bluuebunny/crossref_metadata_2025 huggingface dataset:
Human resource management in Sweden
Authors: Mabon Hunter
Published: July 2002

Gives an account of Swedish industrial relations and discusses the
decline of the classic Swedish harmony model. Analyses historically high
unemployment figures. Makes a presentation of HRM as a profession in
Sweden including the speciality of human resource costing and
accounting. Uses Marxist, pluralist and rationalist models to explain
the gap between theory and practical implementation of HRM. Discusses
the HRM consequences of Sweden joining the EU and the future prospects
for Sweden in a world economy.
The path towards greater labour flexibility in Germany: hampered by past success?
Authors: Tüselmann Heinz‐Josef
Published: July 2002

Analyses the tensions between change and continuity in the German model of labour flexibility and examines why recent deregulation and decentralization measures only had a limited impact on companies’ flexibility approaches. Addresses the subsequent issues of how, and to what extent the framework for the several forms of flexibility should be broadened in the particular German context, where the institutional/regulatory environment has encouraged the widespread adoption of a diversified quality production strategy, based on high levels of functional flexibility. Concludes that a large section of German companies may already operate near an optional labour flexibility mix. Suggests system internal reforms based on regulated flexibility and centrally co‐ordinated decentralization, in order to enhance, to some extent, the framework for flexibility without undermining the underlying incentive structure for high skills/high productivity approaches to flexibility.
“Front‐end reflections”: supervisory systems in the UK’s Japanese transplants and in “Japanized” companies
Authors: Morris Jonathan , Lowe James , Wilkinson Barry
Published: July 2002

The Japanization debate in the UK has moved considerably since first mooted in 1987. On the one hand academics ‐ advocates as well as sceptics ‐ have questioned its continued usefulness as an analytical framework. On the other, there has been greater sophistication, refinement and clarity on what is being studied, and particularly surrounding aspects of the transferability of the Japanese model. This paper reports on a study of production supervisors in Japanese transplants in the UK, and data from emulating or comparable non‐Japanese owned organizations. It also draws on comparative data from Japan and North America. The study focuses on two industries ‐ consumer electronics and autos ‐ and uses a variety of methodologies.
Flexible working practices and the trade unions
Authors: Croucher Richard , Brewster Chris
Published: July 2002

This article examines the problems that the expansion and spread of flexible working patterns have created for the trade unions. Drawing evidence from across Europe, but focusing on the UK, it is argued that the decline in unionism has a number of antecedents, of which an important factor is the change in the way people are employed. A number of examples of flexible working are examined and the implications of each for union membership and influence are outlined. The paper ends by exploring what the UK unions are doing, and could be doing, to address these issues.
Does national culture really matter? Predicting HRM preferences of Taiwanese employees
Authors: Sparrow Paul , Wu Pei‐Chuan
Published: July 2002

Examines the relationships between cultural values and preferences for human resource management (HRM) policies and practices in a sample of Taiwanese employees. Specifically, seeks to examine patterns of Chinese national culture in Taiwan, to identify the preferences of employees for specific HRM policies and practices, and to explore the extent to which individual cultural value orientations shape individual preferences for HRM policies and practices. Presents findings from data based on 452 employees from the shopfloor to senior management positions in seven Taiwanese organisations. By controlling the measure of national culture in terms of value orientations, it is found that they account for from only 5 per cent to 10 per cent of the total individual variance in HRM preference. A factor analysis supports the view that national culture value orientations represent a separate construct to both work values and more traditional measures of work outcomes, such as job satisfaction and commitment.
Organizational metamorphosis led by front line staff
Authors: McHugh Marie , O’Brien Geraldine , Ramondt Joop
Published: July 2002

This article highlights the fact that in an attempt to cope with the turbulence and hostility which characterize their operating environments, many public sector organizations have embarked upon far‐reaching programmes of unsettling strategic change. These programmes often exhibit features of disintegration. Additionally they are frequently formulated by senior managers in isolation from organizational members, who are then expected to implement them without question or consultation. This article argues that such approaches to change management are unlikely to bring about the desired transformation. Rather, using a case study of one public sector organization in the Republic of Ireland, it is argued that organizations are more likely to experience the required metamorphosis where the change commences at the periphery and is led by relatively junior front line staff, with senior management practitioners acting as facilitators of organizational transformation.
The scientific information environment in the next millennium
Authors: Ball Rafael
Published: July 2002

