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For workers living with a disability, pathways to sustainable employment in the open labour market are inhibited by barriers operating at different structural and societal levels. The culture of Australia's government employment services has applied a 'work-first' approach that emphasises finding people employment rather than supporting the acquisition of skills and education. The net effect of this approach is the preferencing of short-term employment solutions, with a focus on individual behaviour or so-called resilience and an emphasis on personal responsibility instead of addressing structural issues. In this paper, we explore how people with disability can be supported in finding employment through a shared resilience approach offered by a Work Integration Social Enterprise (WISE). We suggest that WISEs can provide the conditions for shared resilience by developing and sustaining networks needed to generate hybrid pathways to work and by role modelling inclusive work conditions in the open labour market. [ABSTRACT FROM AUTHOR]

The continuous changes in the business environment require transformation processes and innovation in organizational structures to maintain competitiveness. Innovation is required for future orientation and need an appropriate leadership style to be implemented in the company successfully. Various studies in the literature examine the topic of change models and the requirements for effective implementation of changes. Based on the constant change in the labor market, which is due to ongoing digitalization, the need for research of transformation, change-management and radical or disruptive innovation remains topical. A new challenge arises with a transformation in the entire company which affects all essential business processes. Because several levels are simultaneously affected by the transformation process, a more complex concept is required for the implementation than it could be found in the literature. There is a lack of empirical research in general for innovation-driven transformation processes and a missing connection to the implementation of radical or disruptive innovation in company. The aim of this paper is to investigate the need for new research in change theory. The focus is on the importance of innovation leadership for a radical or disruptive innovation change process, what is to be classified under a comprehensive transformation process in the company. In addition, the need for an innovation transformation model is established. [ABSTRACT FROM AUTHOR]

The paper presents an evaluation of History and Korean Studies WIL internships at Monash University Library, focusing on past students' views of the program in relation to their future career, and past host-supervisors' perceptions of its benefits. Data collection for the qualitative research was conducted through semi-structured interviews with past students and host-supervisors. The results revealed that both past students and hostsupervisors expected the internships to facilitate students to gain hands-on experiences and develop 'soft-skills.' There was a gap where past host-supervisors consistently mentioned teamwork in their expectations, yet none of the past students had teamwork as one of their expectations. Both past students and host-supervisors view the program as beneficial for students, therefore, they suggested that the programs continue to be offered. Upon being asked what the benefits of internships were for themselves however, the host-supervisors put forward benefits that were more related to the library. [ABSTRACT FROM AUTHOR]

This paper provides empirical evidence on the innovation performance in the European countries in the years of recovery from the global economic and financial crisis by using the CDM model of simultaneous equations. The model directly links R&D engagement and intensity to innovation outcomes measured either as process or as product innovation, and then estimates the effectiveness of the innovative efforts leading to productivity gains. The difference between the drivers of innovation systems and its influence over the productivity growth is analyzed between two different institutional settings in Europe. For that purpose a company-level dataset is used from the 2012 round of the Comunity Innovation Survey. Тhe results indicated that the recent financial crisis had negative influence on the companies' willingness to innovate. The effect of the crisis led to further divergence in the innovation systems of these two institutional settings. Identifying the characteristics of the innovation systems and drivers of innovation during the turmoil shows that policy instruments on EU level should be oriented towards creation of competitive business environment, encouragement to adopt the best management techniques and organizational structures and improvement of well-functioning capital, product and labor markets. [ABSTRACT FROM AUTHOR]

This paper analyzes data describing jobs in 100 establishments in order to test hypotheses about the characteristics of jobs and organizations associated with the structure of internal promotion ladders. The diversity of labor market arrangements found within the organizations indicates only weak support for hypotheses linking internal labor markets to organizational or sectoral imperatives. At the job level, however, there is support for hypotheses linking job ladders to firm-specific skills, organizational structure, gender distinctions, technology, occupational differentiation, the institutional environment, and the interests of unions. The paper concludes with an examination of how promotion ladders are formed from clusters of jobs associated with each other by occupation, skill, or gender composition. [ABSTRACT FROM AUTHOR]

