bluuebunny/crossref_metadata_2025 huggingface dataset:
Equity, equality and need as determinants of pay allocations
Authors: Giacobbe‐Miller Jane K. , Miller Daniel J. , Zhang Weijun
Published: July 2002

Involves a role‐play in which Chinese and US managers allocate a hypothetical bonus to a work group. Indicates that Chinese managers employed three distributive rules (i.e. equity, equality and need) placing greatest emphasis on equality. In contrast, US managers employed two distributive rules, equity and equality, placing the greatest emphasis on equity. Chinese managers placed significantly greater emphasis on the need rule than did US managers, although very small amounts were allocated on the basis of need. Discusses implications for appropriate pay design.
The whaanau/support interview
Authors: Jones Deborah
Published: July 2002

The whaanau/support selection interview is a distinctively New Zealand example of bringing cultural diversity into organizations by changing human resource management (HRM) practices. Aims to advocate the possibilities of the whaanau/support process, to discuss its problems, and to suggest future research directions. Draws on the perspectives of HRM practitioners to present three case studies which analyse the use of the whaanau/support process in terms of specific organizational objectives.
The role of pension schemes in recruitment and motivation
Authors: Terry N.G. , White P.J.
Published: July 2002

A postal survey of companies registered in Scotland considered various occupational pension issues. A major finding was the strong managerial belief (but absence of hard evidence) that pension schemes had positive recruitment and motivational effects. Ad hoc‐ery ‐ in the sense of expediency ‐ might help to explain this lack of evidence. Nevertheless, schemes could fulfil certain covert objectives, indicative of a more purposive management. The relationships between pension schemes and human resource management (HRM) are shown to be complex. Aggregate pension provisions seems to run counter to the individualistic thrust of HRM. However, early retirements and shifts into money purchase schemes for some employees might reflect a distinction between “core” and “periphery” employees, as well as “hard” and “soft” HRM approaches.
Strategic integration and employee relations: the impact of managerial styles
Authors: Gunnigle Patrick , Turner Thomas , Morley Michael
Published: July 2002

This paper considers the impact of collectivist and individualist management styles in employee relations on levels of strategic integration in employee relations. The findings indicate a positive relationship between individualism and strategic integration. The findings further indicate that high levels of strategic integration are associated with low levels of collectivism in employee relations. Ownership was the most significant factor impacting upon variations in levels of strategic integration.
Out of chaos comes order: from Japanization to lean production
Authors: Stewart Paul
Published: July 2002

This article is concerned with three key approaches to the implications of Japanese involvement in the UK. It is argued that the paradigms of the so‐called Japanization and lean production schools are inadequate to the task of resolving the sociological implications of Japanese investment and that by contrast what is needed is a critical social relations approach. This will be concerned with the processes of social exclusion implied by new forms of work organization together with the roles of employee collective organizations and identities in these processes.
Bargaining for quality: Quality clauses in enterprise – agreements in Queensland
Authors: Preston Arthur P. , Sappey Richard B. , Teo Stephen
Published: July 2002

Both enterprise agreements (EAs) and the implementation of total quality management (TQM) have the goals of improving productivity and performance and distributing the gains of such improvement within workplaces and, in a broader context, making Australian products more competitive in the international marketplace. Despite their common goals, the two approaches are not substantially “married” in action. This paper examines the inclusion of TQM and related clauses (henceforth quality) in EAs in Queensland and concludes that as yet the EA approach adopted by most organisations only incorporates some aspects of a quality approach to improving performance.
“Real” managers don’t do NVQs: a review of the new management “standards”
Authors: Grugulis Irena
Published: July 2002

In 1997 the Management Charter Initiative (MCI) officially launched the new management NVQs (National Vocational Qualifications), benchmarks which attempted to describe the work performed by British managers. This article is a review of those qualifications. It remembers some of the main problems associated with the original management NVQs and, drawing on some of the best theoretical and empirical accounts of managerial work, argues that the new qualifications have failed to live up to the MCI’s original promise, to assist the development and training of managers.
The new shop stewards ‐ the Citizens’ Advice Bureaux?
Authors: Abbott Brian
Published: July 2002

States that shop stewards have traditionally been viewed as “pivotal” to employee representation at the place of work. Given the changing composition of the workforce, increasingly part‐time and female, combined with the growth of non‐union firms, stewards are increasingly absent from many new workplaces. Argues that, in this environment, it is not only stewards that employees go to with workplace problems, but the voluntary sector and, in particular, the Citizens’ Advice Bureaux (CABx). The paper will then go on to outline the overlapping nature of the work of CAB advisers and stewards. The final section argues that, rather than replacing the traditional shop steward, CABx provide stewards, and unions generally, with the opportunity to reinforce their presence among sections of the workforce that have traditionally been alienated from the labour movement.
Employment relations in SMEs
Authors: Wilkinson Adrian
Published: July 2002

