Library staff development at the University of Auckland Library – <i>Te Tumu Herenga</i>

Adams, Claudia

doi:10.1108/01435120911006557

Cited by 9 publications

(10 citation statements)

References 4 publications

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“…However, like Adams (2009) and Strachan et al (1994), two-thirds of participants also disagreed that there was a realistic career path that could be followed at their university. The results for career motivation and subjective discrimination support the Kaleidoscope Career Model (Sullivan & Mainiero, 2008),…”

Section: Career Motivationmentioning

confidence: 87%

Going up? Perceived career progress of female general staff across New Zealand universities

Ricketts

Pringle

2014

Journal of Higher Education Policy and Management

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This exploratory study of female general staff across New Zealand universities examined career motivation, subjective discrimination and home and occupational salience. Career development and aspirations and multiple home and community commitments were examined through a self-administered online questionnaire. Skill recognition, a good relationship with management and confidence in one's abilities contributed towards a positive career attitude. A perception of limited career opportunities at the participants' universities reduced the importance placed on work. Respondents, particularly those with postgraduate qualifications, were found to possess high levels of career motivation and occupational salience. Of research interest was whether the female general staff perceived additional barriers compared with female academic staff or their male general staff colleagues. Participants perceived role-based subjective discrimination when they compared themselves with female academic staff. A number of implications are discussed directed towards increasing positive career experiences.

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Section: Career Motivationmentioning

confidence: 87%

Going up? Perceived career progress of female general staff across New Zealand universities

Ricketts

Pringle

2014

Journal of Higher Education Policy and Management

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“…This requires an accessible service point, which will provide on-demand service, information, or action to aid the user in the carrying out of any service related activities. A good customer service is one of the basic tenets on which libraries operate (Adams, 2009).…”

Section: Library Help-desk or Customer Servicementioning

confidence: 99%

Designing User-Focused Marketing Culture in Academic Libraries: A Conceptual Outline

Hossain

2013

Journal of Library Administration

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To design an outline of a user-focused marketing model and its implication in academic libraries is the goal of this article. The determinants for the proposed model were primarily derived from the success factors of customer-focused marketing noted in earlier research, and views and insights from a number of allied constituencies in Bangladesh. Doing this job, the study used exploratory investigation in the form of executive interview, focus group discussion, and questionnaire survey. To examine reliability of the determinants "item-total correlation" was applied. The proposed model shows quality service has been seen as a direct result of the quality of library products, services, and service providers that leads to ensure user satisfaction and loyalty. It also demonstrates how users are the central theme from all functional perspectives of library services. The model emphasizes the quality improvement and operational efficiencies are to be working together to achieve a competitive advantage. The model may help librarians understand how to set the users as the central theme from all functional perspectives of the library services.

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“…Adams (2009) writing on “Library staff development at the University of Auckland Library” reported that, the University of Auckland Library introduced the first staff development library position in New Zealand in 1994. The university also had a strong culture of staff development with a number of groups providing development opportunities across the university.…”

Section: Literature Reviewmentioning

confidence: 99%

Professional development in private university libraries in Ghana

Dzandza

Akussah

2018

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Purpose There has been a significant change in the provision of library services due to the application of technology to every aspect of library services. This has posed a major challenge to library staff as they need to be abreast with current technologies and their application to library services. One means by which a librarian can overcome this challenge is through professional development (PD) programs. The purpose of this paper is to determine PD opportunities in private university libraries in Ghana. Design/methodology/approach A cross-sectional survey of 61 staff and interviews with 20 heads of libraries was conducted to collect data from 25 private universities in Ghana. Findings The study revealed that not all library staff in the private universities were allowed to attend PD programs. None of the private universities studied had a policy on PD and only three institutions made budgetary allocation to PD programs. Majority of the private universities did not have in-house PD programs and there were no means of knowledge sharing in most of the libraries studied. Originality/value In this paper, the researchers identified the major challenges encountered by library staff in private universities in Ghana and propose that librarians should see PD as a part of their own responsibility while, libraries should have a PD policy and make budgetary allocation toward PD.

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Library staff development at the University of Auckland Library – Te Tumu Herenga

Cited by 9 publications

References 4 publications

Going up? Perceived career progress of female general staff across New Zealand universities

Going up? Perceived career progress of female general staff across New Zealand universities

Designing User-Focused Marketing Culture in Academic Libraries: A Conceptual Outline

Professional development in private university libraries in Ghana

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