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Leicester Polytechnic Library uses two types of local area network (LAN). The library is connected to the polytechnic campus Cambridge Ring network which allows data communications within the library, throughout the polytechnic sites and with the wide area network. The library provides various services including an OPAC on this polytechnic network. A second LAN, a 3COM Ethernet, is used for a research project investigating the development of a decision support system on networked microcomputers. This article gives the background to these developments, provides a brief summary of local area networking and describes the network configurations implemented.

Similarities and differences between Canadian and US labour relations systems are explored. In the US, employers have, with government indulgence, retreated from their commitment to collective bargaining, whereas Canadian employers, under government pressure, have generally continued to respect theirs. The reasons for the divergence in systems are examined.

Project ELSA is examining the use of documents encoded in SGML (Standard Generalised Markup Language) for the delivery of information to library end users and to librarians acting as information intermediaries. A partnership of industry providers and an end user working together within the Third Framework of the CEC Libraries programme, is constructing a delivery system using SGML encoded journal articles which will be used to investigate technical issues and to examine the potential for offering new and improved services. The development of document delivery is discussed briefly followed by some background on SGML and comment on progress within the ELSA project. Some possible applications of such a system are discussed.

The ability to manipulate efficiently data for management information is becoming increasingly important. Minstrel, a European Union funded project is creating a software tool designed to assist with the acquisition and handling of data on library use. The activity has been developed from a study of decision support and performance measures in European libraries carried out in 1994. The first phase of Minstrel has included consultation with potential users, a specification of functions and investigation of methods for interfacing with potential data sources and decision support tools.

On both sides of the Atlantic, there is much talk amongst academics and practitioners about the “new” industrial relations, based on flexibility, employee involvement, anti‐union strategies and Japanese employment practices. However, the “old” industrial relations lives on; it is concluded that where management is farsighted and unions are strong and vigilant, it has produced benefits for both parties.

We reviewed U.S. federal and state sexual harassment court cases involving a prior workplace romance between the plaintiff and alleged harasser. Results of our content analysis show that, unlike employees’ decisions, judges’ decisions can be predicted from legal but not ethically salient extralegal case features. Hence, when compared to prior research, our study reveals the following discrepancy: judges follow a traditional legal model, whereas employees follow an ethical model when making decisions about romance‐harassment cases. Our study also reveals that the mere presence (versus absence) of a prior romance reduces the likelihood of a plaintiff’s success in a harassment case. We discuss implications for management practice and research from the perspective of legal and ethical decision making.

The data collected for management information purposes by libraries can form the basis for a strategic information system. Examines the potential for SIS in libraries, possible development paths and applications. Suggests that libraries should examine the applications of such techniques and how data for them could be effectively collected.

This chapter reviews research on multi-level organizational justice. The first half of the chapter provides the historical context for this issue, discusses organizational-level antecedents to individual-level justice perceptions (i.e., culture and organizational structure), and then focuses on the study of justice climate. A summary model depicts the justice climate findings to date and gives recommendations for future research. The second half of the chapter discusses the process of justice climate emergence. Pulling from classical bottom-up and top-down climate emergence models as well as contemporary justice theory, it outlines a theoretical model whereby individual differences and environmental characteristics interact to influence justice judgments. Through a process of information sharing, shared and unique experiences, and interactions among group members, a justice climate emerges. The chapter concludes by presenting ideas about how such a process might be empirically modeled.

Reliance on third-party judgments are common in efforts to identify and reduce workplace sexual harassment (SH). The purpose of this paper is to identify whether a workplace emphasis on inclusion as a cultural value is related to third-party labeling of and response to an exchange between a male manager and his female subordinate.

Participants (n=308) in an online survey experiment were randomly assigned to a workplace that emphasized inclusion or one that emphasized individual achievement as a cultural value. They read a vignette describing a workplace interaction between a male manager and his female subordinate and responded to a series of questions.

Organizational emphasis on inclusion is unrelated to third-party labeling of the interaction as SH, but positively associated with labeling the female’s intention to pursue harassment charges as an overreaction, and support for the female subordinate in a claim of SH against her manager. Culture is unassociated with willingness to defend the male manager in a SH claim.

Identifying how workplace culture shapes third-party reaction to harassment can help employers use third-party witnesses and cultural value statements as tools to reduce SH.

A workplace’s cultural emphasis on inclusion is positively related to third-party support for SH victims implying the importance of workplace context in the fight against workplace SH.

The paper presents the first experimental analysis of how a workplace cultural emphasis on inclusion affects the third-party observers’ reactions to SH.

Investigates what is happening in North America with regard to labour relations law. Examines, first, collective labour relations and labour law and, second, focuses on the legal regulation of the individual relationship, also known as employment law. Goes on to cover these two separate, but intertwined, entities in depth and as they are interpreted in both Canada and the USA. Concludes that labour law is changing and moving toward contractualization and proceduralization. Wonders whether labour law will be able to continue to play the role of protecting wage earners for which it was originally developed.