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It is frequently held that the old “official” unions have largely been discredited, while numerous studies point to employee dissatis‐faction with the performance of unions new and old in the era of transformation in Central and Eastern Europe. Nevertheless, membership has not collapsed, although the unions themselves exaggerate its total. It is somewhat surprising therefore that little work has been undertaken on the determinants of the individual union‐joining decision in the new environment. This paper undertakes such a study for the case of Poland. Notwithstanding reputation effects, two further forces have accompanied the collapse of the communist regime and are likely to have reduced the attractiveness of union membership to workers. The first is the widespread loss of the distributive role with regard to important private goods which the unions previously possessed, while the second is the challenge to the strength of the social custom of union membership which systemic change has occasioned. While the transition economies are often held to have a distinct industrial relations system, in Poland at least, the determinants of the individual union‐joining decision appear very similar to those which have been uncovered in western contexts.

Presents the results of a survey which re‐examines the question of which workers choose to belong to unions in the light of recent theoretical developments in the area. However, the results also indicate that various personal and job‐related characteristics are important and this suggests that unions are at least perceived to provide services from which individuals can readily be excluded if they do not join. In an era when unions can no longer rely on closed shop provisions to uphold their membership totals, such findings have important policy implications.

It is a widely held belief that labour market failure amongst young people is heavily influenced by formal educational attainments. Few British studies, however, have paid specific attention to the question of what particular level of academic achievement is valued most highly by the market within any period of time. This article queries the focus of earlier research – explicitly concerned with education and labour market fortune – which implicitly suggested that the Certificate of Secondary Education was of prime importance in securing employment for the youngest members of the labour force in recent years. Moreover, it is demonstrated that omitting controls for influences frequently held to be important determinants of educational attainment generates upward bias in the estimated returns to education and thereby inflates expectations as to the benefits likely to follow from even seemingly radical reforms to the formal schooling system.

Uses a data set from Guadalajara, Mexico, to investigate the determinants of the wage structure of manual employees in the urban sector of a developing economy. Focuses particular attention on whether there is a significant difference in remuneration between permanent and casual employees after allowing for the different human capital and other characteristics of the two groups. Finds that, once a correction has also been made for selectivity bias, a substantial wage gap in favour of permanent employees exists. Also confirms and estimates wage differentials associated with educational background and union membership. However, finds no support for the idea that a large multinational will pay wages above the expected level for a given type of worker.

In 2020, former Major Junior hockey players filed a lawsuit against the Canadian Hockey League (CHL), its three regional affiliates and each of their teams. The statement of claim (Carcillo v. CHL, 2020) alleges rampant institutionalised and systemic abuse shaped by a toxic environment that enables abuse, discrimination and other harmful conduct to continue. In response, the CHL commissioned an independent review panel (Thériault et al., 2020) to investigate the abuse allegations. The panel concluded that the culture in the CHL has allowed abusive practices to become a cultural norm. The purpose of this chapter is to provide an understanding of player perceptions of hazing in the context of an environment that is typically understood as hypermasculine to the point of enabling abuse and the vitiation of consent. Drawing on a content analysis of affidavits from the Carcillo lawsuit as well as semi-structured qualitative interviews we conducted with former CHL players, we discuss the findings that suggest that CHL teams and leagues have often fostered a culture that can facilitate dangerous hazing practices for which consent is not always authentically obtained.

“The dark” has long been associated with women. An attempt is made here to show how the “dark” can be seen as a valuable and significant concept for women understanding themselves as women and their situation for developing a view towards the concept of “power”. Women, as women, have a responsibility to themselves and others to make their voices heard and to become aware of their particular strengths and to develop these strengths both inside and outside existing organisations. Most current organisations are “male‐dominated” and “male” in approach. Both men and women are frequently unaware of the extent to which they are influenced and operating from a gender‐specific approach. Men and women can equally shape their organisations when women reclaim their strengths and refuse their position as a less important, less informed, “minority” status. The issues of conflict and trust in organisations and problem areas in relationships between women are explored.

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.

Galvanizers fly high as a kite. The famous British Standards kite mark will now fly over Western Galvanizers Ltd of Hereford, following the company's winning of the industry's highest quality assurance specification.

The purpose of this viewpoint paper is to explore the fixation of the eyes of human resource (HR) professionals' when identifying emotions in the context of workplace research and to propose measures that might support them in their role.

This paper combines a contemporary literature review with reflections from practice to develop more nuanced understandings of 39 HR professionals' ability to recognise emotions. This paper used eye-tracking technology more commonly used in laboratory-based students to explore the fixation of the eye when identifying emotions.

The preliminary findings suggest that HR professionals with higher levels of emotional recognition principally focus on the eyes of the recipient, whereas those with lower levels or emotional recognition focus more so the nose or the randomly across the face, depending on the level of emotional recognition. The data suggest that women are better than men, in the sample group at recognising emotions, with some variations in recognising specific emotions such as disgust.

The viewpoint paper proposes a number of implications for middle leaders and suggests that middle leaders should proactively seek out opportunities to be engaged in activities that support the Default Mode Network (DMN) function of the brain and subsequently the relationship-orientated aspects of leadership, for example, coaching other staff members. However, it has to be recognised that the sample size is small and further work is needed before any generalisations can be made.

This paper offers a contemporary review underpinned by a preliminary study into HR professionals' ability to recognise emotions.