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Digital collection assessment has focused mainly on evaluating systems, metadata and usability. While use evaluation is discussed in the literature, there are no standard criteria and methods for how to perform assessment on use effectively. This paper asserts that use statistics have complexities that prohibit meaningful interpretation and assessment. The authors aim to discover the problems inherent in the assessment of digital collection use statistics and propose solutions to address such issues.

This paper identifies and demonstrates five inherent problems with use statistics that need to be addressed when doing assessment for digital collections using the statistics of assessment tools on local digital repositories. The authors then propose solutions to resolve the problems that present themselves upon such analysis.

The authors identified five problems with digital collection use statistics. Problem one is the difficulty of distinguishing different kinds of internet traffic. Problem two is the lack of direct correlation of a digital item to its multiple URLs, so statistics from external web analytics tools are not ideal. Problem three is the analytics tools’ inherent bias in statistics that are counted only in the positive way. Problem four is the different interaction between digital collections with search engine indexing. Problem five is the evaluator’s bias toward simple growing statistics over time for surmising a positive use assessment. Because of these problems, statistics on digital collections do not properly measure a digital library’s value.

Findings highlight problems with current use measures and offer improvements.

This paper identifies five problems that need to be addressed before a meaningful assessment of digital collection use statistics can take place. The paper ends with a call for evaluators to try to solve or mitigate the stated problems for their digital collections in their own evaluations.

Sexual harassment and discrimination are continuing and chronic workplace problems (Quick & McFadyen, 2017) that affect the health, well-being and socio-economic future of victim/survivors (Blau & Winkler, 2018). Despite this, management and leadership education have been primarily addressing this workplace issue from a legal responsibility perspective and using preventative strategies such as promoting the value of equity, diversity, inclusion and belongingness and explaining the importance of safe, healthy and respectful workplaces. While the establishment of policies, human rights training and disciplinary procedures are undeniably important, rarely do business educators prepare future managers to engage with employees in trauma-informed, compassionate and respectful ways. The co-authors have used a collective restorying process to engage in co-designing a workshop for early career managers and students of management and leadership. The workshop includes iterative exploration of the language and authentic performativity of unbiased compassion while engaging in collective reflexivity. The basis of the workshop centres the research proposition that to support a claimant the manager must performatively lead with authentic compassion while using unbiased language in order to assure procedural justice while mitigating procedural trauma. Early career managers, and hence their organizations, are ill-equipped to deal with workplace investigations of sexual harassment and discrimination. By collectively exploring and practicing unbiased compassion, managers will not only be more prepared to respond to a claim of sexual harassment or discrimination, but they will also reduce employee's felt sense of procedural trauma and increase the organization's likelihood of due diligence.

The purpose of this paper is to get a deeper understanding how not-for-profit organizations (NPOs) discursively legitimize their corporate engagement through cross-sector partnerships (CSPs) in general, and particularly how they construct legitimacy for partnering with firms involved in the commodification of water. The paper seeks to shed light on the values embedded in these discursive accounts and the kind of societal effects and power relations they generate, and the authors are particularly interested in understanding the role of modernity in shaping their responsibilities (or lack of them) via various technologies and practices

Drawing on critical discourse analysis (Fairclough 1995), the authors analyze the discursive accounts of three water-related CSPs involving the three biggest bottled water producers in the world (Nestlé, Coca-Cola and Danone) and three major non-profits (The International Federation of Red Cross and Red Crescent Societies, the World Wildlife Foundation and the United Nations Educational, Scientific and Cultural Organization).

The NPO’s legitimate their corporate engagement in the water CSPs through the use of two global discourses: global governance discourse and the global climate crisis discourse. Relief from responsibility is achieved through three processes: replacement of moral with technical responsibility, denial of proximity and the usage of intermediaries to whom responsibility is outsourced.

This paper explores the processes of legitimizing accounts for CSPs, particularly focusing on NPO discourse and their use of CSR elements and the consequences of such discursive constructs, and this has received little to no attention in previous research.

