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THE New Year will be momentous, whatever its course. The old one prepared us for that. Our space restrictions preclude more than the briefest glance over 1941. It was in some ways a year of destruction, as it was a year of holding on, and few thought it would end quite as favourably as it has done. Fine libraries have been destroyed, more have suffered damage, staffs have been depleted, and still more workers deflected to jobs thought to be more immediate. On the other hand, there has been at least verbal recognition by Government departments of the usefulness of libraries, even if it was accompanied by concessions that were of small value, as for example the postponement of the call up of an essential librarian for three months in order, forsooth, that his successor might be trained—an impossibility. There has been an enormous public use of libraries, which assures us that in the after‐war social structure our place is as certain as things human can be.

This paper examines the role that attitudes toward online product reviews (OPRs), perceived credibility of OPRs and perceived benefit of OPRs play as antecedents of consumers’ reliance on OPRs in purchase decisions. A conceptual model of relationships investigated posits that attitudes drive reliance and are in turn driven by perceived benefit and credibility of OPRs. The study also examines gender differences in the constructs and their inter-relationships.

Data from a structured self-administered survey of US consumers are used to estimate parameters of a structural equation model (SEM) of the relationships. Gender differences in the structural relationships are tested using multi-group SEM, while gender differences in reliance, attitudes, benefit and credibility are tested using independent-samples t-tests.

Results show a strong positive effect of attitudes toward OPRs on reliance on OPRs. In turn, perceived benefit and credibility of OPRs are strong positive drivers of attitudes toward OPRs, with benefit having a greater impact. Structural relationships among the constructs are invariant across the two gender groups. However, there is a statistically significant difference between males and females in reliance on OPRs, with males exhibiting a tendency to rely more on OPRs than females.

The study introduces two new constructs to the literature – reliance on OPRs and global attitudes toward OPRs – and provides initial conceptualizations and operationalizations. The specific results underscore the relevance and importance of further research on these constructs and their relationships with other OPR-relevant constructs. They also provide initial indications of gender differences in consumers’ perceptions of OPRs and relationships among these and reliance on OPRs that are worthy of additional research attention.

This study aims to examine the relative impact of three drivers affecting consumers’ usage consideration for a brand extension into a service category using data from actual consumers of a national oil change retailer contemplating various service brand extensions.

Data for the study were collected in two separate surveys using structured self-administered questionnaires. Three drivers were measured for their effect on consumers’ usage consideration for service brand extensions (dependent variable), namely, parent brand evaluation, extension fit and degree of service intensity of the extension.

The results indicate that parent brand evaluations are the strongest drivers of brand extension usage consideration, regardless of the extension fit or the degree of service intensity of the extension. In addition, the findings suggest that the closer the fit to the parent brand, the more likely the extension will be considered. In contrast, consumers are less likely to consider using an extension as the level of service intensity increases.

This study’s use of actual customers of the brand, for real service brand extensions provides a higher degree of external validity than previous work in this area, and it yields a deeper understanding of the criteria used by consumers when evaluating service brand extensions. The study also provides managerial implications that are of practical value to academics and practitioners alike.

The purpose of this study is to examine factors affecting the extent of consumers’ use of electronic word-of-mouth (eWOM), specifically online product reviews (OPRs), during their decision-making process. It also examines their motives for using OPRs.

The study uses an exploratory qualitative research methodology involving observation and free-flowing face-to-face interviews with consumers who have previously made a purchase online and who read OPRs during the decision-making process. An adaptation of the grounded theory method is used for collection, coding and data analysis.

Findings confirm previously uncovered motives for consumers’ use of OPRs. In addition, the findings suggest that two previously unidentified factors influence the extent of consumers’ use of OPRs: “decision-making drive” and “decision-making drag”. Decision-making drive is a mental momentum created when one or more factors that enhance decision-making readiness are present. This momentum tends to accelerate the decision-making process and shorten the information search process, leading to a reduction in the extent of OPR use. In contrast, decision-making drag is a mental resistance created when one or more factors that impede decision-making readiness are present. This resistance tends to decelerate the decision-making process and lengthen the information search process, leading to an increase in the extent of OPR use.

Focused on the pre-consumption phase of eWOM, between the stages of product need recognition and information search, this study is the first to identify decision-making drive and decision-making drag as additional psychological mechanisms affecting the extent of OPR use by consumers. For marketers, understanding these mechanisms has strategic marketing implications that can provide guidance to brands, websites and online review systems.

