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The purpose of this paper is to describe the historical development of library and information science (LIS) teaching and research in the University of Sheffield's Information School since its founding in 1963.

The history is based on published materials, unpublished school records, and semi-structured interviews with 19 current or ex-members of staff.

The School has grown steadily over its first half-century, extending the range of its teaching from conventional programmes in librarianship and information science to include cognate programmes in areas such as health informatics, information systems and multi-lingual information management.

There are very few published accounts of the history of LIS departments.

Since Poland's accession to the European Union in 2004, migration from Poland to the UK has increased substantially. These migrants are generally young and highly educated, and are migrating for reasons of economic improvement and self-fulfilment. Many are women migrating independently, an emerging trend in migration in general. Information behaviour research around migration has tended to focus on populations such as refugees; less research has been done on the information behaviour of economic migrants. This paper, therefore, investigates the role of information in the migration experience of young Polish women in the UK.

This study takes an interpretivist, constructionist perspective. An exploratory study was conducted, involving expert and pilot interviews and analysis of secondary data. In the main study, 21 participants were interviewed using a semi-structured technique. Data were analysed thematically.

The paper provides insights into the information behaviour and experience of this migrant group. They were found to be confident and successful information users, partly because their migration was planned, their language skills were high and cultural differences from their host country were not substantial. Weak ties were an important source of information. The paper contextualises these findings against previous research on migration in information science, and presents a model of the underlying factors shaping the relationship between migration and information behaviour.

The paper examines the migration experience of a relatively understudied group, drawing attention to a broader range of experience and demonstrating that a wider conceptualisation of migration is required in information behaviour. It presents a model of key factors shaping information behaviour around migration, which is relevant not only to the information field, but also to a wider range of areas. It also delivers practical recommendations for migrants and those working with them.

Family members provide the bulk of care to persons in later life, representing the vast majority of caregivers. However, studies confirm that men with a history of divorce are less likely than married men to view family members as potential caregivers. This chapter presents findings from a qualitative study on the experiences of 21 ex-wives who chose to provide mostly end-of-life care to their ex-husbands in mid- and late-life. We examine questions about the situational and motivating factors behind ex-wife caregivers’ decisions, and provide, as background, findings about their pre- and post-divorce relationships. Relational outcomes of the caregiving situation also are considered. Several themes emerge, including patterns of proximity and continued contact post-divorce, despite often chaotic former marital relationships; a desire to spare children from the burdens of care; and an opportunity to renew communication or connections with family through the process of caregiving. Implications of our findings include the need to acknowledge ex-spouses as potential caregivers and better understand the enduring bonds between ex-spouses.

Implicit within much of the migrant literature is an assumption that migrant flows are primarily motivated by economic differences. However, such an assumption raises three interesting questions. First, why would people wish to leave a country where income levels are relatively high, public services are extensive and the standard of living is well above global averages? Second, what are the socio-cultural attributes that might attract such potential migrant to a new domicile state? Third, how might this be reflected in consumptive attitudes and behaviours within their new domicile state? The paper aims to discuss these issues.

In order to investigate the answer to these questions, a two-stage qualitative research methodology incorporating photographic self-records and in-depth interviews is used to examine UK migrants’ decisions to migrate to New Zealand. Subsequently, the authors examine the celebration of Christmas in New Zealand by UK migrants to better understand meaning creation and re-creation of consumption activities within a new socio-cultural context informed by their decisions to migrate.

Findings suggest that with some lifestyle migrant groups, individualistic values and belief systems appear to play a significant role in determining consumptive attitudes and behaviours in their domicile states.

This research identifies how some migrant groups may adopt a more reflexive approach by undertaking a complex and sophisticated process of self and social identity construction reflective of their individualistic values and belief systems rather than the acceptance or rejection of their domicile culture.

This paper aims to investigate the relationship between home-to-work spillover, measured as positive and negative home–work interference (HWI) and turnover intentions, as well as the mediating role of perceptions concerning training and development practices.

Data were collected among 418 respondents who were working at two business schools. A confirmative structural equation modeling analysis was conducted for the analysis.

As expected, positive HWI showed negative relationships with turnover intentions, while negative HWI related positively to turnover intentions. Training and development practices mediated the relationship between positive HWI and turnover intentions; the mediation effect was stronger for women than it was for men. Training and development practices did not mediate the relationship between negative HWI and turnover intentions, however.

The outcomes suggest that helping employees to balance their work and home lives can be beneficial for employees, as well as for employers in terms of reducing turnover intentions.

