Artykuły w czasopismach na temat „Librarians”

Background of the study: The reflection of librarians is the efforts of librarians in understanding their actions. Librarian's reflection is one of the effort to evaluating. Also to identifying learning from the actions taken. Purpose: This study aims to identify the reflection librarians in driving the phenomenon. Method: This study uses a qualitative interpretive phenomenological approach. The informant is the librarian public libraries was select by purposive sampling. Findings: The reflection of librarians is learning in doing work. Based on the four stages, librarians can identify new knowledge and abilities. Librarians play an important role in facilitating the information needs of the community. The role of librarians in defining community problems is key. So, the services facilitated by libraries are under the conditions of the community. Conclusion: The reflection involves librarian awareness actions. Librarians are always direct towards phenomena or also called intentionality. This action then generates new knowledge and skills. Suggestions for librarians is that librarians must get out of the routine of library technical activities. Librarians must have interpersonal skills. Librarian also must have the ability to understand community psychology and organizational dynamics.

Background of the study: The college library is the heart of higher education. In the era of information technology today the needs and desires of the settlers vary and change. Librarians are required to be creative and have competence when managing libraries and serving the users. Librarians must develop better performance by paying attention to the quality of service to users. Purpose: The research aims to determine creativity to improve the service and performance of the librarian. Method: This research uses qualitative method. Findings: The results of this research are the efforts of the librarian in increasing the creativity of the librarian's performance, which can be seen from the skills and abilities gained by the librarians through a formal education of the libraries D3, S1 and S2. In addition to increasing the knowledge and insight of librarians write scientific works. Librarians also participate in and hold training, workshops, socialization and book reviews. Conclusion: The organizational environment encourages creativity such as awards given to librarians that can be seen in the performance and aspects of librarian behavior used to calculate incentives. In addition, the support of the leadership and the good team work also affects the creativity of the librarians.

Starting in 1988, the Indonesian government has authorized the librarian profession to become a functional position. Functional positions are regulated gradually, and finally with the decision of KEMENPAN RB 132/KEP/M.PAN/12/2002 concerning Functional Librarians. As a profession that the state has recognized, librarians must be responsible for all actions both of fellow librarian professions, organizations, and to themselves. Each member of the Indonesian Librarian Association is responsible for implementing the code of ethics in the highest standards for the needs of users, professions, libraries, professional organizations, and the community. Librarians must not only know about the librarian’s code of ethics, but librarians must also implement it. The purpose of this study is to determine the perception of students class of the 2019 library and information science study program on the importance of implementing the librarian code of ethics. Later, it can provide knowledge to libraries, especially in Indonesia about the importance of implementing a librarian code of ethics. The method used in this study is descriptive with a quantitative approach. The results showed that students of library and information science study program class of 2019 Indonesian Educational University strongly agreed to implement the librarian code of ethics according to IPI with results above 85%. The implementation of the code of ethics will impact the library and the librarian for the achievement of the shared goals of the library.

Purpose The purpose of this study is to carry out the demographic evaluation and analysis of the entrepreneurial orientation of librarians in Iranian public libraries using the Lumpkin and Dess model. Design/methodology/approach In this study, a structured questionnaire of entrepreneurial orientation was used. The research population consisted of 5,000 librarians of Iranian public libraries who were selected using Krejcie and Morgan table (95% confidence level and p-value of 5%) and stratified the random sampling method. A total of 365 individuals were selected as the study sample. Data were analyzed by SPSS software using descriptive statistics (frequency, percent, mean, standard deviation and standard error mean) as well as inferential statistics (Pearson correlation, one-sample t-test, independent samples t-test and ANOVA. Findings The results showed that the mean level of entrepreneurial orientation of librarians was 2.92 with an average level (µ = 3). Librarians were at an average level (µ = 3) in terms of components of innovativeness (2.98), risk-taking (2.93) and proactiveness (3.02). The status of the autonomy component (2.53) was at an undesirable level (3 < µ), and only the competitive aggressiveness status (3.12) was at the desirable level (3 < µ). The analysis of the librarian’s entrepreneurial orientation based on demographic characteristics indicated that the male librarian’s entrepreneurial orientation was higher than the female librarian’s (p-value = 0.039). Meantime, librarians with library and information science degrees have less entrepreneurial orientation than the librarians with other (non-librarian and information science) degrees (p-value = 0.01). Also, the higher the librarian’s degree, the lower their entrepreneurial orientation will be (p-value = 0.000). In addition, there was no significant relationship between librarians’ age (p-value = 0.14), marital status (p-value = 0.15) or work experience (p-value = 0.388) and their entrepreneurial orientation. Practical implications Entrepreneurial orientation is one of the significant concepts in entrepreneurship of organizations. Accordingly, studying the concept of entrepreneurial orientation and formulating an appropriate strategy is of great importance in improving the performance of libraries because libraries can be more useful and appealing to library members by enhancing the entrepreneurial orientation of librarians, delivering new, unique and tailor-made services to users’ needs. Originality/value Not much research has been carried out on entrepreneurship in library and information sciences. To the best of the authors’ knowledge, this is the first study to examine the entrepreneurial orientation of librarians based on their demographic characteristics.

Information repackaging is one of the library's efforts to meet users' information needs in the new normal era. Libraries need to prepare various strategies in providing repackaging products as a library service innovation. This research aimed to describe various aspects and stages of library strategy design in information repackaging in the New normal era. The research used a qualitative approach through literature studies research methods. The results showed that libraries and librarians in the new normal era needed to pay attention to various aspects and stages in designing a digital information repackaging strategy. Aspects of the information repackaging strategy include determining the source of packaging information, types of information repackaging products, and information repackaging methods. Libraries carry out information repackaging strategies by making information repackaging the library’s flagship program and the librarian's main job, understanding the information behavior of the library's native digital users, disseminating digital information packages through social media and collaborative networks, changing the librarian’s role into social librarians and public knowledge and implementing a Marketing and Public Relations (MPR) strategy to disseminate information repackaged products to users. The head of the library plays an important role in supporting librarians in carrying out information repackaging activities. This research concludes that the librarian strategy of repacking information in the new normal era is needed to improve library services that are more creative, interactive, and innovative, in accordance with the user's information needs.

<p>Human resource development is the personnel development activities in order to meet the desired career plan. Librarians in the organization of the library is expected to develop its potential. For that, it takes several factors in the career development of librarians and can not be denied that there will be issues in it. For development factors, including 1) fairness in career librarians; 2) care and supervision of a body builder; 3) awareness of career opportunities; 4) interest librarian; 5) librarian career satisfaction. While the issues in the career development of librarians, among them 1) membership librarian; 2) doubt in promotion; 3) the enforceability of the career development of librarians; 4) career opportunities for librarians; 5) diversity librarian position; 6) promotion of librarians; 7) the organization’s commitment to a career librarian.</p><p>Keywords: librarian’s career, development, issue</p>

Purpose The purpose of this paper is to examine the concept of mentoring of young librarians in South East Nigeria so as to improve their research and scholarly publications. Design/methodology/approach The study confined its scope to 135 librarians in the five different federal universities in South East Nigeria. In all, 100 (80 percent) of the librarians were sampled. The instrument for data collection was questionnaire which contained 30 items derived from the research questions. The descriptive survey research design was used as research method. Librarians were grouped into young librarians (assistant librarian and librarian II) and higher librarians (librarian I, senior librarian, principal librarian, deputy university librarian and university librarian); for a comprehensive analysis of the study. Findings The findings of the study among others reveals that young librarians are a bit knowledgeable and conversant about the term “mentoring” but not equitable when compared to that of other higher librarians in matters of scholarly publication. Also there is evidence of mentoring in place in these libraries for boosting the research prowess of librarians, but in an informal form. The librarians believed that most times the mentee’s inability to open up during interaction, and unconstructive criticisms from mentors to their mentees; are serious challenges to successful mentoring for improved scholarly publications. Originality/value Research studies focusing on mentoring young librarians on research and scholarly publications in Nigeria, are rare. Furthermore, librarians are not conversant with the concept of mentoring and which mentoring practices and programs are currently in place in their libraries to boost their research prowess. Also, adopting a mentor and what to expect from both mentors and mentees concerning research publications are salient areas explored in the work. This study will raise important issues that relate to research publications of both librarians and other academic researchers especially in this research impact-factor driven world of ours.

This study aims to determine the competence of librarians, which will certainly have a major influence on the development of libraries, supported by a slim-based information technology system, to what extent librarians' competence through the application of automation using window theory contains three indicators, namely: knowledge, skills and attitudes. This research uses descriptive qualitative method with interview techniques. Based on the results, the implementation of this automation system can make it easier for librarians to complete their tasks. The school librarian participates in various activities such as practices that are followed during lectures, training and other seminars organized by the government for those who do not have a library educational background. This can increase the librarian's competence after carrying out these activities. At the time of implementing this automation system, librarians experience several problems, such as unstable internet networks, inadequate computers, and computers that often interfere with data loss, therefore librarians still apply manual systems.