Most of the HRM literature is based on large firms despite the growing significance now accorded to smaller firms. In this paper, we explore employment relations in SMEs and argue that the existing literature tends to polarise into a “small is beautiful” or “bleak house” perspective. The paper examines some of the key issues in relation to employment relations in SMEs.
Industrial relations in small firms
Authors: Barrett Rowena
Published: July 2002

Industrial relations in small firms, when they are defined in terms of their employment size, are generally described as harmonious. Industrial relations in small firms operating in the Australian information industry are explored in this paper, as are reasons for those industrial relations. Although the study reported here can be used to support the “small is beautiful” view, this ignores the fact that industrial relations in large firms in this industry are not greatly different. How size affects industrial relations in one small firm is examined and it is proposed that, on its own, size does not provide an adequate explanation for industrial relations in small firms in the Australian information industry.
An employee‐management consensus approach to continuous improvement in safety management
Authors: Fuller Colin W.
Published: July 2002

This paper reports an employee‐management consensus approach for identifying safety initiatives that are both appropriate to the working environment and also perceived to be appropriate by the workforce. Issues affecting the success of employee involvement schemes are discussed and the methods used during the implementation stages of the programme to address them are described. The case study was set in the UK distribution division of an international oil company and was applied to safety issues affecting the division’s tanker drivers. The study used an employee questionnaire to assess drivers’ perceptions of safety management, workplace conditions and safety concerns. Factor analysis and structural equation modelling were used to develop a management/workplace/workforce model to describe the drivers’ working environment. The model was then used to discuss and explain the drivers’ choices of safety initiatives.
Values for librarians in the information age: an expanded examination
Authors: Dole Wanda V. , Hurych Jitka M. , Koehler Wallace C.
Published: July 2002

The library profession has been concerned with ethical issues since its beginning. Ethical issues raised in the early years dealt primarily with librarians’ responsibility to the employer or patron. The focus later shifted to questions of professional identity, organisational environment, and social responsibilities. Rapid technological change and the advent of the information age are forcing the library profession to rethink its mission and responsibilities. This paper expands research on a survey of librarians’ ethical values reported by Dole and Hurych (forthcoming) at the 1998 EEI21 Symposium. In the 1998 study, they conducted a survey of North American librarians and librarians at a conference in the Crimea (Ukraine) to examine the values considered most important by each group and to identify differences in the priorities of values assigned by the groups studied. They found that all three groups held similar values. The current study replicates the 1998 survey among librarians throughout the world. Additional professional and demographic data were collected during the second iteration to support consideration of professional training, library experience and type, and professional responsibilities as possible factors contributing to value formation.
Embracing inclusion: the critical role of the library
Authors: Train Briony , Dalton Pete , Elkin Judith
Published: July 2002

Social inclusion is high on the Government’s agenda but the role of public libraries in this area has not always been clearly defined. This paper first examines the issue of social exclusion, attempting to define the inclusive society. Drawing on recent work by the Library and Information Commission (2000), it then proposes that research conducted by the University of Central England – A Place for Children and The Value and Impact of Homework Clubs in Public Libraries – demonstrates the capacity of the public library service to combat the exclusion of the child from society, by enabling access to the adult world. The paper concludes that the public library service supports the educational, social and cultural development of all citizens, indeed that it is the essence of inclusion. Public libraries must therefore be integrated into the infrastructure for inclusion, and recommendations towards this end are made.
Management and the management of information, knowledge‐based and library services 2001
Authors: Layzell Ward Patricia
Published: July 2002

Reviews the general literature of management relevant to the information and library profession, and that of the management of information and library services, published in 2001. Themes emerging at major conferences are noted. Issues of growing concern are identified together with those that appear to be becoming of lesser interest.
Delphi: a methodology for preferences more than predictions
Authors: Buckley Chris
Published: July 2002

Concentrates on the Delphi method of research. Aims to present
Delphi as a practical method and to dispel the idea that Delphi is more
of a guessing game. Claims Delphi can be applied to practical problems
in a way that meets modern information management needs. The pooling of
expert talents to suggest preferences for action can be achieved through
Delphi if the method is applied to solving information management
functions.
Maturity, leadership and generational change in libraries
Authors: Euster Joanne R.
Published: July 2002

