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In the midst of the COVID-19 pandemic, this study aims to explore how working remotely might impact the superior–subordinate relationship. Specifically, this study examines how immediacy explains articulated dissent, considers how an individual’s attitudes toward online communication predicts immediacy and articulated dissent and compares these relationships in England, Australia and the USA.

Three nations were examined: Australia, England and the USA (n = 1,776). Surveys included demographic questions and the following measures: organizational dissent scale, perceived immediacy measure, computer-mediated immediate behaviors measure and measure of online communication attitude.

The results reveal supervisors’ computer-mediated immediate behaviors and perceived immediacy both positively predict dissent. Some aspects of online communication attitudes positively predict computer-mediated immediate behaviors and perceived immediacy. In addition, attitudes toward online communication positively predict dissent. National culture influences some of these relationships; in each case the effects were substantively larger for the USA when compared to the other nations.

This study is the first to cross-culturally analyze dissent and immediacy. In addition, this study considers the extent to which the COVID-19 pandemic influences the superior–subordinate relationship.

A postmodernist look at the position of marketing at the turn of the millennium. Devises a dream‐like conversation between four professionals (a doctor, a lawyer, an accountant and a marketer). Each representative defends the status of the profession, with the focus on the marketer. Considers the opinion of others of the role of the marketer and reflects on its development and obstacles to development.

The role of a school principal has changed dramatically in the last decade and there has been widespread concern regarding the impact of this change of role on principal health and wellbeing. Worksite health promotion programs have been used in many different settings to encourage employee health, but there is very little information on the effectiveness of such programs, particularly in improving principal health. This study evaluated the impact of a 12‐month health promotion program on a group of 50 volunteer principals. Participants in the program reported improvements in their diet and exercise habits and this was reflected in improvements in blood pressure, cholesterol and body fat measures. These results indicate that worksite health promotion can play a significant role in improving the health and wellbeing of school principals.

Using a portable breath carbon monoxide analyser, breath carbon monoxide (CO) of non‐smoking police motorcyclists in central London was found to be consistently elevated in comparison to non‐smoking pedestrians. Although the highest levels were found among smokers, some of the non‐smoking policemen had similar levels to their smoking colleagues. The highest levels among non‐smoking police personnel were found in a group of car mechanics working in a partially enclosed garage. Among the non‐smoking police motorcyclists the highest levels were seen on the day with the highest maximum average hourly ambient CO, the lowest wind speed and the highest air temperature. We conclude that occupational exposure to exhaust fumes leads to elevated levels of breath CO.

In recent years responsibility for the administration of schools internationally has shifted from education departments towards self‐governing schools. This trend has resulted in major changes to the role of school principals. Such changes in role may impact on the psychological and physical health of principals, but there has been very little research into this population. A survey of the health and wellbeing of a representative sample of 50 principals of State primary schools in Victoria, Australia is reported. Subjects completed questionnaires measuring health‐related behaviour and stress and arousal levels and participated in comprehensive health appraisals. Principals reported better smoking patterns than the population as a whole. Despite a higher socioeconomic status than the population as a whole, the health status of the principals was not apparently better. Principals reported higher stress levels and worse physical health than a group of white‐collar employees of similar socioeconomic status.

This article considers current developments in aspects of continuous professional development (CPD) in the UK, focussing particularly on areas which relate to the development and delivery of an appropriate curriculum. It questions the appropriateness of the traditional concept of continuous professional development in the context of the newly emerging notion of lifelong learning. Some of the major national initiatives and imperatives for change are identified and a range of the typical emerging responses and reactions of Higher Education Institutions are itemised and briefly described. The article was originally prepared for a seminar in Hungary. It will allow the current processes, perspectives and aspirations for continuous professional development in Hungary to be compared against the UK model to assist in the identification and transfer of appropriate practice into the Hungarian context. In so doing it provides a base from which other institutions and professions might consider the development of CPD and lifelong learning.

The connotations, associations, custom and usages of a name often give to it an importance that far outweighs its etymological significance. Even with personal surnames or the name of a business. A man may use his own name but not if by so doing it inflicts injury on the interests and business of another person of the same name. After a long period of indecision, it is now generally accepted that in “passing off”, there is no difference between the use of a man's own name and any other descriptive word. The Courts will only intervene, however, when a personal name has become so much identified with a well‐known business as to be necessarily deceptive when used without qualification by anyone else in the same trade; i.e., only in rare cases. In the early years, the genesis of goods and trade protection, fraud was a necessary ingredient of “passing off”, an intent to deceive, but with the merging off Equity with the Common Law, the equitable rule that interference with “property” did not require fraudulent intent was practised in the Courts. First applying to trade marks, it was extended to trade names, business signs and symbols and business generally. Now it is unnecessary to prove any intent to deceive, merely that deception was probable, or that the plaintiff had suffered actual damage. The equitable principle was not established without a struggle, however, and the case of “Singer” Sewing Machines (1877) unified the two streams of law but not before it reached the House of Lords. On the way up, judical opinions differed; in the Court of Appeal, fraud was considered necessary—the defendant had removed any conception of fraud by expressingly declaring in advertisements that his “Singer” machines were manufactured by himself—so the Court found for him, but the House of Lords considered the name “Singer” was in itself a trade mark and there was no more need to prove fraud in the case of a trade name than a trade mark; Hence, the birth of the doctrine that fraud need not be proved, but their Lordships showed some hesitation in accepting property rights for trade names. If the name used is merely descriptive of goods, there can be no cause for action, but if it connotes goods manufactured by one firm or prepared from a formula or compsitional requirements prescribed by and invented by a firm or is the produce of a region, then others have no right to use it. It is a question of fact whether the name is the one or other. The burden of proof that a name or term in common use has become associated with an individual product is a heavy one; much heavier in proving an infringement of a trade mark.

A review of recent papers dealing with interlending in New Zealand, Nigeria and West Germany and the problems of centralised collections, communication, and union catalogues.

EDITORIAL Starting this edition of VINE on a personal note, I feel I ought to introduce myself as the new 0.S.T.I. Information Officer for Library Automation. I have just completed my Dip.Lib. at the College of Librarianship Wales where I took ‘computer applications in libraries’ as my special option. This course followed a degree at Cambridge, a short spell with National Data Processing Services and a period of training at Cambridge University Library. My interest in library automation stems from the days when I considered how some of the techniques employed by NDPS could be used in a library context. I hope VINE will similarly demonstrate the possibilities of an exchange of ideas between librarianship and automation.

VINE is produced at least four times a year with the object of providing up‐to‐date news of work being done in the automation of library housekeeping processes, principally in the UK. It is edited and substantially written by Tony McSean, Information Officer for Library Automation based in Southampton University Library and supported by a grant from the British Library Research and Development Department. Copyright for VINE articles rests with the British Library Board, but opinions expressed in VINE do not necessarily reflect the views and policies of the British Library. The subscription to VINE is £17 per annum and the period runs from January to December.