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The subject of part‐time work is one which has become increasingly important in industrialised economies where it accounts for a substantial and growing proportion of total employment. It is estimated that in 1970, average annual hours worked per employee amounted to only 60% of those for 1870. Two major factors are attributed to explaining the underlying trend towards a reduction in working time: (a) the increase in the number of voluntary part‐time employees and (b) the decrease in average annual number of days worked per employee (Kok and de Neubourg, 1986). The authors noted that the growth rate of part‐time employment in many countries was greater than the corresponding rate of growth in full‐time employment.

Over the last few years, the number of part‐time employees has increased considerably, and this presents a challenge for unions in particular because of the inferior circumstances in which these people are employed.

Although there have been significant increases in female representation in several previously male‐dominated occupations, when the occupational structure of the labour force as a whole is considered the changes in segregation have been only marginal. There has been some movement of females into predominantly male occupations, but little movement in the reverse direction. A comparison of the Great Britain Census of Population (using the Classification of Occupations 1970 system) for 1971 and 1981 shows that the overall pattern has changed little during the ten‐year period. Possibly the decade 1981–1991 will see greater changes as the impact of more recent legislation (including the Sexual Discrimination Act) has time to take effect.

In the last decade the growth of part‐time employment has been one of the most significant factors affecting the size and composition of the labour force in many industrialised countries. Part‐time employment grew in terms of absolute numbers and as a proportion of the total labour force in most EEC member states and a recent OECD report suggests that other industrialised countries, such as Japan, have had similar experiences. The vast majority of these part‐timers are women. In 1977 26.4 per cent of all females in employment in the EEC were part‐time workers, compared with only 2.6 per cent of all males in employment, and females constituted 85 per cent of all part‐time workers. Most of these women who work on a part‐time basis are married women between the ages of 25 and 59. This group made up 73 per cent of the total number of women working part‐time in Britain according to the 1971 Census. Most industrialised countries have experienced an increased participation of females in the labour force since the war and, as Figure 1 shows, between 1973 and 1977 the proportion of females in employment who worked part‐time rose in the majority of EEC member countries. Outside the Scandinavian countries the UK now has one of the highest proportions of part‐time workers in Europe.

In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.

In the last ten years the UK labour market has undergone a series of significant changes which have important implications for those involved in training. This monograph explains the implications of the growth of part‐time employment before presenting the results from a survey of employers and institutions, such as the MSC, regarding the provision of training for part‐time workers, and makes some comparisons with the situation in other countries. Certain issues are raised which may provide a basis for different policies in the future. The question of whether or not technological change is likely to lead to greater part‐time employment, and in particular more part‐time work by males, is also discussed.

The retail trades are an important employer of labour in Britain. The Retail Inquiry of 1982 found that there were 2.202 million people engaged in the retail trades (British Business, 1983). This figure includes self‐employed and casual workers. The 1981 Census of Employment recorded that retailing (1968 S.I.C.) had 1.863 million employees in employment, i.e. 8.8 per cent of the British employees in employment total. On revision to the 1980 S.I.C., the figures became 2.049 million and 9.7 per cent of the total in employment. The Census of Employment excludes the self‐employed. The present economic recession has severely contracted employment, and especially manufacturing employment (see, for example, Townsend, 1983). Little is known, however, about the impact of the recession on the retail trades, despite their importance as a source of employment.

Introduction One group of employees who probably have a tarnished image with management are part‐time women workers. The mention of “part‐timers” often brings forth images of unpredictable schoolgirls working on a Saturday in local stores, or conjures up memories of those full employment days when as a last resort it became necessary on occasions to employ women who would not conform and work normal hours. These employment myths of yesteryear are usually unrealistic and such images are now totally unrepresentative.

Explores the issue of retirement and the rise in proportion of population who are still active after ceasing full‐time employment – in their “third age”. Outlines the present environment which shows that this growth presents significant economic and social problems. Suggests different strategies to combat these and make more use of third age people. Concludes that it is hoped that the European Commission will play a part in overcoming national barriers to change in this field.

While unemployment is reaching new post‐war record levels, concern is being expressed about apparent skill shortages in established occupations in many local labour market areas. In Coventry, for example, employment in the engineering industry fell by 9,500 between 1971 and 1976 whilst simultaneously personnel managers were expressing concern about problems in filling vacancies. A number of indicators have been examined to determine whether a shortage situation does exist in the Coventry area and proposals to remedy the situation found are suggested. Attention is also drawn to the implications for general employment prospects in the local economy if action is not taken.