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The purpose of this paper is to explore how library reference departments and writing centers have extended their services to reach audiences beyond their respective locations, and to analyze the experiences of one university in collaboration between the two entities. The aim is to provide insight into the advantages and disadvantages of two approaches toward collaboration: that of a reference librarian holding office hours in a writing center, and writing center consultants providing service hours within the library.

Reference/consultation logs and input from participating consultants and librarians are utilized to explore the usage and effectiveness of the two collaborative approaches.

Analyzing student participation in the library and writing center services indicate that, while students are not likely to seek library reference services in the writing center, they appreciate having writing consultation services available within the library at times when the writing center is not open. Observation also suggests that students use services differently at the two locations, preferring extended interactions at the writing center where hour‐long consultations are customary.

This work conveys first hand experiences and makes suggestions regarding scheduling, staffing, equipment, and publicity.

Little has been written about the feasibility and practical implications of writing center consultants working within libraries.

The purpose of this paper is to investigate the explanatory power of the service-profit chain (SPC) model in a context that differs from its original conception. The authors do so by considering whether the main relationships it proposes apply in the context of call centre services, characterised by remote services and cost cutting business models.

The data were gathered from a survey of call centre management with a sample of 937 call centres from 14 countries. The analysis was carried out using structural equation modelling.

Findings reveal that the SPC model behaves somewhat differently in call centres. Although there is general support for most of the links in the model, the results indicate that customer satisfaction in the call centre industry is a separate outcome, rather than a precursor to company performance.

As is common in most research of this type, the present study is based on cross-sectional data.

Managers would be well advised to keep in mind that even minimum investments in human capital can make a difference in customer satisfaction and company results.

This is the first study to examine the main links in the SPC in non-traditional, non-face-to-face services. It demonstrates that the basic logic of the model is upheld, thus providing evidence that the boundaries of the SPC model may be further pushed in line with the peculiarities of the evolving service economy. Also, the authors make a methodological contribution by proposing a series of organisational level proxies for measuring elements of the chain that are typically assessed using individual level data that is expensive to gather.

This paper tested a model to collect the voice of the customer to improve service delivery in call centers using the concept of failure demand. Customer responses are quantified for improvement in service delivery. There are many academic studies reporting effective and validated research methodologies to measure service quality. However, these methods are complex and unwieldy. The purpose of this paper is to adapt the lean service concept of working from the customer's viewpoint – to measure, then improve customer satisfaction, and thereby reduce costs.

A checklist of best practices for call centers was developed from the literature and multiple iterations used to develop a three part call evaluation system to include value demand, failure demand, not able to determine, and value demand as stated by the customer.

The findings indicated that the value/failure demand measurement system was useful and many failure demand occurrences occurred.

This paper is limited to service providers in call centers and their managers. Call center operators logged customer perceptions so it has the potential to lack objectivity.

Service providers need simple tools to assess operations, improve quality, and efficiency. This paper will assist in the development of an easy‐to‐use and generic tool for the continuous improvement of services.

The paper is one of very few studies that use the actual customer voice to measure failure demand and call centers can apply this process.

The purpose of this study is to determine whether or not a dedicated business center within a public library acts as a key success factor in a public library’s services to the community entrepreneur.

A questionnaire survey was sent to 88 public libraries with dedicated business centers, and posted to BRASS-L and BUSLIB-L, for input from public libraries without business centers. Interviews with three survey respondents and one local city official followed.

Fifty-seven per cent of all respondents felt that a dedicated business center is very essential or essential to the services provided to the entrepreneurial community. The services most often offered were workshops/seminars/classes, counseling sessions by collaborative agencies and one-on-one research sessions with librarians. The majority of responding libraries collaborated with a community business agency (80 per cent). Fifty-one per cent spend between 6 and 20 hours/month on the collaboration.

Since 2007, many of the dedicated business centers in public libraries have closed or been consolidated with other sections and services of a public library. This should be further studied. Further research on librarian expertise in market and industry research is recommended.

This study updates the business services associated with public libraries business services since the push in the late 1990s for public libraries to be more active in community economic development.