Copyright of International Dialogue: East-West is the property of International Center for Slavic Education- Sveti Nikole and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose – The purpose of this paper is to investigate empirically whether job assignment, based on comparative advantage and learning about workers' abilities, can explain wage and promotion dynamics within firms. Design/methodology/approach – The Gibbons and Waldman model is estimated in a generalized method of moments (GMM) framework using a unique data set on white-collar workers in Norway, for the years 1987-1997. The estimation is carried out on two occupational groups: technical and administrative white-collar workers. Findings – The placing of workers in a given position within a firm's hierarchy is based on comparative advantage. Both measurable and unmeasurable skills are important. This holds in both occupations that were studied in this investigation. When it comes to firms' learning about their workers, the results are not so clear; however, overall, the results on learning seem to have stronger support than found in previous studies. In general, there is more evidence for learning about administrative white-collar workers than learning about technical white-collar workers. Originality/value – This paper contributes to a very small thread of empirical literature concerning wage and promotion dynamics within firms using linked employer-employee data that contain detailed information on firm hierarchies. [ABSTRACT FROM AUTHOR]

In the last two decades the composition of the labor force in the United States has changed significantly. Today, most employees are mothers or fathers of children under eighteen in families where both parents are employed or where the employed parent is a single mother. This represents a reversal of the older family ideal in which a father worked to provide income and a mother performed the domestic work that sustained families. The practices of business and much of the attention of business ethicists have assumed the older ideal. However, the wage work of mothers raises serious concerns about how business should view their parent-employees. Business has responded with family friendly corporate policies. This article analyzes these policies in light of two particular values: The social equality of women and the well-being of families. Finding current policies inadequate to meet these values, this paper calls for renewed ethical attention to the issues of time demands on employees and just wages. [ABSTRACT FROM AUTHOR]

Research Summary: This article investigates how job seekers' perceptions of an employer's formal hierarchy affect the size and gender composition of its applicant pool. Building on the literature on gendered organizations and organizational design, we develop opposing perspectives on these relationships. To arbitrate between these perspectives, we first conduct a field experiment in partnership with a hiring firm. We find that featuring a flatter hierarchy in recruiting materials does not significantly affect the size of the applicant pool, but significantly decreases women's representation within it. Our follow‐up survey experiment identifies several potential mechanisms (e.g., perceptions of career progression, informality, workload, and fit). Our findings imply that firms' growing tendency to adopt flatter hierarchies could inadvertently undermine efforts to attract a greater proportion of women applicants. Managerial Summary: Using a pair of labor market experiments, this study finds that characterizing a hiring firm's hierarchy as "flatter" with fewer management levels reduces women's representation in the applicant pool. We show that this decrease in the share of women applicants is likely driven by the fact that women, compared to men, perceive flatter hierarchies as more likely to present difficulties in fitting in, burden them with more work, and provide fewer opportunities for career progression. These findings suggest that, to mitigate workplace gender segregation, organizations with flatter structures may benefit from de‐emphasizing their organizational hierarchies in recruitment efforts. Moreover, companies should consider how their organizational attributes contribute to fostering a more inclusive work environment. [ABSTRACT FROM AUTHOR]

Public teachers in Japan are subjected to a compulsory rotation system where the prefectural board of education governs their entire career paths. Past research has written of the macro- and micro-level impacts of rotation systems, including Japanese teacher rotation, but this paper, based on years of working in and observing Japanese schools, is the first study in English to offer a detailed examination of how the system functions, revealing how informal and formal organizational structure work in concert to facilitate teacher rotation in Japan. [ABSTRACT FROM AUTHOR]

Business strategy is based upon a knowledge of markets and needs, an understanding of the strengths and weaknesses of an organization, and an awareness of the political, social, and cultural factors that shape strategy implementation. As managers adopt a strategic perspective toward human resources, they need to be sensitive to their labor market and employee's attitudes and needs, to the profile of jobs in their companies and jobholder's training and skills, and to key factors that will affect strategic management in their own firms. This paper identifies the factors companies need to consider when formulating human resource strategy and describes the implementation and monitoring of such strategies in two U. S. corporations: Caterpillar and Graphic Controls. [ABSTRACT FROM AUTHOR]

