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In recent years, theory and research have been increasingly devoted to understanding organizational behavior in cross-cultural and global contexts, with particular attention being paid to the appropriateness of various human resources management (HRM) practices because practices that may be effective within one cultural context may not be effective in other cultural contexts. This chapter argues that a multi-level perspective is needed to explain the interplay between HRM practices and employee responses across cultural contexts. Specifically, the multi-level framework developed in this chapter elucidates the importance of fit between HRM practices, individual values, organizational values, and societal values. Societal values play a key role in the adoption of HRM practices, and the effectiveness of these HRM practices will depend largely on “fit” or alignment with the values of the societal culture in which the organization is operating. HRM practices also shape the collective responses of employees through organizational climate at the organizational level and through psychological climate at the individual level. For positive employee attitudes and responses to emerge, the climate created by the HRM practices must be aligned with societal and individual values. Building on these notions, the strength of the societal culture in which the organization is operating serves as a mechanism that links relationships between climate, value fit, and attitudes across levels of analysis. The chapter concludes with some recommendations for future research and implications for practice.

Current issues of Publishers' Weekly are reporting serious shortages of paper, binders board, cloth, and other essential book manufacturing materials. Let us assure you these shortages are very real and quite severe.

The process of community development can be described as one which embraces the efforts of the people and the government working to improve the economic, social and cultural conditions of an area so that the area can contribute fully to the process of the larger community in which it exists. The success or failure of this interaction has largely to do with the coordination it receives. It is here that the library plays an important role through the articulation of community concerns and interests, program development, and resource coordination as they are described in Patrick Penland's and James Williams' Community Psychology and Coordination.

The Promenade image retrieval system is described in terms of its design, development and architecture. Design, development and implementation issues are discussed in terms of efficiency and effectiveness. A preliminary usability study is presented and the data respiting from the preliminary study are analysed and discussed. Efficiency in terms of response time due to network delays, database processing, application processing and image characteristics and display is discussed. Response time results from 40 queries made to the image database are presented and discussed. The results of these studies demonstrate where improvements in the system need to be made in order to improve usability and response time.

Components and functions which comprise a computer, such as address registers and cycle time, are defined and described. Characteristics of 8‐, 16‐, and 32‐bit machines and the confusing use of multiple bit‐size architecture in some computers are detailed. Appropriate applications for each bit‐size are suggested. Detailed explanations are provided to amplify statements in the text. This article should be read twice for maximum comprehension, once reading the text and explanations together, and once reading only the text.

This is the official title of the long‐awaited consultative document, published on 1st February 1972, in which the government presented its proposals for the reorganisation of those aspects of industrial training which come under its jurisdiction. The document can be obtained, free of charge, from any local employment office of the DE.

This article examines a range of issues associated with gangs in incarcerated settings. We begin by examining the similarities and differences between street and prison gangs, and differentiating them from other types of criminal groups. Next, we focus on the emergence and growth of gangs in prison, including patterns and theoretical explanations. Importantly, we draw theoretical linkages between differing perspectives on gang emergence and gang violence. We also present administrative and official responses to gangs in prison. Finally, we discuss the movement from prison to the street, examining the difficulties that former prisoners face when re‐entering communities.

Algermissen, Virginia, Penny Billings, Sandra Grace, Barbara Guidry, and John Blair. “Subminute Telefacsimile for ILL Document Delivery.” Information Technology and Libraries, I (Sept., 1982), 274–5.

Highlights the need for professionals who refer customers among themselves to acquire up‐to‐date information on specialists available in the area and their performance. Develops a model to assist with the understanding of this process. Discusses several managerial implications related to marketing referrals. Concludes that further investigations of the model are needed in other service markets.

a proposed strategy for training and manpower managers THE INDUSTRIAL TRAINING ACT HAS, WITHIN EIGHT YEARS, produced great and identifiable gains in the training of the national labout force. By 1972 we have enough experience of its working to be able to recognise certain weaknesses, too. The consultative document proposes wide‐sweeping changes in the system which are revolutionary rather than evolutionary. What training and manpower managers have to ensure is that the benefits which have accrued from the system will be preserved and that the shortcomings of the Act will be corrected. Any proposed new system ought to be judged on the extent to which it will enable us to hang on to our gains and free ourselves of the failings.