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To present a study analyzing the intellectual performance of Greek listed corporations on the Athens Stock Exchange under the distinctive aspect of being a “globalized” or “localized” firm.

Due to the used VAIC™ method the firm's performance is researched under its intellectual (IC) and physical (CA) aspect. The investigation confirms the existence of some semantic – added value‐based – performance differences by using predictor variables (discriminant analysis) and factors or “drivers” (factor analysis) influencing the actual “globalization status quo”.

States that “localized firms” are the distinct small technocratic, blue‐collar intellectual performers while the “globalized” ones are the large plutocratic, white‐collar intellectual performers.

There is a need to analyze data of more corporations and for a longer time period in order to prove clearly the assumptions of the VAIC™ method. Additional comparative research with other (international) corporations will prove (or not) the above findings concerning intellectual differences due to the “globalization” status.

Offers an international comparative research possibility for “advanced” researchers in academia or praxis and enables “beginners” to learn a way of measuring intellectual capital performance.

This paper is an original research based on confirmed data of listed firms, using a “simple” but excellent method, in order to highlight the intellectual phenomenon in a “rational” (metric) way.

The purpose of this paper is to analyze the relation between the underlying dimensions of protean (self-direction and values driven) and boundaryless (boundaryless mindset and organizational mobility preference (OMP)) career attitudes (Briscoe et al., 2006) and organizational commitment, within today's unstable and uncertain business scenario.

Data were collected from 167 professionals attending graduate and postgraduate distance learning courses. The hypotheses were tested using hierarchical regression analysis.

Research results suggest that protean career attitudes contribute significantly to individuals’ emotional attachment to their employing organization. Furthermore, OMP was found to be significant in predicting both affective and continuance commitment.

First, cross-sectional correlational designs impede conclusive inferences regarding causal relationships among the variables. Second, the use of a sample of professionals attending distance learning business courses could limit the generalizability of the study findings, because the majority of the respondents were homogenous in terms of age and educational background.

Fostering individuals’ self-direction results in enhanced affective commitment to their employing organizations. Workshops oriented at clarifying and communicating organizational values, philosophy and principles can be all beneficial for strengthening employees’ commitment to the organization.

This is the first paper to test the relationship between boundaryless and protean career attitudes and organizational commitment on a European sample.

This paper reports preliminary results of a study aimed at ascertaining the size and composition of U.S. online database production organizations. All U.S. online database producers were surveyed in order to determine the number of personnel employed in the intellectual production of their databases. The data gathered provided a basis for the generation of people employed in frequently recurring staff categories within the organizations. Implications for education based on needs suggested by staffing patterns are examined.

Presents a study which compares two police fleet management programs in San Diego County and combines both qualitative and quantitative data collection methods to evaluate the costs and effectiveness of a personally‐assigned vehicle program to that of a conventional pool car program. Concludes that personally‐assigned vehicles are most cost‐effective to maintain. Moreover, officers report a higher level of satisfaction using a personally‐assigned vehicle than a shared patrol car. Finds that those officers with individually‐assigned vehicles have less job stress and higher levels of morale.

Juvenile delinquency research has identified two vital (and related) concepts to this area of study: age of onset and escalation. In this investigation, escalation is examined as a function of early drinking. Added to this are the influences of deviant peers and the social control effects of family and church. My analysis shows that consuming alcohol at a young age is correlated with illegal drug use, committing a greater number of illegal acts, committing more serious offences, and being confronted by police for delinquent behavior. Moreover, I show that peer influence has a greater impact on individual behavior than do other social control mechanisms. In conclusion, I offer a critique of current policies aimed at teenage drinking and argue in favor of preventative, rather than prohibitive strategies.

Previous research has indicated that the evaluation of a candidates’ managerial status is partly a function of whether the raters are potentially subordinates or supervisors of the candidate. Extends this research by examining participants’ perceptions of the most desirable characteristic in a boss, colleague and subordinate. Just under 150 participants completed a personality test and rated 20 desirable characteristics they felt important. Results indicated that while honesty and competency were highly favoured in all three, there were many and significant differences particularly between boss and subordinate. Participants valued independence and loyalty much more in subordinates than bosses. Bosses’ most desirable characteristics included forward‐looking, inspiring, intelligent and fairminded, while subordinates were particularly valued for being dependable and determined. The 20 characteristics factored into factors mainly concerned with supportiveness, inspiration, competence, determination and honesty. Personality factors in the participants played little role on their rating; however, age and ideology were systematically related to their preferences. Discusses the results in terms of multi‐rater processes, appraisal and the consequences of only having top‐down evaluations.

The current study aims to investigate the extent to which personality and demographic variables contribute to motivation and job satisfaction as defined by the two‐factor theory.

A total of 202 fulltime workers completed three questionnaires measuring their personality, work motivation and satisfaction.

Results demonstrate that between 9 and 15 per cent of the variance in motivation is accounted for by demographic variables and the Big Five personality traits. In line with previous findings (Judge et al.), conscientiousness and job status were both significant predictors of job satisfaction, and between 11 and 13 per cent of the variance was accounted for by personality and other demographic variables.

This study was restricted to self‐report measure. It never took into consideration other potential confounds like a person's job history, level and responsibilities. It also showed personality factors accounted for very little evidence of the variance.

Implications are discussed in terms of attempts to improve employee attitudes without considering the effects of individual differences. An acknowledgement that individual differences can affect the success of an intervention, may contribute to the design of effective work reorganisation schemes that are better suited to the employees they seek to benefit.

The value of this paper was that it looked at how personality and demographic factors may influence a person's work satisfaction.

Nutritional labeling of food products is not mandatory in India at present and the Indian Government is on the verge of introducing a code of conduct for it. The aim of this paper is to provide some initial guidelines for the above‐said purpose so as to have consumer friendly labeling policies.

A structured questionnaire‐based survey was used for the purpose of the study. A total of 100 respondents were considered for the study. Data were collected from two superstores located in New Delhi.

Food labels are read by the consumers for brand comparisons and not for consulting nutritional information. Difficult terminology, small font size and inability to understand nutritional labels are the major problems encountered by the consumers. Television, friends, magazines are commonly used for assessing nutritional information. Labels are considered more consumer friendly when benchmarks regarding serving size are provided. Income level, size of household, number of children and age did not play a role in the usage of nutritional labels by the consumers. Consumers with special dietary needs used nutritional labels regularly.

A small sample size is the limitation of the study.

This is the first study of its kind in India. It is valuable for the Indian Government in framing policies regarding nutritional labeling and for imparting nutritional education. It will also help it to draft consumer friendly labels for effective usage.

Six new vendors join EasyNet. Six new database vendors will be participating in Telebase Systems' EasyNet system. The new vendors are Datasolve (London, England), Datastar (Berne, Switzerland), DataTimes (Oklahoma City, OK), G.Cam Serveur (Paris, France), QL Systems (Kingston, Ontario, Canada) and Timeplace (Waltham, MA). These companies join the seven vendors currently supplying databases to EasyNet and boost to over 700 the total number of files available to EasyNet customers.