Nancy W. Noe and Barbara A. Bishop
During Spring semester 2001, Auburn University Libraries launched the Tiger Information Literacy Tutorial (TILT), based on the Texas Information Literacy Tutorial, designed by…
Abstract
Purpose
During Spring semester 2001, Auburn University Libraries launched the Tiger Information Literacy Tutorial (TILT), based on the Texas Information Literacy Tutorial, designed by librarians at the University of Texas at Austin. This work assesses the effectiveness of the tutorial.
Design/methodology/approach
In‐depth analysis of data collected over three semesters is presented.
Findings
Following the Texas model, Auburn's TILT is comprised of three modules, covering searching, selecting, and evaluating information resources. Overall student perceptions of the tutorial, including technology difficulties, is reviewed; and students' personal views of their own research skills are discussed. The online information tutorial was viewed as effective, with the data indicating a need for additional study and improvement.
Value
As advances are made in computer‐aided and hypermedia‐aided instruction, the tutorial will continue to evolve as a learning tool.
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Keywords
In the context of Saudi Arabia, this chapter investigates how clustering promotes knowledge sharing and transfer in an emerging, government-directed industry cluster. It is…
Abstract
In the context of Saudi Arabia, this chapter investigates how clustering promotes knowledge sharing and transfer in an emerging, government-directed industry cluster. It is determined that lateral actors play a key facilitating role, and formal and informal mechanisms and interpersonal links among actors support that cluster knowledge exchange. Limited social capital strength and depth and a lack of trust that prevents knowledge sharing are partially explained by the cluster's limited vertical and horizontal actors.
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Nancy Graber Pigeon, Wendy Cook and James L. Nimnicht
The purpose of this study was to determine whether there was a difference between same vs opposite sex pairings in the mentor‐protégé relationship when it comes to salary and…
Abstract
Purpose
The purpose of this study was to determine whether there was a difference between same vs opposite sex pairings in the mentor‐protégé relationship when it comes to salary and levels within the organization.
Design/methodology/approach
Data were collected from 612 manager/non‐manager dyads with all non‐managers being female. The organization was located in the Northwest section of the United States and was a large Fortune 500 manufacturing firm. All levels of the organization were utilized from entry level positions to vice presidents to measure how women fared under female vs male mentors.
Findings
Women with female mentor supervisors earn less than with male mentor supervisors. The disparity is even greater the younger the protégée. If the trend shown in this research continues, wages may drop for women in high levels of the organization with same‐ sex mentees.
Research limitations/implications
One limitation of this research is the operationalization of a manager as a mentor. Supervisors were used as the mentor in most examples. Even if the participants in the study had self‐selected their mentors, it would still be expected that the participants would be successful. Another limitation to this research is that there was no direct assessment of the perceptions of the mentor/protégé relationship among the participants. More research needs to be done to understand why these trends were found which might include looking at personality traits, various characteristics, immutable traits, etc. Additionally, experimental longitudinal research should be done to arrive at a definitive conclusion. This research provides the impetus to study the phenomenon cross culturally, outside of the northwest and outside of the USA, etc.
Practical implications
The practical implications for management may be that having women moving up the organizational hierarchy without the appropriate pay increase may save the company money in labor costs. But, as women recognize the disparity in income, they may request opposite sex mentors vs same sex mentors which may be a self‐limiting factor for organizations promoting women into higher level positions in the organization. Therefore, they may promote fewer women which would decrease their diversity efforts.
Originality/value
Many researchers have reviewed the relationship between a mentee and a more seasoned organizational member. Formal and informal mentoring systems have been studied as well reviewing many variables. The research reviewing same vs opposite sex pairings in the mentor/protégé relationship demonstrates conflicting findings. This paper tests the result in salary and organizational level that the female protégé rises to if they have a female mentor vs male mentor.
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Jeannette Oppedisano and Kenneth Laird
This article presents a pedagogical model that utilizes students as primary researchers in the identification, interviewing, and then reporting on women entrepreneurs as a major…
Abstract
This article presents a pedagogical model that utilizes students as primary researchers in the identification, interviewing, and then reporting on women entrepreneurs as a major component of a multidisciplinary entrepreneurship course. The purpose of the course is to attract students who may not be familiar with the entrepreneurship concept itself, the role of women in such economic ventures, or the possibilities for people like themselves in such a career avenue. Students are exposed to the accomplishments of women entrepreneurs throughout U.S. history in the broad categories of agriculture and mining; construction; communication; manufacturing; service (both for profit and not-for-profit); transportation; and wholesale and retail trade. This content experience is then enhanced by the studentsʼ own direct interaction with and interviewing of women entrepreneurs. The implementation, potential outcomes, and possible adaptations of the course are described, and this transformational learning process model is illustrated.