The evolution of the information environment in research and development at the beginning of the next millennium is dominated by the change of medium from printed to digital information and by the diversification of the information environment. This change of paradigm (the so‐called end user revolution) is accompanied by extended efforts for literature and information searches. The lack of transparency in the information environment, the bewildering variety of media and the enormously expanded methodological efforts for literature searches by scientists have to be balanced by information specialists in the libraries. In the next millennium, scientists will only search for information in one single electronic search user‐interface for all available sources and media at one time. Knowledge and information have always been the most important resource in science. However, the change in the methods of science has also been accompanied by a change in the method of scientific information retrieval. This article shows how a scientist’s efforts, tools and methods have changed in the past few decades for the verification and retrieval of literature and information required against the background of changing media. An outlook shows possible constellations in the next millennium.
Legal information needs of lawyers in Kenya: a case study
Authors: Otike Japhet , Matthews Graham
Published: July 2002

Reports the results of a case study undertaken as part of a doctoral research programme carried out to investigate the information needs of, and provision to, the legal community in Kenya. The case study, is based on data collected from a one‐man law firm in Kisumu, Kenya. Data were collected by interviews and observation. Although essentially a case study, the results reflect the kind of experiences and problems that lawyers in Kenya, working in single law firms, experience in accessing legal information. Concludes that the only practicable way lawyers can maximise the availability of legal information in the country is by setting up their own law library on a co‐operative basis. Reliance on court libraries is futile as the libraries are already over‐stretched by the needs of the Bench.
The public library service in a divided community, Portadown, Northern Ireland: a case study
Authors: Doran Micky , Preston Judith
Published: July 2002

Examines the relationship between the library service and the local community in Northern Ireland, using Portadown as a case study. A review of the literature explores complex links between the concepts of social disadvantage and political division and violence, as the library service must function within a community where deep divisions exist. Librarians and local groups from both communities were interviewed individually, and in focus groups, to explore their perceptions of the current role and function of the library service in such a deeply divided town. Amongst the findings was the perception by local people that social and political barriers existed, preventing optimum use of the public library service by all sectors of the community. Furthermore, the emphasis on traditional aspects of library service meant that local groups were circumventing the library service and setting up their own community information provision. Thus, unless the library service could become more fully integrated into the whole community, it would become increasingly marginalised within such a community.
Technological concerns for library managers
Authors: Stover Mark
Published: July 2002

Library managers face a variety of questions and concerns related to information technology on a daily basis. These include the relative merits of interpersonal and communication skills compared with technical abilities; the organisational structure that should be utilised in the distribution of computing resources; the policies that need to be created (or enforced) in relation to the personal use of business computers; issues surrounding computer usage problems (such as carpal tunnel syndrome) that pose potential threats to staff productivity; and the library manager’s pursuit of the “cutting edge” of technology. This study uses qualitative survey data to find patterns and themes among librarians in regard to their attitudes toward managing technology and technological change. It includes a selection of categorised survey responses, interpretation of the data by the author, and suggestions for further research.
Staff training and end‐user training issues within the hybrid library
Authors: Garrod Penny
Published: July 2002

Reviews staff and end‐user training issues in a hybrid library. Provides an overview of some of the related skills issues encountered during a project working with non‐standard entrants in the Institute of Health Studies at the University of Plymouth. The issue is set in the context of UK national initiatives such as the Distributed National Electronic Resource. The development of the hybrid library interface is described. The outcomes are considered at institutional and LIS levels. Issues to be considered include skills audits and training needs analyses, roles and skills, and the primacy of the end user. Concludes that the key question is “how do you get people to change their behaviour?”. Indicates that the hybrid library can be a change agent given the right organisational culture and management support.
Marketing the HyLiFe project
Authors: Jackson Maureen
Published: July 2002

Reviews the experience of marketing a hybrid library project in an academic library, drawing on the mainstream literature of marketing. Comments on the provision of a quality product, promotion of the interfaces, selection of the right time for promotion, and the use of a variety of methods to attract users. Emphasis is placed on the need to involve all members of a project team, and to evaluate the marketing strategy. Feedback from the academic and LIS staff, and users, is recounted. Concludes with advice to information and library professionals to develop marketing concepts and techniques if services are to survive and prosper.
Electronic rights management in the United Kingdom
Authors: Magnussen Amanda
Published: July 2002

