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Hospitals must systematically support employees in innovative ways to uphold a culture of care that strengthens the system. At a leading Canadian academic pediatric rehabilitation hospital, over 90 percent of clinicians viewed Schwartz Rounds™ (SR) as a hospital priority, resulting in its formal implementation as a quality improvement initiative. The purpose of this paper is to describe how the hospital implemented SR to support the socio-emotional impact of providing care.

This quantitative descriptive study provides a snapshot of the impact of each SR through online surveys at four assessment points (SR1-SR4). A total of 571 responses were collected.

All four SR addressed needs of staff as 92.9-97.6 percent of attendees reported it had a positive impact, and 96.4-100 percent of attendees reported each SR was relevant. Attendees reported significantly greater communication with co-workers after each SR (p<0.001) and more personal conversations with supervisors after SR2 and SR4 (p<0.05) compared to non-attendees. Attending SR also increased their perspective-taking capacity across the four SR.

As evidenced in this quality improvement initiative, SR addresses staff’s need for time to process the socio-emotional impacts of care and to help reduce those at risk for compassion fatigue. SR supports and manages the emotional healthcare culture, which has important implications for quality patient care.

This research details an organization’s process to implement SR and highlights the importance of taking care of the care provider.

One of the major issues faced by academic health science centers (AHSCs) is the need for mechanisms to foster the integration of research, clinical, and educational activities to achieve the vision of evidence-informed decision making (EIDM) and optimal client care. The paper aims to discuss this issue.

This paper synthesizes literature on organizational learning and collaboration, evidence-informed organizational decision making, and learning-based organizations to derive insights concerning the nature of effective workplace learning in AHSCs.

An evidence-informed model of collaborative workplace learning is proposed to aid the alignment of research, clinical, and educational functions in AHSCs. The model articulates relationships among AHSC academic functions and sub-functions, cross-functional activities, and collaborative learning processes, emphasizing the importance of cross-functional activities in enhancing collaborative learning processes and optimizing EIDM and client care. Cross-functional activities involving clinicians, researchers, and educators are hypothesized to be a primary vehicle for integration, supported by a learning-oriented workplace culture. These activities are distinct from interprofessional teams, which are clinical in nature. Four collaborative learning processes are specified that are enhanced in cross-functional activities or teamwork: co-constructing meaning, co-learning, co-producing knowledge, and co-using knowledge.

The model provides an aspirational vision and insight into the importance of cross-functional activities in enhancing workplace learning. The paper discusses the conceptual and empirical basis to the model, its contributions and limitations, and implications for AHSCs.

The model’s potential utility for health care is discussed, with implications for organizational culture and the promotion of cross-functional activities.

THE Reference Department of Paisley Central Library today occupies the room which was the original Public Library built in 1870 and opened to the public in April 1871. Since that date two extensions to the building have taken place. The first, in 1882, provided a separate room for both Reference and Lending libraries; the second, opened in 1938, provided a new Children's Department. Together with the original cost of the building, these extensions were entirely financed by Sir Peter Coats, James Coats of Auchendrane and Daniel Coats respectively. The people of Paisley indeed owe much to this one family, whose generosity was great. They not only provided the capital required but continued to donate many useful and often extremely valuable works of reference over the many years that followed. In 1975 Paisley Library was incorporated in the new Renfrew District library service.

The purpose of this paper is to examine whether four different generations (Silent Generation, Baby Boomers, Generation X, and Generation Y) hold different beliefs about career. Career type, career success evaluation and importance attached to organizational security are to be scrutinized for each generation.

A total of 750 people completed a vignette task, rating the career success of 32 fictitious people. Each vignette contained a different combination of five career features (functional level, salary, number of promotions, promotion speed, and satisfaction) at two levels (low and high). Furthermore, several items were added in order to determine each participant's career type and the extent to which they attached importance to organizational security.

The majority of participants still had rather “traditional” careers, although younger generations seemed to exhibit larger discrepancies between career preferences and actual career situation. Overall, satisfaction appeared to be the overriding criterion used to evaluate other people's career success. No significant differences were found between generations. With regard to importance attached to organizational security, the Silent Generation and Generation Y scored significantly higher than the other generations.

The convenience sampling strategy led to large differences in sample size per generation. Using a vignette design limited the amount and richness of information that could be offered to participants. Perhaps other criteria relevant to real‐life career success evaluation should have been incorporated in this study.

The study raises questions about the validity of career success operationalizations frequently used in research. It is the first study to examine career success evaluation by means of vignettes.

This is the season of examination results and there are three pioneer ventures in education for librarianship which have come to fruition this summer. The College of Librarianship Wales reports 25 graduates from their joint honours degree with the University of Wales. Most of the new graduates will be taking up posts in Britain, but two are going overseas, to Norway and Zambia, and several are proceeding to a masters degree.

Diasporic mobilization studies often incorporate collective emotions into the discussion of movement strategies, less we knew about how emotion becomes the language by which they communicate collective responsibility after the protests. The purpose of this paper is to draw from participant observation research to explore how diasporas construct the language of collective emotions to sustain their commitment to the transnational mobilization project during and after the homeland protests.

Drawing on ten months of participant observations in the USA, the author observed how members in a Hong Kong diaspora group, Black Bauhinia Society (BBS), transform their project from a transnational protective gear sourcing action during the Hong Kong Anti-Extradition Bill Movement into a global medical personal protective equipment (PPE) sourcing action during the COVID-19 pandemic.

During homeland uprising, BBS recruits participants using a set of compassion language that encompasses the suffering stories of homeland dissidents and the members’ expression of guiltiness for staying afar. The compassion talk reinforces the transnational ties between BBS members and Hong Kong dissidents over the process of resource mobilization. When the homeland movement ceased during the pandemic, BBS transformed their compassion talk to politicize charitable actions and recruit volunteers and donors to source PPE for Hong Kong.

This paper contributes to the emerging discussion on how diaspora mobilizes after the protest by showing how the language of collective emotion cultivates commitments and sustain collective identity after the protests.

In order to succeed in an action under the Equal Pay Act 1970, should the woman and the man be employed by the same employer on like work at the same time or would the woman still be covered by the Act if she were employed on like work in succession to the man? This is the question which had to be solved in Macarthys Ltd v. Smith. Unfortunately it was not. Their Lordships interpreted the relevant section in different ways and since Article 119 of the Treaty of Rome was also subject to different interpretations, the case has been referred to the European Court of Justice.

The purpose of this paper is to examine how Australian universities commemorated the First World War, with a focus on the University of Melbourne as an institution with a particularly rich history of wartime participation and of diverse forms of memorialisation.

A case study approach is taken, with an overview of the range of war memorials at the University of Melbourne. These include memorials which acknowledged the wartime role of individuals or groups associated with the University, and took the form of architectural features, and named scholarships or academic positions. Three cross-campus war memorials are examined in depth.

This paper demonstrates that there was a range of war memorials at Australian universities, indicating the range of views about the First World War, and its legacies, within university communities of students, graduates and staff.

University war commemoration in Australia has not been well documented. This study examines the way in which the particular character of the community at the University of Melbourne was to influence the forms of First World War commemoration.