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One of the newest crimes to be put on the books is stalking, usually defined as repeatedly being in the presence of another person with the intent to cause emotional distress or bodily harm after being warned or requested not to do so. Stalking must be done over a period of time to indicate a pattern or continuity of purpose. Threats against a person or person's family may be stated or implied in stalking. Stalking victims are followed and harassed at work, at school, and at home. Stalking can also be done electronically, either using computers to send harassing e‐mail messages or by jamming telefacsimile machines with unwanted transmissions. There have been numerous high‐profile stalking cases that gained a great deal of publicity and focused attention on stalking. “Celebrity stalking” cases came to the public's attention in 1982 when actress Theresa Saldana was stabbed by a stalker. In 1989 actress Rebecca Schaeffer was shot and killed by a man who had stalked her for two years. In the 1990s the assault on skater Nancy Kerrigan, television talk shows and movies, and nonfiction works on stalking, including cases that ended with the death of the stalking victim, have focused public attention on this issue.

The purpose of this paper is to examine, utilising the Kaleidoscope Career Model, whether members of the Baby Boom generation and Generation X differ in their needs for authenticity, balance, and challenge.

Survey data were obtained from 982 professionals located across the USA. Correlations, t‐tests, and multiple regressions were performed to test the hypotheses.

Members of Generation X have higher needs for authenticity and balance than Baby Boomers. There was no difference in needs for challenge between Baby Boomers and members of Generation X.

A limitation in the study, as well as in most of the research on generational differences, is the use of cross‐sectional designs that fail to capture the influence of the aging process. A longitudinal, multi‐survey design over the lives of individuals would enable scholars to capture within‐ and between‐person differences and to permit a better understanding of whether differences are in fact due to generational effects or to aging.

Knowledge of the differences and similarities among the various generations in the workforce can help organizational leaders make important decisions about human resource policies and practices.

Many studies in the popular press stress the prevalence and importance of generational differences in the workplace. However, the little academic research that has been conducted has shown mixed results. The study uses the theoretical framework of the Kaleidoscope Career Model to examine generational differences in work attitudes.

DURING the past 40‐odd years or so, a number of experimental aeroplane types have been invented, visualized, designed, constructed and even flown which, in a quite unorthodox manner, had neither behind the wing nor in front of it any sort of stabilizing and/or controlling surfaces.

This paper aims to present recently published resources on library instruction and information literacy, providing an introductory overview and a selected annotated bibliography of publications covering various library types, study populations and research contexts.

This paper introduces and annotates English-language periodical articles, monographs, dissertations, reports and other materials on library instruction and information literacy published in 2019.

The paper provides a brief description of all 370 sources and highlights sources that contain unique or significant scholarly contributions.

The information may be used by librarians, researchers and anyone interested as a quick and comprehensive reference to literature on library instruction and information literacy.

Many scholars have addressed the concept of place-making, yet there is still little formal knowledge about how major societal changes have influenced place-making. The fall of the Berlin Wall in 1989 is an earthshaking event that changed the world, with regard to geopolitics and the internationalisation of our cities and places, thus generating many urban and tourism developments. Therefore, this paper aims to analyse how the term “place-making” has been variously defined and developed as a concept since the time of the fall. Furthermore, it intends to assess whether such analysis can reveal potential competition and synergy for places between tourism and urban developments.

To address these two questions, a systematic quantitative literature review of research published between 1991 and 2016 has been used, providing a 25 years overview that reveals the current trends in the research on this topic and highlights the gaps in the existing literature.

Findings concerns the variety of definitions, demonstrating the complexity of place-making; four emerging topics (place-making and globalisation; participation; conflicts/challenges; and trendy strategies); and a lack of synergy between tourism and urban development regarding place-making.

The major limitation to this research is the language criterion, restricted to English, thus automatically eliminating articles written in any other languages.

This paper can help key stakeholders to re-assess the place-making strategies in light of the findings.

This research demonstrates the emergence of new trends in place-making that need to be addressed to fulfil societal demands and own changes. It can be used as a basis to start reflection and further development for communities and a wide variety of stakeholders.

The originality of this research resides in the 25-year overview that displays gaps and trends around place-making.

This paper seeks to identify aspects of work environment, culture or expectations that contributed to women's comfort or discomfort within the information and communication technology (ICT) industry.

The study is empirical in nature and addresses the perspectives of 178 professional women currently working within the Australian ICT industry who responded to the “Women in ICT” survey conducted through James Cook University. Likert‐scale responses were subjected to principal component analysis and then K‐mean cluster analysis, distinguishing four groups of respondents. Explanations for group membership were then sought from responses to open‐ended survey questions.

There was common agreement among respondents that, when making their career decisions, they had expected to enjoy good community image, and that their work would be socially useful, satisfying and flexible. Respondents also agreed that careers in ICT are rewarding, and provide opportunities, and disagreed with prevailing negative stereotypes about the industry. Opinions diverged on the organisation‐specific issues of management approachability and equality, as well as around respondents' confidence in their own technical ability and their intention to encourage young women to enter the industry.

This paper identifies distinct patterns of response and thereby provides support for the thesis that the widely reported discomfort of women within the ICT industry is not a cultural (industry‐wide) phenomenon but, rather, one that has its roots within particular workplace relationships. It is these relationships that appear to encourage or undermine confidence and women's intentions to encourage others to enter ICT.

The purpose of this paper is to present a review on evidence-based intervention concerning the reduction of stress/burnout and the improvement of wellbeing for professionals working with people with intellectual disabilities (IDs).

Theoretical models and literature related to stress reduction are reviewed from a classical cognitive behaviour therapy (CBT) approach up to the novel contribution of the third generation of cognitive-behavioural therapies, with a specific focus on contextual behavioural sciences and acceptance and commitment Therapy (ACT).

Despite the improvement of CBT-based interventions in reducing risk factors for stress and burnout, the limitations of a problem-solving approach when applied to challenging environments like those of direct support to persons with ID, are still large. Interventions based on the core processes and the related techniques of ACT appear to be promising in promoting the well being of paid carers reducing the risk of burnout, and increasing psychological flexibility. Such factors can increase the ability to clarify personal and professional values, as well as the opportunities to act consistently with such values and achieve greater social reinforcement in the work environment.

The limitations of the existing research are presented and discussed. There are several aspects that future research should address in order to promote staff training protocols that could be extensively applied with preventive aims. Organisations could take the available procedures and methodologies and implement these evidence-based practices within existing training.

The research on the application of ACT and third generation of behavioural approaches to the wellbeing and behaviour of staff supporting persons with IDs remains limited. The present paper is the first narrative review on this topic.