a toss‐up as to who is winner.