Thesis--University of Illinois. / Facsim. of 1967 thesis produced by microfilm-xerography. Includes bibliographical references (leaves 88-91).

The purpose of the study was to investigate the leader behavior of library directors in medium size academic libraries and the influence of the director on selected goal setting activities and goal achievement. Hypotheses were developed to determine if relationships existed between: (1) the leader behavior of library directors as perceived by middle management supervisors and self-perceptions of leader behavior by the director; (2) the middle management perceptions of leader behavior of the directors and the existence of selected goals as perceived by middle --management supervisors; and (3) the middle management perceptions of leader behavior of the directors and the level of goal achievement as perceived by middle management supervisors. The population for the study was identified as medium size academic libraries associated with universities accredited by the North Central Association of Colleges and Secondary Schools. Directors and middle management supervisors in twenty-four universities participated in the study. Participants responded to the Leadership Behavior Description Questionnarie XII and a Selected List of Goal Setting Activities developed for the study. The Hotelling T2 and the Pearson Product-Moment Correlation Coefficient were used to analyze the data.FindingsThe LBDQ-XII mean scores for directors were higher on all subscales than the mean scores for subordinate supervisors.A significant difference was found in leader behavior of directors of academic libraries as perceived by subordinates and self-perceptions by the directors.The subscale of Consideration clearly contributed to the rejection of null Hypothesis I at the .05 level of significance.The subscales of Initiating Structure, Tolerance of Freedom, Production Emphasis, and Predictive Accuracy provided some evidence of a joint contribution to rejection of the hypothesis of no difference. However, the contribution was not great enough for any of the four factors to be independently significant with a critical value derived by application of a conservative Post Hoc t test at the .05 level of significance.Seventy-six percent of all responses for goal existence were circled yes.No correlation was found between middle management perceptions of library director behavior and perceptions about the existence of goals.An average score of 20.832 was observed for goal achievement for all participating libraries. The highest attainable score for achievement on all goals would have been 11.000 and the lowest 55.000.No correlation was found between middle management perceptions of library director behavior and perceptions about the level of goal achievement.Conclusions1. Directors of middle size academic libraries and subordinates do not agree on perceived behavior of library directors on either the Person or the System Dimensions. Library director perceptions are higher on the consideration factor of the People Dimension. Thatrelationships between the director and middle management supervisors as exhibited by trust, respect, and friendship, than are perceived by the middle management supervisors.2. The mean number of yes responses from each respondent indicates a general acceptance of selected goals in middle size academic libraries at the department level is, library directorsperceive stronger social.3. Based on the average response to goal achievement, middle management supervisors generally perceived that the selected goals are being achieved to a moderate degree in middle size academic libraries.4. The LBDQ-XII offers one method of examining the leadership style of an academic library director.

Thesis (A.M.L.S.)--University of Michigan, 1960. Cf. Library literature, 1961-1963, p. 698. / Includes "Staff members are people : a handbook of practical library psychology and philosophy" / Jeannette Roberts (leaves 1-7, 2nd group). Includes bibliographical references.

Thesis (Ed.D.)--Teachers Colloge, Columbia University, 1992. / Includes tables. Typescript; issued also on microfilm. Sponsor: Jack Mezirow. Dissertation Committee: Elizabeth Kassl. Includes bibliographical references (leaves 338-355).

The purpose of this research was to determine if an extended loan period, released tine, and incentive pay increased the student assistants' shelving and shelf-reading rates. The first quasi-experiment utilized loan, time, and pay given across the board as motivators. Because the population for this study was small, a questionnaire, intended to strenghten the study's results by identifying additional libraries which effectively use similar motivational techniques, was mailed to the forty private university libraries throughout Texas. A second questionnaire polled the student participants about their feelings about shelving and shelf-reading and about the motivators used in the study. The second quasi-experiment motivated the student assistants by pay tied to productivity. Gender, grade point average, and academic classification were control variables for this study.

This study investigated the effectiveness of staff training and development programmes and policies at the Unisa Library. The aim of the study was to establish how staff training and development needs were met and also how staff felt about the centralisation of the Human Resources Department. Self-administered questionnaires were distributed among the Unisa Library staff including the Unisa Branch Libraries. Interviews with four divisional managers were also conducted. Staff development is an ongoing process that, by means of a systematic approach, serves to orient, train, and develop each member of the library staff to work together and to serve their customers with the skills necessary to deliver a quality service. As a result, training can be viewed as an essential vehicle to efficient and effective performance by staff and also as a process that develops the skills, awareness or expertise of staff. This is important for both professional and non-professional employees. Chapter one of this dissertation provided the orientation of this study. Chapter two looked at how the study was conducted, including the research design and methods. Chapter three provided information on the legal aspects of training and development in the workplace and what employees need to be aware of and to know. Chapter four dealt with staff training and development and a literature survey. Chapter five gave an analysis and interpretation of the research findings. Chapter six described the situation at Unisa with respect to staff training and development, while in chapter seven recommendations were made based on the findings of this study. It was found that the personal development of staff was hindered as only job - related training is supported by the Library's STD workgroup. It is recommended that a training needs analysis be compiled in the Library based on the individual staff training requirements expressed during annual performance appraisals. Fifty percent of the staff who were surveyed thought it was good to centralise the Human Resources Department. / Information Science / M. A. (Information Science)

