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Discusses the growth and development of US higher education institutions. Comments on how technology has enabled this growth but also stresses that there will always be a need for face‐to‐face teaching. Briefly looks at the software bottleneck.

Nous rappelons les membres AIEST de remettre leur fiche d'inscription au 28e Congrès AIEST du 17 au 24 septembre 1978 au Secrétariat général jusqu'au 31 juillet 1978. Les membres ayant l'intention de présenter un rapport spécial sont priés de le remettre en 3 exemplaires dactylographiés selon le modèle type également jusqu'au 31 juillet 1978.

Presents over sixty abstracts summarising the 1999 Employment Research Unit annual conference held at the University of Cardiff. Explores the multiple impacts of globalization on work and employment in contemporary organizations. Covers the human resource management implications of organizational responses to globalization. Examines the theoretical, methodological, empirical and comparative issues pertaining to competitiveness and the management of human resources, the impact of organisational strategies and international production on the workplace, the organization of labour markets, human resource development, cultural change in organisations, trade union responses, and trans‐national corporations. Cites many case studies showing how globalization has brought a lot of opportunities together with much change both to the employee and the employer. Considers the threats to existing cultures, structures and systems.

To explore the historical construction of the US broadcast television closed‐captioning system as a case study of debates over “public service broadcasting” during the late twentieth century.

Historical.

Neither the corporate voluntarism promoted by the FCC in the 1970s nor the “public‐private partnership” of the National Captioning Institute (NCI) in the 1980s proved able to sustain a closed‐captioning system; instead, a progressive round of re‐regulation on both the demand side (universal decoder distribution) and the supply side (mandatory program captioning) was necessary to bring the promise of broadcast equality to all deaf and hard‐of‐hearing (D/HOH) citizens.

The decades‐long legal, technological, and institutional battle to define the “public interest” responsibilities of broadcasters toward non‐hearing viewers was fraught with contradiction and compromise.

Accessibility and inclusion are at the very core of what libraries are all about and libraries and librarians have an essential, catalytic role to play in facilitating the full participation of people with disabilities in society. Inclusive librarians ensure that their library’s facilities, services, programs, collections, and technology are designed in ways in which all people, regardless of their ability, have an opportunity to participate in and use them. The purpose of this chapter is to raise librarian awareness to the importance of providing effective, well-designed, inclusive programs and services to patrons with disabilities and ensuring that all libraries are physically and virtually accessible to everyone.

The chapter provides a brief review of the history and current state of accessible and inclusive libraries, including the laws and policies governing it and identifies some of the major barriers to successful accessibility and inclusion (including insufficient time and money, externally controlled decision-making, unawareness of existing services, and inadequate training).

The chapter offers a variety of practical strategies for overcoming those barriers, with potential or actual examples of how librarians have/can put them into action.

The chapter concludes with descriptions of special national, regional, and state initiatives, including Syracuse University’s Project ENABLE (Expanding Non-discriminatory Access By Librarians Everywhere), Florida State University’s Project PALS (Panhandle Autism Library Services), and the Illinois State Library’s Targeting Autism projects, all designed to help librarians ensure that their library’ facilities, programs, and services are accessible and inclusive.

All itmems listed may be borrowed from the Aslib Library, except those marked, which may be consulted in the Library.

The purpose of this paper is to conceptualize, understand, and measure positive and negative aspects of supervisor developmental feedback (SDF) and investigate their relationships with task performance.

In Study 1, common themes in SDF were identified and a set of SDF items were developed to capture the positive and negative SDF domain. Study 2 entailed the administration of the items to respondents to examine the dimensionality of the items through exploratory factor analysis. In Study 3, using confirmatory factor analysis we further examined the extent to which positive and negative developmental feedback (PSDF and NSDF) were conceptually distinct from each other and different from an existing general measure of supervisor feedback.

Study 1 and Study 2 yielded evidence that positive and negative SDF are distinct yet related constructs. Positive SDF predicted employee task performance. The positive SDF by negative SDF interaction predicted task performance.

The authors provide criterion-related validity evidence by examining the predictive validity of positive and negative SDF on subordinate task performance (reported by supervisors). Future research should examine the role of positive and negative SDF in predicting job performance in other samples and cultural contexts and for other outcomes, including organizational citizenship.

This research refines the SDF domain by identifying positive and negative domains of the SDF construct. The authors propose and test the joint influence of positive and negative SDF. The novel findings point to the importance of supervisors providing both positive and negative feedback to enhance performance.

This paper sets out to explore the relationship between archives and the management of records, which are increasingly the product of the audit society, informed by a neo‐liberal agenda.

The article is based on the author's views.

It argues that there is no relationship between the two activities, except of the records themselves.

This article will be of interest to those interested in the archiving of records and its management.

Employees are driven and motivated to exercise knowledge-based resources as a result of leadership. Therefore, this study aims to examine the effect of authentic leadership on organizational commitment and tacit and explicit knowledge-sharing behaviors in Saudi non-profit organizations (NPOs). The study also aims to explore authentic leadership’s direct and indirect impact on tacit and explicit knowledge-sharing behaviors via organizational commitment.

The study used a quantitative research design by distributing a survey questionnaire among 415 employees. A total of 300 responses were collected during the survey questionnaire data collection.

The results showed that authentic leadership significantly and positively influenced organizational commitment and tacit and explicit knowledge sharing. Additionally, organizational commitment significantly and positively mediated the relationship between authentic leadership and tacit knowledge sharing, and there was partial mediation. However, organizational commitment failed to mediate the relationship between authentic leadership and explicit knowledge sharing.

The management of Saudi NPOs should focus on developing knowledge capital resources for employees who work in an organization to get a competitive advantage.

The study made a novel contribution that the Saudi NPOs should promote tacit and explicit knowledge-sharing but focus more on explicit knowledge sharing.

The purpose of this paper is to develop a life cycle risk management framework for public private partnership (PPP) infrastructure projects that lead to the realization of value for money and balance of interests between different partners including the public and end users.

This paper draws on extensive theoretical research and literature reviews, coupled with case study methodologies. A comprehensive review of current literature in the field was first carried out. Then three PPP infrastructure projects, two from Australia and one from China, are studied to scrutinize reasons leading to their dilemma and articulate the valuable lessons learnt in relation to risk analysis and mitigation.

The paper found that properly assessing risks (financial, government's political and public's acceptance/rejection risks), ensuring value for money and protecting the public (and end users') interests are essential in PPP infrastructure projects and this can only be achieved through optimal risk identification, assessment, allocation and management from a life cycle perspective and balanced interests between the Government/public and private partners as well as product end users.

The paper was limited to proposing the framework; therefore the next step should be testing the framework.

The framework proposed in this paper should be practical and useful for professionals in managing the risks associated with the procurement of PPP infrastructure projects.

The PPP method has been increasingly used to procure large‐scale infrastructures such as freeways, railways, tunnels and bridges worldwide. While there have been many successful PPP projects, unsuccessful cases abound and studying them can help people better manage the risks in future PPP infrastructure projects. To ensure the success of PPP infrastructure projects, it is important for all partners to manage the risks from a project life cycle perspective, in which risks are identified and assessed in the earliest possible project stage and are allocated to the parties who are in the best position to control them. Furthermore, it is also important to continuous monitor the risks and develop proactive risk respond strategies throughout the project life cycle. To this end, this paper provides a life‐cycle risk management framework for PPP infrastructure projects.