While idealized conceptions of internal labor markets suggest that career movement in bureaucratized organizations invariably occurs along formally defined job ladders, scholars of the subject generally recognize that actual career trajectories are only imperfectly constrained by formal job ladders. This paper argues that some occupational and organizational characteristics work to increase the similarity between trajectories implied by formal job ladders and actual career movement, while others tend to structure divergence between the two in systematic ways. An analysis of vacancy filling in four bureaus of the federal government demonstrates the effects on personnel practices of task idiosyncrasy, imperfect information, training needs that are inconsistent with formal job ladders, and the organization's configuration of vacancies and employees eligible to fill them. Results are based on a model that takes account of the horizontal boundaries between positions created by intraorganizational structure and official job ladders, as well as the vertical stratification of positions by grade. [ABSTRACT FROM AUTHOR]

This paper expands the scope of organizational demography to include two populations, the population of workers and the population of jobs. White's (1970) vacancy chain model is extended, and several new properties for vacancy chains are developed. The latter pertain to interpreting the chain reactions of vacancies in terms of person moves (pro- motions, demotions, transfers, and hires), analytically separating the effects of internal staffing and external hiring, and separately estimating vacancy behavior for new and old jobs, when job evolution is significant. The extensions beyond vacancy chains pertain to additional social structures, most notably job grade distributions, multiple grade ratios and organizational Venturi tubes. Job distributions, vacancy chains, and managerial staffing and hiring practice are combined to form a compound structure of multiple grade ratios. These multiple grade ratios are then used to construct organizational Venturi tubes, which indicate the relative career chances over the full organizational hierarchy. Data for the analyses were derived from three internal labor markets (two managerial, one professional) and ranged from two to five decades. [ABSTRACT FROM AUTHOR]

This paper examines the labor-market incorporation of minority women. Industrial transformations and the expansion of service and retail have increased women's labor-market participation, but there remains a large variation between minority women groups, where multiple boundaries may hinder labor-market integration. Past research has explored the role of formal labor-market intermediates in overcoming social boundaries. But a precondition for labor-market intermediation is that majority employers perceive minorities as potential workers and minorities perceive the majority as potential employers. In this paper, we expand the concept of labor-market intermediation to include the social construction of groups as legitimate economic actors, and examine the role of organizational structures in this social construction. Using a comparative analysis of two Jewish malls and nearby shopping streets, and based on 190 interviews with various actors, we show that while supply of workers and demand for work are necessary factors, they are not sufficient for explaining the incorporation of Palestinian women into retail labor markets. Instead, we point to the unintended effect of the globally themed organization of the shopping malls on the erosion of social boundaries and the formation of consumption relations between Israeli-Palestinian women and Jewish employers, which turned into employment relations. [ABSTRACT FROM PUBLISHER]

The technology development of society has a strong impact on the labor market. The use of artificial intelligence leads to changes in the requirements for occupying certain professions, the elimination of same positions, as well as the appearance of new professions. This necessitates changes in the organizational structure and job design. Also changing are the requirements for employees who must acquire new knowledge and develop skills to be able to occupy certain professions. The turbulent business environment also requires organizations to be able to identify emerging trends and quickly respond to these new demands in order to stay in the market. It is here that to stay “in the game” analysis is needed, which projects future trends using artificial intelligence. [ABSTRACT FROM AUTHOR]

This paper reports on the second phase of a multi-country study examining cross cultural perspectives of gender and management in Higher Education Institutions (HEIs). It examines the broader labour market context and legislative frameworks for higher education in each country and then analyses the literature on women in university management. The paper presents the findings of research with male and female senior managers about their perceptions of women as HEI managers within changing organisational and management structures. It concludes that although HEI's are now largely aware of barriers to women getting into and on in senior management, they have not addressed the organisational structures and cultures that perpetuate this inequity. [ABSTRACT FROM AUTHOR]