Digital library dealt with information communication technology (ICT) infrastructures that is different from manual library infrastructure. Digital library is the growing demand in contrast to manual library, which demanded for systems' librarians or digital librarians. The collected data from seven libraries in Nepal to examine the availability of Systems' librarian manpower provided no light of hope. Those libraries were selected using convenient judgmental sampling through a short interview with currently available librarians about the concept of a Systems' librarian. Digitally skilled and responsible for digital data management personnel was defined as systems' librarians who have the necessary knowledge and skills in library software, networking, data entry, and troubleshooting of ICT-related issues. The study found that out of the seven libraries, only two had systems' librarians, yet their designation was not pin-pointedly named as' systems' librarian'. While others lacked the required manpower. The study also revealed that there were no Systems' Librarians in any of the libraries. The respondents' attitudes and perceptions towards the Systems' Librarian concept varied, with some accepting it as adaptable, acceptable, and appreciable. The study recommended for the recruitment of Systems' Librarians in Nepal as the library’s resources adopted the concept of paperless and library-without-wall. The lack of concerned manpower to look after electronic resources could lead to serious problems, and it's time for the Nepal Library Association and stake holders to advocate for the specialized manpower for the post of Systems' Librarian (also called digital librarian) and generate skilled manpower.

The term "metaverse" is generally used to describe the shared virtual environment that is formed as a result of the collision between virtual and physical realities. As the Metaverse continues to evolve, libraries are faced with both new opportunities and challenges, which call for a fresh set of skills from librarians. The study therefore investigates Librarian’s perception and skill sets for the use of metaverse in universities in Nigeria. The population includes all librarians in Nigeria. Data were gathered via an online questionnaire that was distributed to respondents through Nigerian Library Association state chapter WhatsApp groups across Nigeria. 162 online responses were received, only 148 were valid and used for the analysis. Mean scores were used to analyze the data. Results of the analysis show that librarians perceived that metaverse promote virtual tours, improve accessibility for people with disability, promote virtual learning spaces and enhance information retrieval. The skills set librarians possess for the uses of metaverse in libraries were Computer literacy skill, Collaboration skill while, digital marketing skills, technical proficiency skills were not possessed by librarians. Librarians perceived challenges were High Investment cost, Shortage of trained personnel, mental health issues, Privacy and security challenge. The study suggested, among other things, that Librarians should engage in ongoing professional development programs to stay abreast of emerging trends and technologies and librarians should advocate for institutional support and investment in metaverse technologies. Keywords: Librarian, Perception, Skills, Metaverse Technology, Library, Nigeria.

ABSTRACTThe librarian's code of ethics is the key to customer service satisfaction. Professional librarians must have high integrity with the ability and expertise of their field and have a personality by the values of the professional code of ethics. Purpose Research. This study aimed to determine the application of the librarian's code ethics in the library of SMP Negeri 1 Sumberrejo in serving the users and explain what obstacles were experienced by librarians in implementing the librarian's code ethics. Methods. The qualitative approach is the method used in this research. Data collection techniques using interviews, observation, and documentation. Two informants were interviewed, namely the head of the library and the librarian. Result. The result of this research is that application of the librarian's code ethics in the SMP Negeri 1 Sumberrejo is still not optimal. The librarian's response is not good when communicating with the users in providing services, and the librarian is not firm when library facilities are misused. Conclusion. Librarians still face obstacles from internal factors, and librarians do not understand the librarian's code of ethics and the varying level of librarian education. External factors are the lack of socialization regarding the librarian's code of ethics and the lack of strict sanctions violating the code of ethics. Keywords: Code of Ethics; Librarian; School Library

This research discusses the role of librarians in managing libraries during the corona virus pandemic. The corona epidemic is an epidemic of globalization that cripples all access to services, including library services. Library services are a central aspect that will support the dissemination of the latest information related to the corona virus while maintaining the health and safety of readers through new innovations in the role of librarians in open access libraries. This research is a library research or library research that utilizes all journal literature related to librarian pran in developing pandemic service through online services and maximizing the librarian's function and role as an information management center. The results showed that many libraries have closed due to the epidemic, but many libraries have also opened online services so that online and offline visitor data is not too significant. It seems that the government provides more innovative means to support the innovative thinking of librarians in order to create online services that are more optimal, safe, healthy and environmentally friendly.

Librarians who work in research institute libraries are required to serve researchers optimally. To improve librarian services, it is necessary to innovate service development. Based on these problems, a librarian innovation study was conducted in the development of research library services at the National Research and Innovation Agency. The study aims to determine the innovation of librarians in the development of research library services; Providing online journal services and socializing online journal databases. The method used in this study for writing this article is through the method of observation and literature study. The results of the study indicate that the librarian's innovation in service development in the library is by developing services through intrabrin in providing services. The innovations developed include bibliometric services, literature review services, data visualization services and national scientific repository assistance services. To improve research results, librarians also provide online journal services that are subscribed to and conduct socialization for all research centers at BRIN.

The attitude of librarians in providing services or collaboration between librarians and institutions as well as contributions to libraries is very closely related to the implementation of the librarian's code of ethics. In its implementation, it is known that the librarian code of ethics are rules or norms that must be obeyed by librarians to maintain their dignity, image and profession in providing services to users. This research aims to find out how the librarian code of ethics is implemented, in the Technical Implementation Unit (UPT) of the Sulthan Thaha Saifuddin Jambi State Islamic University Library. The method used in this research is descriptive qualitative. The technique used in determining informants is purposive sampling or direct determination. Meanwhile, data collection techniques are through observation, interviews and documentation at the UPT Library of the Sulthan Thaha Saifuddin Jambi State Islamic University. The results of this research show that. the implementation of the librarian code of ethics at the UPT UIN Sulthan Thaha Saifuddin Jambi Library is not optimal. This can be seen from the fact that several codes of ethics cannot be implemented in accordance with the rules and norms contained in the code of ethics. The obstacle faced is that librarians do not yet realize the importance of implementing a code of ethics in carrying out their duties. Efforts have been made by the head of the library by holding further training or training for librarians so that librarians increase their knowledge and insight into the code of ethics so that they are expected to be able to implement the code of ethics. Meanwhile, the efforts made by librarians are to deepen knowledge regarding the duties and functions of being a librarian and increase skills so that they can improve performance and implement the code of ethics.

The purpose of this study was to find out how the application of the librarian's code of ethics at the Medan City Library and Archives Service. This research method uses a qualitative method with a descriptive approach. In this study, there were 6 informants who worked in the library as librarians by using purposive sampling. The object of this research is the Medan City Library and Archives Service. The collection techniques used are observation, interviews and documentation studies. The analysis technique used in this research is data reduction, data presentation and conclusion. The results of this study are that at the City Library and Archives Service the librarians have implemented the Librarian Code of Ethics from the basic attitudes of librarians and some librarian rules, Inhibiting and Supporting Factors from this research there are obstacles where there are some librarians who do not have a librarian background so that this becomes an inhibiting factor in implementing the Librarian Code of Ethics in which there are some librarians who do not participate in the Indonesian Librarians Association, while the supporting factors for the Implementation of the Librarian Code of Ethics with the management of librarians are able to apply because they understand well the existing rules. Keywords: Librarian, Librarian Code of Ethics.

As a result of the Covid-19 outbreak, libraries must change their habits and order in providing library services. Library services, which were initially carried out in person or on the spot, were turned into online services to facilitate and provide convenience for users and librarians. Librarians are expected to be more creative in creating new innovations in providing online services to users. Librarians must still be able to provide excellent service to users even with various existing limitations, both librarians, infrastructure, and library collections. In the midst of the limitations of excellent service, the librarian is the key to this excellent service. Librarians must have a brand. How the librarian shows brand personality, brand-ability, brand value, and has a stimulus that produces positive perceptions. The brand of personality to build is one that is friendly, cooperative, forgiving, understanding, and good on good terms with other people. Librarians must also hone their brand personality in terms of being systematic, careful, thorough, responsible, and disciplined. Librarians should also have less negative emotionality, so that they are relatively balanced, calm, steadfast, and feel safe. Librarians must be sociable, articulate, assertive, and open to new relationships. besides that the librarian must have a high, to listen to new ideas and change ideas. The brand of librarian abilities that must be built is solving problems systematically, being able to find and finding creative and original ideas, managing people, coordinating with other people or teamwork, regulating and controlling emotions, being able to draw decisions, under any conditions, have a service or service orientation, negotiate, have cognitive flexibility or are able to think spontaneously in response to adjusting to situational needs. The librarian's brand value that must be built is the value of integrity and leadership. In terms of integrity, librarians must value honesty in speaking and acting; be able to balance/be consistent between thoughts, words, and actions; fair in treating others; have a high dedication to the institution; can always be trusted in carrying out the mandate and carrying out daily tasks. In addition to leadership, librarians must build teamwork in order to generate new ideas, ideas, suggestions so that work goals can be implemented.

