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The purpose of this study was to explore long-term residential care provided by people other than the facilities’ employees. Privately hired paid “companions” are effectively invisible in health services research and policy. This research was designed to address this significant gap. There is growing recognition that nursing staff in long-term care (LTC) residential facilities experience moral distress, a phenomenon in which one knows the ethically right action to take, but is systemically constrained from taking it. To date, there has been no discussion of the distressing experiences of companions in LTC facilities. The purpose of this paper is to explore companions’ moral distress.

Data were collected using week-long rapid ethnographies in seven LTC facilities in Southern Ontario, Canada. A feminist political economy analytic framework was used in the research design and in the analysis of findings.

Despite the differences in their work tasks and employment conditions, structural barriers can cause moral distress for companions. This mirrors the impacts experienced by nurses that are highlighted in the literature. Though companions are hired in order to fill care gaps in the LTC system, they too struggle with the current system’s limitations. The hiring of private companions is not a sustainable or equitable solution to under-staffing and under-funding in Canada’s LTC facilities.

Recognizing moral distress and its impact on those providing LTC is critical in relation to supporting and protecting vulnerable and precarious care workers and ensuring high-quality care for Canadians in LTC.

In recent years, Canadian women have been flooding into the labour market, into employment and unemployment. While the steadily rising participation rate of women has been carefully documented and discussed, the more dramatic increase in the female unemployment rate has been largely ignored or dismissed as unimportant. To the extent that these patterns have been analysed, the growing number of women searching for paid work has been explained primarily in terms of changing female aspirations and preferences and has been viewed by some as dangerous, as a threat to male employment. Too many women choosing to work (and, as a corollory, choosing not to have babies) is often seen to be the main cause of the increase in both male and female unemployment. More effort has been directed toward dismissing women's unemployment as insignificant — because they do not need to work, because they are secondary workers, and because they claim unemployment primarily to gain eligibility for benefits, toward explaining away women's unemployment, than toward investigating the economic conditions which give rise to these massive changes in women's labour force behaviour.

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.

The position of women in the 1970s, when a Royal Commission investigated women′s status, is compared with that of women in the 1980s. The two major factors considered when explanations were offered for the small number of women in management positions, i.e. people and structures, are examined. The strategies designed to increase the numbers of women in management have had a very limited impact. It is argued that fundamental structural changes are required in order to remove the barriers that limit women′s participation in management and men′s participation in family life.

The February issue of the National Westminster Bank's Quarterly Review contains an article by Lynne Evans entitled “The ‘Demographic ‐ Dip’: A Golden Opportunity for Women in the Labour Market?”

28 December 1981–1 January 1982: Haifa, Israel WOMEN'S WORLDS: THE NEW SCHOLARSHIP An international interdisciplinary congress for academics from all over the world to allow for a dialogue between the various disciplines of the social sciences and humanities and to promote co‐operation and interaction. Further information from The Secretariat, International Interdisciplinary Congress on Women, 122 Hayarkon Street PO Box 3054, Tel Aviv, Israel. Telephone (03) 222217/8 Telex 341132.

Although principal–agent theory has gained a prominent place in research, its negative image of self-serving managers is frequently criticized. Thus, the purpose of this paper is to examine how existing theories of agency and stewardship can be combined by using behavioral characteristics.

This study reviewed articles on the behavior of agents and stewards from the domains of finance, economics, management, corporate governance and organizational research. Additional theoretical and meta-analytical empirical literature from the fields of psychology and sociology was used to account for general patterns of human behavior.

The results indicate that goal congruency and the perception of fairness can serve as moderators distinguishing agency theory and stewardship theory. Goal congruency can be achieved by stipulating psychological ownership. The perception of distributive and procedural fairness is demonstrated by two major corporate governance mechanisms: performance-based compensation and board monitoring. The results are summarized in six hypotheses that allow a situational, customized corporate governance. These hypotheses can be tested in future research.

Prior work either focused on the merits of principal-agent theory or advocates the utilization of positive management theories, such as stewardship theory. However, little work has been done on bridging the gap between both constructs and develop a more extensive view of management theory.

Libraries must actively support humanities text files, but we must remember that to focus exclusively on texts tied to specific systems is to put ourselves in opposition to the needs of the researchers we intend to serve. A working model of the sort of system and resource provision that is appropriate is described. The system, one put in place at the University of Michigan, is the result of several years of discussions and investigation. While by no means the only model upon which to base such a service, it incorporates several features that are essential to the support of these materials: standardized, generalized data; the reliance on standards for the delivery of information; and remote use. Sidebars discuss ARTFL, a textual database; the Oxford Text Archive; InteLex; the Open Text Corporation; the Text Encoding Initiative (TEI); the machine‐readable version of the Oxford English Dictionary, 2d edition; and the Center for Electronic Texts in the Humanities.

This monograph contains abstracts from the 2005 Employment Research Unit Annual Conference Cardiff Business School, Cardiff University, 6‐7th September 2005