In recent years, there have been considerable developments in both international and national laws relating to copyright, as governments struggle to come to terms with developments in technology. Libraries, too, are attempting to find appropriate ways of managing the rights in electronic materials. Based on a research trip made to the UK in 2001, explores some of the electronic rights management systems and solutions being developed in UK libraries and information organisations. Study participants were interviewed about the various technologies that have been developed in this area, the types of materials covered by each, and their costs, availability and intended future developments, with a view to gaining an understanding of the electronic rights management tools that might be available to libraries.
Establishing successful partnerships with university support units
Authors: Rockman Ilene F.
Published: July 2002

University libraries are creating new opportunities by establishing a variety of partnerships, extending the library’s services and programs through alliances, relationships, and ventures. Libraries must work closely, creatively, and consistently with campus constituencies to achieve their goals and objectives successfully, and to remain a key campus resource. Partnerships with campus bookstores, architects, fund‐raisers, and others results in such endeavours as cultural performances in the library, campus author celebrations, cyber cafés, and collaborations with parents groups, athletics, musicians, artists, and writers. Partnerships improve the learning environment, enrich the cultural life of the campus, stimulate intellectual discourse, and help the library to stay visible as an indispensable component of the campus community.
External partnerships and academic libraries
Authors: Wilding Tom
Published: July 2002

External relationships are an important aspect of establishing academic library partnerships. This paper focuses on relationships between such libraries and various organisations that extend well beyond the boundaries of the academic campus.
Professional development, manpower education and training in
information sciences in Kenya
Authors: Ocholla Dennis N.
Published: July 2002

Discusses issues relating to professional development and manpower
training in Kenya. Provides background information on the libraries and
information sciences training programmes situation. Gives attention to
issues and trends affecting the information profession in training,
curricula development, application of information technology, cost of
information materials and the crisis in supply and demand in regard to
manpower development in the information profession. Suggests that
institutions for training information professionals need to observe the
supply and demand trends in their environment and to adjust both the
curricula and intake of trainees to the national situation. The training
institutions also need to broaden the courses offered in their
programmes to include computer skills, communication studies, economics
of information, marketing, research methodologies, management,
publishing and booktrade, resource sharing and continuing education. The
market for information professionals needs to be provided with products
with diversified knowledge and skills. Concludes with observations on
how the problems of manpower development and training in information
sciences in Kenya may be handled.
Disaster management in libraries
Authors: Eden Paul , Matthews Graham
Published: July 2002

Presents the preliminary findings of a one‐year British Library Research and Development Department‐funded project looking at disaster management in British libraries. Based on visits to some 30 organizations within and outside the library profession and analysis of 62 library disaster control plans, considers the terms “disaster”, “disaster control planning” and “disaster management”, highlighting the central role of the written disaster control plan. Emphasizes the need for these plans to be managed and supported by risk assessments and regular inspections of buildings and equipment, the identification and use of reliable expert advice, staff training programmes and contingency planning for temporary services, accommodation and storage. Undertlines the importance of personnel issues such as the careful selection of those responsible for disaster management and staff counselling following a disaster, and also the need to investigate insurance cover and to consider the installation of fire detection and suppression systems.
What happens when a public library service closes down?
Authors: Proctor Bob Usherwood Richard , Sobczyk Gill
Published: July 2002

Reports on a British Library‐funded investigation of the impact of an eight‐week library closure on the behaviour and attitudes of public library users in Sheffield. Surveys of users, bookshops and other libraries provided evidence about the importance of individual services to users, the possible replacement of services from other sources, and the effect of the closure on the local infrastructure. An assessment was made of the robustness of the library habit and its vulnerability to competition. This was accomplished by investigating the take‐up of alternative leisure pursuits, users’ future intentions, and by comparing forecast with actual book issues for the six months following the end of the strike. The data suggest that for the vast majority of library users the public library is a service of great value, enhancing quality of life, and fulfilling an essential need that no other pursuit or activity satisfies.
Electronic journals: myths and realities
Authors: Woodward Hazel , Rowland Fytton , McKnight Cliff , Meadows Jack , Pritchett Carolyn
Published: July 2002

Considers the preliminary findings of the Cafe Jus research project, investigating end user reactions to electronic journals. Issues explored include: access to e‐journals; reading habits; human factors; financial implications; and the future roles of librarians, subscription agents and publishers in the electronic environment.
Counselling approaches and the workplace
Authors: Hannabuss Stuart
Published: July 2002

Describes and evaluates three major counselling traditions in terms of their relevance and application in the workplace and in human relationships. Suggests that many effective counsellors adopt an eclectic approach and that there are often factors working against the use of appropriate counselling strategies in the modern world.
A framework of the transferable skills of information professionals
Authors: Farmer Jane , Campbell Fiona
Published: July 2002