This paper investigates the relationship between the level of pre-entry experience of managers and founders, and the survival of their new firms. Using a comprehensive dataset covering the entire Danish labor market from 1980 to 2000, we are able to trace prior activities of all employees working in all Danish start-ups with at least one employee. We examine whether spin-offs from surviving parents, spin-offs from exiting parents or other start-ups are more likely to survive. Moreover, we investigate whether firms managed and founded by teams with higher levels of industry-specific experience have a higher chance of surviving. We find that spin-offs from a surviving parent and to a lesser degree industry-specific experience positively affects the likelihood of survival. We also find that spin-offs from a parent that exits are less likely to survive than either spin-offs from surviving parents or other start-ups. [ABSTRACT FROM AUTHOR]

Purpose - The purpose of this paper is to report on case study research of employment downsizing and the implications for equal opportunity and diversity management conducted in the UK airline industry during 2002/2003.
Design/methodology/approach - Review of literature on downsizing and equal opportunity and diversity management followed by identification of a number of research questions which are answered with reference to secondary analysis of labour market data and interviews with key informants from senior management and line management.
Findings - A planned approach to downsizing had been adopted that was strongly influenced by the human resources function in terms of equal opportunity and diversity management. An adverse impact on different employee groups had been avoided in order to sustain the diversity of the workforce.
Research limitations/implications - The research focuses on the management of downsizing and equal opportunity and diversity management. It addresses the perceptions of managers involved in developing and implementing policy, but does not examine the perceptions of other employees.
Practical implications - There are some reflections on ways in which equal opportunity and diversity management policy might adapt to organisational change and downsizing.
Originality/value - This paper brings together two scholarly debates on downsizing and equal opportunity and diversity management, and provides case study evidence of how an equal opportunity and diversity management agenda is implemented during organisational restructuring and downsizing. [ABSTRACT FROM AUTHOR]

The aim of this paper is to examine various theses of loss of autonomy in the medical profession by means of an empirical investigation of changes in physicians' economic opportunities and technical autonomy in Germany since the mid-1970s. The paper shows that transitions in the organisational structure of the health care system, government policies aimed mainly at the economisation of health care, and the changing situation of the profession in the labour market, have together been responsible for the changes investigated. It is argued that technical autonomy has been retained in out-patient care, while in hospitals there has been some loss of technical autonomy. Moreover, the economic situation of physicians has in general deteriorated as a result of central state intervention. [ABSTRACT FROM AUTHOR]

Does the public hold government to a higher standard than private for-profit and nonprofit organizations? Building upon behavioral public administration work on blame attribution, we also examine the role of functional responsibility and causal responsibility. We conduct a timely experiment to examine who the public blames for the death of nursing home residents due to a coronavirus outbreak. We vary two conditions: the presence of a staffing shortage and the sector of the nursing home. Regardless of sector, we find the public attributes greater blame to the management, the superintendent and board, and less blame to staff in the case of a staffing shortage. We find no evidence of anti-public sector bias for levels of blame. Findings illustrate how messaging about a shortage, a functional responsibility of management, shifts blame up the organizational hierarchy. Findings highlight the need for organizational capacity to cope with crises and accountability to ensure social equity. [ABSTRACT FROM AUTHOR]

Copyright of Research Papers of the Wroclaw University of Economics / Prace Naukowe Uniwersytetu Ekonomicznego we Wroclawiu is the property of Uniwersytet Ekonomiczny we Wroclawiu and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Abstract: This paper examines the job mobility of young American workers in the turbulent labor market of the 1980s and 1990s. To study how structural dynamics affect job mobility, I test hypotheses on such major structural changes as industrial shifts and corporate merger movement. Event history analysis using the National Longitudinal Survey of Youth 1979 suggests that structural changes played an important role in determining job mobility outcomes. Industrial expansion decreases the rates of employment exits and between-industry mobility, both upward and downward, net of demographic and human capital variables. Mergers decrease all kinds of job mobility rates, including employment exits and directional moves. This paper demonstrates that research in job mobility, industrial restructuring, and labor market inequality should be integrated in studying the connection between structural changes and individual behaviors. [Copyright &y& Elsevier]