Tracy L. Dumas, Nancy P. Rothbard and Katherine W. Phillips
Many organizational efforts to improve co-worker relationships entail inducing employees to bring their “whole selves” into the workplace, which for employees often means…
Abstract
Many organizational efforts to improve co-worker relationships entail inducing employees to bring their “whole selves” into the workplace, which for employees often means disclosing personal experiences at work. Several psychological theories suggest that increased self-disclosure will lead to better relationships in organizational work groups. However, this chapter considers the factors impacting self-disclosure in demographically diverse settings. We posit that although self-disclosure has led to closer relationships in past research, it may not increase cohesion for employees in demographically diverse work groups, or those who are demographically dissimilar from the majority of their co-workers.
AT Oxford, on October 8th and 9th, was celebrated the tercentenary of the founding of the Bodleian Library by Sir Thomas Bodley, an Exeter man, who early realised the value of…
Abstract
AT Oxford, on October 8th and 9th, was celebrated the tercentenary of the founding of the Bodleian Library by Sir Thomas Bodley, an Exeter man, who early realised the value of books in the work of education. The occasion was made one of great importance, and there were gathered together distinguished representatives of literature and librarianship from all parts of the world. The list of delegates given below will show how extensive this representation was, although it will occur to some, as a somewhat remarkable circumstance, that not a single municipal library in London was represented, while many of the more important English towns were also ignored. Considering that such libraries are doing so much in the cause of popular education, compared to which the work of many of the colleges and institutions represented is microscopical, it does strike the outsider that the gathering would have been much more impressive and representative had there been more “Town” and less “Gown” in the celebration. The following is a full list of all but the Oxford representatives, who included practically every head of a college, professor, or college librarian, together with various local celebrities:—
Anna Marie Johnson and Sarah Jent
The purpose of this paper is to set out to provide a selected bibliography or recent resources on library instruction and information literacy.
Abstract
Purpose
The purpose of this paper is to set out to provide a selected bibliography or recent resources on library instruction and information literacy.
Design/methodology/approach
Introduces and annotates periodical articles, monographs, and exhibition catalogues examining library instruction and information literacy.
Findings
Provides information about each source, discusses the characteristics of current scholarship, and describes sources that contain unique scholarly contributions and quality reproductions.
Originality/value
The information may be used by librarians and interested parties as a quick reference to literature on library instruction and information literacy.
Details
Keywords
The ability to work anytime from anywhere is attractive to job seekers, who respond by developing needs regarding flexible working. Flexibility needs are compared to the…
Abstract
Purpose
The ability to work anytime from anywhere is attractive to job seekers, who respond by developing needs regarding flexible working. Flexibility needs are compared to the flexibility perceived in job advertisements to form an overall perception of flexibility fit. The purpose of this paper is to examine both the impact of flexibility fit (on applicant attraction) and its antecedents.
Design/methodology/approach
The impact of flexibility fit on applicant attraction and its antecedents are examined using person–job (PJ) fit theory. 92 job seekers analyzed a total of 391 job advertisements. The hypotheses are tested using multilevel structural equation modeling.
Findings
The results show that perceived flexibility fit is positively related to job pursuit and job acceptance intentions. They further show that perceived flexibility fit is driven by perceived job advertisements' flexibility exceeding applicants' needed flexibility, which in turn is driven by the flexibility actually present in job advertisements exceeding applicants' flexibility needs.
Originality/value
This study contributes to literature on new ways of working by highlighting the desirable nature of flexibility and its impact on fit perceptions. It further contributes to literature on job search and PJ fit by investigating a full model of fit, examining both outcomes and antecedents of perceived fit. For practitioners, this study highlights the importance of advertising flexibility to attract applicants.
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Anna Marie Johnson, Claudene Sproles and Robert Detmering
The purpose of this paper is to provide a selected bibliography of recent resources on library instruction and information literacy.
Abstract
Purpose
The purpose of this paper is to provide a selected bibliography of recent resources on library instruction and information literacy.
Design/methodology/approach
The paper introduces and annotates periodical articles, monographs, and audiovisual material examining library instruction and information literacy.
Findings
The paper provides information about each source, discusses the characteristics of current scholarship, and describes sources that contain unique scholarly contributions and quality reproductions.
Originality/value
The information may be used by librarians and interested parties as a quick reference to literature on library instruction and information literacy.
Details
Keywords
Through a survey of 200 employees working in five of the thirty establishments analysed in previous research about the microeconomic effects of reducing the working time (Cahier…
Abstract
Through a survey of 200 employees working in five of the thirty establishments analysed in previous research about the microeconomic effects of reducing the working time (Cahier 25), the consequences on employees of such a reduction can be assessed; and relevant attitudes and aspirations better known.