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EARL (Electronic Access to Resources in Libraries) is a collaborative approach to establishing a national networked information and resource sharing service for public libraries in the UK. This paper provides information on the early stages of EARL during 1994 and 1995 which resulted in a pilot demonstration service being developed as a result of a scoping study. The achievements to date are then outlined and these include membership of EARL by 120 library authorities who use it to provide e‐mail facilities, creation of web pages, access to databases and the development of EARLweb which provides a gateway to a number of Internet resources likely to be of use in public libraries. The current work is described including the British Library funded project, Readiness, the work of the Task Groups and collaboration with European partners. In conclusion the challenges presented to EARL members in the future are included.

This chapter considers viable and nonviable methods for corruption and ethics reform. Among the different types of methods considered are: vision and values based methods; win-win incentive and ethics networking methods; power-based top-down compliance and bottom-up whistle-blowing methods; alternative institution building methods; and, social movement methods. The chapter analyzes how the different types of methods can be more and less viable depending upon the specific multilevel situational factors related to micro individual, meso organizational, and macro institutional level, political-economic, and cultural obstacles to corruption and ethics reform.

The International Electronic Components Show in Paris in November, 1983, provided the occasion for a very successful meeting of ISHM‐France which attracted 170 attendees. The following presentations were given:

Guided by social exchange theory and signaling theory, this chapter investigates the relationship between individual perceptions of high-performance work systems (HPWS), union instrumentality, and employees’ turnover intention. The results obtained from a multilevel and multisource sample of more than 1,300 employees in 37 multinational corporation based in China show that, in contrast to our hypothesis, union instrumentality is not directly related to turnover intention; rather, the results from the post hoc mediation analysis show that union instrumentality is indirectly and negatively related to turnover intention through affective organizational commitment. Consistent with our hypothesis, the results of our analysis show that union instrumentality serves as an important contingent factor in the relationship between HPWS and employee turnover intention. The relationship between HPWS and turnover intention becomes positive when employee union instrumentality is low.

The purpose of this paper is to examine differences of the perceived internal marketing practices (IMP), job satisfaction (JS), organizational commitment (OC) and turnover intention (TI) between full- and part-time employees and to incorporate employment status as a moderator in the restaurant employee turnover model.

The target population included current restaurant full- or part-time employees in the USA. The questionnaire was distributed to potential participants through an online survey that the company used to collect nationwide data.

Full-time employees’ perceptions of the IMP were comparably greater than those of part-time employees, and full-time employees were also more committed to the organization and had less intention to leave than their part-time counterparts. Significant moderating effects of employment status existed in the restaurant employee turnover model.

The current study may not adequately capture the differences between full- and part-time employees by asking respondents to identify their employment status.

IMP should be facilitated at the management level to provide insight and value to their employees, and more attention and effort in the internal marketing and human resource practices for part-time employees are needed to have more satisfied and committed employees, and, in turn, better performance.

The literature on full- and part-time employees was incomplete, and there was minimal research that tested differences between full- and part-time employees in the foodservice industry.

Intuitively, most people have a mental picture of community information systems, generally conforming to the vision of those services provided so well for so many years by the public library services eg leisure pursuits, society names and addresses and other locally useful information such as names and addresses of local government officers, where to go for consumer advice and so on. And indeed many community information systems do just that.

The methods of coping and their relationship to disease severity, cognitive function, depression and health‐related quality of life (HRQoL) were examined in 79 Parkinson's disease (PD) patients and their carers. The coping methods of the PD patients were not associated with disease severity, cognitive function, or depression. In general the majority of correlations were weak. However, patients who used avoidance and cognitive coping methods reported improved HRQoL. Impaired cognitive function, poorer HRQoL and increased disease severity were associated with depression in patients. In carers, avoidance coping was associated with depression and cognitive impairment in the patient being cared for. These findings demonstrate the complex relationship in PD between impairment, quality of life, depression, cognitive function and the coping styles adopted by patients and carers. The study also highlights the difficulties in measuring these interactions with quantitative outcome measures.