The purpose of this conceptual paper is to examine key operational tradeoffs and challenges that call center managers face.

To support the concepts advanced in this paper, an embedded case study is used from an inbound call center for a regional wireless phone company that operates in the USA. The research involved: a review of available service quality and call center management literature; development of a resource‐based framework to understand key operational tradeoffs; use of a case study approach with structured interviews of key managers and employees; and synthesis of this data in order to understand why and how these managers made key operational tradeoff decisions. The case study was done on an inbound customer service call center for a regional wireless phone company that operates in the Southeastern USA.

This research suggests that there are four key resource management decisions that must be addressed in order to improve service quality and effectively manage call center operations: the efficient deployment and use of labor, effective leveraging of technology, capacity management, and demand management.

The use of a single case approach limits the generalizability of results; however, this methodology is effective in providing rich data and a research framework to both build theory and advance future research in this arena.

It is noteworthy that while technology, capacity management, and demand management systems are essential, labor remains a key differentiator in achieving high service quality. A call center must provide dependable service with knowledgeable, honest, polite and empathetic employees who can efficiently answer customers' questions while also promoting more products and services to improve profitability.

While this research is primarily conceptual, it also uses a case study to explain why and how managers make key tradeoffs in order to compete effectively on service quality in the call center industry.

Utilising data from 18 in‐depth case studies, this study seeks to explore training, development and human resource development (HRD) practices in European call centres. It aims to argue that the complexity and diversity of training, development and HRD practices is best understood by studying the multilayered contexts within which call centres operate. Call centres operate as open systems and training, development and HRD practices are influenced by environmental, strategic, organisational and temporal conditions.

The study utilised a range of research methods, including in‐depth interviews with multiple stakeholders, documentary analysis and observation. The study was conducted over a two‐year period.

The results indicate that normative models of HRD are not particularly valuable and that training, development and HRD in call centres is emergent and highly complex.

This study represents one of the first studies to investigate training and development and HRD practices and systems in European call centres.

Call centers are growing at unprecedented rates, yet relatively little is known about customer satisfaction with this method of service delivery. Therefore, a review of the advantages and disadvantages of call centers is provided before reporting on a study carried out with users of a very large human services call center network. The results indicate that customers have slightly higher satisfaction levels with in‐person services than with call center services. Although it was predicted that older customers might be more dissatisfied with call centers than younger customers, this was not borne out by the data. Attributes of a best‐in‐the‐world call center operation are provided to guide those who design and manage call center services.

Using Andersen’s (1968) behavioral model of health services use as a guiding conceptual framework, this study examined how receipt of family-centered care relates to the perceived family challenges for families of children with autism spectrum disorder (ASD).

Data from the 2009–2010 National Survey of Children with Special Health Care Needs (NS-CSHCN) were analyzed for 812 parents of children with ASD.

Multiple regression analyses provided substantive statistical evidence that a child’s race, the adequacy of a family’s insurance, and the stability of child’s health care needs significantly contributed to predicting his or her receipt of family-centered care. Further results suggested a relationship between receipt of family-centered care and the perception of challenge for these families; families receiving family-centered care perceive fewer challenges and feel less unmet need for child health services.

Family-centered professionals provide critical voices in the development of policies and programs geared toward improving the health outcomes of children with ASD and their families.

The purpose of this paper is to evaluate the quality of service provided by the Stirling Council call centre with a view to determining the essential elements of best practice.

The method involves questionnaires to Scottish local authorities about their use of call centres, interviews with Stirling Council managers and call centre employees and some participant observation to gain a detailed view of both the management and operations of the call centre.

The findings are grouped into the topics of communication, training, quality and systems/technology, with improvements suggested in a few areas. Overall, the approach to service quality in the call centre tends to be more qualitative than quantitative with a good awareness of learning and management related issues.

The value/contribution of the paper lies in the definition of essential best practice call centre management components, presented in a framework involving aims, enablers and results. This model is proposed for generalised use in both the public and private sectors; it would henceforth benefit from some testing and further refinements.