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For individuals and organizations who seek grant money, this guide details major information resources useful to identifying sources of financial sponsorship. It covers grants made by government agencies, by private foundations, and by business and industrial concerns, and should be of interest to persons seeking financial support for organizational or community projects, or individual scholarly endeavors. Excluded from this guide are general materials that review the history of charitable giving, or the role of philanthropy in society, as well as information sources devoted exclusively to scholarships and loans for undergraduate education.

By investigating the dynamics of leader and follower behavior during small group interactions, we provide insights into the behavioral patterns that give rise to leadership emergence. We also identify gender-related differences in these behavior patterns that may explain the persistent gap in emergent leadership ascriptions between men and women.

We video-recorded verbal interactions of 34 zero-history three-person teams collaborating on a task in the laboratory. One team member was a confederate (male vs. female) trained to show emergent leader behavior. To quantify verbal interaction patterns and examine to what extent these team dynamics depend on the confederate’s gender, we conducted a fine-grained interaction analysis of utterances over the interaction period.

We show that leadership claims by one team member evoked subsequent granting behavior in another team member. The more individuals’ claims were granted (counter-claimed) by others, the higher (lower) their level of ascribed emergent leadership. Claims uttered by male or female confederates were equally likely to be granted by team members. However, female confederate leadership claims elicited more counterclaims.

Findings highlight the importance of considering leader–follower interaction patterns for the discussion around gender differences in leadership processes.

In response to demands and opportunities of the labor market, contemporary employers and employees voluntarily are entering into highly customized agreements regarding nonstandard employment terms. We refer to such idiosyncratic deals as “i-deals,” acknowledging that these arrangements are intended to benefit all parties. Examples of i-deals include an employee with highly coveted skills who is compensated more generously than other employees doing comparable work, and an employee who is granted atypically flexible working hours to accommodate certain personal life demands. The nonstandard nature of i-deals is likely to prompt questions about the fairness of the arrangement among three principal stakeholders – employees who receive the i-deal, managers with whom the i-deal is negotiated, and the co-workers of these employees and managers. We analyze issues of fairness that arise in the relationships among all three pairings of these stakeholders through the lenses of four established forms of organizational justice – distributive justice, procedural justice, interpersonal justice, and informational justice. Our discussion sheds light on previously unexplored nuances of i-deals and identifies several neglected theoretical issues of organizational justice. In addition to highlighting these conceptual advances, we also discuss methods by which the fairness of i-deals can be promoted.

Through his call to “reverse the lens” in leadership, Shamir (2007) helped trigger the emergence of followership theory as a new field of study in leadership research. While followership theory brings exciting new opportunities to leadership studies, it also introduces theoretical and conceptual challenges for researchers. In this chapter we address these challenges by showing how followership can be positioned fully within the leadership construct. We extend Shamir’s (2007) call for a balanced view in leadership by showing how followership theory adds new perspectives on the ways in which we can study leadership as a dynamic, fluid, relational process. The alternative views we present (e.g., position, role, identity, constructionist, and co-creation) approach leadership study from a range of paradigmatic perspectives that allow us to more fully capture the behaviors, interactions, relational dynamics, and processes through which leadership and followership are created and constructed. We conclude by reflecting on Shamir’s legacy as a scholar, and the contributions he made through his willingness to not only open his mind, but also to constructively challenge alternative perspectives and views.

This study investigates the dynamic causality linkages between fiscal deficits and selected macroeconomic indicators in a panel of five East African Community countries.

The research design is based on panel cointegration tests, panel cross-section dependence tests, panel error correction-based Granger causality tests and panel impulse response functions.

Results show that there is long-run feedback causality among fiscal deficits and each of the variables include gross domestic product (GDP) growth, current account balance, interest rates, inflation, grants and debt service. Short-run Granger causality dynamics indicate that there is feedback causality between fiscal deficits and GDP growth; no causality between fiscal deficits and inflation; no causality between fiscal deficits and current account; no causality between fiscal deficits and interest rates; feedback causality between fiscal deficits and grants; and no causality between fiscal deficits and debt service. Impulse response functions show positive and significant impacts of current account balance, inflation and grants; negative and significant impacts of real GDP growth and lending rates; and insignificant effects of debt service.

While the study examines the dynamic causality between fiscal deficits and selected macroeconomic indicators in the East African Community, the analysis excludes South Sudan due to significant data limitations.

