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This practice forum paper aims to present a theoretical framework to better develop the required supply chain management (SCM) competencies and the workforce needed for managing public health supply chains.

This framework is driven by iterative systems thinking, a deeper consideration of the SCM labor market and a comprehensive mapping of human resource system requirements. The framework centers around three tools. A labor market analysis assesses factors influencing supply of and demand for health SCM workers in a country context. To improve supply of and demand for workers, the SCM Professionalisation Framework provides reference documents to establish health SCM as a recognized profession. The human resources for SCM Theory of Change explains and assesses the conditions required to achieve optimal workforce performance at the organizational level. The Ministry of Health in Rwanda applied these three tools sequentially to assess and improve the supply and performance of its health SCM workforce.

The authors describe this framework, how the tools were applied in Rwanda, and early impressions of the results.

Practitioners can apply this approach to improve SCM competence and promote the attractiveness of health SCM positions by formalizing their professional status. This could lead to a pool of individuals who seek SCM qualifications and, in time, overcome the current shortage of health SCM workers. Employers can apply this approach to structured roles and workforce needs to meet health SCM system requirements. This would lead to a greater demand for and use of appropriately trained personnel.

This paper presents a novel, iterative, systems-thinking approach to develop human resources in public health supply chains. Rwanda is the first country to apply all three tools using this framework.

When the brilliant and solitary author of “The house with the green shutters” died young, not a little tidying‐up remained to be done. That, in the absence of a public library in rural Ayrshire, is what the librarian of Ayr Burgh set out to do.

Children experience toxic stress if there is pronounced activation of their stress-response systems, in situations in which they do not have stable caregiving. Due to their exposure to multiple poverty-related risks, African American children may be more susceptible to exposure to toxic stress. Toxic stress affects young children’s brain and neurophysiologic functioning, which leads to a wide range of deleterious health, developmental, and mental health outcomes. Given the benefits of early care and education (ECE) for African American young children, ECE may represent a compensating experience for this group of children, and promote their positive development.

Scholars have begun calling for broader conceptualisations of moral disengagement processes that reflect the interaction of dispositional and situational antecedents to a predilection to morally disengage. The authors argue that collective leadership may be one such contingent antecedent. While researching leaders from the Gilded Age of American business history, the authors encountered a compelling historical case that facilitates theory elaboration within these intersecting domains. Interpreting evidence from the embittered leader dyad of Andrew Carnegie and Henry Clay Frick, the authors show how leader egoism can permeate moral identity to promote symbolic moral self-regard and moral licensing, which augment a propensity to morally disengage. The authors use insights developed from our analysis to illustrate a process conceptualisation that reflects a dispositional and situational interaction as a precursor to moral disengagement and explains how collective leadership can function as a moral disengagement trigger/tool to reduce cognitive dissonance and support the cognitive, behavioural, and rhetorical processes utilised to justify unethical behaviour.

WHILE there is no doubt that the system of issuing books at “net” prices is of great benefit to booksellers, there is also no doubt that, unless care is taken, it is a serious drain upon a limited book‐purchasing income. A few years ago the position had become so serious that conferences were held with a view to securing the exemption of Public Libraries from the “net” price. The attempt, as was perhaps to be expected, failed. Since that time, the system has been growing until, at the present time, practically every non‐fictional book worth buying is issued at a “net price.”

Aarhus Kommunes Biblioteker (Teknisk Bibliotek), Ingerslevs Plads 7, Aarhus, Denmark. Representative: V. NEDERGAARD PEDERSEN (Librarian).

President Bill Clinton has had many opponents and enemies, most of whom come from the political right wing. Clinton supporters contend that these opponents, throughout the Clinton presidency, systematically have sought to undermine this president with the goal of bringing down his presidency and running him out of office; and that they have sought non‐electoral means to remove him from office, including Travelgate, the death of Deputy White House Counsel Vincent Foster, the Filegate controversy, and the Monica Lewinsky matter. This bibliography identifies these and other means by presenting citations about these individuals and organizations that have opposed Clinton. The bibliography is divided into five sections: General; “The conspiracy stream of conspiracy commerce”, a White House‐produced “report” presenting its view of a right‐wing conspiracy against the Clinton presidency; Funding; Conservative organizations; and Publishing/media. Many of the annotations note the links among these key players.

In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.

The overall goal of science is to build a valid and reliable body of knowledge about the functioning of the world and how applying that knowledge can change it. As personnel and human resources management researchers, we aim to contribute to the respective bodies of knowledge to provide both employers and employees with a workable foundation to help with those problems they are confronted with. However, what research on research has consistently demonstrated is that the scientific endeavor possesses existential issues including a substantial lack of (a) solid theory, (b) replicability, (c) reproducibility, (d) proper and generalizable samples, (e) sufficient quality control (i.e., peer review), (f) robust and trustworthy statistical results, (g) availability of research, and (h) sufficient practical implications. In this chapter, we first sing a song of sorrow regarding the current state of the social sciences in general and personnel and human resources management specifically. Then, we investigate potential grievances that might have led to it (i.e., questionable research practices, misplaced incentives), only to end with a verse of hope by outlining an avenue for betterment (i.e., open science and policy changes at multiple levels).

Both entrepreneurship education and commercialization of university research have witnessed remarkable growth in the past two decades. These activities may be complementary in many respects, as when participation in an entrepreneurship program prepares a student to start a company based on university technology, or when technology transfer personnel provide resources and expertise for an entrepreneurship course. At the same time, however, the activities are distinct along a number of dimensions, including goals and mission, influence of market conditions, time horizon, assessment, and providers and constituency. We argue that this situation presents an organizational dilemma: How should entrepreneurship and technology transfer groups within a university maintain independence in recognition of their differences while still facilitating synergies resulting from overlapping areas of concern? In response to this dilemma, we draw on the organizational modularity perspective, which offers the normative prescription that such situations warrant autonomy for individual units, but also require a high degree of cross-unit awareness in order to capture synergies. To illustrate this perspective in an intra-university population of entrepreneurship and technology transfer groups, we present network images and statistics of inter-group relationships at Stanford University, which is widely recognized for its success in both activities. The results highlight that dependence between groups is minimal, such that groups retain autonomy in decision-making and are not dependent on others to complete their goals. Simultaneously, cross-unit awareness is high, such that groups have frequent formal and informal interactions and communication. This awareness facilitates mutually beneficial interactions between groups. As a demonstration of the actual functioning of this system, we present three thumbnail case studies that highlight positive relationships between entrepreneurship education and technology transfer. Ultimately, we argue that to fully realize the synergies between entrepreneurship education and technology transfer, we must also recognize differences between them and ensure the autonomy that such differences warrant.