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The purpose of this paper is to evaluate a long-term programme within a police service that sought to transform the policing of adult sexual assault cases through reforming case management and investigation practices, as well as cultural perspectives among staff.

The study is based on a case-study approach of change and reform within a single police service. Fieldwork consisted of more than 240 semi-structured interviews and focus groups with police officers, civilian staff, victim advocates, crown prosecutors, defence lawyers, doctors and staff from victim specialist support agencies. Extensive documentary analysis supplemented the primary findings.

Changes to investigations of sexual assault were perceived to be wide-ranging and deeply embedded, and were regarded positively by police officers, staff and external agencies. These are identified in terms of improvements to initial reporting of offences, the development of more rigorous case management and investigations, and enhanced relations with external support agencies.

The study is necessarily limited to one case study and the analysis would be usefully developed through further application to other police services.

The findings have considerable implications for police leaders and managers and wider society. Victim support and recovery agencies benefit from the reforms outlined, and there are considerable consequences for wider criminal justice that continues to disadvantage victims.

The paper has considerable originality since it offers a “deep” and “thick” understanding of reform within a particular context. The programme of reform was highly unusual since it was designed and delivered over a ten-year period and addressed many aspects of police organisation.

Reviews the issues arising out of an annual series of conferences, Information for Scotland, held since 1993. Three main contexts are identified and issues examined: marketisation and globalisation, convergence and regrouping, the Scottish Parliament and democratic renewal within the political context; the new agenda for learning within education; and the rise of electronic networks within technological change, are all discussed in the context of papers delivered at the conferences.

Proposes a prescriptive model for political marketing based loosely on the Six Markets Model of relationship marketing. The rationale for this is to be found in an analysis of the historical treatment of political marketing, from within both disciplines. Argues that many of the conventional axioms of marketing are inappropriate in politics, and observes how in political science, as in marketing itself, there is a questioning ofthe fundamental rational foundations of anumber of key theoretical constructs. In proposing a multiple markets model for politics, cites as evidence the fact that many of the approaches advocated appear already to have been adopted during the 1997 general election campaign of the British Labour Party.

Given the increased emphasis on embedding the 17 United Nations Sustainable Development Goals (UN SDGs) in the curriculum, research, engagement activities and operations of higher education institutions, this comparative study aims to replicate an earlier international study of Turnaround Leadership for Sustainability in Higher Education (TLSHE) in the unique context of Malaysia and Japan. This paper also presents a case for closer focus on developing Education for Sustainability (EfS) leaders in institutions of higher learning.

This study is a quantitative comparative research. The authors collected data for EfS-related variables from lecturers affiliated with Malaysian and Japanese public and private universities. Building on the data and results from the TLSHE study, this study made a series of within- and between-sample descriptive comparisons from different angles and levels. To generalize the findings, this study used gender and experience outside higher education as control variables and compared the academics from the Malaysian and the Japanese institutions through the path modeling framework.

The comparisons showed that except for two domains, namely, contextual factors influencing EfS leadership and the EfS leadership development approaches, the means of all other domains based on the data collected from the Malaysian sample were the highest, followed by means from the international TLSHE sample, and finally the means from the Japanese sample. This study also observed that transparency, engagement with EfS initiatives at different levels, passion for teaching and learning, and creative and lateral thinking were among the top indicators. The inferential tests revealed significant differences between the academics from Japan and Malaysia as well.

The findings of the analyses can be used to ensure that the selection and development of EfS leaders (in this case, lecturers who may be formal or informal EfS leaders), not just at the central but at the local level in the distinctive context of Japan and Malaysia, focus on what counts and the good ideas embodied in the 17 UN SDGs are actually put into practice. This study has also highlighted the policy implications with respect to the gender and the previous work experience of lecturers outside higher education sector in more detail.

This study compares the perceptions of two samples of academics from Asian countries with the perceptions of the international TLSHE sampled EfS leaders in terms of EfS leadership-related issues and therefore, increases the awareness of academic community in this regard. It also highlights the role of lecturers (e.g. professors) as intellectual academic leaders in achieving SDGs. Moreover, this study shows that lecturers’ gender and previous work experience outside higher education should be considered when developing and implementing policies on EfS leadership.

The purpose of this article is to explore barriers and motivators for new professionals who write and present for the professional literature.

Authors from the ALIA New Librarians' Symposium held in December 2006 in Sydney, Australia were surveyed about their experiences of writing and presenting early in their career. The author of this paper was the symposium's programme coordinator.

The majority of authors were working in Australia, and few were required to write or present as part of their work role. In the absence of this requirement, factors that motivate new professionals to write can be difficult to define. Barriers to writing include time, skills, and responsibilities outside work.

The paper discusses a publishing opportunity aimed at new professionals and other strategies to reduce barriers to writing and presenting.

The purpose of this paper is to examine whether a multinational company can transmit its corporate management system and operations management system from its domestic operation to its subsidiary located in a country with very different national culture.

