title: Metadata Quality for Digital Libraries

authors: Chan, Chu-Hsiang

subjects: metadata

abstract: The quality of metadata in a digital library is an important factor in ensuring access for end-users. Several studies have tried to define quality frameworks and assess metadata but there is little user feedback about these in the literature. As collections grow in size maintaining quality through manual methods becomes increasingly difficult for repository managers.

This research presents the design and implementation of a web-based metadata analysis tool for digital repositories. The tool is built as an extension to the Greenstone3 digital library software.

We present examples of the tool in use on real-world data and provide feedback from repository managers. The evidence from our studies shows that automated quality analysis tools are useful and valued service for digital libraries.

text: Metadata Quality for Digital Libraries The quality of metadata in a digital library is an important factor in ensuring access for end-users. Several studies have tried to define quality frameworks and assess metadata but there is little user feedback about these in the literature. As collections grow in size maintaining quality through manual methods becomes increasingly difficult for repository managers.

This research presents the design and implementation of a web-based metadata analysis tool for digital repositories. The tool is built as an extension to the Greenstone3 digital library software.

We present examples of the tool in use on real-world data and provide feedback from repository managers. The evidence from our studies shows that automated quality analysis tools are useful and valued service for digital libraries.

year: 2008

title: Insights into the experiences of older workers and change: Through the lens of selection, optimization and compensation

authors: Unson, Christine

subjects: encore

abstract: Purpose: The study examined the barriers faced, the goals selected, and the optimization and compensation strategies of older workers in relation to career change. Method: Thirty open-ended interviews, 12 in the United States and 18 in New Zealand, were conducted, recorded, transcribed verbatim, and analyzed for themes. Results: Barriers to finding and maintaining work included task difficulty, problems with coworkers and management, lack of self-confidence, health/physical limitations, ageism, and stereotyping. Respondents’ most frequently selected goals for a new career were the desire to help others, work satisfaction, and acquisition of learning. Seventy-five percent of respondents in paid employment had earning an income as a goal. Optimization strategies included drawing on past experience, assessing skills, seeking careers/organizations that fitted their values, and a willingness to accept lower pay or unpaid work. Attitudinal strategies included focus and persistence, optimism, and positive attitudes toward change. The compensation strategies reported were on-the-job training; help from coworkers, clients, or customers; friends and family social support; and professional networks. Management practices considered helpful were flexible work schedules, supervisors’ patience, and formal recognition of the value of older workers. Conclusion: This qualitative study, using the SOC framework, showed that evaluating one’s skills and values, being positive about change, and being part of a supportive work environment were key contributors to adaptive competence.

text: Insights into the experiences of older workers and change: Through the lens of selection, optimization and compensation Purpose: The study examined the barriers faced, the goals selected, and the optimization and compensation strategies of older workers in relation to career change. Method: Thirty open-ended interviews, 12 in the United States and 18 in New Zealand, were conducted, recorded, transcribed verbatim, and analyzed for themes. Results: Barriers to finding and maintaining work included task difficulty, problems with coworkers and management, lack of self-confidence, health/physical limitations, ageism, and stereotyping. Respondents’ most frequently selected goals for a new career were the desire to help others, work satisfaction, and acquisition of learning. Seventy-five percent of respondents in paid employment had earning an income as a goal. Optimization strategies included drawing on past experience, assessing skills, seeking careers/organizations that fitted their values, and a willingness to accept lower pay or unpaid work. Attitudinal strategies included focus and persistence, optimism, and positive attitudes toward change. The compensation strategies reported were on-the-job training; help from coworkers, clients, or customers; friends and family social support; and professional networks. Management practices considered helpful were flexible work schedules, supervisors’ patience, and formal recognition of the value of older workers. Conclusion: This qualitative study, using the SOC framework, showed that evaluating one’s skills and values, being positive about change, and being part of a supportive work environment were key contributors to adaptive competence.

year: 2012

title: Waitomo District: Demographic profile 1986-2031

authors: Jackson, Natalie

abstract: This report outlines the demographic changes that have occurred in Waitomo Region, as well as what trends are expected in the future.

text: Waitomo District: Demographic profile 1986-2031 This report outlines the demographic changes that have occurred in Waitomo Region, as well as what trends are expected in the future.

year: 2014