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The purpose of this paper is to use spatial thinking (space-time) as a lens through which to examine the ways in which the socio-economic conditions and values of the post-Fordist academy work to diminish and even subsume the immaterial affective labour of librarians even as it serves to reproduce the academy.

The research question informing this paper asks, In what ways does spatial thinking help us to better understand the immaterial, invisible and gendered labour of academic librarians' public service work in the context of the post-Fordist university? This question is explored using a conceptual approach and a review of recent library information science (LIS) literature that situates the academic library in the post-Fordist knowledge economy.

The findings suggest that the feminized and gendered immaterial labour of public service work in academic libraries – a form of reproductive labour – remains invisible and undervalued in the post-Fordist university, and that academic libraries function as a procreative, feminized spaces.

Spatial thinking offers a corrective to the tendency in LIS to foreground time over space. It affords new insights into the spatial and temporal aspects of information work in the global neoliberal knowledge economy and suggests a new spatio-temporal imaginary of the post-Fordist academic library as a site of waged work.

The article introduces selected theoretical approaches to time and temporality relevant to the field of library and information science, and it briefly introduces the papers gathered in this special issue. A number of issues that could potentially be followed in future research are presented.

The authors review a selection of theoretical and empirical approaches to the study of time that originate in or are of particular relevance to library and information science. Four main themes are identified: (1) information as object in temporal perspectives; (2) time and information as tools of power and control; (3) time in society; and (4) experiencing and practicing time.

The paper advocates a thorough engagement with how time and temporality shape notions of information more broadly. This includes, for example, paying attention to how various dimensions of the late-modern time regime of acceleration feed into the ways in which information is operationalised, how information work is commodified, and how hierarchies of information are established; paying attention to the changing temporal dynamics that networked information systems imply for our understanding of documents or of memory institutions; or how external events such as social and natural crises quickly alter modes, speed, and forms of data production and use, in areas as diverse as information practices, policy, management, representation, and organisation, amongst others.

By foregrounding temporal perspectives in library and information science, the authors advocate dialogue with important perspectives on time that come from other fields. Rather than just including such perspectives in library and information science, however, the authors find that the focus on information and documents that the library and information science field contributes has great potential to advance the understanding of how notions and experiences of time shape late-modern societies and individuals.

Bureaucracy in libraries is typically presented in terms of six banal characteristics originally identified by the historian Max Weber at the turn of the twentieth century. In some cases, bureaucracy in libraries is seen as a system that might be undone. These characterizations underestimate the power of bureaucracy as a force external and intrinsic to libraries. The purpose of this paper is to reintroduce the topic of libraries as bureaucracies such that library practitioners can identify, question and reform aspects of bureaucracy in libraries.

A review of literature from the library field and from the social sciences is presented in the framework of a SWOT analysis, such that readers can see bureaucracy in libraries for its strengths and weaknesses, as well as in regards to its external opportunities and threats.

Bureaucracy is a largely misunderstood and overlooked topic, in all disciplines, including library science. Generally, bureaucracy is presented as a negative and ineffective system operating in the public sector only, though bureaucracies serve many positive purposes and functions in all aspects of society. Bureaucracy cannot be dismantled, though opportunities exist to eliminate its less desirable aspects and effects. In some ways, libraries exemplify bureaucratic thinking, yet in webs, libraries are poised to offset or challenge the harmful effects of bureaucracy in all other aspects of society.

Bureaucracy is seldom considered in library research or in other fields. As such, it is a grossly misunderstood subject. This extensively research paper synthesizes the literature that does exist on the topic, and expands upon it using theory from the social sciences. As such, this paper stands to begin a discussion about how libraries can restructure and respond to change.

The entry of significant numbers of women into managerial positions over the past two decades has prompted considerable interest in their experiences and, more recently, in their progress through the various levels of management. An examination of the circumstances presently facing such women paints a discouraging picture: some investigations indicate that highly qualified, competent individuals feel disappointed and disillusioned with their experiences in organizations (Gallese, 1985; Hardesty, & Jacobs, 1986). Other reports suggest that female executives face formidable structural and attitudinal barriers which virtually preclude advancement to upper management echelons (Fierman, 1990; Morrison, White, & Van Velsor, 1987; Nicholson, & West, 1988). In addition, recent media accounts proclaim that massive numbers of corporate women are choosing to ‘bail out’ in favor of entrepreneurial self‐employment or full‐time homemaking (Maynard, 1988; Taylor, 1986).

