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Drawing findings from the river erosion-prone district Bhola in Bangladesh, this study presents the nature and causes of human displacement and the types of resilience livelihood options for reducing risks caused by river erosion. The study used a quantitative research approach, in which a survey was employed. Data were collected through face-to-face interviews with 371 heads of households from three unions of three Upazilas (sub-divisions) in the Bhola District. Results showed that 95% of the households were displaced by river erosion, 54% of them were displaced two to four times in the last five years, 30% of the households were displaced to embankments, and 22% were displaced to their relatives’ houses. Nearly 70% of the households reported river erosion as a main cause and 42% referred other disasters. Regarding livelihood options, 47% of the households desired to engage in fishing labour, 44% in day labour, and 33% in independent fishing. During river erosion, 93% of the household members had to engage in income-generating activities, and one-half of them had to change their livelihood options. Finding new livelihood options and resilience strategies to reduce displacement would be an important guideline for disaster managers, policy-makers, and development practitioners.

The purpose of this paper is to present some of the foundational characteristics of the effective delegation of authority. Taken from a broad array of research and opinion, the fundamental aspects are given clear exposition.

Addressed in this paper are several areas that establish the basis for effective delegation to include the psychology of delegation, potential benefits, delegation and high performance human resource management practices, and fears of actually delegating authority.

Findings are grounded on actual practices which have been researched. There is a “science” to manager delegation of authority, and the critical information about how to delegate is presented.

This work gives shape to the actions that help to create effective delegation. There are many benefits that accrue from effective delegation, and these benefits are often under-represented.

The purpose of this paper is to express metacognitive functioning in general terms and to explain how it influences employee learning/knowledge acquisition, self-regulation, engagement and growth mind-set.

The authors provide a viewpoint grounded on a review of recent research regarding the regulation of learning on-the-job. Concepts are expressed in a direct manner for the use of human resource practitioners and managers.

Metacognition is mental work that helps one to regulate and improve his/her learning. The authors find that there are ways for human resource practitioners and/or managers to assist employees improve their learning practices that ultimately influence work activities and outcomes.

Metacognition is not a scientific mumbo-jumbo; it represents how one learns to learn. In organizations, it is important to understand how a typical employee may improve her/his learning processing and learning outputs. Authors suggest that practitioners and managers attain some understanding of metacognition and how one may stimulate improved learning processing in employees.

This paper aims to offer the views that the psychological construct, self-efficacy, is significantly related to high or strong performance at work and that a brief, efficient survey allows for managers and HR practitioners to assess individuals per the characteristic.

The authors performed a broad review of literature, mostly empirical research, focused in particular upon the linkage of self-efficacy with work performance. Important conclusions of this review are reported. Also researched were the existing measures (surveys and scales) of self-efficacy that demonstrated validity and reliability.

Hundreds of studies, in combination, have concluded that the construct, self-efficacy, is highly and positively related to individual motivation, self-confidence, proactive behavior, and work performance, among other valued characteristics. There are measures to use to assess individual beliefs regarding self-efficacy that may be used in for recruitment and placement decisions.

Clearly expressed is the substance and value of the self-efficacy construct which has been the subject of hundreds of studies. The importance of self-efficacy and its linkage to motivation and performance is expressed. A brief, statistically valid, and reliable instrument is offered in its entirety for use by managers and/or HR practitioners.

The purpose of this paper is to provide human resources (HR) practitioners with some information and tools to assist managers become more effective delegators of authority. Included is information that might be used in a training session for managers.

Drawn from research and opinion is information that serves to help managers form solid partnerships with employees in sharing of some tasks and responsibilities. Several findings from research aim to illuminate key prescriptions for effective delegation. A survey instrument is provided to assist managers assess their own preferences in delegation practices.

Findings clear the fact that delegation can be deliberately planned and executed. There are several areas that can be assessed to ultimately guide a manager in effective delegation.

The originality of this paper lies in its potential to: a) assist and guide a manager as he/she goes about establishing an effective delegation; and b) the arrangement of the content of the paper to enable HR practitioners to use the material as a training module for managers.

The identification, acquisition, and utilisation of scientific and technical information is of paramount importance to the efficiency of the research and development (R&D) process. With the advances in information technology and information management, increased international participation in the aerospace field, and the realities of scarce resources for every nation, the strategies and benefits for international cooperation and resource sharing are readily apparent. With this in mind, a Working Group was established in 1994 to examine the issues, strategies, and actions required to develop a mechanism for improving the access to, and use of aerospace and aerospace‐related information by developing a self‐sustaining, worldwide network of partner organisations committed to sharing their data and information resources. The Working Group decided that the Internet would be the most suitable vehicle to provide such a mechanism and developed a prototype International Aerospace Information Network (IAIN) Web site, providing a catalogue of aerospace information sources from which information searches can be launched.

In this exploratory, correlational study the authors set out to demonstrate the relationships as well as inter-correlations among direct and indirect performance measures, along with measures of knowledge of cognition, and evaluation of cognition. The information helps inform manager learning and development. The purpose of this paper is twofold: first, primary purpose, to identify linkages of performance with individual’s efforts to improve their learning processes via metacognition; and second, secondary purpose, primarily for the benefit of practitioners, is the provision of detailed information regarding performance measures and practical measures of metacognition.

The study made use of correlation analysis among performance measures and measures of metacognitive effort. The design is not intended to support cause and effect relationships, nor demonstrate the technical, predictive value of measures.

A majority of associations among indirect performance measures with one another and with nearly all of the measures of knowledge of cognition, and evaluation of cognition were positive and significant (mostly at the 0.01 level). Findings offer broad support for the linkage of self-efficacy (SE), and core self-evaluation (CSE) with performance.

Relationships identified in this study may help practitioners alter and improve their practices/methods of identifying individuals who possess attributes that are highly related to performance and learning. The new knowledge may influence decisions about recruitment, selection and training.

Little research has focused on relationships among indirect performance indicators such as SE, CSE and established measures of metacognition. The present study helps to identify important relationships.

This paper aims to highlight the recent developments in artificially intelligent chatbots and how the resulting tools can be incorporated into the daily workflow of library work.

Recent literature is examined, parallels to librarian reactions to the birth of the original internet search engines are drawn and suggestions for the use of specific tools for specific tasks are given.

Although effectively less than 6 months old, the field of artificial intelligence (AI) chatbots is already fulsome enough to be able to be usefully incorporated into the profession. More tools are imminent, though each of them does and will continue to have shortcomings of which informational professionals need to be aware.

This paper provides practical suggestions and specific tools to incorporate into the workflow of different library specialties, along with important caveats for quality and bias.

The public has adopted the use of AI chatbots faster than any previously introduced technology. Librarians have a history of moving more slowly when it comes to the core values of the profession, such as information searching. It is vital for information professionals, such as librarians, to understand both the value and the pitfalls of these tools to be able to work with patrons and stay relevant in the eyes of the public and institutional funders.

This paper fills a need for practical advice in using AI to perform daily library work.