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No studies have examined preoperative handoffs from the intensive care unit (ICU) to OR. Given the risk of patient harm, the authors developed a standardized ICU to OR handoff using a previously published handoff model. The purpose of this paper is to determine whether a standardized ICU to OR handoff process would increase the number of team handoffs and improve patient transport readiness.

The intervention consisted of designing a multidisciplinary, face-to-face handoff between sending ICU providers and receiving anesthesiologist and OR nurse, verbally presented in the I-PASS format. Anticipatory calls from the OR nurse to the ICU nurse were made to prepare the patient for transport. Data collected included frequency of handoff, patient transport readiness, turnover time between OR cases, and anesthesia provider satisfaction.

In total, 57 audits were completed. The frequency of handoffs increased from 25 to 86 percent (p<0.0001) and the frequency of patient readiness increased from 61 to 97 percent (p=0.001). There were no changes in timeliness of first start cases and no significant change in turnover times between cases. Anesthesia provider satisfaction scores increased significantly.

A standardized, team based ICU to OR handoff increased the frequency of face-to-face handoffs, patient readiness and anesthesia provider satisfaction within increasing turnover between cases.

Although studies have identified the transition of patients from the ICU to the OR as a period of increased harm, the development of a preoperative ICU to OR handoff had not been described. This intervention may be used in other institutions to design ICU to OR transitions of care.

This article introduces a systems‐centered model for emotional intelligence (EI). This makes it possible to consider not only the emotional intelligence of individuals, but the emotional intelligence of work groups and organizations themselves. Agazarian's theory of living humans systems (TLHS) (and its constructs) applies to all levels of living human systems. Using these constructs, we operationally define emotional intelligence from a systems‐centered framework (Agazarian & Peters, 1981, 1997). From the systems‐centered perspective, individuals contribute energy that is necessary for organizational emotional intelligence. Yet equally important, emotional intelligence in organizations is a dynamic output of the function and structure and energy of the organizational system itself, rather than a property of individuals. This conceptualization extends the focus in the field of emotional intelligence from individuals with a selection and personnel development emphasis and instead to building work groups and organizations that function with greater emotional intelligence. Introducing a systems‐centered perspective on emotional intelligence enables emotional intelligence to be viewed at all system levels in the organization, including individuals, work teams and the organization itself.

Self‐efficacy has been described as a malleable quality based on individual perceptions of ability in given situations and has repetitively been linked to performance gains and other positive organizational outcomes. Less research has addressed the processes that shape individual efficacy levels. This article explores the role of emotional intelligence and causal reasoning patterns in the development of self‐efficacy beliefs. A research model is forwarded along with associated propositions. Lastly, the implications, limitations, and future research directions of this research are discussed.

The study investigated the relationships of the five dimensions of emotional intelligence: self‐awareness, self‐regulation, motivation, empathy, and social skills of supervisors to subordinates' strategies of handling conflict: problem solving and bargaining. Data (N = 1,395) for this study were collected with questionnaires from MBA students in seven countries (U.S., Greece, China, Bangladesh, Hong Kong and Macau, South Africa, and Portugal). Psychometric properties of the measures were tested and improved with exploratory and confirmatory factor analysis and analysis of indicator and internal consistency reliabilities, and the hypotheses were tested with a structural equations model for each country. Results in the U.S. and in the combined sample provided support for the model which suggests that self‐awareness is positively associated with self‐regulation, empathy, and social skills; self regulation is positively associated with empathy and social skills; empathy and social skills are positively associated with motivation; which in turn, is positively associated with problem solving strategy and negatively associated with bargaining strategy. Differences among countries in these relationships are noted and implications for organizations discussed.

Communications regarding this column should be addressed to Mrs. Cheney, Peabody Library School, Nashville, Tenn. 37203. Mrs. Cheney does not sell the books listed here. They are available through normal trade sources. Mrs. Cheney, being a member of the editorial board of Pierian Press, will not review Pierian Press reference books in this column. Descriptions of Pierian Press reference books will be included elsewhere in this publication.

Emotionally intelligent leadership (EIL) theory combines relevant models, theories, and research in the areas of emotional intelligence (EI) and leadership. With an intentional focus on context, self and others, emotionally intelligent leaders facilitate the attainment of desired outcomes. The 21 capacities described by the theory equip individuals with the knowledge, skills, abilities, and other characteristics to achieve desired results. The purpose of this article is to propose an integrative, process-oriented EIL theory to provide a framework for conceptualizing and integrating future research and practice. The authors review and organize research and theory in emotional intelligence and leadership within the context of higher education, introduce the EIL model, and provide suggestions for future research. The article concludes with practical implications for leadership development in the context of higher education.

The Seminar on Library Interior Layout and Design organised by IFLA's Section on Library Buildings and Equipment, and attended by people from over twenty‐two countries, was held at Frederiksdal, Denmark, in June 1980. This present article neither reports on the Seminar's proceedings, as it is hoped to publish the papers in due course, nor describes fully the Danish public libraries seen, but rather uses the Seminar's theme and the library visits as a point of departure for considering some aspects of the interior layout—the landscape—of public libraries. Brief details of the new Danish public libraries visited are given in a table at the end of the article.

The low Mach number approximation of the Navier—Stokes equations is of similar nature to the equations for incompressible flow. A major difference, however, is the appearance of a space‐ and time‐varying density that introduces a supplementary non‐linearity. In order to solve these equations with spectral space discretization, an iterative solution method has been constructed and successfully applied in former work to two‐dimensional natural convection and isobaric combustion with one direction of periodicity. For the extension to other geometries efficiency is an important point, and it is therefore desirable to devise a direct method which would have, in the best case, the same stability properties as the iterative method. The present paper discusses in a systematic way different approaches to this aim. It turns out that direct methods avoiding the diffusive time step limit are possible, indeed. Although we focus for discussion and numerical investigation on natural convection flows, the results carry over for other problems such as variable viscosity flows, isobaric combustion, or non‐homogeneous flows.

Services for offenders who have learning disabilities are generally provided in secure and medium secure units. These services are often provided in segregated and congregated settings using therapeutic interventions. This paper presents a case study of a housing‐based service provided within the community, based on developing valued social roles for vulnerable people.In 2003 the then Labour government in the UK sought to align all of the state benefits paid to people who were not in work due to disability and other disadvantages. The resulting ‘transitional housing benefit’ integrated housing benefit and other support grants, with the aim of providing vulnerable people and service providers with a single point of reference when it came to the funding of accommodation and support. The service is based on the principle of normalisation (Wolfensberger, 1972; Tyne & O'Brien, 1981), the theory of social role valorisation (SRV) (Wolfensberger & Thomas, 1983; Wolfensberger et al, 1996; Race, 1999) and O'Brien's Framework for Accomplishment (O'Brien, 1987) and provides a credible alternative to more traditional approaches.The paper provides a critical introduction to SRV and O'Brien's Framework and how their principles have been used to support people with complex needs. It discusses some of the structures and attitudes prevalent in society or, as Wolfensberger calls them, the ‘domains’ and ‘major channels’ by which people with learning disabilities are oppressed.The case study includes examples of practice and shows some interesting differences in patterns of referral and destination routes for males and females and concludes with some implications for practice.

This article presents an extensive up‐to‐date list of selective references on quality circles.