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The purpose of this paper is to demonstrate how social identity change can support the TC objective of promoting “right living”. This is compatible with the literature on addiction recovery which has shown that identity change is central to this process. While much of the earlier literature focussed primarily on an individual analysis of change, there is a growing body of research showing the important contribution that social networks, social group membership and associated social identities make to sustainable change.

The paper describes baseline data for a multi-site prospective cohort study of 308 clients entering therapeutic community (TC) treatment and characterizes the presenting profile of this cohort on a range of social identity and recovery measures at the point of TC entry.

The sample was predominantly male with a mean age of 35 years, with the large majority having been unemployed in the month before admission. The most commonly reported primary substance was methamphetamine, followed by alcohol and heroin. The sample reported low rates of engagement in recovery groups, but access to and moderate degrees of social support was also reported in the period prior to admission.

The paper highlights the important role that TCs play in facilitating identity change and in promoting sustainable recovery.

The paper discusses opportunities for working with social identities both during residence and in community re-integration, and highlights what TCs can do to support and sustain recovery.

The paper brings to light the potential contribution of social group membership and social identity change to management of recovery in TC settings.

The study described provides an innovative way of assessing TC effectiveness and testing novel questions about the role of social identity and recovery capital as key predictors of change.

The takeover moves by TACE—the printing‐to‐crane safety engineering group — represent a comeback for a one‐time City star, Jock Mackenzie. But the man largely responsible for TACE's expansion is Simon Hunt, a 29‐year‐old ex‐factory foreman, whose management philosophy is one of ‘mild intervention’.

SEPTEMBER this year will be unique in the history of the librarian in England in that for the first time in nearly sixty years the annual conference of the Library Association has already become a memory only. There are those who profess to believe that the conference should be restored to the autumn months. It may be suggested on the other hand that the attendance at Margate lent no assistance to that point of view; indeed, the Margate conference was one of the most pleasant, one of the most successful, of which we have record. Nevertheless, if it can be proved that any large body of librarians was unable to be present owing to the change of month, it appears to us that the matter should be considered sympathetically. Although no one holds any longer the view that one week's attendance at a conference will teach more than many months' study in hermit‐like seclusion—the words and sentiments are those of James Duff Brown—because to‐day there is much more intimate communication between librarians than there was when that sentiment was expressed, there is enormous value, and the adjective is not an exaggeration, in one large meeting of librarians in body in the year. It is an event to which every young librarian looks forward as the privilege to be his when he reaches a high enough position in the service; attendance is a privilege that no librarian anywhere would forego. And this, in spite of the fact that there is usually a grumble because the day is so full of meetings that there is very little chance of such recreation as a seaside, or indeed any other, place visited, usually provides for the delegates.

Three decades of academic and professional discourse on HR technologies (HRTs) have produced continued disagreement over construct definitions and research streams that are highly fragmented. These realities suggest that greater consistency in meanings is sorely needed if we are to integrate and upgrade knowledge in this area. This chapter draws on the findings of a systematic research review to properly define the content domains of human resource information systems (HRIS), virtual human resources (virtual HR), electronic human resource management (e-HRM), and business-to-employee (B2E) systems. An integrative synthesis was performed on 242 system-level writings that appeared in the literature from 1983 to 2017. The weight of the evidence strongly supports treating HRIS, virtual HR, e-HRM, and B2E systems as independent, complimentary constructs. While the first three comprise a firm’s HRT system, the fourth construct is more appropriately positioned in the business-collaborative system. The sample was further evaluated with an analytic framework to detect patterns of practice in research designs. This revealed that much more attention has been focused on system actions and outcomes than on attitudes and system characteristics. Different units of analysis were well represented aside from trans-organizational studies. Finally, a case is made for better contextualizing HRT research by recognizing differences in assimilation stage, functional penetration, and collective proficiency. These factors are rarely mentioned, let alone studied, raising additional concerns about measurement error. Detailed suggestions are offered on ways to incorporate them. Together, these materials should promote more sophisticated and generalizable assessments of technology, improving our ability to understand its impacts.

HIS holidays over, before the individual and strenuous winter work of his library begins, the wise librarian concentrates for a few weeks on the Annual Meeting of the Library Association. This year the event is of unusual character and of great interest. Fifty years of public service on the part of devoted workers are to be commemorated, and there could be no more fitting place for the commemoration than Edinburgh. It is a special meeting, too, in that for the first time for many years the Library Association gathering will take a really international complexion. If some too exacting critics are forward to say that we have invited a very large number of foreign guests to come to hear themselves talk, we may reply that we want to hear them. There is a higher significance in the occasion than may appear on the surface—for an effort is to be made in the direction of international co‐operation. In spite of the excellent work of the various international schools, we are still insular. Now that the seas are open and a trip to America costs little more than one to (say) Italy, we hope that the way grows clearer to an almost universal co‐working amongst libraries. It is overdue. May our overseas guests find a real atmosphere of welcome, hospitality and friendship amongst us this memorable September!

This chapter presents a feminist poststructuralist account of the role of men and masculinity in the development of Air Canada, specifically in its early years and the development of the organization’s culture. It is argued that an understanding of the development of gendered practices (i.e., the development of male associated or dominated work) over time can help us to understand and identify how such practices develop, are maintained, and also change.

We examined the relationship between high school and collegiate organizational involvement and their differential and collective effects on the development of leader self- efficacy, motivation to lead and leadership skill. Our goal was to better understand how the student leader development process unfolds at different points in time over young adulthood. The study investigated members of registered student organizations (n=757) during the Fall 2016 semester. Results of the study indicated strong developmental relationships between past high school involvement, current collegiate involvement and leader capacity change. Positional leadership and students’ priority placed on their involvement during high school were predictive of leader skill and self-efficacy, while in college, only mental and physical engagement in organizations predicted leader development.

DURING THE twelve days of Christmas, between the King's speech and Twelfth Night, after the chocolate smoking set had been consumed, though not in flames and smoke, and before the Christmas decorations had sagged to waist level, I used to read my annuals.

The purpose of this paper is to explore the relatively hidden phenomenon of researchers who not only study dirty work but who also occupy the position of dirty workers. Drawing on the sociological debate on insider-outsider categories in research, this paper describes how these types of “dirty work/er researchers” understand and negotiate their occupational subjectivity and the methodological and epistemological resources they bring to their research practice.

Two biographical narratives from different types of “dirty work/er researchers” are analysed using a feminist epistemology of corporeality, social difference and power.

Ambivalence is an underlying dynamic of the narratives which indicate that the stigma attached to certain types of dirty work histories act to both facilitate and constrain research practice. Ambivalence disrupts strict binary categories often relied on in research such as insiders and outsiders, empowered and powerless and researcher and Other.

The experiences of “dirty work/er researchers” indicate a need to reconsider ethical, methodological, epistemological issues within social research.

Participatory research frameworks such as peer research should pay closer attention to issues of professional status, power and risk. Further research is required on what happens after peer researchers leave the field.

This paper contributes to the knowledge of the relatively hidden world of the “dirty work/er researcher”, their occupational experiences and the methodological and epistemological resources they bring to their job.