Describes a research project for the British Library Research and Innovation Centre which identified and analysed the generic skills and competences of information professionals in the healthcare and oil industry sectors. The study and its findings are described in a pack which is included with this issue of Library Management.
The city library and scholarly research
Authors: Sturges Paul
Published: July 2002

European public libraries frequently have to reconcile the continuance of a traditional scholarly role with the provision of modern public library services. In Britain the great city libraries share this dilemma. Official policy has not offered useful solutions to the problems of two decades of financial pressures, social change and the demands of information technology. The case study of Leeds Library and Information Services shows how one city library has begun to devise strategies that involve improving access to research stock, making hard decisions about the continuance of some research collections, and providing enhanced networked access to outside resources, as part of an overall policy based on the assessment of user needs and preferences.
Universal availability of publications and its importance to human development, regeneration and growth
Authors: Cornish Graham P.
Published: July 2002

Discusses the fact that access to published information is essential to human development. This applies to social, cultural, economic, political and spiritual dimensions. Information needs to be accurate, timely and relevant Information provision is not a cheap function to manage. The library is unique in providing access to a wide range of published information in the content of which it has no economic interest. Communities need access to information, some has real commercial worth but much has no obvious marketable value. The value of information is determined by its value to the user. Anyone searching for economic growth or regeneration needs information of highly variable nature and value. The essence of regeneration is that a community is changing direction, not merely trying to revitalise the past. The information needs of anyone in this situation are many and varied and will require material from areas of knowledge not previously required. The essential role of any library is to be a neutral provider of access. This neutrality marks it out from other organisations. Co‐operation among library providers to ensure maximum access for all clients in the community is essential. Failure to develop a wide range of library services for communities seeking regeneration will seriously hamper their growth and change.
Job satisfaction and publication output among librarians in Nigerian universities
Authors: Edem U.S. , Olat Lawal Olu
Published: July 2002

Survey data were used to determine the influence of job satisfaction on the publication output of librarians in Nigerian universities. A stratified random sampling method was used to select 202 librarians working in 22 out of the 35 university libraries in Nigeria. A multiple regression statistical analysis was employed to examine the influence of job satisfaction on publication output of librarians. The results of the empirical analysis indicate that of the six dimensions of job satisfaction used in the study, only three (librarians’ levels of satisfaction with their achievement responsibility and recognition) had a significant influence on their publication output. Other dimensions including salary, university library policies and administration, and supervision, had no significant influence on their publication output. The study also reveals that the intrinsic job satisfaction dimensions were the greatest influence on the quantity of publications among the sample population. This should be given top priority. However, the extrinsic job satisfaction dimensions which do not influence publication output should not be neglected, rather they could be improved to enhance job satisfaction and raise publication productivity.
Types of organisational culture
Authors: Line Maurice B.
Published: July 2002

It can be productive to think of analogues of organisational cultures in the animal world. Lion, chimpanzee, bonobo, gorilla, hyena, wolf, dog, sheep, cow and elephant cultures are less desirable than the cat culture, which has to operate on the principle that cats cannot be made to do anything that they do not wish to do.
Training in teamwork in British university libraries
Authors: Hall John
Published: July 2002

Presents the findings of research that aimed to develop a better understanding of the skills required in teamwork in British university libraries and the best ways of developing these skills. The fieldwork for the project used a qualitative approach and interviews were conducted with members of a sample of teams from four “new” university libraries. The teams studied were found to be leader focused and the most frequently cited examples of good teamwork tended to depend on attitudes rather than skills. Communication was seen as a key skill, but task centred skills such as decision making were more important in working parties than in permanent teams. Suggested areas for attention include leadership training, staff selection, communication with part‐timers and the skills of open communication. Three of the four libraries had provided training in teamwork. Participants’ reactions to this are considered and tentative comment is offered on such matters as the relevance and objectives of training and the value of training for individual teams.
Externalizing the workforce: Australian trends and issues for HRM
Authors: Hartmann Linley , Patrickson Margaret
Published: July 2002

Changes in internal and external labor markets through externalization of the workforce or the development of contingent and core distinctions have been intensified in Australia by globalization, competitive pressures and political changes. An extensive literature describes and analyzes these changes and empirically assessed variables influencing the extent of externalization and the strategies associated with it. Very little attention has been given to the implications of these changes for human resource management. This article reviews some reasons for the high rate of externalization in Australia and identifies some issues which face human resource management as externalization continues to rise.
Low‐wage mobility in the Italian labour market
Authors: Cappellari Lorenzo
Published: July 2002

