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The library profession has been concerned with ethical issues since its beginning. Ethical issues raised in the early years dealt primarily with librarians’ responsibility to the employer or patron. The focus later shifted to questions of professional identity, organisational environment, and social responsibilities. Rapid technological change and the advent of the information age are forcing the library profession to rethink its mission and responsibilities. This paper expands research on a survey of librarians’ ethical values reported by Dole and Hurych (forthcoming) at the 1998 EEI21 Symposium. In the 1998 study, they conducted a survey of North American librarians and librarians at a conference in the Crimea (Ukraine) to examine the values considered most important by each group and to identify differences in the priorities of values assigned by the groups studied. They found that all three groups held similar values. The current study replicates the 1998 survey among librarians throughout the world. Additional professional and demographic data were collected during the second iteration to support consideration of professional training, library experience and type, and professional responsibilities as possible factors contributing to value formation.

This study aims to focus on how preservice teachers' academic achievements, their frequencies of connecting to the distance learning management system, their gender and the related sub-scales influence their Web-based self-efficacies (WEB-PCK) and their attitudes towards distance education (WBI).

In the study, the structural equality model was used. In the path analysis, the maximum likelihood estimation method was used to predict the parameters of the model. This method allows determining the highest values for the population and the probability of the sample value to occur.

It was found that the sub-scale of Web communication (WEB-C) had a high level of direct and positive influence on the male preservice teachers' self-efficacy perceptions. As for the female preservice teachers, WEB-C did not have any direct influence on their self-efficacy perceptions. For the male preservice teachers, Web pedagogy (WEB-PC) had positive influence on their self-efficacy perceptions (β = 0.193), while the sub-scale of WEB-PC had a high level of influence on the female preservice teachers' self-efficacy perceptions (β = 0.534).

In the study, the purpose of was to examine the effects of the attitudes of the preservice teachers towards Web general (WEB-G), Web-Communication (WEB-C), Web pedagogical knowledge (WEB-PK), Web pedagogical self-efficacy (WEB-PCK) and Web-based instruction (WBI) with the help of the structural equation model with respect to gender, frequency of connection to the internet and academic achievement grades.

This article provides a critical review of four constructs-organizational identification, organizational commitment, occupational identification, and occupational commitment-to advance our understanding about how public sector employees from different occupations may become psychologically attached to their organizations. This review is intended to clarify previous inconsistencies as well as spark new interest among public administration researchers to examine sources and consequences of public employees’ organizational identification and commitment. This article also elucidates about how public sector employees’ attachment to their occupations may influence their attachment to their organizations. In that effort, this article reviews interrelationships among the four constructs. Finally, based on the patterns of connections observed, a future research program including seven testable research propositions is proposed.

This issue is a selected bibliography covering the subject of leadership.

During the past decade, a fairly extensive literature on the digital divide has emerged. Many reports and studies have provided statistical data (Digital Divide Network, 2002; NTIA, 1995, 1998, 1999, 2000) pertaining to sociological aspects of ‘the divide,’ while some studies have examined policy issues involving universal service (Camp and Tsong, 2001) and universal access (Brewer and Chuter, 2002). Other studies have suggested ways in which the digital divide could be better understood if it were ‘reconceptualized’ in terms of an alternative metaphor, e.g. a ‘divide’ having to do with literacy (Warschauer, 2002), power (Moss, 2002), content (Carvin, 2000), or the (information) environment (Floridi, 2001). However, with the exception of Johnson (2001) and Koehler (2002), authors have tended not to question ‐ at least not directly ‐ whether the digital divide is, at bottom, an ethical issue. Many authors seem to assume that because disparities involving access to computing technology exist, issues underlying the digital divide are necessarily moral in nature. Many further assume that because this particular ‘divide’ has to do with something that is digital or technological in nature, it is best understood as a computer ethical issue. The present study, which examines both assumptions, considers four questions: (1) What exactly is the digital divide? (2) Is this ‘divide’ ultimately an ethical issue? (3) Assuming that the answer to (2) is ‘yes,’ is the digital divide necessarily an issue for computer ethics? (4) If the answer to (3) is ‘yes,’ what can/should computer professionals do bridge the digital divide?

There are numerous professional associations for librarians and libraries. A small proportion of these have promulgated codes of ethics. These codes of ethics vary along several dimensions. Often the code reflects the social, political, or professional mandate of its organization. This paper aims to address ethics codes and their functions in professional associations that have individuals as members.

It is suggested that for these organizations there are several different types of ethics codes. This paper addresses the four most common types. The oldest code (American Library Association), one of the newest (Association des Bibliothécaires Français), and two of a more average age (Canadian Library Association and Colegio de Bibliotecarios de Chile) are compared and considered in detail.

The paper finds that, while most library and information professionals share similar values, as reflected in their codes of ethics, the application of those codes varies widely.

The paper provides useful information on codes of ethics for libraries and librarians.

Now and into the foreseeable future, both effective leadership and creativity are going to be important when addressing complex problems. The connection between effective leadership and creativity will be critical as leaders look to turn big ideas into innovative solutions. However, it seems that there is often a disconnect between the two constructs of creativity and effective leadership. The article draws upon scholarly research within the field to address this gap and better understand the power of humility to mitigate this disconnect. The goal of this article is to encourage the field of Leadership Education to look inward into how we as a community are creating an environment where creative leaders can be developed.

Revisits the literature on strategic human resource development (SHRD) in the context of Garavan’s work on the characteristics of SHRD. A conceptual framework is constructed that redefines SHRD stressing a shaping rather than supporting role for HRD in relation to corporate strategy. The concept of strategic maturity in HRD is examined linking the work of Garavan; Lee and McCracken; and Wallace. The resulting model of strategic maturity is then analysed empirically using data from a major questionnaire and interview survey. A new model of strategic partnerships in HRD is then proposed.

Visions of user‐centered approaches to digital library futures are uncertain. One can best understand what those futures portent by briefly exploring one's roots and traditions and concepts of service. Much of the future will be driven by technological change, but it will be moderated by the sense of service and purpose brought to the digital library by the people who use it and by the people who work in and through it. The digital library of the future will be impacted by several factors, one of which is the newly digital nature or format for information. Another is the redefinition of the book in at least some cases from a static to a fluid medium. The seeming inability to archive fluid media has changed libraries. Digital libraries are now distributed constructs of the mind rather than physical buildings with paper content. All of this, in turn, has led to new means and mechanisms for the management, classification, distribution, identification, retrieval, and storage of information in ways heretofore unimaginable. In the medium to long term, new means as yet not imagined will be developed to meet our information needs to further redefine digital libraries.

This his paper focuses on a specific aspect of Value‐Based Management (VBM), the design of performance measurement systems. This remains an important challenge not only in Management Accounting but also in Human Resources Management. Performance measurement on various levels of organisation should be aligned to value creation, and management compensation should be tied to the achievement of targets set to these measures according to VBM proponents. In the present article definitions of concepts and issues associated with the design of performance measurement systems are discussed. Furthermore, the paper presents a review of four tools available to measure and manage intangible resources: human resource accounting, economic value‐added (EVA), balanced scorecard (BSC) and intellectual capital (IC). The role of non‐financial measures is also analysed from a VBM framework. Finally, some concluding remarks are highlighted in the last section.