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This study aims to signal the relevance of internal market orientation (IMO) as an organizational process for improving interdepartmental relationships and employee satisfaction, which, in turn, serves to leverage performance. The study has three main objectives: to consider the adaptation of IMO at the departmental level, whereby internal departments are identified as internal customers; gauging the impact of IMO on interdepartmental relationships, employee satisfaction and organizational performance; and testing the mediating role of employee satisfaction in linking interdepartmental relationships, i.e. connectedness and conflict with organizational performance.

The study observes the proposed relationships by drawing on a sample of 816 managers from 272 companies. Through accessing three respondents in each organization and asking them to focus on different constructs, the study’s methodology avoids common methods bias. Partial least square was used to test the hypotheses posited in the concept.

The findings confirm that IMO at the departmental level is critical for facilitating interdepartmental relationships within the organization. In particular, high levels of IMO can enhance interdepartmental connectedness, reduce interdepartmental conflict and improve employee satisfaction. Employee satisfaction not only influences firm performance directly but also plays a mediating role in linking interdepartmental relationships, i.e. connectedness and conflict with performance.

While this study is conducted in the Chinese context, future research may consider testing the framework in different sectors and geographical areas. In addition, more objective measures of firm performance could be used in future studies, and other mediating and moderating variables may be added to further advance the understanding of the subject at large.

The identification of IMO at the departmental level can help firms collect ideas from staff across different departments, facilitate open and constructive communication and react promptly to other departments. Through a social information processing lens, this leads to the creation of a positive organizational atmosphere, contributing significantly to enhancing employee satisfaction and firm performance.

The findings of the study contribute to the area by supporting the legitimacy of IMO at the departmental level and its positive impact on internal relationships and employee satisfaction, which, in turn, leverages performance advantages for the firm.

This paper has two purposes. First, I offer a reading of interpretive biography (Denzin, 1989a) as an alternative method for understanding how individual lives are rendered meaningful in postmodern communication processes. Second, given the importance of many rock performers as cultural heroes, I present an interpretive biography of Pete Townshend, chief songwriter and most visible member of the classic rock band the Who. This method of inquiry is grounded in the more general tradition of interpretive interactionism (Denzin, 1989b, 1990a) and has its roots in C. Wright Mills's (1959) concept of the sociological imagination. Its guiding question is this: How is the postmodern self (or stated more accurately, selves) created within and sustained by the mass media? I argue that as postmodern cultural symbols, Townshend and the band (however ambiguously) mirror a collective search for identity on the part of audiences and society-at-large.

During the last several years the staff of Mann Library has struggled with big questions and decisions. We have been obliged to recognize that the decisions we make today provide the foundation for the research library of tomorrow. We may not be able to grasp the precise details of the research library of 2020, but we are committed to the responsibility of ensuring that its great ideal will be upheld. As we have made decisions for today, we have been conscious of posterity and of assuring that the ideal of the research library survives.

Distance learning is becoming more popular in the traditional university setting. The term “traditional” is used to denote the main full‐time approach to educational provision that has been evident in higher education. In this paper, we argue for the need to approach such flexible‐learning developments with a business‐planning approach. This is illustrated in two case‐studies where business planning was and was not used. Such a considered approach to full‐cost course development will ensure that a course delivered by distance‐learning mode is not seen by academic managers as a “cheap option”.

Conventional wisdom holds that the difference between entrepreneurs and managers is large, while uncertainty and risk are virtually interchangeable. Uncertainty and risk are treated as separate constructs and then real‐options thinking and prospect theory are drawn upon to determine how they affect the actions of entrepreneurs and managers. The purpose of this paper is to determine specifically, how the above constructs interact to affect the strategies entrepreneurs and managers are likely to adopt when undertaking new ventures.

The research uses deductive theorizing to build a theoretical model.

Contrary to conventional wisdom, it is concluded that the difference between entrepreneurs and managers is less than believed, while the effect of the difference between uncertainty and risk is larger. It is determined that entrepreneurs and managers use similar strategies when faced with similar conditions of uncertainty and when they have similar risk preferences. When environmental uncertainty is low, risk‐seeking entrepreneurs and managers will prefer licensing, whereas the risk averse will prefer wholly owned new ventures. When environmental uncertainty is neither high nor low, both risk‐averse and risk‐seeking entrepreneurs and managers will prefer alliances. When environmental uncertainty is high, risk‐averse entrepreneurs and managers will prefer licensing, whereas risk seekers will prefer wholly owned.

By separating uncertainty and risk, this research is able to show how their interactions become the drivers of strategic decisions by entrepreneurs and managers. This is new to the literature, and the work thus reveals an opportunity for further sophistication of strategy theory and an opportunity to reduce the barriers between theory on entrepreneurship and management theory.

The object of the paper is to analyse the justifications for the modification of police powers in response to terrorist threats, placing this issue in a European context.

The paper consists of a critical examination of provisions relating to terrorism emanating from the European Union and the Council of Europe (European Convention on Human Rights (ECHR)), and the relevant English law on police powers of stop and search, arrest, and detention.

Nothing in European law requires the amendments to police powers contained in English law; European law requires respect for human rights, even in dealing with terrorism; a shoot‐to‐kill policy is prohibited by the ECHR; and balance is an unsatisfactory method of resolving conflicts in this area.

The research was limited in its scope to certain areas of police powers, and to certain fundamental European documents. Future research should consider the issue in relation to wider areas.

It challenges the idea of balance between liberty and security, proposing a test based on necessity instead.

THIS number will appear at the beginning of the Leeds Conference. Although there is no evidence that the attendance will surpass the record attendance registered at the Birmingham Conference, there is every reason to believe that the attendance at Leeds will be very large. The year is one of importance in the history of the city, for it has marked the 300th anniversary of its charter. We hope that some of the festival spirit will survive into the week of the Conference. As a contributor has suggested on another page, we hope that all librarians who attend will do so with the determination to make the Conference one of the friendliest possible character. It has occasionally been pointed out that as the Association grows older it is liable to become more stilted and formal; that institutions and people become standardized and less dynamic. This, if it were true, would be a great pity.

Through addressing non-academic disabled employees in seven public universities in Egypt, the author aims to find out the main struggles facing disabled non-academic employees in their work context pre and post Covid-19.

The author employed a qualitative research method through semi-structured interviews with 28 disabled non-academic employees from seven universities in Egypt. The author subsequently used thematic analysis to determine the main ideas in the transcripts.

The author of the present paper has discovered the main struggles facing disabled non-academic employees in public universities in Egypt before and after the spread of Covid-19 and grouped them into the following three categories: macro-level struggles (government not serious about adopting a quota system, using disability quotas for political reasons, lack of understanding of the needs of disabled employees, poor infrastructure in work contexts), meso-level struggles (unaware of overqualified disabled employees, underrepresentation of disabled employees at senior administrative positions, assigning disabled employees unfair access to university resources) and micro-level struggles (disabled employees' lack of confidence in accepting promotion, inability of disabled employees to join informal networks and disabled employees' exposure to speech-related harassment).

This paper contributes by filling a gap in HR management and educational leadership, in which empirical studies on the struggles facing disabled non-academic employees in their work contexts have been limited so far.