Librarians tend to enter their chosen field at a later age than other professionals. Among other factors, this leads to an extended “professional adolescence”, which is also evident in the profession as a whole. Other experienced managers commenting on the proposition that librarians often demonstrate lack of professional maturity tended to agree, and offered their analyses of causes. The causes cited included: the tendency of academic librarians to mirror similar tendencies among faculty; the lack of significant consequences of choices and actions; failure to develop measures of effectiveness and accountability; and inward focus on the library and staff rather than on service to the user. Discusses potential behavioural and organizational changes, for both library managers and staff. Increasingly, the knowledge society requires mature professionalism among those information professionals who expect to have significant roles in it.
Flexible working in libraries: profit and potential pitfalls
Authors: Goulding Anne , Kerslake Evelyn
Published: July 2002

Flexible workers are a growing part of the library and information sector, as they are in the service sector generally. Yet their specific needs and requirements have been greatly ignored. Outlines increasing flexibility in the labour market generally and discusses flexibility in library and information services. Discusses the incidence of established flexible working patterns such as part‐time, job‐share, temporary and flexi‐time working, and also of newer work forms such as homeworking and annualized hours. Uses data from a survey of 475 library and information services with a staff of 38,008 individuals. Examines the advantages and disadvantages of flexible working, and outlines the solutions worked out by case study organizations and managers. Suggests that effective use of flexible workers in library and information services necessitates the updating of management techniques and organizational strategy.
The terminology of planning: part 1
Authors: Marco Guy A.
Published: July 2002

Considers the vocabulary employed by writers of library planning documents, and analyses the terms used for the various concepts. Notes that concepts are often given diverse terminology in planning documents, and that frequently there are inconsistencies in the application of concepts as well as terms. Proposes definitions for three key concepts: mission, plan and goal.
Alternative sources of funding Nigerian university libraries
Authors: Ekoja Innocent I.
Published: July 2002

Presents a descriptive/survey research using a questionnaire and official records to investigate alternative sources of generating income in Nigerian university libraries. The sales made are of duplicate journals and back issues of newspapers while commercial services identified are photocopying, publishing, registration of users and binding. Other sources of income are fines, charges, gifts, grants, endowments, bequests and adopt‐a‐journal. The range of total percentage of alternative income in relation to total library allocations is between 0.7 and 39.2 per cent but on average it is a minimum of 5.4 per cent and maximum of 17.6 per cent. Book gifts by foreign donors are greater than those from Nigerians, and when quantified in monetary terms bring in far more funds than any other means of alternative income.
“But what can be done about our bosses?”
Authors: Line Maurice B.
Published: July 2002

Bosses, who have far more power and influence over their staff than they realize, often fall far short of what is needed or desired. Motivations to become bosses are not always good, and appointing committees are sometimes at fault. Bosses tend to be insecure, isolated and insulated from the views of their staff, and can dominate without realizing it. Types of boss can be represented by caricatures, which are often illuminating. Staff readily identify the qualities that are ideally needed, but understand that they are not often attainable. There are few easy solutions to an inadequate boss, except to remove him or her earlier; but, with an acceptance of their non‐perfection and a real desire to listen and learn, bosses can gradually change. There are signs that the situation is gradually improving.
ISO 9000 and the total quality management models
Authors: Reyes Pacios Lozano Ana
Published: July 2002

Establishes the most outstanding differences between the ISO 9000 norms and total quality management as forms or manners of managing quality used in some information services. Compares two models of total quality: European Foundation for Quality Management and Malcolm Baldrige Awards.
National public library statistical systems and management: a comparison between the United States and the People’s Republic of China
Authors: Quan Liu Yan
Published: July 2002

Through an analytical and comparative study, examines the development and current status of the USA’s and China’s national library statistical systems, their natural functions and key system characteristics, usability of performance measures, and each system’s strengths and shortcomings. A distinction is made between government‐centred and profession‐centred systems. Identifies four factors which influence the systems’ characteristics. By finding commonalities and differences between the two statistical systems, provides library professionals, governmental administrators, and educators with the opportunity to learn from each other’s practices and experiences, to conduct further investigations into the purpose and characteristics of the statistical systems, and ultimately, to improve nationwide library planning and evaluation in their own country.
Periodicals subscription under structural adjustment in Ghanaian university libraries: an appraisal
Authors: Arkaifie Richard
Published: July 2002

