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Two of the emerging issues for the health‐care sector in the 1990s are occupational health and safety, and iatrogenic issues. Both of these issues are implicated in the use of pre‐powdered latex gloves. Hospital healthcare workers are exposed to latex in many ways: gloves, intravenous sets, ventilator circuits, dental products, resuscitation equipment, anaesthetic equipment. Post‐operative complications, delayed wound healing, scar formation, and the potential for misdiagnosis, in the presence of starch powder, have been well documented in the literature with the need for thorough glove rinsing prior to surgery. Another route for glove powder to enter wounds is through a barrier breach. For an institution to ensure it provides the most durable and effective barrier for health‐care worker protection and patient safety, knowledge is needed regarding the various factors which lead to glove barrier failure. The primary aim of the study was to evaluate the in‐use durability of the surgical gloves in current use against powder‐free gloves. Descriptive statistics were used to analyse the data, in addition a cost analysis was calculated. The results of this study demonstrated clinically important differences between existing glove products in terms of barrier quality.

The purpose of this paper is to explore career identity within the aged care sector.

The research employs a descriptive interpretive methodology using 32 in-depth, semi-structured interviews.

This paper shows that social processes and occupational and professional status issues shape career identity in an aged care context. Individuals seek positive career identities through emphasising job fit in relation to their personal experience and values in order to counteract the impact of “taint”.

This study was based in one organisation. Future research could explore its findings in the context of multiple organisations, and include the concept of career identity in other low status, “tainted” occupations, such as childcare, in order to develop a more complete understanding of identity construction processes.

The findings suggest that aged care providers could employ a values-driven approach to recruitment, complementary to pay and career development, to enhance recruitment and retention of aged care employees. Universities and professional bodies could consider more active use of aged care student placements to highlight the opportunities that aged care offer to new graduates in allied health professions.

This paper extends our understanding of career identity in relation to “taint” and “dirty work” in the context of two occupational groups in the understudied sector of aged care.

The purpose of this paper is to present a conceptual framework for employer brand equity (EBE) that combines both perspectives of employer brand customers into a unified framework for employee attraction and retention.

This paper extends previous conceptual work on EBE by identifying the role of EBE antecedents in internal and external employer branding. In addition, it recognizes the interactive nature of employer-employee relationship.

The framework incorporates employee experience with the employer, which relates to the interaction between employee and employer and recognizes the internal and external perspectives simultaneously. Further, the unified framework helps to develop a four-cell typology for the strategic management of an employer brand.

Existing research has failed to integrate the two perspectives of employment customers in a clear model and, thus, offered limited applicability to an employment setting. The EBE framework goes beyond existing models by providing a conceptualization that aims to reflect the employer-brand relationship from the perspective of existing and potential employees. Further, it provides theoretical and empirical rationale for a set of propositions that can empirically be examined in future research.

Few issues in recent times have so provoked debate and dissention within the library field as has the concept of fees for user services. The issue has aroused the passions of our profession precisely because its roots and implications extend far beyond the confines of just one service discipline. Its reflection is mirrored in national debates about the proper spheres of the public and private sectors—in matters of information generation and distribution, certainly, but in a host of other social ramifications as well, amounting virtually to a debate about the most basic values which we have long assumed to constitute the very framework of our democratic and humanistic society.