The main problem in this thesis is the role of the librarian in improving the information retrieval system in the school library of SMA N 1 Bukit Sundi. This study aims to identify and explain the role of librarians in information retrieval systems, and what obstacles are faced by librarians and users in information retrieval systems.The research method used in this research is the method qualitative research using descriptive type. Collection technique The data used are observation, interviews, and documentation. Technique The data analysis used is data reduction, data presentation, data withdrawal conclusion and verification. Guarantee the validity of the data in this study using triangulation of techniques, sources and time. The results of the study concluded that the librarian plays an important role in the information retrieval system. The role of the librarian in the information retrieval system is generally in the processing section such as cataloging, classifying library materials, and determining subject headings to facilitate data entry and information retrieval in the retrieval system. In addition, in terms of processing library materials, book inventory activities, labeling, barcode attachment, and book bag attachment are also carried out. In the service section, the librarian's role is more about returning and borrowing library materials,provide guidance to users regarding procedures for information retrieval, use of libraries, use of independent services and librarians also serve users if someone comes directly to ask the librarian about the information needed quickly and accurately. Librarians also act as educators (educators) as educational librarians, providing education such as mini-meetings once a year to provide education to users on how to use catalogs, managers, administrators, and also supervisors in information retrieval systems.Keywords: Librarian, Retrieval System

Purpose Research. The librarian profession has often been underestimated. Several studies regarding the media that represents librarians depict the profession negatively. Positive representation is needed to depict the ideal figure of a librarian to reduce the developing negative stereotypes of librarians. This research aims to identify the representation of librarians in the character Myne (Urano Motosu), the main character with a high librarian spirit who carries out her duties as a church librarian. Research Methods. The research method used is Roland Barthes' semiotics. Result. This research shows that Myne's appearance as a librarian uses a vintage style, no glasses, and half-space bun hair. Myne is described as having a superior character as a librarian and can represent the ideal librarian figure. Myne's librarian's weakness is that she has low social experience. However, over time, he was able to adapt and finally eliminate these shortcomings. Conclusions. Myne represents the ideal librarian so that librarians and librarian professional organizations can use her as a role model. Keywords: Representation; librarian; semiotics; anime

This study investigated Librarian’s awareness of, and attitude towards deployment of cloud computing technologies in university libraries in South-South Nigeria. The study employed the descriptive survey research design with the study population of 246 Librarians in South-South Nigeria. The 246 librarians were enumerated with a response rate of 190 (77%). The instrument for the collection of data was the questionnaire titled “Librarians Awareness of, and Attitude towards Deployment of Cloud Computing Technologies Questionnaire” (LAATDCCTQ). The data was analyzed using mean and standard deviation. The result revealed that, librarians in university libraries in South-South Nigeria have low level of awareness of cloud computing technology. Librarians attitude towards deployment of cloud computing technologies in university libraries in South-South Nigeria is high respectively. The study recommended that librarians should organize workshops on the awareness of cloud computing technology in application to library services for library professionals. Also, sufficient funding, training and re-training of librarians should be made available by the appropriate authorities’ development and application of technology services in university libraries.

Objective – To assess how the age, gender, and race characteristics of library users affect their perceptions of the approachability of reference librarians with similar or different demographic characteristics. Design – Image rating survey. Setting – Large, three-campus university system in the United States. Subjects – There were 449 students, staff, and faculty of different ages, gender, and race. Methods – In an online survey respondents were presented with images of hypothetical librarians and asked to evaluate their approachability, using a scale from 1 to 10. The images showed librarians with neutral emotional expressions against a standardized, neutral background. The librarians’ age, gender, and race were systematically varied. Only White, African American, and Asian American librarians were shown. Afterwards respondents were asked to identify their own age, gender, race, and status. Main Results – Respondents perceived female librarians as more approachable than male librarians, maybe due to expectations caused by the female librarian stereotype. They found librarians of their own age group more approachable. African American respondents scored African American librarians as more approachable, whereas Whites expressed no significant variation when rating the approachability of librarians of different races. Thus, African Americans demonstrated strong in-group bias but Whites manifested colour blindness – possibly a strategy to avoid the appearance of racial bias. Asian Americans rated African American librarians lower than White librarians. Conclusion – This study demonstrates that visible demographic characteristics matter in people’s first impressions of librarians. Findings confirm that diversity initiatives are needed in academic libraries to ensure that all users feel welcome and are encouraged to approach librarians. Regarding gender, programs that deflate the female librarian stereotype may help improve the approachability image of male librarians. Academic libraries should staff the reference desk with individuals covering a wide range of ages, including college-aged interns, whom traditional age students find most approachable. Libraries should also build a racially diverse staff to meet the needs of a racially diverse user population. Since first impressions have lasting effects on the development of social relationships, structural diversity should be a priority for libraries’ diversity programs.

This study aims to see the extent of the librarian's form of communication and its impact on user satisfaction in the IAIN Kediri Library. The theory used is librarian communication and user satisfaction. Using a qualitative approach, this study resulted in the conclusion that the form of communication of IAIN Kediri librarians was very good and had a good impact on users. The majority of users feel that librarians are always fast and responsive in assisting students in finding information in the library, librarians prioritize the interests of students who need help, librarians are willing and patient in serving students, librarians do circulation services well, and librarians provide services according to the promised time

Library is an institution that can not be separated from the role of librarians. Library dependence to the librarian is seen almost in the whole library complexity. Starting from planning, organizing, leadership, and control. Through this writing the authors will contribute a more real attachment between librarians and libraries. Based on some literature proves that between librarian and library can not stand alone. Starting from the management, service products and aspects of library accreditation assessment, librarians are instrumental in contributing enormously. Because of this dependence illustrates that the quality of the library will be seen from the quality of the librarian profession.

Job satisfaction is simply how a person feels regarding their work r job High sense of job satisfaction among librarians always results to higher productivity in Public libraries (Yaya, 2019). The study’s aim was to relate extensiveness of job satisfaction in Kenyan public libraries based on gender of the librarian. The study aims at finding out the gender perspectives on job satisfaction of librarians at Kenya National Library Service (KNLS). The study establish how pay, promotion, supervision and working conditions and gender affects job satisfaction and motivation between female and male librarians. Descriptive survey design method was adopted allow for an extensive review of the study phenomenon. Cluster sampling was used to select 8 KNLS branch libraries from the 8 regions in Kenya namely; Eastern, Western, Nairobi, Rift valley, Nyanza, North Eastern, Costal and Central region. Simple random sampling was applied to pick one library in regions with more than one KNLS branch libraries. The Sample size studied was made of 120 librarians; 69 female librarians and 51 male librarians. Primary data was collected using questionnaires from both female and male librarians at KNLS. Collected data was processed and analysed using descriptive and Pearson chi square was used to test the difference between female and male librarians’ perspectives on job satisfaction and motivation. The mean of job satisfaction on pay, promotion, supervision as well as working conditions were higher among the females (3.733, 3.9533, 39533 3.6286 respectively) than the males (3.6963, 3.8711, 3.9181 and 4.0357 respectively). The research findings indicate that there was no significant difference on job satisfaction between female and male librarians at Kenya National Library Service. The study also concluded that there is no significant difference in the overall job satisfaction. It is however essential that librarian are treated equally irrespective of their gender.

This paper aims to analyze the role of teacher librarians as agents of information literacy at Madania Parung Elementary School, Bogor. Librarians are information literacy agents in libraries. As the "agents", librarians have duties and responsibilities to users in information literacy. The teacher librarian as an information literacy agent has duties and responsibilities to its users, especially students to be information literate through the activities carried out. The Madania school library has a teacher librarian who can create information literate users from an early age. Therefore, this study examines the role of teacher librarians in information literacy. The research method used is qualitative with phenomenological methods. The results of the study can be seen as the teacher librarian is an information literacy agent at the Madania Parung Elementary School, Bogor. This can be seen from the three main roles of teacher librarians, namely teacher librarians as curriculum leaders; teacher librarians as information specialists; and teacher librarians as managers of information services. These three roles can be realized in activities carried out by teacher librarians, namely library classes, best readers, storytelling, and library tours by collaborating with various parties, both internal to the school and externally through collaboration with schools in the Bogor environment.

