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It is now well established that vitamin D has direct action on bone, intestine, kidney, and clinicians would also include muscle. The function of vitamin D in bone is two‐fold. It is required for the mineralisation of bone, that is, in calcium acquisition, and also for the mobilisation of calcium into the blood. The balance of calcium between the plasma and bone is maintained by vitamin D, calcitonin and parathyroid hormone. This second hormone is able to act only in the presence of vitamin D. These two effects — mobilisation of calcium from bone tissue, and absorption of the mineral from ingested food, are quite different. This is clearly shown in histological lesions produced by calcium deficiency which are distinct from those of rickets. Conversely, calcium infusions to rachitic animals and osteomalacic patients do not fully lead to normal calcification of osteoid tissue.

American Newspaper Week is celebrated each year during the week of 25 September by the Committee for the Observance of American Newspaper Week. The event commemorates the publication of the first American newspaper, Publick Occurrences Both Foreign and Domestick, on 25 September 1690 in Boston. The Committee for the Observance of American Newspaper Week sponsors a variety of events in honor of those who contribute to making the American newspaper a valuable resource.

The Information Branch of the Western Australian Department of Agriculture (WADA) provides an internal information service for research and extension workers throughout Western Australia. The increased generation of scientific and technical information within WADA has created a growing need for more efficient ways to store, retrieve, and disseminate information.

Police organizations work better when officers feel satisfied with their jobs. High job satisfaction has been linked to positive outcomes for both officers and police organizations. Perceived fairness of transfers should be positively associated with job satisfaction. There has been little research in this area, and none of the limited past studies have studied this association among Pakistani police officers.

Data for the study comes from a survey of 550 officers working in the Lahore police stations in Punjab, Pakistan.

After controlling for location, work assignment, rank, length of service, marital status, age and educational level, the strongest predictor of job satisfaction was perceived fairness in transfers, an important aspect of policing in Pakistan.

This was a single exploratory study that only measured perceived fairness of transfers. There is a need for additional studies. Further, broader measures of organizational fairness should be used in future studies.

Police administrators should ask staff why they perceive transfers as fair or not and what can be done to improve their perceptions.

There has been little research on police in Pakistan and the current study examined perceptions of fairness in terms of transfers with the job satisfaction among police officers in Pakistan.

Police officers' attitudes toward their employing organizations are impacted by officers' perceptions of justice within the organization itself, and these perceptions can affect the bond that officers form with their organization. The current study explored how perceptions of three dimensions of organizational justice (i.e. interpersonal, procedural and distributive justice) were related to the affective (i.e. voluntary) organizational commitment of Chinese police officers.

The data for the current study came from a voluntary survey of 589 Chinese police officers in three areas, one each in southern, central and western China.

Based on an ordinary least squares (OLS) regression equation, interpersonal, procedural and distributive justice had similar sized positive associations with organizational commitment.

The findings support the contention that perceptions of organizational justice views are related to the commitment of Chinese police officers.

Raising the interpersonal, procedural and distributive justice views should raise the level of affective commitment of officers.

Enhancing the justice views of officers should benefit officers by treating them more fairly, as well as benefiting the police organization by increasing commitment of officers.

There has been limited research on how the different forms of organizational justice are related to officer commitment, especially among Chinese officers.

The librarian and researcher have to be able to uncover specific articles in their areas of interest. This Bibliography is designed to help. Volume IV, like Volume III, contains features to help the reader to retrieve relevant literature from MCB University Press' considerable output. Each entry within has been indexed according to author(s) and the Fifth Edition of the SCIMP/SCAMP Thesaurus. The latter thus provides a full subject index to facilitate rapid retrieval. Each article or book is assigned its own unique number and this is used in both the subject and author index. This Volume indexes 29 journals indicating the depth, coverage and expansion of MCB's portfolio.

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.

This paper presents assessment results on the level of perceived knowledge in climate change and the extent to which participatory awareness in adaptation initiatives by management and the public in key selected areas identified to be highly impacted by climate change has fared.

Exploratory research design, using snowball, purposive and simple random sampling methods, was employed to assess respondents' level of knowledge in climate change and participatory adaptation awareness activities. Focus group discussion was finally used to appraise returned responses that compared indigenous knowledge with scientific data to examine variables influencing key determinants.

Age, gender, the level of education and work experience were all significant in determining outcome of responses by respondents on perceived level of knowledge in climate change and awareness in adaptation engagement efforts by the public. The study also confirmed existence of perceived knowledge and awareness gap with a marginal difference of 28% between management and stakeholder respondents.

Anthropogenic activities leading to climate change impacts are rarely linked to individual actions, lifestyles and community's sociocultural practices and choices.

There is a disconnect between what climate change managers know and are doing in terms of adaptation and mitigation efforts and what stakeholders should know and are expected to do toward achieving functional participatory engagements in Ghana. It calls for needs assessment on a governance system that will chart a new order to transform individual and household attitudes through curriculum development, awareness training, coping strategies to capacity building for members of the communities and households.

This chapter points out and tries to describe the (missing) link between corporate social responsibility (CSR) and social ontology/ontology of the firm. The author believes that this gap in the literature hinders the progress of CSR theoretical/empirical understanding and effectiveness; therefore, the following question is addressed: is a social theory-focused approach to the ontology of the firm relevant to CSR studies? While currently many disciplines are seeking to clarify CSR theory and practice, the role of social ontology has relatively been under-explored despite its foundational importance.

This chapter provides rationales for identifying a set of interrelated themes to be included in future research projects. A literature review is carried out, and further analysis and desk research can be drawn from the key notions identified.

This viewpoint conceptual chapter suggests that social ontology can be an important subject of inquiry in order to bridge the existing gaps in CSR/Business Ethics studies. A possible conceptual agreement for a realist and social theory-focused approach to CSR is illustrated.

While encouraging more effort and commitment in this emerging and fascinating field, this chapter concentrates on some selected key aspects such as the meaning of corporate moral agency and the ontological status of social collectives (e.g. firms).

This chapter lays the ground for future pilot exploratory research, and could be instructive for the construction of specific research methodologies/theoretical tools seeking to explore not so much the ways CSR is defined (indeed, there seems to be a broad consensus about it) but rather how CSR is socially constructed, implemented and carried out.

This chapter can potentially help grow knowledge about the nexus between CSR, social ontology and the underlying metaphysical issues, thus facilitating a comprehensive inter-/multi-/pluri-disciplinary understanding and giving a contribution to the relevant ongoing scientific and practical debates.

This chapter, while uncovering and exploring the aforementioned novel connections, can enrich the study of CSR with respect to the current mainstream approaches, for example, stakeholder management and engagement, social accounting and reporting, socially responsible investment (SRI).