As contributions, additional insight into the relationship between positive and negative non-work factors and turnover intentions by examining the ways in which both positive as well as negative HWI are related to turnover intentions. Furthermore, the research considers the mediating role played by perceptions concerning human resource (HR) practices, and particularly training and development practices as perceived by the employee, in the relationship between positive and negative HWI and turnover intentions.

OUR Fifty‐eighth Volume begins with this issue of the LIBRARY WORLD, a fact which causes a few reflections and suggestions. It was the earliest “free” journal in librarianship in this country and was designed to represent the experiments in all forms of library service which then were developing with increasing momentum, as well as ideas, aspirations, reasonable grievances, planning, furnishing, technique, personalia—indeed everything that one librarian would desire to communicate to another and to discuss with him. Our earliest contributors were the men best known in their time and, as was inevitable in 1898, were all young. Through more than half a century THE LIBRARY WORLD has appeared regularly and, except in the recent conditions created by the “printing dispute”, punctually. The same principles control us today. The same hospitality is offered to anyone of any age who has anything to say.

The purpose of this paper is to explore and describe how the decision to outsource human resources was made by 12 large and five small organisations.

Desk research and key informant interviews with senior HR staff who lead the decision to outsource human resources in a purposive sample of organisations identified through an initial search of the professional literature and nomination by an expert panel.

The research identifies a number of drivers that lead organisations to consider outsourcing their HR. In large organisations cost considerations are dominant, but other factors arise out of the organisational history and context, and very often, senior managers from outside the HR function are very influential. For most organisations, paradoxically, the decision to outsource appears not to be made on the basis of a thorough analysis of costs, with consequences for the quality of HR service offered to line managers, and also for the career paths and skill sets required from HR staff.

This study focuses upon the perceptions and experiences of senior HR managers, but excludes the perceptions and experiences of all staff employed in the HR function. Also, while the use of a qualitative research design makes it possible to uncover the individual perceptions and motivations of the key informants in the sample, there are obvious limitations in respect of statistical generalisation.

The findings relate mainly to the future shape of the HR function in organisations where HR activity is outsourced, with consequent implications for the skill sets and career paths for HR professionals.

The views of HR directors and senior managers have provided a valuable insight into the strategic decision to outsource HR activity and will be of interest to those involved in the same field.

Many organisations remain adverse to self-organised teams. The reasons are non-trivial and complex, but it is suspected that not willing to let go to direct control by senior management is at the root cause. There is a perceived security in following traditional, hierarchical chains of command under the guise of reducing risks and maintaining efficiency. The purpose of this paper is to describe the development of a research agenda that will empirically test in the field a range of widely held assumptions around leadership of self-organised teams. In total, 23 companies have agreed to participate in the proposed longitudinal research.

An extensive literature review has identified extant theories, frameworks, and methodologies adopted by researchers to gain greater understanding of self-organised teams. This knowledge will be used as the basis for generating hypotheses for subsequent testing in the field.

There is a considerable knowledge base established for self-organised teams. However, there is limited understanding of the benefits or detrimental effects of self-organised teams on organisational productivity and the appropriate style of leadership. This initial research has identified several hypotheses that will be used to develop questionnaires and instruments for information collection.

The tools and techniques presented in this article need to be adapted to the organisation’s specificities as well as to the contextual situation.

The work is of significant practical use. The research will be completed in a number of companies. There will be continuous input from operational and executive management. The findings from the work will be disseminated through various channels including workshops and conferences. Companies implementing and using self-organised teams will benefit from the knowledge generated.

Self-organised teams are used in a variety of settings – commercial businesses, not-for-profit, NGOs. The work will explore issues around behavioural networks and inter- intra-team relationships.

There is much rhetoric around the adoption and uses of self-organised teams, yet there appears to be little understanding of the effect of leadership style of these teams and effect on productivity. This work will therefore contribute to the understanding of self-organised teams. While prior research has been conducted in the motivational and behavioural implications of self-organised teams, the knowledge is at best scant when leadership models for self-organised teams and operational factors are explored.

The whole kingdom from north to south at the time of writing is enveloped in freezing Arctic weather, reminiscent of the North Russian campaign of long ago. The normal winter is relatively mild, mainly a Westerly pattern, occasionally wild and windy, wet with a rare cold “snap”. There are variations in the pattern, damp and warm in the south‐west, few frosts and rarely any snow; in the north of the country, Scotland, much colder, with the south‐east partaking of the weather pattern of the land mass of the Continent. The variations appear more of the mild weather in the South and colder, appreciably, in the North; recalling service personnel stationed at Gosport who did not need an overcoat all winter, whereas in the North, many found it necessary to wear a light overcoat tor most of the year, the south‐east corner of England, obtaining no help from the warming Gulf Stream, often gets the worst of the weather, which it has done to a very considerable extent in this winter.