Looks at the gloomy economic conditions with the attendant foreign exchange constraints which made the ordering of periodicals impossible in Ghana from the latter half of the 1970s up to the mid‐1980s. Compares this with the situation in Nigeria during this period. This bleak picture, which stifled academic work, compelled the governments of the two West African nations to adopt the Structural Adjustment Programme in the Educational Sector in addition to other sectors. Views critically the measures taken in resolving the crisis, especially with regard to the ordering of periodicals to sustain academic work. Considers also whether these measures were enough to eliminate the gaps in the holdings that were noticeable as a result of the economic crunch. Considers benefits gained by the adoption of the Structural Adjustment Programme. Discusses another vital issue, whether the benefits gained can be sustained when the Structural Adjustment Programme comes to an end. Puts forward suggestions for sustainability, and concludes that the Universities cannot revisit the hard times of the 1970s and it will be helpful to pay heed to the recommendations.
The Usmanu Danfodiyo University Library Building: problems and prospects
Authors: Abdu Balarabe Ahmed
Published: July 2002

Perhaps one of the most important considerations in library management the world over is the suitability and conduciveness of the library environment. Absence of these will curtail, to a certain extent, the efficiency of the services and operations, as well as a comfortable reading atmosphere. Undoubtedly, it is against these odds that some university libraries operate in Nigeria. It is in this context that the article reviews the library building situation of Nigerian universities with particular reference to the experience of the Usmanu Danfodiyo University Library, Sokoto.
Surviving the austerity: the example of Abubakar Tafawa Balewa University Library, Bauchi, Nigeria
Authors: Ogunrombi S.A. , Ekoja I.I. , Oji S.E.
Published: July 2002

This study uses official documents and interviews to examine the creative ways that Abubakar Tafawa Balewa University Library adapts to survive austerity. To circumvent the shortfalls in books and journal acquisitions, the Library receives enhanced funding, uses UNESCO coupons and actively solicits for gifts, exchanges, and repository privileges. To sustain basic services and to have a steady supply of stationery, the library has commercialised its photocopying, video coverage, lamination, training programme, and other services. The setting up of the National Documentation and Information Centre has the double blessing of attracting books and donations of journals, and of raising funds for the running of the Library’s essential services.
Perceptions on empowerment and productivity in academic and public libraries in Botswana
Authors: Jain Priti
Published: July 2002

The purpose of this paper is to report on a study which was carried out in order to explore and identify perceived barriers to productivity in six academic and six public libraries in Botswana, through an examination of the perceptions of library personnel. Both qualitative and quantitative data were collected by means of a questionnaire. The questionnaire used a 5‐point Likert scale to collect data on the measures of higher and lower productivity. The questionnaires were personally distributed to 111 respondents (63.7 per cent) out of a population of 174. The most pressing barriers to productivity were identified as: job dissatisfaction, a lack of facilities, a lack of training, poor management, a lack of commitment, poor relationships among staff and a lack of WITs/work teams. In spite of the lack of basic facilities and training, librarians could still improve their performance and maximise their output with the resources available. A change in their work attitudes and commitment to work could also make a great difference. The study recommends a three‐way communication process, work teams, active participation of librarians in the productivity movement, regular training in information technology and good work ethics, all of which should help improve productivity in both academic and public libraries in Botswana.
Academic libraries, people and change: a case study of the 1990s
Authors: Farley Thea , Broady‐Preston Judith , Hayward Tim
Published: July 2002

The effective management of change is a crucial issue for academic libraries in the 1990s and beyond, as change is impinging on every aspect of their work. Through a consideration of aspects of organisational theory, changes in academic libraries, and human resource management, this paper demonstrates the pressing need for attention to change and its effect on people, in an organisational setting. A case study is used to illuminate a literature review, and to ground the conclusions of the study in the experiences of staff in an academic library in a time of change. The structure of an organisation and the people within it are identified as the two primary concerns which should be central to any strategy to manage change. The structure should be flexible and organic to allow for innovation and creativity. Additionally, human resource management should aim to minimise the negative impact of change by responding to the needs of staff through communication and information sharing, staff involvement, training and development, and job design.
Information, reference and document supply ‐ new priorities for national libraries
Authors: Mihalic Marina
Published: July 2002

Discusses the fact that national libraries are mainly thought of as symbols of national pride but otherwise may be considered to be incapable of meeting a nation’s information needs. The maintenance of the nation’s reserve collection of books was in the past, and still remains, their principal task. Before we can study the way in which a society regards its libraries, we have to consider those elements which make up their infrastructure, and the environment in which other services and products germinate and prosper. The wealth of a country depends on its economy; the fact that good information is needed for industrial growth and for economic and social development, gives added value to information and reference resources, and the document supply services that a library provides. Analyses the present situation concerning the Croatian library infrastructure and considers future plans for services that could be organised within the National and University Library.
Library security, materials theft and mutilation in technological university libraries in Nigeria
Authors: Bello M.A.
Published: July 2002

