Volume 19, numéro 3, 2024

EN :

Objective – This study explored the prevalence of and relationship between bullying and burnout among academic librarians. The authors sought to examine three main factors contributing to negative workplace environment caused by bullying and incivility: (1) the employment characteristics of respondents (i.e., tenured, non-tenure track, and others), (2) librarianship as a second (or third) career, and (3) generational differences.

Methods – The researchers administered a survey via professional electronic mailing lists in early spring 2023. Librarians over the age of 18 who hold a Masters of Library Science (MLS) or equivalent degree and were employed in an academic library at the time of taking the survey were eligible to participate. The Negative Acts Questionnaire-Revised (NAQ-R) was used to measure workplace bullying, and the Copenhagen Burnout Inventory (CBI) was used to measure workplace burnout. Survey results were analyzed using RStudio.

Results – The responses (n = 267) showed the average bullying score was relatively low (M = 1.57, SD = 0.52), and the average burnout score was middling (M = 45.68, SD = 17.87). The correlation between the two scores was mild (r = 0.5, < 0.001). ANOVAs found no significant difference between NAQ-R scores due to employment type (tenured, non-tenure track, and others; F(6, 260) = 0.711, p = 0.641), duration of employment (F(5, 261) = 0.482, p = 0.79), career number (F(4, 262) = 0.585, p = 0.674), or generational identity (F(5, 261) = 0.0969, p = 0.627). ANOVAs found no significant difference between CBI scores due to employment type (F(6, 260) = 1.566, p = 0.157), duration of employment (F(5, 261) = 1.911, p = 0.0929), career number (F(4, 262) = 1.398, p = 0.235), or generational identity (F(5, 261) = 1.511, p = 0.187).

Conclusion – Low to moderate levels of both bullying and burnout were found among academic librarians, but the correlation between the two phenomena was mild. No significant difference was found between employment characteristics, career progression (second or third career), or generational identity and the degree of bullying or burnout experienced. This lack of difference was contrary to researcher predictions and opens the door for further research and understanding of both bullying and burnout among academic librarians.

EN :

Objective – This paper presents the results from a survey of administrators and instructors at public libraries across Canada investigating the delivery of digital literacy training led by public libraries. The goal of the survey was to capture a snapshot of the Canadian public library-led digital literacy training landscape and to explore differences in perceptions of training activities between public library administrators and instructors.

Methods – An online survey was distributed to administrators and instructors at public libraries across Canada with the help of two national public library associations. The survey instrument was developed based on a theoretical framework from the research team’s prior case study investigations of community-led digital literacy training. The survey included closed- and open-ended questions concerning the availability of adequate/sustained funding, the adequacy of dedicated classroom resources, the competency of teaching staff, the helpfulness of support staff, the amount and frequency of knowledge sharing of best practices, the amount of rigorous and regular performance measurement, the scheduling of the training provided, the skills taught, the pedagogical approaches used, and the marketing carried out. Responses were analyzed using both quantitative and qualitative data analysis techniques.

Results – Public library administrators and instructors in Canada are generally satisfied with the delivery of digital literacy training; however, room for improvement exists. Instructors are more positive about the delivery of this training than administrators. Findings support and extend the research team’s conceptual model, specifically in terms of providing more insight and clarity on how the learning environment and program components affect the delivery of digital literacy training led by public libraries. Results highlight how training is situated in context and how libraries need to fine-tune the delivery of this training in ways that are reflective of libraries’ learning environments and program components.

Conclusion – Results are of high interest to researchers and library practitioners who wish to leverage evidence-based library and information practice to understand and address the factors affecting the successful delivery of public library-led digital literacy training. Though funding is always an obstacle for any public service organization, libraries can make improvements to the delivery of their training in other ways, such as carrying out more robust performance measurement and using results more transparently, participating in more knowledge-sharing opportunities, and better understanding learner needs and preferences.

EN :

Objectives – This study seeks to investigate the exclusion of women from the management of scholarly journals across East Swahili (Kenya, Uganda, Tanzania, South Sudan, Ethiopia, and Anglo-West Africa (Ghana, Nigeria, Sierra Leone, Liberia, Gambia) by delving into the implications of marginalization. Furthermore, the study aims to illuminate the often-overlooked experiences of black women, whose narratives are frequently overshadowed by those of black men or subsumed within the context of white women.

Methods – By employing empirical evidence from African Journals Online (AJO) and institutional journal data from countries in focus, this study examines the pervasive domination of men within scholarly journal management in East Swahili and Anglo-West Africa.

Results – Findings reveal a widespread dominance of men in the management of scholarly journals in the targeted countries despite the considerable presence of women in academia.

Conclusion – The underrepresentation of women in academic leadership positions carries significant consequences, including a lack of diversity in decision-making processes. Such homogeneity can perpetuate existing disparities and impede progress towards gender equality within academia. Furthermore, discussions concerning gender inequality in academia often neglect the experiences of black women.

EN :

Objective – What are the characteristics of academic libraries at schools with high retention rates? To help libraries tell the story of their impact, we sought to determine which academic library practices were linked to high retention rates.

Methods – The investigators created a survey for the United States Great Lakes region library deans and directors in the Spring of 2022 with 19 questions about their library services and staffing. The survey was sent to 226 schools and had a response rate of 31%. We compared the resulting information to publicly available data on student retention from ACRL Metrics and IPEDS to look for correlations and associations.

Results – Statistical analysis used the Chi-squared test and the Pearson correlation to calculate association and correlation. This found six attributes of student connections with library staff and with unique local collections that were associated with statistically significant differences in retention rates and institutions. These attributes were institutions who: used students as archives student workers, used students to staff reference desks, conducted multiple library instruction sessions with the same class, had a staffed archive or special collection space, had an institutional repository that included student work, or had an Instagram account.

Conclusion – The survey results gave a clear profile of academic libraries with above average retention, particularly in terms of student focused initiatives and the curation of unique collections. Additionally, the survey gave a foundation, with recommendations, for future researchers to build upon.