A common theme emerging in the library world today is that quality service in the library and information center is dependent on the quality performance of personnel. Prior to conducting performance appraisals, managers need to ascertain the core performance criteria for quality service provision. This study is important because academic libraries are undergoing radical changes with an emphasis on accountability. In particular, South African tertiary education is faced with dwindling resources and an increased emphasis on accountability. There appears to be no formal or informal guidelines for appraising the value of subject librarians performing information services in KwaZulu-Natal academic libraries. It is this problem which this study addressed. The problem investigated in this study is located in the following KwaZulu-Natal academic libraries: Durban Institute of Technology (DIT), Mangosuthu Technikon (Mantech), University of Durban-Westville (UDW) , University of Natal, Durban (UND) and University of NataL, Pietermaritzburg (UNP) and the University of Zululand (UniZul). The purpose of the study was to emphasize the importance of performance appraisals for subject librarians employed in KwaZulu-Natal academic libraries and develop initial guidelines for performance appraisals for subject librarians. The scope of this study is placed within the library human resource management perspective and deals with developing and training librarians for enhanced service delivery within the above tertiary institutions. Thirty nine subject librarians (from a total of forty three) were surveyed by means of a self administered questionnaire which was distributed via e-mail. The study was able to establish the important aspects of performance appraisal for subject librarians from the literature review, and to make recommendations in respect of developing guidelines for appraising subject librarians in academic libraries. An initial guideline for conducting performance appraisal for subject librarians in KwaZulu-Natal will consist of appraising job tasks, key performance areas (KPAs), determining the relevant competencies, skills and behaviour traits. The major findings of the study were that there appears to be generally a lack of commitment to performance appraisal in KwaZulu-Natal academic libraries. A large majority of the respondents indicated that their libraries did not have guidelines for performance appraisals of subject librarians. The important aspects of performance appraisal for subject librarians were identified in the study. Key performance areas (KPAs) for subject librarians comprised of reference services, instruction and teaching, management and organisation. The competencies included knowledge of the total information environment as well as customer services. The majority of the respondents indicated that patron surveys were the most important indicator of performance of subject librarians in KwaZulu-Natal academic libraries. / Thesis (M.I.S.)-University of KwaZulu-Natal, Pietermaritzburg, 2004.

This study investigated the effectiveness of staff training and development programmes and policies at the Unisa Library. The aim of the study was to establish how staff training and development needs were met and also how staff felt about the centralisation of the Human Resources Department. Self-administered questionnaires were distributed among the Unisa Library staff including the Unisa Branch Libraries. Interviews with four divisional managers were also conducted. Staff development is an ongoing process that, by means of a systematic approach, serves to orient, train, and develop each member of the library staff to work together and to serve their customers with the skills necessary to deliver a quality service. As a result, training can be viewed as an essential vehicle to efficient and effective performance by staff and also as a process that develops the skills, awareness or expertise of staff. This is important for both professional and non-professional employees. Chapter one of this dissertation provided the orientation of this study. Chapter two looked at how the study was conducted, including the research design and methods. Chapter three provided information on the legal aspects of training and development in the workplace and what employees need to be aware of and to know. Chapter four dealt with staff training and development and a literature survey. Chapter five gave an analysis and interpretation of the research findings. Chapter six described the situation at Unisa with respect to staff training and development, while in chapter seven recommendations were made based on the findings of this study. It was found that the personal development of staff was hindered as only job - related training is supported by the Library's STD workgroup. It is recommended that a training needs analysis be compiled in the Library based on the individual staff training requirements expressed during annual performance appraisals. Fifty percent of the staff who were surveyed thought it was good to centralise the Human Resources Department. / Information Science / M. A. (Information Science)

The efficiency and effectiveness of any library in delivering quality services to clients is not only dependent on how skilled the librarians are but also on how motivated they are. This study investigated factors which affect motivation of librarians in Central and Copperbelt Provinces of Zambia. The study was a survey design involving questionnaires and interview technique to obtain information. A whole population of 100 respondents was used to collect data. The survey combined qualitative and quantitative methods, qualitative data obtained from interviews were analysed by coding and regrouping similar themes using constant comparative techniques. Quantitative data from questionnaires were analysed by using statistical package for social sciences (SPSS). Study findings indicated that there were various factors which motivated librarians to do more work such as responsibilities, good salary, promotion and work achievement. However, further revelation showed that there is still need to reinforce these factors to enhance more motivation of librarians. / Information Science / M.A. (Information Science)

The efficiency and effectiveness of any library in delivering quality services to clients is not only dependent on how skilled the librarians are but also on how motivated they are. This study investigated factors which affect motivation of librarians in Central and Copperbelt Provinces of Zambia. The study was a survey design involving questionnaires and interview technique to obtain information. A whole population of 100 respondents was used to collect data. The survey combined qualitative and quantitative methods, qualitative data obtained from interviews were analysed by coding and regrouping similar themes using constant comparative techniques. Quantitative data from questionnaires were analysed by using statistical package for social sciences (SPSS). Study findings indicated that there were various factors which motivated librarians to do more work such as responsibilities, good salary, promotion and work achievement. However, further revelation showed that there is still need to reinforce these factors to enhance more motivation of librarians. / Information Science / M. A. (Information Science)