Uses Bank of Italy’sSurvey on Household Income and Wealth(SHIW) panel data for 1993 and 1995 to model transition probabilities at the bottom of the Italian wage distribution and to investigate the features and determinants of low‐wage mobility. The analysis is based on a bivariate probit model with endogenous switching which allows tackling the initial conditions problem, i.e. the potential endogeneity of the conditioning starting state. Results show the appropriateness of such a choice, the hypothesis of exogenous initial conditions being always rejected. Shows that while some factors such as education, sex and geographical location have an effect on low‐pay persistence, job‐related variables are more effective in avoiding falls into low pay from higher pay. It is also shown how raw persistence involves a considerable share of true state dependence, i.e. the experience of low pay raises,per se, the probability of future low‐pay episodes, irrespective of personal attributes.
Unemployment: still hoping for a miracle?
Authors: Quiggin John
Published: July 2002

The Australian unemployment rate has fallen to its lowest level since 1989, and looks likely to fall further, perhaps even reaching the rate of 5 per cent, widely regarded as “full employment”. However, this relatively favourable outcome has been achieved only after a cyclical expansion so long and robust that it has been widely regarded as “miraculous”. It is important, therefore, to consider whether recent reductions in unemployment will be maintained when the current expansion ends, and whether alternative policies could produce stronger and more sustainable growth in employment.
From full employment to employability: a new deal for Britain’s unemployed?
Authors: Finn Dan
Published: July 2002

Britain’s New Labour Government has radically shifted its policy aims away from securing traditional full employment towards the improvement of “employability”. This paper briefly assesses what is meant by employability and how the Government has integrated its “supply side” approach to the unemployed with the stricter benefit regime it inherited from its Conservative predecessor. It describes the various New Deal and area‐based employment programmes that have been introduced during an intense phase of policy development and experimentation and outlines the immediate impact they have had. The Government’s long‐term aim is to build on this experience and create a “work‐based welfare state” for all those of working age who receive state benefits. In conclusion, the paper highlights some of the weaknesses of the new strategy and draws out the implications that existing evaluations of active labour market programmes have for the likely impact of the New Deals.
Research Note: How Management Students Select Prospective Employers
Authors: Phillips Carl R. , Phillips Antoinette S. , Cappel Samuel D.
Published: July 2002

Suggests that past research has revealed a number of determinants of
selection decisions for college students. Given the trend towards
“generalist” degrees, aims to examine how graduating seniors in a general
business field (management) would rate certain job factors. Reports
business management seniors′ ratings of 23 factors potentially present
in workplaces. Discusses the most and least important factors and
presents implications for organizational recruiting practices.
The Effects of Organizational and Individual Career Management on Career
Success
Authors: Orpen Christopher
Published: July 2002

Examines the effects of organizational and individual career management
on the career success of 120 supervisory managers. A special 35‐item
Organization Career Management Scale was developed from a workshop held
with ten personnel managers from organizations employing the
participants. Significant correlations were obtained between
organization career management, as perceived by the subjects, and
indicators of career success. The correlations between individual career
planning and tactics, and the same indicators of career success, were
also significant. Finally, individual career planning and tactics added
significantly to the amount of variation in career success explained by
organization career management, supporting a “joint responsibility”
perspective of career management in organizations. Develops implications
of these findings for practice.
Understanding Employee Turnover: The Need for a Contingency Approach
Authors: Zeffane Rachid M.
Published: July 2002

A strong body of research evidence has shown that better predictions of
organizational phenomena would be achieved if greater emphasis was put
on the interactive effects of potential independent variables. As an
integral part of that research, contingency theory has been a landmark
approach to organizational analysis. Draws on the main body of
literature and attempts to show that contingency theory and its basic
postulate would strongly benefit the study of employee turnover. Argues
that voluntary employee turnover is contingent on the amount of
fit/misfit between individual values and the predominant organizational
structure/management style. Shows and suggests that the use of a
contingency approach to employee turnover could be of great benefit in
future research designed to enhance our understanding of this complex
phenomenon.
Labour productivity growth trends in OECD countries: selection of
subperiods
Authors: Sapsford David , Varoufakis Yanis
Published: July 2002

Extends the approach of an earlier article which studies the
underlying trend rate of growth of labour productivity in the post‐war
UK economy. Analyses productivity growth trends in the member countries
of the OECD. Also explores some implications for the productivity
slow‐down debate. Begins by providing a brief summary of the estimation
method used, then reports and discusses the empirical findings. Goes on
to develop the analysis further in the context of a number of member
countries.
Developments in flexible working practices in the Republic of Ireland
Authors: Morley Michael , Gunnigle Patrick , Haraty Noreen
Published: July 2002

