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The purpose of this paper is to model a practical solution to the lack of library modules within commercial courseware.

A comprehensive examination of the technical, political, and practical issues surrounding this problem provides the framework for designing a dynamic administrative tool that facilitates information access for distance courses.

There are many different programming languages and models librarians can use to implement similar course modules. If librarians lack the skills to build these applications, student workers skilled in computer science can help.

This and similar models of organizing resources and information for distance students has an immediate impact on services to online users, leveraging of resources and tangible benefits to the student.

Librarians need to build their own technological solutions to serve their users when the commercial world is not addressing a real need.

This article aims to summarize recent outreach efforts at The Washington State University Libraries. Taking outreach beyond the traditional library liaison relationship produced unexpected partnerships across campus with such diverse groups as New Student Programs and Residence Life.

The Library Instruction Department at Washington State University was looking for areas where expanded efforts would be most beneficial to the majority of its students. Connection was resumed with liaison areas, which had been previously established, to bring a focus to student needs. Offices centered on student life, such as Residence Life and New Student Programs, were the focal point of these efforts.

WSU's Library Instruction Department was welcomed as a partner program most everywhere it went. Consequently new areas of outreach have been established where none had existed previously and the library's reputation has been boosted campus‐wide.

Results include a more visible library presence across campus as well as opportunities for future collaborative relationships that bring research, education and university life together. Discussion of various programs and activities provide details about the challenges of making these connections and the rewards in making new contacts that publicize library services in non‐traditional means.

Because so much is on the web, marketing the academic library in a personalized manner has become increasingly important on a large university campus. Establishing alternative marketing strategies geared towards the primary student audience will help build relationships across campus and consequently bring students through the doors.

This study presents “cybercivism” as the one extra‐role IT behavior that, seeking an opposite direction to cyberloafing, tries to capture the organizational citizenship behavior (OCB) that employees show through Internet use. Just as prior research offers empirical evidence that work attitude is an OCB antecedent, the model tested suggests that employees’ positive attitudes toward several work elements could also explain cybercivism. These work elements include attitudes toward their coworkers, supervisors, organizational leaders in general, their own tasks, clients, and toward themselves (self‐esteem). Data were collected from 154 of the 758 (20.32 per cent) nonteaching employees of a Spanish public university. Structural equation modeling results show that the attitudes toward the clients, the supervisor, and self‐esteem, effectively promote cybercivism. Other analyzed attitudes did not reveal significance. Implications of the results for the prediction and monitoring of cybercivism are discussed, and future research directions are offered.

In this chapter, we examine employee prosocial rule breaking as a response to organizations’ unfair treatment of customers. Drawing on the deontic perspective and research on third-party reactions to unfairness, we suggest employees engage in customer-directed prosocial rule breaking when they believe their organizations’ policies treat customers unfairly. Additionally, we consider employee, customer, and situational characteristics that enhance or inhibit the relationship between employees’ perceptions of organizational policy unfairness and customer-directed prosocial rule breaking.

Like all other human behaviors, creativity must be examined by considering both personal and situational influences. “Person-organization fit” (POF) provides a suitable theoretical perspective to investigate the congruence between persons and organizations in the domain of creativity. However, few studies have examined the effects of POF on creative behavior. Although the majority of these studies have identified a positive relationship between POF and creativity, it is suggested that congruent individuals are less likely to be inventive. The current study will examine the positive relationship between POF and employees' self-rated creativity in the Turkish context. The paper aims to discuss these issues.

Subjective POF measures and a creativity measure were adapted for this research, and multiple regression was used to calculate whether and how POF relates to creativity.

Two important conclusions were found from the analyses. One of these significant interaction effects was found on employee creativity. And the second is congruence between personal values and current organizational values would effect employee creativity positively. Detailed findings and contributions have been discussed.

Although providing an important contribution to POF and creativity literature, this study had some limitations. In this study, self-rating method has been used to measure employee creativity. However, supervisor rating is the most common way in field studies and gives more objective results than self-rating method.

The findings provide valuable information for human resource practitioner about the importance of situational factors as far as personal characteristics for enhancing creative behavior in organizations.

As far as it is known, there are few studies to examine the relationship between POF and creativity empirically. The majority of these researches examined the complementary fit (demand-abilities, need-supply, value-supply fit). On the other hand, this study specially has focused on supplementary fit (POF), rather than complementary fit and examined its relationship with employee creativity by considering a wide set of values in the Turkish context.