This research proposes that it is possible for a multinational company to override differences in national culture and create a “company citizenship” across the globe, with similar corporate management and operations management system. Another purpose of this research is to show that it is not true that globalization would create just one single culture, originated in the USA and Western Europe, which is called “Jet‐Set Culture” by Freedman. Japanese multinational companies are spreading their own unique organizational values of their management system across the world in their subsidiaries. Thus, different multinational companies may create their own unique organizational culture that produces their own company citizenship, which can be spread globally. To prove these hypotheses, this paper has reported the result of a survey conducted in the domestic operations of the Toyota Motor Company (Toyota) and in its operations in India.

Core values of Toyota's management systems are derived from the values that are identified in the mission statement of Toyota. According to the results of the survey based on opinions of Toyota's employees, there are broad similarities in the values composing its management systems, irrespective of national locations. Thus, Toyota has managed to form the “company citizenship” in its headquarters in the host country, Japan, and successfully transmitted it in its subsidiary located in the host country, India, with an alien national culture.

The paper shows that company citizenships of different companies, based on their unique organizational cultures, but not on their national cultures, are emerging as a new organizational form in this global era.

Different multinational companies may create their own unique organizational culture that produces their own company citizenship and which can be spread globally.

This paper proposes that there are some specific espoused values in every important multinational company, which form its organizational cultures and create values, which in turn may form commitment of its employees. These commitments are the indicator of successful performance of a company because creation of commitment leads to success of the company; this interrelationship between culture and commitment can be called company citizenship and can be transmitted from one part of the globe to another by a multinational company through the transmission of its corporate management and operations management system.

The purpose of this paper is to provide a selected bibliography of recent resources on library instruction and information literacy.

The paper introduces and annotates periodical articles, monographs, and audiovisual material examining library instruction and information literacy.

The paper provides information about each source, discusses the characteristics of current scholarship, and describes sources that contain unique scholarly contributions and quality reproductions.

The information may be used by librarians and interested parties as a quick reference to literature on library instruction and information literacy.

The purpose of this paper is to provide a selected bibliography of recent resources on library instruction and information literacy.

The paper identifies and annotates periodical articles, monographs, and audiovisual material, in the area of library instruction and information literacy.

The paper provides information about each source, discusses the characteristics of current scholarship, and describes sources that contain unique scholarly contributions and quality reproductions.

The information in the paper may be used by librarians and interested parties as a quick reference to literature on library instruction and information literacy.

The purpose of this paper is to investigate examiner reactions to doctorate of business administration (DBA) theses at an Australian university applying Perry’s structured approach to thesis presentation, which had its origin in the marketing discipline, but is now widely applied to other business disciplines.

This paper examines 49 DBA examiner reports relating to 19 DBA theses using the structured Perry approach, with emphasis paid to comments relating to thesis structure and presentation. Only those theses that acknowledged Perry or demonstrated Perry-like characteristics were interrogated.

The use of Perry’s structured approach can lead to DBA theses that place excessive emphasis on description rather than practical outcomes, as should occur with a professional doctorate, and also fosters excessive repetition and scaffolding that unduly interferes with the candidate’s “story telling”. Many examiners found theses using Perry’s structured approach problematic, particularly with respect to a lack of integration with the literature and reflection on the findings in relation to previous studies.

The use of Perry’s structured approach potentially acts as a further barrier to DBA theses, and other professional doctorates by extension, sufficiently differentiating themselves from PhDs. This has implications for the examination of such theses, which are sometimes viewed as lower-quality PhDs instead of professional doctorates.

Applying a traditional PhD thesis structure, such as the model advocated by Perry with its use of five chapters, to DBA theses potentially exacerbates existing professional doctorate “image” issues, thereby leading to ambiguity for examiners and the candidates themselves.

With the number of doctoral degrees awarded increasing and full-time and tenure-track jobs decreasing, doctoral graduates are entering a fierce job market. Lack of knowledge and support about navigating the job market can impact graduates' mental health and chances of securing long-term employment, but many graduates claim their programs provide little professional development in this area. The purpose of this study is to understand doctoral students' job preparation after participating in a departmental seminar.

The current explanatory sequential mixed methods, single case study investigated students' perceptions following a year-long seminar in job market navigation.

Students attending the seminar did not differ from those who did not attend on feelings of preparedness, number of application documents completed, or curriculum vita quality scores.

Researchers may have limited ability to implement graduate student interventions given the power structures of faculty life and the lack of graduate student time.

The results suggest informal seminars may not be enough to support doctoral students' job market skills.

This has implications for department chairs and deans to create faculty development opportunities to pivot to a student-centered culture rather than relying on faculty or external support to help graduate students prepare for the job market.

This case study provides insight as to how graduate students' job market anxieties are at odds with the current demands and structure of educational doctoral programs.