Librarians across the world are increasingly concerned with the safety and physical integrity of valuable intellectual properties. The scenario in developing countries is exacerbated by economic difficulties. A survey of the problem in the Nigerian universities of technology revealed that in common with their traditional counterparts, they are not immune from theft and mutilation. Reference and periodical materials are the most likely materials that will be mutilated. Librarians could neither curb nor stem the problem. All of the libraries still rely solely on manual checks carried out by unskilled personnel at the library entrance and exit. The high cost of photocopying and frequent breakdown of copiers were the causes of library material theft and mutilation. Only 14 per cent of the respondents indicated greediness. There is a compelling need for the Committee of the University Librarians of Nigerian Universities (CULNU) to address the problem and put in place measures that would effectively monitor this crime, or else the Nigerian university libraries will soon be empty.
Barriers to women’s career progression in LIS
Authors: McDermott Elizabeth
Published: July 2002

This is the first of two consecutive articles taken largely from a PhD thesis. As m uch as possible I use the words of the women themselves. Briefly describes the scope, limitations and method of the research. Then considers respondents’ attitudes and perceptions concerning working behaviour. Summarises respondents’ evidence which overwhelmingly identifies the double burden as the main barrier to women’s career progression in LIS. There are two issues: one is the daily routine of domestic duties and the extra demands on time, and the other is the emotional strain that accompanies caring responsibilities, that fall to most women, in some form, at some time in their lives. The logistical problems faced by women who find that a large proportion of their time is constantly consumed by domestic and caring duties are considerable. Furthermore, the worry and guilt consume inner resources which may be needed at work.
Organisational transformation at an academic information service
Authors: Pienaar Heila , Russell Mary‐Rose , Roets Yzelle , Kriel Hilda , Grimbeek Eleta
Published: July 2002

The process of organisational transformation at the Academic Information Service (academic library) of the University of Pretoria, South Africa, is illustrated in a challenging and innovative way. Aspects of the new sciences, for example complexity theory and quantum mechanics, are related to aspects of organisational life, for example creative organisational structures and team‐based relationships.
On‐the‐job training: a key to human resource development
Authors: Jain Priti
Published: July 2002

Presents the main findings of the study recently conducted by the author: “On‐the‐job training: a tool for professionalism and productivity” (a case study of Botswana National Library Service), which was carried out in order to explore and identify on‐the‐job training (OJT) needs for library staff. The instrument used was an open‐ended questionnaire followed by interviews to eliminate ambiguities. Questionnaires were coded after data collection. This procedure was found to be more appropriate as participants were free to express opinions without being influenced by available choices. Data were analysed by using the MINI TAB computer program. A total of 64 library users and 64 library staff (31 professionals and 33 diploma holders) were surveyed. The main OJT training needs were identified as: information technology, job orientation, customer service/public relations, marketing/publicity, refresher courses and managerial skills.
Perceptions of quality service at the University of Botswana Library: what Nova says
Authors: Thapisa A.P.N. , Gamini Venus
Published: July 2002

Reports a study to determine the perceptions of the clients of the University of Botswana Library as they relate to quality service, and how far the University Library has succeeded in delivering quality services. A questionnaire was used as the data‐gathering instrument and is appended to the paper.
What is knowledge management?
Authors: Rowley Jennifer
Published: July 2002

Explores the essential nature of knowledge management, and identifies key issues that impact on the successful implementation of knowledge management strategies. Although there is a recognition that the knowledge society and the knowledge economy have arrived, and that knowledge is a key business asset, organisations are still in the early stages of understanding the implications of knowledge management. Core themes for knowledge management relate to: the creation of knowledge repositories; the improvement of knowledge acquisition; the enhancement of the knowledge environment; and the management of knowledge as an asset. The embedding and embracing of knowledge management within an organisation requires attention to objectives, types of knowledge, technologies, and organisational roles. Knowledge management strategies need to be tailored to specific organisations.
Anti‐discrimination legislation in Australia: fair, effective, efficient or irrelevant?
Authors: Bennington Lynne , Wein Ruth
Published: July 2002