This study aims to determine the readiness of the professional competence of librarians in the development and development of iKuansing in the Dispersip Kuansing. The results of this study are presented in accordance with Sudarsono's theory, namely the readiness of the professional competence of librarians. The method used in this research is a descriptive qualitative research method with data collection techniques of observation, interviews and documentation. In this study, researchers used data analysis techniques through three stages, namely data reduction, data presentation, and verification/drawing conclusions. To test the credibility of the data, triangulation technique was used. The result of this research is qualitative research. Data analysis is descriptive. The research subject is the iKuansing application, staff and librarians at Dispersip money. The object of this research is the readiness of the librarian's professional competence in the development and development of iKuansing. The results of this study are the iKuansing in the Dispersip Kuansing consisting of 10 indicators, according to the informant's perception 8 of the competencies already possessed by the librarian are: librarians have been able to create and manage efficient digital technology, librarians are able to monitor, filter, and select up-to-date, librarians have knowledge and management skills of Pusdokinfo, librarians are able to provide user education, librarians use information technology for information distribution, librarians able to develop information products that can be used anywhere, librarians are able to continuously update information services, librarians are able to understand the ethics of cyberspace already owned by librarians. Meanwhile, there are two indicators that do not have readiness, namely: librarians have not been able to assess the needs of users on a regular basis because librarians have not provided space for users to provide input and suggestions as evaluation material for librarians and libraries. Librarians have not been able to communicate information services to the leadership because iKuansing is an activity program that has been designed by the library planning department.

This study was to determine the impact of remuneration and work environment on librarian’s job performance in public libraries in Akwa Ibom and Cross River States. Two purposes of the study, and two research questions were formulated. The correlational research design was used for the study. The population of the study consisted of 98 librarians drawn from public libraries in Akwa Ibom and Cross River States. Fifty-nine (59) librarians constituted the sample size using Pearson Product Moment Correlation (PPMC). Questionnaire was used to collect data for the study. Data collected were analysed using Pearson Product Moment Correlation to answer the research questions. The findings from the data analysis showed that the remuneration and work environment have significant influence on librarians’ job performances in public libraries in Akwa Ibom and Cross River States. Based on the findings, it was showed that remuneration and work environment determine librarian’s job performance in public libraries in Akwa Ibom and Cross River States. The study recommended that Governments and management of public libraries should provide good salary packages and additional incentives in order to encourage librarians to be committed and dedicated to their required duties. Also, Government should provide librarians with conducive work environment so that they will be committed and dedicated to their duties effectively and efficiently, and this would facilitate higher productivity.

<p><em>This research aims to determine strategies for developing librarian competency as well as supporting and inhibiting factors for developing librarian competency in the Pontianak City State University Library. The method for exploring data in the field uses interviews and observations using the case study method with qualitative descriptive analysis. The informants used were the heads of libraries from the three universities and 2 librarians each in each college library. The results of the research show that the problems found in three State University libraries in Pontianak City include the low skills of librarians in using technology and the problem of educational qualifications of leaders who do not meet the standards for running university libraries in 2015 and 2017. Conclusions from the research show that the strategy is carried out through competency certification for equality as well as through training, workshops, national seminars in the field of librarians, becoming members of the IPI, and involving librarians in competitions for outstanding librarians. Efforts to improve librarian competence include leadership support and the availability of funds. Meanwhile, the inhibiting factor is a lack of awareness of increasing competence through education and support from the work environment.</em></p><p align="justify"><em><br /></em><em></em></p>

New public librarians will get a solid return on their investment with Barbara A. Alvarez’s new release, Embedded Business Librarianship for the Public Librarian. Alvarez offers libraries a step-by-step guide to make business services in public libraries a success. As Alvarez points out, not all public librarians have business degrees, and providing business services in public libraries can be daunting to those new to the profession. Luckily, this primer by Alvarez, who served as a business liaison librarian, gives the rest of us a guide for serving as an embedded librarian for the business sector through organized and systematic involvement in the community.

This study aimed to examine the current conditions of reading advisory services of hospital libraries, to conduct survey on the librarian’s of recognotionn about reading advisory services, and based on the results of this survey, to provide basic data for reading advisory services of hospital libraries. To do this, email survey was conducted on 93 librarians of 80 hospital libraries among the member libraries of The Korean Medical Library Association, and 62 librarians of 50 hospitals responded to the survey and 2 responses from the administrative job group were excluded from those responses, so a total of 60 copies of responses were used for the final analysis. In this research, first, after investigating the current conditions of what kinds of reading support service the hospital libraries provide for the patients, the frequency analysis was conducted. The results of the analysis showed was very low with. Second, after investigating the questions about the perception of, and hindering factors for, the librarians’ reading support services, completing reading education courses, improvement of the system, establishing the support cooperation system, the frequency analysis, T-Test, ANOVA analysis were conducted. It can be seen that the librarians in the hospital libraries perceive highly of providing reading support services for the patients. It also can be seen that in order to provide the reading support services, In addition, the librarian’s desire to activate the reading support service is as follows: First, librarian’s recognition and attitude change, second, system improvement, and third, and third, the librarian’s reading education course is very important factor.

Many issues in academic library practice and research are affected by staffing patterns. To provide an overview of librarian distribution among large, medium, and small institutions, librarian to nonlibrarian ratios, and ratios of library staff to students and faculty, a database comprising 1,380 four-year nonspecialized U.S. academic institutions was constructed. Among other findings, these descriptive data show that academic librarians are distributed bimodally, with a few large libraries employing about half of all academic librarians. Findings concerning librarians, institutions, and staffing ratios by library size, Carnegie classification, and control are presented.

Abstract Objectives – The main objectives of this study were the following: • to analyze the career path and career movement of librarians in Korea • to identify and compare factors influencing the career movement path of chief librarians in public libraries and other librarians • to determine library positions’ turnover rates, average career retention, career reinstatement, proximity between careers, and proximity between different libraries Design – Survey questionnaire. Setting – One survey conducted in college libraries, public libraries, special libraries, school libraries, and library-related service providers in Korea, and another in public libraries in Korea, targeting chief librarians only. Subjects – Librarians were identified from the 2008 Korean Library Yearbook published by the Korean Library Association. Also, more survey recipients in the ‘other category’ were identified through Internet search, directory search, and library ads. A total of 816 librarians participated in the survey. The breakdowns of participants based on the type of library they were working at are the following: First survey: • 282 Public librarians • 268 University librarians • 24 Special librarians • 25 School librarians • 15 Other librarians Second survey: • 202 Chief librarians at public libraries Methods – A total of 2179 questionnaires were distributed twice in May 2009 via mail to different libraries. Postage paid envelopes were provided. A phone call reminder was made to increase the response rate. 614 copies were returned. The total response rate for the survey was 28.18%. The highest response rate was from academic libraries with a total of 37.17% (Table 2 in the article). Six hundred and forty three copies of the questionnaire were sent out to chief librarians and the response rate was 31.42%. The SAS statistical package was used for conducting statistical analysis of the data. The content areas covered in the two questionnaires are listed below in Table 1 [see Table 1 in fulltext]. In order to investigate the career movement path of librarians, participants were asked to identify their current job position plus the first three positions before the current position. Each position equals one phase in the librarians’ career path analysis. The jobs were broadly categorized into public libraries, university libraries, special libraries, schools and school libraries, database and content builders, library automation system developers, MARC companies, agencies, Internet portals, library supply companies, and others. Main Results – The data obtained from those items italicized in Table 1 were used to compare factors influencing the career movement path of chief librarians in public libraries and librarians. The survey results on differences in gender show that most chief librarians (58.9%) were men compare to women (41.1%), while the ratio of women to men librarians is 2:5. Therefore, it is more likely that male librarians decide to become chief librarians. Analyzing the age of respondents indicates that it takes 20 years of library experience before one becomes a chief librarian. Survey results on differences in the final academic degree between librarians and chief librarians show that more librarians (96.7%) held higher graduate degree compare to chief librarians (87.6%) (results calculated form Table 7 - p. 333). Likewise, there are more librarians who studied library and information science (83.3%) compare to chief librarians (55.9%) (Table 8). Comparing the type of certificates held by two groups, it is evident that 26.7% of chief librarians do not have any library related certificates compare to 5.9% of librarians. The survey results suggest that both librarians and chief librarians make effort to increase their knowledge and skills. While librarians spend more time to improve operational aptitude and personal management, chief librarians identify themselves as hard working individuals. The study conducted a simple analysis on factors influencing the career movement of librarians and chief librarians. Those factors differ greatly between librarians and chief librarians. While 25.5% of librarians rank compensation and working conditions as the most important factors, 19.2% of chief librarians report organizational culture as the main motivating factor. Based on the percentage of initial career selected in each job category, the most frequent career paths taken by librarians and chief librarians were identified. A total of 92.9% of public librarians reported that their whole career path was indeed in public libraries. In addition, the average length of service by career movement phase was identified to get shorter from the initial to fourth career for librarians while they intent to stay at their current position the longest (157.8 months). On the other hand, chief librarians have one main career in which they have stayed the longest (116 months). This main career is the position immediately prior to the current job position. The main results of this article are summarized in table 21, based on numbers presented in the tables 12 to 20 in the article. The lowest and highest turnovers were among public librarians (7.1%) and library automation system developer and information professionals at MARC companies (100%). Conversely, the retention rates for all other jobs were also determined. 6.2% of school librarians returned to school libraries after working in other types of libraries. This is the highest rate for returning to the previous job. The proximity between different types of careers was analyzed based on combining the numbers of instances of career movement from the initial to the forth career. The highest rate of proximity is always the movement between the same types of career. The two highest (not same career type) career movements are university library and public library (2.65%) and university library and special library (2.32%). Conclusion – It is more likely that male librarians will take on leadership responsibilities in public libraries. Usually, it takes 20 years of library experience before one becomes chief librarian. More librarians hold higher graduate degrees compared to chief librarians. This study also analyzes factors influencing the career movement of librarians and chief librarians. Those factors differ greatly between librarians and chief librarians. The lowest retention rate was 0% for library automation system developers and information professionals at MARC companies, whereas the highest retention rate was for public librarians followed by university libraries. The highest rate for return-to-first-job belongs to school libraries. It is noteworthy to mention that chief librarians have one main career in which they have stayed the longest. This main career is the position immediately before to the current job position. It usually occurs in the midcareer phase and it is when the individual has spent more time developing their skills and expertise and has been getting ready for their leadership role.

