Search results

AT the close of the year we look back upon twelve very chequered months in the story of librarianship. In the field of libraries as a whole, it may be said that they held their own and indeed that some progress has been made. A few libraries have been opened, mostly branch libraries, but there have been extensions and re‐organisations of central libraries, which point to a universally developing regard for the library service. Even if this has not been dramatic in some places, it has nevertheless been real. Men who were middle‐aged before the war must, however, pass away before we get the right perspective for the conditions of to‐day; that is to say, with few exceptions. We are not speaking of librarians here, but of those who control libraries, but even librarians of the older school have sometimes found it difficult to envisage library service on the scale common in America, which, with adjustments to British circumstances, should be the scale for us throughout the Empire.

This paper aims to investigate how employee–organization relationship (EOR) outcomes – types and qualities – are interrelated and how employees' perceptions of types (exchange and communal EORs) and qualities (trust, satisfaction, commitment, and control mutuality) play a role in their evaluations of symmetrical internal communication (SIC) and employee job engagement (EJE).

This study conducted an online survey of full-time employees (N = 804) from major US industries. This study performed a confirmatory factor analysis to check the validity and reliability of the measurement model using latent variables and then conducted structural equation modeling.

The findings demonstrate that employees' perceptions of both exchange and communal EORs are associated with each of the four EOR qualities. The results also show that only communal EORs have a significant relationship with perceived SIC and that employees' perceptions about one of the EOR quality indicator, satisfaction with an organization, has a significant association with their perceived EJE.

This study contributes to relationship management theory within the internal context by examining the interrelationship between each of the EOR types and qualities that are perceived by employees. This paper also suggests the practical importance of developing not only communal but also exchange EORs to enhance EOR quality. Additionally, the results imply that SIC programs could help to enhance employees' perceptions of communal EORs and employees could be engaged in their workplace when they are satisfied with their organizations.

Extant research on non-financial service firms indicates that board size is a key determinant of firm performance. Property-liability (P&L) insurers, however, face a different set of agency costs and a more intense regulatory environment than most non-financial firms. Both of these factors were reinforced by the implementation of the Financial Services Modernization Act in 2000. We document a significant inverse relation between publicly traded P&L insurer performance and board size in the post-Financial Services Modernization Act period. Publicly traded P&L insurer performance, measured by market-to-book ratio, return on revenues, and the operating ratio, was enhanced for firms with smaller board sizes in 2000 and 2001. Ironically, we find that publicly traded P&L insurers on average increased board size in 2000 and 2001. In a post-Financial Services Modernization Act environment, board size appears to be related to publicly traded P&L insurer performance, but more research is necessary to develop a complete understanding of its role in P&L insurer corporate governance.

Employee engagement (EE) is a highly popular topic within workplace research, but has been studied almost exclusively from a quantitative, survey based approach, both in academic and consultancy led research. Yet, employee engagement is essentially an individual concept, concerning self, and this highly personal dimension fails to be captured in positivistic surveys. This paper offers a novel methodology in an attempt to address this deficit.

This complex concept needs to be studied from a more interpretivist and ethnographic angle, acknowledging that EE exists within a cultural context. The paper proposes the use of a contemporary, and somewhat contentious, form of ethnography, autoethnography (AE) that weaves together the researcher's personal and participants' experiences to illuminate the phenomenon.

This paper briefly reviews extant literature on employee engagement, explains autoethnography and argues that AE is a highly suitable method to capture both the individual and social nature of self in employee engagement.

To understand how employee engagement works, we need to get at the depth of the concept, and the paper offers an innovative methodological contribution to achieve this. To date, this approach has received limited attention and only minimal anecdotal evidence is presented to support the argument for AE. However, there is substantial scope for further research adopting this novel, collaborative approach.

An autoethnographic approach provides both emic (insider) and etic (outsider) perspectives on the phenomenon, thus harnessing both the experiences of those involved in AE initiatives (e.g. HR practitioners managing EE and employees being engaged) but also the researcher's experiences and interpretations of being engaged in their work, to elicit more rich, layered insights. Such nuanced understanding can help facilitate more appropriate, authentic and realistic interventions to harness employees' whole self and engagement.

Autoethnography provides an innovative approach to studying employee engagement, offering an appropriate alternative to quantitative, snap-shot studies and is more in keeping with the founding scholar's intentions for research on this topic.

The purpose of this paper is to review the historic development of the requirements for sub-floor (also known as “basementless space” or “crawl space”) moisture management in the USA, UK and New Zealand (NZ) from 1600s to 1969.

The review of 171 documents, including legislation, research papers, books and magazines, identified three time periods where the focus differed: 1849, removal of impure air; 1850–1929, the use of ground cover and thorough ventilation; and 1930–1969, the development of standards.

Published moisture management guidance has been found from 1683, but until the 1920s, it was based on the provision of “adequate” ventilation and, in the UK, the use of impermeable ground cover. Specific ventilation area calculations have been available from 1898 in the UK, 1922 in the USA and 1924 in NZ. These are based on the area of ventilation per unit floor area, area of ventilation per unit length of perimeter wall, or a combination of both. However, it was not until 1937 in the USA, 1944 in NZ and after the period covered by this paper in the UK, that numerical values were enforced in codes. Vents requirements started at 1 in. of vent per square foot of floor area (0.7 per cent but first published in the USA with a misplaced decimal point as 7 per cent). The average vent area was 0.69 per cent in USA for 19 cases, 0.54 per cent in NZ for 7 cases and 0.13 per cent in UK for 3 cases. The lower UK vent area requirements were probably due to the use of ground covers such as asphalt or concrete in 1854, compared with in 1908 in NZ and in 1947 in USA. The use of roll ground cover (e.g. plastic film) was first promoted in 1949 in USA and 1960 in NZ.

