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Horns. Academic publishers (and academics who publish) — especially those engaged in journal production — still confront a major dilemma thrown up by the much‐trumpeted Great Transition from print‐on‐paper to online publication: PDF or SGML?

Through a survey of 200 employees working in five of the thirty establishments analysed in previous research about the microeconomic effects of reducing the working time (Cahier 25), the consequences on employees of such a reduction can be assessed; and relevant attitudes and aspirations better known.

Recognizes that the employment service is an industry in which the employment agency is now more than just a service – it is now a business. Acknowledges that human resource management planning is key to match employee competency for an employer, as without employees nothing gets done. Looks at what employment agencies provide, e.g.: regular employment; contract services; temporary to hire; and payroll services. Concludes that employment agencies and human resource professionals should be in tandem to help the organisation to best use its process for change continuously.

Unlike general codes of conduct, little is known about whether peer reporting policies achieve their intended purpose – that is, to increase the base rate of peer reporting counterproductive work behaviors (CWBs). The purpose of this paper is to use a person-situation perspective to examine if and when peer reporting policies impact the base rate of peer reporting CWBs.

The authors collected data from 271 employed participants and used moderated regression to examine whether policy presence and strength (situational variables) enhanced the relationship between a subjective obligation to report CWBs (person variable) and the base rate of peer reporting CWBs. This study also explored whether these interactions differ by CWB target (i.e. the organization vs coworkers).

Both situational variables – policy presence and policy strength – moderated the relationship between an obligation to report CWBs and the base rate of peer reporting CWBs. The interactions also differed by CWB target.

This study represents one of the initial academic investigations into the effectiveness of peer reporting policies. It primarily draws on the person-situation perspective to explain why peer reporting policies should influence the base rate of peer reporting CWBs. The results support the impact of peer reporting policies, but also suggest the benefit of examining different targets of CWB to help clarify when peer reporting policies are actually effective.

Given that many subordinates work for leaders who mistreat them, the purpose of this paper is to examine whether leader–member exchange (LMX) influences the relationship between leaders’ dark triad (DT) traits and follower perceptions of abusive supervision. Drawing on theories of idiosyncratic and deviance credits, the authors posit that high LMX weakens the positive relationship between leaders’ DT traits and the perception of abusive supervision.

Data were collected from 326 full-time employees. A moderated regression was performed to determine whether high LMX weakened the relationships between each DT trait (Machiavellianism, narcissism and psychopathy) and the perception of abusive supervision.

Results suggested that high LMX indeed weakened the positive relationships between two leader DT traits – narcissism and psychopathy – and the occurrence of abusive supervision. Hence, employees who perceived their LMX relationship to be high were less likely to report the occurrence of abusive supervision when their leader was also perceived to be high in narcissism or psychopathy. A post hoc analysis suggested different results for mixed-sex dyads.

The present study suggests a potential strategy for reducing the detrimental effects of a DT leader, namely, forming a high-quality relationship between leader and follower.

This study addresses the call for more research into the boundary conditions under which leader characteristics may affect followers. Drawing on past research that treats LMX as a boundary condition, the authors frame LMX as an important buffer between DT leader characteristics and the perception of abusive supervision. Results suggest a potential exchange of deviance credits in cases where LMX is high rather than low.

An eclectic view of organisational performance is presented and the ability of mass media to influence it is addressed. A number of cases are considered in the light of this including Northampton Healthcare NHS Trust and the American Electric Power system. Comments are presented in relation to a number of organisations including General Motors, The Inland Revenue and Shell UK. Concludes that communication is a core competence activity in performance management.

The purpose of this paper is to identify how board recruitment processes have been impacted by the Australian Securities Exchange (ASX) governance changes requiring listed boards to report annually on their gender diversity policy and profile.

Employing a social constructivist approach, the research analyses interviews conducted with matched samples of board directors and stakeholders in 2010 and 2017 about board recruitment in ASX50 companies.

The introduction of ASX guidelines requiring gender reporting disrupted traditional board appointment processes. Women's gender capital gained currency, adding an additional dimension to the high levels of human and social capital seen as desirable for board appointments. The politics of women's presence is bringing about changes to the discourse and practice about who should/can be a director. The authors identify highly strategic ways in which women's gender capital has been used to agitate for more women to be appointed to boards.

While sample sizes are small, data within the themes cohered meaningfully across the time periods, making visible how women's presence in the board room has been reframed. Future research could consider what this may mean for board dynamics and how enduring are these changes.

This study highlights the forms that human and social capital take in board appointments, which can be instructive for potential directors, and how these intersect with gender capital. The insights from the study are relevant to board recruitment committees seeking to reflect their commitment to a more gender equitable environment.

There has been a recalibration of men's and women's gender capital in board appointments, and there is now a currency in femaleness disrupting the historical privilege afforded “maleness”.

In the CBI document entitled “The Road to Recovery”, the second “key message” was “wealth has to be created before it can be distributed”. My contention is that this apparent truism and the model on which it is based is inadequate if not totally false. This has important consequences for management strategy.

The credibility of information and communication technology (ICT) regulatory bodies is crucial to governing the sector but developing countries in particular face a difficult task in developing skilled and competent staff. Schware, in an article published in 2003, suggested appropriate functions, structures and best operational practices for new regulatory agencies. He highlights a number of the key challenges for regulators, including the need for cross‐cutting skills, and the importance of having adequate human resources to fulfil the regulatory mission. This article attempts to move the capacity‐building agenda forward to facilitate the development of people to meet Schware's recommendations – in particular his proposal for professional training.

The paper is based upon experience of working with a number of agencies.

This paper proposes a learning framework for regulatory staff that will enable adoption of a consistent approach to learning and embed learning as a routine activity for all regulatory staff.

This article attempts to move the capacity building agenda forward to facilitate the development of people particularly regarding professional training.

The old year has gone, leaving its trail of never‐to‐be‐forgotten memories of strife and turbulence, calamity, disaster, and a huge burden of worries for us to face in the New Year. Few if any will not be deeply grateful to see the passing of 1985. Except for the periods of calm there cannot be a year within living memory to equal it in terms of violence, unparalleled in times of “peace”, collosal in terms of soaring social and public expenditure and financial loss, and in disasters in the world beyond the shores of these islands. It would not be an exaggeration to state that the enormous indebtedness which the year has heaped upon the people will never be wiped off, and it has got to be done mainly by those innocent of any misconduct, and their descendants. The unprecedented scale of street and community violence, the looting, thieving and general crime committed behind the screen of it.