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The purpose of this paper is to investigate differences in personality and career satisfaction between quality managers and workers in other fields based on Person-Environment Fit theory.

Field study: personality and career satisfaction data for 965 quality managers were compared with those for a sample of over 85,000 individuals in many different occupations and employment settings using multivariate analysis of variance (MANOVA) and t-tests.

Quality managers were higher than other occupations in intrinsic motivation, tough-mindedness, and conscientiousness, but lower in career satisfaction, optimism, and assertiveness.

This paper does not contain any longitudinal study; there is also a lack of some demographic variables, including race/ethnicity, job tenure, and career tenure.

The findings carry implications for career planning, recruiting, pre-employment testing, training, and helping quality managers navigate through their organizations and careers.

Overall, the authors provide a personality profile of quality managers and show that many quality managers have lower career satisfaction than other occupations.

These findings provide an occupational profile of salient personality traits of QC managers which can be used in occupational classification, field identity, and career planning.

This paper aims to study the effects of solid additives and compounding processes on the selective laser sintering (SLS) behavior of composite powders.

Composite powders were prepared from TrueForm™ acrylic‐styrene co‐polymer and SiO₂ powder. Dry mixing and melt extrusion were used as the blending processes to produce the composite powders. Some SiO₂ powder was ground and treated with silane coupling agent before blending to study the effects of particle size and surface treatment of the filler, respectively. The temperature of the powder bed was monitored using an infrared thermometer. The fusion behaviors of the powders were investigated in situ using an optical microscope and the sintered specimens were examined by scanning electron microscopy.

For a given volume fraction of the filler, reducing its particle size will hinder fusion between the polymer particles and weaken the sintered specimens. Surface treatment of the filler by silane coupling agent had little effect on the morphology of the sintered specimens; however, it slightly improved their strength. The blending method plays an important role in the sintering behavior of the composite powders. Although melt blending improved the polymer‐to‐polymer contact between the composite powder particles, the high‐resultant viscosity of the material adversely affected the densification of the powder bed, leading to a highly porous structure of the sintered specimens.

The sintering experiments were conducted in ambient conditions using a laser engraving machine instead of a commercial SLS machine with atmospheric control. The temperature gradient within the powder bed was expected to be higher than that in normal SLS processes.

The SLS behavior of a composite powder not only depends on its composition but also on the powder preparation method or powder morphology.

This paper provides some useful information for future development of composite powders for SLS applications.

The purpose of this paper is to empirically compare managers with employees in other occupations on Big Five and narrow personality traits to identify a distinctive personality profile for managers.

An archival data set representing employees in a wide range of business sectors and organizations was utilized to compare trait scores of 9,138 managers with 76,577 non-managerial employees. Profile analysis (PA) with MANOVA and analysis of covariance was used to compare managers and non-managers on Big Five traits Openness, Conscientiousness, Extraversion, Agreeableness, and Emotional Stability; and narrow traits Assertiveness, Optimism, Work Drive, and Customer Service Orientation.

As hypothesized, compared to non-managers, managers had significantly higher scores across nine traits, all of which correlated significantly with managerial career satisfaction.

Although job tenure and managerial level are not examined, the findings align with managerial competence models, the Attraction-Selection-Attrition model, and vocational theory and raise questions for research on the adaptive value of these traits for managers’ satisfaction and effectiveness.

The results carry practical implications for selection, placement, training, career planning for managers, and particularly for their professional development.

A distinctive personality profile for managers clarifies the occupational identity of managers, which contributes to public and professional understanding of managers and their roles.

This study is original in reporting an empirical, theoretically grounded personality profile of managers that includes both Big Five and narrow traits.

This paper aims to investigate whether academic reference librarians, archivists, catalogers, distance education librarians, public librarians, records managers, school librarians, special collections librarians, and systems librarians differ in personality traits measured by the Personal Style Inventory: i.e. adaptability, assertiveness, autonomy, conscientiousness, customer service orientation, emotional resilience, extraversion, openness, optimism, teamwork, tough‐mindedness, visionary/operational work style, and work drive. It also aims to investigate whether personality traits of those in person‐oriented library specialties differ from those in technique‐oriented (technical) library specialties.

A total of 2,075 librarians/information professionals were surveyed in non‐random sample. The Personal Style Inventory is a normal personality inventory assessing important traits for the world of work. It was used in a two‐step cluster analysis for the data analysis.

The paper finds that distinct personality traits were associated with the different types of librarians. There was also a “unadaptive” cluster composed of individuals from all specialties. There were distinguishing traits associated with person‐oriented and technique‐oriented specialties.

Results were not generalizable due to the non‐random sample. Gender was not collected. The research has implications for career counseling.

There have been few studies of personality traits in library specialties, none measuring both narrow work trait and broad personality trait variables.

