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Since the first Volume of this Bibliography there has been an explosion of literature in all the main areas of business. The researcher and librarian have to be able to uncover specific articles devoted to certain topics. This Bibliography is designed to help. Volume III, in addition to the annotated list of articles as the two previous volumes, contains further features to help the reader. Each entry within has been indexed according to the Fifth Edition of the SCIMP/SCAMP Thesaurus and thus provides a full subject index to facilitate rapid information retrieval. Each article has its own unique number and this is used in both the subject and author index. The first Volume of the Bibliography covered seven journals published by MCB University Press. This Volume now indexes 25 journals, indicating the greater depth, coverage and expansion of the subject areas concerned.

This article derives from a research project supported by the Social Science Research Council, the results of which appear in a book, Rule Making and Industrial Peace. The article is an account of industrial relations in a large multiplant footwear manufacturing company and a discussion of the factors, including personnel management initiatives, which appear to make for stable industrial relations in circumstances which from experience in some other industries commonly seem conducive to conflict, e.g. a high proportion of the labour force employed on payment by results, variable piecework earnings and disparities of earnings between factories.

In carrying out its statutory advisory duties, the Advisory, Conciliation and Arbitration Service (ACAS) makes a broad operational distinction between the “advisory visits” and “in‐depth” work undertaken by advisers. Typically, an advisory visit may entail a day's work and consist of helping a small company to improve its procedures or particulars of employment. By contrast, the average number of man‐days required for a piece of in‐depth work (which might consist of helping with the reform of a payment system) total approximately twelve.

The sociological and socio-legal literatures on social movements have identified three main types of “legal framing” in contemporary social movement discourse: collective rights framing, individual rights framing, and nationalistic legal framing. However, it is unclear from the current research how movement actors decide which of these framing strategies to use, under what circumstances, and to what effect. In this article, I offer a model for future empirical research on legal framing, which (1) distinguishes legal framing by its argumentative structure, ideological content, and remedy; and (2) analyzes how a social movement’s internal culture and institutional environment constrain the symbolic utility of particular legal frames and shape the movement’s legal framing strategy. I argue that the alternative approach offered here will help theorize how social movements strike a balance between the institutional pressure to reproduce dominant ideologies and the internal pressure to reform those ideologies. This perspective thus helps build socio-legal theory on the relationship between legal framing and social subordination, and on the conditions under which movements will be able to inflect legal language with insurgent social movement values.

Introduction There have recently been a number of articles arguing that the status of personnel management within the management hierarchy of many firms in Britain is increasing quite considerably. These articles have then gone on to discuss some of the general factors, such as the extensive programme of industrial relations legislation of the previous Labour Government, responsible for this change. However, beyond these fairly general statements on the status of personnel management our “hard evidence” on the subject is very much confined to single industry studies (i.e. engineering, chemicals) that have been almost solely concerned with the influence of one variable, that of establishment size, on the development of the personnel management function.

This paper proposes a definition of industrial relations policy and suggests an analytical framework to help towards an understanding of such policy. The framework draws on three crucial distinctions: that between the “espoused” policy and the “operational” policy; that bet ween the different roles management may play in in dustrial relations policy as instigators, implementers and facilitators; and, finally, between the “content” and the “features” aspects of policy. Case study material il lustrates these distinctions in both on‐going and change situations. Finally, some conclusions are drawn from the analysis.

As the framing perspective has evolved, there has been growing recognition that framing processes cannot be adequately understood apart from the broader enveloping contexts in which those processes occur. One such context recently has been conceptualized as discursive opportunities or the DOS. To date the concept has been examined most closely and carefully in relation to the media, most notably in Koopmans research on how the strategies of the German radical right have evolved partly in response to various media reactions and constraints (Koopmans, 2004) and in Ferree, Gamson, Gerhards, and Rucht's (2002) comparison of abortion discourse in the U.S. and Germany (between 1970 and 1994) via the media. Koopmans provides the most straightforward and researchable conception of discursive opportunities, defining them in terms of three selection mechanisms that affect the probability of a proffered message or framing being picked-up and diffused. They include “visibility (the extent to which a message is covered by the mass media), resonance (the extent to which others – allies, opponents, authorities, etc. – react to a message), and legitimacy (the degree to which such reactions are supportive)” (Koopmans, 2004, p. 367).

Recently some organisation analysts have drawn attention to the assumptions underlying their discipline, differentiating, for example, subjectivist from objectivist, and political regulation from radical positions, macro from micro and determinist from voluntarist positions. Such differentiation of theoretical assumptions signals that the discipline is avoiding not only the “lure of the universal theory” but also the “lure of universal method”, if we may so describe it.

In this contribution to the growing discussion of the meaning, method‐dology and rationale of the socio‐economic approach we shall not reiterate the historical development of Social Economics but will concentrate on trying to stimulate discussion of the following questions:

This chapter discusses the power of trade unions within the UK civil aviation industry, focusing specifically on the British Air Line Pilots’ Association (BALPA) that represents flight crew. The deleterious effects of the contemporary legislative and competitive environment of air transportation on the ability of BALPA to exact concessions from airline management are discussed as are the changes to the nature of work of flight crew that impact on the structural dimensions from which BALPA derives its power. These are weighed against the associational dimension of BALPA's power base, in particular the willingness of pilots to engage in active militancy. The chapter also considers possible organizing strategies for BALPA in order to challenge managerial prerogative in the industry.