Despite two decades of discussion and debate, key issues regarding the transformation of work have remained highly uncertain, largely because of the limitations in the theoretical frameworks with which team systems have been approached In this paper, I draw loosely on my own fieldwork to articulate a series of propositions regarding features of the new managerial regimes that have remained only poorly explored. These center on the structural tensions and contradictions that team systems elicit, the contested and negotiated nature of the new regimes, and the complex interplay between the new work-systems and the identities that workers import from the old-managerial regimes. The paper suggests that the overarching concern with rates of diffusion and the performance effects of team systems should give way to more culturally nuanced approaches that can bring to light the divergent and often inherently contradictory forms the new regimes assume in an era marked by increasing demands for labor market flexibility. [ABSTRACT FROM AUTHOR]

Copyright of International Journal of Maritime History is the property of Sage Publications, Ltd. and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

We study optimal promotion decisions of hierarchical firms, with one junior and one senior managerial position, which interact in a search and matching labour market. Workers acquire experience over time while being employed in a junior position and the firm has to determine the experience level at which the worker receives a promotion which allows her to fill a senior position. Promoted workers move to the senior position in their current firm, if it is vacant, otherwise they search for senior positions on the market. The promotion cut‐offs of the competing firms exhibit strategic complementarity, but we show that generically a unique stable symmetric general equilibrium exists. We find that stronger competition among firms leads to later (earlier) promotions if the initial number of firms is small (large) giving rise to an inverse U‐shape relationship. In the presence of two skill groups, stronger competition among firms reduces the importance of skill differences, so the gap in wages and promotion times decreases with the number of firms. The model is compatible with empirical evidence that high‐skill workers are promoted faster than the low‐skilled and that internal promotions are more frequent than cross‐firm moves to a higher hierarchical position. [ABSTRACT FROM AUTHOR]

In this paper, we call for renewed attention to the structure and structuring of work within and between organizations. We argue that a multilevel approach, with jobs as a core analytic construct, is a way to draw connections among economic sociology, organizational sociology, the sociology of work and occupations, labor studies and stratification and address the important problems of both increasing inequality and declining economic productivity. [ABSTRACT FROM AUTHOR]

Copyright of ifo Dresden Berichtet: Ueber Konjunktur, Struktur, Wirtschaftspolitik is the property of ifo Institute for Economic Research and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The current paper aims to research the functioning mechanism of labour market, departing from the idea that labour market represents a constitutive part of the market system, the market system stands as a subsystem of economy and the economy itself a subsystem of the society. First of all, the labour market mechanism results from the essential interdependencies between the structural components of such market, between the labour market and the other markets, between the market system and the economic one, as well as between the economic and social system. Secondly, the labour market mechanism arise from its functional relations with the operational, executive, legislative, institutional and organizational structures of the social system from which it belongs, and which functional relations manifest as public preferences towards the functioning of the labour market. Therefore the regulatory mechanism of the labour market functions in two main steps, each of them comprising means and instruments for the implementation of the regulatory process: the spontaneous mechanism (based on objective necessity) and the intervention mechanism on the labour market, making use of various external economic means. [ABSTRACT FROM AUTHOR]

In the last two decades, research in human resource management has increasingly focused on the strategic linkage between the activities of the human resource function and the business goals of enterprises. Most of the theoretical and empirical work in this area has focused on the US context. This paper extends this research to a non-US business environment. Specifically, we examine data from 303 state-owned, domestic private and foreign-owned Polish firms to test how strategic and environmental variables are related to the adoption of human resource innovations. This analysis suggests that business strategies, local labour markets and the presence of foreign competition are related to the complexity and extensiveness of firm-level human resource practices. [ABSTRACT FROM AUTHOR]

This article examines employment structures within firms in Great Britain. In this paper. The author of this article wish to argue that a more complex understanding of work settings would yield new insights both for problems which have concerned dualists and, more generally, for understanding internal labor markets. The central idea is that the unit of analysis in dual labor market theory has been incorrect. Primary labor market firms should, in general, not be viewed as monolithic in their employment arrangements. Simple examples are large white collar employers such as banks or insurance companies. For many employees, these firms offer stable jobs, career prospects, and well developed rules with respect to promotion. Hence they are primary employers. However, these same firms also frequently hire a large number of young women for poorly paid, high turnover clerical jobs with virtually no prospects for upward mobility. In most salient respects, these are secondary jobs.