Using the Irish data from the Price Waterhouse Cranfield Project on International Strategic Human Resource Management, examines developments in flexible working practices in the Republic of Ireland. Reviews relevant literature and presents an overview of the Irish labour market context. The organizational level evidence presented on both non‐standard employment and functional flexibility indicates a trend towards greater flexibilization, but the emergence of the flexible firm scenario is not supported.
European Union social policy and flexible production
Authors: Dearden Stephen J.H.
Published: July 2002

Briefly reviews the Social Protocol attached to the Maastricht
Treaty. Addresses the debate between those advocating the minimal
harmonization of labour legislation necessary for the establishment of
fair competition within the single market, on the one side, and those
arguing for a more interventionist approach to avoid the consequences of
social dumping, on the other. Then examines the implications for this
debate of the rise of flexible production, with its demand for increased
human capital investment and long‐term employment relationships.
Managerial labour markets in transitional economies: evidence from
Bulgaria
Authors: Jones Derek C. , Kat Takao , Avramov Svetlana
Published: July 2002

Using new survey data for Bulgarian executives during 1989‐1992,
presents some of the first evidence on the nature of managerial labour
markets for a country in transition. Finds that internal labour markets
for managers are quite underdeveloped, suggesting insufficient
firm‐specific human capital accumulation by managers, weak incentive
effects of promotion tournaments, and an inability to use promotions as
a job assignment mechanism; the use of incentive pay schemes (as
compared to traditional fixed wage payments) is limited and is
declining; and internal wage structures are relatively flat, leading to
weak incentive effects for all contenders in the CEO promotional
tournament and to an inability to ensure that the most able contenders
will win. All these findings point to potentially serious inefficiencies
and thus to serious public policy concerns. There exists an urgent need
for a strategy to promote internal labour markets for managers, which
would include both incentive pay systems for managers and steeper
internal wage structures.
Stressor and personal variables in the commuting experience
Authors: Koslowsky Meni , Aizer Asher , Krausz Moshe
Published: July 2002

The past few years have seen an increase in studies on the effects of commuting stress on various measures of strain. In particular, commuting impedance, a combination of time and distance between home and work, has been suggested as the independent variable that best describes the commuting experience. As demographic characteristics have been hypothesized as affecting strain, data were collected on personal variables and mode of transportation. Presents results from subjects in the present study consisting of 200 employees of a service organization near Tel Aviv, Israel. Whereas results verified the impact of commuting impedance on strain measures related to the commuting experience, the association between personal variables and strain was found to be inconsistent. Although the subjects were drawn from one organization only, they manifested many of the commuting patterns observed in other western nations. Proposes several suggestions for investigating the relationship among commuting stress and strain variables in future studies.
Sources of diversity and the challenge before human resource management in India
Authors: Venkata Ratnam C.S. , Chandra V.
Published: July 2002

Analyses the magnitude and complexity of the challenge of diversity in managing people in the Indian workplace. Considers the challenges for human resource management in the 1990s, and highlights the major issues and opportunities in coping with these challenges. Aims to provide direction for future empirical studies.
The changing pattern of labour market activity in Great Britain
Authors: Butcher Tim , Hutchinson Gill
Published: July 2002

Aims to broaden the discussion of labour market changes to include inactivity. Examines the spatial structures of employment, unemployment and inactivity at two dates, 1984 and 1992, which were similar points in the economic cycle. Uses personal and socio‐economic characteristics, as suggested by economic theory, in a multinomial logit model to explain the probability that an individual will be in a given labour market state. Examines the importance of location by taking an average British male and female in both years and observing changes to their predicted probabilities as they move across the regions.
Human resource policies in two Japanese retail stores in Hong Kong
Authors: Wong May M.L.
Published: July 2002

Examines the human resource (HR) policies adopted by two Japanese retail stores in Hong Kong. Finds that the two Japanese retail stores employ different HR policies in terms of recruitment and selection, remuneration and welfare, and training and development for different groups of employees within the same Hong Kong operation. The implementation of the different HR policies for different groups of employees is attributable, first, to the influence of the parent company’s environment ‐ socio‐economic conditions, characteristics of the top management, corporate strategy and use of technology in the parent company; and, second, to the different types of employee in the two stores in Hong Kong ‐ the male and female expatriates among the parent‐country nationals (PCNs), and the professionals with high levels of skill, full‐time managers and employees with lower level skills, and part‐time employees among the home‐country nationals (HCNs).
Employment equity and minority legislation in the UK after two decades: a review
Authors: Sloane Peter J. , Mackay Daniel
Published: July 2002

