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The purpose of this paper is to report on survey results from a study about librarians’ experience with compensation (salary and benefits) negotiation in the library workplace in order to provide data that will inform professional discourse and practice.

A primarily quantitative survey instrument was administered via Qualtrics Survey Software and distributed through listservs and social media channels representing a range of library types and sub-disciplines. The survey was explicitly addressed to librarians for participation and asked them questions related to their work history and experience with negotiating for salary and benefits.

A total of 1,541 librarians completed the survey. More than half of survey respondents reported not negotiating for their current library position. The majority of those who did negotiate reported positive outcomes, including an increase in salary or total compensation package. Only a very small number of respondents reported threats to rescind or rescinded offers when negotiating for their current positions. Respondents cited prior salary and prior work experience and/or education as the top information sources informing negotiation strategy.

There is minimal discussion of salary and benefits negotiation by individuals in the library literature and prior surveys of librarians’ experience with compensation negotiation do not exist. This is the first paper that tracks negotiating practices and outcomes of librarians in library workplaces of all types.

The study aims to pervade the gap in the domain of risk disclosure and gender diversity, which is comparatively uncharted. Gender diversity being a crucial element of corporate governance can deepen understanding on the issue in the backdrop of a developing country such as India, so this study aims to investigate the relationship between gender diversity on board and corporate risk disclosure.

Four measures of gender diversity, i.e. BLAU index, SHANNON index, proportion of women directors on board and female dummies, have been deployed to measure gender diversity. The empirical analysis is premised on a sample of S&P BSE 100 index pertaining to the 2018–2019 financial year; which eventually gets reduced to 70 non-financial firms after eliminating 30 financial firms. To examine the impact of gender diversity on corporate risk disclosure, hierarchical regression has been used. Additionally, two-stage least square regression analysis has been performed for checking the endogeneity issues in data and validating the findings of the study.

The main findings unveil that gender diversity positively impacts corporate risk disclosure. Confirming the agency theory and resource dependency theory, its alternative measures like BLAU index, SHANNON index, proportion of women directors and female dummy divulged to positively impact corporate risk disclosure. When women dummy has been used, analysis unmasked that firms electing more than one female director on board has a higher positive impact on corporate risk disclosure as compared to firms engaging only one women director on board.

The study is undertaken in the Indian settings, which has its own set of legislative laws, whereas there is need to reaffirm the relationship applying cross-country analysis. Furthermore, there is huge hollowness in the domain of gender diversity and risk disclosure that calls for empirical evidence to unearth futuristic vision.

The research presents managerial implications for the managers to promote gender egalitarianism by electing higher quantum of women directors on board to achieve global standards of maintaining higher risk disclosure. Adequate risk disclosure on a gender-diverse board further assures the investors that their interest will remain intact in the organization that meets legal requirements by embracing gender equality in employment. A woman in the boardrooms incarnates transparency through divulgence of risk information, which suffices the informational needs of investors. In addition, the findings insists the regulators towards staunch enforcement of effective corporate governance practice through increasing the proportion of women directors on board as they assist in dispelling risk disclosure, which will avert sceptical ambitions of managers and deconstruct their stereotype attitude towards women.

This study is a novel contribution in expanding the risk disclosure literature by analyzing the unexplored impact of gender diversity on the extent of corporate risk disclosures in India.

This study aims to evaluate the impact of gender diversity on corporate boards on firms’ financial performance in the context of the Indian information and technology (IT) sector. The Companies Act 2013 brought forth mandatory provisions for the appointment of women directors for a certain class of companies. This study explores the case of board gender diversity in the Indian IT sector’s unique setting.

The study uses a fixed effect panel data regression model to achieve its objectives. Two widely used diversity measures, Blau Index and Shannon Index, have been used to enhance the robustness of the results.

The results of the study indicate an insignificant relationship between gender diversity and firms’ financial performance. Even the diversity indices portray insignificant results confirming the outcomes of the study. The study indicates that IT sector firms have not been able to leverage the benefits of board gender diversity.

The results of the study have important policy implications for the government, regulatory bodies and corporates. The outcomes point out that the benefits that could have accrued based on the diversity aspect could not be harnessed, as the women’s representation on corporate boards is extremely low. Policymakers and government shall focus on devising stringent laws so that better representation of women directors can be used for the interests of the firms.

The study is an attempt to fill the gap in the extant literature which has a scarce number of studies conducted in the unique setting of the IT sector (both in developed and developing economies). To the best of the authors’ knowledge, this is the first study on the influence of board gender diversity in the IT sector of a developing economy, backed by socio-cultural reasons.

The purpose of this paper is to provide a selected bibliography of recent resources on library instruction and information literacy.

The paper introduces and annotates periodical articles, monographs, and audiovisual material examining library instruction and information literacy.

Information is provided about each source, and the paper discusses the characteristics of current scholarship, and describes sources that contain unique scholarly contributions and quality reproductions.