The migration background can influence the life satisfaction of migrants. The purpose of this paper is to examine the life satisfaction of migrants and particularly the satisfaction regarding their health in comparison to natives.

The life satisfaction of 50 Turkish-speaking migrants living in Vienna was compared with the life satisfaction of 50 native Austrians by the questionnaire of life satisfaction by Fahrenberg et al. (2000).

Turkish-speaking migrants had lower values than natives in all scales of the questionnaire concerning life satisfaction. Turkish-speaking women reported the lowest satisfaction regarding their health state. In the migrant group the satisfaction regarding health decreased with increasing age.

The Turkish version of the questionnaire was translated into Turkish by authors but not formally validated. Furthermore acculturation strategies as well as the mental and physical health state of the participant, which can crucially influence the life satisfaction of migrants, were not surveyed.

Migrants have lower life satisfaction possibly because of their physical and mental health problems. Therefore in countries with a high proportion of migrants the health-care system should be adapted for the needs of migrants, especially for the needs of women and older migrants in order to increase the utilization of the health-care services, primarily the use of the preventive health-care services.

The results of the present study can be helpful to develop strategies for improving the life satisfaction of migrants, especially the satisfaction regarding their health.

To the authors’ knowledge, the present study is the first research project in Vienna conducted to estimate the impact of migration background on life satisfaction.

Without the stability of tenure, adjunct faculty have few barriers to leave their position. The purpose of this article is to understand the variables that predict commitment among adjunct instructors.

This paper statistically analyzed data from a survey completed by adjunct instructors at two 4-year universities. The survey included scales on commitment, satisfaction, investments, alternatives and the psychological concepts of grit and self-efficacy. In addition, a qualitative analysis was conducted on supplemental open-ended questions that allowed participants to describe the basis of their commitment.

Satisfaction and investments were the main predictors of commitment and those together accounted for just over 50 percent of the variance. Grit and self-efficacy did not correlate with commitment, but did correlate with satisfaction and investments.

Given the predictive power of satisfaction to explain commitment, understanding the specific rewards and costs experienced by this population can give administrators ideas for making the part-time position more appealing. Similarly, given the predictive power of investments, administrators might consider identifying avenues for adjunct faculty to contribute to the department and university in a meaningful and rewarding way.

Universities are increasingly dependent on adjunct instructors, so it is worthwhile to understand the experience of such faculty. This is best done through research, rather than relying on assumptions, stereotype or anecdotes.

This study examines the relationship between trust, organizational climate and team learning among project team members (PTM). In recent years, many companies have come to recognize the important role team learning plays in achieving competitive advantage.

Data were collected through a survey questionnaire, and responses from 86 PTM provide support for the research model and demonstrate that how organizational climate mediates the relationship between trust and team learning.

The structural equation analysis of the data collected from 86 project team members indicate that both vertical and horizontal trust influences organizational climate, which, in turn, is a determinant of team learning. In addition, although both types of trust contributed to organizational climate, the results indicated that horizontal trust had a greater influence on organizational climate and team learning.

The study employed the survey method and is not without limitations. The first limitation concerns our sample size, which was selected from one global company. Second, the survey data were all collected at a single point in time. Therefore, the authors cannot unambiguously infer causality. To attempt to do so, it would be useful to investigate the model in the context of organizational and development change. Despite these limitations, the results of the study have implications for theory and practice.

The implication for theory is that the results provide empirical support for the view that organization climates mediate the relationship between trust and team learning. On the practical side, the organizations should also pay more attention to increasing trust at the work place, especially among PTM that may contribute to favorable organizational climate, which is vital for team learning.

This paper addresses the simultaneous role of vertical and horizontal trust on organizational climate and how it contributes to team learning. The results indicate that organizations emphasis on horizontal trust can plays a vital role in team learning, which is a contribution to enhancing teamwork and performance in organizations.