This study was conducted to determine the relationship that exists between motivational factors (remuneration, work environment, promotion and training) on librarian’s job performance in federal university otuoke and Lagos state university libraries. To achieve the objective, research question with corresponding hypothesis was formulated to give direction to the study. The correlation research design was used for the study. The population of the study consisted of 18 librarians drawn from federal university otuoke and 18 librarians from Lagos state university libraries. 36 librarians used for the study, and no sample size due to the small population. Data was collected using researcher’s developed instruments titled ‘Motivational Factors and Librarian’s Job Performance Questionnaire’ (MFLSJPQ). The instrument was found reliable with a reliability coefficient of .714 using Multiple Regression Coefficients. Data collected were analyzed using Pearson Product Moment Correlation Coefficient to answer the research question while Multiple Regression Coefficient was used to test the hypothesis at 0.05 level of significance. The findings from the data analysis showed that the motivational factors being (remuneration, work environment, promotion and training) have significant influence on librarians’ job performances in federal university otuoke and Lagos state university libraries. Upon the findings, it was concluded that remuneration, work environment, promotion and training determine the relationship that exists between motivational factors and Librarian’s Job Performance in federal university otuoke and Lagos state university libraries. Consequently, it is recommended that Governments and parent institutions should provide good salary packages and additional incentives in order to motivate librarians to be committed and dedicated to their required duties. Also, government should provide librarians with adequate remuneration, conducive work environment and regular promotions as well as in-service-training, they will be committed and dedicated to their duties effectively and efficiently, and this would elicit higher productivity from them.

This study examined the contribution to the peer-reviewed literature of library and information science by practicing academic librarians in the United States. Data on authors were obtained from articles published from 1993 to 1997 in thirty-two journals. Of 3,624 peer-reviewed articles in these journals, 1,579 (43.6%) were authored by at least one practicing academic librarian. These librarians represented 386 institutions of higher education. This study provides benchmark data for publication productivity of academic librarians and identifies a core list of peer-reviewed journals for them. Approximately six percent of these librarians wrote three or more articles in the five-year period. In nineteen journals one-third or more of the articles were authored by academic librarians. Libraries from Research I universities that were members of the Association for Research Libraries were the most productive. The contribution of practicing academic librarians to the literature of their field is significant.

This study examined interpersonal skills as correlate of career development of librarians in academic libraries in South - South, Nigeria. Correlational survey design was adopted to conduct the study. The population of the study is 301 comprising of librarians in south-south, Nigeria. There was no sampling. Questionnaire was used as the method of data collection Data collected were analyzed using inferential statistics. For the research questions, analysis was done using Pearson Product Moment correlational coefficient (PPMC) and point biserial correlation coefficient (r) while multiple regression analysis was used to test the hypotheses. The study revealed among others that; There is a high positive relationship between interpersonal skills of librarians and their career development in academic libraries, and there exist a significant relationship between interpersonal skills of librarians and their career development in academic libraries and it revealed low negative relationship between work experience of librarians and their career development in academic libraries and there is a significant relationship between work experience of librarians and their career development in academic libraries. High possessions of interpersonal skills increase librarian’s career development significantly in academic libraries in South-South Nigeria. Based on the findings, the study recommended among others; that library management should engage librarians in a lot of interpersonal skills and communication in the course of their job, the university management should train librarians while on the job, and their skills need to be updated through training and development program, orientation, induction, inventory, conferences, workshop and seminars in order to enhance their interpersonal skills and research.

The role of adaptive librarians affects the implementation of Information and Communication Technology (ICT), especially in governmental libraries. It adjusts the competencies and abilities needed by librarians. Therefore, librarians are required to rebuild and improve their skills related to ICT. In Indonesia, Standar Kompetensi Kerja Nasional Indonesia (SKKNI) 2019 is used as a national education & training framework for librarians. To explore this theme according to SKKNI, a sequential exploratory research was conducted with contributions from librarians and/or library staff who work in governmental libraries across the Republic of Indonesia. Through in-depth interviews, focused group discussions with 28 librarians from 14 governmental libraries in Jabodetabek, also an online survey (74 respondents), the researchers were able to gain a pattern that showed the tendency of higher ability level in the competency units related to ICT utilization in the library than the competency units in developing library information systems. The unit of competence with the highest mean score is the unit of competence related to multimedia production, including the management of the library’s social media content. Aligning with this result, National Library as the central supervisor for the librarian needs to collaborate with related stakeholders, especially in accommodating competence development efforts to build a national digital ecosystem. Those efforts include the formulation of continuing development program -gradual education and training program. Through this collaboration between various stakeholders, the development of librarian competencies specifically within governmental libraries can be carried out efficiently, following the real needs in the field.

This study explores the impact of social media on academic libraries, focusing on librarians’ agility and relationship quality. It collected quantitative data from 30 librarians at Tun Abdul Razak Library using an online survey. The study’s objectives included measuring social media capability, assessing its influence on librarian’s agility and relationship quality, and examining how library policies moderate the relationship librarians’ agility and relationship quality with users. The findings indicate that respondents had a high level of social media capability, which positively influenced both librarians’ agility and relationship quality with users.

Social media play a vital role in libraries today. This study aims to explore the capabilities have in social media and its effect on librarians’ efficiency. This article briefly explains the dynamic capabilities of social media that contribute to librarian efficiency. Four capabilities have been identified from the literature review: (i) information processing capability, (ii) relationship capability, (iii) service innovation capability, and (iv) tools capability. Each of the capabilities has its criteria and characteristics. All the capabilities support the libraries to fulfill their user's needs. The dynamic capabilities of social media contributed to librarians’ efficiency in many aspects such as literacy skills, reference, and user services. This article also shared the experience of academic libraries in Western Uttar Pradesh, New Zealand, Ghana, Sri Lanka, and Malaysia in using social media for librarians’ efficiency. This study will contribute to the effectiveness and efficiencies of the librarians in organizing the libraries.

The main problem in this thesis is how the attitude of librarians in serving users is based on the librarian's code of ethics at the Padang Panjang City Public Library. The purpose of this research is to describe the attitude of librarians about Asta Ethics of librarians in providing services to users at the Padang Panjang City Public Library, as well as to describe the perceptions of users of the services provided by librarians at the Padang Panjang City Public Library. Asta ethics are guidelines for librarians to behave and act in accordance with the regulated code of ethics. This type of research is qualitative with a descriptive approach. Data collection techniques through observation, interviews and documentation. Data analysis techniques start from data reduction, data presentation and drawing conclusions. Guarantee the validity of the data in this study using source triangulation. The results of the study show that the attitude of librarians regarding basic ethics in the Padang Panjang Public Library as a whole, all librarians have understood the meaning of basic ethics in general. Asta ethics is important as a rule that must be obeyed and used as a guide in carrying out duties in a professional manner. Asta librarian ethics are eight codes of ethics for librarians in providing library services to the community. The librarian's code of ethics is a moral requirement that librarians should follow and comply with. The role of asta ethics for librarians in providing services to users is very important. As for the user's perception of the attitude of librarians in providing services, librarians have not fully been able to apply ethical standards, as there are still some librarians who show an unfriendly attitude in serving users, speak in a high tone so as to disturb the peace of the user and the lack of librarians in applying thanks to users , even though this is something that is very easy to say to someone. Then the efforts made by the library for the attitude of librarians who are not well received by users are by evaluating performance and improving the quality of its human resources. Suggestions from researchers for librarians at the Padang Panjang City Public Library are that librarians are expected to increase their understanding of librarian ethics and increase their role according to ethical standards in providing services to users.