Previous literature notes that more remains to be understood about the relationship between organizational knowledge and innovation. In this article the author seeks to argue that innovation depends on efficient knowledge integration, while the latter depends on factors internal and external to product development teams.

This paper proposes a conceptual framework that takes into account firm‐internal knowledge integration of human and technological assets. In particular, the author analyzes and discusses knowledge integration mechanisms which a firm strategically deploys in the innovation process.

Knowledge‐relatedness, the extent to which product development teams are specialized in related scientific or technological fields, is proposed as an important moderator for the relationship between operating routines and innovative performance. If many product development teams perform well, innovative firm performance will increase.

The author notes the need for empirical inquiry which can build on the theoretical model. Other possible moderators, such as the physical proximity of knowledge‐related product development teams and the frequency of knowledge‐related personnel transfer from one product development team to another, would be interesting avenues for further research.

Specifying operating routines with respect to integrating functional and technological knowledge can result in innovative firm performance.

The article adds to the knowledge‐based view of the firm while analyzing how a firm can make use of its heterogeneous knowledge for innovation. The author shows how knowledge‐relatedness moderates the relationship between operating routines for new product development teams and innovative performance.

The purpose of this paper is to examine the effects on in-group members of an influential worker's response to being in a state of career plateau.

Using the concepts of the career plateau, person-organization fit, and organizational climate, a set of propositions is presented and discussed relative to the influential worker's response. A model is presented to illustrate the effects and the components involved.

An influential career plateaued worker can affect the in-group he or she is associated with. An ineffectively plateaued worker is not only low in productivity, but also resorts to such negative behavior as absenteeism, withdrawal, and frequent job changes. When noticed by other in-group members, such behavior can affect their attitudes and behaviors.

The organizational socialization process can counter the effects of the otherwise influential ineffectively career plateaued person's response. This is possible if the socialization process is strong enough to overcome (or complement) certain personal characteristics of the in-group members and their association with the career plateaued person by creating an environment where career progress, performance expectations, and role expectations are clear.

The paper develops an original model based on a set of theory-based propositions that is of value to both academicians and practitioners.

The purpose of this paper is to develop a theoretical framework for measuring public sector managers' career success.

The theoretical foundation used in this study is social cognitive career theory. To conduct a literature search, several keywords were identified, i.e. career success, objective and subjective career success, managers, managerial career development and social cognitive career theory. Several electronic databases available in the university's library, such as Emerald, EBSCOHost, SAGE, Science Direct and Blackwell Synergy, were used to search for resources. Literature includes sources written in both English and Malay.

The four factors that have predictive potential on managers' career success are individual‐related factors, organizational‐related factors, managerial competencies‐related factors, and the person‐environment fit factor. Career success should be operationalized using both objective and subjective career success.

The study was exploratory, based on a literature review. Empirical study is needed to examine the predictive potential of the four key factors (i.e. individual‐related factors, organizational‐related factors, managerial competencies‐related factors, and person‐environment fit factor) for public sector managers' career success.

Strengthening the HRD framework through organizational development, personnel training and development and career development may develop and unleash individual potential which leads to positive career outcomes (objective and subjective career success).

The research constructs a theoretical framework which outlines the predictive potential of four key factors on public sector managers' career success. The four key factors can be developed through HRD practices.

The purpose of this paper is to quantify the effect of the enforcement, which was carried out with ANPRs, on seat belt use. Though the Seat belt Act was enacted in 1992, it did not lead to an expected increase in seat belt use in Turkey including Sanliurfa, which is one of the immense provinces with a population of over 2m. The Sanliurfa Police Department set in an enforcement campaign, in which automatic number plate recognition (ANPR) cameras were used to facilitate an increment in using seat belts in the city center. Under the police leadership, seat belt use enforcement campaign was hugely publicized and sustained throughout the city.

The ANPRs did not have a feature to detect seat belt wearing automatically. Thus, this study tested whether automated plate recognition cameras have a deterrence effect on seat belt usage. To assess the efficacy of this enforcement project, the authors employed a pre/post-implementation design. For this study, the records of the 11 ANPR camera sites, 2 non-camera sites and 2 control sites were utilized.