Common themes found in the evolution of sub-floor moisture management include a lack of documented research until the 1940s, a lack of climate or site-based requirements and different paths to code requirements in the three countries. Unlike many building code requirements, a lack of sub-floor moisture management seldom leads to catastrophic failure and consequent political pressure for immediate change. From the first published use of performance-based “adequate” ventilation to the first numerical or “deemed to satisfy” solutions, it took 240 years. The lessons from this process may provide guidance on improving modern building codes.

This is the first time such an evaluation has been undertaken for the three countries.

IN wishing our readers the compliments of the New Year, we can congratulate them and ourselves upon the manner in which libraries of all kinds have survived one of the mo difficult economic times in memory. It is true that the Great War furnished many library authorities with a pretext, perhaps to some extent justified, to reduce their library activity. But of late they have had the authority of a Government demand for retrenchment in actual money, which was likely to have had a severe influence upon libraries. Fortunately, as Lord Irwin pointed out at the opening of Chaucer House, public libraries escaped the universal axe which was applied to other departments—at any rate in a measure; although, indeed, there were places, like Sheffield, where the cut was not reasonable. Nevertheless, on the whole it may be said that public libraries came out of the difficult situation with happier results than most institutions. It is not accurate to say that the crisis is over, but it is quite true that its worst time has passed, and that there is a definite opening out of financial possibilities throughout Great Britain. “We see not yet the full day here, but we behold the waning night,” is a quotation which we may apply to the present situation.

Recent research has examined the effect of the Financial Services Modernization Act of 1999, more commonly known as the Gramm–Leach–Bliley Act (GLB), on the market value of U.S. commercial banks, life insurers, property-liability insurers, thrifts, finance companies, and securities firms. This study fills a gap in our understanding of the Act by measuring the price and trading volume effects of the GLB on U.S.-listed foreign banks. A primary contribution of this study is to examine the role, if any, of two corporate governance perspectives, the stakeholder (code law), and shareholder (common law) models, in a cross-sectional analysis of foreign bank market reaction to the GLB.

Using a generalized least squares (GLS) portfolio approach, Corrado's rank statistic, and confirmed by the traditional market model approach, we find significant negative share price reactions to certain legislative announcements surrounding the passage of the GLB. Trading volume reactions corroborate the significant share price responses. In general, our results indicate that investors in foreign banks reacted negatively to key legislative action. In a cross-sectional analysis, younger, higher-risk foreign banks with less concentrated ownership and more subordinated debt from countries with higher quality accounting standards appear to have more positive (or less negative) share price reactions.

For most people, especially those with fixed incomes, household budgets have to be balanced and sometimes the balance is precarious. With price rises of foods, there is a switch to a cheaper substitute within the group, or if it is a food for which there is no real substitute, reduced purchases follow. The annual and quarterly reviews of the National Food Survey over the years have shown this to be so; with carcase meat, where one meat is highly priced, housewives switch to a cheaper joint, and this is mainly the reason for the great increase in consumption of poultry; when recently the price of butter rose sharply, there was a switch to margarine. NFS statistics did not show any lessening of consumer preference for butter, but in most households, with budgets on a tight string, margarine had to be used for many purposes for which butter had previously been used. With those foods which have no substitute, and bread (also milk) is a classic example, to keep the sum spent on the food each week about the same, the amount purchased is correspondingly reduced. Again, NFS statistics show this to be the case, a practice which has been responsible for the small annual reductions in the amount of bread consumed per person per week over the last fifteen years or so; very small, a matter of an ounce or two, but adequate to maintain the balance of price/quantity since price rises have been relatively small, if fairly frequent. This artifice to absorb small price rises will not work, however, when price rises follow on one another rapidly and together are large. Bread is a case in point.

The purpose of this paper is to investigate the role of organizational image in engaging employees and improving their performance. The study has explored the role of employee’s perception about the organizational image, and its linkage with the investment of employee’s energies into their work roles resulting in employee engagement (EE) and hence performance.

Adopting a model that was built on the basis of research conducted in the form of surveys. By using cross-sectional data and following a quantitative research method, the study collected data from 701 managers in India holding various positions, in different industries. The study has used “Component-Based Structural Equation Modeling” by Smart PLS.

The key findings of the study help employees as well as employers to have a thorough, comprehensive understanding to improve EE and their performance by creating a positive and consistent organizational image.

This study will be very useful for employers and policymakers to understand the value of organizational image in engaging the workforce effectively. Aligning with the organizational behaviors theoretical support, this study yields some important and useful suggestions for managers to engage and retain their workforce in the present dynamic work environment.

The paper tries to focus on one’s perceptions of the organization and its linkage between EE and performance. The positive perception of employees reflects that they identify themselves and feel connected with the overall vision of the organization.