The information may be used by librarians and interested parties as a quick reference to literature on library instruction and information literacy.

This paper aims to present recently published resources on information literacy and library instruction providing an introductory overview and a selected annotated bibliography of publications covering all library types.

This paper introduces and annotates English-language periodical articles, monographs, dissertations and other materials on library instruction and information literacy published in 2016.

The paper provides information about each source, describes the characteristics of current scholarship and highlights sources that contain unique or significant scholarly contributions.

The information may be used by librarians and interested parties as a quick reference to literature on library instruction and information literacy.

Independent actors operating through peer-to-peer sharing economy platforms co-create service experiences, such as shared car-rides or home-stays. Emotional labor among both parties, manifested in the mutual enactment of socially desirable behavior, is essential in ensuring that these experiences are successful. However, little is known about emotional labor practices and about how sharing economy platforms enforce emotional labor practices among independent actors, such as guests, hosts, drivers, or passengers. To address this research gap, we follow a mixed methods approach. We combine survey research among Airbnb and Uber users with content analysis of seven leading sharing economy platforms. The findings show that (1) users perform emotional labor despite not seeing is as necessarily desirable and (2) platforms actively encourage the performance of emotional labor practices even in the absence of direct formal control. Emotional labor practices are encouraged through (hard) design features such as mutual ratings, reward systems, and gamification, as well as through more subtle (soft) normative framing of desirable practices via platform and app guidelines, tips, community sites, or blogs. Taken together, these findings expand our understanding of the limitations of peer-to-peer sharing platforms, where control over the service experience and quality can only be enforced indirectly.

Recent news of corporate misconduct at Arthur Andersen, Enron, WorldCom, etc., has focused attention on ethics in business. Government, business, educational institutions, as well as professional organisations have had to rethink ways of addressing this issue. This article presents the findings of a study of attitudes toward business codes of ethics. The attitudes of Master’s‐level US business students at two different points in time, before and after recent reports of corporate misconduct, are compared to see what changes had occurred, to see whether these changes were linked to the disclosures of unethical corporate conduct, and to examine whether taking a course in ethics had an effect on attitudes.

This paper aims to explore the possible existence of the repeat phenomenon in police motor vehicle stops.

The study involved a mid‐western police department. Data were collected from contact cards completed by police officers making motor vehicle stops between July 1, 2001 and December 31, 2001. Contact cards included information concerning the stop itself, driver, passengers, motor vehicle, and the officer making the stop. Individual identifiers of police officers allowed for an analysis of individual officer performance concerning motor vehicle stops. A Poisson process and logistic regression were used in the analysis.

Analyses revealed that motor vehicle stops are not randomly distributed across police officers and, in fact, a significant concentration of motor vehicle stops among few officers existed. Situational variables such as reason for the stop and time of the stop were significant predictors of high‐performing officers.

Limitations of the results include an immeasurable bias due to officers' discretion in completing contact cards for every motor vehicle stop, lack of external validity due to the specific circumstances surrounding the data collection, and the ‘time window effect’. Future research should focus on neighborhood level data collection, ‘hot spots’ for motor vehicle stops, the existence of high‐performing (repeat) officers in field (pedestrian) stops, potential differences in racial disparity of motor vehicle stops across high‐ and low‐performing officers.

The results of this study may offer insights into personnel and deployment practices based on officer performance.

This study is one of few on officer performance that included individual identifiers of police officers. This unique aspect of the data allowed for the analysis of a little‐researched area: officer productivity in motor vehicle stops.

Diversity in boards has gained attention as a reflection of societal imbalances. The purpose of this paper is to investigate the impact of diversity in terms of both gender and nationality in management boards of small and medium-sized enterprises (SMEs) on firm performance from an upper echelons perspective. The authors also examine how board-specific characteristics influence the structural makeup of boards in gender and nationality diversity terms.

The authors focus on the UK because of its individualistic society and flexible labour market and assess 309 SMEs in the manufacturing industry over 2009–2019. A 3-stage least squares (3SLS) estimator is used to analyse the data, the Shannon index to measure board diversity, return on assets as proxy for firm performance, and owner-manager presence, board member age and tenure are the board-specific characteristics of primary interest.

Both gender and nationality diversity contribute to firm performance and represent distinct upper echelon characteristics that change the cognitive and psychological dynamics of boards. Firms with larger boards do not perform better, but diverse boards reduce the narrowing view of CEOs. Yet the presence of owner-managers, despite their performance-enhancing contribution, holds firms back from benefitting from diversity as a strategic choice.

This study extends the upper echelons theory to include board diversity as an important aspect that should become more central in upper echelon thinking when understanding firm performance. The authors’ findings suggest that theoretical developments in search of understanding firm behaviour must proceed by accounting for diversity and not simply focusing on decision-making styles.