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This article reports on the creation of a prototype, Web‐based, expert system utility that helps end‐users better navigate the range of library databases available at the University of Illinois at Urbana‐Champaign (UIUC). Both librarian‐assigned database descriptors and terms drawn from the controlled vocabularies of the databases themselves are used to thoroughly characterize resources. End‐users then utilize keyword searches and/or menu selections to identify resources most relevant to their information needs. In addition to reporting on the UIUC prototype and the work done to create it, the concerns that gave rise to the project are discussed. Previous work and research elsewhere are summarized, and the more common approaches currently in place in academic libraries today are noted. Plans for testing the UIUC prototype with librarians and end‐users, for evaluating the results of those tests, and for iteratively refining the tool based on those evaluations are then briefly described.

Real‐time online reference holds enormous potential for revolutionizing the way users find and use reference services. By adding interactive help to their online information services, libraries can reach users who may never have sought out the traditional reference desk. Moving from the desk to the desktop, however, can be a daunting prospect. Anxious to try this innovative service, but concerned about a long‐term commitment to expensive software and possible staff reorganization without a clear mandate, the Reference and Undergraduate Libraries at the University of Illinois at Urbana‐Champaign launched a pilot project in the spring of 2001. In addition to testing the feasibility of real‐time online service, we attempted to gather as much data as possible to guide in future planning. The results were gratifying: patrons responded enthusiastically, and the data collected provided valuable insights into the use and users of this service.

This paper discusses the complementary nature of two media, Web access and CD networks, with emphasis on three points: (1) combining Web access and CD networks — their importance and feasibility; (2) the benefits and necessity of considering the community network environment as a whole, rather than focusing on the particular library; (3) the need for flexibility in considering new technologies. There is not a unique model for each library to implement. As well as introducing a few new products, the paper describes the experience at the Occidental College Library (Los Angeles, California, USA) to indicate the possibility of building such a network; the possibility of sharing a network and network file server; and the workload/flow between the Computer Centre and the library, and between the student worker and the library CD network administrator.

Fastener technology is one of the key technologies of the ballastless track structure, and the spring strip is the key component to realize the fastener function. Based on the fatigue test of the WJ-7 type fastener of the ballastless track in China, it is concluded that the fatigue damage of an elastic strip is the main reason for the decline of service performance of the fastener. The purpose of this paper is to discuss the fatigue life of the fastener.

First, a DH3818 static strain tester is used to measure the static strain signal in the elastic strip fatigue test, and then the fatigue limit of the WJ-7 elastic strip is calculated. Finally, the fatigue life of the fastener strip is estimated.

The findings of the paper are as follows: first, the lowest fatigue life with a survival rate of 99 percent should be taken as a reference for the service times of WJ-7; second, the fatigue life of the modified formula found to be short under the same stress amplitude.

The fatigue test is processed by the authors and the results of elastic strip are obtained based on the test. Meanwhile, the corresponding limit value of the fatigue stress amplitude is calculated based on the tested results.

Lower extremity exoskeletons have drawn much attention recently due to their potential ability to help the stroke and spinal cord injury patients to regain the ability of walking. However, the balance of the human-exoskeleton system (HES) remains a big challenge. Usually, patients use crutches to keep balance when they wear exoskeleton. However, the balance depends greatly on the patient's balance ability and will be inevitably poor occasionally, which often causes the landing in advance of HES. The purpose of this paper is to propose a real-time stepping gait trajectory planning method based on the hip height variation of the swing leg to solve the problem.

The hip height of the swing leg was analyzed and measured. The simulation with MATLAB and the experimental test with the prototype of the proposed gait were conducted to verify its feasibility.

With the proposed method, HES can achieve successful step even when the balance kept by crutches is poor.

Instead of actively avoiding the poor balance due to the instability caused by gravity, the method just modifies the stepping gait passively to avoid the landing in advance when the poor balance appears. In addition, it may not work well when the balance is too poor. Moreover, the proposed gait is just used in the initial stage of rehabilitation training. Besides, the step length of the gait must be limited for comfort.

A real-time stepping gait trajectory planning method based on the hip height variation of the swing leg is first proposed and its feasibility to avoid the landing in advance when the balance kept by the crutches is poor has been preliminary verified.

The purpose of this paper is to explore the influence of organizational culture (OC) on talent management (TM) by a case study of a real estate company.

The method of case study is adopted in the present study.

The authors present four propositions. The first is OC has an effect on TM. The second is a new conceptual model of TM. The third is a 4-P pattern to identify and develop the talent. The fourth is to adopt both the spiritual and material satisfactions that retain the talent.

The primary limitation of this study is embedded in the case study method, which is not sufficient to represent the totality. The other limitation is that the issue of cohesion and team efficacy of talents is not considered. This study argues the relationship between OC and TM and expands the existing TM and OC theory. The effect of professional idealism is emphasized on in the process of TM. Talent can be retained firmly within the organization through the methods of rebuilding and strengthening OC.

A conceptual model of TM, 4-P pattern of evaluation and the operational mean to retain the talent is introduced.

Different from the previous organizational citizenship behavior (OCB) literature, this study aims to propose an OCB-O (organizational citizenship behavior toward organizations) and OCB-I (organizational citizenship behavior toward individual coworkers) driven mechanism for the formation of OCB-C (organizational citizenship behavior toward customers). Based on the social exchange and agency theories, the authors propose that perceived leadership support and work autonomy contribute to both OCB-I and OCB-O, which contributes to proactive and reactive customer service attitude as well as OCB-C.