Anti‐discrimination legislation continues to be used as a social and labour market mechanism yet the results of Australian telephone surveys of randomly selected employers and job applicants indicate that discrimination in the recruitment and selection process is flourishing despite such legislation. Only limited support for the neo‐classical economists’ concern that anti‐discrimination legislation creates additional costs and inefficiencies was found. The role of the legislation in creating more effective selections was not strongly supported either, but about half of both employers and job applicants thought that the legislation was fair. A more proactive approach is needed if illegal discrimination in the recruitment and selection process is to be minimised; anti‐discrimination legislation, without exposure of research findings and active monitoring of human resource practices, is insufficient.
Downsizing without downgrading: learning how firms manage their survivors
Authors: Dolan Shimon , Belout Adnane , Balkin David B.
Published: July 2002

Provides a literature synthesis on the impact of downsizing on the survivors and examines the experiences of three large Canadian companies. Results confirm trends that are generally reported in the literature regarding the negative aspects of downsizing. It suggests that where the company had a clear strategy to implement the downsizing, which included scheduling and a well‐specified operational plan, the impact on those dismissed as well as the survivors was buffered. The use of a downsizing plan also mitigated the negative responses on behalf of the remaining personnel. On the other hand, when the company adopts a reactive approach towards the downsizing process, numerous problems associated with the survivors are reported. The firm that applied seniority to layoff decisions received more favorable responses than firms that used criteria other than seniority.
Prior work experience and socialization experiences of college graduates
Authors: Anakwe Uzoamaka P. , Greenhaus Jeffrey H.
Published: July 2002

This article was developed from the premise that prior work experience provides students with a competitive advantage in the job market since this experience is looked upon favorably by recruiters of college graduates for entry level positions. The article focuses on the characteristics of prior work experience and their relationship with effective socialization. Hypotheses were tested using survey data from 131 college graduates participating in a Career Development Program. The findings provide insight into the dynamics of prior work experience and effective socialization, however, they raise questions regarding the “benefits” of prior work experience.
Regional diversity of employment structure and outflows from unemployment to employment in Poland
Authors: Rogut Aleksandra , Tokarski Tomasz
Published: July 2002

Analyses factors determining the outflows from unemployment to employment across regions in Poland over the years 1992‐98, employing the concept of the augmented matching function. Explores also the influence of the economic growth and the employment structure of the regional labour markets in Poland. Concludes that the values of outflows from unemployment to employment are closely and positively related to the number of unemployed and the number of vacancies, as well as to the economic growth rate; and that the employment structure of regional labour markets has a strong impact on outflows from unemployment to employment. The more a regional employment structure resembles the structure in European G7 countries, the higher the outflows from unemployment to employment.
Constraints of task identity on organizational commitment
Authors: Lin Shao‐Lung , Hsieh An‐Tien
Published: July 2002

This study examines how task identity, organizational commitment and career stage are related. Data are provided by 269 lower level employees in Taiwan. Employee age and organizational tenure are used as operational definitions of career stage. Results indicate that although an employee’s age moderately influences the relationship between task identity and organizational commitment, no moderating effect of tenure is found. In addition, the findings suggest an inverted U‐shaped curvilinear relationship between task identity and organizational commitment. The authors discuss the implications for theory and practice.
Evaluations of Labour Market Policy in Sweden
Authors: Björklund Anders
Published: July 2002

Outlines the current state of evaluation research in Sweden. Concludes that it is limited in scope relative to the USA despite the much larger expenditure on labour market policies in Sweden. Locates this deficiency in the differential research infrastructure of the two countries.
Migration, Wages, Unemployment and the Housing Market –
Authors: Millington Jim
Published: July 2002

Reviews a number of contributions to migration analysis. Discusses some of the rudiments of migration modelling before turning attention to specific applications. Pays particular attention to articles which have modelled the interaction between labour and housing markets.
The Youth Training Scheme: a critical review of the evaluation
literature
Authors: Bradley Steve
Published: July 2002

The Youth Training programme (YT), formerly known as the Youth
Training Scheme, has been in existence for over 11 years. During that
time the objectives and content of the programme have changed, and so
too has the institutional framework within which the school‐to‐work
transition takes place. Provides a detailed account of the historical
development of the YT programme, and highlights a number of structural
characteristics of the programme that raise implications for the
econometric assessment of the programme′s impact on employment
probabilities and wages. Presents a review and assessment of the UK
literature on the econometric evaluation of YT. Concludes by raising a
number of implications for future research.
From equal employment opportunity to diversity management
Authors: Teicher Julian , Spearitt Katie
Published: July 2002

Examines the range and changing nature of the initiatives implemented by Australian governments under the rubric of equal opportunity. Reviews the character and trends in the Australian labour market. Provides an account of the public policy framework, including industrial relations, anti‐discrimination and affirmative action legislation. Considers employer responses and the dilemmas for the broader diffusion of diversity management.
HRM and TQM linkages ‐ a comparative case analysis
Authors: Smyth Helen , Scullion Gerry
Published: July 2002