The European Union has pursued two contradictory policies over the last decade in response to the challenges of globalization. On the one hand, the EU has loosened borders to facilitate trade and make the EU more competitive globally. On the other hand, the EU has tightened borders to enhance its security, fearing the negative consequences of a globalized world. In this paper, I examine the effects of implementation of the EU's Schengen border regime, a set of rules governing external border control, on the post-communist countries and the difficulties that Schengen has posed for the governments in the region. I also discuss the EU's emerging European Neighborhood Policy (ENP), designed to address many of the concerns voiced by the Central and East European (CEE) officials regarding Schengen. An important element of ENP is to work across the EU external border to facilitate economic relations and develop joint institutions with non-members to create new cooperative borderlands.

Two images are frequently invoked with regard to the evolution of the EU. Certain scholars portray the organization as moving toward a new, post-modern, post-Westphalian entity comprising an increasingly borderless Europe. Other scholars view European integration as a process by which the EU is increasingly taking on the trappings and functions of the state to build a “Fortress Europe.” The discussion of Schengen and the eastern enlargement suggests a more complex reality than either of these two images in which borders are constantly shifting and whose functions are changing in response to the different challenges posed by globalization and internal developments. The EU's external borders will continue to change, both in terms of where they are located and how important these will be. Europe's ENP, with its emphasis on cross-border cooperation, is changing borders into borderlands, zones of cooperation and collaboration across a line on a map. Governance and the shaping of policy are increasingly taking place at multiple sites and with different kinds of actors, further transforming the importance of borders. Perhaps, a new vision of European integration is needed to capture the evolution of the EU.

The purpose of this paper is to examine the impact of human resource management (HRM) practices on organizational performance in the banking sector in the United Arab Emirates (UAE), to test the mediating impact of organizational innovation on the HRM-organizational performance relationship, and to test HRM practices as mediator of the relationship between innovation strategy and organizational innovation.

Data were collected from 168 managers working in UAE banks. A structured questionnaire containing standard scales of HRM practices, innovation strategy, organizational innovation, organizational performance, and some demographic variables was used. The analytical method used to empirically test the hypotheses proposed is the structural equation modeling technique using PLS. The two steps are: the assessment of the outer model and the assessment of the inner model. Moreover, a bootstrapping method is employed in order to test indirect effects.

Results found that organizational innovation fully mediates HRM-organizational performance link. Moreover, with the existence of innovation strategy, HRM mediates the relationship between innovation strategy and organizational innovation.

The limitations of common method bias and cross-sectional data are discussed in light of implications for future research. Nevertheless, the results provide new insights on the influence of HRM on organization innovation and performance in a non-Western context of the UAE by testing the role of some mediators in influencing the relationship between HRM and performance.

In general, enhancing the effectiveness of HRM can result in higher level of performance and innovation. In particular, the choice of an innovation strategy implies the use of an effective incentive-based compensation, training and development, recruitment and selection and performance appraisal.

This study is considered the first study to examine the mediating role of organizational innovation on the relationship between HRM and organizational performance in the Middle East. Also, the study is the first study to test the role of HRM as a mediator for the innovation strategy-innovation performance relationship in a non-Western context.

From time to time we report cases of food being sold under false and misleading descriptions, where the defence claims the consumer is really expecting too much for her money; like Pip, she has “great expectations.” The sale of food and drugs abounds with deceptive descriptions and devices; clever, subtle, attractive and far more extensively practised than in the old days when analysts and inspectors sought out the adulteration of food. Their annual reports contain the more lurid examples, which are but a fraction of the whole. The price of genuine products has risen out of all proportion in recent years and the introduction of artificial and synthetic materials in substitution is regrettably inevitable, but the importation of price into the offence of misdescription is likely to bring to confusion law that is probably more complete than ever before. It is the essence of all false descriptions that they should in fact mislead, but it is garnishing the point to suggest as many a defending counsel and not a few magistrates do, that the price paid must be taken into account in any alleged misdescription; that if it is low for such an expensive commodity as “cream,” then a purchaser should not be deceived into believing she was obtaining genuine cream, even if the name “cream” was being applied. As the County Magistrates at Leicester were recently asked to decide, “Who would expect real cream in a fourpenny cream bun ?” (p. 70). Still less so, if a fancy name such as “Kreem” is used; all this, Section 47, Food and Drugs Act, 1955, notwithstanding. In the case quoted, evidence was called to show that if a shopper requires a cream bun containing real cream, she will ask for a “dairy cream bun” and that the witnesses would only expect to receive the genuine article if they went to a dairy; that when buying cream confectionery from a confectioner's shop, they did not expect to receive anything but imitation cream.