The article examines the origins, consequences and configurations of internal labor markets (ILM). Several factors that prompt organizations to utilize internal labor markets are discussed, including external economic conditions, unionization, and organizational characteristics. The implications of internal labor markets for human resource management are detailed, and the results of several influential empirical studies are analyzed. Various organizational approaches to internal labor market practices are presented.

The article focuses on market imperfections and organizational structure in developing countries. It states that culture, organizations, and markets help coordinate socio-economic transactions. It mentions that there are four dominant types of organizations in developing countries: entrepreneurial family firms, industrial clusters, multinational firm subsidiaries, and state-owned enterprises. It talks about potential catalysts for organizational change in developing countries, including increased reliability of input supplies, labor market maturation, and growth and specialization.

This paper examines workplace restructuring in three department stores in the Czech Republic in early 1994. All had previously belonged to the state-owned store chain of Czechoslovakia; one which we call Shop, was a major Prague store still in state ownership at the time of research, although it was about to undergo privatisation. The other two stores belonged to Supershop, a US retailing chain which had bought thirteen department stores in Czechoslovakia in 1992. One branch was in Prague, and the other in a provincial town some fifty kilometres east of the capital. The study explores and compares the Czech and the American trajectories of change, as well as including a regional dimension in the contrast between the Prague labour market and outside the metropolis. The case studies provide an insight in an already feminised, but rapidly expanding and transforming, sector of a post-communist economy. They explore how sectoral contingencies, in terms of past practices, contemporary responses to new market circumstances, and labour market pressures create similarities in restructuring practice and employment patterns, despite contrasting ownership forms. On the other hand, they also show how contrasts between the two ownership forms influence the retailing concept, styles of management and employment relations. A key question to address is the outcome of the approach of each enterprise towards Legacies of the past; the case of endogenous change illustrates the attempt to adapt embedded practices to new market conditions while that of multinational take-over shows the attempt to replace these entirely. The implications for the service sector and for a major sector of women's employment are drawn out. [ABSTRACT FROM AUTHOR]

Health workforce cohort studies are uncommon in low-and middle-income countries (LMICs), especially those in sub-Saharan Africa. Describe the methodology and lessons learned from establishing and maintaining the WiSDOM (Wits longitudinal Study to Determine the Operation of the labour Market among its health professional graduates) health professional cohort study in South Africa. WiSDOM is a prospective longitudinal cohort study that commenced in 2017. The cohort focuses on the eight professional groups of clinical associates, dentists, doctors, nurses, occupational therapists, oral hygienists, pharmacists and physiotherapists. Annual, electronic follow-up surveys have been conducted in 2018, 2019 and 2020 with informed consent. Key steps in establishing the WiSDOM cohort include consultation, communication and marketing, stakeholder feedback, resources and infrastructure. Retention strategies consist of an electronic database, detailed cohort contact information, cohort engagement, communication and feedback, short survey tools, and appropriate incentives. We obtained an overall response rate of 89.5% at baseline in 2017, 79.6% in 2018, 68.3% in 2019 and 72.8% in 2020. The largest decline in response rates is for medical doctors: 66.0% response rate in 2018, 53.2% in 2019 and 58.2% in 2020. However, for each of the three follow-up surveys, we have obtained response rates in excess of 80% for clinical associates, dentists, nurses, oral hygienists, pharmacists and physiotherapists. Since baseline, the outright refusals have remained very low at 4.7%. The multiple logistic regression analysis showed that self-identified race was the only significant socio-demographic difference between medical doctor respondents and non-respondents. Black African doctors and Indian doctors were 2.0 and 2.6 times more likely respectively to respond than White doctors (p < 0.05). Other LMICs can learn from WiSDOM's lessons of establishing and maintaining a health professional cohort that aims to generate new knowledge for health system transformation. [ABSTRACT FROM AUTHOR]