States that companies are confronted by increasing competition and changing employment practices; struggling with recession conditions and searching for excellence resulting in the impetus behind the adoption of new forms of work organization. Addresses the impact of human resource management (HRM) and total quality management (TQM) as organizations continually strive to adapt to radical change in pursuit of survival. Two companies were selected for inclusion in the business case analysis. Besides a number of concluding factors, presents a framework specifically designed to enhance successful firms and assist companies on the road to introducing programmes of HRM and TQM.
Financing training: issues and options
Authors: Dougherty Christopher , Tan Jee‐Peng
Published: July 2002

Appraises the scope for cost‐effective government intervention into the mobilization of resources for training, examining measures catalytic in nature as well as direct interventions. Asserts that economic recession and shrinking government revenues have led to a reconsideration of the role played by the state in training provision and to a growing acknowledgement and appreciation of the role of the private sector. Suggests that although the documentation is incomplete, the government is, and has always been, the junior partner. Discusses how training is financed by the private sector. Analyses situations where privately financed training provision may be sub‐optimal in scale and where there are grounds for government intervention. Addresses the issues of how best to provide financial incentives and mobilize the resources required for financial intervention.
The new information technology ‐ international diffusion and its impact on employment and skills
Authors: Carnoy Martin
Published: July 2002

The technological revolution is creating new goods and services and altering how and where they are produced. One of the principal issues for all countries is how these new technologies will affect employment and the composition of skills demand. Surveys the literature to attempt to answer three main questions: to what degree are the new technologies becoming diffused around the world? How much do they reduce, or increase employment? And do they reduce, or increase, the skills required in the labour force? Touches briefly on implications for educational policy. The survey suggests that because of new technologies, new organizations of production, changing employment conditions and the development of new sectors of production, the complementarity of general, formal schooling, in‐plant training and learning‐by‐doing to capital investment are increasing over time and that general schooling plus on‐the‐job training is more complementary to new technologies than is vocational schooling. The former combination is more likely to give workers the flexibility they need in such changing conditions.
Handbook of organizational measurement
Authors: Price James L.
Published: July 2002

Addresses the standardization of the measurements and the labels for concepts commonly used in the study of work organizations. As a reference handbook and research tool, seeks to improve measurement in the study of work organizations and to facilitate the teaching of introductory courses in this subject. Focuses solely on work organizations, that is, social systems in which members work for money. Defines measurement and distinguishes four levels: nominal, ordinal, interval and ratio. Selects specific measures on the basis of quality, diversity, simplicity and availability and evaluates each measure for its validity and reliability. Employs a set of 38 concepts ‐ ranging from “absenteeism” to “turnover” as the handbook’s frame of reference. Concludes by reviewing organizational measurement over the past 30 years and recommending future measurement reseach.
Test scores and on‐the‐job performance of bank workers in Nigeria
Authors: Johnnie P.B.
Published: July 2002

The empirical study reported here attempts to establish the degree of relationship between test scores and on‐the‐job performance scores (job evaluation) of bank workers. We developed two related research hypotheses ‐ Pearson’s product‐moment correlation coefficient (γ) and Pearson’s contingency coefficient (C) to establish the degree of relationship between test scores and on‐the‐job performance scores. The results of the two hypotheses clearly indicates that there exist perfect linear relationship between test scores and on‐the‐job performance scores of bank workers. The result of this study is likely to assist scholars in bridging any existing conceptual gaps in test scores and on‐the‐job performance and practitioners in formulating appropriate policies on employee test scores and job performance scores.
Social policy, labour markets, unemployment, and household strategies in Russia
Authors: Manning Nick
Published: July 2002

Social policy, labour markets and industrial relations are closely linked, both empirically and conceptually, as described in the first part of the paper using examples drawn from the USA and Europe. The same issues are then explored in more detail for the Russian case. The latter half of the paper presents the results of a new survey of Russian heads of household in St Petersburg, Moscow and Voronezh. The households have been selected from among those unemployed, on forced leave, facing imminent redundancy, or recently re‐employed after unemployment. Interactions between these four labour market states, household labour market strategies, and their variations across the three cities are explored. Conclusions regarding the current mix of social policy, labour markets and industrial relations in Russia close the paper.
A new deal or new disadvantage?
Authors: Ogbonna Emmanuel , Noon Mike
Published: July 2002