Examines employment equity legislation, initially introduced in the UK during the 1970s, along with separate legislation covering sex, race, religion and disability, together with separate enforcement bodies, and separate geographical arrangements in Britain and in Northern Ireland. Notes the role of European Community Law which takes precedence over UK law and increasingly dictates legislation changes. Claims that the period since the 1970s has witnessed growing levels of unemployment, along with a focus on de‐regulation of labour markets. Most British empirical work focuses on explaining earnings differentials using the standard Mincer human capital model with comparative neglect of employment equality issues. The fundamental question is to what extent has employment equity legislation been successful in removing labour market discrimination against minority groups. Uses a cross‐section of data from the 1994 labour force survey to attempt to explain differences in employability across various groups and to analyse the degree of occupational segregation across these same groups which remain after nearly 20 years of experience of employment equity legislation. Reviews the legislation and then estimates first, logit equations to explain employability and second, ordered probit equations to explain occupational attainment, in each case decomposing the results in order to estimate the proportion of the differential which may be explained by “discrimination”.
Labour subsidies for the cultural sector: extent and impacts
Authors: Hjalager Anne‐Mette
Published: July 2002

The job training schemes have been and still are important for the supply of labour to cultural institutions in Denmark. Particularly the young and experimental cultural manifestations are depending on labour market subsidies for their development and survival. Discusses the clashes, cultural, labour market and industrial policies, each representing particular objectives which cannot easily be co‐ordinated.
Europe: a labour surplus economy?
Authors: Dearden Stephen J.H.
Published: July 2002

Reviewing the persistence of high levels of unemployment in the EU, finds that this has been accompanied by an increasing incidence of low pay and the adoption of “atypical” employment contracts. The policy response, drawing on the experience of the US economy, has been to advocate the creation of flexible labour markets. It suggests that it is not possible to account for the deterioration in the European labour market in terms of an increase in the supply of labour. The fall in demand for labour is examined in terms of long‐run structural changes and in particular it draws attention to the impact of increased import penetration. Finally it discusses the consequences for public funding of welfare, investment in education and training, and the emergence of a permanent labour surplus economy.
Reconceptualising human resource planning in response to institutional change
Authors: Rahman bin Idris Abdul , Eldridge Derek
Published: July 2002

The article aims to shift the basis of organisational human resource planning away from the traditional prescriptive approach to a systems based model that incorporates an emphasis on learning. A brief history of human resource planning is presented showing how it has evolved towards current needs and the specification for the new model. The new model is conceived in the context of increased environmental pressures on organisations and resultant management approaches. At the heart of the new approach is the process of transformation by which inputs to the model are processed in a way that involves all stakeholders in planning to produce viable outputs for managerial decision making.
The employment and wage effects of import competition in Switzerland
Authors: Suarez Javier
Published: July 2002

This study explores the impact of import competition on wages and employment at the industry level. We estimate reduced‐form, industry‐level wage and employment equations. We find that, in a majority of industries, a toughening of import competition tends to reduce employment and to have an adverse effect on workers’ wages, but the magnitude of this impact is relatively modest. Our results suggest that import price variations have had very little influence on the domestic labour market.
Evidence on the education profile and the assimilation of immigrants in Switzerland
Authors: de Coulon Augustin
Published: July 2002

This paper represents an attempt to investigate the assimilation process of immigrants in Switzerland. Some institutional and historical background is first presented, after which we analyse the education profile of the immigrants through four cohorts of arrival. The results tend to show that the immigrant workforce is rather heterogeneous and should be analysed with a breakdown by country of origin. Following Chiswick (1978), we then proceed to an analysis of the assimilation process of immigrants in Switzerland. We take into account the possible decline in cohort quality by introducing cohort dummies. The main results are that the assimilation process is closely connected with the education profile of the immigrants and that training in the home country accounts for a large part of the wage differential between the immigrants and the native Swiss.
Supervisory behavior, reciprocity and subordinate absenteeism
Authors: van Dierendonck Dirk , Le Blanc Pascale M. , van Breukelen Wim
Published: July 2002