In light of the East African Community's aspirations to achieve convergence on key macroeconomic targets, including the fiscal deficit, this research provides novel insights on fiscal policy determinants and causality dynamics.

The dynamic relationships between fiscal policy and macroeconomic variables may have social implications for welfare, equitable growth and distribution of resources.

With a focus on the East African Community, this paper contributes to the literature on the macroeconomic determinants of fiscal deficits in regional economic communities.

This article aims to describe two methods – critical incident and return on investment – that can be used to measure and demonstrate explicit and derived value of academic libraries. Results from several studies that use these methods are described in the context of the Lib‐Value project, funded by the US Institute of Museum and Library Services.

A series of surveys using the critical incident of the last article reading by faculty are used to gather information on the purpose, outcomes, and the value of scholarly article readings and access to collections through the library. Both qualitative and quantitative data are collected through web‐based surveys.

Over half of scholarly article readings by faculty are for research purposes and readings for research purposes were more likely to be obtained from the library's electronic collections and are valued more highly than readings for other purposes or from other sources. In a study of ROI to grants from the library's journal collections, results show that for every dollar invested in the library faculty attribute many more dollars returned in grant income through more successful grant proposals.

Return on investment is one method for measuring the value of a library's collections and services; others include measuring outcomes through critical incident and qualitative “stories”. Ongoing studies will examine how the library's products and services help faculty be successful, help students be successful, and generate both immediate and downstream income that provides good return on investment.

This paper highlights methods to measure the value of academic libraries as well as reporting findings from several studies that reflect changes in scholarly article readings over time. This type of research helps libraries demonstrate their value and gather evidence to choose from among alternatives.

The design of work has been shown to influence a host of attitudinal, behavioral, cognitive, well-being, and organizational outcomes. Despite its clear importance, scholarly interest in the topic has diminished over the past 20 years. Fortunately, a recent body of research has sought to reenergize research into work design by expanding our view of work design from a narrow set of motivational work features to one that incorporates broader social and contextual elements. In this chapter we seek to review the literature on work design and develop a framework that integrates both job and team design research. We begin by briefly reviewing the history of work design in order to provide needed historical context and illustrate the evolution of job and team design. We then define work design, particularly as it relates to incorporating job and team design elements and transitioning from a view of jobs to one of roles. Following this, we identify a comprehensive set of work design outcomes that provide the basis for understanding the impact that different work characteristics can have on individuals and teams. We then offer an extended discussion of our integrative model of work design, which includes three sources of work characteristics (task, social, and contextual) and the worker characteristics implied by these characteristics. Having defined the range of work and worker characteristics, we then discuss some of the fit and composition issues that arise when designing work, as well as discuss the mechanisms through which the work characteristics have their impact on outcomes. Finally, we discuss research into informal forms of work design.

Idiosyncratic deals (i-deals) have been shown to influence several employee outcomes positively. To extend the research, the authors examine the effect of i-deals on employees’ perceptions of organizational justice, in particular, how the relationship between employees’ own i-deals and organizational justice is affected by employees' job performance as well as their perceptions of coworkers’ i-deals.

The authors tested the theoretical model using survey data from 182 hotel employees.

Results show that i-deals are positively related to employees’ perceptions of organizational justice and that such effects are stronger among high performing employees. The effect of i-deals on organizational justice was also more pronounced among employees who viewed coworkers as having successfully negotiated i-deals.

The authors' findings suggest that organizations can benefit from providing i-deals through employees’ enhanced perceptions of organizational justice. The paper thus recommends that organizations understand the impact of providing more flexible human resources (HR) practices and customized work arrangements that are aligned with individual goals and needs. This may be particularly relevant to high performers. Furthermore, the findings suggest that organizations may want to make i-deals available to employees more widely than to just a few selected individuals.

This study is one of a few attempts that empirically investigate the relationship between i-deals and organizational justice. The findings of this study shed light on the possibility that employees develop positive justice perceptions toward employeesʼ organization based on the appreciation of the customized work arrangements granted to both themselves and others.

Australian fiscal federalism possesses a greater degree of vertical imbalance than comparable federations elsewhere due to a concentration of revenue-raising powers at the level of the Commonwealth government and a concentration of expenditure functions at the state and local government levels. Efforts to deal with this problem have focused on intergovernmental grants. While substantial literature exists on the financial nexus between the Commonwealth and state governments, little research effort has been expended on the local government grants process. The present paper seeks to remedy this by documenting the evolution and role of the local government grants process.