In Britain, welfare‐to‐work has been hailed as a radical initiative to help those that are socially and economically disadvantaged in society. The New Deal promises to offer young long term unemployed people the opportunity to train and experience the world of work in a bid to make them more attractive to employers. It is especially pertinent to ethnic minorities who have been identified as having an increased tendency to be unemployed. However, the intention to help ethnic minorities has not been matched with changes to the institutional framework for the delivery of training and work experience placements. This article assesses the likely impact of the New Deal on unemployed people from ethnic minority communities. It contends that the failure of the present arrangement to cater for the needs of ethnic minorities may affect the success of the New Deal as far as ethnic minorities are concerned.
Jobs for the girls
Authors: Shaw Sue , Taylor Mary , Harris Irene
Published: July 2002

This paper uses the findings of a recent study of professional women returning to work after a career break. It critically examines their return to work following attendance of a European funded updating course, and evaluates the initiative in terms of job and career success in terms of the women’s own perceptions. The study showed that the majority of women resumed work following the updating programme, but not necessarily at a level commensurate with their qualifications and experience, nor in their original professional area. Paradoxically, the respondents did not always see this as a negative outcome, and a large proportion of them attributed their successful return to completion of the professional updating course. The paper concludes by suggesting that a traditional female career model has not only continued relevance for women, but may be increasingly relevant to men. This presents a challenge to both policy makers and course providers.
Skilling the unskilled – a question of incentives?
Authors: Wolter Stefan C. , Weber Bernhard A.
Published: July 2002

The sudden slump in the labour market of the 1990s made it necessary for Switzerland to alter its labour market policy, which from being almost exclusively passive became an active policy. Indeed a lack of suitable qualifications can be considered as one of the main factors prolonging the unemployment of those concerned, in Switzerland. Even so, the policy of relying on massive continuous education and retraining programmes as the most efficient solution to this problem needs to be called into question. For many years a majority of those who now find themselves unemployed neglected the option of seeing to their own continuous education needs. The reasons for this inactivity at the individual level may well lie in the lack of financial incentives. This in turn is the result of a wage structure that is still very much linked to years of service, with education‐related differences in wages being very slight.
Emerging issues in strategic HRM in Singapore
Authors: Khatri Naresh
Published: July 2002

To face the onslaught of hypercompetition, organizations need to be responsive and flexible. The human factor, if managed effectively, is perhaps the most important in imparting organizational flexibility. Managing the human factor as a competitive tool falls in the domain of strategic human resource management. This article discusses the state of HRM in Singapore. It identifies five important issues in strategic HRM field that, if fully understood, would help scholars and practitioners develop better theoretical frameworks. Specifically, it is proposed that the link between HR and strategy depends on the type of strategy pursued by the organization; organizational culture influences the status of HR and its integration with the rest of the organization; the competencies of HR managers affect the status of HR and its link with organizational strategy; HR strategy or lack of it affects the HR function’s vertical and horizontal fits; these factors all influence the outsourcing of HR activities.
Human resource management as competitive advantage in the new millennium
Authors: Habir Ahmad D. , Larasati Asti B.
Published: July 2002

One strand of conventional wisdom is the urgent need for human resource management in Indonesia to improve to world standards so that the Indonesian corporate sector can survive in a globalized economy. Another strand accepts the need to improve to international standards but argues that such improvements should be based on Indonesian conditions. Indonesian management is traditional, patrimonial and hierarchically oriented, and international practices like empowerment, participation and incentive orientation are irrelevant or, at best, need to be adjusted to and are secondary to Indonesian indigenous characteristics. There is a dearth of empirical research in Indonesia that could support either strand. This article presents three mini‐cases to argue that human resource management in Indonesia is a complex process with both national and international influences. The cases suggest national conditions need not hinder the adoption of international best HRM practices focusing on participation, empowerment and incentives leading to competitive behavior.
Strategic human resources management in Australia: the human cost
Authors: Kaye Leah
Published: July 2002

Strategic human resource management (HRM) is increasingly being used to indicate a system‐wide intervention that links HRM to strategic planning and cultural change. However, what may be inadvertently occurring is a reinforcing of the use of the “hard” model of HRM, one that prioritises “management” aspects above “human” aspects of the discipline. Competitive business strategies may be improving the bottom line of a company, but they are hurting many individuals, especially when workers are being viewed as a commodity in a labour market. The Australian experience suggests that strategic HRM is not particularly people focused and has led to greater job insecurity and lower job satisfaction. If the current intent of strategic HRM is to strategise in conjunction with an organization’s business direction, then it needs to be re‐conceptualised to acknowledge the human endeavour of organizations. This will require a broadening of the perspective of strategic HRM.