The purpose of the present study is to identify key personality traits which distinguish customer service (CS) employees from other occupations and are related to their career satisfaction. As hypothesized, 2,610 CS employees were differentiated from other occupational groups by higher levels of conscientiousness, customer service orientation, and lower tough‐mindedness. Conscientiousness, customer service orientation, emotional stability, extraversion, and tough‐mindedness were significantly, positively related to customer service representatives’ (CSRs’) career satisfaction. Results are discussed in terms of the adaptive value of these traits for the recruitment, selection, and management of customer service employees.

Data for this study were extracted from an archival database containing information on individuals’ many different occupations and industries, including 2,641 CSRs and 76,788 individuals in other occupations. Measures included demographic items and the Big Five personality traits as well six other narrow personality traits.

As hypothesized, CS employees differed from other occupational groups by having higher levels of conscientiousness, customer service orientation, and lower tough‐mindedness. Also, conscientiousness, customer service orientation, emotional stability, extraversion, and tough‐mindedness were significantly, positively related to career satisfaction. Using hierarchical multiple regression, the Big Five traits (Openness, Agreeableness, Conscientiousness, Extraversion, and Emotional Stability) accounted for 22 percent of the variance in CSR career satisfaction, while the narrow traits added an additional 6 percent.

The findings of the present study are original in that the authors used a relatively large sample to identify key personality traits which distinguish CS employees from other occupations and are related to their career satisfaction. An empirically validated personality profile of CS workers was presented. The typical CS representative is more: conscientious, optimistic, intrinsically motivated, tender‐minded, deferential, conventional, willing to serve other people, and reluctant to work long hours or become workaholics.

THE 31st annual meeting of the Library Association passed off very comfortably at Brighton, and if nothing particularly momentous occurred affecting librarianship, everybody enjoyed the various entertainments and the breezy weather. Brighton certainly deserved the title to breeziness which it claims, because it was stormy nearly every night or early morning during the run of the Conference, and members must be congratulated on the lucky manner in which it was found possible to dodge the showers.

THE scientist and philosopher will tell us that the mind of man cannot in a lifetime fully grasp and understand any one subject. Consequently it is unreasonable to expect that the librarian—who, in spite of popular belief, is but man—can have a complete understanding of every department of knowledge relative to his work. He must, in common with his fellows in other callings, content himself with a more or less general professional knowledge, and may specialize, if he be so disposed, in certain branches of that knowledge. The more restricted this particular knowledge is, the greater will be its value from a specialistic point of view.

Since the last Rapid Prototyping Journal Internet Conference of 1998/1999, colour RP has come to commercial fruition in the form of the ZCorp Z406, 3D Printing machine. In the light of this development, this paper discusses how the future of colour RP is likely to progress in terms of the significant potential market as well as hardware and software issues.

Based upon an analysis of 30 historic narrative accounts of mutinies, Coye, Murphy, and Spencer recently extended voice theory to clarify the ontological status of the concept of upward defiance. The purpose of this article is to extend the framework of Coye et al. and illustrate the process of escalation towards hostility to offer practicing managers guidance on appropriate steps to interrupt the extreme escalation of member resistance.

The authors examined the significant historical insurrection within the 1921 Battle of Blair Mountain. With the case of the Blair Mountain War, the historical record provides ample narrative data for a textual, interpretive, pseudo‐ethnographical analysis.

The examination of the Battle of Blair Mountain provides additional support for the upward organizational defiance framework proposed by Coye, Murphy, and Spencer. In addition, the authors have extended the theoretical upward defiance framework to account for the escalation of constructive to destructive forms of voice towards mutiny to reveal managerial actions and attitudes to mitigate follower defiance.

The common limitation to any historic case study is one of generalizability, although it often useful to accept the trade‐off between limited generalizability and the potential discernment associated with the methodology.

The paper investigates a mutiny outside of a maritime setting to offer support for Coye et al.’s conceptual framework, extend that framework in a manner more consistent with organizational practice, and offer guidance to practitioners.

THE title of this short paper is somewhat of a misnomer, as the German Volks bibliothek is not the same as an English Public Library. As Dr. Schultze says: “When we speak of an English Public Library we know exactly what is meant, but the German Volks bibliothek does not convey any definite impression. Too often it still means a very small collection of books, probably gifts which are accessible to borrowers at certain hours each week. As a rule, the revenue is so trifling that after paying the small working costs there is little or nothing left for buying books.” Taking, therefore, the term Public Library for the sake of convenience, we may assume that the first Public Library in Germany was opened in Hamburg, in 1529, as the result of Luther's recommendation (1524) “that good libraries, especially in the large towns, should be established.” At the beginning of the 18th century, a number of free libraries were established, these were usually connected with churches and schools, yet their very name “free” seemed an invitation to everyone to share the treasures they contained. These libraries were principally in central Germany and Saxony.