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It is well recognised that job security has risen relative to pay in the hierarchy of employee concerns. Job security provisions won by or awarded to employees comprise high fixed costs from the employer's viewpoint. The firm's flexibility and adaptability to fluctuations in product demand are reduced thereby. For these reasons American employers have long resisted any form of job guarantee. The few who have made a fetish of such guarantees have been companies experiencing either long‐term growth or stable demand and have insured themselves against unsupportable fixed costs by strictly limiting the number to whom guarantees are made. Such practices add to the insecurities of those outside the guarantees. More employers are now succumbing to the pressures from employees, unorganised as well as organised, for job guarantees, but they too have protected themselves by use of temporary work devices as buffers against over‐commitment to permanent employees. The next employment policy issue after displaced workers may be some protection for the temporary workers who increasingly bear the brunt of fluctuations in labour demand.

Throughout the world over the past forty years there has emerged an almost universal practice among natons to plan for the development and employment of their labour forces. For most, the practice is called manpower planning. Those troubled by the sexist connotations call the practice human resource planning. However, there is somewhat more, but not much more, to the differences between manpower and human resource planning. The human resources concept tends to encompass all productive uses of human energy, thought and talent in collective enterprise, including those for which the compensation is intrinsic. Manpower is ordinarily limited in meaning to externally motivated non‐voluntary activities, whether coerced by force or by monetary compensation.

The librarian and researcher have to be able to uncover specific articles in their areas of interest. This Bibliography is designed to help. Volume IV, like Volume III, contains features to help the reader to retrieve relevant literature from MCB University Press' considerable output. Each entry within has been indexed according to author(s) and the Fifth Edition of the SCIMP/SCAMP Thesaurus. The latter thus provides a full subject index to facilitate rapid retrieval. Each article or book is assigned its own unique number and this is used in both the subject and author index. This Volume indexes 29 journals indicating the depth, coverage and expansion of MCB's portfolio.

Introduction Recent declines in the rate of productivity growth in America have drawn attention to the links among productivity, unit labour costs, inflation, and living standards. Economists have focused on the causes of declining productivity growth and have identified such factors as slowdowns in capital formation, decreased spending on research and development, increased government regulation, and changes in the economy's output mix and labour force composition. McConnell has suggested alternative sources of the “productivity problem”: blem”:

“Guantánamo lawyers” are a variegated group of lawyers from diverse practice settings, backgrounds, and beliefs. Drawing from interview and archival data, this chapter explores why these lawyers have mobilized to work on Guantánamo matters. What processes engender “heterogeneous mobilization” (i.e., mobilization from different practice settings, and diverse professional, as well as political backgrounds, and beliefs) of lawyers? What are the impacts of such mobilization on the work of lawyers? Adopting a social movement lens and a contemporary historical perspective, this chapter identifies lawyers’ perceptions of their role vis-à-vis the “rule of law” as the most significant cross-cutting motivation for participation. The overlap in human rights orientation of legal nongovernmental organizations (NGOs) and the legal academy, and the corporate pro bono practice at top law firms, facilitates collaborative lawyering between lawyers. Despite some potential limitations of such collaborations, heterogeneous mobilization appears to contribute, at least in the case of Guantánamo, to a greater likelihood of resistance by lawyers to the retreat from individual rights in the name of national security.

The aim of this study is to investigate ways in which healthcare organisations can successfully maintain operational resilience within intricate and varied engagements during digital transformation processes.

The present research applied cultural-historical activity theory as the theoretical framework and the ethnographic account as an approach and strategy to interpret and understand the operational resilience of digital transformation tools in daily practices. Fieldwork was based on the research technique of shadowing, whereby the researcher closely accompanied the participants to record their conduct, activities and exchanges.

Research results propose that effective operational resilience management in the implementation of digital transformation projects is based on (1) identifying and interpreting internal contradictions in everyday interactions as opportunities for capability developments; (2) navigating through multiple sites in fast and improvised movements, which derives in distributed and emergent practices; (3) interplaying between dyadic interactions and networked dependencies, which is achieved through the articulation of varied interests and (4) implementing novel intermediary tools, roles and regulations that facilitate the reduction of disturbances.

The propositions of the present study indicate that the management of operational resilience extends beyond conventional adaptive and socio-technical models in healthcare services. The study emphasises the significance of expressing and converting differing interests into mutual advantages. It additionally demonstrates the intricacy of this obstacle, as it entails navigating through uncertain information, concealed interpretations and conflicting interests.

Access to justice is both a topic of engaged social-legal research and a key component of legal professional ideology. There is a relationship between the two. The more committed the organized legal profession to the issue of access to justice, the higher the profile of scholarly research on topics that relate in one form or another to access to justice. The organized bar's commitment peaked in the 1960s and 1970s, waned in the 1980s, and has not regained the position it once had on the domestic U.S. agenda. In contrast, however, access to justice has recently emerged strongly on the reform agenda that U.S. and multilateral foreign aid organizations – along with the U.S. legal profession – are promoting abroad as part of the renewed post Cold War effort to build the rule of law.

Developing therapeutic community (TC) programs in Australia for individuals on opioid substitution treatment (OST) has been a process spanning 16 years for the We Help Ourselves (WHOS) organization. Supported reduction of OST and stabilization services for those remaining on OST are offered to this population and continue to break down barriers of discrimination in offering the same services to all drug using populations. The paper aims to discuss these issues.

A number of research projects have been undertaken with the WHOS Opioid Treatment Program (OTP) TC services profiling clients accessing the services; looking at health benefits whilst in the programs; looking at retention and completion rates and conducting an evaluation post-treatment for one of the two programs currently being offered.

The excerpts from the research findings are presented identifying the complexity of individuals accessing WHOS services; highlighting the benefits for individuals on OST and assessing the effectiveness of the TC model for the client groups.

Working with multiple complex needs clients on OST in a residential TC environment offers many challenges and opportunity to work with an array of issues that present before during and after the residential stay. Provision of a history and overview of the WHOS OTP TC services and recent enhancements to these programs highlight a continuum of care for the individual on OST.

Using Porter’s (1980) generic strategy to define strategic positioning of law firms, this paper aims to explain why some law firms have more/less pay inequality than others do and examine the impact of pay inequality on law firms’ partners and the job satisfaction of their associates.

This paper uses data from The American Lawyer. The strategic positioning, compensation and job satisfaction scores of 614 firm-year observations of US law firms are hand-collected over the period from 2007 to 2016.

Non-equity partners at law firms with differentiation strategy (Porter, 1980) are more likely to build rainmaking ability than those at law firms relying on billable hours. As a result, law firms with differentiation strategy have a narrower pay gap between their equity and non-equity partners than those firms relying on billable hours. After controlling for the effects of strategy on pay inequality using two-stage and three-stage least squares models, this paper finds that a wider pay gap deprives associates of job satisfaction.

Considering strategic positioning, this paper validates why some law firms have more/less pay inequality and proves how pay inequality affects job satisfaction.