A three-wave survey was conducted in five-star hotels in Mainland China, and a sample of 410 hotel frontline employees was used to test the model.

Findings of the study suggested that perceived leadership support positively led to OCB-O and OCB-I while work autonomy led to OCB-I, demonstrating the importance of employees’ perceived leadership support on motivating employees to perform OCB-I and OCB-O. OCB-I and OCB-O directly improved OCB-C, confirming the proposed spillover effect from OCB-I and OCB-O to OCB-C. OCB-I supported both proactive and reactive customer service attitudes, revealing OCB-I as more effective than OCB-O on influencing employees’ service attitudes. Furthermore, OCB-I, OCB-O and proactive customer service attitude lead to OCB-C.

This study suggests that it is important for leaders to show care and support to employees and design jobs with a certain level of flexibility, so that employees are motivated to go the extra mile to do a good job. When employees make helping others a habit, they will provide more genuine care to customers and do a better job in serving customers.

This study supports the spillover mechanism of OCB-I and OCB-O on OCB-C. Specifically, the spillover mechanism starts from a workplace-driven model with employees’ perceived leadership support and work autonomy to enhance OCB-O as well as OCB-I. Then, spillover effects stem directly from OCB-I and OCB-O to OCB-C and indirectly to proactive customer service attitude.

The purpose of this paper is to explore whether the out-of-sample model bias plays an important role in predicting volatility.

Under the heterogeneous autoregressive realized volatility (HAR-RV) framework, we analyze the predictive power of out-of-sample model bias for the realized volatility (RV) of the Dow Jones Industrial Average (DJI) and the S&P 500 (SPX) indices from in-sample and out-of-sample perspectives respectively.

The in-sample results reveal that the prediction model including the model bias can obtain bigger R², and the out-of-sample empirical results based on several evaluation methods suggest that the prediction model incorporating model bias can improve forecast accuracy for the RV of the DJI and the SPX indices. That is, model bias can enhance the predictability of original HAR family models.

The author introduce out-of-sample model bias into HAR family models to enhance model capability in predicting realized volatility.

This study explores the factors influencing the value of enterprise social media (ESM) from the perspective of compatibility. Establishing a theoretical model based on compatibility theory, the authors examine the effects of two dimensions of compatibility and the mediating effects of employees' intrinsic motivations. ESM is an important tool that helps companies to enhance knowledge sharing and cross-department collaboration. Thus, it is important to understand factors that can facilitate the role of ESM in improving enterprise operating performance.

The authors conducted a survey among 353 users of a leading ESM platform and empirically investigated how compatibility influences ESM value through employees' intrinsic motivations. Structural equation modeling (SEM) was applied to study the relationship among compatibility, employees' intrinsic motivations and ESM value.

The empirical research results indicate that compatibility of self-interest with group interest influences the value of ESM, and intrinsic motivations toward collaboration and toward knowledge management partially mediate the effects of the two dimensions of compatibility on ESM value.

First, the empirical analysis relies on data from surveying employees of Chinese companies. Therefore, one direction for future research is to reexamine the model using data from other countries. Second, the effects of compatibility identified in the study may vary among different ESM platforms. In addition, the findings may change for organizations having different sizes.

This finding suggests that managers should pay close attention to potential conflicts of interest when implementing ESM to enhance group communication and collaboration. This study also highlights the importance of compatibility of new working processes with experience in practice. In addition, intrinsic motivations towards both cooperation and knowledge management in ESM are important factors influencing the value creation of ESM. Therefore, to cultivate employees' intrinsic motivation, managers and organizations need to facilitate the formation of a collaborative atmosphere and habits of cooperative adoption.

Although previous studies show that compatibility is a strong belief salient to technology acceptance and continuance usage behavior, the operational definition of compatibility developed by prior studies has generally been limited to the technology perspective and the individual level. However, the primary benefit of ESM is enabling online team collaboration and knowledge sharing across various departments. Thus, the level of compatibility between employees' self-interests and group interests may influence their intrinsic motivations toward ESM usage. From this perspective of individual–group interest conflicts, the authors propose a conceptual research model based on the theory of compatibility in innovation diffusion.

The purpose of this paper is to investigate the mediating effect of employee turnover intentions (ETI) on the relationship between perceived human resource management (PHRM) and presenteeism. The notion of presenteeism is described as coming to work when unwell and unable to work with full capacity.

Using social exchange theory and structured equation modelling, hypotheses were tested using responses from 200 full-time Australian employees.

The results show that employees’ PHRM significantly influenced presenteeism and ETI. As predicted, PHRM negatively influenced presenteeism and ETI positively influenced presenteeism. The direct influence of PHRM on presenteeism was fully mediated by ETI.

This paper suggests that organisations expecting to address presenteeism by promoting PHRM may experience an adverse result when employees conceal turnover intentions.

Form the perspective of social exchange, this study focuses on ETI as a mediating variable and sheds light on employees’ hidden attitudes about their jobs to explain how PHRM can influence presenteeism in Australia. Consequently, the findings should help both organisations and employees to identify ways that PHRM can reduce presenteeism.

This paper examines the unique meditational role of ETI in the relationship between PHRM and presenteeism, which is an area of inquiry that has not been fully examined in the literature of HRM. In addition, it examines presenteeism among Australian employees in relation to PHRM.