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Recently, several versions of Medline on CD‐ROM have become available — Bibliomed, BRS, Compact Cambridge, Dialog, Ebsco and SilverPlalter. They have been tested by the Biomedical Working Group of VOGIN (the Dutch Association of Users of Online Information Systems). An extensive list of items that have been tested is presented.

To cope with changes in user information behaviour and needs, libraries and information services (LIS) must find manageable ways for ongoing research and improvement. The purpose of this paper is to report on a model for a manageable research cycle which was piloted at the Central Cancer Library, The Netherlands Cancer Institute (Amsterdam).

Institute employees (24) (users and non-users of the Central Cancer Library; mostly clinicians and researchers) were interviewed using an interview schedule (individually, pairs of two and small groups). Demographic details were collected through a short questionnaire. It was intended as a small scale project to demonstrate the value of the model.

Although setup as a pilot study (small scale and a limited time period) and not representative of the Institute, cancer libraries or other library types, a good idea was gained on LIS needs. Opportunities for improvement of LIS and further research are noted, as well as the need for LIS to then consider their internal structure and support systems before making further decisions.

Findings from small scale projects need to be assessed against the theory of information behaviour to work towards a theoretical model.

LIS need to find ways for manageable, ongoing research, e.g. according to a manageable research life cycle model.

Research on cancer library services is limited; the originality of the paper, however, is in showing how small scale and manageable research can add value in practice.

A comparison of the coverage provided by BIOSIS Previews (BP) and Medline databases was carried out by VOGIN, a group of professional searchers based in The Netherlands. The area chosen was clinical medicine, and the group looked at problems requiring diagnosis and treatment. The data provided by this study show that while it is more economical to use Medline, BP provides a greater degree of completeness and often provides an unexpectedly large amount of new information. A strong point of BP is its coverage of abstracts of books and meetings, which are either not provided or difficult to find in Medline.

In this series, specifications, properties and test results of microcomputer software for information storage and retrieval are listed and compared. This article is devoted to the previously defined category of end‐user software, sometimes also referred to as bibliographic formatting software. Eight different programs have been tested and assessed: Archivist, BIB/Search, Library Master, Notebook II, Papyrus, Pro‐Cite, The Ref‐Filer and Reference Manager. All programs run under MS‐DOS, though there are also Apple Macintosh versions for Pro‐Cite and Reference Manager. For each of the eight programs about 100 facts and test results are tabulated. All the programs are individually discussed as well.

Highly-experienced allied health professionals have the opportunity to perform at the expert-level by sharing knowledge and skills with more junior staff, with the aim of upskilling the workforce. The study explored the current motivators, aspirations and the role of work in the life of highly-experienced practitioners, revealing factors that hinder or support them to further develop their own expertise and be inspiring role-models and mentors for less experienced staff.

Taking a grounded theoretical research design, we report on interviews with 45 allied health practitioners with at least seven years of professional experience from different professions and across organisational sectors. Transcripts were coded iteratively in conjunction with reviewing the literature, and cases were categorised to form a conceptual typology of work orientation.

Four work orientations are characterised capturing the diversity of the allied health workforce, particularly in relation to two dimensions of personal fulfilment and future ambition. The relationship between the types and expert-level performance is discussed, leading to recommendations for support that can be implemented to develop and sustain expert-level performance within a community.

A new view of work orientation is introduced that relates expert-level performance with meaningful work. The findings highlight a diversity of work orientation for highly-experienced allied health professionals, that all require managerial awareness. Once recognised, the four types would benefit from different supports that could develop and maintain expert-level performance in those that seek it. Alternatives are also available for those that do not. Implications for workforce policy are discussed.

The purpose of this paper is to explore the mechanisms underlying prevention-focus and promotion-focus, two distinct dimensions of regulatory focus undertaken to fulfill different goals. The authors explore distinct triggers (mindfulness and leader-member exchange (LMX)) and outcomes (role overload and burnout) of each.

The model is grounded in regulatory focus theory (Higgins, 1997), and is tested with data collected at two times from 206 full-time workers.

Findings revealed mindfulness was positively related to prevention- and promotion-focus, while LMX was positively related to only promotion-focus. Prevention-focus mediated the relationship between mindfulness and role overload and burnout, while promotion-focus mediated the relationship between both mindfulness and LMX and role overload, but not burnout.

This research expands the nomological network describing individual and dyadic antecedents to regulatory focus. It also explores the nature of the relationships between regulatory focus and career management consequences, and may allow us to offer useful advice for practicing managers trying to understand employee career trajectories.

Mindfulness is a well-studied phenomenon in many disciplines. Little is known about its impacts on employees at work. The purpose of this paper is to focus on mindfulness at work, defined as a psychological state in which employees intentionally pay full attention to the present moment while executing job tasks. The research model, grounded in conservation of resources theory, depicts how mindfulness at work may help employees develop resources (work-family balance and job engagement) which may be associated with greater well-being (less psychological distress and more job satisfaction) and organizational attitudes (intent to turnover and affective commitment).

Using a sample of 503 full time employees, the authors test the model with structural equation modeling.

Results supported the full research model, suggesting that mindfulness at work is an important antecedent to resource accrual, well-being, and organizational attitudes. Mindfulness at work exerted direct and indirect effects on turnover intentions and affective commitment.

The inclusion of job engagement as a mediator provides an interesting counterpoint and extension of prior studies suggesting that job engagement negates the effects of mindfulness on turnover intentions (Dane, 2014).

The research suggests that mindfulness at work is highly trainable and may enhance a variety of career outcomes.

This study extends emerging literature on mindfulness at work by offering a new scale grounded in established theory and the practice of mindfulness.

Idiosyncratic jobs occur when formal job duties match the abilities or interests of a specific person. New duties can accrue or be negotiated to match an existing employee or a potential hire. Idiosyncratic jobs can help organizations deal with changing contexts, and influence organizational goals and structure. They can affect job holders’ careers and organizational job structures. The evolutionary accumulation of idiosyncratic jobs can potentially generate unplanned organizational learning. Promising research frontiers include links to work on job crafting, I-Deals, negotiated joining, and ecologies of jobs. Deeper exploration of these domains can advance core theories of job design and organizational transformation and inform normative theory on organizational use of idiosyncratic jobs without falling into cronyism, inefficiency, or injustice.

This study aims to analyze the relationship between a company’s use of aggressive tax planning and several audit committee members’ characteristics, namely, independence, expertise, diligence and gender diversity.

This paper is an empirical research using archival data from 289 Canadian listed companies for the 2011-2015 period.

The authors find that measures of expertise and diligence are significantly related to tax aggressiveness. Financial expertise and tenure on the audit committee play an important role in constraining tax aggressiveness, as does having a larger audit committee.

One limitation – and an area for future research – is that the effects of the audit committee members’ relationships with managers of the firms were not investigated.

Knowledge of audit committee characteristics may send a signal to shareholders, investors and tax agencies regarding the company’s potential risk with respect to aggressive tax planning. The analysis provides useful insights for board governance committees when determining the profile of persons to nominate for board positions and committees. In discussing tax-risk management, the study may heighten audit committee members’ awareness of their role in this respect.

This study’s results indicate that even in a setting where incentives for firms to be tax-aggressive is low compared to high-tax rate countries, there is variability in firms’ tax aggressiveness. This situation allows us to find audit committee characteristics that are effective in decreasing tax aggressiveness.