The present study among 242 professionals working in a lung clinic and nursing home was designed to test a model that links supervisory behavior (i.e. leader member exchange (LMX) behavior and conflict management behavior) and reciprocity in the supervisor/subordinate relationship to objectively registered subordinate absenteeism. With respect to LMX‐behavior, a distinction was made between consideration and coaching of a subordinate by the supervisor and filling an assistant role by a subordinate. With respect to conflict management behavior, a distinction was made between openness, distribution, and control. It was hypothesized that subordinates’ feelings of reciprocity with respect to the relationship with their direct supervisor mediate the relation between supervisory behavior and subordinate absenteeism. Results of structural equation modeling showed that this was indeed the case for the relation between LMX‐behavior and subordinate absenteeism. Supervisory conflict management behavior was not directly related to subordinates’ feelings of reciprocity, but only indirectly through LMX‐behavior. Finally, and quite surprisingly, subordinates’ feelings of reciprocity turned out to be positively related to their absence frequency.
Organizational flexibility for a changing world
Authors: Englehardt Charles S. , Simmons Peter R.
Published: July 2002

Strategic flexibility is an increasingly sought‐after competitive element in today’s fast‐paced and changing world. Theoretical discussion on how to achieve flexibility includes, among other things, building dynamic capabilities, maintaining multiple options, and supporting horizontal communication and teamwork among employees. These and other aspects of flexibility can, in part, be supported through the organizational structure. Organizational theory offers a number of combinations of options for the designer. With a variety of choices, and a need to have both control of execution and flexibility for change, a two‐level structure may support the combination of benefits that is a source of advantage. Proposes that organizations can maintain their operational structure at one level, while experimenting with a loosely bounded developmental organizational layer. Suggests that this complementary organizational tier provides space and support for a combination of self‐development and self‐organized efforts consistent with established incentives and values.
Facilitating Excellence:
Authors: van Maurik John
Published: July 2002

Looks at the concept of facilitation and suggests that it is a little
understood phenomenon. It is, however, something that is used
continually to assist the process of meetings and management training
programmes. Asserts that facilitation can be better understood if the
behaviours that constitute it are analysed. These behaviours can be
defined as intellectual command, creative group catalyst, incentives
approach and the supportive coach. Once the behaviours have been
recognized, it is then possible for facilitators to choose the correct
one for the occasion or to develop themselves in certain styles where
they feel this to be necessary.
The organizational culture saga ‐ from OD to TQM: a critical review of the literature. Part 2 ‐ applications
Authors: Lewis Dianne
Published: July 2002

Presents the second in a series of two articles tracing the saga of the organizational culture literature from the organization development model through to the recent interest in total quality management (TQM), forming a link between the three concepts. It is argued that, while TQM has separate origins from the culture movement, the two fields have recently converged with the idea that to achieve “excellence” and “quality”, it is necessary either to change or work with the culture of an organization. Following on from the first article which dealt with literature that was mainly of academic interest, such as concepts and methods of study, diagnosis and measurement, reviews the literature that heralds and then reflects the growing interest in utilitarianism. This literature is concerned with attempts to study, implement and measure culture change, and with the emerging relationship between culture and TQM.
Issues facing organizations when implementing formal mentoring programmes
Authors: Forret Monica L.
Published: July 2002

Formal mentoring programmes are a recent innovation in organizations. Describes interviews with managers of five organizations who were involved in the development and implementation of their company’s mentoring programme. Provides examples of the types of issues that arose and how they were resolved.
Mentor or manager: what is the difference? A case study in supervisory mentoring
Authors: Booth Rosemary
Published: July 2002

Provides a case study of two supervisory mentoring relationships based on personal interviews with Shelia Dillon, senior vice‐president and division head of the corporate security and compliance division of First Union Corporation, and two of her subordinates. Outlines their mentoring relationships through the experiences of the three participants. Addresses how their mentoring relationships evolved, the career and psycho‐social development opportunities offered to the protégés, the participants’ perception of the difference between a supervisory mentoring relationship and a typical employee/ manager relationship, the perception of how gender influences the mentoring process, and the advantages and disadvantages of a mentoring relationship.
Ubuntu ‐ the spirit of African transformation management ‐ a review
Authors: Swartz Ethne , Davies Rae
Published: July 2002

The idea of “African Management” is compelling when considering the complex social and organizational changes under way in South Africa today. Sets out to critically evaluate the concept of “African Management” as used by Mbigi and Maree (1995). Argues that, while the book contains many weaknesses, it documents an idiosyncratic, but valuable view for interpreting the world. Further argues that it is important to compare this view with management theory which has been developed in the West in order to understand the similarities and differences that may exist, and how these might best be exploited to achieve healthy organizations.