Alfred D. Chandler’s work highlighted the complicated interplay between markets and firms, especially the arrangements created by firms to buffer and manage market forces. Arguably his most important work examines one aspect of firms, organizational structure, and how it changed in response to the competitive needs of growing businesses. Much the same approach can be applied to understanding other aspects of firms such as the structure of the most important jobs in corporations, executive positions, and how those positions have been filled over time. Here the interplay includes a different market, the labor market. The arguments that follow trace the evolution of executive roles from the early days of corporations, where executive jobs were largely shaped by the labor market, to internalized and bureaucratized arrangements consistent with the idea of an integrated “Chandlerian” firm after the 1950s, back to something much closer to the market-dominated approach following the 1982 recession. In large measure, the change seems driven by the different context that business faced and the interplay with labor markets that made internal development more difficult. The implications for the future of large-scale Chandlerian firms may be considerable. [ABSTRACT FROM PUBLISHER]

Guided by Hagedorn’s (2000) theory of faculty job satisfaction, mindful of social and organizational structures of higher education, and acknowledging recent changes in the academic labor market, this study examines satisfaction for approximately 30,000 tenured and tenure-track faculty members in 100 US colleges and universities. Findings revealed similarity between female and male faculty members in some aspects of work satisfaction, but difference in other areas in which women reported lower satisfaction. Findings also revealed that perceptions of department fit, recognition, work role balance, and mentoring are more important to women faculty’s satisfaction than male peers. Implications for policy and practice are discussed. [ABSTRACT FROM AUTHOR]

Observing that organizational professionals view themselves as employees of special status, resulting among other things in their demand for autonomy, Raelin digs down into the basis for their difficulty integrating into organizations. After examining the peculiarities of their education and early socialization experiences, he relates five features of professional life which, based on his ongoing research and consulting work, predispose professionals to resist managerial control. [ABSTRACT FROM AUTHOR]

Using hospital administration as the specific example, the author suggests three categories of analysis as necessary for the development of a typology of administration: (a) the social role of the institution or its place in the cultural environment; (b) the economic role; (c) the institution's internal structure. It is shown that the hospital's place in the community has changed and that a large measure of present administrative problems lie in the transitional state. The hospital's sources of supply, its consumer relationships, and its labor market are all influenced in some measure by this transition. The internal structure of the institution has become increasingly complex, and its authority system and organizational pattern have shifted accordingly. [ABSTRACT FROM AUTHOR]

The purpose of this study is to find out whether there is a verifiable correlation between the individuals' employee commitment dimensions (affective, continuance, normative, professional and deliberate) and the personal characteristics of these employees. Our research was carried out among the employees of 56 organizations based in Hungary. Organizations were selected by snowball method. A total of 1731 questionnaires were processed, besides descriptive statistical methods we have used variance analysis. We have found significant correlations between the ages of employees and the level of affective, continuance, normative and professional commitment as well, by age-grouping and wage-grouping too. The results show that the first communication mode also has a significant impact on these four commitment dimensions, and all of the commitment dimensions had a higher level among employees who was enquired by the organization (the direction of the first communication is from the organization to the employee). [ABSTRACT FROM AUTHOR]

If public health is the field that diagnoses and strives to cure social ills, then understanding political causes and cures for health problems should be an intrinsic part of the field. In this article, we argue that there is no support for the simple and common, implicit model of politics in which scientific evidence plus political will produces healthy policies. Efforts to improve the translation of evidence into policy such as knowledge transfer work only under certain circumstances. These circumstances are frequently political, and to be understood through systematic inquiry into basic features of the political economy such as institutions, partisanship and the organization of labour markets. [ABSTRACT FROM AUTHOR]