Objective: The study aimed to analyze the documented role of a librarian in published systematic reviews and meta-analyses whose registered protocols mentioned librarian involvement. The intention was to identify how, or if, librarians’ involvement was formally documented, how their contributions were described, and if there were any potential connections between this documentation and basic metrics of search reproducibility and quality. Methods: Reviews whose PROSPERO protocols were registered in 2017 and 2018 and that also specifically mentioned a librarian were analyzed for documentation of the librarian’s involvement. Language describing the librarian and their involvement was gathered and coded, and additional information about the review, including search strategy details, was also collected. Results: A total of 209 reviews were found and analyzed. Of these, 28% had a librarian co-author, 41% named a librarian in the acknowledgements section, and 78% mentioned the contribution of a librarian within the body of the review. However, mentions of a librarian within the review were often generic (“a librarian”) and in 31% of all reviews analyzed no librarian was specified by name. In 9% of the reviews, there was no reference to a librarian found at all. Conclusions: Even among this set of reviews, where librarian involvement was specified at the protocol level, librarians’ contributions were often described with minimal, or even no, language in the final published review. Much room for improvement appears to remain in terms of how librarians’ work is documented.

This study examined the imperatives of career development on librarians commitment among university libraries in southern, Nigeria.The survey design was adopted for the study. A structured questionnaire was used to collect data from all the five hundred and fifty-six (556) professional librarians in thirty-nine public university in southern, Nigeria .five hundred and twenty four (524) were completed and retrieved for data analysis. Total enumeration method was used to include all academic librarians in the universities in Southern Nigeria. Data was analyzed with descriptive statistics. The findings showed that the extent of career development was high and that out of the five construct, training contributed highest in librarian career development while counselingoffered the least contribution, although it was high.Affectiv commitment made the largest contribution while normative commitment offered the least contribution.Also, findings reviewed that career development significantly influenced librarians commitment at < 0.05 significant level.The study recommends that the library managementcreates a friendly environment and organise regular staff trainingto boost librarians’ commitment Keywords: Career development, Librarians commitment, Librarians, University libraries

Objective – To examine the human resources environment in Canadian libraries in order to assess readiness to accommodate change and to identify opportunities for human resources planning. The “8Rs” of the study were defined as recruitment, retirement, retention, remuneration, repatriation, rejuvenation, re-accreditation, and restructuring. Design – This study was undertaken in three phases over nearly three years through the use a variety of methods including literature review, analyses of existing data (Statistics Canada and library school graduate data), telephone interviews (with senior library administrators), focus groups (with representatives from Canadian Association of Research Libraries, Canadian Urban Libraries Council and Alberta Association of Library Technicians), print surveys (library institutions) and web-based surveys (of professional librarians and paraprofessional library staff). Setting – Canadian libraries that are not component branches of a system, and that employ professional librarians. Subjects – Stage I: 17 senior library administrators participated in telephone interviews and three focus groups were conducted. Stage II: Surveyed library administrators representing institutions. A multi-stage stratified random sampling technique was used to ensure geographical representation from each of Canada’s provinces and territories. Full census participation was conducted for members of the Canadian Association of Research Libraries and the Canadian Urban Libraries Council. The print survey instrument was distributed to 1,357 subjects; 461 completed surveys were returned (response rate of 34% with results for the total sample accurate within plus or minus 3.8 per centage points, 95 times out of 100). Stage III: Surveyed professional librarians and paraprofessional staff. Multi-stage random sampling was used to ensure representation of library staff from all library sectors and sufficient sub-sample sizes. Of the 12,472 individuals in the sampling frame, 8,626 were notified of their selection to participate in the web-based survey. Corrections were made to e-mail addresses and 7,569 e-mail invitations with the survey URL were sent successfully. Of the 8,626 potential respondents, 3,148 librarians and paraprofessionals participated (for a response rate of 37%). A non-random Canada-wide call for participation was distributed to library staff who had not been represented in the sampling frame via the listservs of 56 library associations. This provided an additional 1,545 respondents and the total sample size increased to 4,693 for a confidence interval of plus or minus 1.2%, 95 times out of 100. The non-random data from the Canada-wide call was kept in a separate dataset file. Methods – Stage I began with a literature review and analysis of existing Statistics Canada and library school graduate data. Three focus group sessions with representatives from Canadian Association of Research Libraries, Canadian Urban Libraries Council and Alberta Association of Library Technicians were held and in-depth telephone interviews were conducted in May 2003 with 17 senior library administrators. Transcripts were thematically coded and summarised. The interview guide is available as Appendix E of the report. The results of Stage I were used to inform the design of the two survey instruments (Stages II and III). Stage II was a 17-page print survey informed by insights gathered in Stage I and was sent to library directors in the summer of 2003. The print mail-out of the institutional survey was sent to libraries that employed at least one librarian and were not a component branch of another system. A copy of the institutional survey is available as Appendix C of the report. Stage III was a web-based survey of librarians and paraprofessional library staff undertaken in the summer of 2004 using random and non-random sampling methods. This survey was developed from insights gathered in Stages I and II. A copy of the individual survey is available as Appendix D of the report. Main results – The analytical focus of the 275-page report is on the broad Canadian library sector. Data and analysis are provided by type of library, type of staff, and by geographical regions where sufficient response rates have allowed reporting. Although the role of the paraprofessional is examined in many sections of the report, the principal focus is on the professional librarian. Nine sections of the report present results, analysis and strategic human resource planning implications. Highlights for the broad Canadian library environment are briefly described below. Each section of the report provides further breakdown by library sector, type of position, career stage and other variables that provide significant insight. Workplace Demographic Characteristics (Section C) This section provides demographic information about those in supervisory or management roles (62% of librarians), union density (67% of librarians and 79% of paraprofessional staff), longevity in career, part-time employment, and gender, along with other characteristics. Results conclude that visible minorities and Aboriginal staff are under-represented across all types of libraries and that few libraries recognise the credentials of immigrant librarians. Recruitment to the Profession and to the Organization (Section D) Positive exposure to libraries and librarians is the best predictor of librarianship as a career choice and there were no significant differences in the original motivations for choosing the professional librarian career between new professionals and senior librarians. In response to the open-ended question about motivation for choosing librarianship, none of the librarian respondents (n=1,823) indicated leadership, managing libraries or supervising others as their reason (p. 52). Many respondents indicated reasons for choosing the profession that are in alignment with the values of librarianship, but few indicated reasons that reflect the real nature of the librarians’ role. The average age of new librarian recruits is 37 (with little variation between sectors). Thirty per cent of paraprofessionals are interested in pursuing an MLIS degree; 29 per cent are not interested because they are satisfied with their current role. The major barriers for paraprofessionals wishing to pursue the MLIS degree are inadequate or unrecognised credentials (21% - although 45% of paraprofessionals have an undergraduate degree), geographic distance (33%), lack of money (48%), and lack of time (49%). Eighty per cent of libraries report that the major barrier to recruiting is budget constraints; other barriers include small size of library (60%), organizational hiring freeze (54%), inadequate librarian pay (54%), geographic location (52%), inadequate pool of qualified candidates (51%), and inadequate pool of interested candidates (50%). The ten most important and difficult-to-fill competencies when recruiting varied significantly for each sector: leadership potential, ability to respond flexibly to change, and ability to handle high-volume workload were the three highest-ranked competencies across all libraries. Retirement (Section E) Canadian libraries experienced librarian retirements (11% of total current workforce) and paraprofessional retirements (7% of total current workforce) between 1997 and 2002. During this period, 79 per cent of librarians retired before age 65. Forty per cent of librarians over age 50 estimate that they will retire between 55 and 60. Only 9 per cent of libraries have a succession plan. Staff Retention: Inter- and Intra-organizational Mobility (Section F) Librarians are satisfied with their work and stay in their organization because they like the job (85%), co-workers (84%), and workplace (79%). Seventy-seven per cent of senior librarians and 87% of senior paraprofessionals have been at their current library for more than 10 years. Sixty-nine per cent of librarians believe they are qualified to move to higher level positions, but 69% of institutions state that limited librarian turnover contributes to a lack of promotional opportunities. Education (Section G) Seventy-five per cent library administrators agree that MLIS programs equip graduates with needed competencies, but 58% recommended that the programs provide more management, business and leadership training. Seventy-six per cent of administrators believe that they have little or no input into curriculum content of MLIS programs. Overall evaluation of MLIS education by recent librarian entrants is not positive. Only forty-four per cent indicated that the program provided a realistic depiction of the job, while only 36% said the program provided a realistic expectation of work in their library sector. Recent librarian entrants (67%) were satisfied with the overall quality of their MLIS program, but few indicated that their program provided them with the necessary management skills (25%), leadership skills (20%), or business skills (12%) for their position. Recent library technician entrants were more satisfied (81%) with their programs’ success in providing general skills (87%), and providing a realistic depiction of the job (72%). Continuing Education (Section H) New librarians (72%) need a significant amount of ongoing training, but only 56% believe that their institution provides sufficient training opportunities. Only 30% of libraries have a routine method for determining training needs of librarians and fewer (13 %) have an evaluation method for training outcomes. In most cases, about half of those who received training reported that it improved their job performance. Quality of Work and Job Satisfaction (Section I) Librarians and paraprofessionals are satisfied with their jobs (79% for each) and librarians (72%) and paraprofessionals (61%) agree that their salary is fair. Most libraries offer a wide range of benefits to their employees, including life insurance (95%), pension plan (92%), and medical benefits (88%). Librarians (80%) and paraprofessionals (70%) are satisfied with their benefits. Although a low percentage of librarians agreed that they have little job stress (24%) and only 39% found their workload to be manageable, 62% of librarians agree that their work allows work, family and personal life balance. The statistics are slightly more positive for paraprofessionals. There is a gap between the desire to be treated with respect (98% for all workers) and the perception that respect is conveyed (77% of librarians and 75% of paraprofessionals). A similar gap exists between desire to be involved in decision-making and actual involvement. The two most important factors for job satisfaction for all library workers are respectful treatment and a job that allows them to learn new skills and grow. Numerical Librarian Demand-Supply Match (Section J) Libraries hired more librarians than they lost in 2002, for a net three per cent increase. Many library administrators believe that there will be a five-year increased demand for librarians (77%) and paraprofessionals (81%). The short-term supply (next 5 years) of new librarians to replace departures due to retirements is predicted to have the capacity to fill 98 per cent of the current librarian positions; the capacity to replace library technicians is 99 per cent. The long-term supply (next 10 years) of new librarians to replace departures due to retirements is predicted to have the capacity to fill 89 per cent of the current librarian positions; the capacity to fill technician positions is identical. These predictions are based on no growth in the number of positions in the future. Match Between Organizational Job Function Demand and Individual Staff Supply of Skills, Abilities, Talents, Interests (Section K) Libraries report that increased use of information technologies (87%) and re-engineering (61%) have contributed the greatest change in the roles of librarians. Libraries report that more librarians have been required to perform a wider variety of tasks in the past five years (93%) and that this trend will continue over the coming five years (94%). A high percentage of libraries (86%) reported that over the past five years librarians have been expected to perform more management functions and 56% of mid-career and senior librarians believed this had occurred. Libraries (88%) believe that this trend will continue; only 44% of librarians indicate interest in performing management functions. Mid-career and senior librarians report that job stress has increased over five years ago. Requirements to work harder (55%), perform more difficult tasks (56%), perform a wider variety of tasks (69%), and perform more managerial functions (56%) are the contributing factors. The performance of a wider variety of tasks and more difficult tasks was significantly related to the assessment by librarians that their jobs were more enjoyable, interesting, rewarding and challenging. Institutions (78%) reported the increased need for paraprofessionals to perform librarian tasks over the past five years and believe that this will continue (77%). Only 28% of paraprofessionals believe they are currently required to perform more librarian tasks. Conclusion – The need to confirm the existence and magnitude of the crisis that will be created by upcoming retirements in Canadian libraries was a primary motivator for this study. Conclusive results were obtained that should inform each sector and geographic area in Canada. The percentages of staff over the age of 55 (librarians: 25%; paraprofessionals: 21%) is much greater than that of the Canadian workforce (11%). If there is no growth in the number of positions needed, there will be no short-term supply-demand crisis to fill the gaps left by retirements. There will be a librarian and technician shortage in ten years (a shortfall of 11% of the current supply) and a more significant crisis if the predicted growth in staffing is factored in. Recruitment to the librarian and technician professions is critical and the paraprofessional staff may be a potential pool of future MLIS candidates if the accessibility issues associated with the programs are addressed. Only nine per cent of organizations have a succession plan in place. There is great opportunity for the development of strategic solutions. In response to the open-ended question about motivation for choosing librarianship, no respondent indicated leadership, managing libraries or supervising others as their reason. This is of concern when 62% of librarians today work in a managerial role. Management and leadership skills are a significant concern for recent graduates, administrators, and librarians, with all indicating that the workplace needs are greater than the current preparedness. More cooperation with MLIS programs and professional associations is essential to ensure that leadership and management skill development are supported through the curricula and continuing education planning. Organizations must also develop and support a culture where leadership is encouraged and expected, and recognised. There is a need for further development of continuing education opportunities, and training needs assessment and outcome assessment programs may be beneficial. Paraprofessionals and new librarians are less satisfied with the workplace training opportunities available to them than librarians in later stages of their careers. Role change will continue in libraries and planning will be essential to ensure that restructuring reflects the competencies that will be needed in the new mix. Workload and job stress appear to be rising and will require careful monitoring. There may be opportunity to define roles for “other” professionals in libraries. Library staff have a tendency to stay in their institution for much of their career, making decisions in the recruitment and hiring processes of critical importance. Loss of employees due to turnover is not a problem for most libraries, but the lack of turnover has affected the promotional opportunities for those who desire upward mobility. An interesting recommendation was made that two or more libraries may realise both cost savings and benefits through the sharing of staffing resources. If issues surrounding credentials can be addressed, there may be a potential pool of future immigrant librarians.