Austrian economics figures centrally in organizational entrepreneurship research. However, researchers have focussed almost entirely on the Austrian school's “gales of creative destruction” and “entrepreneurial discovery” metaphors, which are rooted in equilibrium assumptions and thus downplay the more subjective and dynamic aspects of entrepreneurship. The purpose of this paper is to question such assumptions, proposing instead a “kaleidic” metaphor drawn from the radical subjectivist strand of Austrian economics. The paper develops, grounds, and enriches the theoretical concepts this metaphor embodies in order to advance the general understanding of entrepreneurship as a radically subjective, disequilibrium phenomenon, as well as the specific knowledge of entrepreneurs’ career and venture experiences. In doing so, the paper highlights creative imagination as a wellspring of entrepreneurship.

The paper employs a case study design to inductively develop the theoretical concepts embodied in the kaleidic metaphor and deductively ground them in the accounts 12 entrepreneurs provided about their career and venture experiences. The paper employs symbolist methods to develop thicker descriptions, generate alternative understandings, and facilitate richer interpretations. Moreover, the paper adopts a reflexive approach in considering the study's implications.

The results suggest the kaleidic metaphor comprises five overarching ideas that resonate, often very strongly, with entrepreneurs.

The study is the first to theoretically develop and empirically ground the ideas the kaleidic metaphor embodies. The paper contributes to a growing body of conceptual work and joins a handful of empirical studies by organizational entrepreneurship scholars using the radical Austrian perspective.

Despite the breadth of knowledge on self and identity formation across the study of organizations, the field of organizational development and change has limited research on the construction of professional identity. Much has been written to describe the “self-concepts” of those practicing and researching in the field, but there have been no investigations that have explored how these “self-concepts” form. In addition, although women have contributed to defining the “self” in the field, men have held the dominant perspective on the subject. Thus, in this chapter, we address a disparity in the research by exploring the construction of professional identity in the field of organizational development and change, and we give voice to the renowned women who helped to build the field. Using the profiles of 17 American women included in The Palgrave Handbook of Organizational Change Thinkers, we perform a narrative analysis based upon the concepts and models prevalent in the literature on identity formation. By disentangling professional identity formation of the notable women in the field, we can begin to see the nuance and particularities involved in its construction and gain deeper understandings about effective ways to prepare individuals to work in and advance the field.

On April 2, 1987, IBM unveiled a series of long‐awaited new hardware and software products. The new computer line, dubbed the Personal Systems 30, 50, 60, and 80, seems destined to replace the XT and AT models that are the mainstay of the firm's current personal computer offerings. The numerous changes in hardware and software, while representing improvements on previous IBM technology, will require users purchasing additional computers to make difficult choices as to which of the two IBM architectures to adopt.

In a world that represents a diverse genre of individuals ranging from age to sexual orientation and beyond, organizations struggle to create a culture of belonging. A culture where an individual feels comfortable and empowered to bring her authentic self to the workplace. We argue that a culture of belonging happens when leaders practice cultural humility and inclusion competencies and work together with their diverse populations to transform the existing culture. Creating a culture of belonging requires all leaders of the organization to assess their inclusion competencies, understand power dynamics that exist within the organization, and be constantly aware that belonging is a continual process. We found that when leaders of an organization engage in cultural humility training, inclusion competencies assessments, and personal development plans (PDPs), the outcome resulted in a greater awareness of self and others along with a recognition of the existing power dynamics that can result in employees feeling they are a part of the organization. We opined that cultures of belonging exist when organizational leaders ensure each members’ psychological well-being and safety. We conclude that transparency in today’s organization consists of leaders finding practical ways to connect diverse groups of members. Transparency is also about having open doors where people of all ethnic, racial, sexual, and religious statuses are welcome to enter. Our study supports the findings of Katz and Miller (2016) that a culture of belonging is where trust is built, the thoughts and ideas of others are respected, and safety exists for all members.

The librarian and researcher have to be able to uncover specific articles in their areas of interest. This Bibliography is designed to help. Volume IV, like Volume III, contains features to help the reader to retrieve relevant literature from MCB University Press' considerable output. Each entry within has been indexed according to author(s) and the Fifth Edition of the SCIMP/SCAMP Thesaurus. The latter thus provides a full subject index to facilitate rapid retrieval. Each article or book is assigned its own unique number and this is used in both the subject and author index. This Volume indexes 29 journals indicating the depth, coverage and expansion of MCB's portfolio.