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A primary role of libraries is to organize, manage, and store collections of information and data resources. Librarians and information professionals, serving as facilitators in information seeking, access, and use, are primary gateways to such resources within libraries and information centers. Based on a solid philosophy of and commitment to cooperative information sharing and resource exchange, these professionals have the expertise to locate and access resources from diverse sources.

What follows is a small sampling of activities that are underway. All of them are working toward contributing to the understanding of the Earth system.

This study examines the control issues related to three major flows among MNC subsidiaries: knowledge flows, product flows and capital flows. It also investigates the relationship between the strategic management style of headquarters and the control approaches employed. The results show the dominance of output control, even in situations where researchers have argued that they should not be relied upon. The study also found that as knowledge flow increases, reliance on financial control decreases and reliance on socialisation control increases. Consistent with other studies, the dominant management style is the strategic control style, while the least popular is the financial control style. The paper calls for using alternative theoretical lenses, such as institutional theory, to provide additional insights not available through the contingency lens.

This study examines the link of effective change implementation (CIE) with select human resource (HR) practices and employees' resistance to change (RTC) amidst ongoing mergers in Indian public sector banks (PSBs). It also intends to highlight the role of RTC as a mediator in this mechanism.

The authors used a structured questionnaire administered through a survey of employees of select PSBs that have undergone mergers. The hypothesized relationships were tested on 220 responses with structural equation modelling.

Training and communication of change as HR practices were found to have significant effects in implementing change. RTC fully mediated the relationship of training and CIE, and partially mediated the association of communication and CIE. Communication had a stronger influence on RTC than training. This finding upholds the importance of communication but also implies that training can reinforce effective communication of change and may not affect the implementation if not directed towards handling resistance.

The significance of communication as a finding supports the theory of planned behaviour. The authors’ results also align with the social exchange theory and can be extended to the job demands-resources model. PSBs may plan for phase-wise training initiatives starting from the announcement till the end of a merger. PSBs also need to effectively communicate all relevant HR issues to employees, thus being transparent and fair. Both online and offline modes of communication can be explored. Overall, the senior management has to imbibe the handholding of employees in the short term and a sense of empathy in the longer term.

Research on HR in Indian banking mergers seems to take a back seat vis-à-vis strategic issues and financial performance. There also is a limited empirical examination of the role of HR practices in effective change implementation. This paper addresses both these issues by proposing a conceptual model and empirically validating it amidst the merger of PSBs. The authors also highlight how training and communication are effective in handling resistance to change.

The aim of this research is to explore the relationship between green job positions and descriptions, green performance management, green employee relations with job pursuit intentions and the role of employers’ prestige as the mediator.

A survey research design with a sample of 216 undergraduate specialising in the business fields from Malaysian private higher education institutions responded to the questionnaire, while purposive sampling and snowball sampling techniques were used in order to determine the research sample. Data for the research were collected from the target participants via questionnaires and Statistical Package for Social Science (SPSS), while partial least square structural equation modelling (PLS-SEM) via Smart-PLS was utilized to test the developed hypotheses of the research.

The results showed that only green employee relations has a significant relationship with job pursuit intentions out of the three direct hypotheses. As a result of assessing the mediating hypotheses, employers’ prestige mediates the effect of green job positions and descriptions and green employee relations on job pursuit intentions. Conversely, green performance management did not support the mediating association.

This research recommended practitioners to adopt green HRM fundamentals to enhance EP, which results in JPI. Also, the research aids managers and practitioners by providing the outlook of green HRM from a job seeker’s perspective, which can embolden the managers and practitioners in planning a systematic human resource.

The study contributes by enriching the literature concerning the dimensions of green HRM, which is an emergent topic in the human resource field. Furthermore, the study advances by proposing GER in the research framework.