One of the ways to increase librarian's scientific publications is through research collaboration. Research collaboration is an intellectual activity that emphasizes the need for collaboration, communication, and the division of tasks of the research team in a research project. Librarians can carry out research collaborations with academics to enhance their role as research collaborators for institutions. The UNS Library has provided research information and research consulting services called "Klinik Pustaka Ilmiah”. This research aims to identify the various efforts of the UNS Library in increasing librarian research publications, and building research collaborations of librarians with academics (lecturers and students). This study uses a qualitative approach, with data sources from interviews and documentation. The results showed that the UNS Library's "Klinik Pustaka Ilmiah" service really supports the collaborative research activities of academic librarians, and the library has made various efforts to increase research publications and librarian research collaborations. Researchers also suggest that the UNS Library be more active to encourage librarians in institutional research collaborations, and librarians also need to improve their research competence on an ongoing basis.

Purpose. The aim of this research is to provide knowledge to librarians that the importance of social skills is seen from attitudes and behavior in providing excellent service. Library services are an important indicator in determining user satisfaction. So librarians need to focus on user-oriented services.Methodology. The type of research used in this paper is library research. Data collection was obtained through reference books, scientific journals, relevant research related to research and other sources of information that support this research. The literature data taken comes from 2017-2022. The data analysis technique begins with the researcher obtaining library sources which the researcher collects first from various sources, then arranges them and classifies them, then analyzes them, classifies them and interprets them to obtain conclusions.Results and discussion. The results showed that the social skills that librarians should have in providing primary services to users using the principles of people-based service and service excellence are aimed at satisfying their libraries, increasing loyalty, and increasing the number of libraries visiting the library. Moreover, in terms of service, at least a librarian must have competence in the current era of information and information technology. The four categories that he must have are knowledge, skill, affective, and pragmatic model approaches. These four things are the basis for the librarian's activity, especially the section of service.Conclusions. The role of librarians in the era of information, communication, and technology (ICT) must be an agent of change for society. It aims to provide excellent service to users, thereby improving the quality of libraries in the eyes of the public with the hope that the library becoming the center of community activity in study life.

A usability study was run to validate terminology (labels) for seeking librarians from the UTA Libraries homepage. Seven new labels were proposed by librarians. They hoped these labels would help users in finding them and discovering librarians various skills to meet users' needs. Students were presented with a paper prototype of the library's homepage that included the seven proposed labels. They were asked to find information using two search goals as it related to seeking assistance from a librarian.