The results of this study revealed that the seat belt use rate was around 8 percent, before camera enforcement in Sanliurfa. Overall increases were 12 percent during the warning period, 60 percent for the beginning period and 78 percent three months after enforcement began at camera sites. One-way ANOVA results suggested the differences between means of seat belt use counts were statistically significant F (3, 61,596)=15,456, p=0.000.

The findings suggest that there are several reasons for the substantial increase in the seat belt use rate. The first reason for the success of the cameras was their deterrent effect on the drivers, because the drivers were aware that the traffic offense had become readily observable via camera detection in the intersections, and the drivers did not want to be penalized. Second, it is considered that a well-organized publicity of the cameras made a significant contribution to the effectiveness of the enforcement by increasing perceived detection risk. Finally, it is considered that the reason behind the sudden increase in seat belt use was the red-light cameras that had been already in use in Sanliurfa. Namely, the experience of the drivers about camera enforcement gave rise to the rapid decrease in seat belt violation rate in the warning period.

Using cameras (automatic or not) for seat belt enforcement and publicizing this enforcement can help to save resources and lives.

This study found a lot of news about similar enforcement on the internet, but no study was found in the literature that reveals if the enforcement can produce an effective result. Thus, this is the first study in Turkey, may be in the world, that evaluated if cameras of the ANPRS can generate effective seat belt enforcement. Furthermore, the study betokened that traffic violations, which cannot be automatically detected by cameras such as cell phone use and smoking in a vehicle can be effectively enforced by non-automatic cameras. Therefore, we believe that the study will contribute policing and the traffic safety literature.

This study aims at contributing to the discussion related to what causes Canadian small and medium‐size enterprises (SMEs) to be reticent about accepting internet and e‐business technologies (IEBT) in their operations. The research also seeks to gain an understanding of the relative importance of each of the selected factors in the research setting.

A survey was conducted in the Atlantic region of Canada. Questionnaires were mailed to key SMEs' informants. Data analysis was performed using the partial least squares (PLS) approach. A research framework based on the technology‐organization‐environment (TOE) frameworks was used to guide the research effort. Such contingent factors as perceived benefits, management commitment/support, organizational IT competence, external pressure, information systems (IS) vendor support, and availability of financial support, were used to develop relevant hypotheses.

The study's findings indicated that perceived benefits, management commitment/support, and external pressure are significant predictors of IEBT acceptance in the sampled SMEs; the results did not show that organizational IT competence, IS vendor support, and availability of financial support positively influence IEBT acceptance in the sampled SMEs.

Policy makers, industry leaders, and small business operators wishing to understand some of the reasons why certain SMEs in the country lag in the adoption of IEBT and related technologies can benefit from the information provided in this study. The study also alerted the attention of local IS vendors and financial institutions to what can be done to strengthen IS adoption in Canadian small businesses.

A handful of previous research in Canada has researched IEBT adoption; however, some of these studies are dated. A such, this current investigation of IEBT acceptance in a less endowed part of the country is timely and welcoming; it also serves to complement other prior studies in the country and elsewhere. A scan of the extant literature indicates that no previous study in the country has modeled some of the factors (e.g. the availability of financial support) as were used herein. The inclusion of such a factor enriches insight in this area of study.

This study examined how six institutionalized socialization tactics affect a particular occupation of knowledge workers – information technology (IT) professionals' role adjustment (role conflict and role ambiguity) and organizational attachment variables (job satisfaction, affective commitment, continuance commitment and intention to quit).

The research model and hypotheses were tested using path analysis techniques with survey data collected from 187 recently hired IT professionals.

The results showed that the six socialization tactics affected IT professionals differently. Socialization tactics that recognize employees' values and skills (investiture tactics) and that emphasize the interpersonal and mentoring aspects (serial tactics) had the most significant effects on employees' role adjustment and organizational attachment. The study also revealed complex mediating relationships among socialization tactics, role adjustment and organizational attachment variables.

This study provides new insights about the differential effects of the various socialization tactics on IT professionals' role adjustment and organizational attachment. It also sheds light on the complex mediating relationships among socialization tactics, role adjustment and organizational attachment variables. Without considering the logical relationships between the various variables, studies examining the direct effects of socialization on isolated organizational outcome variables may overlook important linkages that are critical for explaining the inconsistent results in past empirical studies.