<p>Objective: To examine current and developing data management roles and opportunities for health librarians<br />to become involved in electronic medical record (EMR) initiatives. This paper focuses on the Canadian context but has implications farther afield. Methods: To accomplish a state-of-the-art review, searches were conducted in the library and information science databases (LISTA, LISA), biomedical databases (MEDLINE, CINAHL, EMBASE), and on the web for grey literature. Keywords included: clinical librarian, health science librarian, medical librarian, hospital librarian, medical informationist, electronic medical record, EMR, electronic health record, EHR, data management, data curation, health informatics, e-science, and e-science librarianship. MeSH subject headings used were: Medical Records Systems, Computerized/, Electronic Health Records/, and libraries/. Results: There is little evidence of Canadian health librarians’ current involvement in EMR initiatives, but examples from the United States indicate that health librarians’ participation is primarily in system implementation, creating links to the medical literature, and using EMRs to provide patient health information. Further roles for health librarians are emerging in this area as health librarians draw on their core competencies and learn from e-science librarianship to create new opportunities. Data management examples from e-science librarianship, such as building data dictionaries and data management plans and infrastructure, give further direction to health librarians’ involvement in EMRs. Conclusion: As EMRs gradually become more popular in Canada, Canadian health librarians should seek further opportunities for education and outreach to become more involved with these EMR initiatives.</p>

Bolin, Mary K. “Librarian Status at U.S. Research Universities: Extending the Typology.” Journal of Academic Librarianship 34.5 (August 2008): 416-24. Objective – To describe and categorize the status of librarians at 119 American research libraries using a typology of librarian status first developed for 50 U.S. land grant universities. Design – Survey. Setting – U.S. research universities. Subjects – 119 American research universities. Included are those universities whose library is a member of the Association of Research Libraries (ARL), in addition to land grant universities who are not also ARL members, and any flagship state universities who are neither ARL nor land grant universities. All subjects are classified as either “research – very high” or “research – high” in the Carnegie Classification of Institutions of Higher Education. The 119 institutions represent a total census of the selected population. Methods – The websites of the 119 institutions were surveyed and data on institutional characteristics such as governance, size and geography collected. Additionally, data describing librarian status characteristics such as administrator title, rank systems and tenure status was gathered from sources such as promotion and tenure documentation, faculty handbooks, and policy manuals available on websites. Data was compiled on a spreadsheet and imported into SPSS which was used to create frequencies and cross tabulations. Data was categorised and cross-tabulated using a typology of status originally applied to 50 land grant universities in a previous study. The typology comprises four possible status types for librarians: Type 1 – Faculty: Professorial ranks. Type 2 – Faculty: Other ranks with tenure. Type 3 – Faculty: Other ranks without tenure. Type 4 – Non-faculty: Professional or academic staff. Main Results – In the 119 institutions surveyed, librarians held faculty status at 74 (62%) institutions, of which 63 (51%) provided tenure track positions. At the remaining 45 (38%) institutions, librarians were considered non-faculty. Of the 50 “land grant” institutions in the population, 40 (80%) had librarians with faculty status and 35 (70%) provided tenure track. Ten universities (20%) considered librarians non-faculty. Of the 97 ARL libraries in the population, 55 (57%) had librarians with faculty status and 44 (45%) provided tenure track. Non-faculty librarians were found at 42 (43%) of these institutions. Of the 90 public institutions in the population, 68 (76%) had librarians who were faculty, 57 (64%) provided tenure track, and 22 (24%) had non-faculty librarians. Among the 29 private institutions the status ratios were reversed with only 4 (13%) institutions having librarians ranked as tenure track faculty (type 1 or type 2) and 23 (80%) having non-faculty librarians. In the total population (119) type 3 “Faculty: Other ranks without tenure” was the least common category, 48% (57) of libraries were headed by a dean, 67% (80) of institutions had librarian representation on faculty senate and as the size of an institution increased the likelihood of librarians having faculty rank decreased. “Dean” was the most popular administrator title in the population; it correlated with professorial rank and was strongly associated with tenure. Having tenure was, in turn, strongly associated with faculty senate representation. In the Northeast census region type 4, non-faculty staff predominated while type 1 was rare; in the Midwest there was an almost even split between type 1 and type 4; in the South there was a fairly even spread across all four types, and in the West a fairly even spread across types 1, 2 and 4. Finally, the data showed that as the size of an institution increased, the likelihood of librarians having faculty rank decreased. Conclusion – The typology created for land grant universities can be extended and applied to a wider population. It is valid and reliable both for organizing information about librarian status and for comparing institutions and population segments.

The work of the librarians of the Reference Department of the Jagiellonian Library over the yearsEveryone can see what the library does, but is one aware of what tasks were involved and fall under the responsibility of a librarian? Based on the interviews conducted with librarians of the Reference Department of the Jagiellonian Library, the basic changes that have taken place in the librarian’s profession will be discussed. Review of old and current librarian work tools, as well as the scope of its duties will be compared. The aim of the work is to show the process of evolution of the librarian’s profession, with particular emphasis on changes that have occurred in the area of work tools and the manner of performed tasks.

THE ROLE OF LIBRARIANS IN INCREASING STUDENTS’ READING INTEREST IN SDN GUNUNG BATU 2, BOGOR CITYThe purpose of this study was to determine the Role of Librarians in Increasing Student Reading Interest and Habits at SDN Gunung Batu 2, Bogor City. This research is a qualitative research with a descriptive approach. The subjects of this study were students and school librarians at SDN Gunung Batu 2, Bogor City. This research was conducted in the odd semester of 2019/2020. The data collection techniques used were observation, documentation, and interviews. Data collection techniques using the Miles and Huberman method, namely data reduction, data display, and drawing conclusions are carried out continuously until it is complete so that the data is saturated. Test the validity of the data using triangulation of sources and techniques as well as conducting a member check. And the research results show some findings, namely the background of the role of librarians in increasing students 'reading interest as a form of librarian's success in increasing students' reading interest and habits at SDN Gunung Batu 2, Bogor City. Furthermore, based on the results of observations, interviews, and documentation carried out in the field to related parties who know the problems of this thesis. Librarians provide a mandatory library system for all scheduled classes, hold reading corners, provide good service, hold the latest collections in the library, cooperate with regional libraries, always attend seminars or workshops, always include students in storytelling competitions, read poetry which is related to increasing students' reading interest and habits. In increasing students 'reading interest and habits, librarians certainly have a positive impact on students' reading interests and habits in accordance with the expectations of the librarian's own role. Because the role of the librarian has shown good development for students to be more like, happy, and enthusiastic about visiting the library so that the interest and reading habits of students at SDN Gunung Batu 2 Kota Bogor have increased every year according to the existing percentage.

This study examined the librarians’ attendance to conferences and workshops as a correlate of job performance in university libraries in the South-South, Nigeria. Two research questions guided this study while two hypotheses were tested at 0.05 level of significance. Correlational survey method was adopted in the study. The population of the study was 108 librarians. Two sets of questionnaire titled: librarians attendance to conferences and workshops questionnaire (LACWQ) and job performance questionnaire (JPQ) were the instruments used for data collection. The reliability of the instrument was established using Cronbach Alpha method to measure librarian attendance to conferences and workshops resulted to the coefficient of 0.697, 0.741 respectively while instrument for job performance resulted to 0.669. The data collected for the study were analysed using Pearson Product Moment Correlation (r) method to answer research questions while t-test analysis was used to test the null hypotheses. The findings of the study revealed that there is a positive but weak relationships between librarians attendance to conferences and job performance in university libraries, and a non significant relationships between librarians attendance to conferences and job performance in university libraries in the South-South, Nigeria. Based on the findings, the study recommended among others that library managers should spend resources in sponsoring librarians on conferences that have direct bearing on the particular job librarians perform so that librarians may not end up been develop wrongly.

This study aims to identify and describe the constraints faced by librarians of the Hasanuddin University Library when working from home (WFH) during the COVID-19 pandemic. This research is descriptive. Respondents of this study were librarians of the Hasanuddin University Library who carried out official duties in the field of librarianship at home including doing WFH during the COVID-19 pandemic, starting from the Procurement, Processing, Service, and Information and Technology units. There were two librarians representing each unit as informants, so that eight informants were obtained. Data collection was carried out by distributing questionnaires and documentations. Data were analyzed using qualitative analysis. The results of the study illustrate that the constraints faced by librarians of the Hasanuddin University Library when WFH during the COVID-19 pandemic occurred when: the librarian's view of librarian duties was ineffective; the librarian's ability to work from home was not in accordance with the ability to work in an office; there is no motivation to work at home because the librarian work is supposed to be done offline; the need for facilities and infrastructure is inadequate;and there is no leadership support while working from home. In conclusion, the constraints faced by librarians of Hasanuddin University Library when WFH during the COVID-19 pandemic need to be followed up by providing solutions. The solutions can be made in accordance with the obstacles faced, for example the completeness of facilities and infrastructure and avoiding offline work.